Professional Documents
Culture Documents
BY
JOHN PIUS
A PROJECT
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR
THE
MASTER OF BUSINESS ADMINISTRATION
CERTIFICATION
ACKNOWLEDGEMENT
I thank Christ University for giving me an opportunity to execute an organizational structural
training project. I would also like to express the deepest gratefulness to my mentor Professor
Dilip Chandra, for approving the company chosen by me and guiding me throughout the project
period. Without his supervision and steady help this project might not have been conceivable.
Also, a thank you to Manjilas Double Horse Company, Priya Sajeev (HR) and Deepi (HR) for
guiding me during the project period and helping me to acquire necessary information. I
likewise thank all the company departments and its team members for the valuable cooperation.
Lastly, but not the least, May I express my sincere gratitude to God Almighty and my parents
who have supported me all through my life.
TABLE OF CONTENTS
1. Declaration by the Candidate 2
2. Acknowledgement.3
3. Table Of Contents..4
4. History of the Organisation6
5. Profile of the Products7
6. Vision, Mission, Objectives & Strategies of the Organisation...8
i. Vision..8
ii. Mission8
iii. Business Objectives.....8
iv. Marketing Objectives...8
v. Strategies for further growth8
7. Organisational Design & Structure..9
8. Functions of various departments..10
i. HR Department..10
ii. Finance Department...11
iii. Production Department..12
iv. Marketing & Sales Department.12
v. Research & Development Department..13
vi. Quality Control Department..13
9. SWOT Analysis of the Organisation.14
10. KRA of the Organisation...14
i. KRA of HR Department15
ii. KRA of Research & Development Department.15
iii. KRA of Production Department16
iv. KRA of Finance & Accounting Department16
v. KRA of Sales Department.17
vi. KRA of Manufacturing Department..17
vii. KRA of Marketing Department.17
viii. KRA of Marketing Trainer18
Inspired by the support of its customers and foreseeing the potential for traditional food thats
made easy to suit todays busy, modern lifestyle, Manjilas Double Horse started introducing
products- from rice powders- breakfast mixes to instant mixes, wheat products, curry powders
and condiments made using Perfect Blend technology, naturally preserved pickles, health
foods, ready-to-cook & ready-to-eat products, traditional preserves, coconut products and more;
and is dedicatedly developing new and innovative product ranges, to keep up with its promise to
deliver good food and in turn, inculcate a healthy eating habit.
The founder of the company Late Mr. M. O. John - a visionary, a philanthropic and a
businessperson started off the firm with the aim of providing Great sustenance, for all. Mr.
M.O John was also the General Secretary of Kerala Vyapara Vyavasayi Ekopnana Samithi, the
biggest association of entrepreneurs in Kerala and the President of Chamber of Commerce,
Thrissur. His entrepreneurial abilities made him a pioneer of his times, and his brand the
pioneer for more than 50 years.
Today, Manjilas Double Horse offers its customers the widest variety of good food with more
than 20 superior types of rice and 100 premium quality food products in different ranges.
WHEAT
PRODUCTS
Chakki Fresh
Atta
Samba
Broken Wheat
Broken Wheat
Wheat Rava
Pls refer
Appendix 1 for Samba Wheat
Rava
variants
Roasted Rava
Vermicelli
Roasted
(Short Cut)
Long
Vermicelli
PASTE
Garlic Paste
Ginger Paste
Tamarind Paste
Ginger Garlic
Paste
HEALTH
PRODUCTS
Banana
Powder
Health
Mix
Ragi Vita
Ragi
Powder
CONDIMENTS
MASALAS
Sambar
Veg
Powder
Pickles
Chicken
Non
Masala
Veg
Meat
Pickles
Masala
Vegetab
Pickle
les In
Powder
Brine
Fish
Masala
Rasam
Powder
Vegetable
Masala
Egg
Roast
Masala
Biriyani
Masala
Garam
Masala
Chilli Powder
Coriander
Powder
Turmeric
Powder
Pepper
Powder
Ginger
Powder
Crushed Chilli
Kashmiri
Chilli
INSTANT
Instant Ready to Cook Curry Mix
Instant Ready to eat Payasams
Instant Ready to eat
Instant Breakfast
PICKLES
SWEET DISHES
Palada Payasam Mix
Rice Palada Payasam
Mix
Vermicelli Kheer Mix
Rice Ada
Diet Payasam Mix
Mission
To come out with a wide variety of innovative food products, that combines health, taste &
convenience, so as to make cooking good food fun & easy.
