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Transcript of vimal dairy R & C
[ 1 ]
GENERAL
INFORMATION
1
1.1 COMPANY PROFILE
NAME OF THE UNIT :-
Vimal Dairy Pvt.ltd
REGISTERED OFFICE CORPORATE OFFICE
“Vimal House” 31 1, National chambers,G.I.D.C. Estate, 1st Floor,Highway, Opp. Mangal Murthy complex,Mehsana-384002. Ashram Road, Ahmedabad-380009
YEAR OF ESTABLISHMENT :-
Vimal dairy Pvt.Ltd. was established in the year of 1978.
AREA OF LAND :-
Vimal Pvt.Ltd. occupies 6 vigha area of land.
2
NUMBER OF EMPLOYEES :-
There are 300 employees in Vimal dairy Pvt.Ltd. A company having
skilled , semiskilled & unskilled employees there are
Skilled worker ==== 125
Semiskilled &
Unskilled worker ==== 175
AUDITOR :-
Mr. Babubhai patel is a auditor of Vimal Dairy Pvt.Ltd.
PRODUCT :-
The products of Vimal Dairy Pvt.Ltd. are Flexible in Packaging.
Vimal milk
Vimal ghee
Vimal butter
Vimal cheese
VImal paneer
3
4
5
BANKERS :-
Dena bank Bank of India, Mehsana
6
1.2 HISTORY & DEVELOPMENT
It is not necessary to say that India is an agro-oriented country of the
world 70% in India, 70% of total populations are living in rural area and
majority of population are agro-based activities i.e. animal breeding and small
cartage industries. In this iritic situation with agriculture the animal husbandry
and dairy industries act as supplementary and help the farmers.
As we know that north Gujarat, especially Mehsana is well known as
major milk producer district in north Gujarat. There was the benefit of this
opportunity and started Vimal Dairy Ltd. Vimal Dairy Ltd. comes in to
existence on 30th June 1995. Under the name of Vimal, there are many other
companies besides Vimal Dairy Ltd. and jointly they are well known as Vimal
Group. The main founder of Vimal Group. The main founder of Vimal group
of companies is Mr.Chandubhai .I. Patel.
The name of these companies as on their generation is:
Vimal Cables Ltd.
Vimal Pumps Pvt. Ltd.
Vimal Paints.
Vimal Oil & Food Ltd.
Vimal Dairy Ltd.
Vimal Microns Ltd.
7
Mr. Chandubhai Patel has started Vimal Electric Company as a
partnership firm in 1978. This firm was manufacturing capacitors, boosters and
transformers. The ancillary item of submersible pumps i.e. PVC winding wires
and three core flat cable, power control cables were introduces in the market by
forming a private limited company, under the name of Vimal cables Ltd.
They introduced submersible pumps in the market under the brand name
of Vimal pumps by forming a private limited company, Vimal pumps pvt. Ltd.
In 1989, they started Vimal paint to manufacture different parts of
industries and decorative paints. In North Gujarat, rapeseed is available in bulk
and consumption of edible oil is mire in Gujarat. Looking to the heavy demand
of refined oil, they introduced cottonseeds and reposed oil under the name of
Vimal oil under the name of Vimal oil under the name of Vimal oil & food Ltd.
8
1.3 VISION & MISSION
VISION :-
Total packaging solutions considering primary as well as secondery
packing. Meeting customers needs of quality service and fast turnaround
at competitive rate, which will provide mutual benefits of profitability
and growth.
MISSION :-
Vimal Daiy Pvt.Ltd. was established in key industrial area having fully
integrated manufacturing facilities at palavasna. To evident its commitment
regarding quality and customer satisfaction. With commitment towards
providing total customer satisfaction.our main objective is to provide total
packaging solution under one roof. Organization understands time – to – market
pressures and have the resources to execute and meet critical deadlines.
Whether you are updating your current packaging or launching a new brand,
Vimal Daiy Pvt.Ltd has the resources and experience to help you on your way
to success. We invite you to learn more about how Vimal Daiy Pvt.Ltd can help
you define that all – important competitive edge with your packaging program
and can be your one stop packaging sopplier for flexible packaging.
9
1.4 FORM OF ORGANIZATION
Forms Of Organization :-
If we checks the formation and nature of Vimal Diary, We
can say that the people come together to form a union, which is operated for the
purpose of social welfare. So, we can say that Vimal Dairy is co-operative
sector, as it is not operated with the main purpose of profit.
