Professional Documents
Culture Documents
The world has open spun into the new millennium and along with, it has ushered a
new era of intense competition and ever-changing value equations. The fact that organisation
has been transformed from a structured assembly line production orientation to a focus
a knowledge creation by each and every personnel of the organisation. In a
competitive global business scenario, no organisation will survive unless it is able to
match the duality and the cost of its competitors. Realities are focusing us to
concentrate more upon changing the attitude of employees, enabling them to take up
independent responsibilities and empowering to execute them by using their knowledge
and skills in latest technologies and thus motivating them to use their capabilities in their
respective areas of excellence. Emerging business environment is forcing business houses to
find new ways to remain competitive.
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jobsatisfaction affects productivitydirectly because productivity depends on so many
variables, it is still a prime concern for managers.
Job satisfaction is the mental feeling of favourableness which an individual has about
his job. In literature on Industrial Psychology, the term ‘Job Satisfaction’ is quite frequently
used for individual’s attitude towards the specific aspects of the total work situation.
The word ‘job’refers to a specific task whereas the term job satisfaction is of higher orders
where it isessentially related to human needs and their fulfilment through work. It is
generated by the individual’s perception of how well his job satisfies his various needs. It is
oftensaid that “A happy employee isa productive employee.” Job satisfaction is very
important because most of the people spend a major portion of their life at their working
place. Moreover, job satisfaction has its impact on the general life of the employees also,
because a satisfied employee is a contented and happy human being. A highly satisfied
worker has better physical and mental well-being. Though it is debatable point as to which
one is the cause and which one is the effect, but there are correlated to each other.
Job satisfaction refers to a person’s feeling of satisfaction on the job which act as a
motivation to work. It is not the self-satisfaction, happiness or self-contentment but the
satisfaction on the job. Satisfaction does mean the simple feeling state accompanying the
attainment by an impulse of its objective. Research workers differently described the factors
contributing the job satisfaction and the job dissatisfaction. “Job satisfaction is a pleasurable
or positive emotional state resulting from the appraisal or one’s job or job experience” - E.A.
Locke “Job satisfaction is the amount of pleasure or contentment associated with a job. If you
like job intensely, you will experiencehigh job satisfaction. If you dislike your job intensely,
you will experience job-dissatisfaction” - Andrew.J.DuBrins “Job satisfaction will be defined
as the amount of overall positive effect or feelings that individuals have towards their jobs” -
Fieldman and Arnold
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important. It is generally recognized in the organisational behaviour field that job satisfaction
is the most important and frequently studied attitude.
Employees are the central forces of an industry and only with their efficiency, an
organisation can move into success. Only with a group of satisfied employees the
company can lead into success. For employees’ satisfactionthe company must
provideadequate welfare measures. By conducting a job satisfaction survey, we can analyse
whether the employees are satisfied or not and also whether they are motivated by the
general, welfare, financial and other related factors.
Job satisfaction of the employees is important if the employees are satisfied then only
the organization can function smoothly increases its production, faces competition. If
employees are satisfied with their job they will carry a positive attitude. Hence the study has
been undertaken to assess the employee job satisfaction which is necessary for the
organization in order to make sound decisions.
To Check whether there is any relationship between Gender and Overall satisfaction
To check whether there is any relationship between work experience and job overall
Observation: Most of the data’s were collected by observing the general surrounding,
the functional process and interactions with employees in the organization. Work site
and plants were visited, where the actual process of production and activities of
various departments were seen and understood.
SAMPLE DESIGN
The responses were collected from the employees in company with the help of
Google forms.
4
CHAPTER SCHEME
This report is divided into 5 chapters:
5
LITERATURE REVIEW
Okele & Mtyuda (2017) research outcomes indicated that a lack of resources, too
much crowd of courses and indiscipline amid pupils were severe sources of disappointment
amid teachers. Other causes of job dissatisfaction amid teachers are management
consequences. All these factors create disengagement among teachers and filled negativity in
their job.
Troesh & Bauer (2017) investigated job satisfaction and stress in second career
teachers compared to first career teachers and the role of self-efficacy in this context. Results
showed that second career teachers are highly filled with satisfaction with their occupation
than first career teachers.
Tharikh et al. (2016) analyzed the data and results showed that workplace
satisfaction, organization commitmentand organizational nationality behaviour statistically
important and optimistic relationship.
