A project report on

“ANALYSING HUMAN RESOURCE OPERATION,

COMPETENCIES AND MAPPING SKILLS”
Conducted at

Haldiram snacks pvt. Ltd.

In the partial fulfilment of
Bachelor’s of business administration (B.BA.)
Session(2020-23)

In supervision of submitted by
Prince
Roll number:

Maharishi Dayanand University (M.D.U. ) rohtak

 HALDIRAM’ SNACKS PVT.LTD
National highway 44 Kumashpur
Sonipat Haryana (131001

BONAFIDE CERTIFICATE
 DECLARATION

This is to declare that the Project Report entitled “ ANALYSING HUMAN RESOURCE
OPERATION, COMPETENCIES AND MAPPING SKILLS ” AT “HALDIRAM’S
COMPANY” is an original work done by me & submitted to Department of Management studies
under the guidance of, Dr .AJAY MITTAL Professor, HINDU College ,Sonipat For the award
of BACHELOR OF BUSINESS ADMINISTRATION(B.B.A.). For the further declaration that
this report has been purely and truly submitted to the respective college authority.

Name : PRINCE

Roll no. : 224718

Regtd. no. :2017461250

 ACKNOWLEDGEMENT
“Perseverance inspiration and motivation have always played a key role in success of any
venture”. I hereby express my deep sense of gratitude to all the personalities involved directly
and indirectly in my project work.

I would thank to God for their blessing and my parents also for their valuable Suggestion and
support in my project report.

I express my sincere thanks to my company guide Mr. Gaurav Mahajan, Manager of marketing
& sales, Haldiram’s snacks pvt ltd, Noida for giving me an opportunity to work under his
guidance and support during the course of the project. I would also like to thank Mr Avnish
Sharma marketing team member, Ghaziabad for their valuable inputs and suggestions that have
played a crucial role at every stage in the development of the project.

I would also like to thank MR. Anurag Goel (Senior Sales Officer) for his guidance and better
co-operation and help that is being provided in collecting the data and filling the questionnaire.

I owe a special debt of gratitude to the entire individual and retailers, distributors & consumers
who helped me in completing the project and to all the retailers for their better cooperation &
help being provided by them

Last but not the least; I would like to express my sincere gratitude to all faculty members who
have taught me in my BBA curriculum and our Director Prof. Tushar Kanti who has always
been a source of guidance, inspiration and motivation. However, I accept the sole responsibility
for any possible errors of omission and would be extremely grateful to the readers of this project
report if they bring such mistakes to my notice.

( prince )

Roll No:-224718

Regn. No:-2017461250
TABLE OF CONTENT
 EXECUTIVE SUMMARY
Haldiram is one of the leading brand in restaurant industry in India, it’s headquartered in
Nagpur, Maharashtra. The company has manufacturing plants in a wide variety of locations
such as Nagpur, New Delhi, Gurgaon, Hooghly, Rudrapur and Noida. Haldiram’s has its own
retail chain stores and a range of restaurants in Pune, Nagpur, Raipur, Kolkata, Noida and Delhi
It is the brand name which is always associated with quality product and service. It Took more
than six decades to become the leading manufacturer of Indian savory snacks. The savory snacks
industry has been immensely through all these years to form an Industry of about $425 millions.
And the market potential for this industry is estimated to be around $ 1 billion. The savory
snacks market is divided into organized sector and an unorganized sector. Currently, about 45 %
of the market is being served by the organized sector and the balance 55% is served by the
unorganized sector. Presently the company has 20% market share of the organized sector.

This project deals with analyses of various operations performed by human resource.

Personnel at Haldiram’s company. It includes all the procedures and policies followed at this
company related to human resource operations. The various operations include:
  Recruitment
 Job analysis
 Competency mapping
 Gap analysis
 Skill matrix.

In recruitment I have analysed the process of recruitment followed at Haldiram’s starting

With job requirement, job analysis , searching the candidate through job portals,

References or campus, then interview and final selection. I have also studied the criteria to

Map the competencies of various personnel and job as well .Then i studied how to do

Measure and analyse the gap between what is desired and what the actual performance is at the
end.
 INTRODUCTION

Human Resources is a basic need of any work to be done .Human Resource Management is
concerned with the “human Being” in an organization. Human Resource Management is viewed
in the way of staff and support which provides assistance in HRM matters to Line employees, or
those directly involved in producing organization’s goals and services . HRM is a function of
every manager’s job. Whether or not one in a “FORMAL HRM” department, the facts remain
that to effectively managers to handle the activities. Human Resource planning helps determine
the number and types of the people an organization needs . Recruitment follows Human resource
planning and goes hand in hand with the selection process by which organizations evaluate the
suitability of the prospective candidates for the job . Job analysis and job design specify the tasks
and duties of jobs and the qualifications expected form prospective job holders . The next logical
step is to select the right number of people the right type to fill the jobs. Selection involves two
broad gropes of activities:

(a) Recruitment
(b) Selection.

Recruitment is a process of searching out the potential applicants and inspiring them to apply for
the actual or anticipated vacancy whereas Selection is a process of hiring employees among the
shortlisted candidates and providing them a job in the organization. An organization small or
large, profit or service oriented, the ultimate aim is to achieve organizational goal. This
achievement can only be possible through skilful and management of power. Selection is a key
component in the acquisition of human resources. Without a reliable selection mechanism, a
business can never flourish, especially in the present world market Economy, which is fiercely
competitive and dynamic. Usually after successful completion of recruitment, selection and
induction process the new employee must be developed to better fit the job and organization.
Haldiram company has an enriched and skilled Human resource Division. HRD through definite
and systematic recruitment and selection procedure selects and trains up its manpower for
achieving its ultimate goal. This study is important because we find out the methods of Haldiram
adopts for recruitment and selection and some recommendations for their better effect in future.

2)ORIGIN OF THE STUDY

The Internship report is prepared for making a study on “RECRUITMENT AND SELECTION
PROCESS at “Haldiram private limited” It is required for BBA program Internship which
includes three months practical working experience at a branch office in the representative
organization.the guideline and preparation of the report was supervised and directed by Dr. Ajay
mittal, professor of hindu College and I am thankful to him for assigning this project.

