GOHIL....ManPower Plann.

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A

POJECT REPORT

ON

MANPOWER PLANNING

AT RAMDEV MASALA

A PROJECT SUBMITTED TO: The Bhavanagar university of Bhavanagar

in partial fulfillment of the degree of Bachelor in Business Administration.

PREPARED BY: GUIDED BY:

ABHIJIT.A.GOHIL MISS.RACHNA DHRUVA

T.Y.B.B.A (I/C Principal)

ROLL NO: 77

SWAMI SAHAJANAND COLLEGE

OF

COMMERCE AND MANAGEMENT.

BHAVANAGAR UNIVERSITY.

BHAVANAGAR

2006-2009

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PREFACE

B.B.A. is professional course, which helps the students to develop their

knowledge in the field of an industrial environment and business by the of

management of the company. One needs both practical as well as theoretical

knowledge become sharp in any field. With the help of practical knowledge

received from the industrial visit, we get a clear idea about management and

other aspect of the business environment

The main purpose of practical training is to gain knowledge of and study about

the organization. To become sharper in the field of management, one needs both

practical as well as academic knowledge

During this training period, student can get a chance to meet the senior

executive and learn something from their experience. Practical studies prove to

be very important and necessary as it helps a student to enter into practical field

and get an idea about the exact position of an entrepreneur.

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ACKNOWLEDGEMENTS

Preparing a project of this nature is an arduous task and we were fortunate to

get enough support from a large number of persons to whom we share always

remain grateful. We would like to record our gratitude to Mr. D. Souza & Mr.

Nikhil Pandya for allowing us to this project.

We are also desirous of placing on record profound indebtedness to Miss.

Rachna Druva (I/C Principal), for the valuable advice, guidance, precious time

and support that she offered.

Last but not the least, we would also like to thanks all the respondents for giving

us their precious time and relevant information and experience, we require which

this project would have been a different story.

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INDEX

PREFACE 2

AKNOWLEDGMENT 3

EXECUYIVE SUMMARY 6

CHAPTER~1 (INFORMATION ABOUT COMPANY) 7

- Company History 8

- Phases of development 9

CHAPTER~2 (INFORMATION ABOUT TOPIC) 11

- 2.1 What is Manpower Planning? 12

-2.2 Definition of Manpower Planning 13

-2.3 Recruitment & Selection 14

-2.4 Training 17

-2.5 Objectives of Manpower Planning 18

-2.6 Need/Importance of Manpower Planning 19

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CHAPTER~3 (RESEARCH METHODOLOGY) 22

-3.1 Research Methodology 23

-3.2 What is Research 24

-3.3 Types of research 25

-3.4 Objectives of the Study 26

-3.5 Research Instrument 27

-3.6 Topic of the Study 29

-3.7 Significance of the study 29

-3.8 Limitation of Study 31

CHAPTER~ 4(DATA ANALYSIS & INTERPRETATION) 32

CHAPTER~ 5 FINDINGS 47

CHAPTER~ 6 LITERATURE REVIEW 52

- CONCLUSION, SUGGESIONS 50

CHAPTER ~ 7 BIBLIOGRAPHY 55

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EXECUTIVE SUMMARY

The research study is on manpower planning, the research study is

on the manpower planning process of Ramdev Masala By this research, we can

get knowledge about what is the process of effective manpower planning. This

research study is on made on manpower planning because manpower planning

is most important for any company. Effective manpower planning should result in

success of business. So, this research is made on manpower planning for getting

knowledge of current need of manpower planning.

The need of research study is to do more effective manpower

planning in organization. The main objective of this study is to know the process

of manpower planning, to know about recruitment process, induction process of

organization and also now how manpower planning helps to increase the

efficiency of business.

In this research study, some of facts are found during research

period such as effective manpower planning process, recruitment process,

training and development, induction. Researcher also found the need and

important of manpower planning for the organization. They also found that most

of employees of Ramdev Masala are satisfied with their job and only some of

employees are dissatisfied with their job and wage payment system of the

organization.

My experience of doing this project research study is very nice.