Spencer & Byrne (2016)suggested that senior level managers are having high job
satisfaction thanjunior level managers.
Darrat et al. (2016) suggested that amid salespeople with lower workplace
satisfaction, organizational work embeddedness is optimistically connected with
organizational deviance, interpersonal deviance and customer direct deviance. Nevertheless,
amid salespeople with higher job satisfaction, job embeddedness is negatively connected with
organizational deviance and not importantly connected with either interpersonal or customer
directed deviance.
Saba Salem et al., (2013) in their study on determinants of job satisfaction examine
its impact on employees of the banking industry has found that all the variables such as
organizational policy and strategy, nature of work, communication, job stress, employee
personality and recruitment and selection procedures have significant association with
employees’ job satisfaction.
Muhammad Zeeshan Shaukat et al. (2012) found that provision ofsupport at work
and higher leader-member exchange relations positivelypredicts employees job satisfaction. It
shows that when organization providessupport to its employees or when supervisor is
supportive and employees havegood exchange relation with their supervisor, they reciprocate
it with goodrelations and increase job satisfaction.
Khawaja Jehanzeb et al., (2012) concluded that degree of rewards,motivation and
job satisfaction of employees has a strong relationship in thebanking sector of Saudi Arabia
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further it has been found that employees inbanking sector give more importance to economic
or financial rewards.
Mohammad Morshedur Rahman et al., (2012) concluded that thefemale employees
overall job satisfaction of private banks is associated withadequate remuneration for work,
available opportunity for promotion, jobevaluated rewards, recognition for good work,
satisfied provision salaryincrement, satisfied provision salary increment, satisfied incentive
and benefits,salary increases on performance, motivated to work satisfied
availableopportunity, training program regularly, satisfied space available,
satisfiedenvironment. If these factors are considered carefully, then overall satisfactionon
female employees of private commercial banks.
Jahirul Hoque et al., (2012) concludes that the determinants of jobsatisfaction such
as job status, salary fringe benefits, job security, promotionalopportunities, working
environment, job autonomy, recognition for good work,co-workers, and supervising have
been assigned by both the level ofexecutives, junior and top level as the major determinants
of their respectivejob satisfaction. It is also revealed that each of their determinants
hassignificant positive relation with the overall job satisfaction of the executives.Therefore,
increase in values/standard of each of these determinants woulddefinitely increase the level of
job satisfaction of the selected executives.Therefore, increase in values/standard of each of
these determinants woulddefinitely increase the level of job satisfaction of the selected
executives.
Lai (2011) found that an efficient compensation system result inorganizational growth
and expansion and exhibit a positive relationshipbetween employee satisfaction and job-
based salary, skill- based pay andperformance-based pay. The study concludes that the
intrinsic factors ofmotivation, including recognition, work, career opportunities, professional
growth, responsibility, good feeling about the organization that has asignificant correlation
with job satisfaction, while hygiene factors have nosignificant relationship with job
satisfaction of employees’ satisfaction.
Khalid et al., (2010) observed that there is a positive relationshipbetween autonomy,
leadership behaviour and teamwork environment influencemore than autonomy on
employees’ job satisfaction. The results also depict asignificant difference of level of job
satisfaction between male and femaleemployees.
Ahmed et al., (2010) conclude that the salary, promotion and trainingpositively and
significantly influence the job satisfaction.
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Riaz et al., (2010) and Gunlu et al., (2010) have found that jobsatisfaction is highly
related to the organizational commitment of theemployees in telecom sector and among hotel
managers respectively.
Orisatoki and Oguntibeju (2010) in their study they found that therewas no
significant difference in satisfaction between genders or between agegroups. There was
positive correlation between job satisfaction withunderstanding the goals and objectives of
the management and sense ofbelonging. The was no significant correlation of job satisfaction
with other factor such as knowledge about workplace, work stress, relationship
withcolleagues, but negative correlation of job satisfaction with salary.
Nazrul et al., (2009) attempts to evaluate job satisfaction of bankoffices in
Bangladesh. It focuses on the relative importance of job satisfactionfactors and their impact
of bank type, work experience, age, and sexdifferences on the attitudes towards job
satisfaction. The result shows thatsalary, efficiency in work, fringe supervision, and co-
worker relation are themost important factors contributing to job satisfaction. Private bank
officershave higher levels of job satisfaction than those from public sectors as theyenjoy
better facilities and supportive work environment. Sex and agedifferences have relatively
lower level of impact on it.