1.5 EXISTING MANAGEMENT BODY
Chairman:- Shri Chandubhai. I. Patel
Whole time Directors:- Shri Jayeshbhai .C. Patel
Technical Directors:- Shri C.V.Patel
Chief Accountant:- Shri Babubhai Patel
Financial Manager:- Shri Mahendrabhai Patel
Marketing Manager:- Shri Dashrathbhai Patel
Company Secretary:- Shri Jigneshbhai Maniyar
General Manager:- Shri k.k.soni
Manager (procurement):- Shri Ashokbhai
Manager(production):- Shri Dineshbhai Pandya
Manager(R&D, D.C):- Shri D.B.Patel
10
ORGENIZATIONAL STRUCTURE
11
Sales Executive
Director of Mkt. & production
Board of Director
Managing Directors
Director Administration A
Supervisors
Sales Supervisor
Production manager Marketing Manager
Financial manager Company Secretary
Salesman
Production supervisors Quality control officer Packaging & Dispatching supervisor
Lab Assistant
Assistant
[ 2 ]
PERSONNEL
DEPARTMENT
12
2.1 INTRODUCTION
Personnel department is one of the most vital department is any
organization. No business enterprise can exist and function without employees.
The success of business enterprise depends to a large extent on the quality of its
personnel.
The plan of business may be logically sound and structure of organization
may be perform but if the recruitment and training of personnel are unscientific,
business cannot grow. The growth of the business depends mainly on the
willingness and ability of its employees. Lawrence A apply, the therefore wrote,
Management is the development of people and not the direction of things.
Personnel management is the art of acquiring, developing and
maintaining a competent workforce in such a manner that help its in
accomplishment of maximum efficiency and objectives of the organization.
Today, in the computer world, human power is to encourage by giving
training, development program, welfare activities, etc.
13
2.2 STRUCTURE OF HRM
14
MD
HRD
SENIOR CLERK
JUNIOR CLERK
TYPIST
PEON
2.3 VISION, MISSION AND OBJECTIVE
HR Vision
15
“To attain organization excellence by developing and inspiring the true
potential of company’s human capital and providing opportunities for growth,
well being and enrichment.”
HR Mission
“To create a value and knowledge based organization by inculcating a
culture of learning, innovation & team working and aligning business priorities
with aspiration of employees leading to development of an empowered,
responsive and competent human capital.”
HR Objective
To develop and sustain core values
To develop business leaders for tomorrow
To provide job contentment through empowerment, accountability and
responsibility
To build and upgrade competencies through virtual learning,
opportunities for growth and providing challenges in the job.
To enhance the quality of life of employees and their family.
To inculcate high understanding of ‘Service’ to a greater cause.
2.4 STRATEGY AND ROLE OF HR
Strategy of HR
16
To meet challenging demands of the business environment, focus of the
HR Strategy is on change of the employee’s mindset.
Building quality culture & recourses
To build & upgrade competences through virtual learning, opportunities
for growth & providing challenges in the job.
Re-strengthening mutual faith, trust & respects.
Inculcating a sprit of learning & enjoying challenges.
Roll of HR
Alignment of HR vision with corporate vision.
Shift from support group to strategic partner in business operations
HR as a challenge agent
Enhanced productivity and & performance by developing employee
competency & potential.
Developing professional attitude & approach.
Developing ‘Global Managers for tomorrow to ensure the role of global
players.
[ 3 ]17
RECRUITMENT
3.1 INTRODUCTION
18
Recruitment is the process of searching for prospective employees &
stimulating & encouraging them to apply for the job in an organization.
Recruitment is the process to discover the sources of manpower to meet
the recruitment of the staffing schedule & to manpower in adequate number to
facilitate effective of an efficient working force.
Recruitment needs are of there types planned, anticipated & unexpected.
Planned requirement policy, deaths, accidents & illness gives rise to unexpected
needs. Anticipated needs refer to those movements in personnel, which an
organization can predict by studying trends in the internal & external
environments.
3.2 FEATURE OF RECRUITMENT
19
1. Recruitment is the process or a series of activities rather than a single act
or event. The activities in this process & described under the next
heading.
2. Recruitment is a linking activity as it brings together those with jobs &
those seeking jobs.
