Download - Hr Policy in Varun Vebrages
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INTRODUCTION
TO
THE TOPIC
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HR POLICIES
Policies are the very important aspect for any organization. It is a tool that
helps an organization for better functioning.
These involve managing the
relationship between the top management as well as lower management. The
goal of HR Policies is to ensure that the firm is able to continue its operations.
And that it has sufficient to satisfy both maturing short-term debt and
upcoming operational epenses.
!anagement should use a combination of policies and techni"ues for the
management of HR policies. These policies aim at managing the wor#
balance according to re"uirement. In HR Policies we can include the
following.
Recruitment
$election
Induction
Training and development
%ompensation system
&eave policy
'elfare policy
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FORMULATING POLICIES
There are five principal sources for determining the
content andmeaning of policies:
1. Past practice in the organization.
2. Prevailing practice in rival companies.
3. Attitudes and philosophy of founders of the company as also its directors andthe top management.
4. Attitudes and philosophy of middle and lower management.
5. he !nowledge and e"perience gained from handling countless personnelpro#lems on day to day #asis.
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BENEFITS OF HR POLICIES
Organizations should have personnel policies as they ensure the
following benefits:
a. he wor! involved in formulating policies re$uires that the management give
deep thought to the #asic needs of #oth the organization and the employees.
he management must e"amine its #asic convictions as well as give full
consideration to the prevailing practices in other organizations.
#. %sta#lished policies ensure consistent treatment of all personnel throughout
the organization. &avoritism and discrimination are' there#y' minimized.
c. (ontinuity of action is assured even though top management personnel
change. he (%) of a company may possess a very sound personnel
management philosophy. *e+she may carry the policies of the organization in
his+her head' and he she may apply them in an entirely fair manner. ,ut what
happens when he+she retires- he tenure of office of nay manager is finite. ,ut
the organization continues. Policies promote sta#ility.
d. Policies serve as a standard of performance. Actual results can #e compared
with the policy to determine how well the mem#ers of the organization are
living upto the professional intentions.
e. ound policies help #uild employee motivation and loyalty. his is especially
true where the policies reflect esta#lished principles of fair play and /ustice
and where they help people grow within the organization.
f. ound policies help resolve intrapersonal' interpersonal and intergroup
conflicts.
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PRINCIPLES OF HR POLICY
1. Principle of individual developmentto offer full and e$ual opportunities to
every employee to realize his+her full potential.
2. Principle of scientific selectionto select the right person for the right /o#.
3. Principle of free flow of communication to !eep all channels of
communication open and encourage upward' downward' horizontal' formal
and informal communication.
4. Principle of participation to associate employee representatives at every
level of decision0ma!ing.
5. Principle of fair remunerationto pay fair and e$uita#le wages and salaries
commensurating with /o#s.
. Principle of incentiveto recognize and reward good performance.
. Principle of dignity of labourto treat every /o# and every /o# holder with
dignity and respect.
. Principle of labour management co-operationto promote cordial industrial
relations.
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. Principle of team spirit to promote co0operation and team spirit among
employees.
1. Principle of contribution to national prosperityto provide a higher purpose
of wor! to all employees and to contri#ute to national prosperity.
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Recruitment:
Placing the right person at right place at right time is called
Recruitment.
Recruitment policies at (arun )everages&td.
a) Recruitment will normally be done against vacancies that occur
due to the following reasons*
i. $eparation- Resignation+ Termination+ ,ismissal+
Retirement death
ii. pansion+ Reorganization of %ompanys business +
operations
b/ (acancies in all ,epartments will be filled after prior written approval of
the !anaging ,irector.
c/ Prior written approval of the !anaging ,irector will also be re"uired
even the vacancies are within the provision of the approved !anpower.
d/ All vacancies to be filled from outside will be notified to the
mployment change.
e/(acancies will be filled through
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Promotion+ up gradation+ relocation out of the eisting
employees.
0r
mployment change
0r
Placement Agencies+ campus Interviews
0r
Advertisements
f/ The following considerations will weigh in preparing shortlists of
candidates in recruitment
%andidates within the 0rganization who could fill the vacancies on
merits should be considered on priority.