Nilufar Ahsan (2009) investigated the relationship between Job stress and Job
Satisfaction. The study conducted in a Public University in Klang Valley area in Malaysia
and 300 respondents were selected as a sample of the study. The determinants of job stress
that have been examined under this study include management role, relationship with others,
work load pressure, homework interface, role ambiguity and performance pressure. The
results of the study revealed that the association between relationship with others and job
stress is not significant. The relationship between workload pressure and job stress, role
ambiguity and job stress is significant. The study concluded that the motivation is a key
factor as well in affecting job stress among employees. Employees who were highly
motivated will feel happier and were more willing to work for the organisation.
Origo and Pagani (2008) investigated the relationship between flexibility and Job
Satisfaction. In their analysis they verified whether various aspects of flexibility namely
functional and quantitative flexibility, produce different impact on overall extrinsic and
intrinsic Job Satisfaction. They also tested whether the impact of flexibility on Job
Satisfaction varied with workers characteristics. Empirical evidence was based on a
representative sample of European employees taken from a specific wave of the Euro
barometer Survey. The study found that there was a positive link between functional
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flexibility and Job Satisfaction and there was either no effect or a negative impact of
quantitative flexibility. The positive impact of functional flexibility was greater when
compared to the satisfaction for intrinsic aspects of the job. Estimate by workers
characteristics highlighted interesting differences by age, skill and country of residence.
Santhapparaj (2005) studied the Job Satisfaction of the women managers working in
automobile Manufacturing Industry in Malaysia. It was based on primary survey from 200
women managers. The study investigated the relationship between specific aspects of Job
Satisfaction and the personal characteristics of women managers. It was also aimed to retest
the Herzberg’s Two-Factors theory. The correlation analysis showed that there was a
significant negative correlation between education level and pay, promotion people on
present job and job in general. The percentage of overall satisfaction was 75.59%. The results
did not support the Hezberg’s theory and concluded that no separate and distinct factors lead
to job satisfaction or dissatisfaction, but if they were together contributed to job satisfaction
or dissatisfaction. The study reveals that there was a need for change in the Organisational
culture and the management should create the environment for social and organisational
network. The factor which was relatively less satisfied was the pay and this can be improved
only through dialogue which involve cost to the organisation and the less level of satisfaction
on present job could be easily improved by job rotation, providing challenging job and so on.
Worrell (2004) examined and described the levels of Job Satisfaction and relationship
between the variables in a national sample of school psychologists belonging to the National
Association of School Psychologists (NASP). Data were collected through mailed survey
packets including a data form including Minnesota Satisfaction Questionnaire. 234 full time
practitioners responded. Result indicated that 90% of school psychologists were satisfied or
very satisfied with their jobs. The findings showed a gradual increase in overall satisfaction
when compared to 1982 and 1992 that reported being satisfied or very satisfied with their
jobs. Participants in the current sample were more satisfied with their job security,
independence and creativity
9
RICE INDUSTRY –A PROFILE
Rice is the most important cereal food crop of India, occupying one-fourth of the gross
cropped area of the country. As the basic food crop, rice is cultivated comfortably in hot and
humid climate. In the country, the crop is mainly grown as a Kharif crop in rainfed areas that
receive heavy annual rainfall.
India is the second largest rice producer in the world after China, with 21% of the global
production share. The rice production has increased by 3.5 times in the last 60 years. The
country’s productivity is higher than Thailand and Pakistan at 2.2tons/ha. Major rice
producing states in India are West Bengal, Uttar Pradesh, Andhra Pradesh, Punjab, Tamil
Nadu, Odisha, and Bihar. India has been the top exporter in global rice trade, accounting for
25% of the export in the last four years. Indian rice caters to the Middle East and Africa for
non-Basmati, and the EU and the US for Basmati variety.
The drought-affected crop during the 2014-15 crop year has put a crunch on the Indian rice
market. However, a better monsoon forecast, government intervention, and better farming
practices are expected to result in higher yield despite lower crop acreage. Overall, the
sentiment for the global rice market is moderate in terms of market demand and production
for the next five years. The country’s rice market is competitively positioned, as the pricing
of the rice crop is cheaper than any other country, except Pakistan. India’s MSP of non-
Basmati paddy is around USD 224/MT.