Business Objectives
Marketing Objectives
To dominate the national market rather than limiting the reach to just the Kerala market
To be the most preferred brand amongst malayalees
MANGING
DIRECTOR
BOARD OF
DIRECTORS
GM
PRODUCTION
GM PURCHASE
ASST GM
PRODUCTION
GM FINANCE
GM MARKETING
GM HR
GM QUALITY
CONTROL
ASST GM
PURHCASE
ASST GM
FINANCE
ASST GM
MARKETING
ASST GM HR
ASST GM
QUALITY
PRODUCTION
MANAGER
PURCHASE
MANAGERS
FINANCE
MANAGER
MARKETING
MANAGER
HR MANAGER
QUALITY
MANAGER
SUPERVISORS
SUPERVISORS
CHEIF
ACCOUNTANT
ASST.
MARKETING
MANAGER
ASST. HRM
QUALITY
CONTROLLER
WORKERS
WORKERS
ACCOUNT
STAFFS
AREA SALES
MANAGER
SUPERVISORS
SALES
EXECUTIVE
WORKERS
10
Manjilas group of companies has a common HR department for all the mills and units. This
department is located in the head office. All the units will have an HR executive who will report
to HR department at the head office. Total Human resource in the group is 1101 including staffs
and trainees. The HR department has to look after the ESI, PF and salary of all these staffs every
month. The HR manager will go to each unit every month personally to sort out the problems in
the mills. There are all together 4 executives at the head office working under this department.
The key activities of HR department includes the following, which when effectively integrated
provide significant, economic benefits to the company.
Workforce Planning
Recruitment
Induction, Orientation and On Boarding
Skills Management
Training and Development
Personnel Administration
Compensation in wage or salary
Time Management
Travel Management
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Payroll
Employee Benefit Administration
Personnel Cost Planning
Performance Appraisal
Labour Relation
Finance Department
Procurement of capital is one of the most important milestones of ideating a business. It is
equally significant to channelize and allocate finance to various units that enhances successful
running of the business. Thus finance is an important aspect in achieving the progress of the
organization. The functions of finance department are diverse with distinct procedures for each
activities. (For instance, purchase of raw materials, payment of salaries towards staffs, marketing
activities, statutory payments like taxes and so on).
The finance department of double horse includes finance manager, chief accountant and account
staffs. The main activities of finance department are broadly classified into three. They are as
follows:
Procurement Of Funds
Allocation Of Funds
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Allocation of Funds
It is of great significance for the finance department to channelize the fund in strategic manner
for the existence and operation if the business. The funds would be allocated to the following:
Production Department
The production department is crucial in an industrial organization like Manjilas Double Horse.
Production is the process by which raw materials and other inputs are converted into finished
products. Organizational wealth is determined by production. In a specified period of time, the
aggregate amount of goods and services produced in an organization is known as wealth. The
time frame may be short, medium or long depending on the type of product or services produced.
Production of goods as the fabrication of the physical object is of the resources available to the
manager. These resources include men, material, money, methods and machines. Production of
services is nothing but the discharge of function which has some utility to somebody. The
interpretation of the production of goods and services is a broader one. In general, the production
is equated with manufacturing which is myopic interpretation. Fundamentally, they may look
alike the position being maintained in that there is no difference between tangible and something
which provides advice, assistance, helper information. In both cases, outputs are not similar.