Active list of Applicants in the %ompany will be scrutinized.
Selection:
To choose the right candidate from a pool of applications
is called $election.
$election policy adopted by the company
The following weightage will be given in the final evaluation*-
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1actors 'eightage
2ualifications 345
Relevance of past eperience 345
Interview 465
a. The selected candidates will be notified promptly.
b. %andidates not selected will be sent regret letters.
c. %andidates who were very poor will be informed regretting the
companys inability to find an opening appropriate to their capabilities.
d.%andidates who were very good but not suitable for the position for
which interviewed will be informed that the selection committee found
them good but not suitable for the post for which they were
considered and that their application is being #ept on the active file
and 7will be in touch should a suitable opening eist in future.8
Appointment &etters
All candidates found suitable for appointment shall be issued &etters of Intent
9mployment 0ffers/.
Appointment &etters shall be issued under the signature of Authorities as
under*-
%AT:0R; AAT0RI$
'or#men 1actory !anager+ :eneral !anager
$taff ecutive ,irector+ :eneral !anager
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ecutives+ !anager !anaging ,irector+ ecutive ,irector+:eneral !anager
0fficers ecutive ,irectors+ :eneral manager
1ollowing testimonials and documents must be on the candidates file before
issuing the Appointment &etter*
a. !edical 1itness %ertificate from %ompanys ,octor.
b.Authentic proof indicating the ,ate of )irth 9$chool &eaving
%ertificate/.
c. %opies of %ertificates of ducational 2ualifications.
d. %opies of %ertificates of eperience from previous employers.
e. %opy of relieving %ertificate from the immediate past employer.
f. %ompanys Application 1orm duly filled in.
g. Three passports sized colours photographs.
h. &ast $I !embership >o. wherever applicable.
i. &ast Provident 1und Account >o. wherever applicable.
?. $alary+ Income Ta %ertificate from the last employer9s/ along
with PA> >o.
#. Antecedent (erification from the Referees+ past mployers
indicated by the candidate in his+ her Application 1orm.
Appointment &etters will be prepared on a standard format designed by the
HR ,epartment.
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,ocuments and forms to be filled by the employee at the time of ?oining.
a. ,eclaration+>omination form under the mployees P.1 A>,
!iscellaneous Provisions Act@ B43.
b. ,eclaration 1orm under mployees $tate Insurance $cheme.
c. >omination form under Payment of :ratuity Act@ BC3.
d. ,eclaration of dependant family members for notification to Insurance
%ompany
1or coverage under !ed- claim.
Probation
All employees are initially #ept on probation for a period of si months@ which
may be etended for a further period of three months@ at the sole discretion of
the !anagement. Total period of probation shall@ in no case@ etend beyond
one year.
%onfirmation
0n receiving satisfactory reports on progress during probation period@HR
,epartment will obtain necessary approvals and issue letter of confirmation to
the probationer on epiry of probation period.
Compensation Policy:
0b?ective*-
To provide a uniform@ stable and reasonable competitive
compensation to all the employees of the company.
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%ompensation- 1or $taff@ 0fficers and ecutives*-
%ompany policyD
%ompensation pac#age for above category of employees comprises of )asic
$alary and allowances.
Procedure
1or $taff and 0fficers@ there is a well E defined guiding scale.
a.%omputation of salaries+ wages for 'or#ers+ staff F 0fficers
ecutives+ !anagers is done by the HR ,epartment
b.$tatutory obligations li#e taes@ provident 1und. $I etc. and
other deductions as permissible and payment thereof to the
respective authorities is organized by Accounts ,epartment.
c. Annual revision of )asic salary for the all the employees will be
underta#en as per performance Appraisal policy of the
company.
d. The company has made arrangement to open individuals salary
Account in I>: (;$;A )an# where they have been given AT!
%ards F their AT! counter is in 1actory premises.