3. It is a positive function as it seeks to develop a pool of eligible persons
from which most suitable once can be selected.
4. The basic purpose of recruitment is to locate the sources of people
required to meet job requirements & attracting such people to offer them
for employment in the organization.
5. Careful recruitment of employees particularly important in India because
the chances of mismatching the job seeker tends to accept any job
irrespective of his suitability.
6. Recruitment is a pervasive function as all organization engages in
recruiting activity. But the volume & nature of recruitment varies or not
similarity, the prospective employees can choose for which organization
to apply for a job.
7. Recruitment is a two way process. It takes recruitment & a recruit just as
the recruiter has a choice that me recruit or not similarity the prospective
employee can choose for which organization to apply for a job.
3.3 RECRUITMENT PROCESS
20
1. Recruitment process generally begins when the personnel department
receives requisitions for recruitment from any department of the
company. The personnel requisitions contain details about the position to
be filled number of persons to be recruited the duties to be performed,
qualifications required form the candidate, terms & conditions of
employment & the time by which the person should be available for
appointment etc. A specimen of personnel requisition is given.
2. Locating & developing the sources of required number & type of
employees.
3. Identifying the prospective employees with required number
characteristics.
4. Communicating the information about the organization the job & the
terms & condition of service.
5. Encouraging the identified candidates to apply for jobs in the
organization.
6. Evaluating the effectiveness of recruitment process.
According to the famulrao, recruitment process consists of five elements,
namely a recruitment policy, a recruitment organization, developing
sources & method of assessing the recruitment programmed.
3.4 RECRUITMENT POLICY
21
Recruitment policy specified the objective of recruitment & provides a
framework for the implementation of the recruitment program. It may involve
commitment to principles such as enriching the organization’s human resources
by filling vacancies with the best-qualified people, attitudes towards recruiting
handicaps, minority groups, women, friends relatives of present employees,
promotion from within. It may also involve the organization system to be
developed. Recruitment policy should be based on the recognition that it is hard
to be finding qualified executives. A recruitment policy involves the employer’s
commitment to such general principles as.
To find & employ the best qualified persons for each job.
To retain the most promising of those hired.
To offer promising opportunities for life time working careers.
A properly & systematic recruitment policy is necessary to minimize
disruption of work due to changes in employees & to secure equitable
distribution of employment opportunities. A well considered & pre-planned
recruitment policy based on the goals, needs & environment of the organization
will help to avoid hasty or ill-conceived decisions & help to man the
organization with the right kind of personnel. The factors affecting recruitment
policy include organization objective, personnel policies of the organization &
its competitors, government policies on reservation, selection criteria &
preference etc.
3.5 RECRUITMENT ADVANTAGES
22
It reduces the administrative cost by consolidating all recruitment
activities at one place.
It helps in better utilization of specialist.
It ensures uniformity in recruitment & selection of all types employees.
It facilitates interchangeability of staff between different units enabling
them to concentrate on their operational activities.
It tends to reduce favoritism in recruitment & make the recruitment
process more scientific.
3.6 RECRUITMENT DISADVANTAGES
There is delay in recruitment as operating unit cannot recruit staff as &
when required.
23
The central office may not be fully familiar with job recruitment of
different unit & the most suitable source for the required staff.
Requirement is not flexible because operating units lose control over the
requirement process.
3.7 SOURCES OF RECRUITMENT
24
RECRUITMENExternal Sources
Advertisement
Education Institute
Placement agencies
Employment
exchange
3.8 INTERNAL SOURCES
Internal Sources are carried inside the organization. Those sources are
very crucial & beneficial to the organization.
Present Employees
Former Employees
25
Internal Sources
Transfer
Promotion
Previous application
Friends & relatives of the present employees.
Present Employee
Permanent, temporary & casual employees already on the pay of the
organization are good source. Vacancies may be filled up from such employees
though promotion, transfers, and upgrading & even demotion.
Retired & retrenched employee who wants to return to the company may
be rehired.
Dependents & relatives of deceased & disables employees.
Internal Sources Have Following Merits:
Moral & Motivation
Suitability of exiting employee
Stability of employment is improved.
Save the time & cost of orientation & training are low.
Expenditure for advertisement vacancies or arranging rigorous tests &
interviews
Relation with trade union remains good.