Climatic conditions are affecting the rice production in the major producing regions of India.
Levy procurement by state governments has enhanced the market availability of the crop in
the domestic market. As a major global development, Iran has lifted the ban on import of
Basmati from India. This development would result in an increase in Basmati rice exports to
Iran, the world's largest importer of aromatic rice. Indonesia has also decided to open its
market to Indian rice, which would further help India to diversify its export reach to the
Indonesian market. Amid higher demand from the African and Middle Eastern countries,
India is expected to emerge as the largest exporter of rice, both for basmati and non-basmati
crops.
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Surplus rice stockpiles and improved methods of production have helped India position itself
competitively in the global rice trade market. Several medium-to-small sized private
companies from the open market are undertaking the export of rice in India.
The Indian rice crop market report covers the following information –
Crop production
Country consumption
Country trade (export-import) scenario and statistics
Price trend and seasonality of the crop
Future outlook of the crop market
Crop growers
Enterprises providing agricultural inputs
Crop processing companies
Crop importers and exporters
Investors/research institutions interested in the crop market
Market Overview
Globally, 90% production of rice is in Asia, and India is second largest producer of rice. India
has outperformed China in terms of exporting rice registering 22% growth in 2017. The
exports were boosted on account of flood hit in neighbouring country Bangladesh, and in
2018 Sri Lanka and Bangladesh are expected to remain the major rice export countries of
India. Sella rice, an indigenous variety of rice, accounted for most exported rice. Rice is the
staple food of people in eastern and southern India, and consumption of the total produced
milled (white) rice grew by 0.79% in 2017 and 3.43% in 2016. There are 1000 of varieties of
rice produced worldwide but in India white rice and brown rice are the major varieties of rice
produced. Of the aromatic type of rice, India is also famous for basmati rice, but they don’t
acquire major share in total rice exports as compared to non-basmati rice. As agriculture in
India is monsoon based, the past 2 years experienced lower production of rice. But in 2017
the rice industry re-emerged and by 2018 it is expected to include African nations in the
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export countries, which have been importing from Thailand. The government of India heavily
supports the rice producing farmers and the rice mills, by providing seeds, fuel, funds and
advanced machineries.
Goldstein Research analyst forecast that the India rice industry is expected to grow at CAGR
of 2.0% over the forecast period. India rice production was estimated at 110 million metric
tons in 2017. The factors such as government support in rice production, favorable monsoons,
rising number of rice processing companies, increasing exports are majorly impacting the
growth of India rice industry.
On the basis of rice variety, milled rice accounted for largest market share in 2017 with
80.3% of total rice production. Over the forecast period milled rice is expected to continue
their dominance in the rice production. Based on application, 58.1% rice is for food use and
rest for other applications.
Rice industry outlook 2017-2025, has been prepared based on an in-depth market analysis
from industry experts. The report covers the competitive landscape and current position of
major players in the rice industry. The report also includes porter’s five force model, SWOT
analysis, company profiling, business strategies of market players and their business models.
India rice industry report also recognizes value chain analysis to understand the cost
differentiation to provide competitive advantage to the existing and new entry players.
In the era of technology advancement, there is trend of producing genetically modified (GM)
rice to ascertain the quality of rice and food security. Though commercially there is no
production of GM rice, but many varieties have been approved for commercial production
which is expected to boost the India rice industry.
Rice is a staple crop for 70% of the world and thus the demand for rice is expected to
continue to grow over the forecast period. The food security concerns all over the world is
driving the growth of the India rice industry, which by exporting rice to various countries is
contributing towards global food security.
With the climate change, continuous rising demand by consumers and the food security, rice
industry is facing the challenge of producing rice without compromising on efficiency,
equitability, environmentally-friendly, and more resilience to climate change. It has become
imperative to produce rice at lesser land, with lesser water and labor. India is also facing lack
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of adequate agriculture infrastructure such as technologically advanced equipment,
transportation network, and effective public private partnership.