House Rent Allowance*-
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All eecutives are entitled to House Rent Allowance at the rate of 465 of their
basic salary 0fficers F $taff are paid House Rent Allowance at the rate of
their basic salary.
0fficial ,uty %onveyance*-
a.All the ecutives+ 0fficers+ $taff using their own vehicle for official
wor# ta#e claim for reimbursement of conveyance epenses along
with authorized official duty slip at the rates given below*
i/ $cooter+ !otorcycle G .6 per#ilometre
ii/ %ar G .36 per
#ilometre
b. !ode of calculation- Rate J >o. 0f #ilometresK claimed amount
c. Reimbursement of such %onveyance epenses should preferably be
claimed once in a month along with Toll Ta F Par#ing 1ee@ if any.
%ar maintenance*-
All companys %ars are maintained and serviced at authorized service
stations+ wor#shops in different cities at %ompanys %ost.
It is the responsibility of the concerned ecutive provided with %ompany %ar
to maintain it in good@ wor#ing and road worthy condition.
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Telephonic Policy:
To communicate with their employees at any time company provides the
facility of the telephone. )y providing this facility company also giving a good
communication atmosphere.
$ome ecutives have been provided with !obile Phones depending upon
their assignment sub?ect to monthly limits as per their respective :rade can
claim 9!obile phone/ bills within the entitlement as given below in proscribed
format*-
:.!. and above Rs. 466+-
$r. manager Rs. 666+-
!anager Rs. C46+-
0fficer Rs. 466+-
0ther $taff Rs. LC4+- or L34+- as application
$alary Advance *-
All employees are entitled G 65 interest free salary advance and it can be
recovered in L- e"ual monthly instalments from their salary+ wage.
$ocial $ecurity Policy *-
:ratuity
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The ob?ect of providing a gratuity scheme is to provide retirement benefit to
employees who have rendered long and unblemished service to the employer
and thereby contributed to the prosperity of the employer. :ratuity as paid in
lumpsum as per the Payment of :ratuity Act@ BC and rules framed there
under.:ratuity is payable to an employee on his separation from the services
of the company@ after he+ she has rendered continuous service for not less
than five years*-
a. 0n his superannuationD or
b. 0n his retirement or resignationD or
c. 0n his death or disablement due to accident or disease 9five
years continuous service condition is not applied/
1or the purpose of calculation of gratuity@ the salary last drawn is ta#en into
consideration.
Procedure*
a. $alary+ 'ages J Total days payable under gratuity J +3M.
b.HR ,epartment will calculate the :ratuity amount and inform to
Accounts ,epartment to release :ratuity payment.
c. :ratuity must be paid within L6 days of the last wor#ing day of the
separating employee sub?ect to fulfillment of the re"uirements.
Provident 1und*-
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All the employees are covered under the Provident 1und $cheme@ framed
under the mployees Provident 1und and miscellaneous Provisions Act@
B43@ those who are getting salary+ wages 9)asic N ,.A./ up to Rs. M466+-
p.m.
Rate of %ontribution*-
35 of salary+ wage from employee and 35 employer 9.LL5 pension
account F L.MC5 P1 account/.
Attribution G 6.45 F admin charges Pf G .65@ ,&I admin charge 6.65
of the whole bill 9)asic N ,A/.
Leave Policy:
The ecutive+ officers and $taff of the %ompany will be governed by the
following types of leave
arned &eave
a. All the ecutives+ officers and $taff shall be eligible arned &eave in
accordance with the 1actories Act.
b.The unveiled & standing to the credit of an employee as on Lst
,ecember each year may be carried forward and accumulated upon a
maimum for L6 day in case of ecutives and officers F $taff@
beyond which it will encase.
tra 0rdinary &eave
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The %ompany@ at its own discretion@ will grant etra-ordinary leave with or
without pay for prolonged sic#ness@ studies@ or for other ?ustified reasons to
the employees sub?ect to the condition that he+ she has ehausted all other
leave to which he+she is entitled.