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CHAPTER -1

INFORMATION ABOUT

INDUSTY

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RAMDEV HISTORY

India, the Queen of Spices, has always attracted the world with her exotic

masalas. In fact, the connection goes back many centuries. To the time when

travelers like Vasco da Gama and Columbus were still exploring the geography

of the Earth. Even then, the mystique of Indian spices magnetized them to India

and paved the way for a new chapter to be written in the annals of time.

The lure of the unknown', which repeatedly brought visitors to the Spice Land,

was the presence of nature's rich elements in those fresh and highly aromatic

spices. Spelling magic and carrying an enviable aura, they left people

spellbound.

Ramdev has preserved the same values in all our products ever since we

started as a small unit in 1963, in Ahemdabad, India. A small step became a

giant leap in no time. But there was a binding force, a commitment that helped us

keep our promise of purity and freshness in our products for all these years. Ourimmense belief in the philosophy of 'reaching a customer's heart through quality'

has enabled us to spread the rich Indian heritage to millions of homes all over the

globe. And thats our pride. Indian food. The Indian way.

Today Ramdev is a very familiar name in Gujarat as well as in other States of the

country.

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PHASES OF DEVELOPMENT

Phase 1

In1963,Mr Rambhai patel installed a grinder at Madhupura where he used to

grind the whole spices into powder for customers.

Phase 2

In 1967, he started to offer whole spices like chill, turmeric and coriander seeds

also. He also started selling their own grinned masalas in loose packs.

Phase 3

In 1989, Ramdev Food Products Pvt. Ltd. Was incorporated. At that time they

started selling their spices in boxes and poly pouches. They were the pioneer in

selling the spices in polypouches as they were the first to do that in the country.

Spices such as chili, haldi were introduced in poly pouches.

Phase 4

In 1991, company launched Blended spices i.e. Mixed Masala and then Ready

To Eat i.e. instant Mix in the market.

Phase 5

In 1992, Hing was launched which added to the product range.

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Phase 6

Launched Whole Masala In 1998

The factory is located at Changodar. This location was ideal because of sales tax

benefit and also due to nearness of the Ahemdabad city.

Ramdev sells its masala and spices under three category:

1. Whole Spices

2. Basic Powder Spices

3. Blended Spices

According to the opinion of Ramdev Basic Powder Spices have the huge market

At present company sells its products in Gujarat and 14 other States of the

country. Southern Region is not catered because these people prefer mainly

homemade masala. All the products except Instant Mix and Blended Spices are

Agmark.

The company has its own Quality Control and Research and Development Lab

where all the ingredients and finished goods have to undergo strict and through

examinations. Due to this reason Ramdev Products have maintained the highest

quality standards.

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CHAPTER -2

THEORITICAL PART

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2.1 What is Manpower Planning?

Manpower planning or HR planning are synonymous. HR planning is more

broad-based. Hereinafter, we will call it Man Power Planning or HRP in short.

Man Power Planning is the process of anticipating and carrying out the

movement of people into, within, and out of the organization. Human

resources planning is done to achieve the optimum use of human

resources and to have the correct number and types of employees needed to

meet organizational goals.

We also can say that, Man Power Planning is the process of systematically

reviewing human resource requirements to ensure that the required numbers of

employees with the required skills are available when and where they are

needed.

Man Power Planning includes four factors:

Quantity: How many employees do we need?

Quality: Which skills, knowledge and abilities do we need?

Space: Where do we need the employees?

Time: When do we need the employees? How long do we need them?

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2.2 Definition of Man PowerPlanning

MPP can be defined as the task of assessing and anticipating the skill,

knowledge and labor time requirements of the organization, and initiating

action to fulfill or source those requirements. Thus, if the organization as

a whole or one of its subsystem is not performing to the benchmark, in other

words, it is declining, it may need to plan a reduction or redeploys its existing

labor force. On the other hand, if it is growing or diversifying, it might need to find

and tap into a source of suitably skilled labor.

Lets look into some definitions of MPP as given by different experts.

Coleman has defined HR/MP planning as The Process of

determiningmanpower requirements and the means for meeting those

requirements in order to carry out the integrated plan of the organization.

