ajay letter

Summer Training Research Project ReportOn

---------------------Title of the summer training study-----------------------------------------------------------------------------------------

For the partial fulfillment of the requirement of

MASTER OF BUSINESS ADMINISTRATION

Affiliated to Mahamaya Technical University, Noida (U.P.)(2010-2012)

Under The Guidance of: Under the Supervision of:Mr. (Name of the Faculty Member) Mr. (Reporting Officer)

Submitted By:(NAME OF STUDENT)

Roll No.

GNIT Management School6-C, Knowledge Park-II, Greater Noida ( G. B. Nagar)

GNIT Management School6-C, Knowledge Park-II, Greater Noida (G. B. Nagar

Date:

To Whom It May Concern

This is to certify that Mr. /Ms. ____SONIKA CHANDRA______________________________________student of

M.B.A. course (2010-12) at GNIT Management School with dual specialization in

_______________ & ______________________has satisfactorily completed the summer

Research project on ________HYG__________________________________________________________”.

This study is done under the guidance of the undersigned by partial fulfillment for the award of

M.B.A. I wish him/her all the best for bright future ahead.

Faculty Supervisor Director

AKNOWLEDGEMENT

ACKNOWLEDGEMENT

By the grace of GOD, I take the opportunity with great pleasure to plot the circle of warm complement

deep sense of gratitude & profound thanks to all those who have spared there valuable time & giving me

there co-operation to make this project complete.

First of all I would like to express my sincere thanks to my supervisor Mr. S.N.Ladhani, the

Managing Director, Brindavan Beverages Pvt. Ltd, a bottling company for his efforts , continuous

proper guidance ,supervision & generous co-operation throughout this work which enabled me to

present this project report .

Special thanks have to be reserved for Rajkumar Sharma Mr. P.K. Sharda, HR & Administration

Brindavan Beverages Pvt. Ltd for providing facilities &extending full support to the training &

project work.

I express my profound thanks to Sunil Ghai who helped a lot during this training for giving

precious time giving encouragement time to time.

I would be failing in my duty if I do not express my heartiest thanks to Lecturer and coordinate

department for giving all possible support, suggestion and is valuable time in preparing this project.

IndexSl.no. Topics Page Number

From To Institute’s certificate

Company’s certificate

Acknowledgement

Preface

1 Introduction

About the topic

Objective of the study

Methods employed

Significance of the study

2 Industry Profile

3 Company Profile

4 Financial analysis of the company

5 Data analysis

6 Interpretation of data

7 Findings

8 Conclusion

9 Suggestion

10 Limitation of the study

11 Appendices

1. Questionnaires 2. Sample information 3. Final statement of the company 4. Quality Model 5. Organizational Structure

12 Bibliograph

INTRODUCTION

INTRODUCTION OF THE TOPIC

Human resource executives in India continue to struggle with talent management issues, particularly

retention. The quest to find the best way to retain employees has taken HR pundits through concepts

such as employee review, employee satisfaction and employees delight. The latest idea is Employee

Engagement, a concept that holds, that, it is the degree to which an employee is emotionally bonded to

his organization and passionate about his work that really matters.

Engagement is about motivating employees to do their best. An engaged employee gives his company

his hundred percent. The quality of output and competitive advantage of a company depends upon the

quality of its people.

It has been proved that there is an intrinsic link between employee engagement, customer loyalty and

profitability.

When employees are effectively and positively engaged with their organization they form an emotional

connection with the company. This impacts their attitude towards the company’s clients, and thereby

improves customer satisfaction and service levels.

Most organizations realize today that a satisfied employee is not necessarily the best employee in terms

of loyalty and productivity. It is only an engaged employee who is intellectually and emotionally bound

with the organization, feels passionately about its goals and is committed towards its values who can be

termed thus. He goes the extra mile beyond the basic job responsibility and is associated with the actions

that drive the business. Moreover, in times of diminishing loyalty, employee engagement is a powerful

retention strategy. The fact that it has a strong impact on the bottom line adds to its significance.

A successful employee engagement helps create a community at the workplace and not just a workforce.

As organizations globalize and become more dependent on technology in a virtual working

environment, there is a greater need to connect and engage with employees to provide them with an

organizational identity. Especially in Indian culture this becomes more relevant given the community

feeling which organization provide in our society.

Definition Of Employee Engagement: “Employee Engagement is a measureable

degree of an employee's positive or negative emotional attachment to their job, colleagues and

organization which profoundly influences their willingness to learn & perform at work”.

An "engaged employee" is one who is fully involved in, and enthusiastic about, his or her work, and

thus will act in a way that furthers their organization's interests. Thus engagement is distinctively

different from satisfaction, motivation, culture, climate and opinion and very difficult to measure.

Aspects Of Employee Engagement :

Three basic aspects of employee engagement according to the global studies are:-

The employees and their own unique psychological makeup and experience

The employers and their ability to create the conditions that promote employee

engagement

Interaction between employees at all levels. Thus it is largely the organization’s

responsibility to create an environment and culture conducive to this partnership, and a

win-win equation.

Categories of Employee Engagement:

According to the Gallup the Consulting organization there are there are different types of people:-

Engaged—

Engaged employees are builders. They want to know the desired Expectations for their role so they

can meet and exceed them. They're naturally curious about their company and their place in it.

They perform at consistently high levels. They want to use their talents and strengths at work

every day. They work with passion and they drive innovation and move their organization

forward.