$ic# &eave
a. mployees@ who are in service of the company as on stOanuary
of the financial yearD shall be credited with a $& of C days to be
availed during the subse"uent twelve months on account of
sic#ness.
b. $& for L days or more should be supported by a !edical + fitness
%ertificate from a Registered !edical Practitioner@ who treated+
eamined the employee.
c. A leave application must be submitted immediately on falling
sic# with a medical %ertificate@ as it would not be entertained
later without sufficient ?ustification.
d. $& in ecess of the accumulation limit will lapse and will not be
the sub?ect matter of any compensation.
%asual &eave
An employee who is in service of the company as on st Oanuary will be
eligible to avail of %& for casual purposes for nor more than C days in a
financial year. %& will not be allowed more than 3 days at a time.
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All the employees of the company are entitled to >ational and 1estival
Holidays@ as per rules applicable in the 0ctober each year@ 1estival holidays
are declared as per $tate+ Regional customers and traditions .'hile >ational
Holidays are three in number and are observed on 3M thOanuary@ 4 August
and 3nd0ctober each year.
$hifts*-
There are following types of shifts in the company*-
$HI1T TI!I>: %AT:0R;
1irst $hift
:eneral
.66 am to 4.66 p.m.
B.66am to M.66 p.m.
1inishing
All
Trainin an! Development:"
Training F ,evelopment of employees is an essential activity for any
organization to ensure its entrepreneurial superiority and ecellence in its
field.
Training F ,evelopment focuses on ensuring the timely availability of "ualified
and motivated employees with re"uisite s#ill sets to discharge their eisting
responsibilities@ to ta#e up higher responsibilities and to fill up the
%ompetency gaps by continuously developing their s#ills and attitudes.
The company ob?ectives on Training and ,evelopment are*
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a. To bridge the s#ill and competency gaps
b. To create and maintain ecellence oriented wor# environment
c. To develop employees s#ills so as to successfully meet the challenges
of competition
d.Retraining of employees to impart new s#ills re"uired to fight
obsolescence and to perform under changing business conditions.
Training Input*-
Training inputs are given as under*-
a. Training for eisting employees based on needs and re"uirements
b. Induction training for new entrants
c. Training for re-designated+ transferred+ re-located+ promoted
employees@ #eeping in view there new assignment@ if re"uired
d. Attitude+ management development
Presentations*-
All the employees@ other then wor#ers@ who have attended eternal training
programme@ have to give two presentations on the training programme
attended by the employees.1irst presentation is held within ten days and
second within the fifth day of the month of training.
Performance appraisal*-
0b?ective*-
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a.To provide a platform in which managers discuss the team
members performance in their current role.
b. Identify training+development needed in order to be effective in
the current role.
c. ,iscuss how the team member sees his role over the net one
year.
LM6 ,egree appraisal for eecutives*-
All the ecutives of the company are appraised + assessed through LM6
degree appraisal system.LM6 degree appraisal has been brought to practice
very recently. 0nce LM6 degree appraisal is implemented successfully@ it will
further be introduced down the line of officers and so on.
Procedure*-
9a/ %ompanys business goals for the year are finalized by the !, and are
informed to all department head.
9b/ !anaging director circulates the companys business goals to all so that all
eecutives may prepare their personal ob?ectives.
9c/ All eecutives are re"uired to prepare the ob?ective of their subordinates.
9d/ All the eecutives are re"uired to fill up their self appraisal and ratings in
the prescribed format provided by the HR department.
9e/ $elf appraisal and self ratings are re"uired to be submitted to the !,soffice.
9f/ ach eecutive assessed by seniors@ peers and subordinate.
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LITER&TURE
RE'IE(
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the individual employees which results in the overall improvement of the
organizations performance.
Ooshi Rashmi 9366/@ this article focuses on various component- goal setting@
regular reviews@ annual appraisal@ development process@ lin#age to reward
system of HR policies. And consider issues for successfully implementation of
HR policies with the help of current issues and best practices in HR li#e
performance management as a strategies wor#force tool@ adopting year round
performance management@ alignment of goals with human resource aligning
business ob?ective with other areas@ adopting performance management
system software.
