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A PROJECT REPORT
ON
Designing of Induction & Orientation for
PARLE Biscuit Private Limited
Under The Supervision Of:
Mr. Shishir Shrivastava(HR Executive, PBPL)
Mr. Saurabh Rathi (HR Asst. officer, PBPL)
Internal Project Guide Submitted By:
Prof. YUVA RAJA GIREESH CHANDRA JOSHI
MBA III Sem.
In partial fulfillment of the requirement for the award of the Degree of Master of Business
Administration
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EXCEL BUSINESS ACADEMYSTUDENT DECLARATION
I hereby declare that the project report entitled
Designing of Induction & Orientation for PARLE Biscuit Private Limited
(PBPL)
Submitted in partial fulfillment of the requirement for the degree of
MASTERS OF BUSINESS ADMINISTRATION
Is our original work and not submitted for the award of any degree, diploma,
fellowship or other similar title or prizes.
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**GIREESH CHANDRA JOSHI[EXCEL BUSINESS ACADEMY, BANGALORE]
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ACKNOWLEDGEMENT
INTERDEPENDENCY IS A HIGHER VALUE THAN INDEPENDENCY
A special thanks to GOD for giving me confidence and strength to initiate this venture.
Exchange of ideas generated new obiects to work in a better way. whenever a person is helped &cooperated by others, his heart is bound to pay gratitude & obligation to them.
I deeply extend my gratitude & appreciation to
Mr. Shishir Shrivastava(HR Executive, PBPL)
Mr. Saurabh Rathi (HR Asst. officer, PBPL)for their encouragement & valuable suggestion.
I also grateful to all members of HR department of PBPL(Rudrapur) for their constant guidance during
my entire project work.
This is my pleasure to thanks Prof.Mr.Yuva Raja (Principle of Excel Business Academy , Bangalore) for
being a source of inspiration, help and co-operation.
And again I would also like to extend my thanks to my faculty Prof. Mr. Yuva Raja(Internal Guide) for
his support and guidance.
Last but not the least, my thanks are due to my Family for their support during training
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GIREESH CHANDRA JOSHI
CCHHAAPPTTEERR AARRRRAANNGGEEMMEENNTT SSHHEEEETT
1. CHAPTER - 1
1.1- Abstract
About Study
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1. Objective
2. Scope
3. Period
4. Limitations
1.2- Preface
1. CHAPTER 2
2.1- Industry profile
2.2- Company/Organizational profile
2. CHAPTER 3
3.1- About PBPL
1. Organizations Structure
2. Personnel & Administration
Department
3. Personnel Management &
Industrial Relations
4. Human Resource Development5. Performance Appraisal
6. Recruitment
7. Training & Development
8. Welfare activities
3. CHAPTER - 4
4.1 INDUCTION & ORIENTATION
4. CHAPTER-5
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5.1 DESIGNING OF INDUCTION AND ORIENTATION FOR PBPL
1. Induction program for staff.
2. Induction program for team mates.
3. CHAPTER6
6.1-Research Methodology
1. Definition of Research
2. Research Process
3. Choice of subject
4. Objective of research
5. Type of research
6. Research design
7. Sample design
8. Method of data collection
9. Analysis tools
4. CHAPTER-7
7.1-Analysis
7.2-Findings & observation
7.2-Recommendation
7.3-Suggestion
7.4-Conclusion
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7.5-Bibliography
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ABSTRACT
ABOUT STUDY:-
Objective of the study:-
1. To find out the awareness level in employee regarding induction and orientation in organization.
2. To find out the effectiveness of induction and orientation.
3. To analyze the satisfaction level among the employees with regard to the induction and orientation
programme in PBPL.
4. To design a new induction and orientation programme for PBPL.
Scope of the study:-
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The Project designed can be suitable to every organization irrespective of nature, business.
Period of the study:-
The duration of the study is 2 Months.
Limitation of the study:-
The study has gone through the above mentioned limitations that took a form of obstacle in the study:-
1. The time and support extended by the executives of PBPL were limited due to theircompany policy.
2. I was not able to interact within the factory premises due to safety aspect.
3. The sample size was large and may not be representing the populations characteristic.
PREFACE
As a part of the curriculum of my MBA III semester, I undergo my project in PARLE BISCUIT PRIVATE
LIMITED (PBPL). There I was assigned the project title Designing of Induction & Orientation for PBPL
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and its significance. My topic is concerned with the Induction & Orientation in PBPL and its awareness
among employees through research done, which helped me to check whether Induction & Orientation
in PBPL is appropriate or not.
This project work provides me an ample opportunity to judge the companys Induction &
Orientation of the firm. Through this project we can evaluate the Effectiveness of Induction &
Orientation in an organization.
I analyzed the responses taken through questionnaire filled up by employees. This study
provides me an opportunity to analyze that how important is RIGHT Induction & Orientation for the
employees and what impact it have on developing their interest in organization.
Therefore, I have chosen this topic to evaluate that Induction & Orientation is actually
necessary for the organization and that should be redesigned on timely basis for the developing the
interest of new employees and if so then to what extent.
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2.1INDUSTRY PROFILE
ABOUT PARLE
1. Parle Products has been India's largest manufacturer of biscuits and confectionery, for almost 80
years. Makers of the world's largest selling biscuit, Parle-G, and a host of other very popular
brands, the Parle name symbolizes quality, nutrition and great taste. With a reach spanning even
the remotest villages of India , the company has definitely come a very long way since its
inception.
2. Many of the Parle products - biscuits or confectioneries, are market leaders in their category and
have won acclaim at the Monde Selection, since 1971. With a 40% share of the total biscuit
market and a 15% share of the total confectionary market in India , Parle has grown to become a
multi-million dollar company. While to consumers it's a beacon of faith and trust, competitors
look upon Parle as an example of marketing brilliance.
HISTORY
1. In 1929 a small company by the name of Parle products emerged in British dominatedIndia. The intent was to spread joy and cheer to children and adults alike, all over the
country with its sweets and candies. The company knew that it wouldnt be an easy task,
but they decided to take the brave step. A small factory was set up in the suburbs of
Mumbai, to manufacture sweets and toffees. A decade later it was upgraded to
manufacture biscuits as well. Since then, the Parle name has grown in all directions, won
international fame and has been sweetening people's lives all over India and abroad.