Rice is the second largest cereal produced and consumed in the world. India occupies second
position in terms of its production. India is one of the world's largest producer of white rice
and brown rice, accounting for 20% of global rice production. Kerala, a constituent state of
India has a rich history and tradition of rice cultivation. The very first thing that comes to our
mind when we say Kerala, is her green cover and paddy fields. But today the situation is
different. Paddy fields in Kerala are fast disappearing. Lush green fields which once invoked
prosperity and growth are now invaded by concrete buildings and sky touching malls
showing a way to an uncertain future.
The Palakkad district, which is considered the rice bowl of Kerala, has lost 1, 03,980 hectares
of paddy fields in the last four decades. Even though the food habits of the people of Kerala
had remarkably changed over the last few decades, rice still continues to be their staple food.
The decline in paddy cultivation and large-scale reclamation of traditional rice fields have
started to adversely affect groundwater availability in the state. Paddy fields can regulate
atmospheric temperature to some extent. Studies attribute the increasing day time temperature
in Palakkad district as a consequence of large-scale reclamation of paddy fields. Over the last
ten years, however, there has been a commendable sign of revival in rice production in
Kerala. The average productivity rose from 2.21t/ha in 2002-03 to 2.87t/ha by the year 2015.
This paper studies the changing trend in rice cultivation over the years and also reports the
factors leading to shifting of rice cultivation. It also attempts to find out various constraints
faced by farmers.
Major Initiatives taken by the Government for the Promotion of rice in 2016-17
Promotion of upland cultivation in 2520m ha
Amendments in paddy/wetland conservation Act
Cultivation in fallow land
Special projects in Aranmula Punja
Enhancement of procurement of paddy from Rs.21.50/kg to Rs.22.50/kg
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India Rice Industry Analysis
Based on geography, Punjab accounted for largest rice producing state in 2017, producing
10.06 million tons of rice. Punjab is followed by Haryana, producing 3.83 million tons of
rice. Further, West Bengal, Uttar Pradesh, Tamil Nadu, Orissa, Andhra Pradesh, Punjab,
Bihar, and Chhattisgarh accounted for around 75% of total rice production and 70% of total
land area under rice production.
Rice is the 3rd largest produced agricultural commodity in the world, after sugarcane
and maize. This is also the most widely consumed staple crop, especially in Asia.
Presently, the global harvested area under rice cultivation is 160 million hectares.
Moreover, the global rice production and consumption moves in tandem. The
production is expected to increase with a CAGR (compound annual growth rate) of
1.24% from 417.86 MMT ([Million Metric Tonnes], [2006]) to 484.71 MMT (2018).
Similarly, the consumption is also expected to increase with a CAGR of 1.28% from
412.26 MMT (2006) to 480.49 MMT (2018).
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China is the topmost rice consuming nation, but holds the second place as far as the
area under rice cultivation is concerned, the nation roughly has 30 million hectares of
rice cultivation. This is lower than India’s but is greater in terms of rice production on
the back of higher yield, which is due to better irrigation facilities. Additionally,
China’s rice yield is 6.91 MT/ha (metric tonne/hectare), this is much higher as
compared with the world average of rice yield at 4.51 MT/ha. Thus, this make China,
the largest producer of rice. The country is also the biggest consumer of rice. It
accounts for almost 30% of the world’s rice production and consumption, respectively.
China’s production is anticipated to increase at a CAGR of 1.21% from 126.4 MMT
(2006) to 146 MMT (2018), whereas its consumption is projected to increase at a
CAGR of 1.04% from 128 MMT (2006) to 142.45 MMT (2018). Notably, during 2012-
15
13, China’s rice imports increased by 231% and 76% on a YOY (Year Over Year)
basis. This was mainly on account of low international prices of rice as compared to the
government regulated support price. Secondly, the imported rice from Vietnam,
Thailand and Pakistan was of much better quality. This benefited the exporting nations,
mainly Vietnam, Thailand and Pakistan and led to increase in their exports. In 2018
imports are expected to decline due to narrowing of arbitrage opportunity from imports
and restrictive measures by the government of China on exports.
