project on kitchen ware

APROJECT REPORT

ONASCERTAINING THE EFFECTIVENESS OFMANPOWER PLANNING AND POLICIES IN

K.D.KITCHENWARE PVT. LTD.

PREPARED BY:-PRANAV AGHERA B.

MBA-IIIEnrollment no-137730592001

GUIDED BY:-Mrs. Bhargav PatelMr. Mehulbhai patel (Assistant Professor ) (Team Manager K.D..Kitchenware)

Shree MARVADI COLLEGE

Academic Year- 2013-14

SUBMITTED TO

Gujarat Techonological University

DECLARATION

I PRANAV AGHERA B. hereby declare that the report for Summer

Internship Project‟ entitled “ASCERTAINING THE EFFECTIVENESSOF

MANPOWER PLANNING AND POLICIES IN K.D.KITCHENWARE PVT.

LTD.” is a result of my own work and my indebtedness to other workpublications,

references, if any, have been duly acknowledged.

Place:-Rajkot Signature

Date: - (Pranav Aghera B.)

PREFACE

“With every experience you alone are painting your own canvas, thought by

thought, choice by choice.” This saying has played the guiding role in preparing

this project report of K.D. KITCHENWARE PVT. LTD. This report has made it

possible for us to practically have a look at the financial conditions of the

company.

The Summer Internship Project allows the student to expand their practical

knowledge and helps us to study and read business environment. This practical

training in Master of Business Administration curriculum plays a vital role in

understanding and knowing the difficulty and challenges in the business world.

Only theoretical knowledge does not impart complete education, practical

experience must be there in order to add some meaning to education.

I have undergone my summer training at K.D. KITCHENWARE. I feel great

pleasure to present this report work after my training at K.D.Kitchenware pvt. Ltd.

that produced to be golden opportunity for me by enriching my knowledge by

comparing my theoretical knowledge with the managerial skill and application.

ACKNOWLEDGEMENT

I would like to take the opportunity to express a word of thanks to those who have contributed directly or indirectly to the completion of the project.

First of all, I express my gratitude to Mr.Mehul Patel of K.D. KITCHENWARE for allowing me to complete my summer training and for their guideline during my training.

I would like to thank my project guide Ass.Prof.Krishana Joshi and other respected faculty members who have always helped me with their skills and knowledge in the field.

Last but not the least I am grateful to my parents without whose support this project would have been impossible.

INDEX

SR.NO. PARTICULER

PAGENO.

1 Executive summary2 Industrial overview3 Company overview

3.1 General information Profile History Mission Vision Awards Logo

3.2 Production department Introduction Product profile

3.3 Marketing department Introduction Marketing mix Market policy Advertising

3.4 Finance department introduction Financial planning

3.5 H R department introduction recruitment & selection training & development promotion policy performance appraisal

4 Research methodology 4.1 Literature review4.2 Research problem4.3 Objective of study4.4 Research design4.5 Sample design

sample unit source of data sample size

4.6 Relevance of study (usefulness) 4.7 Limitation of study4.8 Hypothesis testing 4.9 Analysis4.11 Findings & suggestion

5 References

(1)EXECUTIVE SUMMARY

The importance of Human Resource Management is being increasingly

realized in industrial and non-industrial organization both in India and abroad. The

realization has come about because of increasing complexity of the task of

managers and administrators. In most organizations the problems of getting the

competent and relevant people, retaining them, keeping up their motivation and

morale, and helping them to both continuously grow and contribute their best to

the organizations, are now viewed as the most critical problems. So with this

reference the project titled Study of MANPOWER PLANNING AND POLICIES” of

K.D. Kitchenware Pvt. Ltd has been conducted, based on the primary research in

Blossom Kitchenware.HR Policies prepared by the HR department in organization.

It emphasizes on the importance of a clear cut organization structure and culture to

avoid any confusion in order to achieve maximum result with minimum resources.

The project is aimed to cover maximum knowledge of the manpower planning

followed in the organization and how the performance is evaluated of employees,

what primary factors are considered, how data is maintained and finally the

evaluation done. Here the manpower Planning of the company have been

explained to understand how the company follows these practices and the

manpower Planning adopted. The practical knowledge has been gained mainly by

observing all the activities taking place in the H.R. department. This is a brief

study done to have understanding of the subject H.R., how it is practically

implemented, why it is necessary, its implications & the benefits.

In today’s corporate and competitive world, I find that kitchenware market has the

maximum growth and potential as compared to the other sector. This growth

potential attracts me to enter in this sector and “K.D. KICHENWARE PVT. LTD.”

Has given me the opportunity to work and get experience in highly competitive

and enhancing sector.

To evaluate of HR policies program at K.D. Kitchenware Pvt Ltd. Qualitatively

and quantitatively analysis at K.D. Kitchenware Pvt Ltd. To assess employees

morale in view o policy. To secure the right man at the right job and at the right

time. To maintain a contended team of employees.

