Financail Report Vadilal
Financail Report Vadilal
Financail Report Vadilal
CERTIFICATE
This is to certify that the Summer Training Project Report entitled STUDY OF
FINANCIAL STATEMENT PROCEDURE being submitted by NARENDRA PAL
for the partial fulfillment of the requirement of M.B.A.is a record of an independent
work done by his under my guidance and supervision. During the training, his
conduct was good and we wish him all the best for the bright future ahead.
DECLARATION
NARENDRA PAL
MBA III rd SEM
ACKNOWLEDGEMENT
I wish to express my deep sense of gratitude to, Faculty Guide NIMS
UNIVERSITY whose guidance has aided me in the completion of this
project.
My gratitude also goes to the employees of VADILAL INDUSTRIES
LTD. who provided their undying support to me at all times, and helped me
in every way possible.
Lastly but above all, I would like to thank my parents and my friends
who provided all possible assistance and who inspired me.
NARENDRA PAL
MBA III rd SEM
TABLE OF CONTENTS
CHAPTER: - 1. (9 to29)
VADILAL AT BAREILLY..10
BAREILLY PLANT DETAIL..10
COMPANY BACKGROUND12
OBJECTIVE OF THE STUDY...13
RESEARCH METHODOLOGY14
COMPANY PROFILE18
BUSINESS DESCRIPTION19
PRODUCT LINE.20
MR. RAJESH R. GANDHI (PHOTO).28
PRODUCTION.31
QUALITY POLICY.32
QUALITY ASSURANCE32
QUALIY CONTROL...34
MARKETING..41
SALES NETWORK.41
PLANT LOCATION42
DISTRIBUTION NETWORK.43
PRESENT STATUS.43
VADILAL EXPANDING FOOD PROCESSING CAPACITY..44
CHAPTER: - 4.......(46to55)
ACHIVEMENT..47
FAMOUS ICE CREAM.....48
ORGANISATION STRUCTURE OF VADILAL(BARALIY).50
FINANCIAL DATA...51
CHAPTER: - 5. ..(56to67)
FINANCIAL (INTRO.).57
OBJECTIVES..58
FACTOR AFFECTING RECRUITMENT.59
SOURCES OF FINANCIAL 59
METHOD & TEC. OF RECRUITMENT....66
TEST PAPER.69
FINANCIAL AT VADILAL...69
THERMATIC APPERCEPTION TEST.....81
CHAPTER: - 7(91to103)
RESEARCH ANALYSIS92
FINDINGS.......96
RECOMMANDATION...97
LIMITATION.......98
FINANCIAL CHECKLIST...........99
QUESTIONNAYER101
BIBLOGRAPHY.103
CHAPTER:- 1
INTRODUCTION
COMPANY PROFILE
OBJECTIVE
RESEARCH METHODOLOGY
VADILAL AT BAREILLY
On 4 march 1996 this day set ablaze the spark for the glowing dreams in many hearts to
set up vadilal ice crme in Bareilly (UP).
The overall investment of Rs 10 crores from vadilal and 7 crores from other ancillary
units around it. The mechanized home spered over 20 acres with 12 acres of constructed
area. The factory is equipped with high speed , highly automated machines. MR.
PRAVEEN SINGH AREN, mayor of Bareilly, formally inaugurated the factory on 25
march 1996 in the presence of vice chairmen and director of vadilal.
We have our own raw material processing section which provide very pure and processed
raw material to freezing section .In our raw material processing section we use
ultramodern oven and machinery for heating and other treatment of fruits and nut which
make these very much entire safe for human consumption.
For cone production we have fully automatic cone filling machine. We produce fully
untouched cones.
As we are producing a very sensitive food product we take utmost care about cleanliness
and hygiene of our plant. For cleaning we have a central. CIP system. We used to take
plant for total CIP before and after every production shift and sterilize each and every
pipe line, pasteurizer,homozenizer, storage tank,freezer,balance tank and ice cream filler
using steam.
Every worker is trained for their work and they follow strict norms for cleanliness and
hygiene during production of ice cream.
All staff that work in production area is being daily checked for their personal hygiene.
Every staff use to pass through a thorough medical checkup after a fixed time interval to
ensure whether he/she is fit for working in production department or not.
Ice Cream is shifted from production section to dispatch section using FIFO SYSTEM.
1. MIX SECTION : AUTOMATIC HOMOGENIZER AND PASTERIZER
WITH
2. CAPACITY OF 3000 LITRES OF MIX PER HOUR
COMPANY BACKGROUND
Ticker:
519156
Exchanges:
BOM
2008 Sales:
1,315,300,000
Major Industry:
Sub Industry:
Miscellaneous Food
Country:
INDIA
Employees:
811
5-
6-
To know about the Indias one of the best frozen food industry.
7-
Research Methodology
RESEARCH DESIGN
(i)
(ii)
(iii)
(iv)
(v)
(vi)
(vii)
(viii)
(ix)
(x)
QUESTIONNAIRE TECHNIQUE
The method of collecting data mailing and personally distributing questionnaire to the
respondents is the most extensively employed technique in various economical surveys.
This method is quit popular, particularly in case of big inquiries. A typical questionnaire
consists of a number of questions arranged and printed in definite order on a form or a set
of forms. The questionnaire is given to the respondents who are expected to read and
understand the questions and write the response in the given space meant for the purpose
in the questionnaire.