India is the largest exporter as well as the second biggest producer and consumer of
rice. The nation also has the largest area under rice cultivation, which is 42.7 million
hectares and is expected to have a yield of 3.78 MT/ha (2018). The low yield in India is
on account of rain fed agriculture and poor irrigation system. In addition, farmers grow
multiple crops in a year on the cultivated land and hence, per day productivity of most
crops is lower in comparison to the global average. India is one of the largest consumers
of rice and rice is mainly consumed as a staple food by more than 70% of the
population, but the per capita rice consumption has been declining in the nation. This
decreased from 77.9 kg per person (2006) to 75.1 kg per person (2017) due to the
growth in Indian economy which accounted for an increase in the purchasing power
that led to a diversification of diet. This further resulted in the inclusion of highly
nutritious food. In 2011, after the withdrawal of the ban on the export of non-basmati
rice by the Indian government, the nation emerged as the largest exporter of rice and
exports were expected to increase at a CAGR of 23.3% from 2.8 MMT (2011) to 12
MMT (2018). Indian rice became very competitive in the global market and importing
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regions like Africa shifted to Indian rice for imports due to lower prices in comparison
to other nations. This may increase the international market share for India from 7.9%
(2011) to 24.4% (2018). India mostly exports to Iran, Saudi Arabia, Nigeria,
Bangladesh, Sri Lanka, South Africa, etc. There was a slight decline in exports in the
recent years due to a low export demand. This was because of the following reasons:
A decrease in exports to Iran due to withdrawal of sanctions by the United
States and five other nations in 2013, which led to a positive impact on the
economy of the nation. Furthermore, it also led to establishment of new trade
channels. Hence, increased the competition for Indian basmati rice, which was
the 2nd most expensive rice in 2013.
A decrease in exports to neighbouring countries; Bangladesh and Sri Lanka
owing to increase in import duties on rice.
The exports are expected to improve in the near future as the international demand is on
a rise and low rice production is estimated for FY 2018, this will affect prices of rice. In
addition, Iran has lifted the import ban on rice, all these factors will contribute to an
upward trend in the Indian rice prices.
Bangladesh is the third largest producer and fourth largest consumer of rice. The
country’s per capita rice consumption is very high and stands at 196.6 kg/person. The
area under rice harvest is 11.3 million hectares with an expected yield of 4.38 MT/ha
(2018). Bangladesh’s rice production is likely to increase at a CAGR of 1.15% from
28.76 MMT (2006) to 33 MMT (2018) and consumption is projected to increase at a
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CAGR of 1.63% from 29 MMT (2006) to 35.2 MMT (2018). This is mostly sufficient
to meet the local demand.
Vietnam is the fourth largest producer and the third biggest exporter of rice. The nation
has a rice harvest of 7.73 million hectares with a projected yield of 5.89 MT/ha (2018).
Vietnam’s rice yield is also above the global average just as China’s. The International
Rice Research Institute (IRRI) of Vietnam played a significant role in improving the
yield and quality of rice. The rice production is expected to increase at a CAGR of
1.87% from 22.77 MMT (2006) to 28.45 MMT (2018). The nation accounts for 14.2%
of the global rice trade (2018), it exports to Asia, Africa, Europe, America and
Australia.
Thailand is the second largest exporter of rice. In 2012, Thailand’s rice exports
increased, but its international market share declined from 30.3 to 17.4 percent on
account of the price competition from India. This was on the back of India’s removal of
the ban on its non-basmati rice exports in 2011. Indian and Vietnamese rice was nearly
120 USD/MT (2012) cheaper than the Thai rice, which led to a decline in rice exports
from Thailand. Further, Thai rice exports were also affected by the decline in imports
from one of its major importers Nigeria as higher import tariff was imposed by the
government. This led to reduced imports of rice by Nigeria, which resulted in a CAGR
of 10% from 3.2 MMT (2012) to 2.1 MMT (2016).
However, Thailand’s rice exports improved (2017) due to the sale of the government-
owned stock and suspension of off-season rice paddy pledging program in 2013, this
made the Thai rice prices more competitive than the Indian and Vietnamese rice. It is
anticipated that Thailand rice exports will decline in 2018 due to depletion of
government’s rice stock in 2017.
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In conclusion, it can be stated that there is a cut-throat competition between Asian
countries for the market share in the global trade. Hence, for non-basmati rice, there is a
stiff competition between India, Thailand, Vietnam and Pakistan, whereas for basmati
rice there is a competition between India and Pakistan. The United States exports long
grain and medium grain rice to Asian and African countries and compete with Australia
on the export of medium grain rice.