In the process it opens avenues for growth to higher levels of responsibilities for

each and every employee of the organization through hierarchy of position and

training and development activities to equip the individuals with the requisites fir

succession.

(2)Overview of the Indian Kitchenware industry

Dr Anirban Sengupta provides a detailed insight into the booming kitchenware

retailing segment in India

Over the last few years, organised retail or large scale retail has been witnessing

tremendous impetus in India. The growth story is expected to continue in the

future, even though growth rate is likely to be moderated in the short term due to

global economic meltdown.

The retail market is not a single entity as there are several segments within it. For

instance, the food and grocery retail segment, apparel retail, jewellery retail, book

retail, pharma retail, entertainment retail, accessory retail and so on. Each of these

sectors have its individual growth stories.

Kitchenware retailing is one such sector within the overall retail segment, which

has been in the limelight recently. Till about three years back, kitchenware retail

hardly received a standalone mention as a major retail sector in any of the analysis

conducted on the Indian retail sector within the public domain. However, things

are gradually improving. More than just satisfying the functional needs of the

Indian consumer, modern retail in this sector is emerging to cater to the diverse

needs of the customer–be it convenience, fashion or price.

Evolution of Kitchenware Retailing

In a traditional Indian home, the need for kitchenware items is purpose-driven.

Even till the early eighties, kitchenware in the average Indian home would

constitute primarily copper, aluminum and stainless steel utensils; cutleries in the

form of tea-cups, saucers and spoons; cookware of aluminum; plastic bottles to

store spices, sugar, salt and edible oil. The only sophisticated gadgetry was

perhaps the pressure-cooker.

Even as the average Indian started toying with multiple brands of soap and

shampoo in mid-80s, got a cooking gas to replace the traditional choolah and a

refrigerator (mostly near the kitchen rather than inside the kitchen), kitchenware as

such continued to remain functional and unaffected both in terms of range as well

as quality. Gradual changes were seen with stainless steel utensils replacing copper

and aluminum utensils. Moreover, with the microwave making a grand entry in a

number of kitchens in mid 90s, newer utensils and storage vessels started forming

a vital part of the Indian kitchen.

The Kitchenware market in India is estimated to be in the range of Rs $320 – $360

million out of which Kitchen Accessories market is just about 18 per cent. The

market is highly unorganized with organized players accounting for only 35 - 40

per cent of the market share.

The industry is pegged to grow at around 21%, some of the key drivers are as

follows:-

The industry is witnessing tremendous technological changes, creating better

and innovative products every now and then, this leads to enormous diversity of

articles on of the key drivers of the category

The market bustles specially on the auspicious season of ‘Diwali Festival’, the

growth is also fuelled by ‘Marriage Occasions’ where category forms part of

Gifting Item

The category is becoming popular as the Casual Entertaining Trend is on the rise

– thus leading to growth of contemporary and unique itew

Development of new retail channels such as modern retail format stores,

lifestyle stores, etc. have also added to the growth of the category because:-

o Channel present consumer with lifestyle solution rather than isolated products

categories

o Development of different market niches, each aiming on specific consumer

group

o Life style-enhancing items increase in-store traffic; encourage consumers to

linger longer in the outlets and boost impulse purchases

HISTORICAL PRESPEVTIVE OF K.D. KITCHENWARE

The K.D. KITCHENWARE PVT LTD. Established in the year 1990 by strong

efforts of Mr. Pankajbhai Rathod. When unit was establishing before the 17year, it

was in partnership firm but then it become PVT.LTD

Before starting the Blossom Kitchenware, the owner had business of the

chemical at the Gondal (city of Gujarat) for 3 to 4 year. Later on he switched over

from the chemical to this type of the industrial area. Then the think about the new

business of the stove. The owner has choose the stove business because on that

time storage of the gas well as for the turning point of the wooden cutting is not

efficient for nature. So only one good way is kerosene stove and the reason is that

the middle class person user easily this is one reason of them so he started this

business.

At present the proprietor can successfully, running the business of stove.

Previously the organization was manufacturing their type of stove but today is

producer 13 type of stove, which shows the development of the unit and bright

future in the year to become.

GROWTH PROFILE OF K.D. KITCHENWARE

K.D. KITCHENWARE PVT. LTD. a company dedicated to achieving growth

with the discipline of fair business practices, non-compromising quality and strict

adherence to Government Laws. The fundamental strength of a company lies in its

workforce and company thrives onthe asst of dedicated individual with a singular

approach to achieve nothing but the best. It has earned a place on the ISI panel the

quality monitoring organization owned by the Government of India. The

company's operating base rests on a comfortable factory at (VERAVAL),

SHAPAR, and RALUKA: KOTDA SANGANI, Dist. Rajkot, (Guj) INDIA.

With the strong marketing network through Distributors, all over India.

In every country government adopt a different policy for measuring the size

of unit or industrial profile of every industry. In the new policy, govt. adopt

investment measuring policy. On the bass of capital investment the industry can be

divided into the following part:

1. Small scale industry.

2. Medium scale industry.

3. Large scale industry.

The industry whose investment is does not exceed 3 corer which come under

the small scale industry. “K.D. KITCHENWARE INDUSTRY” has investment is

10 corer. So it comes under the Medium scale industry.