3)OBJECTIVES OF THE STUDY

3.1) BROAD OBJECTIVES

 To make familiar with the terms what I have studied during BBA course.
 To know about the HR functions and processes at Haldiram private ltd
 To get an overall idea about the management functions and operation strategy of
Haldiram company.

3.2) SPECIFIC OBJECTIVES

 To be familiar with the HR Management at Haldiram company

 To fulfill the partial requirement of BBA degree.
 To gather comprehensive practical knowledge on the Recruitment and selection process
and to know how Haldiram company works at operational level.
4)LIMITATIONS OF THE STUDY
The officers are very co-operative but they are too busy to give me time to get knowledge about
practical activities. Moreover, they have to deal in a very competitive environment based on
money related activities. I had to prepare this report alone. Every task has some limitations. I
faced some usual constraints during the course of my Internship. These are as follows :-

 SHORT OF TIME: The time constraint of the study hindering the course of vast area.
 BUSY WORKING ENVIRONMENT: The officials had sometimes been unable to
provide information because of their huge routine work.
 LACK OF SUFFICIENT WEL INFORMED OFFICIALS: Many officials of the
branch are not well informed about different systems of Haldiram company. They know
but less. I had to Face much difficulty to collect this information.
 INSUFFICIENT DATA: Some desired information could not be collected due to
confidentially of business.
 CONFIDENTIAL ISSUES : Human resource department maintains very much
confidential about their activities and internal information.
 COMPANY’s PROFILE
Slogan : Taste of tradition
Haldiram’s has over 410 products. Its product range includes traditional namkeens, western
snacks, Indian Sweets, cookies, sherbets, and pickles such as gulab jammun and Bikaneri bhujia
and papad. The company also produces ready-to-eat food products. In the 1990s, the production
of potato-based foods was enabled by the importation of machinery from United States designed
for these purposes. Sweet and Salt are as diametrically opposite to each other as North pole and
South Pole but they perform wonders when used on the taste buds, this delicate use of both the
tastes in Mathai’s (Sweet Meal) and Namkeens (Salty Snacks) has made Haldiram’s undisputed
leader of the sweet industry. Haldiram’s synonymous with sweet meal as Cadbury is to
Chocolates. By default Haldiram’s can be termed as “Taste of Tradition”.
From a humble beginning in Bikaner in 1937 Haldiram’s have grown phenomenally and are
today an internationally renowned sweet me at manufacturer with chain of restaurants.
Haldiram’s products inherits the Matchless quality, Zero impurity and world class packaging,
efficient distribution network are the hallmark of each and every Haldiram’s Product and to top it
up the trump card of reasonable prices and efficient marketing strategy and the key to success.
Headquartered at Nagpur (M.S.) India.

The management at Haldiram's Is quality conscious no doubt they always believe in superior
input superior output. It has regional offices at Mumbai. Bangalore and Chennai. It is a member
of the SFA (Snacks Food Associations of America) & ESA (European Snacks Food
Association). The company has won prestigious International Food award . The company has
ISO:9001-2000 certification and HACCP certification by Det Norske VERITAS of
Netherlands. And it’s not only in India that Haldiram has made its mark. The

USA,EUROPE,CANADA,MIDDLEEAST,AUSTRALIA & NEW ZEALAND too have sampled

Haldiram’s authentic India Flavours. So much so, that Haldiram also went on to win the
prestigious award for Food & Beverages awarded by Trade Leaders club in Barcelona, Spain.In
yearly 1940’s somewhere in the remotest hamlet in Bikaner, Rajasthan GANGA BISHEN
AGARWAL alias HALDIRAM expertising in his skill of making bhujias served the local
clienteles on contract basis, never was he aware that his name would create history. He was the
first to commercialize the name Haldiram’s in 1958 and named his shop Haldiram Bhujiawala,
dedicated to his legendary father. The popularity of Haldiram’s soon grew and the trade
expanded to almost all the corners in India. Late Shri Ramesh warlal was soon aided by his
eldest son Prabhu shankar, the present Chairman, whose undeterred efforts and managerial skill
led to diversification into traditional Indian Sweets.

The growing demand led to expansion in Production and the opening of new superbly decorated
and well maintained four Showrooms Kolkata. The latest, under the hallmark- Pure Food, was
inaugurated at VIP Road in 1999, near Airport covering an area of 100 thousand sq.ft so as to
create a Landmark in Kolkata. This exquisite showroom cum manufacturing unit, which boasts
more than 1000 items to gorge upon, offers the most ambient surrounding. Every effort has been
taken to provide the best of the Haldiram’s made and packed in the most Hygienic conditions. A
series of state of the art machineries have been installed to maintain uniform level of production.
Every effort is taken to maintain strict vigil over quality and conformity of standards. There is a
full-fledged laboratory, which monitors the quality of the raw materials and, inspects and tests
samples drawn from batches of daily production. An R&D wing vigorously studies means to
improve quality, taste, packaging and ways to improve the shelf life of the products. Strenuous
efforts are Undertaken to reach the best of even the most perishable sweets- in its original taste to
any part of the world on client demand.

Haldiram’s products are marketed at various retail locations such as bakeries and confectionery
stores, among others, and also on various commercial websites. The pricing of the company’s
products is typically inexpensive compared to similar products made by other companies. Prior
and up to August 2003 in the United States market, the company’s products were limited to
potato chips. The company’s products are carried by some Indian supermarkets in U.S. In U.S.,
Haldiram’s products are popular with the Indian diaspora.
Hierarchy chart
 Haldiram's mission:-

Haldiram’s began as a tiny shop in Bikaner, the land as famed for its savouries as for its leather-
faced pipe players and fierce warriors. By 1982, Haldiram’s had set up shop in Delhi and the
capital had begun to stop by and take note of the savouries and sweets. It was word of mouth that
grew the business manifold over the next decade till Haldiram’s came to stand for a food
company that was synonymous with taste, hygiene and innovation.

USA was the first market we started exporting to, thanks to the large Indian population there.We
began with about 15 products, all savouries, because they are a favourite with Indians.