Not Engaged---

Not-engaged employees tend to concentrate on tasks rather than the goals and

Outcomes they are expected to accomplish. they wants to be told what to do just so they

can do it and say they have finished. They focus on accomplishing tasks vs. achieving an

outcome. Employees are not –engaged tend to feel their contributions are being

overlooked, and their potential is not being tapped. They often feel this way because they

don’t have productive relationships with their manages or co-workers

Actively Disengaged ---

The actively disengaged employees are the “cave dwellers.” They are “consistently against virtually

everything.” They are not just unhappy at work, they are busy acting out their

Unhappiness. They show ends of negativity at every opportunity. Every day, actively disengaged

workers undermine what their engaged co-workers accomplish. As workers increasingly rely

on each other to generate products a services, the problems and tensions that are fostered by

actively disengaged Workers can cause great damage to an organization's functioning.

Importance Of Engagement:

An organization’s capacity to manage employee engagement is closely related to its ability

to achieve high performance levels and superior business results. Some of the advantages of

Engaged employees are:

Engaged employees will stay with the company, be an advocate of the company and

its products and services, and contribute to bottom line business success.

They will normally perform better and are more motivated.

There is a significant link between employee engagement and profitability.

They form an emotional connection with the company. This impacts their attitude towards the

company’s clients, and thereby improves customer satisfaction and service levels.

It builds passion, commitment and alignment with the organization’s strategies and

goals.

Increases employees’ trust in the organization.

Creates a sense of loyalty in a competitive environment.

Provides a high-energy working environment.

Boosts business growth.

Makes the employees effective brand ambassadors for the company.

7 Key Drivers Of Engagement:

These offer concrete targets for development:

1. Rust and integrity – how well managers communicate and 'walk the talk'.

2. Nature of the job –Is it mentally stimulating day-to-day?

3. Line of sight between employee performance and company performance – Does the employee

understand how their work contributes to the company's performance?

4. Career Growth opportunities –Are there future opportunities for growth?

5. Pride about the company – How much self-esteem does the employee feel by being associated

with their company?

6. Coworkers/team members – significantly influence one's level of engagement

7. Employee development – Is the company making an effort to develop the employee's

skills?

Diagnostic tools for employee engagement

Communication

Equal Opportunity

Pay & Benefits feeling valued

And ENGAGED

Health & Safety Involved

Co-Operations

Job Satisfaction

Performance Appraisal

Family Friendliness

These are some tools which helps to create feelings valued and involved

which is engagement.

1. Communication - The company should follow the open door policy. There should be both upward

and downward communication with the use of appropriate communication channels in the

organization. If the employee is given a say in the decision making and has the right to be heard by

his boss then the engagement levels are likely to be high.

2. .Equal Opportunity And Fair Treatment - The employee engagement levels would be high if

their superiors provide equal opportunities for growth and advancement to all the employees.

3. Pay And Benefits - The company should have a proper pay system so that the employees are

motivated to work in the organization. In order to boost his engagement levels the employee should

also be provided with certain benefits and compensation.

4. Health And Safety - Research indicates that the engagement levels are low if the employees do not

feel secure while working. Therefore every organization should adopt appropriate methods and

systems for the health and safety of their employees.

5. Co-operation - If the entire organization works together by helping each other i.e., all the employees

as well as superiors co-ordinate well then the employees will be engaged.

6. Job satisfaction - Only a satisfied employee can become an engaged employee. Therefore it is very

essential for an organization to see to it that the job given to the employee matches his career goals

which will make him enjoy his work and he would ultimately be satisfied with his job.

7. Performance Appraisal - Fair evaluation of an employees performance is an important criterion

for determining the level of employee engagement. The company which follows an appropriate

performance appraisal technique (which is transparent and not biased)will have high levels of

employee engagement.

8. Family Friendliness - A person’s family life influences his work life. When an employee realizes

that the organization is considering his family’s benefits also, he will have an emotional attachment

with the organization which leads to engagement.

Handling- employee engagement

HOW TO MEASURE EMPLOYEE ENGAGEMENT

Step 1- Listen

The employer must listen to his employees and remember that this is a continuous process. The

information employees supply will provide direction. This is the only way to identify their specific

concerns. When leaders listen, employees respond by becoming more engaged. This results in increased

productivity and employee retention. Engaged employees are much more likely to be satisfied in their

positions, remain with the company, be promoted and strive for higher levels of performance.

Step2- Measure current level of employee engagement

Employee engagement survey let us know what level of engagement the employees are operating.

Customizable employee survey will provide with a starting point towards the efforts to optimize

employee engagement. This kind of survey is a diagnostic tool of choice in the battle for the hearts of

employees.

Step3- Identify the problem areas

Identifying the problem areas helps to see which are the exact areas, which lead to disengaged

employees.

Step4- Taking action to improve employee engagement by acting upon the problem areas

Nothing is more discouraging to employees than to be asked for their feedback and see no movement

toward resolution of their issues. Even the smallest actions taken to address.

Employee engagement includes satisfaction,motivation,effectiveness

INCREASING EMPLOYEE ENGAGEMENT

Provide Variety - Tedious, repetitive tasks can cause burn out and boredom over time. If the job

requires repetitive tasks, look for the ways to introduce variety by rotating duties, areas of

responsibility, delivery of service etc.

Conduct periodic meetings with employees to communicate good news, challenges and easy-to-

understand company’s financial information. Managers and supervisors should be comfortable

communicating their staff and able to give and receive constructive feedback.

Communicate openly and clearly about what’s expected of employee at every level-your vision,

priorities, success measures etc.