1. Apart from the factories in Mumbai and Bangalore Parle also has factories in
Bahadurgarh in Haryana and Neemrana in Rajasthan, which are the largest biscuit and
confectionery plants in the country. Additionally, Parle Products also has 7
manufacturing units and 51 manufacturing units on contract.
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PARLE QUALITY
1. Hygiene is the precursor to every process at Parle. From husking the wheat and melting
the sugar to delivering the final products to the supermarkets and store shelves
nationwide, care is taken at every step to ensure the best product of long-lasting
freshness. Every batch of biscuits and confectioneries are thoroughly checked by expert
staff, using the most modern equipment hence ensuring the same perfect quality across
the nation and abroad.
1. Concentrating on consumer tastes and preferences, the Parle brand has grown from strength to
strength ever since its inception. The factories at Bahadurgarh in Haryana and Neemrana in in
Rajasthan, Pantnagar and Sitarganj in Uttarakhand which are the largest biscuit and
confectionery plants in the country. Additionally, Parle Products also has 7 manufacturing units
and 51 manufacturing units on contract.
PARLE CORE VALUES
An in-depth understanding of the Indian consumer psyche has helped Parle evolve a
marketing philosophy that reflects the needs of the Indian masses. With products designed
keeping both health and taste in mind, Parle appeals to both health conscious mothers and
fun loving kids. The great tradition of taste and nutrition is consistent in every pack on the
store shelves, even today. The value-for-money positioning allows people from all classes
and age groups to enjoy Parle products to the fullest.
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PARLE AWARDS
1. Parle products have been shining with the golds and silvers consistently at the Monde Selection ever
since they were first entered in 1971.
2. Monde Selection is an international institute for assessing the quality of foods and is currently the
oldest and most representative organization in the field of selecting quality foods worldwide.
BOARD OF DIRECTORS:
1. MR. ATUL K. SHAH2. MR. R.S. NEVATIA3. MR. BRAJESH K.TRIPATHI4. MR. S.N.VERMA
AUDITORS:
DELLOIT HARSHSKIN & SONS
BANKER:
UTIPUNJAB NATIONAL BANK
CBOP
MOTHER UNIT:ADDRESS
PARLE PRODUCTS PVT. LTD.NORTH LEVEL CROSSING
VILLE PARLE (EAST)
MUMBAI
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CORPORATE OFFICE:ADDRESS
NIRLON HOUSE
A.B.ROAD
MUMBAI.
MOTHER UNITS: -PLACE
Mumbai, Nasik, Banglore, khaboli, Bahadurgarh (Haryana), Bhuj (Gujarat), Neemrana (rajas than),
sitarganj, pantnagar.
EMRGING TRENDS OF THE BRAND
Since its inception in the 30s Parle biscuits have prided itself in offering quality products that are
affordable to the common man. The marketing mix has evolved with the times..
1. THE PRODUCT
Parle biscuits have a range of variants in it product portfolio. the popular brand Parle- G, krackjack,
Monaco, and its variants ( Zeera, onion and Methi ) are available in packets of various convenient
sizes. New products like hide & seek are a foray into the premium segment.
2. THE PRICING STRATEGY
The biscuits major has not bothered to raise the price of its flagship brand "Parle- G" for the past 6 to
8 years and has always tried to provide its offering at nearly 33% discount as compare to other
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competitive brands.
3. THE PROMOTION POLICY
The consumer is the focus of all activities at Parle. Maximizing value to consumer and forging enduring
customer relationships are the core endeavors at Parle. Parle-G " My Dream Come True "- was one its biggestpromotional ventures (2.5 crore) which gave contestants a chance to fulfill their dreams. Discounts, gift offer
schemes are other popular promotional offerings.
4. THE PLACE
The well-entrenched distribution system (the company covers 12-15 lakh outlets across the country), with 39
depots at strategy points all over the country. From the depots, the biscuits are sold to wholesalers and
further to retailers.
5. THE PACKAGING
Biscuits have under gone a swift transformation. From the earlier waxed-paper packing,
Parle's BOPP offering is not only stylish and enticing bit also increases the self life of the
biscuits.
BRANDS
1. BISCUITS
1. Parle - G
2. Hide and Seek
3. Krackjack
4. Hide & Seek Milano5. Magix
6. Digestive Marie
7. Monaco
8. Parle Marie
9. Kreams
10. Milk Shakti
11. Parle 20-20 Cookies
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12. Golden Arcs
13. Nimkin
14. Kreams Gold
15. Chox
16. Monaco Jeera
17. Hide & Seek Bourbon
2. CONFECTIONARIES
1. Melody
2. Kismi Gold
3. Mango Bite
4. Orange Candy
5. Kaccha Mango Bite6. Xhale (NEW)
7. Poppins
8. 2 in 1 Eclair
9. Kismi Toffee
10. Golgappa
11. Kisme Toffee Bar
12. Melody Softee
13. Mazelo
14. Parle Lites
3. SNACKS
1. Musst Bites
2. Jeffs
3. Cheeslings
4. Musst Stix & Musst Chips
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5. Sixer
6. Sixer Zeera
7. Monaco Smart Chips
Ingredients:
1. Wheat Flour
2. Sugar
3. Edible Vegetable Oils
4. Invert Syrup
5. Skimmed Milk Powder
6. Salt
7. Leavening Agents
8. Permitted Emulsifier,9. Flavour
10. Dough Conditioners
EXPORT-IMPORT
1. The immense popularity of Parle products in India was always a challenge to our production capacity.
Now, using more modern techniques for capacity expansion, we have begun spreading our wings and
are going global.
2. Parle biscuits and confectionaries are fast gaining acceptance in international markets, such as,
Middle East, Africa, South East Asia and the more sophisticated economies like U.S.A., UK, Canada,
Australia and New Zealand now relish Parle products.
3. The Parle name symbolizes quality, health and great taste. And yet, we know that constantly
innovating and catering to new tastes have built this reputation. This can be seen from the success of
its new brands such as Hide & Seek, Mangobite etc.