What began as a small-town enterprise in india is today a global phenomenon. Haldiram’s is a

way of life for Indians no matter which country they live in.And the Countries they live in are
also fast developing a penchant for these products.

Their mission is fortified by 4 core beliefs:

i. Dedication to manufacturing.
ii. Complete control over core components and technology.
iii. Nurturing and leveraging a powerful brand.
iv. Pursuing ethical business practices.

Haldiram’s products
Haldiram’s is very traditional in terms of advertising and promotions. However, to be in sync
with current times, Haldiram’s tied up with the 2015 Bollywood film Prem Ratan Dhan Payo
and more than 1.5 crore (15 million) Haldiram’s snack packets were printed with the logo of
the film. The chain is actively expanding its franchises. Haldiram has following category of
products:

Sr. No. Products name

1. Namkeen

2. Tin packed sweets

3. Sweets

4. Syrups

5. Pickle
 6. Papads

7. Dry fruits

1) Namkeen’s:
 Chana bhujia
 Elaichi bhujia
 All in one
 Aloo bhujia
 Navratan mixture
 Chatpata mixture
 Corn flakes
 Nut cracker
 Aloo khelra
 Kaju dalmoth
 Badam laccha
 Badam dalmoth
 Bhujia
 Chana dal masala
 Khatta meetha
 Murukku.
 Chana chips

2) Tin packed sweets:

 Raj bhog
 Angoori petha
 Orange rasgulla
 Pineapple rasgulla
 Gulab jamun
 Mango rasgulla
 Classic rasgulla
3) Sweets:
 Kesaria laddu  Soan cake rose
 Kaju barfi  Soan cake orange
 Sakkar para  Soan cake cashew
 Badam barfi  Dry fruits chikki
 Soan papdi  Soan cake chocolate
 Kumra petha  Soan cake strawberry
 Kesaria peda  Chandrakala
 Moong laddu  Mathura peda
 Milk peda

4) Syrups:
 Khus syrup
 Badam syrup
 Pineapple syrup
 Keshariya thandai syrup
 Rose syrup
 Orange syrup
 Green mango syrup

5) Pickles:
 Mixed pickle
 Mango pickle
 Green chilli pickle
 Lemon pickle
 Lime ginger garlic
 Garlic mango pickle
 Sweet mango laccha
  Crushed red chilli pickle
 Mango kasundi pickle

6)Papads:

 Plain papad
 Masala papad
 Crispy papad
 Bikaneri papad

7)Dry fruits:
 Cashew
 Almonds
 Akhrot
 Resin
 Almonds

Brand recognition:
The strength of the HALDIRAM brand is reflected in the impressive list of
achievements below:

 Consistently the most preferred brand.

 Company” in India’s “Most Admired Marketing Consumer Namkeens and Sweets.
 The “most preferred brand” in Namkeens and Sweets. – Brand Equity Survey.
 The “No. 1 FMCG Brand”.
 One of the “top coolest brands among Family”. – Brand Equity Survey

Quality policy

HALDIRAM FOODS INTERNATIONAL LTD are committed to Manufacture variety of

Sweets (Sweetmeats), Namkeens (Savouries), Pasta & 3 – D Snacks (Extruded Foods)to the
complete satisfaction of Domestic & International Customers with regard to Quality & Food
Safety.

They strive to provide world class quality products by:

 Utilizing hygienic, safe and premium quality ingredient and material.

 Adhering to good manufacturing and hygienic practices .

They are committed to continually improve all activities to enhance customer satisfaction,
organizational performance and market leadership. They comply with Statutory, regulatory
requirements and all their actions are planned and executed to fulfill this policy consistently
through to dedicated involvement of all employee.
 Company’s exports
EXPORTS:
Around 20 million ethnic Indians spread in over a number of countries around the world and they
have started export of sweets and snacks in way back 1996 to reach the ethnic Indians abroad.
They keep 50+ export worthy products and are successfully exporting them to around 16
countries.

Fig: picture showing grip of haldiram’s throughout the world

The quality of products is backed with ISO-9001:2000 and HACCP Certification. 20+ imported
machineries and new techniques of manufacturing bases a true International look and helps in
meeting the stringent quality norms adhering to International Standards.

Main exported products:

 NAMKEEN
 SWEETS
 PAPAD
 GIFT BOXES
 BAKERY PRODUCTS

THE ROAD AHEAD:

In the financial year 2001-2002, the combined turnover of all three units of Haldiram’s

Was estimated at Rs. 4 billion. The company targeted a growth of 15% for the financial

Year 2002-2003. Analysts felt that, given the competition in the industry, Haldiram’s

Needed to develop new initiatives achieve this growth.

The competition in the ready-to-eat snack foods market in India was intensifying. Frito

Lay India ltd. (Frito Lay), one of Haldiram’s major competitors, was expanding its

Market share. Instead of directly competing with the market leader Haldiram’s, the

Company launched innovative products in the market and backed them with heavy

Publicity. Frito Lay’s product range consisted of a mixture of traditional Indian and
Western flavors which appealed to younger and older generations. Its products included

Lehar Namkeens, Lehar Kurume (snack sticks), Lays (flavored Chips), and Cheetos (snack

Balls), Uncle Chips and Nutyumz (nut snacks). Frito-Lay was the first company to launch

Small 35 gm packs namkeens priced at Rs. 5 and also the first company in the organized

Sector to launch Aloo Bhujia Another competitor, SM Foods, introduced a range of

Innovative products.

The company launched India’s first non-wafer chips in 1988. SM offered products under

Two main brands – Peppy and Picnic. Under Peppy, it had sub brands such as Cheese Balls,
Ringos, Hi Protein Crispies, Potato Rackets, Hearts, Veggie Treat, Mixtures and

Minerette. Under Picnic, it had Protein Pin, Junior and Corn Puffs.

Haldiram’s also faced tough competition from domestic players such as Britannia

Industries Ltd., Bikanerwala Foods and ITC. In addition, FMCG major HLL had also

Announced plans to enter the snack food market. Analysts felt that Haldiram’s lagged

Behind competitors in offering snack foods targeted at children, who were always eager

To try new flavors in every product category.