Get to know employee interests, goals, stressors etc. Show an interest in their wellbeing and do

what it enables them to feel more fulfilled and better balanced in work life.

Celebrate individual, team and organizational success. Catch employee doing something right

and say, Thank-You.

Be consistent in your support for engagement initiatives. If you start one and then drop it, your

efforts may backfire. There’s a strong connection between employees commitment to an

initiative and management’s commitment to supporting it.

REAL EMPLOYEE ENGAGEMENT RULES :

We often think that super important corporate initiatives will transform our organization into

places where everyone will come to work and want to be more engaged. Corporate initiatives can’t

make the magic. Employee engagement happens only when you are move barriers to work and these

barriers are unique to every work group. The people who deliver the corporate initiatives have to make

engagement happen, i.e., the managers.

HOW TO MOVE OWNERSHIP TO MANAGERS AND EMPLOYEES:

In order to move the employee engagement process from ownership by corporate HR to ownership by

and employees, several things must happen-

1. Measurement of employee engagement must be done more than once in a year. We need

multiple ways to assess engagement , the engagement metrics must include performance

measures.

2.You can’t have engaged employees without super engaged managers. Engagement improving

efforts must start at top and work their way down. The most senior executive must be assured that they

are engaging their senior team and that team has to work on creating a high engagement environment for

its direct reports & so on.

3Engagement must be done by leadership through example. This process of top down engagement is

owned by each level of management. Each manager himself benefits from the process, and then they

share the benefits with their own employees. In this learning process managers own employee

engagement.

Elements includes in employee engagement

Objectives of the study:

To examines the importance given by employees to their work and level of their

satisfaction.

To study of free flow of information between the management and the employees.

To examine the effects of work culture / environment in Brindavan Beverages Pvt.

Limited on employees.

To examine the effectiveness of reward schemes and performance appraisal system

in employee’s productivity.

To find out whether the employees are being adequately compensated for their

services .

To examine and reduce the grievances of the employees.

INDUSTRIES

PROFILE

INDUSTRIES PROFILE

In 1886, Dr. John Pemberton created the formula of Coca-Cola, a pharmacist in Atlanta, Georgia.

The drink was sold ad-refreshing elixir at the fountain counter of Jacob’s Pharmacy of which Dr. John

Pemberton was part owner, unaware that the pharmacist had given birth to caramel colored syrup,

which is now the chief ingredient of the world favorite drink. Today the white-on-red flow of Coca-Cola

is familiar sight in more then195 countries. The syrup combines with the carbonate water to fuel a

$16.2 billion corporation that has captured a 46% slice of the global soft drinks market. The company

estimates that the drink is served more than 773 million times every day and if all Coke ever produced

were filed in standards bottles and placed end to end it would wrap around the equator 21, 161 times.

The story of Coca-Cola is a story of a drink and its charm with the consumed. The story of ecstasy and

again that the drink has caused to those dedicated to its growth Pemberton first managed to sell and

average of 9 drinks per day, though a shop called Jacob’s Pharmacy, in 1891, Candler bought Coca-

Cola company with the initial stock of $1,00,000. Coca-Cola was registered at the US patent office in

1893, and began selling at soda fountains for 5 cents a glass of therapeutic refreshment 1894; I got into

bottles, courtesy a candy merchant Joseph Boedenharn of Mississippi.

Five years later; the drink was being bottled on a regular basis under a region wise franchising system;

and its first competitor Pepsi Cola, Coca-Cola’s first bottling plant opened in Chattanooga, Tennessee

followed by another in Atlanta in 1900.

The unique taste of cola was an outstanding success. Over the next two decade the number of plants

crossed 1000. In a bit to difference the product, the company adopted 6.5 ounce, pale green contour

bottle designed by the root glass company of Terri Haute, Indiana. Today it is an intrinsic of the brand.

The company broadened its horizons when Robert Woodruff the son of a banker who acquired to

Company for $25 million in 1919, assumed charge in 1923. He began by upgrading bottling operations,

brought in innovations like a six-bottle carry home carton, and gear up advertising support. It was under

Wood Ruff that the brand. Known affectionately as coke by now associated itself with sportive events.

By the early 1940’s the brand was selling as the “real thing” to set itself apart from “me to” Cola’s.

As a time went by the company brought out some new aerated drinks. The first one “Fanta” appeared in

the selves in 1960. Its birth was an accident; the company’s German name is an attempt to produce

Coca-Cola without some key ingredients, turned out into an orange flavored drink instead. Its strategists

who feared the dependence on just one put a cap on growth welcomed it. While fanta was being rolled

out the company bought minute made corps. This in 1967 was combined with Duncan foods to pave

way for the Coca-Cola foods. Several beverages followed the most notable being “Sprite”, a lemon

drink developed in the late 1950 and formally launched in 1961.

Coca-Cola had diversified the company into businesses and it even had a steam generator and boiler

making division. Robert. C. Goizueta, Cuban born 27 years veteran took over as the Coca-Cola unlike

Pepsi Company depended on a single brand.

The best insurance policy that he figured was to let coke evolve to the summer slacking it with variants,

even reinventing if needed.

In 1982, the company launched what is now considered among the world’s most successful brand

extensions ‘Diet Coke’ under the leadership of Sergio Zyman, the head of us marketing. The idea was to

retain the loyalty for the health conscious drinker who loved the taste but hated the calories. After this it

came out with caffeine free versions of its main drinks. Yet in the US the company kept losing ground to

Pepsi. Zyman, a former Pepsi marketer argued that the correct strategy was to replace 98 year old with

better tasting cola, label it as “New Coke” and blare the news which is exactly what the company did

more than a decade ago in 1985. But when placed on the shelves it did not budge.