Significantly, prices play a decisive role in the export market share of rice as importing
nations shift to countries offering a competitive price. The export price of rice quoted
by an exporting nation is dependent on several factors including production cost, yield,
the minimum export price set by a government of a country and availability of rice after
the government purchase program. The export market share is also affected by the
import tariff implemented by a nation to safeguard the interest of domestic farmers and
19
a variety of rice preferred in a specific region. There has been an increase in export
quotes by the major exporting nations as there has been an increase in the demand from
importing nations. It is projected that in 2018, the global rice production will be lower
than the previous years due to less production in India and Bangladesh. The global
consumption will increase but would be less than the production. The overall global
trade might decrease as exports are estimated to decline in major exporting nations,
Thailand and the United States. Therefore, on account of anticipated decrease in rice
production and increase in demand in the international market, the prices are most
likely to increase in 2018.
The market can be segmented geographically into North America, APAC, Europe and RoW
regions.
The global rice market is expected to grow with a healthy single digit CAGR from 2013 to
2019.
The key driver of this market is the growing fast food industry and restaurants. Rice is one of
the favorite cereals for most of the consumers. The growing population is second driver for
increasing consumption of rice globally. The demand for fragrant rice is increasing gradually
globally. Moreover long rice (high quality) is one of the premium class rice and it is not
consumed on a regular basis.
Some of the key players in rice industry are Riceland foods Inc., V.A.P Foods ltd and KRBL
ltd among others.
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Rice Market Explores New Growth Opportunities by 2019-2028
The Main objective of the report titled Global Rice Market 2019 is to give a complete idea
of the rice market for the duration of 2019-2028. The rice report focuses on market overview,
market growth factors, market segmentation, regional analysis and competitive players
involved in rice market.
Major Key Players of Rice:
Capital Rice Company Limited produces and exports rice. The company offers Thai jasmine,
pathumthani, parboiled, white, glutinous, and organic rice. It serves customers in Thailand
and internationally. The company was incorporated in 1977 and is based in Bangkok,
Thailand. Capital Rice Company Limited operates as a subsidiary of The STC Group.
Thanasan Group
Companies in this industry mill flour and rice; malt grains (primarily barley); and mix
prepared flour mixes and dough.
Ake Rice Mill Company Limited is engaged and specialized in rice business for more than
5 decades by generation to generation. In the early period of the business, the main business
activity was to polish and produce a variety of quality rice not only under its own brand for
the domestic sale including Bangkok area and nearby, bur also, the other company brand.
Alobha exim
Alobha Exim, a leading Basmati Rice exporter in India, is an industry connoisseur when it
comes to producing fluffy and aromatic Indian basmati rice that is rich in nutritional value.
Our unique manufacturing process is aimed at preserving the natural aroma of the rice so that
even consumers based abroad can add a rich Indian feel to their cuisine.
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Kohinoor
Kohinoor Foods Limited is one of the leading food companies of the country with global
manufacturing standards and marketing capabilities. Kohinoor Foods Ltd. is no stranger to
awards and recognition. And with its huge list of accomplishments, it’s really no surprise.
Incredible as it may sound - 868,500 finest basmati grains flow out every second from
Kohinoor factories. If on one hand, Kohinoor Basmati Rice is the first branded food from
India to be served on board Malaysian Airlines, than on the other hand, Kohinoor has an elite
list of customers that includes the Royal Palaces of Brunei, Emirates and the Sultanate of
Oman.
Lal Qilla
With the great vision of S. Amar Singh who started this business merely from a small shop
about 60 years ago , nobody would have even dreamt of a small trading co. Amar Singh
Chawal Wala (ASCW) to become a recognized global company. Since its commencement ,
the company’s sole objective has been to make the world experience the perfect combination
of aroma , elongation and sweet taste. It is their principal “ to serve only the best quality
basmati to the world”
Daawat
Daawat is India's Finest Basmati Rice, which is produced by one of the leading Basmati
rice manufacturers in the country, LT Foods Ltd.
ADM Rice
ADM is a major international supplier of rice, including long, medium and short grain. Our
rice can be shipped in milled, brown or rough-rice form.The Midland Harvest™ brand of rice
is available in a variety of package sizes for private-label products and the foodservice
industry. The high-quality grain cooks up plump, moist and tender.