SECONDARY SOURCE OF DATA COLLECTION
Secondary Data involved in my research were the information that I collected through
the various broachers and pamphlets of the company which were provided to me during
the analysis.
RESEARCH DESIGN :
The research design which has been used in the project report is descriptive in nature.
SAMPLE DESIGN:
The sample design which has been use in this project report is simple random sampling.
SAMPLING UNIT :
A decision has to be taken concerning a sample unit before selecting the number of
samples. It may be geographical as well as individual. Here all NCR region has been
taken as a geographical unit and retailers as an individual unit.
SIZE OF SAMPLE:
This refers the number of items (Outlets) to be selected from the finite universe to
constitute a sample size. The survey was conducted of 200 outlets.
2)
COMPANY PROFILE
We are one of the leading manufacturers of Ice Cream in India with the brand name
Vadilal since 1920. Vadilal Group is also engaged in Process Foods, Real Estate &
Constructions, Chemicals & Super Specialty Gases & Forex Business. Vadilal Industries
is the flagship company of the Group having primary interest in Ice Cream and Processed
Foods. Vadilal enjoys one fourth of Indian Ice-Cream market share. Own largest cold
chain strengthens the distribution network across the country.
Today, the name Vadilal conjures images of lip-smacking ice cream in a whole
gamut of flavors. Vadilal stands for quality, availability and a range of varieties with the
state-of-the-art machinery and equipment. It has, however, been a long journey for the
group, which traces its origins way back to 1907, when an unassuming gentleman,
Vadilal Gandhi, the great-grand father of Virendra R Gandhi, Rajesh R Gandhi and
Devanshu L Gandhi, started a soda fountain. He passed on the business to his son,
Ranchod Lal, who ran a one-man show and, with a hand cranked machine, started a small
retail outlet in 1926. Eventually, Ranchod Lal's sons, Ramchandra and Lakshman,
inherited the business and they were instrumental in giving a new direction to the
company. The duo imparted a new vision to the venture and infused a spirit of taking
calculated risk into the company. As a result, by the 1970s, the Vadilal Company had
already evolved into a modern corporate entity.
"In 1972-73, the company had 8-10 outlets in Ahmedabad. Gradually, it started
moving from the city to other parts of Gujarat. By 1985, the company reached out to the
neighboring states like Rajasthan and Madhya Pradesh. But, the process of expansion was
undertaken and executed very methodically. And, we spent five to six years in spreading
our business and then consolidating it," says Shri Ramchandrabhai Gandhi (Chairman).
Business Description
Vadilal Industries Limited. The Group's principal activity is to manufacture and export
ice creams and food processing. It operates in three segments namely Ice Cream,
Processed Food and Others. The product of the Group include frozen desert, frozen fruits
and vegetables, canned fruit, pulp, ready to eat and ready to serve products.
Today, the name Vadilal conjures images of lip-smacking ice cream in a whole gamut of
flavours. Vadilal spells quality, availability, variety and state-of-the-art machinery and
equipment. It has, however, been a long journey for the group, which traces its origins
way back to 1907, when a certain unassuming gentleman, by the name of Vadilal Gandhi,
the great-grand father of Virendra R Gandhi, Rajesh R Gandhi and Devanshu L Gandhi,
started a soda fountain. He passed on the business to his son, Ranchod Lal, who ran a
one-man show, and, with a hand cranked machine, started a small retail outlet in 1926.
Eventually, Ranchod Lal's sons, Ramchandra and Lakshman, inherited the business and
they were instrumental in giving a new direction to the company. The duo imparted a new
vision to the venture and infused a spirit of calculated risk-taking into the company. As a
result, by the 1970s, the Vadilal Company had already evolved into a modern corporate
entity.
"In 1972-73, the company had 8-10 outlets in Ahmedabad. Gradually, we moved from the
city to other parts of Gujarat. By 1985, the company moved towards neighbouring states
like Rajasthan and Madhya Pradesh. But the expansion was undertaken very
methodically and we spent five to six years in spreading our business and then
consolidating it" says Shri Ramchandrabhai Gandhi (Chairman).
PRODUCT LINE
Vadilal ice cream division has always been a hot favorite with the people both inside
and outside the organization. In India, the name Vadilal is synonymous with Ice Cream.
The Ice Cream industry in India today has a turnover of Rs. 15 billion [US$ 330 million].
A quarter of this comes from the house of Vadilal alone. But thats no surprise,
considering that we have the largest range of Ice Creams in the country 120 plus
flavors, in a variety of more than 250 packs and forms. The range includes cones,
Candies, bars, ice-lollies, small cups, big cups, family packs, and economy packs.
Something for all tastes, preferences and budgets.
To make it convenient for our consumers to relish our complete range under one roof, we
Have set up a chain of Happiness Parlors Ice Cream boutiques so to say. Hordes of
people flock to these parlors daily because they know that our products contain the purest
and creamiest milk, and the freshest and tastiest fruits and nuts.
Among our products are One-up Choco bar and King Cone all-time favorites which
have today attained the generic status. Another hit is our Kulfi traditional Indian milk
Vadilal has two ultra-modern ice-cream manufacturing plants - one at village Pundhra,
Gujarat and another at Bareilly, U.P. Both plants are ISO: 9001:2000 and HACCP
Certified. Certification of Bareilly plant is done by BIS and Pundhra plant is done by
BVQI under the latest regulations of food safety system, September 2002. BVQI is a
wholly owned subsidiary of Bureau Veritas, a France-based multinational organization.