On wide spread protest it was recalled after79 days. The company has about 100 brands in its portfolio

but Coke, Fanta and Sprite account for most of its sales. In 1994, the real thing’s coke sold over 52.5

billion liters. For the taste of it diet coke along with Coca-Cola light sold 8.5 billion liters, which makes

it the world’s two top non-cola drinks sold over 6.5 billion liters each. Which sprite aimed at the

independent youngster two does not care what as others drink. In 1993, Coca-Cola reentered India after

16 years long exile, four years Pepsi made its debut India. While Coke plays on brand nostalgia, Pepsi

address the young crowd, which unlike a in America is a dominate ort if the population here.

SOFT DRINK MARKET IN INDIA

Today India is one of the most potential markets, with population of around 900 million people; the

Indian soft drinks market was only of 200 cases per year. This was very low even compared to Pakistan

and Philippines. Population and potential market are two major reasons for major multinational

companies of entering India. They feel that a huge population coupled with low consumption can only

lead to an increase in the soft drink market. Another increase in the sale of soft drinks in the scorching

heat and the climate of India, which is suitable for high sale of soft drinks. All these factors together

have contributed to a 30% growth in the soft drinks industry. If the demand continues growing at the

same rate, within two years the volume could touch 1 billion cases.

All these factors are the reasons for the entry two giant of the soft drink industry of the world to enter

the Indian market. These two giants Pepsi and Coca-Cola, themselves share 96% of the soft drink

market share. Cadbury’s Schweppes, Campa Cola and other soft drink brands share rest. But was the

scene same 20 years ago? The answer is No. 1970 was the year of pure soft drinks Campa Cola and

Parle people (Thumsup and Limca).

Soft drink consists of a flavor base, sweetener and carbonated water. In general terms non-alcoholic

drinks are considered as soft drinks this name soft drink was given by Americans as against hard which

is mainly alcoholic.

The major participants involved in the production and distribution of soft drink are concentrate and

syrup producers, bottlers and retail channel. Concentrate producers manufacture basic soft drink flavors

and retail channel refers to business location that tells or serves the products directly to consumers.

Soft drink is not a product, which a person plans to buy before hand, but is an impulse purchase. Lots of

sale depends upon the strength of merchandizing done at the point of sale.

It all begin in 1977, a change in government at the center led the exit of Coca-Cola which preferred to

quit rather diluting its equity to 40% in compliance with the Foreign Exchange Regulation Act (FERA).

The first national cola drink to pop up was double seven. In the meantime, Pure Drinks, Delhi on coke’s

exit, switched over to Campa Cola.

The beginning of 1980’s saw the birth of another cola drink, Thumsup, Parle the Gold Spot people,

launched it in 1978-79, as “Refreshing Cola”. By the mid-eighties McDowells launched Thrill, and by

the late eighties three was Double Cola, which entered in India market, as a NRO – run outfit with its

plant in Nasik {Maharastra}, in 1978 Parle, Indian soft drinks market (Share 33%) with its Gold Spot

and Limca brands. Later Thumsup also started Thumsup. At the same time the threat to the Indian soft

drinks was that of fruit drinks. In 1988, fruit drinks market was valued at Rs. 40 crores and grew at the

rate 20%.

Coca-Cola entered Indian by buying up to 69% of the 1800 crore soft drink market (i.e. 5 Parle Export

brands of Thumsup’s,Limca, Gold Spot, Citra&Maaza). Today the scene has changed making it a

direct battle between two giant Coca-Cola and Pepsi. The picture will become clearer by looking at the

Indian market shares in the beverages Industry.

One of the strongest weapons in Coke armory is the flexibility it has empowered its people with. In coke

every employee, may he be a manager or salesmen, have an authority to take whatever steps he or she

feels will make the consumers aware of the brand and increase its consumption. Thus coke believes in

establishing and nurturing creditability of the salesmen and making commitment to grow business in

accounts. All these factors together led to a high growth in the Indian market and constantly increasing

market share.

The Flavours of Soft Drinks are currently running in the Market

Coke teams along brands like: -

Coca-Cola

Fanta

Thumsup

Limca

Sprite

Kinley Soda

Maaza

Kinley Water

Diet coke

THE FUTURE OF COCA-COLA

While doing business overseas offers Coke wonderful growth opportunities it also has its own

disadvantages. The economic slowdown in various overseas markets and the strong dollar had their

impact on Coca-Cola revenues and bottom line in 1998. But the company optimistic about the future.

M. Douglas investor, the Chief Executive Officer of the Coca-Cola Company says, “In the year 1998

has been a challenging period for the Coca-Cola Company as economic environment became more

uncertain in the later part of 1998, and we strongly believe that our fundamental opportunities for long

term growth have not changed”.

As long as maximization of share holder wealth remain Coke’s focus for its future is assured Goizueta

had stated and proven to the world that focus on shareholder wealth does more good to the company

than focus on revenues and it is not that coke does not enjoy volumes for it is world’s No. 1 soft drink

manufacture.

It is not content with this title and is aiming at higher volumes year after year. Surely coke will continue

to grow. Point on Roberto had reduced the company basically to its trademark and the returns are so

astronomical as to be off the boards. It just absolutely added a jet engine to their performance.

Objectives of the study:

To examines the importance given by employees to their work and level of their

satisfaction.

To study of free flow of information between the management and the employees.