4. The Parle Biscuit brands, such as, Parle-G, Monaco, Krackjack, Marie Choice, Hide & Seek and
confectionery brands, such as, Melody, Poppins, Rolacola, Mangobite enjoy a strong imagery and
appeal amongst consumers across the world.
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Which has resulted into Parle-G being the worlds largest selling biscuit .
CORPORATE SOCIAL RESPONSIBILITY(CSR)
1. As a part of Corporate Social Responsibility Policy Parle is keenly involved in the overall development
of younger generation with focused endeavor to built New Face of India and spread happiness & joy
all over.
2. Parle Centre of Excellence as an institution is dedicated to enrich the lives of people through
conducting various cultural programs across all region to facilitate the all round development of the
children. Every year, Parle organises Saraswati Vandana in the state of West Bengal during the
festival of Saraswati Puja, inviting schools from all across the state to participate. The event is one of
much fanfare and celebration, keeping alive the culture and traditions of ages. Our involvement in
cultural activities has seen the inception of Golu Galata in Tamil Nadu, held during Navratri. Its gives a
platform to all the members of a household to showcase their creativity and being judged by
immanent personalities. Thousands of families participate and celebrate the occasion on a grand
scale.
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2.2 UNIT PROFILE
UNIT (PBPL-PANTNAGAR)PROFILE
This unit is being started at 2004 with the production of Parle-G in different pack size. Today this unit is
producing around 250 MT, out of which 220 MT is Parle-G & 30 MT is Orange cream biscuit. Around 850
no.s ofemployees are working at this unit including 45 no.s of staff members.
The production of Orange Creams is be started in the month of August-2007.
This plant is be set-up at around 14 acre land. Greenery is very much focused & concerened here by the
employees.
COMPANY GOALS
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1. Customer Focus
a. Zero defect product.
b. School visits.
2. PQS Focus
a. Reducing breakdowns , wastage.
b. Training and development.
c. Quality assurance.d. HACCP , 5-S, ISMS policies.
DEPARTMENTS
1. Purchase
2. HR & Personnel
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3. Finance & Accounts
4. Quality Assurance
5. Production
6. Packaging
7. Dispatch
8. Stores
9. School Department.
The organization follows a flat structure with less hierarchal level. The head of the department reports
to the general manager through direct communication. The working atmosphere is not stressful with
enough work-flexibility given to staff & managers.
The factory also has an auditorium & viewing gallery, which is used during the visit of school children
& visitors.
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SCHOOL DEPT.
The main objective of these visits is to aware the students & visitors about the Parle hygiene & quality, and to
promote the product of Parle.
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PRODUCT MANUFACTURED AT PARLE
PANTANAGAR
Filled with the goodness of milk and wheat, Parle G is not just a treat for the
taste buds, but a source of strength for both body and mind. Tear over a
packet of Parle G to experience what has nourished Generations of Indianssince last sixty five years, making it trulyHindustan Ki Taakat.
Ingredients:
Wheat Flour, Sugar, Partially Hydrogenated Edible Vegetable Oils, Invert Syrup*,
Leavening Agents [ 503 ( ii ), 500 ( ii ) ], Salt, Milk Solids, Emulsifiers[322 or 471 &
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481 ( i ) ] and Dough Conditioners[ 223 ]. Contains Added Flavours (Artificial)* (d - Glucose, Levulose)
Pack Sizes available: 88g & 44g
Orange:
Tickle your senses with Parle Orange Cream The tangy orange creambetween two scrumptious biscuits makes for a real treat.Age no bar!
Ingredients:Wheat Flour, Sugar, Partially Hydrogenated Edible Vegetable Oils, Invert
Syrup, Milk Solids, Salt, Leavening Agents [ 503 ( Ii ), 500 ( Ii ) ],
Emulsifiers [ 322 or 471 & 481 ( i ) ] and Dough Conditioners [ 223 ].Contains Permitted Synthetic Food Colour [ 110 ] and Added Flavours (
artificial ).
Pack Sizes available:- 90 G
\
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3.1 ORGANISATION STRUCTURE
Unit head
Depty Manager
Executives
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Officer Officer Officer Officer Officer
Engineering Production Accounts IT HR & Personnel
Assistance Assistance Assistance Assistance Assistance
Officers Officers Officers Officers Officers
Foreman
School Coordinators
Supervisor
Trannies
Operator Fitters
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Assistance Operator/ Fitters
Helper
3.2 PERSONNEL MANAGEMENT & INDUSTRIALRELATION (PM & IR)
Under personnel management & industrial relation the main activities are time office &
industrial relation. The main works of the office is wage & salary administration. wage & salary if the
factory employee casual worker or contract worker is calculated after considering various factor like
shift of working, overtime, leave taken late corning, compensatory leave, loan &other statutory
compliances as laid down in the wage &salary act.
The attendance of an employee registered through card punching machine installed at the time
office. The employees &workers are also given various allowances &these are added to their
respective salary. Provision of employee state insurance & provident fund is also maintained & it is
deducted from the employee's salary apart from contribution by company. Harmonious industrial
relation is a must for every organization or company for its smooth functioning.
At PBPL although there is no union but still grievances of employee has to redress and this work is under
taken by industrial relation department. At PBPL, efforts are made to redress any grievance of the
sectional level but if such a situation arise that it is not solved at the above level then IR department
comes into picture &it tries to solve it as per laws rules & regulations.
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3.3Human Resource Development
At PBPL the main activities undertaken by HRD department are recruitment, performance
appraisal Training and development, welfare activities, personal growth &promotion.
3.4 Performance Appraisal
Company considers its human resource as the most valuable resource for its growth &
expansion. In line with this PBPL is committed to provide opportunity to its employees for their personal
& professional development. To achieve this objective the company carries out performance appraisalof its employees so as to assess their weaknesses& strengths& to take measures accordingly like
providing training or giving rewards or incentives.
3.5 Recruitment
Recruitment at PBPL is carried out in close co-ordination with the department requiring the
personnel. It is a process where the qualification and other skills needed for the job are taken into
account & based on this the incumbent is selected after proper screening &interviewing. He is then
inducted &provided training if needed.
3.6 Training and Development
Training & development is an important aspect of HRDI, PBPL, believes in training and
development of its employees so as to help them taken higher responsibilities & to prepare to meet the
challenging business environment. The training need of the factory employees is assessed by his
sectional &departmental head is consultation with the employee HRD ensures that suitable in-house or
outstation training program are arranged for the employees.