Our Pundhra plant has recently received the accreditation from Export Inspection Council
of India, Ministry of Commerce and Industry, Government of India certification for
exports that in itself is a bench mark for hygiene and quality. We, at Vadilal take utmost
Care for ice cream, so that it reaches the consumer in the most hygienic and wholesome
way. We have the latest manufacturing equipments including automated cone-filling,
candy-making, cup manufacturing and filling machines, hardening tunnels, computerized
continuous freezers, and machines to produce biscuit-cones.
Since our products are highly perishable, quick transport and proper storage are of
paramount importance. Hence our refrigeration equipment and deep freezes are imported
from companies, which are world leaders in their respective fields. To ensure sufficient,
timely and constant ice cream supply, we have a Cold Chain Network comprising three
manufacturing plants [totaling a production capacity of 1.25 lakh liter per day], about 23
C&FA, more than 500 Distributors and over 40,000 Retailers.
We have integrated backward by making biscuit-cones and paper cups; and forward, by
fabricating deep freezers and refrigerated vehicles. These help us to serve our
distributors, some of whom are situated over a thousand miles away. In days to come, we
plan to further expand our manufacturing facilities to meet the growing demand of Ice
Creams.
Big Cup
Juicy
Jaljira Juicy
Orange Juicy
Kalakhatta Juicy
Chapter: - 2
PRODUCTION
QUALITY
PRODUCTION
QUALITY POLICY
Quality Assurance
Pundhra:
Our Pundhra Plant is ISO: 9001:2000 and HACCP Certified. The certification of this
plant has been carried out by BVQI under the latest regulations of food safety system,
September 2002. BVQI is a wholly owned subsidiary of Bureau Veritas, a France-based
multinational organization.
The plant has recently received the Export Inspection Council of India, Ministry of
Commerce and Industry, Government of India certification for exports which in itself is a
benchmark for hygiene and quality.
Bareilly:
Bareilly plant is also having ISO 9001: 2000 & HACCP certification as per IS/ISO 9001:
2000 & IS 15000: 1998 respectively from Bureau of Indian Standards (BIS) which is the
largest certification authority in India.
Vadilal Industries Limited, Bareilly was established in 1996 for ice cream manufacturing
with an installed capacity of 15000 liters per day. To cater to the increasing demand of ice
cream in India the company expanded the capacity to 60,000 liters per day in 2005. We
plan to enhance the capacity by 1,00,000 liters ice cream per day in near future. This shall
be supported by state-of-the-art machineries from China, Denmark and other foreign
countries.
Quality control
SL.No. Objectives
Responsible
Responsible
Function
Level
Dispatch
I/c Dispatch
HRD
I/c HRD
Production
I/C Production
Food Safety
Team Leader
Team
Engineering
I/C Engineering
Engineering
I/C Engineering
We at Vadilal Industries Limited firmly believe in providing quality and safe food
production.
We shall achieve these goals by continual improvements and updating process, system &
skills of our employees.
We aim to be better in the ice cream industry by recognizing and adopting the changing
needs of our customers and win their confidence.
We shall adhere the statuary and regularity and requirements.
We shall established effective internal and external communication.
We still adopt quality and food safety standards ISO 9001:2000, ISO 22000:2005 & BRC
Global food standard.
Human Resource
We believe that investment in human capital is of utmost importance in order to achieve
and sustain growth.
HR Philosophy
Vadilal Group has a progressive and a dynamic Human Resource (HR) ssssintegrating
people into a work environment, motivating them to work together effectively and
providing them social, psychological and financial satisfaction this is what we exactly
try to do. We believe in transforming our human capital into a key source of competitive
advantage because we understand its value when tough competition is
Ruling the market scenario. Our strong value system is driven by result orientation,
adaptability to change, humility and respect for subordinates and peers. We help the
employees to harmonize their personal growth strategy with the growth strategy of the
group.
Culture
Organizational Culture is the easiest thing to comprehend and at the same time the most
difficult thing to define. This is because of the aura of mystique that surrounds
Organizational Culture.
The companys constant endeavor is to create a performance driven work culture with
focus on employee satisfaction and retention. We have a flexible compensation structure
that can motivate our employees for putting their best and hence earning the share of
revenue in the form of incentives
Development
Skilled manpower is critical for the growth of an organization. Vadilal believes in adding
value to its human capital through various programs, viz. induction program, product
training and other functional training programs. This enables the employees to hone their
skills, think out of box, develop the initiatives, adopt a pro-active approach, become more
productive quickly and chalk out a well-defined career path which is in line with the
overall organizational objectives.
Quality
Quality is an integral part of the companys well-defined and dynamic HR policies and
practices. The entire processes, development, achievement, performance evaluation and
appraisals are driven by quality of output and result orientation.
Work-Life
We believe in work life balance and hence we are readily offering a five-day workweek
at Corporate Office. This keeps our employees happy and we are able to achieve greater
efficiency and effectiveness.
Open Door
we have an open door management policy so that our employees are always free to
discuss the problems they face and the management can always extend a helping hand to
sort out the matters.
CHAPTER:-3
MARKETING
SALES NETWORK
PLANT LOCATION
DISTRIBUTION NETWORK
MARKETING
Brand Promotion:
Basically, we are very well known brand in every nook & corner of the country with a
strong brand image and high brand recall.