Stainer definesmanpowerplanningasStrategyforacquisition, utilization,

improvement and preservation of an enterprises human resources.

Vetter opines that it is the process by which management determines how

the organization should move from its manpower positiontoits desired

manpower position to carry out integrated plan of the organization.

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2.3 RECRUITMENT AND SELECTION

As mentioned earlier that manpower policy is entirely need based. And any

need felt by the department head is communicated to the personnel head who

tries to source and help in identifying and choosing right candidate.

1 Sources of Recruitment

1. Through Advertisement

The vacancy is advertised in newspapers. This is common source both for

Sales Representative and for manager level recruitment. The job description, age

limit, qualification, expected salary, is mentioned in the advertisement. The

advertisement is generally published in the local newspaper where the branch is

situated and requires new employees to be recruited. The through mention of

the job requirement reduce the possibility of unqualified people to be selected.

Though this source is used for all level recruitment, still it is mostly used for Sales

Representative post. The sourcing through advertisement in newspaper is also

important owing to the fact that the organization is relatively new and it is difficult

to find experienced persons in-house to fill the vacancies occurring at managerial

level.

2. Present Employees

Present employees are an important source of filling vacancies. This source

offers many advantages like higher motivation, less training needs, Less

administration for interview, etc. It is even more important at RAMDEV because

this is only major motivational contributor apart from monetary towards.

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But according to the personnel manager it is difficult to find managers for new

openings from in-house because most of the employees are hardly 4 5 years

old. But still at RAMDEV preference for recruitment is from in-house only.

3. Word of Mouth

By world of mouth we mean sourcing from acquaintance of present employees.

This source is the major one at RAMDEV and applicants from this source are

given preference also. Generally this source is used for peons and clerks. This

is cost advantage and it is also suitable for this cadre of posts.

4. Contracts for Factory Workers

RAMDEV gets its factory workers from contractors only. And this is the main

reason that there is no strikes or lockouts in the factory, according to the

Personnel Manager. There is no union at factory because contractors are fully

responsible for providing the workers with temporary and permanent employees.

They are also responsible for the absenteeism problems.

5. Other Sources

Others sources like campus recruitment, consultants, employment exchange and

agencies have never been used for variety of reasons. And according to HR

manager, RANDEV is doing well with present sources and there is no need to

bother about other sources.

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Selection Method

In case of outsourcing of recruits, the following method is used. (Except for

sales representative, peons and factory workers).

The application is prepared according to job specification of the post. The

aspirants will apply for the post and on that basis they are scrutinized for the

preliminary call.

Then calls are send to aspirants. The interview is taken by the to be

immediate superior. In case of manager level recruitment a special

committee is formed comprising Personnel Manager, General Manager

Finance and the concerned department head. This committee choose the

candidate after interview. In case of sales representative the decision is

passed to the Personnel Manager for approval.

After interview merit cum waiting list of selected employees is prepared. In

case one doesnt join the job next candidate can be given chance.

At manager level recruitment the candidate after being selected by the

Committee, he is sent to the Managing Director for the final interview.

He is selected only if the M.D. approves such a candidate.

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2.4 TRAINING

Job fit is important performance on the job. It is also source of motivation. Every

job ahs its unique requirement. Choosing a suitable candidate is just The first

step in fulfilling the job requirement. Training is important to give insight about the

intricacies of the job and matching the skills with job requirement.

At RAMDEV only fresh candidate are given training and there is no

Developmental training for those who have been promoted. Any training required

for developing particular skills for requirement of the job is imparted out of theorganization by suitable organization involved in inculcation of particular skill in

trainees. No training system is there for the manager level employee except that

there is a acclimatization system included in induction procedure where the new

recruits are taken all over the organization to make them familiar with different

persons in the organization.

The following is the broad area of training imparted to employees at RAMDEV.

Training in company policy and procedure (Induction Training) only to

Persons from and above cadre of sales representative.

Training in particular skill only to check level staff e.g. in typing, reception

work, computer training etc. this training is mostly carried outside the

premises of RAMDEV.

Management development programmed is also carried at RAMDEV as its

a member of Ahemdabad Management Association. RAMDEV takes

active parts in the programs organized by this institution.

