M/S Goa Bottling Company limited is located at Arlem, Raia Margao Salcatte – Goa establishes in the year 1965. This company is owned by Mr. Ravi Jaipura. The head office for this branch is located at Haryana
Aims and objectives:
The objectives of the research study is to know, to what extent the company is cautious about their employees satisfaction level, weather the employees are satisfied with the company, if satisfied then to what extent they are satisfied and to what extent they are dissatisfied and accordingly to identify the strengths and weaknesses on part of organization, as well as on part of management and employees i.e. to know where the company is lacking behind, and where the company is gaining, the opportunities they have with them which can be utilize in best way and can explored further. And finally to identify the problem in each area according to the individual’s views and to recommend/suggest on the basis of that and at last to take the appropriate measures on problem identified in each area covered in the research study.
The survey carried out is random sample survey and the procedure followed in carrying out the survey was questionnaire method, targeting to around 80 executives of all the departments, Questionnaires were filled personally visiting to various departments by raising various types of questionnaire as well as by taking employees personal views about those questions.
Primary data was collected through direct personal interview with different officers in the company, information received from operators who are working on the machines, through Questionnaire.
Secondary data was collected from the various books, magazines and material, reports, HR Manual etc.
. The Questionnaire was the main key which helps me to analyze the data.
Gao bottling Company Ltd. Is the franchise of the PepsiCo food Ltd. having product of pepsi brand like Pepsi, Mountain Dew, 7up, Mirinda, Mi. lamon, slice, Teem Soda, and Lehar everess soda.
The company was started in 1965 having four decades experience producing and marketing MNC products. Company specialty is the selection of entire workforce within the state and having the market share of 65% plus.
In Goa bottling co. pvt. Ltd. 130 employees are working in the company. The GBC in Goa is having annual production capacity of 3.5 million cases. They now plan to capture the untapped market in tourist state, which record second highest per capita consumption in the country.
Pepsi Company has achieved a leadership position in each of these business segment, they are world leader in beverage bottling. Pepsi Company has achieved continuous record of growth based high standard of performance distinctive competition strategies which are superbly executed by the personal and professional integrity of people, business practices and product.
Presently Mr. R. K. Jaipuria owns the plant who is the tycoon in a soft drink capturing 50 % Indian Market within the family.
PepsiCo overall mission is to increase the value of their share holders. They do this through sales growth, cost control and wise investment of resources.
They believe their commercial success depends upon offering quality and value of their customer providing products that are safe, wholesome, and economically efficient and environmentally sound of providing a fair return to their investors, while achieving the highest standard of integrity.
“To produce the best quality products at the lower cost through optimization of recourses, better discipline, team work and multiskill and achieve higher customer satisfaction.”
AWARDS TO GBC
In 2010- bronze for the clearance of AIB audit
In 2009- first plant to clear AIB (American institute of bakery) Audit.
In 2008- BU operations meet for achieving 100% sensory score.
In 2006- PepsiCo Beverages International silver quality award.
In 2005- Market best team work
In 2004- PepsiCo Beverages International Bronze quality award
In 2004- ring of Honour to Mr. Sudin Gaonkar
In 2003- center of excellence award for best sales practice
In 2003- BU ring of Honour award for best sales performance
In 2003- Pepsi International rings of Honour award for best sales performance.
In 2002- PepsiCo Beverages International Bronze quality award.
In 2001- PepsiCo Beverages International Bronze quality award.
In 2000- PepsiCo Beverages International Bronze quality award.
Pepsi forces competition from coca-cola and the local drink like n-jal, taan etc. this competition was due to the price weaknesses, which local priced 250ml flavor drink at Rs. 8 and Pepsi priced for 200ml at Rs.10 so due to this, local had an advantage and it was really though competition for Pepsi. Initially Pepsi considered Coca-Cola as its competitors but later realize that the main competitor were the locals with their price tag.
Competition are analyze by the factors like cost structure and product differentiation.
Today, Goa Bottling Company has a sales volume accounting for nearly 65% of the market and it’s projected to grow 20 fold in the next decade. Its dedicated sales volume sales forces and fleet of around 60 vehicles that services the market daily also cater to thousands of homes in the state. Goa Bottling Company has widened its geographical base and has emerged as the major player in Goa, Neighboring Konkan area. Incidentally, Goa Bottling Company is the oldest soft drink franchisee in the organized sector in India.
Presently Mr. R.K. Jaipuria owns the plant who is a tycoon in the soft drink. Company specially is the selection of entire workforce within the state and having the market share of 65% plus.