We generally promote our brand through various ways like, Advertisement, Sponsoring
Events, and by providing Publicity material (Glow signs, Danglers, Posters, Banners etc.)
at our Retail Outlets. We basically look forward to print media as main stay to promote
our brand & for the advertisement of our products as well as schemes / offers, as well as
TV commercial to cover maximum consumers. We give advertisement in leading
National (Hindustan Times, Times of India etc.) as well as popular Vernacular Dailies
(like, Gujarat Samachar, Divya Bhaskar & Sandesh in Gujarat, Rajasthan Patrika &
Dainik Bhaskar in Rajasthan, Dainik Jagran & Amar Ujala in U.P. & Uttaranchal, etc.)
and done TVC in leading TV channels like Star Plus, Star News, Cartoon Network, Nick,
UTV and Hungama etc.,.
At present we do not have any celebrity connected with our Ad Campaigns. However, we
take Models for our Product & Brand Promotion.
Sales Network:
Vadilal has very strong sales network, we have a sales team network, which covers our
entire distributor network.
We have a state wise sale team, which generates sales through retail outlets, institutions,
Hotels & restaurants, Functions. Here for Sales Company management plays major role
like providing various Dealer schemes, consumer schemes etc. Vadilal has one of the
widest ranges of consumer schemes in the industry. More sales is generated through new
product developments, schemes and lucrative dealer margins.
Network: Plant - C&F Distributor Dealers Consumers
With our supply chain of about 23 C&FA, more than 500 Distributors and over
40,000 Retailers ice cream is widely accessible in most parts of India. Ice cream can be
purchased in big tubs and surrounds from supermarkets/grocery stores, in smaller
quantities from ice cream shops, convenience stores, and milk bars, and in individual
serves from small carts or even at public events and places
Plants:
Ahmedabad
Pundhra, Gujarat and
Bareilly, UP
Above three plants are located in geographically favorable areas with ultra-modern
production facilities. It is our quality traditions and stringent norms only due to which our
plants are accredited with worlds most trusted quality standards like ISO 22000:2005,
ISO 9001:2000 and BRC Global Standard - Food: Issue 4
The reason for having strong distribution and dealer network is due to the lucrative
margin and returns that Vadilal provides to them. Vadilal provides them deep freezers for
storage of ice-creams, Display sing broads, POP, etc. promotional material that helps for
in boosting business.
PRESENT STATURE
We are one of the leading manufacturers of Ice Cream in India with the brand
name Vadilal since 1920. Vadilal Group is also engaged in Process Foods, Real Estate
& Constructions, and Chemicals & Super Specialty Gases & Forex Business. Vadilal
Industries is the flagship company of the Group having primary interest in Ice Cream and
Processed Foods. Vadilal enjoys one fourth of Indian Ice-Cream market share. Own
largest cold chain strengthens the distribution network across the country.
The mission that inspires Vadilal 17,000 employees, including over 900 managers is to
add vitality to life The turnover of the Group is expected to go up from Rs 200crore year
in 2006.Q7 to Rs 300 crore in die next two years.
The company, making exclusively vegetarian frozen and processed food, exported
its 55 products worth Rs 25 crore last fiscal mainly to the US, Europe, the Gulf, Australia
and New Zealand, which is projected to increase to Rs 40 crore this year "We are
focusing mainly on food processing and talking to seven or eight supermarket chains,
including Reliance and Big Bazaar, for bulk supply through their outlets to the tune of Rs
15 crore in the next 2 years," Mr. Rajesh Gandhi, Managing Director, told Business Line.
CHAPTER:-4
ACHIEVEMENTS
FAMUS ICE CREAMS
ORGNISATION STRUCTURE AT VADILAL
FINANCIAL DATA
ACHIEVEMENTS
In an attempt to tap the growing market for ice-creams and processed foods, Vadilal
Industries plans to double its manufacturing capacity at its Ahmedabad, Pundhra and
Bareilly plants. The company expects to complete expansion by May this year.
Talking to Business Standard about the expansion plans, managing director, Rajesh
Gandhi said, We will be doubling our ice-cream plants capacity at all the locations. We
will also be setting up a new ice-cream plant in Kolkata by the end of the year.
According to Devanshu Gandhi, Co-MD, Vadilal Industries, the current capacity of the
ice-cream plants is around 1.3 lakh liters per day which would be increased to 2.6 lakh
liters per day. The doubling of capacity would require an investment of Rs 20 crore. The
initial capacity of the new plant at Kolkata would be around 50,000 liters per day, added
Gandhi.
Gandhi also mentioned that the company will be investing around Rs 12-15 crore for
doubling the processed food plants capacity at Valsad. The company expects a turnover
of Rs 50 crore from the Valsad plant by next year.
Currently the turnover from processed food business is around Rs 30-35 crore. From the
ice-cream plants, Vadilal is expecting a rise in turnover from current Rs 140 crore to Rs
200 crore by next year.
With the booming retail market in the country and especially in Gujarat, Vadilal is
planning to introduce specially designed carry home packs of ice-cream for retail
customers.
The format of retail is usually not suitable for products like ice-cream, therefore we are
planning to introduce carry home packs of ice-cream specially designed for this format,
said Gandhi. Vadilal has an overall market share of 25 per cent in the ice-cream segment
in the country and 55 per cent in Gujarat.
Prod.mgr
Factory eng
Quality
Comm.mgr
HR mg
MGR
AKHILESH YADAV ANKIT JAIN
8 officer
6 officer
P JAGADISH
5 officer
4 officer
6 officer
4 officer
workmen
136
workmen
workmen
102
workmen
staff
workmen
FINANCIAL DATA
519156
Country:
INDIA
Exchanges:
BOM
Major Industry:
Sub Industry:
Miscellaneous Food
2010 Sales
1,315,318,000
(Year Ending Jan 2011).