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RAMDEV does not have any employee development in place to enhance

intellectual and emotional abilities needed to handle greater responsibility

through formal or informal means, which is one of the limitations of the

Human Resources Management at RAMDEV.

2.5 Objectives of Man PowerPlanning

Man Power Planning fulfils individual, Organizational & National goals.

Estimating future organizational structure and MP requirements

To better recruit employees who possess the necessary skills and

Competences.

To achieve more effective equal opportunity planning.

To achieve more effective and efficient use of employees / human

Resources.

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2.6 Need / Importance of Man Power Planning

HRP is a double-edged weapon.

If used properly, it leads not only to proper utilization, but also reduces excessive

labor turnover & high absenteeism, improves productivity and helps to achieve

organizations goal.

On the other hand, faulty use leads to Disruption in flow of work, lower

productivity, less job satisfaction, lower production & high cost of production.

Manpower Planning (HRP) is a needed for following reasons:

To ensure optimum use of manpower and capitalize on the strength of HR. The

organization can have a reservoir of talent at any point of time. People skills are

readily available to carry out the assigned tasks, if the information is collected

and arranged beforehand with the help of effective HR Planning.

To forecast future requirements (this is done by keeping track of the employee

turnover.) and provides control measures about availability of HR labor time. If,

for example the organization wants to expand its scale of operations, it can go

ahead easily. Advance planning ensures a continuous supply of people with

requisite skills who can handle challenging jobs easily.

To face the challenges the business is facing due to turbulent and hostile

environmental forces (e.g. technology, social, economic and political upheaval)

impinging on single one of them. Although planning has always been an

essential process of management, increased emphasis on HRP becomes

especially critical when organizations consider mergers, relocation of plants,

downsizing, or the closing of operating facilities.

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To face Rapid Technological Changes. The myriad changes in production

technologies, marketing methods and management techniques have been

extensive and rapid. Their effect has been profound on job contents and job

contexts. These changes cause problems relating to redundancies, retraining

and redeployment. All these suggest the need to plan manpower needs

intensively and systematically.

To face Organizational Changes. In the turbulent environment marked by

cyclical fluctuations and discontinuities, the nature and pace of changes in

organizational environment, activities and structures affect manpower

requirements and require strategic considerations means perfect HR Planning.

To determine recruitment/induction levels. We may explain this with an

example: manager wants to determine what kind of induction the organization will

require at such and such date. If we have a ready HR plan, we will have fairly

good idea what kind of people are being recruited and at what position. Thus we

can successfully plan our induction level.

To determine training levels and works as a foundation for management

development Programmes

To know the cost of manpower if there is a new project is being taken up,

example: in cases of expansions or a new factory, one would naturally requires

more human resources, hence a budgetary allocation can be made in advance

for this upcoming corporate strategic move.

To assist in productivity bargaining. For example, if a firm is going fully

automated, it can negotiate for lesser workers as required for the same amount

of the job by using the manpower predictions regarding the same. It can offer

higher incentives to smoothen the process of voluntary layoffs.

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To assess accommodation requirements. We may have a question, how that

can be related to HRP? A good HRP can assist in solving many problems of the

firm, from day to day ones to very strategic ones, too. For example: an

organization decides to establish its production center in a remote area, an

accurate HR plan can help it to decide how many people will be required there,

and thus start the process of establishing a township for them in advance. The

physical facilities such as canteen, school, medical help, etc., can also be

planned in advance.

An organization may incur several intangible costs as a result of inadequate HRP

or, for that matter, the lack of HRP. For example, inadequate HRP can cause

vacancies to remain unfilled. The resulting loss in efficiency can be costly,

particularly when the lead-time is required to train replacements. Situations also

may occur in which employees are laid off in one department while applicants are

hired for similar jobs in another department. This may cause over hiring and

result in the need to lay off those employees to make effective plans for career or

personal development. As a result, some of the more competent and ambitious

ones may seek other employment where they feel they will have better careeropportunities.

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CHAPTER-3

RESEARCHMETHODOLOGY

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3.1 RESEARCH METHODOLOGY

Research Methodology is way to systematically solve the research problem.