In GBC presently 120 employees are working in the company. The GBC in Goa is having the annual production capacity to produce 3.5million cases per year.
Goa Bottling Company is a synonymous with the quantity. Today its expertise and hard won reputation acquires over 32 years of bottling high quality products enables it to maintain the same high standard as in the past. Now with the generation next and the well maintain Goan identity, and with the world class Pepsi product Goa Bottling is determined to surpass its highly successful yesterday. From yesterdays generation to generation next with Pepsi, Goa Bottling will lead from the front.
The company starts its day work from 8.30a.m. and closes at 5.30p.m. There are 2 shifts in the production department 1st shift starts from 6.00a.m.-2.00p.m. And 2nd shift starts from 2.00pm.-10.00p.m. The general shift as said before starts from 8.30a.m.-5.30p.m.
In each shift there are 35 production workers working and 25 workers are working in the line production. There are around 120 employees working in the company out of which 75 workers are actual production employees.
HUMAN RESOURCE DEPARTMENT OF GOA BOTTLING COMPANT LTD.
FUNCTIONS PERFORMED BY PERSONNEL ANDMINISTRATION DEPARTMENT
The human resource Manager looks after the overall administration of the company. The executive, supervisor and assistants reports to the Manger on daily basis.
Organization planning and Development
In GBC the entire task is performed into manageable and efficient units (departments, division and position) and providing their integrity. The planning development designing of its organization is by fixing responsibility and authority of the employees, so that the organization goals are achieved. Also they have a division of position, jobs, and task the creation of a healthy and fruitful interpersonal relationship and an effective interacting informal group.
Staffing and employment
The staffing process of GBC consists of following:
Man power planning
The Human Resource development analysis the present and future vacancies, that may occurs as a result of the retirement, discharge, promotion, sick leave, reason for absence and any other reason and an analysis of present and future expansion or curtailment in various department.
Plans are formulated for internal shift in manpower, for training and development of present employees, for advertising openings, or for recruiting and hiring new personnel with appropriate qualification.
In this company recruitment s based on attracting applicant with qualification and experience. In GBC staffing of employees depends upon the season. In summer more staff is brought in due to more de3mand for the products.
The sub system and devices that GBC has are
Planning tables and charts
The plant also has the induction that is informal, they introduce the new employees to the various departments by giving them information about the organization work by introducing him to other employees with whom and under whom he has to work.
In this plant promotion is concerned with rewarding capable employees by putting them in higher position with more responsibility and higher pay.
Separation process is concerned with the sever of relationship with an employee on grounds of resignation, layoff, death, disability, discharge or retirement. Labor turnover in GBC is extremely less.
Training and development
Goa Bottling Company has a training programme once a year to increase the capabilities of individuals and groups, so that they may contribute effectively to the attainment of the organizational goals. The training needs of the company are identified, suitable training programme are develop , operatives and executives are identified for training, motivation is provided for joining training programmes and the services of specialist are enlisted.
Compensation, wage and salary administration
In GBC wage and salary administration consist of developing and operating a suitable wage and salary programme, taking into consideration certain facts such as the ability of the organization to pay the cost of leaving , the demand and supply condition in the labor market and the wage and salary level in other firm. For developing a wage and salary programme, wage and salary survey are conducted, wage and salary rate determined and implemented and their effectiveness evaluated.
In GBC, wages and salaries are paid to the employees as per the wages and salary act. Workers wages are according to their designation. The gross salary of the workers range from Rs.5000 and above the executive staff starts from Rs. 7000 onwards. The company provides annual increment to all categories of its employees.
The performance appraisal in GBC is concerned with evaluating performance at work in terms of pre-determined norms with the view to develop a sound system of reward and punishment and identifying employees for promotion. For this purpose performance appraisal plans, techniques and programmes are collected out, their implementation evaluates and reports are submitted to the concerned authorities.
Motivation is concerned with motivating employees by creating conditions in which they may get social and psychological satisfaction, and employees in GBC are highly self motivated.
Employee service and benefits
Policies, techniques, and procedures are made for the safety and health of the employees. The causes of accident are investigated and data collected on accidents and the effectiveness of the safety programmes evaluated periodically.
GBC provides safety training to its employees. The safety week was recently held in the month of March. The employees of the production department are provided with goggles, safety shoes, helmets, caps etc. in order to prevent accidents they are also provided with ear plugs due to the noise of huge machine.
it is the process by which the HR department (managers, executives) counsel the employees about their work problem as well.
Those services include the provision of curative and preventive medical and health improvement facilities for the employees are conducted once in a year.