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3.7 Welfare Activities
PBPL cares for its employees hence to ensure that every employee is happy &healthy it runs
various welfare schemes like
It also provides flat facility, transport facility, canteen facility etc to its employee. The welfare
schemes help in ensuring a good and healthy relationship between the employees and the company.
The employee feels like a part of the company &gives his 100% towards the growth of the company.
3.8 Employee Records
1. Personal RecordsPersonal records of employees are very important for the company. Any change or development in
respect of educational and professional qualification, present and permanent address, family
particulars, etc.shou1d is informed immediately to Personnel Department, by the employees so that his
personal records can be update.
2. Identity CardEvery employee is issued identity card which must be displayed by him, while on duty.
Entry of employee in the premises is subject to his /her showing the identity card to the security
staff. Employee should get a fresh identity card if the present one lost or damage. In case of lost of the
identity card, written information must be given to Personnel Department immediately.
3. DisciplineDiscipline is an important factor in running any business. Employees are expected to maintain discipline
and adhere to the rules, regulations, system, and procedure etc., which are farmed and notified from
time to time in this regard.
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3.9 HR Activities
H[1].R. Jobs.xls
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4.1 Induction
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Even volunteers who have been appointed to a particular role because of their skills will need an
introduction to the organization and the activity. Induction can be given in a one-to-one or groupmeeting, and is best accompanied by a written introductory pack of materials, including copies of
your mission statement and volunteering policy.
There are three elements of induction:
1. Cause induction - an introduction to the work of the organization. What its purpose is, perhaps
explained in an annual report or introductory meeting for new volunteers.
2. System induction - an introduction to the organizational systems, facilities and structure of the
agency.
3. Social induction - an introduction to staff, trustees and to other volunteers.
INDUCTION & ORIENTATION
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Pol icy Statement
All new employees and transferring employees are provided with an appropriate introduction totheir employment to cover a basic understanding of the companys history, products, policies and
procedures. The aim is for new employees to be integrated into the work environment as soon as
possible. Induction process includes orientation programs, which have been designed for allemployees. Orientation is seen as an integral part of developing our culture in alignment with
This We Believe and positioning as Best People, Best Place.
Purpose
The purpose o f th i s po l icy i s to ensure the success fu l implementa t ion o f a
un i fo rm procedure fo r in t roduc ing new employees and he lp our newemployees fee l pa r t o f the o rgan iza t ion by p rov id ing in fo rmat ion and
as s i s t ance a t t he t i me i t s needed .I t i s impor tan t tha t the induc t ion p rocess i s cons i s ten t to ensure tha t a l l
new employees have the same induc t ion exper ience and rece ive the same
messages . Induc t ion i f implemented e f fec t ive ly has the po ten t ia l to
reduce t urnover , abs ent ee i s m and boos t mora l e .
Exceptions
There will be no exceptions to this policy.
Scope
This po l icy app l ie s to a l l employees .
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Authority and Responsibil i ty
The Human Resources Head has the authority and responsibility for ensuring that this policy is
correctly implemented, is effective and properly maintained.
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5.1 DESIGNING OF INDUCTION AND ORIENTATION FOR PBPL
1. INDUCTION PROGRAM FOR STAFF
CONTENTS
1.Joining Formalities.
2. Parle movie in auditorium.
3. Parle history.
4. Company goals.
5. 30 good practices.
6. PQS booklet.
7. ISMS policies Booklet.
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8. Departmental presentation.
9. Meeting with HODs of every department.
10. Feedback.
11. Questionnaire.
JOINING FORMALITIES
1. Bio profile.
2. Joining report.
3. Bank form.4. ESI form (form2)
5. PF form(form 12 revised)
6. Nomination form (form6)
ALONG WITH THESE DOCUMENT TO BE PROVIDED BY
THE JOINER
1. Proof of age (Birth certificate or school leaving certificate).
2. Academic certificate.
3. 6 photographs (passport size).4. Letter of release from the previous employer.
5. Experience certificate.
6. Salary slip.
7. Provident fund details with previous employer
1. P.F no.
2. P.F Managed by trust/P.F Commissioner.
3. Complete postal address of trust/ Commissioner.
4. Medical fitness report.
5. PAN No.
6. Form 16 (Previous Employer)
7. Identity Proof (Driving license , voter ID card , pan card etc.)
8. Domicile Certificate .
PARLE MOVIE
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New joiner has to report at auditorium along with one employee from personnel department for Parle
movie show.
PARLE HISTORY (BRIEF)
GROUP PROFILE
A factory was set up in the suburbs of Mumbai city, to manufacture sweets and toffees. The year was
1929
A decade later , in 1929 Parle products began manufacturing biscuits. Parle-G( Parle glucose) and Parle
Monaco were the first brands of biscuits to be introduced.
Parle has nearly 1500 wholesalers, catering to 425000 retail outlets directly or indirectly. A two hundred
strong dedicated field force services these wholesalers and retailers . Additionally, there are 31 depots
and C & F agents supplying goods to the wide distribution network.
Today, Parle enjoys a 65% share of the total Biscuit market and a 15% share of the total confectionary
market, in India.
The Parle biscuit brands, such as Parle-G, Monaco and Krackjack and confectionary Brands such as
Melody, Poppins , MangoBite and Kismi enjoy a strong imagery and appeal amongst consumers.
COMPANY (PBPL-PANTNAGAR)PROFILEWe have total 850 no.s of employees in our unit including 45 no.s of staff members PBPL
Pantnagar was setup in May-2004 and started manufacturing of Parle-G.
And started orange Creams in month ofAugust-2007.
COMPANY GOALS1. Customer Focus
a. Zero defect product.b. School visits.
2.PQS Focusa.Reducing breakdowns , wastage.b. Training and development.c. Quality assurance.
d. HACCP , 5-S, ISMS policies.
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30-GOOD PRACTICES AT PBPL, PANTNAGAR
1. Participate in all Hazards Analysis & Critical Control(HACCP)/ 5s related activities.
2. Maintain discipline in the factory premises & Strictly follow all the rules & regulations.
3. Do not wear wristwatch, ring, chain, pins all types of bracelets , threads , earrings,
bangle ,anklets ,necklaces & jewelry any type of item in the production process area in
order to meet HACCP based food safety system effective.