They felt that the company concentrated too much on traditional Indian items such as

Bhujia Sev and Moong Dal. Haldiram’s had in fact, taken steps to fill the gaps in its

Portfolio. Rajendra Agarwal, the owner of the Nagpur unit said, “We want to expand our

Market by introducing snacks that will appeal to younger people. There will be no growth

In the traditional snacks category.”. The unit planned to launch products such as flavoured
Ready-to-eat popcorn and a product similar to Leher Kurkure. Though Haldiram’s had

Increased its focus on advertising and promotion in the last couple of years, still more

Initiatives in this direction were necessary. Frito Lay’s expenditure on product

Promotion was much higher. With successful ad campaigns such as “control nahin hotha”

(it is irresistible) for the Leher brand of namkeens, the company made sure that it attracted

The attention of viewers.

According to media reports, Haldiram’s lagged behind competitors in the area of

Customer service. A report in Deccan Herald that Prabhu Shankar Agarwal, the

Owner of the Kolkata unit, was arrested on charges of manhandling customers only reiterated

This opinion. The report also mentioned that few of the company’s restaurants did not

Possess the minimum requirements, such as sufficient seating arrangements and adequate

Parking lots. Haldiram’s also had to deal with problems created by spurious products.

Some companies claiming to be close associates of the original Haldiram’s of Bikaner

Used the Haldiram’s brand name in their products. For example the ‘Haldiram Madanlal’

Company claimed that its proprietor, Anil Kumar Agarwal, belonged to the Haldiram’s

Family of Bikaner. The manufacture of spurious products threatened to dilute the

Haldiram’s brand image apart from affecting the sales.

According to some analysts, many of the problems facing Haldiram’s arose due to an

Informal split between its three units in the early 1990s. The split occurred when Prabhu
Shankar Agarwal, who was heading the Kolkata unit of Haldiram’s, filed a complaint in

The court against the Delhi and Nagpur units, alleging breach of contract when they

Opened a sweet shop in New Delhi in 1991. This led to a bitter court battle for many

Years. The court delivered a final verdict in 1999, when Haldiram’s units were formally

Split as three separate companies with specific business territories.

The consequences of the split were a matter of concern. Though on paper, the three

Companies had clearly defined boundaries within which they should operate, in practice,

They did not stay within their boundaries. They penetrated each other’s territories and

Competed among themselves for a larger share of the snacks market. Analysts felt that

Competitors would take advantage of this split. Since the scope for increasing market

Share in India was limited, these companies began to compete aggressively in

International markets. They used the internet, not only to market their products but also

Compete with each other.

 RESEARCH METHODOLOGY

 OBJECTIVE OF THE STUDY

The main objective of the study is to study the various roles of human resource at
Haldiram’s . This study helps to determine what roles are carried out by the human resource
personnel and how they are performed. This study highlights what lacks in human resource
management and what can be done to improve the role of management in the Haldiram’s
  RATIONALE OF THE STUDY
During the work ,I have studied the company’s manuals , human resource policies and the
information collected from employees via interaction and then analysing them in order to
make data meaningful.

 SCOPE OF THE STUDY

This study defines the expectations of the employees from the company, company's
expectations from the employees and existing human resource development policy, norms
and operations that are taking place in haldiram's.

CRITICAL REVIEW OF LITERATURE

INTRODUCTION OF THE FMCG SECTOR
The Fast-moving consumer goods (FMCG) sector is the 4th largest sector of the Indian
economy. It is characterised by high turnover consumer packaged goods, i.e. goods that are
produced, distributed, marketed and consumed within a short span of time.FMCG companies
maintain intense distribution network. Companies spend a large portion of their budget on
maintaining distribution networks. New entrants who wish to bring their products in the
national level need to invest huge sums of money on promoting brands. Manufacturing can
be outsourced. A recent phenomenon in the sector was entry of multinationals and cheaper
imports. Also the market is more pressurized with presence of local players in rural areas and
state brands.

Fast Moving Consumer Goods (FMCG) goods are popularly named as consumer packaged
goods. Item in this category include all consumables (other than groceries/pulses) people buy
at regular intervals. The most common in the list are toilet soaps, detergents, shampoos
toothpaste, shaving products, shoe polish, packaged foodstuff, household accessories and
extends to certain electronic goods. These items are meant for daily of frequent consumption
and have a high return. A major portion of the monthly budget of each household is reserved
for FMCG products.

The performance of the industry was inconsistent in terms of sales and growth for over 4
years. The investors in the sector were not gainers at par with other booming sectors. After
two years of sinking performance of FMCG sector, the year 2005 has witnessed the FMCGs
demand growing. Strong growth was seen across various segments in FY06. With the rise in
disposable income and the economy in good health,

The urban consumers continued with their shopping spree.

- Food and health beverages, branded flour, branded sugarcane, bakery products
such as bread, biscuits, etc., milk and dairy products, beverages such as tea,
coffee, juices, bottled water etc, snack food, chocolates, etc.
- Frequently replaced electronic products, such as audio equipments, digital
cameras, Laptops, CTVs; other electronic items such as Refrigerator, washing
machines, etc. coming under the category of White Goods in FMCG;

Sector Outlook
FMCG is the fourth largest sector in the Indian Economy with a total market size of Rs.
60,000 crores. FMCG sector generates 5% of total factory employment in the country and

Is creating employment for three million people, especially in small towns and rural

India.

Analysis of FMCG Sector

1)Strengths:
 Low operational costs.
 Presence of established distribution networks in both urban and rural areas.
 Presence of well-known brands in FMCG sector

2)Weaknesses:
 Lower scope of investing in technology and achieving economies of scale, especially
in small sectors.
 Low exports levels.
 “Me-too” products, which illegally mimic the labels of the established brands. These
products narrow the scope of FMCG products in rural and semi-urban market.

3)Opportunities:
 Untapped rural market.
 Rising income levels, i.e. increase in purchasing power of consumers.
 Large domestic market- a population of over one billion.
 Export potential.
 High consumer goods spending .