Recreation and other welfare facilities
GBC provides various facilities like free canteen facilities. The employees of the company get the house rent allowance which is 20% basic. All this is provided to their employees so as to enable them to have a high standard of leaving, these facilities are required to be provided in order to create efficient, satisfied, loyal and stable labor force for the benefit of the plant. All measures are taken to provide a better standard of leaving to the workers.
Discipline (in term of time, law and order in the organization.).
Communication and coordination in legal matters like maintaining license, safety to operate factory license.
Conduct Audits (quarterly audit and non financial).
Buying and selling properties (e.g. shop, market, equipments.).
Dealing with external agencies (municipalities) and non government agencies.
Arrange conference and meetings. .
Handling leaves of the employees.
Front office- Handling all external communication in different manners (like e-mails, letters, notice etc.).
House keeping- monitoring cleanliness of manufacturing plant.
There are 2 types of leave paid and unpaid leave (unpaid leave are those leave which exceeds the paid leave.
There are 3 types of paid leaves:-
Privilege leave-30 days per year
Casual leave- 8 days per year
Sick leave-10 days per year.
Rules regarding leaves:
Casual leave- minimum ½ day- maximum 2 days
Sick leave- minimum 2 days – maximum with medical certificate
Privilege leave- minimum 3 month
There is no need to give special notice regarding casual leave, as it is require for other leaves.
Source of recruitment
Sources of recruitment are the outlets through which suitable candidates are available; any one or more sources can be used as per the convenience of the management for the recruitment purpose.
Engineer colleges and Polytechniques.
By word of mouth
Advertising in news paper
Recruitment through Agencies.
Methods f appraisal:
Self Appraisal- Here the employees write down its own achievements.
Self Appraisal is based on following criteria:
Duties related to his job
Efforts which he puts in and
Companies expectation from an employee
Judge panel- here the judge gives their views regarding employees performance
Managers view- here assistant manager and sales manager gives their view.
Major to improve employee morale
Availability of safety equipments
Salary break up:-
Formula to calculate/ arrive at gross salary:
50% basic salary
10% traveling expenses
13.5% other allowance
6.5% special Allowance
100% total gross salary
Provident fund is calculated 12% of basic salary
ESI is calculated 1.75% of gross salary.
Employee gets the bonus, but only those who get the salary of 3,500/- as per the Indian Bonus Act company gives 8.33% per
Company follows a work week where in the personnel and administration Manager, works are subordinates in other departments to see the functioning and how employees work. This help during appraisals and managers comes to know the workers behavior; efficiency etc. at least one week is spent in each department to see its functioning. To motivate the employees pay scale are given in the form of increment.
In GBC they provide 3 different types of training:-
All this training is conducted by the private training institute. There is a worker Association with government who looks after such training.
Employees nowadays have started having a totally different approach to office and work. Employees are breaking away from the traditional norms set by the older generation of corporate batches. Now, no longer does higher perks and salaries top the list of priorities employees set. It is satisfaction which is the prime factor employees consider to take up or stay in a company even in time of slowdown.
Human beings strive to seek satisfaction in every aspect of their life. From satisfying their basic primal needs – hunger, thirst, rest and social interaction – The complex society today has its benchmark of goals and fulfillment that should be achieved by individuals..
Employee satisfaction is the pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. So in a sense it is the characteristics of the job which one finds rewarding, fulfilling, and satisfying.
The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale (where 1 represents “not at all satisfied” and 5 represents “extremely satisfied”).
There are a variety of factors that can influence a person’s level of job satisfaction; some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, and the job itself (the variety of tasks involved, the interest and challenge.
Satisfaction or dissatisfaction of a persons various needs affects his attitude, his performance, his relations with peers and others in the organization, his mental health and in general his behaviors.
How long have you work for the company.
Less than 5 year
More than 15 year
The above graph shows the years of experience an individual employee from varied departments has spent in GBC. We can clearly mention that most of the employee had work for less than 5 years than the other.
I am aware of companies overall strategy
The above chart represents the employees awareness about the companies overall strategy and we can clearly indicate that about 71.25 percent of the employee are agree with the companies strategies, which is well maintained by the company.
I am satisfied with the management decision regarding changes in work environment
The above chart represents the employee satisfaction level on the management decisions regarding the changes in work environment and we can see that most of the employees i.e. around 70 percent of the employees are satisfied with that, which is good maintained by the management.
I am satisfied with the environment of the workplace..