13
Functions
The marketing and sales departments functions are vast; a few of which is mentioned beneath:
14
OPPURTUNITIES
High demand in foreign and local
markets
Introduction of sachet packets
WEAKNESSES
Comparatively low degree of
promotional policies
Poor performance appraisal
programs
Weak training methods
THREATS
Increasing competition from existing
players and new entrants
Changing Consumer Behaviour
(Consumer shifting to western diets and
menus)
15
KRA of HR department
Recruitment/ Selection
Workforce Planning
Diversity Management
Performance Management
Reward Management
Workplace Management
Industrial Relations
Safety And Health Workplace
Building Capabilities And Organization Learning
Plan and estimate development activities. Hold reviews to validate designs & analysis.
Working out on budget
Cost analysis
Minimize purchasing costs
New Product development & Testing.
Value engineering & innovative solutions
Analysis of customer requirements.
Coordinate with the factory and suppliers for product development.
16
Credit referencing
Management information
Capital expenditure
Security
Financial analysis
Cost control
Internal audit
Regulatory reporting
Credit control
Financial records
17
Cashflow forecasting
Budgeting
Costing
Sales
New business acquisition
Stock control
Maintenance
Labour relations
Waste management
Reworks
Productivity
Health and Safety
Quality control
Record keeping
Advertising
Promotional strategy
Hold/ Participate in events
Pricing
Market research
Field support
Marketing materials
Media relations
Sales support
Agency relations
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Design of solutions
Delivery of solutions
Evaluation of solutions
Budgets
Client satisfaction
Innovation
Staffing
Employee relations
Employee development
Compensation planning and administration
Policy development
Benefits administration
Career development
Statutory compliance
Human Resource information systems
Internal operations
Market development
Profitability
Organisational structure
Organisational vision and mission
Asset and liability management
Board of directors relationship
Productivity
Financial strategy
Business development
Technology
Customer satisfaction
Community relations
Regulatory compliance
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Correspondence
Filing
Records management
Administrative support
Internal customer relations
Equipment maintenance
Forms administration
Scheduling
Supply maintenance and purchasing
Telephone coverage
Project support
KR Activity 1
Key Performance
Area 1
KR Activity 2
Key Performance
Area 2......
KR Activity 3....
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Objective
The Objective is
to improve
productivity of the
company. This
objective is to be
achieved by the
HR Department
Recruitment &
Selection
KPA 1 Recruitment
KPA 2 - Selection
KR Activities for
Recruitment
1. Invite Applications
Performance
Management
KPA 1 Performance
Appraisals
KPA 2 Succession
Planning
2.
Reward Management
Building Capabilities
& Organizational
Relationships
KPA 1 Market
Oriented Salary
Structuring
KPA 2 Benefits
Planning
KPA 1 Training
KPA 2 Management
Development
3.
4.
5.
6.
(Campus
Placement,
Online/Print/ Ads),
Word of- mouth
etc)
Screen the received
applications
Narrow down the
list of applicants to
the most qualifying
Announce the final
rounds of interview
Conduct the final
selection rounds
Select suitable
candidate/
prospective
employee to the
required profile
company Mr MO John and this has been a significant factor that determined the success
of the company. Double Horse succeeded in providing good quality diverse products to
every individual and ceased to compromise on the quality of its products.
The company set themselves apart in being innovative at every stage. They were the
pioneers in introducing unique packaging, product quality, technological impediments,
marketing techniques, machineries etc.
The company made the right move at the right time by expanding to the market oversees.
A large number of malayalees shift to gulf countries for work and it was a strategically
woven effort by the company to tap this market opportunity.
21
The company has been serving the market for more than 50 years and is well accepted by
22
23
Loan Policy
General loans policy
The company provides loans for general purpose such a marriage of self or own sisters, accidents
and emergencies such as accidents, hospitalization and death in the family (Self, spouse, children
and parents). These loans are provided to permanent employees who have completed 1 years of
service.