Employees:
811
Currency:
Indian Rupees
Market Cap:
379,156,450
Fiscal Yr Ends:
March
Shares Outstanding:
7,187,800
Share Type:
Ordinary
1,240,871
CHAPTER:-5
FINANCIAL STATEMENT
SOURCES
Once the required number and kind of human resources are determined the Mgmt. has to
find the places where required human resources are available and also find the means of
attracting them towards the organization before selecting suitable candidates for jobs. All
process is generally known as recruitment. Some people use the term 'recruitment for
employment'. These two are not one and the same recruitment is only one of the steps in
the entire employment for process. These two terms are not one and the same either,
Technically speaking the function of recruitment precedes the selection function and it
includes only finding developing the sources of prospective employees and 'attracting
them to apply for jobs in an organization whereas the selection is the process of finding
out the most suitable candidate to the job out of the candidates attracted (i.e. recruited).
Recruitment forms the first stage in the process, which' continues with selection
and ceases with the placement of the candidate. It is the next step in the procurement
function the first being the manpower planning recruitment makes it possible to acquire
the number and types of people necessary to ensure the continued operation of the
organization. Recruiting is the discovering of potential applicants for actual or
anticipated' organizational vacancies. In other words; it is a "linking activity" bringing
Together those with jobs and those seeking jobs.
As Yoder and others point out "Recruitment is a process to discover the sources of
manpower to meet the requirements of the, staffing schedule and to employ the effective
1. To attract people with multi-dimensional skills and experiences that suits the
present and future organizational strategies.
2. To induct outsiders with a new perspective to lead the company.
3. To infuse the fresh blood at all levels of organization
4. To develop an organizational culture that attracts competent people to the
company.
5. To search or hunt head pouch people whose skill fit the companies values
6. To devise methodologies for assessing psychological traits
7. To seek out non-conventional development grounds of talent.
8. To search for talent globally and not just within the company.
9. To design entry pays that competes on quality but not on quantum.
10. To anticipate and find people for positions that does not exist yet.
All organizations, whether large or small do engage in recruiting activity, though not the
same extent. This differs with1. The size of the organization.
INTERNAL SOURCES.
Organization consider the candidates form this source for higher level jobs due to (i)
availability of most suitable candidates for jobs relatively or equally to the external
source, (Ii) to meet the trade union demands, (iii) to the policy of the organization to
motivate the present employees.
Organizations field this source to fill the vacancies relatively at the lower level wing to
availability of suitable candidates to trade and pressures or in order to motivate the
present job.
EXTERNAL SOURCES
External Sources are those sources, which are outside the organization pursuits,
Organization search for the required candidates from these sources for the following
reasons:1. The suitable candidates with skill, knowledge, talent etc are generally available.
2. Candidates can be selected without any preconceived notion or reservations.
3. Cost of employees can be minimized because employees selected from this source
are generally places in minimum pay scale.
4. Expertise, excellence and experience easily brought to the organization.
5. Human resources mix can be balanced with different background, experience,
skill etc.
6. Latest knowledge skill, innovative or creative talent can also be flowed in to the
organization.
7. Existing will also broadens their personalityLong-run benefit to the organization
in the sense that human resources can be brought.
Public employment agencies or consultants like ABC consultants in India perform the
recruitment functions on behalf of a. client company by charging fee line managers are
relieved from recruitment functions so that they can concentrate on their operational
activities and recruitment functions is entrusted to a private agency or consultants. But
due to limitations of high cost, ineffectiveness in performance, confidential nature of this
function, management sometimes do not depend on this source. How're, these agencies
function effectively in the recruitment of executives? .Hence, they are also called as
Executive search agencies. Most Of the organization depends on this source for highly
socialized positions and executive positions.
The Govt. set-up public employment exchanges in the country to provide information
about vacancies to the candidates and to help the organization in finding out suitable
candidates. The employment exchange act 1959 makes it obligatory for public sector and
private sector enterprises in India to fill certain types of vacancies though public
employment exchanges. These industries have to depend on public employment
exchanges for the specified vacancies.
4. PROFESSIONAL ORGANIZATIONS
All associations maintain complete bio-date of their members and provide the same to
various organizations on requisition. They also act an exchange between their members
and recruitment firms in exchanging information, clarifying doubts etc. Organization
finds this source more useful to recruit the experienced and professional employees like
executives, managers' engineers.
5- INTERVIEW
Interview Planning
HR will prepare an interview plan based on the interview(s) scheduled. This will contain:
Interview Date,
Time
Place
The number of confirmed candidates for the interview is updated a day in advance
Conducting Interviews
Recruitment Group will send a mail before the interview to concerned panel
members. The panel members will send an acknowledgement to' HR indicating the
confirmation! Rejection, so that HR can re-structure the panel. HR will then organize the
interview.
The Interview Panel is provided an interview kit, containing the resume of the
candidate and the Interview Rating Form (IRF). At the end of the interview, the
interviewers with their recommendations fill the IRF. The next action plan is developed
Based on the recommendations o-f the panel members. Occasionally further rounds of
interviews and reference checks are done, if required and suggested by the Panel or
Hiring Manager or HR. For selected candidates the recruitment group maps them with
open NHRs. Recruitment Group works with the hiring manager to match these. Hiring
Manager makes the final choice and the decision.