Again the industry unit divided into 4 way on the basis of nature of

business .

1. Proprietorship

2. Partnership

3. Private limited

4. Public limited

So “K.D. KITCHEMWARE” is private limited.

COMPANY PROFILE

Name of unit : K.D. Kitchenware Pvt. Ltd.

Establishment : 1990

Address : Jai Krishna industrial estate,

Plot no.18 N.H 8B

veraval shaper,Rajkot

Form of organization: Private limited

Chairman : Pankajbhai Rathod

Main product : Stove

Brand name : Vikas

Bank : Jivan Commercial Bank

Auditor : M.J Ridsni and co.

Web site : www.vikasstove.com

Accounting year : April to March

Area : 35000sq.ft 4200 yard in land

MANAGEMENT MEMBER

Ashokbhai Rathod:- Chairmain

Hinaben:- Dy.Chairmain

Nirav Shah:- Managing Director

Vishal Solanki:- Dy.Managing Director

COMPANY ACHIVEMENT

K.D. kitchenware have various achievement like ISO 9001 and EEP INDIA

(Engineering Export Promotion Council Mumbai)or some other REA, etc.

CREDENTIAL

EEPC INDIA RAJKOT

ENGINEERING EXPORT PROMOTION COUNCIL, MUMBAI.

ENGINEERINGASSOCIATION

INDIA TRADE PROMOTION ORGANISATIONNEW DELHI

EXIM CLUB, RAJKOT.

MISSION

(3.2)

(3.2.1) INTRODUCTION

TO PRODUCTION MANAGEMENT

Over the years the manufacturing of formulations India have been

marked an increase in sales, a progressive reduction in cost and the benchmarking

of production Standards with those in the developed geographies.

Production is a very integral part of the business system

“Production means a bundle of utilities by the co. to its customer &

continues process to convert raw materials into final product is called

a manufacturing process”.

Production involves the steps-by-steps conversion of one from of

materials into another chemical processing to create or enhance the

utility of products or services.

“Production is process by which goods and services are created”.

The production or manufacturing department holds the most important

and basic position in any industry or a unit. It is because the whole

progress and goodwill of the company depends upon the type & quality

of products manufactured. For this the production department should

be very keen in manufacturing product .

(3.2.2) PRODUCT PROFILE

Electroplated Chrome Stove

(Tank & Outer Burner Electroplated)

Stainless Steel Stove

(Tank & Outer Burner Stainless Steel)

Brass Stove

(With Brass Tank Only)

Fully Stainless Steel Stove

Chrome 8 Wick Stove

Model No. 99.

Color 8 Wick Stove

Model No. 99

Our product fulfills all the requirements of I.S. - 2980.

'VIKAS' likes only pure kerosene. Any other fuel other than kerosene is

harmful.

Always use all the ten wicks invariably in the stove. Absence of any one

wick is harmful.

Do not use the stove against the straight blowing wind in the same way keep

the stove away from the air circulating fan.

Do not remove stove from one place to another when inflamed.

Do not throw burning match stick on the burner.

For small utensils facility of round stand plate has been given. Make use of

it.

When the wicks are to be replaced. Always insist upon using 'VIKAS' brand

wicks.

KEROSENE WICK STOVE

SALIENT FEATURES OF "VIKAS" STOVE

"VIKAS" stove indirectly the symbol of peace of home.

"VIKAS" stove gives blue flame just as the cooking gas, hence food is cooked

rapidly and your utensils never get black

The design of the stove is fully convenient to the house - wife. It is very strong.

(As a result of it, It bears the weight of your heavy utensil easily) Moreover, it

is available in different attractive colors.

If this is as per instructions it saves kerosene from 30 to 35% That is why

VIKAS stove means an economical stove.

This stove has a specific facility of a meter showing the proportion of kerosene.

The mode of inflaming the wick is very simple. Hence you can get more or less

heat as per your requirement.

Our product having 60% thermal efficiency. Thickness of the fuel container at

any place is not less than 0.40mm


“A market may be considered as a convenient meeting place where buyers and sellers gather for exchange of goods and services.”

Marketing deals with identifying and meeting human and social needs.

One of the shortest definition of marketing is “meeting needs profitably.”

Marketing is a process by which individuals and groups obtain what they need and want by creating and exchanging products and value with others.

Marketing is typically seen as the task of creating, promoting and delivering goods and services to consumers and businesses.

Marketing has often been derived as “The art of selling products.”

(3.3.2) MARKETING MIX

Marketing mix is the set of marketing tools that firm uses to purchase its marketing

objectives in the target market.

It consists of everything the firm can into influence the demand for its product.

The many possibilities can be collected into four groups of variables known as the

four Ps.

1. Product

2. Price

3. Place

4. Promotion

1. Product :

K.D.KITCHENWARE produces stoves.