Loans procedure
The applicant has to fill a loan application form (as per annexure).The duly filled form is
thereafter forwarded to HR department with respective department heads comments on it.
The HR Department verifies the eligibility amount and forwards the application to Vice
President for approval. The sanction / rejection of loan is finally at the discretion of the Vice
President. After the loan is sanctioned, an advice is given by HR to Finance to process the
payment. If an Employee leaves the organization before the repayment of the full loan amount,
the employee is liable to pay the balance of the loan amount before being relieved.
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Accident Policy
The Production unit of the company could be prone to accidents as there would be high use of
machines. Hence, the following accident policies apply mainly to those employees who work in
the manufacturing and production units of the firm.
All control buttons and switches shall be properly identified as to their function and
purpose
All control buttons and switches shall be colour-coded
All unsafe work conditions are reported to a supervisor or the safety coordinator.
Report, in writing, all work-related accidents, injuries or illnesses to a supervisor or the
safety coordinator
Correct or report any safety device that is missing or inoperative
Return tools and equipment to proper storage place after use
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Oily rags and containers that contained flammable liquids shall be disposed of
immediately after use in covered metal containers
Qualified personnel shall perform maintenance of equipment.
No jewellery, long hair or loose clothing is allowed around any machinery while
operating
Aisles and emergency exits shall be kept free of debris at all times and maintain a
minimum width of 24
Floors shall be kept clean and dry
Floors and platforms shall be kept free of projections, obstructions, holes and loose
boards
Exits shall never be blocked or obstructed
Fire extinguishers shall not be blocked or obstructed at any time
Safety devices and guards shall not be removed, and/or will be replaced before operating
any machine
Smoking is not allowed in any enclosed space, which is company property
Proper hygiene shall be used when leaving or returning to work areas for break and meal
periods (i.e., washing hands)
Visitors Policy
General visitor policy
All employees need to ensure that any visitor coming to meet them takes prior appointment as far
as possible. All the visitors to the premises must be met and the discussions held in the common
reception/discussion area. If anyone is found to be transgressing this he/she shall be liable for
suitable disciplinary action including termination from the services & organization reserves the
right to prosecute the employee concerned or recover the damage incurred thereof.
Procedure of visitor policy
On the arrival of the visitor, Security would inform the concerned person who can either receive
the visitor himself or direct the guest to the visitors area. After the visit the visitor should be
escorted to the reception. However, if a visitor comes uninformed, security will check with the
concerned person. If the person declines to accept or to receive the guest, the visitor would be
sent back. If the visitor is accepted then the above-mentioned procedure will be followed.
An employee is not expected to:
Discuss his/her company related activities with an outsider
Give out customer information
Comment on issues that are a subject matter in the court of law
Discuss financial projections of the company
Discuss plans, programs, products or operations of the company.
26
Computer Policy
27
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Grievances
An employee shall convey grievances to the Management only in writing. The Management shall
respond, in writing and within a reasonable time, as to whether the grievances would be given
due consideration or otherwise. The Management may opt to implement corrective measures
immediately or at their discretion, establish a Board of Inquiry to review and consider the
grievances. The Board of Inquiry shall recommend to Management the corrective measures to be
undertaken
Manpower Planning
Budgeting of manpower or sanction for positions is approved by the Managing Director. This
sanction is only for an increase in actual man power numbers. The HR head also approves
replacements. The total head count for any function has to be kept within sanctioned limits.
Human Resource and Administration Department is one which facilitates smooth working of an
organization by looking into the human resource side and the overall administration of the
organization. The manpower planning of Manjilas Group of Companies extends to the following
domains.