To examine the effects of work culture / environment in Brindavan Beverages Pvt.

Limited on employees.

To examine the effectiveness of reward schemes and performance appraisal system

in employee’s productivity.

To find out whether the employees are being adequately compensated for their

services .

To examine and reduce the grievances of the employees.

Company Profile

COMPANY PROFILE

Brindavan Beverages Pvt. Ltd, a bottling company was started during the year 1986 in Bangalore due

to the humble services by Mr. S.N.Ladhani, the Managing Director of the company, with and initial

capital of Rs. 25 Lac. Brindavan Beverages Pvt. Ltd has a franchisee agreement with Parle exports for

hundred years to manufacture and sell its products.

During November 1993, Parle export sold all its 60 franchises to Coca-Cola in India in order to

compete with Pepsi. Each franchisee can cover up 16 districts. The company’s manufacturing and

selling Thumsup, Coke, Limca, Fanta, Maaza, Kinley Soda for Bareilly franchisee. This is also serving

the nearby districts such as Badaun, Moradabad, Rampur, Pilibhit, Shahjahanpur, Lakhimpur Khiri.

M/s Brindavan Beverages Pvt. Ltd has its production unit having capacity of 600 bottles per minute,

located at Parsakhera Industrial Estate, 12 Kms away from Bareilly town on Delhi highway. Its

Marketing office is located in Parsakhera and Sale Depot at Swaley Nagar, Bareilly. For Uttrakhand

sale the company establishes a sales depot in Kichha. The storage of filled bottle is done in the godown,

which is located next to the production unit. Brindavan Beverages Pvt. Ltd has three more bottling

plants located at Baranbanki, Faizabad, and Hathras. All the activities are centralized from the head

office located at Bangalore.

The Managing Director, the head of the organization is incharge of all administration matters. The G.M.

Sales and franchise Manager-sales is responsible for activities such as sales, promotions, advertisements

and distribution etc. and Production & Plant Manager takes care of the production department.

HEAD OFFICE BANGALORE

Bareilly Faizabad Hathras Barabanki

“BRINDAVAN BEVERAGES LIMITED”

“CORPORATE STRUCTURE”

“PLANTS”

DISTRIBUTION NETWORK OF BRINDAVAN BEVERAGES

PVT.LTD.

As it have been already started that this particular plant has been taken over by the Coca-Cola Company.

It has 203Distributor (Approx. Figure) and 05 depots and covers over 16 districts under its belt and they

are still growing. The names of the district are as follows.

1. Bareilly

2. Badaun

3. Shahjahanpur

4. Pilibhit

5. Rampur

6. Moradabad

7. Chamoli

8. Chandausi

9. Pitoragarh

10. Karayanprayag

11. Rudraprayag

12. Kichha

13. LakhimpurKhiri

14. Haldwani

15. Bhageshwar

16. Ranikhet

1.Packaging

Packing in 200 ml, 300 ml bottle here and in packs of 330 ml cans and 100 ml, 1.5

litre bottle are produced from other plant and then sold

2.Distribution network

Marketing location of coverage area

3.Place

Maximum area of northern U.P and hills are covered by BBPLs

4.Price

All prices are governed by coca cola, India

PRODUCTS OF THE COMPANY

Aerated Water:

Company is engaged in production of aerated water sweetened as well as non sweetened.

Products are manufactured exclusively on behalf of Coca Cola India P Limited for distribution in

allocated area to this franchise. Aerated water covered under chapter heading 22 of Central Excise and

Tariff Act and valuation of product is governed by section 4A of Central Excise Act as the product is

covered under Standard Weight and Measurement Act. This product is liable to highest applicable rate

of tax under VAT Act @12.5%.

Fruit Juices:

Along-with aerated water company is also manufacturing fruit juice based drinks (Mango Pulp

based in the name of Maaza and orange juice based drinks in the name of Minute Maid Pulpy Orange or

MMPO). This product is exempted from Excise duty and is chargeable to 4% rate of tax under VAT

Act.

Beside other applicable statutes company itself maintain stringent quality norms. It has recently

successfully undergone ISO 18001:2007 and E3/S3 norms.

Products of company are packed and sold in returnable glass bottles and in PET bottles in

various pack sizes as per market demand. Under backward integration company has established

production capacity of producing PREFORMS – an injection blown to form PET bottle.

All the products are in the form of Beverages have limited shelf life varying from 3 months to 6

months. Company has various internal controls to assure timely withdrawal of expired / products

approaching expiry to maintain the quality of product. Production cycle of product is very short that

vary from few hours to a day so company has very nominal inventory in the form of WIP. Products are

usually consumed in moderate hot to very hot climate so the sale of products vary with in year due

geographical location of plant and franchise area. It peaks in the month of May and June as summers are

extremely hot and humid. Depending upon the demand and seasonality of product the inventory

requirements also vary with in year with maximum inventory in the month of March and April and

almost nil inventories in the month of Nov and December.