4. Mens hair are short , properly trimmed & combed & womens hair, if long need to be in
buns.
5. Shoes must be worn daily.
6. Beard should be shaved daily & mustaches kept properly must trimmed.
7. Chewing tobacco / gutkha / smoking / chewing gum 7 related products should not be
done in factory Participate premises.
8. Use perfumes , aftershave and strong scented soaps should not be done.
9. Shirt should be kept in the pant in factory premises.10. No sleeping during working hours.
11. Minor cuts/ wounded & skin diseases should be cover with water resistant Band-Aid.
12. While suffering from fever or cough & cold, do not attain duty.
13. Splitting in the factory premises is not allowed.
14. Food should be taken only in the canteen
15. Hands are to be washed & disinfected at regularly intervals by hand sanitized in
preparation & production area
16. Bath & teeth brush should need to be one daily.
17. Leave card should be filled & leave should be sanctioned before going leave.
18. Serve the company obey all the lawful acts , directions & order of the company & of theperson placed in authority by the company manager.
19. Use all the safety equipments in hardies jobs & follow up supervisors instructions.
20. Make a peaceful environment in the organisations & do not make a lot of crowd at place
or near a machine.
21. Do not leave your machine or plant without informing your supervisor.
22. Do not touch machine in running condition.
23. Clean your workplace daily.
24. Read the notice board daily.
25. Keep the mobile in vibration mode in the premises.
26. The corrections of attendance should be correct on the very next day.
27. Regularly participate in the training programs , sports activities & other activities.
28. Maintain your daily records properly.
29. Give at least 5 suggestions for improving performance weekly.
30. Trimmed nails without nail polish.
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PQSPQS indicate Parle quality system and booklet attached will covers important literature needed for
the knowledge of PQS.
ISMS POLICIESISMS indicate information security management system and booklet attached will covers all
important literature needed for the knowledge of ISMS policies.
DEPARTMENTAL PRESENTATIONAll departments of PBPL Pantnagar has created a presentation on their particular department ,
which can be beneficial in some aspects.The presentation will be shown at auditorium. Max 10 minutes of presentation is prepared by the
department which can be shown as availability of the department person.
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INDUCTION WITHHODS OF EVERY DEPARTMENT
Ref: PBPL\PERS\09 Dated :
Induction of Mr. , Miss , Mrs.
We feel pleasure in announcing the induction of in Parle family
as in department for our plant located at Pantnagar.
has completed . Experience
.
We wish all success in his/her new assignment. We expect everyone to extend co-operation in
discharging his/her functional responsibility effectively.
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SCHEDULE:
During this 1 d-day induction program you shall report to Mr. Manoj Dangwal in HRdepartment.
Day 1 :- Completion of all documentations in files & induction with Parle group.
Please do spare some time with to create better understanding about your
functions/ department as per schedule given below.
S.N
o
Name Departments Sign
1. Mr. S andeep Pandey Manager Operation
2. Mr. V.P.S Chauhan Finance & Accounts
3. Mr. Devendra Tyagi Purchase
4. Mr .Ganesh Bisht System
5. Mr. Tarun Kapoor FSSC/ HACCP
6. Miss. Rajshree 5S
7. Mr. Sanjay Yadav Production
8. Mr. Bhupendra Negi Electrical
9. Mr. Sunil Shukla Engineering
10. Mr. Rohit Gupta Quality
11. Mr. Nirdosh Kumar Security
12. Mr. Manikant Garg Safety
13. Mr. Manoj Dangwal Personnel
14. Mr. Shishir Shrivastava HR
Thanking You
(Manoj Dangwal)
Member Parle Pariwar
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Induction Program For
We feel pleasure in announcing the induction of In Parlefamily as a for our plant located at Pantnagar w.e.f.
Date Department Topics Trainer
sign
Trainee
sign
Remarks
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Employee Sign Personal officer
INDUCTION FEEDBACK
1. What you learn during the induction program?
2. Your opinion for improvement in our induction program?
3. With whom you like the induction program and why?
4. Are you satisfied with induction program or not? Give reason.
1. Satisfied
2. Fully Satisfied
3. Not satisfied
4. Whether you find the induction program healthy or like to suggest any change in this
induction program?
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QUESSTIONAIR
Prepare from different department
1. Accounts.
2. HR/Personnel.
3. Purchase.
4. System
5. PQS/HACCP.
6. Electrical.
7. Mechanical.
8. Production.
9. Quality.
10.Security
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10. INDUCTION PROGRAM FOR TEAM MATES
CONTENTS
1. Joining Formalities.
2. Parle Movie in auditorium.
3. Parle history.
4. Company goals.
5. 30 good practices.
6. Trainings.
7. PQS booklet.
8. ISMS policies booklet.
9. HACCP.
10. Quality.
11. Safety & security.
12. Facilities.
FILLING UP OF CERTAIN FORMS
1. Bio profile.
2. Joining report.
3. Bank form.
4. ESI form(form 2).
5. PF form(form 12 revised)
6. Nomination form (form 6)
ALONG WITH THESE DOCUMENTS TO BE PROVIDED BY THE
JOINER
1.Proof of age (Birth certificate or school leaving certificate).
2. Academic certificate.
3. 6 photographs (passport size).
4. Letter of release from the previous employer.
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5. Experience certificate.
6. Salary slip.
7. Provident fund details with previous employer
a. P.F no.
b. P.F Managed by trust/P.F Commissioner.
c. Complete postal address of trust/ Commissioner.
8.Medical fitness report.9.PAN No.
10. Form 16 (Previous Employer)
11. Identity Proof (Driving license , voter ID card , pan card etc.)
12. Domicile Certificate .
PARLE MOVIE
New joiner has to report at auditorium along with one employee from personnel department for Parle
movie show.
PARLE HISTORY (BRIEF)
GROUP PROFILE
A factory was set up in the suburbs of Mumbai city, to manufacture sweets and toffees. The year was
1929
A decade later , in 1929 Parle products began manufacturing biscuits. Parle-G( Parle glucose) and Parle
Monaco were the first brands of biscuits to be introduced.