2. Price :

K.D.KITCHENWARE decides prices according to competition, demand and

cost.

3. Place:

K.D.KITCHENWARE selects the site on the best of so many considerations.

- Easy transport facilities.

- Effective market is available.

- Cheap land and fairly developed land.

- Cheap labours are available.

4. Promotion:

K.D.KITCHENWARE’S promotion tools depend upon market and Customers.

Tools of K.D.Kitchenware

- Buying allowance discount.

- Display allowance.

- Concession of the net sales.

- Free gift.

(3.3.3) MARKET SEGMENTATION:

“Market segmentation consists of taking this total heterogeneous market for the product and dividing it into several sub-marketer segments each of which tens to be homogenous in all the significant aspects.”

K.D,KITCHENWARE identifies different ways to segment the market and develops the profiles of the resulting market segments.

There are two approaches regarding market segmentation of K.D.KITCHENWARE.

1. People oriented approach.2. Product oriented approach.

K.D.KITCHENWARE uses both methods for market segmentation. They classify their consumer on the basis of place, income, geographical location etc.

(3.3.4) ADVERTISING

“Any paid form of non-personal communication of ideas, goods or services by business firm identified in the advertising message intend to lea to sale immediately or eventually.

Advertising is basically used for:

- Creating or enhancing goodwill.

- Preparing ground for new products.

- Creation of demand.

- Facing the competition.

Advertising medium of K.D.KITCHENWARE:

- General catalogue

- Detail catalogue

- Industrial magazine

- Exhibitions (Domestic & Abroad)

(3.3.5) PRICING POLICY

“The value of the product attributes expressed in monetary terms which a

consumer pay or is expected to pay in exchange and anticipation of the

expected or offered utility.”

The term has to consider many factors in setting K.D.KITCHENWARE’Spricing

policy:

- Pricing objective.

- Determining Demand.

- Estimating costs.

- Analyzing competitors prices and offers.

- Pricing methods

- Selecting final price.

K.D.KITCHENWARE adopts cost oriented pricing policy.

Cost oriented pricing policy:

Under this policy the company uses the method of target pricing. It fixes a target

return of total cost. It uses break even analysis for deciding cost plus pricing which

helps it to determine the level of output.

(3.3.6) CHANNEL OF DISTRIBUTION:

“The middle man is not a hire link in a chain forgets by a manufacturer but rather and dependent market, the focus of a large group of customers for whom he buys.”

K.D.KITCHENWARE has adopted its own sales branches and sales offices in context of its channel distribution. The company has selected the distribution channel keeping in view the demand of the customer and the current market trend.

Company Sales office Customer


Undoubtedly, money occupies a key position in the capitalistic economy of the

most modern age. One of the most important functions of the top management is to

raise finance at a right quantity and also to use it most effectively. In fact, this

faction constitutes the core of financial management.

Money is the life-blood of modern business. “Money is

pivot around which all economic activities run”. Money is required to purchase

expensive machinery and also for day-to-day expenses of raw material, labor and

operational and administrative needs of business. Execution of expansion plans and

modernization programs are not possible without adequate finance. Thus, money

can be described as the life-blood of industry.

Now we see the meaning of Finance Management:

“Finance Management is concerned mainly with

such matters as how a business corporation raises its finance and how it makes use

of it.”

- HOAGLAND

(3.4.2)FINANCIAL PLANNING

It is the process of estimating the firm’s future financial

requirements. It also refers to the source by which requirements

can be fulfilled. It also speaks about the fund flows when we get

and how to utilize and thus it covers the following activities:

Estimating the firm’s financial requirement.

Determining the sources from which the funds are to be

collected.

Determining the use of the funds.

A firm needs to manage its resources effectively and

efficiently to achieve its objectives. The managing of resources in

an effective manner is possible when the management works out

the future manner is possible in advance and takes decisions in a

professional manner, utilizing the individual and group efforts in a

co-ordinate and rational manner. Financial planning should

estimate the resources required to carry out operations and

determine how for the firm itself can generate these resources

internally and how far they will have to be obtained externally.

Financial Planning means deciding in advance the financial

activities to achieve the objectives of the organization.

Financial Planning is composed of two terms “Finance” and

“Planning”. Finance is the lifeblood of business. The role of

finance has been gaining importance with an increasing pace in

modern money economy.

Financial Planning means deciding in advance, the financial

activities to be carried on to achieve the basic objectives of the

firm. It is necessary to achieve short term plans and long term

plans. Short- term financial plans are those which are prepared

annual budget and on the basis of monthly fund flows statement.

Long- term financial plans are those, which are prepared for more

than one year.

Thus, the finance and the financial requirements of the firm

are very well planned in K.D.KITCHENWARE PVT.LTD.


Human Resource department is a link between the top management and the

workers or we can say that its acts like bridge between the employees and the

employers.

It is basically concerned with human relationship within the organization and helps

in maintaining smooth relationship between employee and employer. It is art of

getting things done by other people.