4)Threats:
 Removal of import restrictions resulting in replacing of domestic brands.
 Slowdown in rural demand.
 Tax and regulatory structure.
Growth Prospects
With the presence of 12.2% of the world population in the villages of India, the
Indian rural FMCG market is something no one can overlook. Increased focus on
Farm sector will boost rural incomes, hence providing better growth prospects to
The FMCG companies. Better infrastructure facilities will improve their supply
Chain. FMCG sector is also likely to benefit from growing demand in the market.
Because of the low per capita consumption for almost all the products in the country,
FMCG companies have immense possibilities for growth. And if the
Companies are able to change the mindset of the consumers, i.e. if they are able to
Take the consumers to branded products and offer new generation products, they
Would be able to generate higher growth in the near future.

It is expected that the rural income will rise in 2007, boosting purchasing power
In the countryside. However, the demand in urban areas would be the key growth
Driver over the long term. Also, increase in the urban population, along with
Increase in income levels and the availability of new categories, would help the
Urban areas maintain their position in terms of consumption. At present, urban
India accounts for 66% of total FMCG consumption, with rural India accounting
For the remaining 34%. However, rural India accounts for more than 40%
Consumption in major FMCG categories such as personal care, fabric care, and hot
Beverages. In urban areas, home and personal care category, including skin care,
Household care and feminine hygiene, will keep growing at relatively attractive
Rates. Within the foods segment, it is estimated that processed foods, bakery, and
Dairy are long-term growth categories in both rural and urban areas.
Indian Competitiveness and Comparison with the
World Markets

The following factors make India a competitive player in FMCG sector:

 Availability of raw materials:-

Because of the diverse agro-climatic conditions in India, there is a large raw
Material base suitable for food processing industries. India is the largest producer
Of livestock, milk, sugarcane, coconut, spices and cashew and is the second
Largest producer of rice, wheat and fruits &vegetables. India also produces caustic
Soda and soda ash, which are required for the production of soaps and detergents.
The availability of these raw materials gives India the location advantage.

 Labour cost comparison:

Low cost labour gives India a competitive advantage. India’s labour cost is amongst
The lowest in the world, after China & Indonesia. Low labour costs give the
Advantage of low cost of production. Many MNC’s have established their plants in
India to outsource for domestic and export markets.

 Presence across value chain

Indian companies have their presence across the value chain of FMCG sector,
Right from the supply of raw materials to packaged goods in the food-processing
Sector. This brings India a more cost competitive advantage. For example, Amul
Supplies milk as well as dairy products like cheese, butter, etc.
 Top 10companies in FMCG sector
S. NO.
Companies

1.
Hindustan Unilever Ltd.

2.
ITC (Indian Tobacco Company)

3.
Nestlé India

4.
GCMMF (AMUL)

5.
Dabur India

6.
Asian Paints (India)

7.
Cadbury India

8
Britannia Industries

9
 Procter & Gamble Hygiene and Health Care

10

Marico industries

DETAILS OF DATA COLLECTION

 PRIMARY SOURCE
The first hand source for getting information as building blocks to create stories from the past .
These sources are called as primary sources, because they are the first evidence of something
happening, or being thought or said. Primary sources are created at the time of an event , or very
soon after something have happened. These sources are often rare or one-of-a-kind. Examples of
primary sources are diaries, letters, interviews, newspapers etc.

Primary source at Haldiram’s :

 Interaction with employees

 SECONDARY SOURCES
Secondary data is research data that has previously been gathered and can be accessed by
researchers. The term contrasts with primary data, which is data collected directly from its
source. Sources of secondary data include books, personal sources, journals, newspapers,
websites, government records etc.

Secondary sources at Haldiram’s :

 Company’s websites
 News letters
 Hr Policies Manuals
 Personnel manuals

FINDINGS AND ANALYSIS

HUMAN RESOURCE OPERATIONS OF HALDIRAM’S MANUFACTURING

LTD.

 Recruitment
 Job analysis
 Competency analysis
 Gap analysis or mapping process
 Skill matrix

RECRUITMENT AND SELECTION

Recruitment and selection are the most Important functions in an organization because
With the help of these functions the Management selects the best available Candidate
 from a batch of them. The Organizations in this growing competitive World, need to have
the best of the manpower so as to have an edge over its competitive.

SOURCES OF RECRUITMENT AT HALDIRAM:

 Internal Sources:-
 Present Employees who can be transferred or given promotions.
 The retired and retrenched employees who want to return to the company.
 Dependents and relatives of the deceased and disabled employees.

 External Source: -
 Placement Agencies.
 Recommendations.
 Recruitment at factory gate.
 Employment Exchanges.

Selection
Selection is the process of choosing the best candidate out of the all the applicants. In this
process, relevant information about the applicants is collected through a series of steps so as
to evaluate their suitability for the job to be filled. It is the process of matching the
qualifications with those required for the job so that the candidate can be entrusted with the
task that matches with his credibility. It is a process of weeding out unsuitable candidates and
finally identifying the most suitable candidates.

This process divides the candidates into two categories-the suitable ones and the unsuitable
ones. The suitable people prove to be the asset for the organization. Selection is a negative
process because in this process the management tries to minimize the number of people at
each step so that the final decision can be in the light of all the factors and at the end best
candidate is selected. Selected candidate the has to pass through the following :
  Stages in Haldiram-
 Preliminary Interview.
 Application Form.
 Selection Test.
 Selection Interview.
 Physical Examination.
 Reference Check.
 Final Approval.
 Employment

Job analysis
As shown above job analysis includes the following:

 Job description
 Job specification
1) Job description

A job description is a useful, plain-language tool that explains the tasks, duties, function and
responsibilities of a position. It details who performs a specific type of work, how that work
is to be completed, and the frequency and the purpose of the work as it relates to the
organization’s mission and goals.

2) Job specification

A job specification is a statement of the qualifications, personality traits, skills, etc. required by
an individual to perform the job.

Competency analysis
The buzzword of today’s environment is dynamics or processes of change in firms and

Their management. Given the fact that environment are becoming increasingly dynamics,
Strategic planning based on static and rational view has long ceased to suffice. In order to

Create competitive advantage in a changing environment, firms are now focusing on

Building core competence and transferring them between various business units.