Offer
If required, as mentioned above, HR will perform reference checks for the selected
candidates or arrange for the same with the help of an external agency.
Salary Fitment
The hiring Manager along with the recruitment manager works on the Salary fitment. At
Vadilal the system of role, based compensation fitment is followed.(Refer to guidelines
for Compensation fitment).
The following details are captured in the application to generate the offer:
Educational Details
Grade
HR will send offer of appointment along with the joining date and details of documents
needed for joining. It will also follow up with the candidate for joining and provide
necessary assistance or clarify any query before joining. In most cases, even the hiring
manager would stay in touch with the candidate.
Document Control
The test papers, answer sheets (stencil) and commonly used documents by recruitment
team are named as per the following nomenclature.
Recruitment techniques are the means or media by, which mgmt. contracts prospective
employees or provide necessary information or exchanges ideas or stimulate them to
apply for jobs. Mgmt. uses different types of techniques or stimulates internal and
external candidates. Techniques useful to stimulate internal candidates are:1. Promotion
2. Transfer, Techniques useful to stimulate external candidates
3. Present employees.
PROMOTIONS
Most of the internal candidates would be stimulated to take up higher Responsibilities
and express their willingness to be engaged in the higher- Level jobs if mgmt. gives them
the assurance that they will be promoted to the next higher level.
TRANSFERS
Employees will be stimulated to work in the new sections or places if Mgmt. wish to
transfer them to the places of their choice.
Mgmt. can contact. Persuade the outsiders to apply for job in the Organizations through
the recommendations present employees, trade union leaders etc.
CHAPTER:-6
FINANCIAL STATEMENT AT VADILAL
SELECTION PROCESS
THEMATIC APPERCEPTION TEST'
Test Papers
VADILAL-Vadilal
REC Recruitment
c -Type of paper (J for Java, C for C++, T for testing, CW for content writer, TW
for technical writer, D for DSP, c-s for stencil (answer sheets))
yy: -year
.nn -version no
These test papers are centrally stored in hr. in common area (vadilalgroup.com) is
controlled documents.
For example: Vadilal/REC/ELC/04-01
CATEGORY
ATT
TT
QUALIFICATION
High School SSC
FITTER
ELECTRICTION
Trade
INSTRUMENTATION
2) Age:
The age group range is from 26~35 years. The idea behind taking this age group people is
to have more sincere and responsible and mature workforce
PROCESS OF SELECTION
These are the following steps of Selection Process:
1. Greeting List from Employment Exchange
2. Preparation of Call Letters
3. Conduction of Written Examination
4. Correction of copies.
5. Call for interview.
6. Interview Process
7. Verification form Investigation Agency
8. Verification of TAT Sheets
9. Medical Examination
1. GETTING LISTS FROM EMPLOYMENT EXCHANGE NOTIFICATION TO EMPLOYMENT EXCHANGES Under the Employment Exchange Act 1960(section 4), Vadilal notify to various
employment exchanges through FORM-4 which furnish the vacancy notice & rules for
filling up of any vacancies. It sends notification to all the Employment Exchanges
specifying all the details of employment like no. of vacancies, type of vacancy etc.
The Employment Exchange should be asked to send a list of candidates giving name,
address, qualification, and age so that Vadilal can send them call letters.
2. PREPARATION OF CALL LETTERS After getting the list from employment exchange it is segregated trade wise, roll nos.are
allotted and then call letters are prepared specifying time, date and venue of examination.
Call letters are prepared within one week and are dispatched at least 15 days before the
scheduled examination.
MAX MARKS
10
10
10
30
MAX MARKS
10
10
10
30
Procedure:
Chest no. is given to each candidate prior to briefing. Following are the points
communicated to candidates in briefing:
Information about the company and make people understand that Vadilal is not a
Govt. Company nor an MNC
Information about the products manufactured by Vadilal
Give an idea about the nature of the job
Makes it clear that the candidate is taken as a trainee & training period is for 18
months including 6 months of probation
Graduates are not taken.
Remuneration of A TT and TT.
Progression of pay.
No leave is provided during training period.
C. GROUP EXERCISE.
Purpose:
To observe the behavior of the person in group and understand certain basic
attributes of a person. Like team player and leadership qualities.
Procedure:
All candidates are called in-groups.
E. PRELIMINARY INTERVIEW:
Purpose:
To determine the persons need for the job
Procedure
After TAT, candidates are called for preliminary interview individually. Personal
interview is taken by a board, which include the Officer of the concerned Department and
the HR officer/Manager.
Filled Basic Information Form of the candidate is provided to write the
Comments by panel members.
After the interview, the comments of the board are taken into consideration to
screen candidate for the final interview.
F. FINAL INTERVIEW:
Purpose:
Verify the findings of preliminary interview.
Decide whether to go with the candidate or to reject him.
Procedure:
After the preliminary interview, the Cluster HR Manager further interviews all the shortlisted candidates and finally the required number of persons is selected.
Purpose:
To check whether the given information about qualification, family, previous job,
etc. is correct or not
Investigation report helps in taking a decision whether to take a person or not. If
the person gives wrong information or conceals any facts then he is not to be
taken.
Procedure:
Copies of Basic Information Form of short listed candidates are sent to investigation
agency. In investigation report referral checks are also done.
Following are the areas to be checked by investigation agency
Applicants positive Identification
Residential Address
Family Background
Educational History
Health History
Criminal or Civil Record Check
REASON FOR REJECTIONHere is graph, which shows the trend of rejections after reference check.