Manpower is the most important resource among all the resources. Factors such as

funs, machineries, technological advancement etc. those are required in order to

run organization, nothing will work if an organization doesn’t have sufficient

manpower and suitable managerial persons and practices.

Human resource is the greatest asset of any business enterprise. The workers are

the heart of the organization. It is the manpower that operates the machines,

processes the raw materials into a finished product and makes it possible to sale in

the market.

Henceforth we can say that personal management is the most essential department

of an organization in order to have a proper manpower planning, organizing,

staffing, directing and controlling in order to achieve individual, social and

organizational goals.

(3.5.2)RECRUITMENT AND SELECTION:

RECRUITMENT:

“Recruitment is process to discover the sources of manpower to meet the

requirement the sources of manpower to meet the requirement of the staffing

schedule and to employ effective measures for attracting that manpower in

adequate numbers to facilitate effective selection of employees and efficient

working force.”

The recruiting procedure of K.D.KITCHENWARE consists of two segments:

1. Recruitment of workers.

2. Recruitment of executive and managerial staff.

SELECTION:

The selection procedure is concerned with securing relevant information about an

application.

k.d.kitchenware’s recruitment and selection procedure for blue collar force as per

the labor laws for the recruitment of labor is the company.

(3.5.3)TRAINING & DEVELOPMENT

TRAINING:

“Training is a process of learning a sequence of programmed behavior.”

It is a short term process utilizing a systematic and organized procedure by which

non-managerial persons learn technical knowledge and skill for definite purpose.

Training for the workers:

The HR department of the K.D.KITCHENWARE prepares schedule for training of

the workers in order to make them familiar with their task and to develop the job.

The main purpose of K.D.KITCHENWARE is to make the workers well converse

with the new technology.

DEVELOPMENT:

“Development is long term education process utilizing a systematic

organized of procedure by which managerial; personnel learn conceptual and

theoretical knowledge for general purpose.”

- Steinmentz, Lawrence

Development activities are used inter changeably. They are that part of the

enterprise, function, which aim at full development of managers at whatever

level they are. Development is a systematic process of maiming and growth by

which managerial personnel gain and apply skill, knowledge, attitudes and

insights to manage the work in that organization effectively and efficiently.

Following are main objects:

1. to increase job knowledge

2. for decision making ability

3. attitude change

4. performance change

(3.5.4)PERFORMANCE APPRAISAL

For personnel management a performance appraisal is an important tool.

Performance appraisal means person’s performance in the company.

Ones the employee has been selected trained and motivated, he is then

appraised for his performance. Performance appraisal is the step where the

management finds out how effective it has been at hiring and placing employee. A

performance appraisal consists of evaluating an employee’s performance of a job

in terms of a job in terms of its recruitment.

K.D.KITCHENWARE consider its employees as it’s most valuable and

therefore it believes in perfect and accurate performance appraisal system. They

believe that employees’ efficiency, productivity and great performance is a ladder

to success.K.D.KITCHENWARE has an efficient performance appraisal system

for evaluating their employees’ performance.

Background Of The Study:

MANPOWER PLANNING AND POLICIES

Meaning:

According to Geisler, “manpower planning is the process – including

forecasting, developing and controlling by which firm ensures that it

has,

The right number of people,

The right kind of people,

At the right places,

At the right time, doing work for which they are economically most

useful”.

In other words,

Manpower planning is very important part of the overall planning of a

business organization. It is obvious that a business cannot prosper

unless the right number of employees, having required skills, talents &

qualification is available at right time.

Objectives of Manpower Planning:

Optimum use of HR.

Meeting future manpower needs.

Scientific recruitment.

Provision of adequate manpower.

Developmentofmanpower.

POLICES RELATED TO MANPOWERPLANNING

IN

K.D.KITCHENWARE

1: REDEPLOYMENT

THE MEANING OF REDEPLOYMENT

Redeployment , for the purpose for this policy would mean transferring an

employeefrom one division to another on a permanent basis.

The permanency is from the transferring division to the receiving division and

there isnot necessarily a permanency in the new place. The worker in the new place

could be transferred to another place if transfer has to be done from the new

division and he falls under clause 2 of the policy .similarly he could be transferred

back to the original division which will now be treated as any division for purpose

of transfers.

Redeployment could mean a change in the nature of job conditions for the

transferee

but will take care of the existing grade of the workman. As far as possible, the new

job

should fall in the existing grade and any deviation can be done only under the

condition listed in clause 4 (V), in which case the deviation must be taken care in

due

course of time(to be decided).

THE NEED FOR REDEPLOYMENT:

A highly diversified company like ours after finds itself with surplus of

manpower in

one division as compared to shortage of manpower in another division. To

overcome

this paradox, multi-skilling and flexibility for moving manpower across different

divisions, requiring differing manpower skills, have become the need of the hour.

2: KNOWLEDGE ENHANCEMENT

The Objective:

To encourage employee to enhance their functional knowledge which will

enableto make meaningful and contribution towards organization business needs

andrequirement?