Labor turnover is reducing.
Internal Sources Have Following Demerits:
It may be glad to inbreeding
It discourages flow of new blood in to the organization
If promotion is based on seniority, really capable persons may left out
The choice in the selection is restricted
More talented outsider may not be employed
26
Growth of business is restricted by the limited talent of insiders
All the vacancies can not be fill up with in the origination
3.9 EXTERNAL SOURCES
External source are outside of the origination. Sometime the management of
the company arranges recruitment from the external sources.
Advertisement in newspaper
27
Employment agencies
Employment exchange
Vimal Daiy Pvt.Ltd. has accepted recruitment through both the sources as
per the recruitment. For the recruitment of the staff, the company uses internal
& external sources & for the recruitment of the workers.
External Sources Of Following Merits:
People having the requite skill; education & training can be
obtained.
It helps to bring new blood & new ideas into the organization.
This source of recruitment never dries up it is available to even new
enterprise.
External Sources Of Following Demerits:
More expensive & time consuming to recruit people from outside.
Employee being having information with the organization so their
training must be necessary
If the higher-level jobs are filled from external sources, motivation &
loyalty of existing staff are affected.
3.10 METHOD OF FILLING POST
Recruitment methods or techniques are the means by which an
organization establishes contract with potential candidates, provides them
necessary information & encouragement them to apply for jobs. These methods
are different from the recruitment sources.
28
All posts in the firm will fill by: -
Direct Recruitment
Promotion of employees already in the service of the unit
Any other method as may be decided by the unit for reasons to be
recorded in writing for appointment, to any post, of persons possessing
special merit, qualifications or experience.
AGE LIMIT FOR DIRECT RECRUITMENT
29
Level Scale of Pay
(Rs)
Age Limit
Earlier Provision
Enhanced
(A) Executive level
E-1 10500-15300 42 years 44 years
E-2 8100-10500 28 years 30 years
(B) Staff level
Skilled - a 7500 30 years 32 years
Skilled - b 6550 28 years 30 years
Semi skilled 5000 25 years 27 years
unskilled 4100 21 years 24 years
3.11 FILLING UP OF VACANCIES BY DIRECT RECRUITMENT
The firm shall cause all vacancies to be filled by direct recruitment to
be notified to the employment exchange in accordance with the
provisions of the employment exchange Act 1959 & in-house circular
& to be advertised in daily newspaper having circulation in major
parts of the country &in such daily news papers in the regional
languages as the firm may consider suitable.
The concerned section shall reregister all particulars of the
application received in response to the notification of vacancies to
the employment exchange, in-house circular & to the
advertisement.
All applications for direct recruitment, shall be appointing
authority who shall reject such applications of the candidates who
do not fulfill the laid down criteria & submit the list of candidates
who fulfill the said criteria for consideration for direct recruitment
by a selection committee constituted by the firm in this behalf &
such selection committee shall consist of not less than three
members.
Provided that where the vacancies to be filled by direct recruitment
are limited & the number of candidates who apply & fulfill the said
30
criteria are more the appointing authority shall decide number of
candidates to be considered for such vacancies & may accordingly
enhance the criteria for qualification & experience.
Provided further that the number of candidates to be considered for
such vacancies shall be five times the number of vacancies to be filled &
where the number of such candidates are less than five times the
vacancies to be filled all the English candidates shall be considered by
the selection committee.
Where the selection committee does not consider a candidate who fulfills
the said criteria it shall record in writing the reasons for not
considering such candidate.
The selection committee shall adjudge the suitability of a candidate
on the basis of written examination, practical test or interview or
any combination of these however there will be written
examination for all induction level posts of unionized category .
After the issuance of appointment letters according to availability
of vacancies, the names of the remaining candidates shall be kept
in the said list for further use to fill up vacancies that may arise in
future.
31
3.12 RECRUITMENT PRACTICE IN GUJARAT
Internal Sources
Public Employment Exchange
Campus recruitment
Labor
Contractors
Employee referrals.
The recruitment program should be evaluated periodically. The criteria
for the, hiring ratio, performance appraisal etc. The organization should be first
found out how the applicant was attracted to information collected through
evolution necessary improvement should be made in the recruitment program.