The above graph represents the satisfaction level of the employees surveyed on the environment of the workplace and we can found out by the survey that the employees are neither agreed nor disagreed, the level is medium of the environment at the workplace.
I am happy with the fairness of the way the company treats all employees..
So, the above chart represents the employees satisfaction level on the way the company treats to the employees which is very good part to motivate the employees, and we can found that the level of dissatisfaction level is high which is weak point of the GBC. So they must take into consideration the treating level.
I am satisfied with the training and development provided by the company.
Training and development act as essential tool to perform job effectively and efficiently, it’s nothing but a basic need an individual employee demands. As per research it has been understood that employees of the GBC are happy with training and development offer to them the above data shows that more than 70% of employees are satisfied therefore it concludes that GBC has good standardized training programmes for their employees.
I am happy with the job security of the company.
Job security is the very important factor for motivating the employees in doing the job if there is no job security than there will be poor performance from the employees so the above chart indicates that the company has maintain a good job security for the employees and a survey data shows that nearly 74 % of the employees are satisfies with the job security.
I am happy with the facilities provided by the company.
Having good facility can easily change the environment of the company and employee also feel good when such good facility provides to them, so the above chart indicates the facilities provided by the company and the survey data shows that the upto 60% of the employees surveyed are well satisfied with the facilities provided by the GBC which is the bonus point for them.
Are you receives enough supervision?
The above chart basically talks about the supervision receive to do the particular job in the particular area to the employee and the survey data represents that GBC has the ability to supervise each and every employees in the company which is vey good sign to increase the productivity because nearly 90% of the employees surveys are happy with the supervision received.
I am happy with employee benefit package?
The benefit packages is given to the employees for achieving the target and it is mostly the surprise benefits issued to the employees so the above data surveyed represent the satisfaction level of the employees for the benefit packages are the outcome for that is that the GBC is offering benefits as much they can but still there is a scope to improve on that.
I am happy with the benefits offered to me..
These data representation concludes that employees are not satisfied with insurance facilities offer to them but incase of transport we can see that most of the employee feel is not applicable to them because they have their own vehicles and incase of canteen facilities employees are somewhat satisfied which is the positive point for the GBC because canteen is must for the hungers and rested employees.
I always receive my salary on time
This question is basically includes to know to what extend the employees are getting the salary or are they get the salary on time, and with the survey we can conclude that there is no question of blaming the company for the salary because around 80% of the employees are happy with the salary for receiving monthly on time.
I would recommend others to work for this company
I will definitely recommend
I will definitely not recommend
So this question is basically to find out from the past experience in the company or with the working environment in the company, what will they suggest if someone is keen to join the GBC, and with the research done the data states that the 50 % of the employees are not sure of what to say to others, and the half of the employee will surely recommend to join the company.
Employee faced high level of stress in GBC.
Loopholes in the benefits and increments offered by the company.
Parking space is less for 4 wheelers and also for 2 wheelers
No proper cabins for the executives.
Vast opportunity in learning new skills.
Poor feedback system followed
Once the appraisal is held the performance appraisal forms should be distributed to individual employee, his coworker and superior in the division where that particular employee works because the HOD or his boss who may be working in other division may not know the actual performance of the ratee and might fall. In rating the ratee as well as an individual must know where he stands in the eyes of his/her superior and the coworker/superior in the same division can give better feedback to the employees.
Arrange buses to the employees who come far from the company.
Improve the quality of food
Keep the snacks and food ready
Keep canteen clean
Keep the veg as well as Non-Veg items.
Medical package given per year should also be increased
Working environment (management, hygiene)
Have a personal touch with them, talk to them about their families and appreciate the good things about them, invite them for lunch or dinner along with their Reporting Managers and some of the senior management. Give them surprises by being the first one to wish them on their birthdays, Marriage Anniversary e.t.c. Announced some awards to them monthly based on their performance. Actually there is no need for you to spend from your pocket instead you can utilize the allocated funds (if there any) to give away small awards. Employees would really get motivated when top-level management like CEO/COO/VP/Director appreciates them. They would be further excited to put in extra efforts towards their job and rarely think of living job.
How your employees feel about their jobs is greatly influenced by your office atmosphere. Extravagance is not necessary, decorate the office attractively and make a pleasant place to work. Little things like a fresh coat of paint and a wallpaper border make a big difference.
New employees should also have several days of on-the-job training with the office manager or experienced employees before beginning their position; and they should not be left on their own in the office until they are experienced enough to feel confident.
Next identify the areas in which the individual is lacking and let the department head personally ask the employees what type of training they require and identify their needs and then pla
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