MEDICAL EXAMINATION
PURPOSE:
To check the medical fitness of candidate
Procedure:
After verification of the investigation report and positive recommendation from TAT
results, the decision is taken further to call the candidate for medical examination. The
selected candidate has to undergo medical examination, which is organized by HR
Department. On receiving the Fitness Certificate the candidate can be offered an
appointment letter.
Once a candidate is screened, tested, interviewed, selected and found medically fit, his
file is again taken into consideration and if all information is correct he is supposed to be
called for joining. This time he is called by phone. Before joining offer letter is given to
him.
PURPOSE
Individual assessments
The TAT is often administered to individuals as part of a battery, or group, of tests
intended to evaluate personality. It is considered to be effective in eliciting information
about a person's view of the world and his or her attitudes toward the self and others. As
people taking the TAT proceed through the various story cards and tell stories about the
pictures, they reveal their expectations of relationships with peers, parents or other
authority figures, subordinates, and possible romantic partners. In addition to assessing
the content of the stories that the subject is telling, the examiner evaluates the subject's
manner, vocal tone, posture, hesitations, and other signs of an emotional response to a
particular story picture. For example, a person who is made anxious by a certain picture
may make comments about the artistic style of the picture, or remark that he or she does
not like the picture; this is a way of avoiding telling a story about it.
The TAT is often used in individual assessments of candidates for employment in fields
requiring a high degree of skill in dealing with other people and/or ability to cope with
high levels of psychological stress- such as law enforcement, military leadership
positions, religious ministry, education, diplomatic service, etc. Although the TAT should
not be used in differential diagnosis of mental disorders, it is often administered to
individuals who have already received a diagnosis m order to match them with the type
of psychotherapy best suited to .their personalities. Lastly the TAT IS sometimes used for
forensic purposes m evaluating the motivations and general attitudes of persons accused
of violent crises. For example the TAT was recently administered to a 24-year-old man In
prison for a series of sexual murders. The results indicated that his attitudes toward other
people are not only outside normal limits but are similar to those of other persons found
guilty of the same type of crime.
RESEARCH
In addition to its application in individual assessments, the TAT is frequently used for
research into specific aspects of human personality; most often needs for achievement,
fears of failure, hostility and aggression, and interpersonal object relations.. "Object
relations" is a phrase used in psychiatry and psychology to refer to the ways people
internalize their relationships with others and the emotional tone of their relationships.
Research into object relations using the TAT investigates a variety of different topics,
including the extent. to which people are emotionally involved in relationships with
others; their ability to understand the complexities of human relationships; their ability to
distinguish between their viewpoint on a situation and the perspectives of others
involved; their ability to control aggressive impulses; self-esteem issues; and issues of
personal identity. For example, one recent study compared responses to the TAT from a
group of psychiatric inpatients diagnosed with dissociative disorders with responses from
a group of non-dissociative inpatients, in order to investigate some of the controversies
about dissociative identity disorder (formerly called multiple personality disorder).
Precautions
Students in medicine, psychology, or other fields who are learning to administer and
interpret the TAT receive detailed instructions about the number of factors that can
influence a person's responses to the story cards. In general, they are advised to be
conservative in their interpretations, and to err the side of health" rather than of
psychopathology when evaluating a subjects responses. In addition, the 1992 Code of
Ethics of the American Psychological Association requires examiners to be
Experts in the use of the TAT recommend obtaining a personal and medical history from
the subject before giving the TAT, in order to have some context for evaluating what
might otherwise appear to be abnormal or unusual responses. For example, frequent
references to death or grief in the stories would not be particularly surprising from a
subject who had recently been bereaved. In addition, the TAT should not be used as the
sole examination in evaluating an individual; it should be combined with other interviews
and tests.
The large numbers of research studies that have used the TAT have indicated that cultural,
gender, and class issues must be taken into account when determining whether a specific
response to a story card is "abnormal" strictly speaking, or whether it may be a normal
response from a person in a particular group. For example, the card labeled 6GF shows a
younger woman who is seated turning toward a somewhat older man who is standing
behind her and smoking a pipe. Most male subjects do not react to this picture as
implying aggressiveness, but most female subjects regard it as a very aggressive picture,
with unpleasant overtones of intrusiveness and danger. Many researchers consider the
gender difference in responses to this card as a reflection of the general imbalance in
power between men and women in the larger society.
In the TAT, the test subject (the boy shown here) examines a set of cards that
portray human figures in a variety of settings and situations, and is asked to tell a
story about each card. The story includes the event shown in the picture, preceding
events, emotions and thoughts of those portrayed, and the outcome of the event
shown. The story content and structure are thought to reveal the subject's attitudes,
inner conflicts, and views.
Race is another issue related to the TAT story cards. The original story cards, which were
created in 1935, all involved Caucasian figures. As early as 1949, researchers who were
administering the TAT to African Americans asked whether the race of the figures in the
Cards would influence the subjects' responses. Newer sets of TAT story cards have
introduced figures representing a wider variety of races and ethnic groups. As of 2002,
however, it is not clear whether a subject's ability to identify with the race of the figures
in the story cards improves the results of. A TAT assessment.
that focus on one or two specific variables-for example, hostility or depression. While
these systems are more practical for clinical use, they lack comprehensiveness. No single
system presently used for scoring the TAT has advised widespread acceptance. The basic
drawback of any scoring system in evaluating responses to the TAT story cards is that
information that is not relevant to that particular system is simply lost.