32
[ 4 ]
SELECTION
33
4.1 INTRODUCTION
Selection process is the concerned with choosing the best candidates
among the best, means choosing candidates from the possible & potential
candidates. In this process relevant information about application is collected
through a series of steps so as to evaluate is process of matching the
qualifications of applicant with job to be filled. Selection is process of matching
the requirement it is process of weeding out unsuitable candidates & finally
identify the most suitable candidate. Selection divided all the applicants into
two categories.
Suitable
Unsuitable
Vimal Daiy Pvt.Ltd. Selection procedure in concerned with securing
relevant information about an applicant. This information is secured in a
number of steps or stages. The objective of selection process is to determine
whether an applicant meets the qualification for a specific job & to choose the
applicant who is most likely to perform well in that job.
34
The objective of selection process to determine whether the applicant
meets the qualification for a specific job & choose the applicant who is most
likely to perform well job.
To select the best applicant & send call letter.
Then take interviews of that applicant for testing their knowledge for the
required work.
To check the background of the applicant.
Physical examination of the selected applicant in which the candidates.
At last who have passed all the above procedure is selected in the
company.
35
4.2 OBJECTIVES
4.3 SELECTION PROCESS CONDITION SATISFIED
The objective of selection process to determine whether the applicant
meets the qualification for a specific job & choose the applicant who is most
likely to perform well job.
To select the best applicant & send call letter.
Then take interviews of that applicant for testing their knowledge for the
required work.
To check the background of the applicant.
Physical examination of the selected applicant in which the candidates.
At last who have passed all the above procedure is selected in the
company.
Some one should have the authority to select. This authority comes from
employment requisition as developed through an analysis of the workload
& workforce.
There must be some standard of personnel with which applicant can be
compared. In other words a comprehensive job description & job
specification should be available beforehand.
There must be a sufficient number of applicants from whom the require
number of employees may be selected.
4.4 SELECTION PROCESS
36
The selection process consists of a series of steps. At each stage facts may
come to light, which may lead to the rejection of the applicant. It is a serried of
successive handles or barriers, which an applicant must be cross. This technique
is called successive hardies technique. There is no standard selection process to
be used in all organization or for all jobs. The complexity of selection process is
increase with the level & responsibility.
Preliminary interview
Application Bank
Selection test
Employment interview
Medical examination
Reference checks
Final approval
Preliminary Interview
Preliminary interview is essentially a sorting process is which
prospective candidate are given the necessary information about the nature of
job & the organization. Necessary information is also elicited from the
candidates about their educations, skills, experience, salary expected etc.
Application Bank
37
Application form is traditional & widely used device for collecting
information from candidates.
Identifying Information…………
Name: -_______
Address: -_______
Telephone: -_______
Personal Information…………….
Age: -_______
Sex: -_______
Place of Birth: -___________
Date of Birth: -___________
Physical characteristics……………
Height: -________
Weight: -________
Eye sight: -________
Family background…………..
Education…………..
References……………….
Selection Test
38
Psychological tests are being increasingly used in employee selection. A
test is a sample of some aspect of an individual’s attitudes, behavior &
performance. It also provides a systematic basis for comparing the behavior,
performance & attitudes of two more persons. Tests may be also provides a
systematic basis for comparing the behavior, performance & attitudes of two
more persons. Tests may be also revealing qualification, which remain covered
in application form & interview.
Employment Interview
An interview is a conversation between two persons. In selection it
involves a personal, observation & face-to-face appraisal of candidates for
employment. Interview is an essential element of selection & no selection
procedure is complete without one or more personnel interviews.
Medical Examination
39
It determines whether the candidates are physically fit to perform the jobs
those who are physically unfit are rejected.
It reveals existing disabilities & provides records of employee’s health at
the selection.
Medical Examination Report
Post for which selected……………….
Name in fall………………
Father/Husband’s Name………………...
Age…………
Date of Birth………………..
Place of Birth………………..
Address………………………
Reference Checks
The application is asked to mention in his application from the names &
address of two or three person who know him well.
Final approval
40
Signature & Designation of the personnel
Department
Types Of Test
4.5 INDUCTION
41
Tests
Aptitude Tests
Achievement Tests
Personality Tests
Interest Tests
Mental Tests
Job Knowledge
Tests
Objective Tests
Mechanical Tests
Work Sample Tests
Projective Tests
Induction is the process of the receiving & welcoming an employee when
he first joins company & giving him the basic information.