PRODUCTION PROCESS OF AERATED WATER

FIRST PROCESS

Water Treatment

(Water direct from Tube Well)

(Making bacteria free by using lime stone,

bleaching powder and FeSo4)

(Treated tank water)

Raw Syrup Room

RAW WATER

SOFT WATER

T.T. WATER

+ +

Mixing

Ready Syrup Room

One Unit

Concentrate makes

100 crates

T.T.Water 85%Sugar

Multi State Filtration

Raw Syrup

Cocacola

FantaLimcaThums Up

Ready Syrup

SW OT ANALYSIS

STRENGTHS

Brand Portfolio

Plant Location

Effective Distribution Channel

Sharply focused positioning of all the products

High Quality Products

Advanced Plant Technology

Patent rights

Good Inventory System

WEAKNESS

Lack of proper Incentives

Brindavan Beverage Ltd is unable to cater the demand of Bareilly region properly

After Sales Services

Company is unable to provide credit:

Lack of proper training

OPPOTUNITIES

Launch Fanta Apple

Potential Rural Market

THREAT

Competitions between Coca-Cola and Pepsi

Illegal distribution by some distributor and salesman

Better after sales service provided by Pepsi

Schemes floated by Pepsi affects the sale of pet

RESEARCH

METHODOLOGY

RESEARCH METHODOLOGY

(A) Research Design

In this study the information was collected by using:

By using personal Interview method.

Convenience sampling

Descriptive Research design in the form of well-structured Questionnaire.

(B) Research Tool

The questionnaire designed was closed ended, which was used to collect data from the customers.

For the study data was used-

Primary Data

Secondary Data

Primary Data: “Primary data is the data collected for the first time”

In Primary Data the information was collected from various employees using Questionnaire

and personal interview.

Secondary Data: “Data collected by some other means like newspapers, reports,

magazines, etc.”

Secondary data sources include books and websites.

(C) Sampling Techniques

The method used for sampling is probability sampling based on systematic random sampling .

(D) Sample Size

Sample sizes of 50 respondents were chosen out of different functional areas.

(E) Area of Work

Area of Research was Brindavan Beverages Pvt. Limited.

(F) Analytical Procedure

The questionnaire was designed on a 5 points Link Rate Scale 1 represented low extend and 5

represented high extend and it is presented in the Graphs.

DATA INTERPETATION

DATA INTERPETATION

Q1. Do you know what is expected from you at work?

1. Highly Agree

2. Agree

3. Neither agree nor disagree

4 .Disagree

5 .Highly disagree

22%

76%

2%

highly agreeagreeneither agree nor dis agreedisagreehighly disagree

Responses No. Of Employees %age Of Response

Highly Agree 11 22%

Agree 38 76%

Neither agree nor disagree 1 2%

Disagree 0 0%

Highly Disagree 0 0%

Total 50 100%

Interpretation :

According to the survey 76% employees are agreed & 22% employees highly agreed that they know

what is expected from them at work. So we can say that most of the employees are aware about job

because only 2% employees were there those are neither agree or disagree.

Q2. Are you agree with the supportiveness by HOD/Supervisor?

1. Highly satisfied

2. Satisfied

3. Neither satisfied nor dissatisfied

4 . Dissatisfied

5 .Highly dissatisfied

28%

68%

4%

highly agreeagreeneither agree nor dis agreedisagreehighly dis agree


Highly satisfied 14 28%

Satisfied 34 68%

Neither satisfied nor

dissatisfied

2 4%

Dissatisfied 0 0%

Highly dissatisfied 0 0%

Total 50 100%

Interpretation:

According to the survey 68% employees are satisfied with the supportiveness of their employees and

28% employees are highly satisfied with their H.O.D’s . There only 4% employees are neutral and no

one is dissatisfied. So we can say that most of the employees are satisfied with Supportiveness of their

H.O.D.

Q3. Whether your suggestions are considered during the your job?

1. Frequently

2. Rarely3. Occasionally

30%

22%

48%

123

Responses No. Of Employees %age Of Response Frequently 15 54%

Rarely 11 39%

Occasionally 24 7%

Total 50 100

Interpretation:

According to the survey I found that 54% employees are satisfied that their suggestions frequently

consider during their job. 39% employee’s suggestions consider rarely and 7% employee’s suggestions

consider only occasionally.

Q4.Do you agree with the statement that the communication with the boss and co-workers is easy in organization?

1. Strongly disagree2. Disagree3. Agree4. Strongly agree

4%

68%

28%

1234

Responses No. Of Employees %age Of Response Strongly disagree 2 4%

Disagree 0 0%

Agree 34 68%

Strongly agree 14 28%

Interpretation:

According to the survey I found that 68% employees are agree that they easily communicate with their

boss and 28% strongly agree and only 4% disagree that they are not communicate with their boss. So we

can say majority are easily communicated with their boss.

Q5. Does the mission and purpose make you feel the importance of your job?

1. Always

2. Mostly

3. Sometimes

4. Rarely

5. Not at all

60%22%

18%

12345


Always 30 60%Mostly 11 22%

Sometimes 9 18%Rarely 0 0%

Not at all 0 0%Total 50 100%

Interpretation:

Only 60% employee’s are there for those mission and purpose make feel importance of their job

always while for 18% employee’s sometimes and for 22% employee’s mostly and also rarely for

8%.

Q6.Do you agree that frequent opportunities has been given to you for improving your skills and jobs?

1. Highly Agree

2. Agree


4 . Disagree

5 .Highly disagree

26%

62%

8%4%

1232


Highly Agree 13 26%

Agree 31 62%


Disagree 2 4%


Total 50 100%

Interpretation:

62% employees are satisfied and 26% employees are highly satisfied with those frequent chance has

been given to them for improving their skills and job.And 8% are neutral , Only 4% employees are not

satisfied which is very small number so we can say that maximum employees are satisfied with that .

Q7. Are you satisfied with the stress relief programs conducted in your organization?