Any types of research can be done scientifically and it has a specific

framework of methods to getting the information related to research problem.

The plan for research work is the most important steps to enter in to real

situation problem of the company for doing research we have to design the

research work and go through step by step.

In short the research for knowledge through objective and systematic method

of finding solution to a problem is research. The systematic approach

concerning generalization and the formulation of theory is also research.

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3.2 RESEARCH DESIGN;

The analysis contains the data, which are provided by the respondents. The

method, which I used to collect the data, is by the questionnaire that is my

primary data and as secondary data I used the magazines, and Internet

websites.

A research design is the arrangement of conditions for collection

and analysis of data in manner that aims to the researcher purpose with

economy in procedure. The formidable problem that follows the task of defining

the researcher problem is the preparation of the design of the research project,

popularly known as the Research design. Decision regarding what, where,

when, how much by what means concerning inquiry or a research study

constitute research design.

Research design is needed because it facilitates the smooth sailing of the

various research operations, thereby making research as efficient as possible

yielding maximal information with minimum expenditure of effort, time and

money. Preparation of the research design should be done with great care as

any error in it may upset the entire project. The design help researcher to

organize his idea in a form whereby it will be possible for him to look for flaws

and inadequacies.

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3.3 Types of Research

Different types of research can be conveniently described if we categorize them

as:-

1. Exploratory research studies

This research study is exploratory research. Because this research based on

primary data

Exploratory research studies are also known as formulative

research studies. Exploratory research studys main purpose is that of

formulating a problem for more precise investigation or of developing the working

hypotheses from an operational point of view. Exploratory of formulative research

study which merely leads to insight or hypotheses, whatever method or researchdesign outlined above is adopted, the only thing essential is that it must continue

or remain flexible so that many different facets of a problem may be considered

as and when they arise and come to the notice of the researcher.

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3.4 Objectives of the study

The objectives of a research project summaries what is to be achieved by the

study. Objectives should be closely related to the statement of the problem. The

general objective of a study states what researchers expect to achieve by the

study in general terms.

The main aim of research is to find out the truth which is hidden and whichhas not been discover yet.

The main objectives of this research study are as under: -

Man Power Planning fulfils individual, Organizational & National goals.



Competences.

To achieve more effective equal opportunity planning.


Resources.

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3.5 Research instrument

Research instrument means in which tools the data are collected. Normally, there

are two types of data, which are

1. Primary data: -

In primary data collection, researcher collects the data itself using

methods such as interviews and questionnaires. The key point here is that thedata researcher collect is unique to researcher.

There are many methods of collecting primary data and the main methods

include:

Questionnaires

Interviews

Focus group interviews

Observation

Case-studies

Schedule method

Telephonic method

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As far as my research is concern I used primary data collection method of

questionnaire. It is very popular and very easy method to collect the data while in

case of big enquires. It is being adopted by private individuals, research worker,

private and public organizations and even by governments. A questionnaire

consists of a number of questions printed or typed in a definite order on a form or

a set of forms. The questionnaire is send to the responder who are expected to

read and understand the question and write down the reply in the space meant

for the purpose in questioner it self. The respondents have to answer the

question on their own.

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3.6 Topic of the study

To study the Man power planning at RAMDEV MASALA

3.7 Significance of study

To study the effectiveness of manpower planning to choose right person for a

right job at Ramdev Masala. As a part of project work.

The objective of project was find out effective selection process and to get most

suitable and appropriate person for a particular job.


Competences.



Resources.

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3.9 Limitation of the study

1) Getting the views and opinion of the interviewee (HR Manager) was a

difficult task.

2) To get contacts of HR Mangers for interviews was difficult.

3) Some employees were not interested in giving any information.

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CHAPTER - 4

DATA ANALYSIS AND

INTERPRETATION

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4.1.AGE

AGE IN YEARS

60

30

100

10

20

30

4050

60

70

20-30 30-40 40-50

Interpretation:

From the above graph shows that most of the 60% (20-30 Years), 30% (30-

40Years), 10% (40-50Years) respondents are in the age group.

The majority of the respondents are in the age group of 20-30 years.