Parle has nearly 1500 wholesalers, catering to 425000 retail outlets directly or indirectly. A two hundred
strong dedicated field force services these wholesalers and retailers . Additionally, there are 31 depots
and C & F agents supplying goods to the wide distribution network.
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Today, Parle enjoys a 65% share of the total Biscuit market and a 15% share of the total confectionary
market, in India.
The Parle biscuit brands, such as Parle-G, Monaco and Krackjack and confectionary Brands such as
Melody, Poppins , MangoBite and Kismi enjoy a strong imagery and appeal amongst consumers.
COMPANY (PBPL-PANTNAGAR) PROFILEWe have total 850 no. s of employees in our unit including 45 no.s of staff members .PBPL,
Pantnagar was setup in May-2005 and started manufacturing of Parle-G.And started orange Creams in month ofAugust - 2007.
COMPANY GOALS
1. Customer Focus
a. Zero defect product.
b. School visits.
2. PQS Focus
a. Reducing breakdowns , wastage.
b. Training and development.c. Quality assurance.
d. HACCP , 5-S, ISMS policies.
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30-GOOD PRACTICES AT PBPL, PANTNAGAR1. Participate in all Hazards Analysis & Critical Control(HACCP)/ 5s related activities.
2. Maintain discipline in the factory premises & Strictly follow all the rules & regulations.
3. Do not wear wristwatch, ring, chain, pins all types of bracelets , threads , earrings,
bangle ,anklets ,necklaces & jewelry any type of item in the production process area in
order to meet HACCP based food safety system effective.
4. Mens hair are short ,properly trimmed & combed & womens hair, if long need to be in
buns.
5. Shoes must be worn daily.
6. Beard should be shaved daily & mustaches kept properly must trimmed.7. Chewing tobacco / gutkha / smoking / chewing gum 7 related products should not be
done in factory premises.
8. Use perfumes , aftershave and strong scented soaps should not be done.
9. Shirt should be kept in the pant in factory premises.
10. No sleeping during working hours.
11. Minor cuts/ wounded & skin diseases should be cover with water resistant Band-Aid.
12. While suffering from fever or cough & cold, do not attain duty.
13. Splitting in the factory premises is not allowed.
14. Food should be taken only in the canteen.
15. Hands are to be washed & disinfected at regularly intervals by hand sanitized in
preparation & production area.
16. Bath & teeth brush should need to be one daily.
17. Leave card should be filled & leave should be sanctioned before going leave.
18. Serve the company obey all the lawful acts , directions & order of the company & of the
person placed in authority by the company manager.
19. Use all the safety equipments in hardies jobs & follow up supervisors instructions.
20. Make a peaceful environment in the organisations & do not make a lot of crowd at place
or near a machine.
21. Do not leave your machine or plant without informing your supervisor.
22. Do not touch machine in running condition.
23. Clean your workplace daily.
24. Read the notice board daily.
25. Keep the mobile in vibration mode in the premises.
26. The corrections of attendance should be correct on the very next day.
27. Regularly participate in the training programs , sports activities & other activities.
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28. Maintain your daily records properly.
29. Give at least 5 suggestions for improving performance weekly.
30. Trimmed nails without nail polish.
ALL THE JOINERS ARE TO BE GIVEN TRAININGS ON FOLLOWINGACTIVITIES
PQSPQS indicate Parle quality system and booklet attached will covers important literature needed forthe knowledge of PQS.
ISMS POLICIESISMS indicate information security management system and booklet attached will covers all
important literature needed for the knowledge of ISMS policies.
SAFETY AND SECURITYEach Teammate is being taught about the importance of safety security while on workplace by the
help of Presentation.
FACILITIESBriefiedabout the facilities the company is giving to its employees. Such As
1. Bus Facility(Timing and place).
2. Uniform.
3. Canteen.
4. Dispensary
5. Naturopathy Camp.
6. Yoga Camp.
7. Sports.
1. Cricket.
2. Volleyball.
3. Badminton.
4. Table Tennis.
5. Prizes
6. CSR Activities.
7.KRA.8. Tours/Picnics.
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6.1 RESEARH METHODOLOGY
It is a way to systematically solve the research problem. In it we study various steps that are
generally adopted by a researcher in studying his research problem along with the logic behind them. It
is important for the researcher not only to understand the research methods and techniques but also
the methodology.
DEFINITION OF RESEARCH
1. A systematic search for knowledge.
2. Movement from known to unknown.
3. Research in common refers to search for knowledge.
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One can also define research as a Scientific and systematic research for
pertinent information on specific topics.
RESEARCH METHODOLOGY OPTED FOR PROJECT STUDY IN PBPL
Research problem
To identify the awareness of induction & orientation among employees in PBPL that
reflects on the effectiveness
RESEARCH PROCESS
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Formulating Research Problem
Extensive Literature Survey
Developing Hypothesis
Preparing Research Design
Data Mining Sample Design
Collecting the Data
Execution of Project
Analysis of Data
Hypothesis & Interpretation
Generalization & Interpretation
Report Writing
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1. CHOICE OF SUBJECT
To identify the awareness of induction & orientation among employees in PBPL that reflects on
the effectiveness
2. OBJECTIVE OF RESEARCH
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The Research Objective of the Project is to Design an Induction &
Orientation for PBPL.
The purpose of research is to discover answers to questions through an application of scientific
procedure. The main aim of research is to find out the truth which is hidden and which has not been
discovered as yet. Though each research study has its own specific purpose, we may think of research
objectives as falling into a number of following broad categories
1. To gain familiarity with a phenomenon or to achieve new insight in to it (studies with this object in
view are termed as exploratory or formulative research studies).
2. To portray accurately the characteristics of a particular individual, situation or a group (studies with
this object in view are known as descriptive research studies).
3. To determine the frequency with which something occurs or with which it is associated with
something else (studies with this object in view are known as diagnostic research studies).
4. To test a hypothesis of a causal relationship between variables (such studies are known as
hypothesis- testing research studies).
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5. TYPE OF RESEARCH
Descriptive researchincludes survey and fact - finding enquiries of different kinds. Themajor purpose of descriptive research is description of the state of affair as it exists at
present.