$he stated well defined performance management system will enhance the
image of the organization in the mind of employees while improving its
performance in terms of productivity and profitability.
umar T #iran 9366/ this article focused on the following aspects of
performance management system*-need for HR policies@ HR in company@
setting up Human Resource@ designing HR policies@ setting up problem is
human resource@ use of technology in performance management.
%h#arborty !anishan#ar 9366/ tee literature focuses on the human resource
factor within an organization. Human resource manager across the globe are
finding it very difficult to attract and retain talent@ In such a scenario@ the need
for a proper HR policies has become all the more important.
%ompanies from #nowledge sectors have devised novel HR policies@ which
are considered benchmar#s by organization across sectors.
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To Identify the techni"ue of recruitment and selection F training amd
development.
To #now employer attitude towards the compensation system F welfare
policy.
To #now about the reputation of the firm.
To provide suggestions F recommendations from the study conducted.
To study about the ma?or HR policies adopted by the managers of
selected firms of (arun )everages industry.
To study how consistently the policies have implemented.
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,at is !oft %rin./
A soft drin. 6also called soda' pop' PEP!I' soda pop' fi00y drin.' tonic' or
carbonated beverage7 is a non0alcoholic #everage that typically contains car#onated
water' a sweetener' and a flavoring agent. he sweetener may #e sugar' high0fructose
corn syrup' or a sugar su#stitute 6in the case of diet drin!s7. A soft drin! may also
contain caffeine or fruit /uice.
Products such as energy drin!s' 8ool0Aid' and pure /uice are not considered to #e soft
drin!s. )ther #everages not considered to #e soft drin!s are hot chocolate' hot tea'
coffee and mil!sha!es.
oft drin!s are called 9soft9 in contrast to 9hard drin!s9 6alcoholic #everages7. mall
amounts of alcohol may #e present in a soft drin!' #ut the alcohol content must #e less
than .5 of the total volume if the drin! is to #e considered non0alcoholic.
;idely sold soft drin! flavors are cola' lemon0lime' root #eer' orange' grape' vanilla'
ginger ale' fruit punch' and spar!ling lemonade. oft drin!s may #e served chilled or
at room temperature. hey are rarely heated.
#I!TO'& O" !O"T %'I(!
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>f we see the percentage of the different flavor in mar!et' a #ig portion of has
#een snatched #y cola flavor. emon and )range flavors captured a mar!et of 1
each' while remaining mar!et has #een shared #y mango and other flavor.
P%P> with the #rands hums Ep' (oca0(ola' imca' &anta' Gazza' 8inley oda'
8inley mineral water' unfill is in the mar!et while its competitor Pepsi with the
#rand Pepsi' Giranda' eem' lice' ehar oda' Ep and newly launched Giranda
emon is strive in the mar!et.
>n lemon flavor group' imca a product of (oca0(ola' is leading with mar!et
share' eem is struggling with 1.5 mar!et share while (ad#ury chweppes has a
small portion of .5 in clear lemon or green #ottle soft drin!' Ep 6Pepsi7 is
growing high with 2.5 mar!et share' cad #uries (anada dry with 1 and (itra
6P%P>7 with .5 e"isting in the mar!et
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he #usiness of the company was started in 11 with tie0 up with Pepsi &oods
imited to manufacture and mar!et Pepsi #rand of #everages in geographically pre0
defined territories in which #rand and technical support was provided #y the
Principles viz.' Pepsi foods imited. he manufacturing facilities were restricted at
Agra Plant' only arun Beverages 2td5is the flagship company of the group.
he group also #ecome the first franchisee for Fum =estaurants >nternational
formerly Pepsi (o =estaurants 6>ndia7 Private imitedQ in >ndia.
>t has e"clusive franchise rights for the ?orthern @ %astern >ndia. >t has total 2 pizza
*ut =estaurants under its company.
>t diversified into education #y opening the first school in Hurgaon under
Ganagement of nc. and *r5 Craig ,eaterup' President of Pepsi (ola
(ompany.
isionG-
,eing the #est in everything we touch and handle.