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4.2.EDUCATION

EDUCATION

30

60

100

10

20

30

40

50

6070

Graduation Post Graduation Any Other Specified

PERCENTAG

Interpretation:

From the above graph shows that most of the 30% (Graduation) and 60%

(Post Graduation) 10% (Any Other Specified Degree Like Diploma )

respondents are educated in the organisation.

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4.3 EXPERENCE

WORK EXPERIENCE

70

25

50

10

20

30

40

50

60

70

80

UP TO 5

YEARS

6-10 YEARS 11-15 YEARS ABOVE 16

YEARS

PERCENT

AGE

Interpretation:

From the above graph shows that most of the 70% respondents are having

work experience of up to 5 years. 30% respondents having work experience

between 6-10 years. 5% respondents having the work experience within 11-15 years. While 16 years and more do not having work experience in

employee.

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4.4. Manpower Planning helps to increase in efficiency of business.

90%

10%

Yes

No

Interpretation:

From the above graph that shows that 90% respondents said that ,an power

planning helps to increase in efficiency of business. And remaining 10% said

No. it can not be.

4.5.Recruitment process provides qualified and efficient employees.

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92

80

20

40

60

80

100

Percentage

Yes No

Interpretation:

By showing the above graph indicates that most of the respondents 92% are

Believe in recruitment process provides qualified and efficient employees.

And very small part said No. that is 8%.

4.6.Manpower Planning is necessary for company.

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88

12

010

20

30

40

50

60

70

80

90

Percentage

YES NO

Interpretation:

In this question most of the 88% respondents said manpower planning is

necessary for company. And remaining employees said that it is not needed.

4.7.Which method is use for selection of candidates?

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75

2050

1020

30

40

50

60

70

80

Percentage

Interview Written exam Reference

Interpretation:

By showing the above graph which indicates that 75% respondents said

interview method, 20% respondents by written exam and only 5% by

reference this above respondents are said about selection process.

4.8.Which sources mostly uses for recruitment process?

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85

150

20

40

60

80

100

Percentage

Internal External

Interpretation:

Research of this question shows in above chart that is most of the 85%

respondents said internal sources of recruitment are mostly apply for

motivation of present employee. And 15% said external source.

4.9.Training programmed helps to increase efficiency, productivity and skill of

Employee.

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80%

20%

Yes No

Interpretation:

From the above chart that clearly indicates that 80% respondents said that

training programmed helps to increase efficiency, productivity and skill of

Employee. Only 20% respondents said negative.

4.10. I am satisfied with my job, which is provided me by management.

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70

30

0

20

40

60

80

Percentage

YES NO

Satisfied with job

Interpretation:

In this question above chart indicates that 70% respondents are satisfied with

his job and 30% respondents said that they do not satisfied with his job.

4.11.Manpower Planning helps to choose the right person for right job.

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90

100

20

40

60

80

100

Percentage

YES NO

Interpretation:

This above chart shows that most of the 90% respondents said YES

Manpower Planning helps to choose the right person for right job. And only

10% respondents said No.

4.12.I am satisfied with my salary for my work related qualification and

experience

that I have.

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Satisfied with salary

65%

35%

YES NO

Interpretation:

In this question above chart indicates that 65% respondents are satisfied with

his salary and 35% respondents said that they do not satisfied with his salary.

4.13. Training program helped me to develop my career.

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85

150

20

40

60

80

100

Percentage

YES NO

Interpretation:

From the above graph 85% respondents said that training program helped me

to develop my career. And 15% said it did not helped me to develop my

career.

4.14.Candidates are select on the bases of any following criteria.

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Candidates are selected

45

30

10 15

0

10

20

3040

50

Education Experience Personal

characteristics

Skills

Interpretation:

By showing above graph we can say that selection of the candidates are on

the basis of 45% respondents said education and qualification, 30% said work

experience.10% on the basis of personal characteristics, and 15% are on thebasis of skills and abilities.

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CHAPTER ~ 4 FINDINGS

FINDINGS

This research study is done on the manpower planning process of

the Ramdev Masala Manpower planning is very necessary for any organization

for the development of the business. The manpower planning process of

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Ramdev Masala is proper and appropriate. Through effective manpower

planning, they can improve their business activity of the organization.