Intangible resource continues to hold the potential to lead to such competitive advantage.

Understanding how these resources need to be developed and how they should be

Managed becomes the imperative of every manager. Competences are generally regarded

As unique resources which are knowledge based and can lead to direct competitive

Advantage. They are created by refining the knowledge, both explicit and tacit residing

Within the employees of the organization. Competences are only valuable if they can be

Used in market place and have to change with the dynamics of the market.

Thus continuous evaluation of competencies and their relevance in today’s market place

And development of these competencies form the basis of strategic planning of the

Organization.

What is a competency?

The word competency is derived from Latin word “Competence” which means ‘to be

Suitable’. The competency concept was originally developed in psychology denoting

Individuals’ ability to respond to demand placed on them by their environment. Ulrich

Defined competency as knowledge, skill or ability of employees relevant for Organizational

performance.

The levels of competency are:

 Practical competency: an employee’s demonstrated ability to perform a set of tasks.

  Foundational competence: an employee’s demonstrated understanding of what and
why he/she is doing.
 Reflexive competence: an employee’s ability to integrate actions with the
understanding of the action so that he/she learns from those actions and adapts to the
changes as and when they are required.

 Applied competence: an employee’s demonstrated ability to perform a set of tasks

with understanding and reflexivity.

PROCESS OF ASSESSMENT:

The process starts by the individual assessing themselves against the competency

Standard.  At this stage the individual needs to compile a portfolio of evidence

Containing notes about things they can do to demonstrate competence.  The

Portfolio will also contain items such as references, certificates and letters

Which will help to show competence?

Workplace assessment involves an assessor reviewing the individual’s self

Assessment and portfolio of evidence.  The assessor will interview the individual

And spend time observing those performing skills on the job.

The assessor provides feedback to the Individual and identifies the areas needing development. 
A development plan is then compiled. After a period of learning skills and gaining knowledge
both on and off the job the individual will want to be re-assessed. If the individual can then show
competence against the required competencies and performance criteria, the qualification is
awarded. The competency Survey form is given in annexure-3

Competency model leads to

 A Distilled set of underlying personal characteristics

 Data generation from outstanding performers in addition to subject matter experts and
other job incumbents
 Outstanding Performance
 Gap Analysis or Mapping the competence:

Competence mapping is to make a connection between what the company needs and

What the worker can perform and eventually detect a gap. One assumption that must be

Present to uncover this gap is that current status of the competence can be documented.

The company also has to define what is needed now and in the future. With this

Knowledge one can be able to uncover a competence gap and prescribe what to do next.

To map the competence of a company or an institution is not easy, and below we will

Take a closer look to competence mapping and related items.

Why map competence?

The companies and institutions experience a gap between the existing knowledge in the

Organization and the needed knowledge. This gap has come into being because the

Market is demanding and only companies/institution that adapt to these higher demands

Will survive.

These demands deal with quality, price, time of delivery etc. that means workers have to

Learn new skills, both regarding to the product or the service produced and to the

Marketing and transport of the product. We have to sure that each worker and the

Company as a whole has the correct knowledge to fulfill these tasks. Therefore we have

To map the competence and compare this exiting competence with the wanted
Competence, the competence that is needed to make a better product and thereby to

Survive in a competitive market. One more important aspect of “competence mapping” is

That the mapping process initiates other processes in the company that is very important.

Since the mapping process can be quite extensive each worker will be more active in

Relation to the company’s goal and strategic plans of the company.

Competency mapping help in finding qualified employees who understand the situation

And roles they need to play to meet the corporate objective. Whereas competency

Modelling help in matching the people competencies with the jobs and defines the

Responsibilities that are needed to help the company reach its goals. It also helps in

Creating a link between work force and business objective. Competencies are also called

As “predictors of success”.

After the gap analysis it becomes clear the requirements of competencies to fill this gap.

If the required competencies are not available, then either they need to be developed or

Some new people have to be hired for the same. The next step is optional and may be

Conducted if we heed to hire to fill the competency gap.

 ‘How to -Prepare a Skills Matrix’

Introduction:-

A Skills Matrix is one of the most simple, but highly effective, tools available to assess
training needs. It is easily reviewed and updated, and presents the skills of team members in a
single chart.

Skills Matrix will help management to:

 Review the skills and competences required for roles within the team.
 Assess training needs.
 Identify gaps in skills within the team.
 Build commitment to the development of new skills.

Definition:-

A Skills Matrix is a table that clearly shows the skills held by individuals in a team, and the skills
gaps within a team.

Key steps in preparing a Skills Matrix used at Haldiram are:-

i. Identify the job roles in your team.

ii. Review and code standards of performance
iii. .Assess the requirement for on-the-job training
 Identifying job roles:

Team members are listed in the left hand column, up to 8 key tasks or roles that team Must
fulfill to be effective and achieve its goals are identified. It may help to know the Following :

 Ask yourself and your team “What are the main things that individuals in the team
have to be able to do?
 Refer to Job Descriptions for the team.
 Use National Vocational Qualification standards (NVQs) to help compile your list.
 The standards are a helpful starting point, which list the key skills required to operate
in a wide range of business areas. Consider new tasks and skills that may be required
of your team in the near future.
 If it becomes too complicated, break the job roles down into some key areas, and
create a Skills Matrix for each.

Coding and standards of performance:

Use a coding system to show who has the skills required, and who requires training. Three
are a number of ways of presenting this on the matrix. The most simple is to place across in
the relevant box for those who can complete the task, and leave a blank against those who
cannot.

Alternatively you could use a color coding system where:

Red = No skills in this area

Amber = Partly trained in this area

Green = Fully trained in this area.

Another option is to rate the skill level of the individuals with a coding system:

o Can complete the task .

o Can complete the task to the required standard
o Can complete the task to the required standard, in the required amount of time
o Could do all of the above and train others.