*issionG-
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R, has always secured top position in its #est $uality and mar!eting.
Gr.=.8.BA>PE=>A who is the chairman of the group' received various award for the
#est $uality and mar!eting. *e has also #een awarded for good $uality and mar!eting
in outh Asia with LECE22+(C& +,+'%M #y *r5 8EO'8E B$!#' former
president of E..A. in :;;D.
+I*
he main aim of R, Hreater ?oida plant is to provide soft drin! to the people of
>ndia in its assigned territory' which is helpful in !eeping cool their mind.
he aim of this company is also to provide full satisfaction to the customers. And
most importantly' through a range of customer relevant product manufactured with
care and $uality in a fully hygiene environment.
$+2IT& PO2IC&
eliver the best product in the mar(et place
The highest ?uality
The best Tasting
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Pepsi
(ontains: (ar#onated water' high fructose corn syrup and+or sugar' caramel color'
phosphoric acid' caffeine' citric acid and natural flavors
(alories 1
otal &ats 6g7
odium 6mg7 25
Potassium 6mg7 1
otal (ar#ohydrates 6g7 2
ugars 6g7 2
Protein 6g7
(affeine 6mg7 25
Pepsi Blue
(ontains: (ar#onated water' high fructose corn syrup and+or sugar' citric acid' natural
and artificial flavors' phosphoric acid' potassium citrate' potassium #enzoate and
potassium sor#ate 6to preserve freshness7' caffeine' gum ara#ic' ascor#ic acid and
calcium disodium %
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%iet Pepsi
(ontains: (ar#onated water' caramel color' aspartame' phosphoric acid' potassium
#enzoate 6preserves freshness7' caffeine' citric acid and natural flavors
(alories
otal &ats 6g7
odium 6mg7 25
Potassium 6mg7 2
otal (ar#ohydrates 6g7
ugars 6g7
Protein 6g7
(affeine 6mg7 24
PRO'UCTION SET UP
(osi #lan! is a )e)ica!e) #lan! "or * ma+or #ro)&c!s,
These are as follows : -
PRO'UCT BOTTLING FILLING
+@+'; 3$$>A 2$$>
;;% O%-@ 3$$>A 2$$>
;;% >@O 3$$>A 2$$>
'>;@ 25$>
!B C+ 3$$>A 2$$>
@D@D@'' 'O% 3$$>
OCT%; @E 2$$> F 3$$>52
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7/27/2019 Hr Policy in Varun Vebrages
55/90
-
7/27/2019 Hr Policy in Varun Vebrages
56/90
-
7/27/2019 Hr Policy in Varun Vebrages
57/90
-
7/27/2019 Hr Policy in Varun Vebrages
58/90
-
7/27/2019 Hr Policy in Varun Vebrages
59/90
-
7/27/2019 Hr Policy in Varun Vebrages
60/90
-
7/27/2019 Hr Policy in Varun Vebrages
61/90
-
7/27/2019 Hr Policy in Varun Vebrages
62/90
-
7/27/2019 Hr Policy in Varun Vebrages
63/90
-
7/27/2019 Hr Policy in Varun Vebrages
64/90
-
7/27/2019 Hr Policy in Varun Vebrages
65/90
-
7/27/2019 Hr Policy in Varun Vebrages
66/90
-
7/27/2019 Hr Policy in Varun Vebrages
67/90
-
7/27/2019 Hr Policy in Varun Vebrages
68/90
-
7/27/2019 Hr Policy in Varun Vebrages
69/90
Training is given during the ?ob session.
0uestion : (hich recruitment policy is a!opte! *y the company1
0ptions 0n-line advertisement Institutions
Response 4+46 36+46 4+46
Percentage L65 65 L65
Percentage
65
65
365
L65
65
465
3 L
Percentage
Interpretation:"
#
-
7/27/2019 Hr Policy in Varun Vebrages
70/90
The organization mainly gives preference to advertisement.