During the research period, some facts about manpower planning

of Ramdev Masala are found. They are as under:

Manpower-planning process carried out in Ramdev Masala is very good

and proper.

Manpower planning process helps to the manager of Ramdev Masala to

develop the proper wage structure. In Ramdev Masala, most of employees

are satisfied with pay system.

They give more emphasis to education and qualification and experience

for the selection of candidates and give relatively lower emphasis to the

candidates skills and personal characteristics.

Training is given to their employee In Ramdev Masala is regularly. Theymaintain the training calendar for giving training to the candidates. First they

give induction training to the new candidates and after that they give other

training to the candidates after the specific period. In short, they gives training

to their employee regularly.

The most of the employees are satisfied with their job, which is provided by

management, and they feel that the job is proper and related with their

education and qualification. While only some of employees are not satisfied

with their job.

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At Ramdev Masala, They get the qualified and appropriate candidate In

required number by their recruitment process. And they give more emphasis

to the fresher for the recruitment.

In Ramdev Masala Induction process is also very nice. They are doing

warm welcoming of their new employee and they give introduction about the

whole organization to employee. The managers, supervisors and employees

are behaving like friend with the new employee.

The above main facts are found during this research period.

SUGGESTIONS

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This research study is on manpower planning at Ramdev Masala.

However the manpower planning process of Ramdev Masala is proper but by

putting some improvement they can get more loyalty from their employees and

also by improving the manpower planning, they can get more qualified employee.

In short, there are some improvement are needed in manpower planning process

at Ramdev Masala.

There are some employees who are dissatisfied with their job

because they believe that they have qualification for higher post. Company can

reduce the dissatisfaction if this kind of employees by giving them some authority

and responsibility. Some of employees are also dissatisfied with their salary paid

to them, therefore company can give satisfaction to these employees giving them

extra bonus or benefits to their employees.

Some employees of Ramdev Masala are not able to be comfortable

with the environment of the organization so the company they to develop the

induction process in the way that employee are being comfortable with

environment.

In Ramdev Masala they give more emphasis on education and

qualification and give relatively lower emphasis on personal characteristics while

selecting the candidates. They can also get higher qualified candidate who have

skills and personal characteristics.

CONCLUSION

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I will like to add in the conclusion about the lesson. I have learned from the

survey on Training under the guidance of Dr. Rachana Dhruva.

It was an opportunity and experience to under go training. It has been a

wonderful experience to know how the existing employees and the newly

recruited have to undergo training programs.

Manpower planning is an important aspect for the survival of the employee

and the organization. Researcher glad to learn how the theory is put in practice in

the organization. It proves that manpower planning is needed even if one is

selected and is in high post. I am thankful to learn its importance.

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CHAPTER~5

Literature Review

Meaning of literature review

A literature review is a body of text that aims to review the critical points of

current knowledge on a particular topic.

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http://en.wikipedia.org/wiki/Knowledgehttp://en.wikipedia.org/wiki/Knowledge


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Most often associated with science-oriented literature, such as a thesis, the

literature review usually precedes a research proposal, methodologyand results

section. Its ultimate goal is to bring the reader up to date with current literature on

a topic and forms the basis for another goal, such as the justification for future

research in the area.

1) Manpower planning in Human ResourceManagement

Author: Brahma Devlok

http://www.buzzycode.com/ShowArticles-id_157-stat_1.aspx

2) Manpower Planning

By Yogesh Ambekar

Published: 9/13/2004http://www.buzzle.com/editorials/9-12-2004-59200.asp

3) Globalization and ManpowerPlanning/editedby M. Sudhir Reddy, P. Murali Krishna, K. Ramakrishna Reddy and K. Lal Kishore

Vedams eBooks (P) Ltdhttp://www.vedamsbooks.com/no43388.htm

4) EmpXtrack Manpower Planning Softwarehttp://www.empxtrack.com/strategic-hr/manpower-planning/