Assess the requirement for on-the-job training

Now the company is in a position to see what requirements they have for new skills to

Achieve team objective. The maximum number of people required to be able to complete

A skill may vary, and will affect the requirement for on-the-job training

.
 SWOT ANALYSIS OF HALDIRAM
 Strength  Weakness

 Opportunity  Threats

 Strength:-
1. A nationwide manufacturer and strong distribution channel
2. Strong control over distributors
3. Haldiram is the master brand is Namkeen.
4. Engage in proportioning throughout the year.
5. Employees are very much devoted to their works

 Weakness
1. Feedback system doesn’t not proper due to stringent policies
2. Low profit margin to the distributors.
3. Weak in chips segment.
4. Low profit margin to the retailers in Namkeen Segment.

 Opportunity
1. Steel big empty market
2. Huge demand in the month of August to March.

 Threats
 1. Facilities provided by the Lay’s, is offering credit sales.
2. Lay’s and Kurkure paints the outlets regularly.
3. Matter of low hygienic foods.
4. Insects are found
5. Entrance of Local product.

The Company does marketing in the following two markets:

 RETAIL MARKET
The company has kept all the open market as retail market in miss all the shop, Early shops ,
grocery shop, and general store are included.

 INSTITUTIONAL MARKET
In this segment the company has kept all the institutional shop/ contents. In this segment collage
canteens, school canteens , hospital canteen, Restaurant, cinema halls, shopping malls, it’s are
included.

SUGGESTIONS
 Company should have more HR executives to handle wide HR operations.
 Training should be given to low performers.
 Short visits to foreign locations
 Recreational facilities at the head office such as canteen, gymnasium, indoor games etc.
  Can provide scope for future enhancement of qualification.
 Company should give the incentives to its executives as extra benefits after salary.

TO Increase the market share:

 Company should spend some amount on advertisement of its products because the
competitors are using celebrities as their promoter in ads. For Kurkure akshay kumarand
for Lays ranbir kapoor
 Company should paints the walls of cafeterias time to time because its competitors do
this, this will bound the retailers to sale our product.

LIMITATIONS
 Every project has its limitation and it is wise to point them out instead of glossing over
them. This project was having some limitation, which is written below, and the aim
presentation is to increase confidence in the present result.
 Heavy reliance on secondary data
 Less time to cover wide Hr operations.
 Stringent policies lead to less interaction with the employees.

BIBLIOGRAPHY
1. Human resource & Personnel Management By Aswathappa. K.
2. Company’s manuals
3. Newsletter
4. HR Policy Manuals
CASE STUDY
In 1937, Ganga Bishen Agarwal, (popularly known as Haldiram), opened a small

Sweet shop in Bikaner, a small district in Rajasthan. Bikaner had a large number of

Sweet shops selling sweets as well as namkeens. ‘Bhujia sev,’ a salty snack

Prepared by Ganga Bishen, was very popular among the residents of Bikaner and

Was also purchased by tourists coming to Bikaner. In 1941, the name ‘Haldiram’s

Bhujiawala’ was used for the first time.

Till the early 1990s, Haldiram’s comprised of three units, one each in Kolkata,

Nagpur and New Delhi. The Agarwals family that owned Haldiram’s was always

Conscious of the need to satisfy customers in order to grow their business

In 2001, the turnover of the Haldiram’s was Rs 4 billion. The group had presence

Not only in India but in several countries all over the world . The company offered

A wide variety of traditional Indian sweets and snacks at competitive prices that

Appealed to people belonging to different age groups.

Haldiram’s had many ‘firsts’ to its credit. It was the first company in India to brand

‘namkeens3’. The group also pioneered new ways of packaging namkeens. Its

Packaging techniques increased the shelf life of namkeens from less than a week

To more than six months.

It was also one of the first companies in India to open a restaurant in New Delhi

Offering traditional Indian snack food items such as “panipuri,” “chatpapri,” and

So on, which catered to the needs of hygiene conscious non-resident Indians and

Other foreign customers

Since the very beginning, the brand ‘Haldiram’s’ had been renowned for its quality

Products. The company employed the best available technology in all its

Manufacturing facilities in India

Haldiram’s offered its products at competitive prices in order to penetrate the huge

Unorganized market of namkeens and sweets. The company’s pricing strategy took

Into consideration the price conscious nature of consumers in India…

Haldiram’s developed a strong distribution network to ensure the widest possible

Reach for its products in India as well as overseas. From the manufacturing unit, the

Company’s finished goods were passed on to carrying and forwarding

Agents. Haldiram’s product promotion had been low key until competition

Intensified in the snack foods market. Consequently, attractive posters, brochures and
mailers

Were designed to enhance the visibility of the Haldiram’s brand.

The above initiatives helped Haldiram’s to uniquely position its brand. Haldiram’s

Also gained an edge over its competitors by minimizing promotion costs.

Appreciating the company’s efforts at building brand, an analyst said, “Haldiram

Once was just another sweet maker but it has moved into trained brands first by

Improving the product quality and packaging. Through its clever products and

Brilliant distribution it had moved into the star category of brands

Restaurant of haldiram are in :

Chandni Chowk

Connaught Place

Khadi Gram Udyog Bhawan/Baba Kharak Singh Marg

Janpath/Central Cottage Industries Emporium

Hauz Khas Village

Santushti Shopping Arcade

Haldiram’s, GT Karnal Road, Sonipat

Haldiram has following departments:

Works Department : Mr. Manoj Patnaik

Accounts Department : Mr. Rajesh Gupta

HR Department : Mr. Ravindra Malik

Quality Control Department : Mr. Samarpal

Purchase Department :Mr. Shitij Kundra

Maintenance Department : Mr. Manoj Hood

Production Department : Mr. Kuldip Singh

Dispatch Department ; Mr.Manoj Arora

The case examines the evolution of Haldiram’s from a small sweet shop in a

Remote part of India to a major manufacturer of ready-to-eat snack foods in India.

The case also examines the issues that Haldiram’s must address to compete

Effectively with domestic and multinational players in the snacks food market in

India Haldiram competitive edge is provided by its human capital that is the most

Important and the most essential capital for any organization successful

Functioning.