COMPUTER SCORING
DESCRIPTION
The TAT is one of the oldest projective measures in continuous use. It has become the
most popular projective technique among English-speaking psychiatrists and
psychologists, and is better accepted among clinicians than the Rorschach.
ADMINISTRATION
The TAT is usually administered to individuals in a quiet room free from interruptions or
distractions. The subject sits at the. edge of ~ table or desk next the examiner. The
examiner shows the subject a series of story cards taken from the full set of 31 TAT
cards. The usual number of cards shown to the subject is between 10 and 14, although
Murray recommended the use of 20 cards, administered in two separate one-hour
sessions with the subject the original 31 cards were divided into three categories, for use
With men only, with women only, or for use with subjects of either sex. Recent practice
has moved away from the use of separate sets of cards for men and women.
The subject is then instructed to tell a story about the picture in each card, with specific
instructions to include a description of the event in the picture, the developments that led
up to the event, the thoughts and feelings of the people in the picture, and the outcome of
the Story. The examiner keeps the cards in a pile face down in front of him or her, gives
them to the subject one at a time, and asks the subject to place each card face down as its
story is completed. Administration of the TAT usually takes about an hour.
RECORDING
Murray's original practice was to take notes by hand on the subject's responses, including
his or her nonverbal behaviors. Research has indicated, however, that a great deal of
significant material is lost when notes are recorded in this way. As a result, some
examiners now use a tape recorder to record subjects' answers. Another option involves
asking the subject to write down his or her answers.
INTERPRETATION
There are two basic approaches to interpreting responses to the TAT, called nomothetic
and idiographic respectively. Nomothetic interpretation .refers to the practice of
establishing norms for answers from subjects m specific age, gender, racial, or
educational level groups and then measuring a given subject responses against those
norms. Idiographic interpretation refers to evaluating the unique features of the subject's
view of the world and relationships. Most psychologists would classify the TAT as better
suited to idiographic than nomothetic interpretation.
In interpreting responses to the TAT, examiners typically focus their attention on one of
three areas: the content of the stories that the subject tells; the feeling or tone of the
stories; or the subject's behaviors apart from responses. These behaviors may include
verbal remarks (for example, comments about feeling stressed by the situation or not
being a good storyteller) as well as nonverbal actions or signs (blushing, stammering,
fidgeting in the chair, difficulties making eye contact with the examiner, etc.) The story
content usually reveals the subject's attitudes, fantasies, wishes, inner conflicts, and view
of the outside world. The story structure typically reflects the subject's feelings,
assumptions about the world, and an underlying attitude of optimism or pessimism.
RESULTS
The results of the TAT must be interpreted in the context of the subject's personal history,
age, sex, level of education, occupation, racial or ethnic identification, first language, and
other characteristics that may be important. "Normal" results are difficult to define in a
complex multicultural society I like the contemporary United States.
CHAPTER:-7
RESEARCH ANALYSIS
FINDING
RECOMONDATION
LIMITATION
QUESTIONAYER
BIBLOGRAPHY
RESEARCH ANALYSIS/OBSERVATION
(LOCATION-LUCKNOW)
LIST OF CANDIDATES FROM EMPLOYMENT EXCHANGE 199
CANDIDATES CALLED-183
CANDIDATE APPEARED-86
CANDIDATE SELECTED-13
NO OF REJECTED CANDIDATES
(LOCATION- BAREILLY)
LIST OF CANDIDATES FROM EMPLOYMENT EXCHANGE-10
CANDIDATES CALLED-67
CANDIDATES APPEARED-49
CANDIDATES SELECTED-9
CANDIDATE REJECTED-40
FINDINGS
Employment exchange
Personal contact
RECOMMENDATIONS
Employment exchange must send the desired profile only so that screening time
and cost of the company is reduced.
The cut-off marks in the screening test can be increased so that those candidates
who are not eligible are rejected at the entry level by which they can further
reduce their cost of hiring.
LIMITATIONS
A small segment of the market has been covered only, so the conclusion cannot
be generalized.
The data collected cannot be free from errors, since some of the respondents
failed to give correct information.
ATT
YES
NO
HSC
SSC
Work Experience
Remarks
TT
FITTER
HSC
SSC
ITI Certificate
Work Experience
Knowledge of drilling, tapping
Knowledge of tools
Knowledge of reading vernier calipers, micrometer, etc.
YES
NO
ELECTRICIAN
Working of switches
Working of AC motor
Knowledge of equipments like voltmeter, etc.
Working Experience
Remarks
Suitable -
Unsuitable-
QUESTIONAYER
1. Name..
2.Address...........................................................................
3.TelNo./Mob.No...
4.Email ID.................................................................
5. Age.
6. Sex(M/F)..
7.Marital Status.
8.No. of Dependents..
9.Qualification...
1,00,000-2,00,000...
2,00,000-4,00,000 Above ..
14. Do you know any one who is interested in earning extra throughpart-timework?
(Y/N) ............................................................
18. Is any member of your family or yourself is in any kind of part-time work? (Y/N)
...
BIBLIOGRAPHY
Books:
1. Kothari C.R.,Research methodology, New Age international Ltd., First
Edition,1985
2. Gupta C.B.,Human resource management, Himalya publications Ltd.
Websites:
1. www.Vadilalgroup.Com
2. www.Google.Com
4. www.rediff.com