Employer attitu!e to)ar!s the compensation system 2 )el%are policy
0uestion : (hich type o% compensation is iven to you *y the
company1
Holiday pac#age )onus 0thers
Response C+46 L6+46 L+46
Percentage 5 M65 3M5
Percentage
65
365
I65
M65
65
Holiday
pac#age
)onus 0thers
Percentage
Interpretation:"
!$
-
7/27/2019 Hr Policy in Varun Vebrages
71/90
-
7/27/2019 Hr Policy in Varun Vebrages
72/90
-
7/27/2019 Hr Policy in Varun Vebrages
73/90
:ratuity is paid to the employees time to time.
0uestion : Do you thin3 your HR policies helps in *uil!in oo!
relationship *et)een top level an! lo)er level manaement1
;es $L+46 M5
>o 4+46 65
%ant say +46 335
65
A65
365
L65
I65
465
M65
C65
H65
;es >o %ant say
$eriesA
Interpretation:"
!3
-
7/27/2019 Hr Policy in Varun Vebrages
74/90
;es@ HR policies help in building good relationship between top level and
lower level management.
0uestion : (hat are the ma+or impacts o% HR policies1
0ptions Productivity Reduce turnover :ood relationship
Response 36+46 4+46 4+46
Percentage 465 345 345
Percentage
65A65365L65I65465M65
Produc
tivit
y
Reduce
turnover
:ood
relation
shi
p
Percentage
Interpretation:"
!4
-
7/27/2019 Hr Policy in Varun Vebrages
75/90
-
7/27/2019 Hr Policy in Varun Vebrages
76/90
0uestion : &re you satis%ie! )ith the leave policy o% the company1
;es no >o comment
Response 3L+46 36+46 C+46
Percentage M5 65 5
Percentage
65
65
365
L65
65
465
yes no >o
comment
Percentage
Interpretation:"
!ost of the employees are not satisfied with the leave policy@ they demand
more leave.
Implementation o% policies
!
-
7/27/2019 Hr Policy in Varun Vebrages
77/90
-
7/27/2019 Hr Policy in Varun Vebrages
78/90
-
7/27/2019 Hr Policy in Varun Vebrages
79/90
0ptions After govt. order After M months Annually
Response L+46 4+46 33+46
Percentage 345 L65 45
Percentage
65
65
365
L6565
465
After govt.
order
After M
months
Annually
Percentage
Interpretation:"
The organisation mainly changes the policy annually.
!#
-
7/27/2019 Hr Policy in Varun Vebrages
80/90
#INDIN-S
#INDIN-S
There are a lot of techni"ues of recruitment@ selection @ training F
development. In (arun )everages &imited@ there are three main factors for the
"$
-
7/27/2019 Hr Policy in Varun Vebrages
81/90
-
7/27/2019 Hr Policy in Varun Vebrages
82/90
-
7/27/2019 Hr Policy in Varun Vebrages
83/90
"3
-
7/27/2019 Hr Policy in Varun Vebrages
84/90
-
7/27/2019 Hr Policy in Varun Vebrages
85/90
-
7/27/2019 Hr Policy in Varun Vebrages
86/90
-
7/27/2019 Hr Policy in Varun Vebrages
87/90
-
7/27/2019 Hr Policy in Varun Vebrages
88/90
LI,IT&TIONS
O#THE STUD$
""
-
7/27/2019 Hr Policy in Varun Vebrages
89/90
Limitations o% the Stu!y
A 1ew limitations and constraints came in the way of conducting the
present study*-
,ue to lac# of time with authority@ we could not get full information
about the HR policies in the company.
'e cant visit to many companies in such a short time.
,ue to the lac# of internet facility@ we could not get the data of other
companies.
mployees are not so much cooperative in giving the response of
"uestionnaire.
Though no effort was spared to ma#e the study more accurate.
$ample size selected may not be the true representative of the
company@ resulting in biased results.
This being the maiden eperience of the researcher of conducting
study such as this@ the possibility of better results@ using deeper
statistical techni"ues in analyzing and interpreting data may not be
ruled out.
"#
-
7/27/2019 Hr Policy in Varun Vebrages
90/90