Advantages of Survey Method
1. Survey is conducted in case of descriptive research studies.
2. Survey - type research studies usually have larger samples because the percentage of responses
generally happens to be low, as low as 20 to 30 %, especially in mailed questionnaire studies.
Thus, the survey method gathers data from a relatively large number of cases at a pat1icular
time it is essentially cross - sectional.
3. Survey is concerned with describing, recording, analyzing and interpreting conditions that eitherexist or existed. The researcher does not manipulate the variable or arrange for events to
happen. Surveys are only concerned with conditions or relationships that exist, opinions that are
held, processes that are going on, effects that are evident or trends that are developing. They are primarily concerned with the present but at times do consider past events and influences as
they relate to current conditions. Thus in survey, variables that exist or have already occurred
are selected and observed.
4. Survey is usually appropriate in case of social and behavioral sciences.
5. Survey is an example of field research.
6. Survey may either be census or sample survey. They may also be classified as social surveys,
economic surveys or public surveys.
The Method of data collection happens to be either observation, or Interview or questionnaire.
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Sample size of 30 is taken from the target division of Parle
Biscuit Private Limited (PBPL)
7. SAMPING DESIGN
Non Probability sampling
Non - probability sampling is also known by different names such as deliberate sample,
purposive sampling and judgment sampling. In this type of sampling, items remain supreme.
Non-Probabilistic Sampling procedure is adopted for
the Project
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IF YOU HAVE PLANNED WELL, HALF OF YOUR WORK HAS BEEN DONE
QUESTIONNAIRE
1. Are you aware about the induction & orientation in an organisation?
1. Yes
2. No
2. Induction is to introduce a new employee with:-
1. Job related task
2. Organisation
3. Both of them
3. Orientation is to orient the employee with his job/work:-
1. Yes
2. No
3. Cant say
4. Do you think that Induction & Orientation in Parle Biscuit PrivateLimited (PBPL):-
(Choose the most appropriate one)
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1.Reduce employee turnover
2. Boost morale
3. Familiarize with organizations culture
4. All of them
5. None of them
5.Do you think thatInduction & Orientation has any significance in developing the interest of
an employee in an organisation..?
1. Yes
2. No
3. Cant say
6.How would you rate the Induction & Orientation in Parle Biscuit PrivateLimited (PBPL):-
1. Excellent
2. Good
3. Average
4. Poor
7.Do you want Human Resource (HR) department to design a new Induction & OrientationParle Biscuit PrivateLimited (PBPL)..?
1. Yes2. No3. No comments
8.Induction & Orientation is mere a wastage of resources in an organization.
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1. Agree
2. Neither agree nor disagree
3. Strongly disagree
4. Disagree
9.Do you want some improvement in Induction & Orientation programme conducted in Parle
Biscuit Private Limited (PBPL)..?
1. Yes
2. No
3. No comments
10. What suggestions/changes would you recommend to design a new Induction &Orientation programme in Parle Biscuit Private Limited (PBPL)..?
NAME _________________________
DESIGNATION _________________________
DEPARTMENT ________________________
DATE _________________________
Thanking You
With regards
FEEDBACK HELPS US TO IMPROVE & REMEMBER CONTINOUS
IMPROVEMENT IS THE KEY TO SUCCESS
11. METODS OF DATA COLLECTION
Data is collected from Primary sources.
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Primary data can be collected either through experiment or through survey. If the researcher
conducts an experiment, he observes some quantitative measurements, or the data, with the help of
which he examines the truth contained in his hypothesis, but in the case of survey, data can be collected
by anyone or more of following ways
1. By observation
This method implies the collection of information way of investigator's own observation,
without interviewing respondent. The information obtained related to what is currently happening
or future intentions or attitudes of respondents. This method is no doubt an expensive method andthe information provided is very limited. Method is not suitable in inquiries where large samples are
concerned.
2. Through personal interview
The investigator follows a rigid procedure and seeks answers to a set of pre-conceived questions
through personal interviews.
3. By mailing of questionnaires
The researcher and the respondent do come in contact with each other Questionnaires are
mailed to the respondents with a return. It is most widely used method in various economic and
business surveys.
4. Through schedules
Under this method the enumerators are appointed and given training, they are provided with
schedules containing relevant questionnaires. These enumerators go to respondent with these
schedules. Data are collected by Filling up the schedules by enumerators on the basis of replies
given by respondents.
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5. DATA ANALYSIS TOOLS
Questionnaire can either be in Structured or Unstructured form.
Structured questionnaire in which there are definite, concrete and predetermined questions. The
questions are presented with exactly that same wording and in the same order to all respondents.
Type of structured questionnaire
1. Open ended Open- ended questions allow respondents to answer in their own words and often
reveal about how people think (i.e. of the type inviting free response).
2. Closed ended Closed-ended questions specify all the possible answers that are easier tointerpret and tabulate (i.e. of the type 'yes' or 'no').
3. Combination Combination-type of questionnaire is combination of both open ended and close
ended questionnaire
Combination of Open ended and close ended Questionnaire is chosen
for the Project
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7.1 DATA ANALYSIS
Assumptions:-
1. All employees surveyed are of level six and above till 12A, as per organizational hierarchy in
PBPL.