1. Highly satisfied

2. Satisfied


4 . Dissatisfied

5 .Highly dissatisfied

8%

44%

32%

4% 12%

12345



Satisfied 22 44%

Neither satisfied nor

dissatisfied

16 32%

Dissatisfied 2 4%


Total 50 100%

Interpretation:

8% employees are highly satisfied and 44% employees are satisfied with the stress relief program

chance has been given to them . Only 4% employees are dissatisfied and 12%are highly dissatisfied

which is very small number so we can say that maximum employees are satisfied with that .

Q8. Are you satisfied with the level of trust on your team?

1. Highly satisfied

2. Satisfied3. Dissatisfied4. Highly dissatisfied5. Neither satisfied nor dissatisfied

30%

64%

4%2%

12345


Highly satisfied 15 30%Satisfied 32 64%

Dissatisfied 2 4%Highly dissatisfied 0 0%

Neither satisfied nor dissatisfied

1 2%

Total 50 100

Interpretation:

Maximum employees are satisfied and highly satisfied with the level of trust on their team which is very

important for working effectively in any team. Only 4% employees are not satisfied which can happen

because of these employee’s behavior or attitude.

Q9. Are you satisfied with the benefits (Health Insurance, Life Insurance, etc..)

1. Highly satisfied2. Satisfied3. Dissatisfied4. Highly dissatisfied5. Neither satisfied nor dissatisfied

8%

50%

24%

12%6%

12345



Satisfied 25 50%

Dissatisfied 12 24%



3 6%

Total 50 100

Interpretation:

According to the survey there most of the employees are satisfied with the health and safety insurance

benefits because in this organization every employee who is earning less then 15000Rs. are registered in

the Employee State Insurance corporation. By this registration they are getting benefits according to

their need.

And 12% employees are not satisfied by some conditions or some polices concerning insurance

benefits.

Q10. Do you satisfied with the amount of paid vacations time/ sick leave offered?

1. Highly satisfied

2. Satisfied3. Dissatisfied4. Highly dissatisfied5. Neither satisfied nor dissatisfied

18%

52%

18%

2%10%

12345



Satisfied 26 52%

Dissatisfied 9 18%



5 10%

Total 50 100

Interpretation:

52% employees are satisfied with the amount of paid vacations time /sick leave offered by the

organization. Only 18% employees are not satisfied and 2%highly dissatisfied with that this can be

happen because of their attitude or their desires.

Q11.Do you get proper field to execute your ideas?

1. Yes

2. No

76%

24%

YESNO


YES 38 76%

No 12 24%

Interpretation:

Maximum employees (76%) are satisfied and are they are getting proper field to execute their ideas

while 24% employees are not satisfied may be sometimes their ideas are not beneficial for the

organization because of this maybe they didn’t get proper field to execute their ideas.

Q12. Do you agree that workload is distributed equally throughout your department or unit?

1. Highly Agree

2. Agree


4 .Disagree

5 .Highly disagree

10%

78%

4%6%

2%

12345


Highly Agree 5 10%

Agree 39 78%


Disagree 3 6%


Total 50 100%

Interpretation:

Maximum employees agreed that the workload is distributed equally only 6% disagee that the workload

is not distributed throughout their department or unit this isthe important tool for the employee

engagement.

Q13. Do you have the material and equipment to do your work efficiently?

1. Yes2. No

96%

4%

12


YES 48 96%

No 2 4%

Interpretation:

There 96% employees are satisfied with the material and equipment which is being provided to them for

doing their work efficiently while 4% employees are not satisfied with this may be they want more

technology and equipments.

Q14. Do you agree with the statement that “opportunities at work gives you a plateform to grow”?

1. Highly Agree

2. Agree


4 .Disagree

5 .Highly disagree

16%

76%

6%2%

12345

Responses No. Of Employees %age Of Response Highly agree 8 16%

Agree38 76%

3 6%

Neither agree nor disagree

Disagree1 2%

Highly Disagree0 0%

Total50 100%

Interpretation:

According to the survey I found that 76% employees agreed that they have opportunities at work to

learn and grow only some employees are not satisfied with this.

Q15. Do you agree with the statement that “organization provide you the information required to do your job well”?

1. Highly Agree

2. Agree


4 .Disagree

5 .Highly disagree

18%

80%

2%

12345

Responses No. Of Employees %age Of Response Highly agree 9 18%

Agree40 80%

Neither agree nor disagree1 2%

Disagree0 0%

Highly Disagree0 0%

Total50 100%

Interpretation:

There 80% employees agree with that they are getting all information which they need for doing

their job well and only few employees are dissatisfied with information available to them.

Q16.The organization and my job make me feel important?

1. Strongly disagree

2. Disagree

3. Agree

4. Strongly agree

4%

74%

22%

1234

Responses No. Of Employees %age Of Response Strongly disagree O 0%

Disagree 2 4%

Agree 37 74%

Strongly agree 11 22%

Interpretation:

According to the survey I found that 74% employees feel important and agree that they easily

communicate with their boss and 22% are strongly agree and only 4% disagree that they are not feel

important.

Q17. Do you agree with grievance handling procedure?

1. Yes

2. No

76%

24%

12


YES 38 76%

No 12 24%

Interpretation:

Maximum employees are satisfied with the grievance handing procedure which is follow by BBL

and employees get the solution of the problem only 24% employee are not satisfied with grievance

handing process but the majority is satisfied with grievance handling process.

Q18. In overall what is your opinion about satisfaction on this job?