In Vimal Daiy Pvt.Ltd. there is nothing likes any special induction
process but it follows simple induction programmed by introducing new
employee about work environment & necessary in formation is provide so that
he can adjust himself easily with the organization.
[ 5 ]
42
WAGES ANDSALARY
5.1 WAGES AND SALARY ADMINISTRATION
43
Wages & Salary administration refers to establishment & implementation
of sound policy & practices of employee compensation. There are various
factors, which may influence the process fixation of wages for worker.
Vimal Daiy Pvt. Ltd. has a sound & satisfactory wages & salary structure.
The firm pays salary to the employees as per their skill.
Rate of increment for month of oct- 2008 to march- 2009 is 1.80 %.
EXECUTIVE
44
LevelOld Before 1-9-1997 New After 1-9-1997
Min. Scale Max. Scale Min. Scale Max. Scale
E1 8500 10500 10500 15300
E2 7450 8100 8100 10500
Staff level Scale of pay
(Rs)
Rate of Increment
Skilled - a 7500 1.80 %
Skilled - b 6550 1.80 %
Semi skilled 5000 1.80 %
unskilled 4100 1.80 %
STAFF
5.2 SALARY STRUCTURE
45
SALARY
Salary is the most important aspect in any of the organization. No person
will work for any organization until his dose not get the sufficient amount of
money what he has done for the organizational. The question arrives in our
mind that what should be the salary of the person in the organization well.
BASIC PAY
This basic pay is the pay, which is given to employee at every month. It is
allocated at different level according to the designation & position of the
employees.
INCOME TAX
The tax, which is taken from the person from their total income, knows
an income tax. This tax is change every year with the changes made in the
income tax policies made by the government.
PRBS SELF
PRBS self for the post retirement benefit scheme. This is also a trust
made by the Vimal Daiy Pvt. Ltd. & some percentage of amount deducted from
the employee salary.
5.3 ALLOWANCE STRUCTURE
Over Time Allowance
46
Overtime shall be calculated on basic pay plus DA only & no other allowance is
to be taken into consideration. Overtime allowance is calculated on actual
working hour, which exclude lunch break & absence of any kind including
weekly off holiday.
Traveling Allowance
If pay was 3250 & above than actual fare public bus or Rs 2.10 paisa per
km for journey by motor cycles of Rs1.50 per km.
If we have own car than 4.20 per km.
Leaving Allowance
Casual Level
Maximum 12 days in a year.
Half Pay level
Account of every employee shall be credited with half pay level in
advance in to installment of days each on 1st day of every calendar year.
Accident level
Accident leave shall not be granted employee has reported the accident during 3 month.
House Rent Allowance
17.5 % of basic pay or actual rent paid which ever is less
Bonus
47
They provide bonus from the sufficient profit to every year under bonus
act. The employee will get bonus at a rate of 20% of annual salary during the
financial year.
Provident Fund
They provide Provident Fund of 12% of the salary.
48
[ 6 ]
CONCLUSION
CONCLUSION
49
The Training of Vimal Daiy Pvt. Ltd. A response from personnel
department to collect information help me lot to quite experience as well as a
management student & I am very much thankful to Vimal Daiy Pvt. Ltd.
At the end of my report, I can conclude that Vimal Daiy Pvt. Ltd. is well
managed and successful in the Corrugated boxes and Flexible Packaging
industries. The management is well managed directly under the owner of the
firm.
I am sure and confident that sullies capable and innovative. My best
wishes for future success of the firm.
Towards me the behavior of the officials was polite and well co-
operative. They provide me the level best information for the completion of my
project report.
I am sure it will run on the path of ,
“ Success ”
50
[7]
BIBLIOGRAPHY
BIBLIOGRAPHY
51
For studying each and every aspect of management I took the help of
following authors for completion of my report on Recruitment and Selection of
“Vimal Daiy Pvt.Ltd” I have referred following book,
1. HUMAN RESOURCE MANAGEMENT
K ASWATHAPPA Dean, faculty of commerce and management, and Director
canara bank school of management studies Bangalore University, 4 th Edition,
2006 Published by- Tata McGraw- Hill company limited, new Delhi. Chapter -
6 , Page No- 132.
To collect more information about “Vimal Daiy Pvt.Ltd.” I used following
website:
www.Vimaldairy.com
52