.

Requirements of the Policy :

All reimbursements will be subject to successful completion of the course.

In case of a job rotation / transfer to another Department/ Division, the employee

will have to claim the reimbursement from the Division/ Department where He is

based at the time of reimbursement.

The course will have to be completed entirely in the employee’s personnel time.

No special leave, early going or late coming will be permitted.

The management reserves the right to amend / alter / change / withdraw the above

policy at any time in future without assigning any reason thereof.

(4.1) LITERATURE REVIEW

Dharamvirsinh Parmar and Dr. Prashant Makwana

Approaches and Techniques in Manpower Planning,

International Conference on Management, Humanity and Economics

(ICMHE'2012) August 11-12, 2012 Phuket (Thailand)

Humans are considered as the most crucial, volatile and potentially

unpredictable resource which an organization utilizes. Manpower

planning seeks to make the links between strategy, structure and

people more explicit. The purpose of manpower planning is to get a

better matching between manpower requirement and manpower

availability. Manpower planning is particularly suitable for the

application of statistical techniques. The aim of this paper is to review

the models which have been developed, concentrating on their

assumptions and applications. The paper concludes with some notes

on possible future development.

Corporate manpower planning: a review of models:

Institute of Manpower Studies, University of Sussex, Falmer, Brighton

BN1 9RFUnited Kingdom

Manpower planning has achieved maturity during the past decade.

Personnel practitioners have become conversant with the analysis of

manpower systems, the use of quantitative techniques, and have

developed a sound approach to the whole question of manpower

management. But, whilst they no longer rely on the management

scientist for using those models and other techniques now widely

available, there is a continued contribution to be made in advancing the

field. This paper reviews the practical relevance of existing models. It

concentrates on techniques for evaluating manpower supply and

career management problems, distinguishing especially between the

roles played by exploratory and normative models. The author hopes

that this article will give management scientists a realistic appraisal of

current practice and provide pointers as to where developments are

most needed.

Wild and Schneewei (1993) present a hierarchical approach to

manpower capacity planning. Their approach recognizes stochasticity

by using probabilities of scenarios of workload and absenteeism. The

search for solution is done at three levels:

The first level searches over the set of workforce sizes, percentage of

floats (multi skilled people who can work across departments), and

work shifts. For each option at this level, the second level uses

dynamic programming to select work time of the personnel at each

department in each month. At level three, the cost of each option at

level two is calculated by using simulation of workload and

absenteeism. Within the simulation, the amount of overtime, floaters,

and temporary workers is determined by non-linear integer

programming. Obviously, this is a very complex stochastic model that

can be used to find optimal answers, but can be used practically only

for a very limited range of options.

(4.2)STATEMENT OF PROBLEM:

I have conducted a detailed research on manpower planning and

policies followed by the K.D.KITCHENWARE in order to solve

the management problem of the company. Therefore I have filled the

data from employees of the company and taken their views and

suggestions for better growth and development of the company.

A research problem in general, refers to some difficulty which a

researcher experiences in the context of either a theoretical or practical

situation and wants to obtain a solution for the same.

(4.3) OBJECTIVE OF THE STUDY:

To estimate the existing stage of manpower in specific occupations.

To collect necessary information on the manpower for estimating the

future requirement for such category of manpower

To find out the type of Interpersonal-relationship maintained by

employees with their colleagues or co-workers.

To find out whether the present performance Evaluation system needs

modification.

To find out whether the feedback is provided in regular intervals and in

what way feedback is helpful to the employees.

(4.4) RESEARCH DESIGN:

In the Study of Manpower planning and policies in consumer durable sector as well as analytical

& Questionnaire research design is used, in which Questionnaire data of K.D.KITCHENWARE

is used to Analyzed Employees Behaviors.

(4.5)SAMPLE DESIGN

(4.5.1)SAMPLING METHOD:

I have selected Convenience sampling method which gives clear idea

about my research work and provide clear understanding.

(4.5.2)SAMPLING SIZE:

In the Study of Manpower Planning in K.D.KITCHENWARE as well as analytical &

Questionnaire research design is used, and of the limitations of the

study and in consultation with the company guide, Due to time andresources constraints the

sample size is taken as 100.

(4.5.3) SOURCES OF DATA :

Data refers to information or facts. It includes numerical figures, onnumerical

figures, and descriptive facts, qualitative and quantitative

information. The task of data collection begins after a research problem

has been defined and research plan has been decided.

Primary Sources

The primary data are those that are collected for the first time and thus

happen to be original questionnaire. The information was collected

from the employees through personal contacts.

Secondary Sources

Secondary Data about the company profile and other details were

collected from the company website and through oral discussion with

the company heads.

For this research I have selected Primary sources As Well As

secondary sources of data collection with the help of Both data I have

done data analysis of k.d.kitchenware. Structured Questionnaire

which filed by 100 employees of the company.

(4.5.4)DATA COLLECTION METHOD:

Data collection Method is one of the important parts of the research.