2. All employees surveyed have joined PBPL in the last 2year only.
3. Same Questionnaire was given to 30 employees and only 15 responded respectively.
4. Population size = 850
Sample = 30
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Sampling = Systematic
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5. %age OF EMPLOYEES AWARE ABOUT INDUCTION & ORIENTATION IN PBPL:-
Fig. (a)
1. %age OF EMPLOYEES IN PBPL SAYS INDUCTION IS TO INTRODUCE A NEW EMPLOYEE WITH:-
Fig. (b)
YE
S
95
%
NO
5%
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2. %age OF EMPLOYEES IN PBPL SAYS ORIENTATION IS TO ORIENT THE
EMPLOYEE WITH HIS JOB/WORK:-
Fig. (c)
15%
60%
25%
Job related task
Organization
Both of them
92%
0% 8%
YES
NO
Can't say
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3. IMPACT OF INDUCTION & ORIENTATION PROGRAMME ON EMPLOYEES IN PBPL:-
Fig. (d)
4. INDUCTION & ORIENTATION HAS ANY SIGNIFICANCE IN DEVELOPING THE INTEREST OF A
NEW EMPLOYEE IN AN ORGANISATION:-
Fig. (e)
70%
5%0%
25%
0%0%
Reduce employee
turnover
Boost morale
Familiarise with
organisation
culture
All of them
None of them
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5. %age OF EMPLOYEES IN PBPL FEELS INDUCTION & ORIENTATION IS MERE A WASTAGE OF
RESOURCES IN AN ORGANISATION:-
Fig. (f)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
YES NO CAN'T SAY
Strongly
disagree
75%
Agree
0%
Disagree8%
Strongly
agree
0%
Neither agree
nor disagree
17%
Strongly agree
Agree
Neither agree nordisagree
Strongly disagree
Disagree
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6. %age OF EMPLOYEES WANT IMPROVEMENT /CHANGES IN INDUCTION & ORIENTATION
PROGRAMME OF PBPL:-
Fig. (g)
7. RATING OF INDUCTION & ORIENTATION PROGRAMME IN PBPL BY EMPOYEES:-
Fig. (h)
83%
0%
17%
0%
YES
NO
NO
COMMENTS
0%
10%
20%
30%
40%
50%
60%
70%
5% 25% 70% 0%
Exce
llentGood
Aver
agePoor
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8. %age OF EMPLOYEES WANT HR DEPARTMENT IN PBPL TO DESIGN A NEW INDUCTION &
ORIENTATION PROGRAMME FOR THEM:-
Fig. (i)
0%10%20%30%40%50%60%70%
80%90%
100%
YES NO
NOCOMMEN
TS
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7.2 MAJOR FINDINGS & (analysis):-
(1)95% of employees are aware about the term Induction & Orientation programme in PBPL and
5% are not.
ANALYSIS:-
From the fig. (a) it can be easily made clear that still 5% of the employees are not aware about the term
Induction & Orientation that means major steps is to be taken by HR department to bring awareness
rate upto 100%.
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(2) 100% of employees in PBPL agree that Induction & Orientation has significance in developing
the interest of a new employee in an organisation.
ANALYSIS (under assumption):-
From fig.(e) the contradictory thing that came in front of us is that the whole sample(12) do agree that
I & Ohas vital importance in an organisation but then too still 5% are not aware of Induction &
Orientation in PBPL that means in PBPL Induction& Orientation is conducted just for the formality
sake.
(3)25% of employees says that Induction & Orientation conducted by PBPL is good and 5% of them
responded that I & O in PBPL is excellent.
ANALYSIS:-
From the fig. (f) It could be made very easily clear that still 70% of employees had rated Induction &
Orientation conducted by PBPL on an AVERAGE basis that implements that HR department in PBPL
need to work hard for I & O.
(4) 92% of employees want HR department in PBPL to design a new Induction & Orientation
programme for new employees and 83% of them want HR department to update i.e. improvement in
I & O of PBPL.
ANALYSIS:-
From the fig. (7) & (9) the purpose of the project is reflected i.e. why this project is prepared?? The
answer to the question is to design a new induction & orientation programme & its awareness in PBPL
making questionnaire as a source filled by the sample (12) so to give an aid to the employees for the
betterment of freshers that would be joining in future.
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ONE CAN GROW BETTER WHEN HE GOES THROUGH FEEDBACK & ASSESSMENT
7.3 RECOMMENDATION
Management would remain only an imaginative projection with ideological discrepancy if certain steps
are not taken which are stated as follows:-
1. The Head of Departments (HODs) especially the head of the new employees departments
should be interacting with the new employees during the induction & orientation in PBPL.
1. Some write ups/manuals regarding the co.s rules & regulations, systems and philosophies,
employees role in the organisation is to be given to each new employee.
2. Points of pride of the company to be highlighted, (USP).
3. Once in 5yr. (or so), there should be brief refresher induction programme.
4. Follow up action on the feedback from the new employees after Induction / orientation
programme.
5. Usage of modern tools/techniques for induction & orientation programme.
7.4 SUGESSTIONS
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PRINCIPLES INTO ACTION
-players.
the necessary documentation.
* Developing and making the orientation checklist available on the companys website.
Confirmation of financing for the various orientation instruments.
* Proper planning to cater different levels of employees.
* To be scheduled within a week after an employee joins.
7.5 CONCLUSION
In this survey I havecollected the suggestion and problems from different departments of
The target Employee of Parle Biscuit Private Limited(PBPL).
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1. In Human Resource cell of Parle Biscuit Private Limited (PBPL) Induction & Orientation is not
conducted exhaustively.
2. The heads of every department (HODs) of Parle Biscuit Private Limited (PBPL) do not take
dynamic involvement except HR department while Induction & Orientation to new employees.
3. The deficiency is caused by a lack of support of every department rather than a lack of
technique to result perfection.
4. Every employee of PBPL is in favor of designing a new induction & orientation programme for
freshers.
5. PBPL lacks in modern tools & technique while conducting Induction & Orientation for new
employees.
6. There is a gap between Induction & Orientation and Awareness of employee.
7. There are majority of employees who are not satisfied with the Induction & Orientation
conducted in PBPL.
Using questionnaire as a source the study has come to a conclusion that employees of PBPL are
not satisfied with the Induction & Orientation programme conducted by the company. Therefore they
want HR department to design a new induction & orientation programme so to boost morale and
develop the interest of a new employee towards organisation. The Induction & Orientation conducted in
PBPL are done just for the formality sake i.e. on an average basis as per surveyed and thus taking into
account the valuable suggestions I had brought the project to successful completion.
As this achievement has fallen in Parle Biscuit Private Limited bag the co-operative nature of the
employees acted as a well-wisher for the project. Numbers of suggestions for designing new induction &
orientation programme for PBPL were received.
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7.5 BIBLIOGRAPHY
Primary Data Source:-
Data provided by PBPL
Website Addresses
www.google.com
www. parlebiscuit private ltd.com
Human Resource & Personnel
Management
K. Aswathappa
Personnel Management
C.B Mamoria
S.V Gankar
Research Methodology C. R.Kothari
http://www.parle/http://www.parle/http://www.parle/ -
8/3/2019 GIREESH C JOSHI
90/90