CO MPENS ATION

MA NA GEMENT
 To pi c:
Comparative analysis of compensation
structure in FMCG sector
 GR OUP MEMB ER S

NAMES ROLL NO

3. NAMEETA SONASKAR 54

5. JAYA KUKREJA
 Intr od uction :
 Fa st Movi ng Cons um er Go ods (FM CG ), are the
products that are sold quickly at relatively low cost.

 Examples of FMCG generally include a wide range

of frequently purchased consumer products such as
toiletries, soap, cosmetics, teeth cleaning products,
shaving products and detergents, as well as other
non-durables

 compensation package represents the blend of

rewards employees receive from the organization
 Comp any 1
 Name of the company: Modi bakers

 Name and designation of the person

interviewed:
Mr.Ramesh v. Gambani (Modi).
partner & production head,
 Intr od uction of t he
com pa ny:
 Modi bakers was initially started in the year 1960 since
that time it is dealing in manufacturing of biscuits
initially the name was modi biscuits later from the year
1988 it started its operations as franchise of parle
products. and now it sales its products in the name of
parle brand.

 it is also well known as bunty food products. it is into

franchise business in badlapur for parle products since
past 16 yrs whereas it has recently started its production
unit in ulhasnagar just 6 months ago

 it majorly manufactures export quality products in its

business unit which is not available as domestic sales.
com pan y st ructure a t m od i
tr ader s:
Directors

Factory managers

Supervisors

Store keepers

Workers
com pensat ion st ructur e at mod i
t rader s:
 workers here are differentiated on gender basis like
male and female

 salary structure is also diversified on the level of

hierarchy (given on monthly basis)
– Male workers Rs 3500/-
– Women workers Rs 3200 /-
– Office department personnel Rs 7000 /-
– Accountant Rs 8000 /-
– Supervisors Rs 12000 /-
– Main managers Rs 22000 etc
1. Modi traders do not look into competiotors pay
package to frame their compensation policy

1. Monthly wage book is prepared by them on regular

basis and the labors are given salary slip printed
officially on letter head of Modi traders.

5. Performance evaluation is done on regular basis i.e.

weekly and monthly and eligible employees are
promoted to higher position.

8. Rewards here consist of mainly non monetary aspects

like lunch, cultural Programme trips to Shirdi etc for
satisfactory performance to all workers.
– weekly meetings i.e. twice in 1week are conducted and
suggestions for job improvements are collected a worker
who has suggested a good suggestion is promoted to look
for its effective execution along with higher pay.

– salary structure here is revised only on yearly basis,

every year they are planning to give 10% increase in pay
as the already practice in badlapur branch, they also
intend to give bonus on diwali to all their workers 1
month salary as bonus. along with that it is also
accomplished by free lunch and gift, trips etc.

– lastly they as such do not provide any pension / gratuity

or and such deductions on salary to its employees at
initial stage as it is a new unit but they are intending to
apply the same in recent time.
 Com pa ny 2

 Name of the company: Rajan sweets

 Name of the person interviewed:

Manish chandvani
Intr od uction of t he
com pa ny:
 Rajan sweets is into the business
of manufacturing and selling
sweets like plain & milk chocolate
paste , plain & milk slab , ready
Chocó paste, chocolate syrup
since past 10 years.
com pan y str ucture a t R aj an
sweet s:
Director

Plant manager

Supervisor

Machine trainees

Operator workers

Workers
com pensat ion st ructure at R aja
sw eets :
The compensation package at Rajan Sweets on monthly basis
is given as follows:

3. Director Rs 25000/-

5. Plant manager Rs 20000/-

7. Supervisor Rs 15000/-

9. Machine trainees Rs 10000/-

11. Operator workers Rs 5000/-

13. Workers Rs 3000/-

 traditional approach of appraisal is adopted here
experienced workers are generally paid higher than non
experienced ones.

 Experienced workers also carry on induction programme and

traning of new workers.

 Wage book or accounts book is prepared monthly whereas

no salary slips are given to the workers they are provided
cash in hand .

 Reward for good suggestions mainly here consist of

monetary aspects like a rewards of rs 251 is given to the
worker if his suggestion is look to as acceptable.
 An employee who performs higher than targets set he is mainly
taken into account for compensation appraisal such appraisal
usually covers between 50-100 Rs per month.

 Salary structure is revise once in a year and appraisal is given by

almost 10% every year since past 10yers.

 Bonus is given on diwali every year it mainly consist of half month

salary.
Eg: a worker who get 3000 salary at time of diwali he will get 1500
as bonus ie total he will get 4500 salary on diwali.

 Competitors evaluation with regards to compensation is generally

not done here main reason behind this is they do not have major
competitors locally.

 Progression in job grade is mainly determined on job only.

MURLI SOAP WORKS

Manufacturing of soap
INTRODUCTION

established almost 50 years

ago
HIERARCHY IN THE
MURLI SOAP WORKS
Manufacturing

Cutting the materials

Packaging

Loading

Unloading
COMPENSATION
 Workers are paid as per
 wages act
 Experience
 salary structure is revised
 bonus
 regular survey of their
competitors
SWASTIK FOOD
PRODUCTS

PRODUCT-CONFECTIONARY
PRODUCT AND TOFFEES
INTRODUCTION

 established four years ago

Manager of the organisation

Administrator

Supervisor

Production operator

Packing workers