For this research I have selected Questionnaire as Primary sources.

And Books of K.D.Kitchenware as secondary sources of data collection

with the help of both data Collection I have done data analysis of my

research work.

(4.6) RELEVANCE OF THE STUDY

Future Personnel needs

Part of strategic planning

Creating highly talented personnel

International strategies

Foundation of Personnel functions

Increasing investments in HR

Resistance to change and move

(4.7) LIMITATIONS OF THE STUDY

In spite of all sincere efforts in preparing this report,there are certain

limitations, which cannot be ignored.

One of the big limitations of the report is that by taking just 100 sample

size. Icannot conclude or measure of the whole G&B Group. And In the

company

many of aware about the HR policies and HR activities, so it may affect the

result of analysis.

In the company many of the employees are not interested to fill the

questionnaire therefore, proper analysis cannot be achieved.

Some difficulties of the employee cannot be considered therefore there is

lackof sensitivity to problems and solutions.

In questionnaire there is Lack of criteria.

Complexity in work by which the stress level is increase.

Lack of communication.

(4.8) HYPOTHESIS TESTING

(13)The policies used by the company is eually distributed among employees?

Step – 1:- Hypothesis

H0:- = Policies are equally distributed.

H1:- = Policies are not equally distributed.

Step-2:- The statistical test being used is

𝑥2Cal = (Oi-Ei) 2 /Ei

Step-3:- ∞ = 0.05

Step-4 degree of freedom

(r-1)(c-1)

=(5-1)(3-1)=(1)(2)=2

The critical chi-square value is 2= 0.05, 2= 5.991

Step-5:- Chi-square calculated value

fo fe Chi square18 20 0.219 20 0.0525 20 1.2518 20 0.220 20 0100 100 1.7

χ2=𝑂𝑖−𝐸𝑖 2/𝐸𝑖Where, O = observed frequency, E = expected frequency (E = 100/5 =20)

χ2cal = [(18-20)2/ 20] + [(19-20)2/ 20] + [(25-20) 2 /20] + [(18-20) 2 /20] + [(20-20) 2 /20] =0.2+0.05+1.25+0.2+0

= 1.7

Step:6

χ2tab = 5.991

χ2tab > χ2cal

= 5.991 > 1.7

Step-7:- Conclusion

Here null hypothesis is fail to rejected. There is no significant relationship between

the policies, the employees Associated with the organization.

(4.9) ANALYSIS

Age-Wise Classification of Respondents

Options No of respondents percentage

21-25 32 32

26-35 20 20

36-55 40 40

55-65 32 32

65 & above 8 8

Total 100 100

820

40

32

21-25 26-35 36-55 55-65 65 & above

Interpretation:

In above chart, majority of the respondent are from 36 to 55 of age

group i.e. near about 40%.

Gender wise classification

Gender No. of respondents Percentage

Male 91 91

Female 9 9

Total 100 100%

91

9

Male female

Interpretation:

In the above chart it is clearly seen there are more male respondent in

the organization covered under my research.

(1)Do you have a specific process for manpower planning for your team?

Options No. of respondents Percentage

Yes 70 70

No 30 30

Total 100 100%

70

30

Yes No

Interpretation:

There are 70% employees views that there is a specific process for

manpower planning followed by the HR department .

(2)Do you have sufficient manpower as per division’s requirement?


Yes 43 43

No 57 57

Total 100 100%

43

57Yes No

Interpretation:

In my conclusion, there are 43% of employees believes that there is

insufficient manpower recruited in the organization.

(3) Are your team members aware of HR policies of the company?


Yes 35 35

No 65 65

Total 100 100%

35

65

Chart Title

YesNo

Interpretation:

According to my research, there are very few employees aware about

the HR activities of the company i.e. only 35%.

(4)Are your organizational goals in line with your team goals?


Yes 80 80

No 20 20

Total 100 100%

Interpretation:

As per the result, the individual goals are in line with the organizationalgoal so that

80% of employees are satisfied with the goal planning andimplementation.

(5)How do you rate below mentioned policies?

80

20

Yes No

options Rating %Employee referral program 18 18Redeployment 19 19Human resource information system 25 25Occupational health and safety 18 18Internal selection process 20 20Total 100 100

18

19

25

18

20

Employee referral program Redeployment Human resource informa-tion system Occupational health and safety Internal selection process

Interpretation:

Interpretation: In the above chart it seen that majority of employees

are aware about HR Policy i.e., 25% which interpret employees are

believe in modern technique of company.

(6) How do you forecast manpower requirement?

options No. of respondents %Through Internal records

37 37

Through vacancies 23 23Depending on the Industry scale

40 40

Total 100 100

37%

23%

40%through internal recordthrough vacaneciesdepending on indusrty sacle

Interpretation:

In above chart, it is seen that they are estimating their manpower with

the all following ways of estimation.

(7) What is the cycle time of recruitment?