1. Highly satisfied

2. Satisfied

3. Dissatisfied

4. Highly dissatisfied


18%

64%

2%16%

12345



Satisfied32 64%


8 16%

Disagree1 2%

Highly Disagree0 0%

Total 50 100%

Interpretation:

There are 64% employees are satisfied with their job only 2% employees are not satisfied with their

job. So we can say that overall employees are satisfied .

FINDINGS

FINDINGS

Out of the 50 employees 48 employees are knows about what is expected from them at work.

The data analysis shows that greater dissatisfaction prevailed regarding the stress relief program

in terms of employee engagement as expressed employees of the organization.

According to the survey I found for most of the employees (60%) mission and purpose

sometimes make feel importance of their job by which I can say that the employees of Brindavan

Beverages Pvt. Ltd. Bareilly are engaged but not actively engaged because they are doing their

job without considering the mission and purpose.

On the basis of survey I found that 68% employees easily communicated with their boss and co-

workers.

According to the survey grievance handling process is actively work and 76% employees

satisfied with the process.

Employees are not interested to fill the questionnaire properly this is one of the problems.

Mostly employees are not satisfied with their salary.

On basis of data analysis I found that out of 50 employees from different departments 44

employees are satisfied with the frequent chance which has been given to them for improving

their skills and jobs.

By most of the tools of employee engagement like Benefits & Pay, Health and Safety,

Performance Appraisal, Etc. employees are satisfied but some tools like Stress Relief Program

And Health Benefits some employees are not satisfied.

After full analysis I found that 64% employees are satisfied with their job but only 18%

employees are highly satisfied with their job which shows that employees are engaged but not

actively engaged according to the Employee Engagement Category.

CONCLUSION

Conclusion

Every organization has its unique characteristic, its own culture, and its own problem. And

special needs. Each organization has therefore its own organization specific employee

engagement.

Engagement is about motivating employee to do their best. An engaged employee gives his

company his hundred percent. The quality of output and competitive advantage of a company

depends upon the quality of its people.

Brindavan beverages Pvt . Ltd has many tools for employee engagement like-pay and benefits,

health insurance, performance appraisal, job satisfaction, etc.Which enables employee to

accomplish verifiable objectives.

On the survey I found that most of the employee of this organization are satisfied

with these tools of employee engagement but not highly satisfied and also some of

the employee are not satisfied with some tools so we can say that the employee of bbl

are engaged but not actively.

SUGGESTION

SUGGESTION

1. Employees have diverse needs so this diversity requires flexible and individually directed support.

The priority must be to offer a customizable program that can be tailored to the specific needs of

each individual.

2. Incentive awards must be designed to reward employee’s ideas, suggestions and solutions that

results in cost savings and generate revenue.

3. Cash awards or gift certificates can be awarded as per the policy and procedures governing

recognition/incentive programs. Examples of behavior to recognize-customer service, team

support/team building, quality control, leadership, problem solving etc.

4. Training programs like sensitivity training & achievement motivation programs should be conducted

to strengthen coaching, counseling, and feedback mechanism to bring fairness in the system.

5. Some stress relief program and some other festival program should be organize for the employees

because by this employees can feel relax and their irritation could also reduce by these program.

This can also effect the employees productivity.

QUESTIONNAIRE

QUESTIONNAIRE

Employee Name :................................

Designation:.........................................

Department:.........................................

1).Do you know what is expected of you at work?

a) Highly Agree b ) Agree c) Neither agree nor disagree d).Disagree e) Highly disagree

2). Do you agree with the supportiveness by HOD/ Supervisor?

a). Highly agree b).Agree c).Neither agree nor disagree

d). Disagree e). Highly disagree

3). Whether your suggestions are considered during the job?

a). Frequently b)Rarely c). Occasionally

4).Do you agree with the statement that “The communication with the boss and coworker

is easy in organization” ?

a). Strongly disagree b) Disagree c). Agree

d).Strongly agree

5). Does the mission and purpose make you feel the importance of

Your job?

a).Always b). Mostly c).Sometimes

d).Rarely e). Not at all

6). Do you agree that frequent chance has been given to improving

your skills and jobs?

a). Highly agree b). Agree c).Neither agree nor disagree

d). Disagree e).Highly disagree

7). Do you satisfied with stress relief programs conducted in your organization ?

a).Highly satisfied b). Satisfied c).dissatisfied

d) Highly dissatisfied e).neither satisfied nor dissatisfied

8).Do you satisfy with the level of trust on your team?


d). Highly dissatisfied e).Neither satisfied nor dissatisfied

9). Do you satisfied with the benefits (health insurance , life insurance , etc....)


d). Highly dissatisfied e).neither satisfied nor dissatisfied

10). Do you satisfied with the amount of paid vacations time/sick leave offered?


d).Highly dissatisfied e).neither satisfied nor dissatisfied

11). Do you get proper field to execute your ideas?

a). Yes b). No

12). Do you agree that the workload is distributed equally throughout your department or

unit?



13). Do you have the material and equipments to do your work efficiently?

a).Yes b). No

14).Do you agree with the statement that Opportunity at work gives you a platform to

grow ?



15). Do you agree with the statement that organization provide you the information

required to do your job well?



16). “The organization and my job make me feel important”?

a). Strongly disagree b) Disagree c). Agree

d).Strongly agree

17). Do you agree with grievance handling procedure?

a). Yes b). No

18). In overall what is your opinion about satisfaction on job?


d).Highly dissatisfied e).Neither satisfied nor dissatisfied.

BIBLIOGRAPHY

BIBLIOGRAPHY

V.S.P RAO – Human resource management

KOTHARI C.R –Research methodology

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