There are many different ways of defining competency but competency actually

Are those characteristics of an individual that underline their successful performance

Or behavior in their particular cultural organization. Competencies can be used to

Facilitate many human resources function including training and development ,

Performance assessment , job description , succession planning and team building

– Not simply recruitment . However , they do not have to be applied in all the area

At the same time. There are several human resource functions that require a clear

And complete documentation of required skills and competencies if that human

Resource function is to be managed effectively.

Competency based assessment is a system for assessing a person’s knowledge and

Skills. Assessment is based on actual skills and knowledge a person can

Demonstrate in the workplace or in other relevant contexts.  Competency based

Assessment is also a system for providing portable qualifications against nationally

Recognized competency standards. In a competency based assessment system, it is

Recognized that learning can come from a variety of sources, both on the job and

Off the job, formal and informal.   Recognition is given for prior learning and for

Skills and knowledge which can already be shown.

Competency mapping help in finding qualified employees who understand the and

Roles they need to play to meet the corporate objective. Whereas competency

Modeling help in matching the people competencies with the jobs and defines the

Responsibilities that are needed to help the company reach its goals. It also helps in

Creating a link between work force and business objective. Competencies are also called

As “predictors of success

HALDIRAM SCENARIO

The most important operation of HR department is analysis of the competency and

There by mapping those competencies keeping in mind the organizational

Objectives and finally putting them into the skill matrix. As the popularity of

Haldiram grew the need for expansion of its operations arose. So the first problem

Was recruiting the right people for jobs. Recruitment is the process of searching

And obtaining applicants for jobs amongst whom the right people can be selected .

This most important function of oh HR personnel was carried out by outside

Agencies or consultancies . Hiring candidate through consultancies was highly

Costly , timely and inefficient too.

“Competency based interviews reduce the risk of making a costly hiring mistake and
increase the likelihood of identifying and selecting the right person for the right job”

Another important function of Hr is composition of salary . Earlier the salary was

Prepared manually but when the company thought of expansion and the workforce

Was increased than the whole system was computerized. HR executive is entitled

With composing the salary of each employee . Salary to all the employees are paid

On 7th of every month. The salary is prepared by HR department for all employees

Of the company, based on the attendance received from the employees. Then,

Salary slip is issued .

Competency based pay leads to;

“Provide an incentive for employees to grow and enhance their capabilities”

The next problem was clearly differentiating the roles or the duties and

Responsibilities related to each job or a particular position or in short doing the job

Analysis for this HR department executives were Cleary given an overview of all

The positions and their related requirements in order to avoided the chaos in the
Organization and to avoid overlapping of the work. In the absence of job analysis

Employees were placed on their jobs without having a proper knowledge of what

They are required to do and where their jurisdiction ends.

Then comes the most important function of measuring the competencies and

Getting standard for each and every job which was not given due consideration. No

Initiative was taken to evaluate employees work and matching those competencies

With the standards set because of this no appropriate action was taken for the

Employees who lacked and not even for those who performed well. But now the

Whole process has changed every month the performance of each employee is

Evaluated and time to time feedback is taken from the employees in the form of

Personal interaction or questionnaires and on that basis following measures are

Taken:

Employee of the month-Every month an employee is awarded on the basis o his/her

Work done or the level of competency required for that work. The extent to which

The employees is able to complete his/her task is measured to get employee of the

Month. And then appropriate reward is given on the basis of work in order to

Motivate the employees.

Competencies Enable

Establishment of clear high performance standards.

Collection and proper analysis of factual data against the set standards.

Conduct of objective feedback meetings.

Direction with regard to specific areas of improvement

After the setting of standards and measuring of competencies the next function is

To do the gap analysis in order to measure the gap between the standards and the

Actual work done or performed by an employee. When the company started there

Were no as such benchmarks or standards for any sort of work but as the

Competition grew and the expansion was done the need to measure the gap came

Up since in the food sector quality is the most important factor so it can’t be

Ignored in any situation. The gap analysis helps in determining each and every

Positions as well as peoples competency. This is done in Haldiram at the end of

Every month so as to assure an overall better and improved human resource.

At last the skill matrix that is the most important of all and a newly adopted

Concept is prepared that helps in clearly defining the areas as well as people who

Require the training. In the absence of the proper system this was not possible but

When the proper HR department came into being since then it became very clear to

Establish and organize training and development programmers that has helped the

Company in increasing the output both in terms of efficiency and effectiveness.

Now after every quarter training program me is organized. This helps in

Preparing the employees for the organsational goals and objectives. It not only

Helps in retention of employees but also in terms of productivity. Organsations

That have timely training and employee up gradation programmes get their people

Up to speed faster , have better alignment between what the employees do and what

The organizations needs them to do. It helps in determining individual skills that

They possess making them different from others. This helps in clearly identifying

The individuals training needs especially on the job.

Competency based training leads to:

Competency based appraisal process leading to effective identification of training needs.

Opportunity to identify/ develop specific training programmes – Focused training

investment.

Focused Training enabling improvement in specific technical and managerial

competencies

Competency based development leads to:

Competencies

Contribute to the understanding of what development really mean, giving the individual
the tools to take responsibility for their own development.

Give the line managers a tool to empower them to develop people

 CONCLUSION

Today the top executives have realized the importance of HR as it is the most

Important and essential capital or resource in any organization without whom no

Organization can flourish. Its only HR that helps in the smooth , effective and

Efficient functioning of the organization competency mapping with the help of

Good human resource not only helps to boost the morale but also restricts and

Limits employee’s turnover as well.

SYNOPSIS

TITLE –ANALYSING HUMAN RESOURCE OPERATIONS , COMPETENCY

MAPPING AND SKILL MATRIX AT HALDIRAM PVT LTD.
This project includes analyses of various roles of human resource at Haldiram that were
analyzed under the guidance of Mr. Ravindra Malik. This project gives an overview of
the various operations performed by human resource personnel as well as the process of
competency mapping and then finding out the training needs. It also highlights the areas
where Haldiram lacks and what can be done to overcome those hurdles in order to
improve the efficiency further. It also explains the scope of FMCG sector in India and the
opportunities available to them.