Frequency No. of respondents Percentage

1month 35 35

3 month 48 48

6 month 17 17

Total 100 100%

35%

48%

17%

1 month2 month3 month

Interpretation:

As per the opinions of employees, 3 months cycle time for recruitment

is convenient.

(8) Are you involved in the decision making for manpower selection?


Yes 25 25

No 75 75

Total 100 100%

25

75

YesNo

Interpretation:

In my research it has been found that employees are not involved in

the recruitment and selection procedure. So 75% employees says that they

are not getting any offer for participation in that process.

(9) What should be the notice period for relieving an employee?

Frequency No. of respondents Percentage

Immediate period 3 3

1month 22 22

2 month 45 45

3 month 30 30

Total 100 100%

3%

22%

45%

30%

immediate period1 month2 month3 month

Interpretation:

According to respondents, there should be 2 months notice period for

relieving an employee.

(10) Does the organization follows any policy for performance evaluation of manpower?


Yes 65 65

No 35 35

Total 100 100%

65

35

YesNo

Interpretation:

As per the research, there are 65 % employees says that there is a

policy for performance evaluation of individual.

(11) How the management react with complaints?


Very fast 42 42

fast 34 34

moderate 22 22

slow 8 8

Total 100 100%

42%

34%

20%

2%

very fastfastmoderateslow

Interpretation:

There is a positive response of management towards the complaints of

employees. Therefore, 42% respondent satisfied with their rapid solution

system.

(12) How do you feel about the industrial relation in the company?


Excellent 45 45

very good 32 32

average 16 16

poor 7 7

Total 100 100%

45%

32%

16%

7%

excellentvery goodaveragepoor

Interpretation:

In above chart, it is clearly seen that 45% employees believes that

there is excellence industrial relation.



yes 45 45

no 55 32

Total 100 100%

45

55

yesno

Interpretation:

In above chart, it is clearly seen that 45% employees believes that

The policies are equally distributed.

(4.10)RESULTS AND FINDINGS

All the employees have undergone performance evaluation.

The company utilizes the manpower planning in such a beautiful way that

covers each and every aspect of the company"s need and growth of the

employee at all level.

The company focuses a lot on Safety and Health of the workers as well as it

also takes lots of care to protect the environment.

I observed that employees are honest but HR department is not powerful. So I

want to suggest if possible then try to improve the HR department of the

company.

In company integrity tests can be used in combination with ability tests to yield

very high overall predictability of a job performance

(4.11) SUGGESTIONS AND CONCLUSIONS

SUGGESTIONS:

The company should do extra ordinary efforts to motivate employees for

attending the training and development program and participate in various

activities in growth and development of the company.

Majority of the Employees feel that motivation leads to better performance,

therefore management should take necessary steps to identify the ways

through which employees can be motivated for better performance.

I observed that, company should provide necessary facilities to female staff

members by which they get safety and security during the job.

A few of the workshop subjects like communication and book review sessions

are concerned consistency in attendance is ever suggested for better

development of the employees.

In the company good industrial relation should be kept by different department

by which the quality of work efficiency is increased.

CONCLUSION:

I have done survey of k.d.kitchenware in Rajkot city. I amable to

get goodexperience related HR work and different activities duringmy internship.

In the company I found a good managerial skills and gettinggood learning

experience. They were always ready to assist and guide mewith their smiling face.

(5) REFERENCES

C.R. Kothari (2002) First edition,” RESEARCH METHODOLOGY”-,by

Wishwa Prakashan, New Delhi.

Quantitative Technique For Management Author (Ken Black) Edition: - 7th.

HUMAN RESOURSE AND PERSONNEL MANAGEMENT -

K.ASVATHAPPA

(Tata McGraw-Hill publishing company ltd, New Delhi).

QUESTIONNAIRE ON MANPOWER PLANNING AND POLICIES

1) Do you have a specific process for manpower planning for your

team?

o Yes

o No

2) Do you have sufficient manpower as per division‟s requirement?

o Yes

o No

3) Are your team members aware of HR policies of the company?

o Yes

o No

4) Are your organizational goals in line with your team goals?

o Yes

o No

5) How do you rate below mentioned policies?

o Employee referral programme

o Redeployment

o Human resource information system

o OHS(Occupational Health and Safety)

o ISP(Internal selection process)

6) How do you forecast your manpower requirement?

o Through internal records / registers

o Through vacancies created

o Depending on the industry scale

7) What is the cycle time of recruitment?

o 1 month

o 3 month

o 6 month

8) Are you involved in the decision making for manpower selection?

o Yes

o No

9) What should be the notice period for relieving an employee.”?

o Immediate period

o 1 month

o 2 month

o 3 month

10) Does the organization follows any policy for performance evaluation

of manpower?

o Yes

o No

11) How the management react with the complaints.

o Very fast

o Fast

o Moderate

o Slow

o Very slow

12) How do you feel about the industrial relations in the company?

o Excellent

o Very Good

o Average

o Poor

o Very poor


o Yes

o No

project on kitchen ware

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