Selection, Recruitment and Induction
Training
Welfare
Industrial Relation
29
Employment Category
Each employee will belong to one of the employment category given below:
Regular full-time employees
Regular full-time employees are those who are not in a temporary or probation status and who
are regularly scheduled to work company full-time schedule. Generally, they are eligible for
company benefit package, subject to the terms, conditions, and limitations of each benefit
program.
Probation employees
Probation is those whose performance is being evaluated to determine whether further
employment in a specific position or with company is appropriate. Employees who satisfactorily
complete the probation period will be notified of their new employment classification.
Contractual employees
Contractual employees are those who are hired as interim replacements, to temporarily
supplement the work force, or to assist in the completion of a specific project. Employment
assignments in this category are of a limited duration. Employment beyond any initially stated
period does not in any way imply a change in employment status. Temporary employees retain
30
that status unless and until notified of a change. While temporary employees receive all legally
mandated benefits, they are ineligible for all of company other benefit programs.
Casual employees
Casual employees are those who have established an employment relationship with company but
who are assigned to work on an intermittent and/or unpredictable basis. While they receive all
legally mandated benefits, they are ineligible for all of company other benefit programs.
Organizational Structure
The organisational structure followed in Manjilas Double Horse is in the form of line. A line
organisation has only direct, vertical relationships between different levels in the firm. There are
only line departments - departments directly involved in accomplishing the primary goal of the
organisation. For example, in a typical firm, line departments include production and marketing.
In a line organisation authority follows the chain of command. The picture below illustrates a
single line organisational structure.
31
32
33
.
Features:
1. Line and staff have direct vertical relationship between different levels.
2. Staff specialists are responsible for advising and assisting line managers/officers in specialized
areas.
3. These types of specialized staff are (a) Advisory, (b) Service, (c) Control e.g.,
The line, line and staff and functional authority organisational structures facilitate establishment
and distribution of authority for vertical coordination and control rather than horizontal
relationships. Thus it enables a mix of both the line and functional authority systems customised
considering the work scenario at Manjilas Double Horse.
34
Training measures could be strengthened and proper training has to be given to all
recruits. Training areas should cover functional responsibilities, effective
communication, social media management, grooming and personal development.
Weak online presence
Marketing through online plays a good role in spreading the brand name over a
large crowd in short time. Online reputation management and social media
monitoring are other areas that the company should focus upon. The social media
presence (Face book, twitter etc.) of Double Horse is poor and non-interactive and
their corporate and promotional ads have very low hits in sites like YouTube.
Appendix 1
Product Depth / Variants of Rice, Rice Products and Puttupodi
RICE
RICE PRODUCTS
PUTTUPODI
Cherumani
Jyothi Matta
Red Raw Rice
Matta Broken
Ponni Rice
35
Single Matta
Jaya Rice
Idli Rice
Raw Rice Meals
Ghee Rice
BT Meal
Appendix 2
Product Depth/ Variances for Instant Products
READY TO COOK
CURRY MIX
Chicken Biryani
Mix
Kerala Meat Curry
Mix
Kerala Chicken
Curry Mix
Kerala Fish Curry
Mix
Sambar Mix
INSTANT
PAYASAMS
READY TO EAT
INSTANT
BREAKFAST
Wheat Payasam
Palada Payasam
Vermicelli
Payasam
Chakka Varatty
(Jack Fruit Dessert)
Pazham Varatty
(Kerala Banana Jam)
Boiled Chinese
Potato (Koorkka)
Nadan Kappa
Puzhukku (Kerala
Tapioca Curry)
Roasted Coconut
Gravy
Instant Idiyappam
Rice Sevai
Upuma Mix
Appendix 3
Communication Materials of the Company
Few Video Ads
https://www.youtube.com/watch?v=AphFCZzyn5k
https://www.youtube.com/watch?v=ud3acPwOSSA
https://www.youtube.com/watch?v=sd4xz7GEUA8
https://www.youtube.com/watch?v=iXgjlp49AAs
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Brand Logo