52
http://en.wikipedia.org/wiki/Thesishttp://en.wikipedia.org/wiki/Methodologyhttp://en.wikipedia.org/wiki/Methodologyhttp://www.buzzycode.com/userprofile-id_108.aspxhttp://www.buzzycode.com/ShowArticles-id_157-stat_1.aspxhttp://www.buzzle.com/authors.asp?author=957http://www.buzzle.com/authors.asp?author=957http://www.buzzle.com/editorials/9-12-2004-59200.asphttp://www.vedamsbooks.com/no43388.htmhttp://www.empxtrack.com/strategic-hr/manpower-planning/http://en.wikipedia.org/wiki/Thesishttp://en.wikipedia.org/wiki/Methodologyhttp://www.buzzycode.com/userprofile-id_108.aspxhttp://www.buzzycode.com/ShowArticles-id_157-stat_1.aspxhttp://www.buzzle.com/authors.asp?author=957http://www.buzzle.com/editorials/9-12-2004-59200.asphttp://www.vedamsbooks.com/no43388.htmhttp://www.empxtrack.com/strategic-hr/manpower-planning/


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5) Strategic Planning and Business PlanningFree Resource Center: Human ResourcePlanning

http://www.work911.com/planningmaster/Human_Resource_Planning/13-Nov-2008 - 21:01:19

6) A bivariate model for Markov manpowerplanning systems

Department/Centre: Division of Information Sciences > Management Studies

Deposited By Ramya Krishna

Deposited On: 27 Jun 2007

http://eprints.iisc.ernet.in/11279/

Manpower planninghttp://dictionary.bnet.com/definition/manpower+planning.html

Research articles 2008-02-01

White papers 2006-10-05

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http://www.work911.com/planningmaster/Human_Resource_Planning/http://eprints.iisc.ernet.in/view/subjects/IS-MS/http://eprints.iisc.ernet.in/view/subjects/IS-MS/http://eprints.iisc.ernet.in/11279/http://dictionary.bnet.com/definition/manpower+planning.htmlhttp://www.work911.com/planningmaster/Human_Resource_Planning/http://eprints.iisc.ernet.in/view/subjects/IS-MS/http://eprints.iisc.ernet.in/11279/http://dictionary.bnet.com/definition/manpower+planning.html


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CHAPTER~6

Bibliography

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Bibliography

BOOKS

ANGELO S. DENISI & RICKY W. GRIFFIN, Human Resources Management,

published by Biztantra, Second Edition, Page no. 184, 186, 189, 213, 217, 220.

C.R. Kothari, Research Methodology, second edition, Published by. New Age Pvt.

Ltd. Page no. 14, 56, 95, 96, 97, 100, 101.

WEB SITE:

www.ramdev masala.com

http://www.knowledgestormmrp.com

http://en.wikipedia.org/wiki/Nicolas-Joseph_Cugnot

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http://www.ramdev/http://www.ramdev/http://www.knowledgestormmrp.com/http://en.wikipedia.org/wiki/Nicolas-Joseph_Cugnothttp://www.ramdev/http://www.knowledgestormmrp.com/http://en.wikipedia.org/wiki/Nicolas-Joseph_Cugnot


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ANNEXURE

Questionnaire

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1. AGE

20-30 years 30-40 years

40-50 years

2.Education

Graduation Post Graduation

Any Specified Mentioned Degree.

3.Experience:

4. Manpower Planning helps to increase in efficiency of business.

Yes No

5.Recruitment process provides qualified and efficient employees.

Yes No

6.Manpower Planning is necessary for company.

Yes No

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7.Which method is use for selection of candidates.

Interview Written Exam

References Other

8.Which sources mostly uses for recruitment process?

Internal External

9.Training programmed helps to increase efficiency, productivity and skill of

Employee.

Yes No

10. I am satisfied with my job, which is provided me by management.

Yes No

11.Manpower Planning helps to choose the right person for right job.

Yes No

12.I am satisfied with my salary for my work related qualification and experience

that I have.

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Yes No

13. Training program helped me to develop my career.

Yes No

14.Candidates are select on the bases of any following criteria.

Education & Qualification Experience

Personal Characteristics Skills & Abilities

GOHIL....ManPower Plann.

Documents

Transcript of GOHIL....ManPower Plann.