American Rice
American Rice, Inc. is the largest rice miller and marketer in America due primarily to
our ability to globally source and market rice through traditional and new markets. ARI is
proud to uphold its tradition of quality and innovation by providing the resources for
22
procuring, producing, and distributing the quality brands required by the sophisticated
markets of the world as well as rice of all types to the international market.
Gulf Rice Milling, Inc. provides milling and marketing of rice. The company was
founded in 1988 and is based in Houston, Texas. Gulf Rice Milling, Inc. operates as
subsidiary of Gulf Pacific Incorporated
REI Agro Limited engages in the processing, manufacturing, marketing, and trading of agro
products in India and internationally. The company primarily offers basmati rice under the
Raindrops brand name. It is also involved in the generation of power through winds farms
located in Rajasthan, Maharashtra, Tamil Nadu, and Gujarat with a total installed capacity of
46.1 MW. The company was founded in 1994 and is based in New Delhi, India.
KRBL Ltd
KRBL Limited is an India-based basmati rice processing company. The Company is engaged
in seed development, contact farming, procurement of paddy, storage, processing, packaging,
branding and marketing of basmati rice. The Company's operating segments include Agri,
which includes agricultural commodities, such as rice, Furfural, seed, bran and bran oil.
23
MANJILAS FOOD TECH PVT. LTD- A PROFILE
VISION
To become a reliable, reputed and respected name in the Indian food industry
MISSION
To redefine customer delight and create new industry benchmarks through constant
innovation, research, and technology; and strengthen social commitment by working towards
the benefits of the entire community
QUALITY POLICY
We, at Manjilas are committed to give total satisfaction to our customers through continuous
improvement of our product, process and distribution.
Manjilas, the mother brand of Double Horse, was founded in the year 1959, as a rice milling
company selling high-quality rice grains. The brand, on the strength of its commitment to
deliver only the best to its customers, has witnessed a phenomenal growth over the years. It
revolutionized the food sector in Kerala becoming the first ISO 9001:2000 certified Rice Mill
in the state and the first food brand to introduce sortex rice, stoneless rice and colour grading.
Inspired by the support of its customers and foreseeing the potential for traditional food that’s
made easy to suit today’s 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
24
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
MILE STONES
Manjilas is the first Modern Rice Mill.
The First Rice Mill introduced Branded Rice in Kerala.
First Rice Mill which has introduced Sortex Machine
First Rice Mill which has received ISO 9000-2000 certified Rice Mill in
Kerala.
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PROFILES OF PRODUCTS AND SERVICES:
Manjilas started off with Rice vending outlet 56 years ago, Today Double Horse offers its
customers the widest variety of good food with more than 10 superior types of rice and 100
premium quality food products in different ranges. It has always stayed a market leader with
introduction of Rice products almost 35 years into the finding of the company and later
moving on to Wheat products, Masalas, Pickles, health products and instant food products.
The latest in the series being the ‘Retort’ products which was a result of efforts of the R&D
kitchen. With more than 100 products to offer, Double horse has become an inevitable name
in the malayali house hold.
Rice
Rose Matta
Cherumani
Jyothi Matta
Red Raw Rice
Matta Broken
Ponni Rice
Single Matta
Jaya Rice
Idli Rice
Raw Rice Meals
Ghee Rice
B.T.Meal
Jeerakasala Rice
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Rice Products
Easy Palappam Mix
Appam Idiyappam Pathiri Rice Flour
Aval Thick
Dosa Mix
White Rice Flour
Idly Mix
Roasted Pathiri Flour
Palappam Mix
Vattayappam Mix
Red Aval
White Aval
Thick Aval
Puttupodi
White Puttu Podi
Samba Wheat Puttu Podi
Chemba Puttu Podi
Ragi Puttu Podi
Corn Puttu Podi
Wheat Product
Chakki Fresh Atta
Samba Broken Wheat
Broken Wheat
Wheat Rava
Samba Wheat Rava
Roasted Rava
Vermicelli Roasted (Short Cut)
Long Vermicelli
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Instant Idiyappam
Rice Sevai
Upuma Mix
Health Product
Banana Powder
Health Mix
Ragi Vita
Ragi Powder
Pickles
Veg Pickles
Non Veg Pickles
Vegetables In Brine
Masalas
Sambar Powder
Chicken Masala
Meat Masala
Pickle Powder
Fish Masala
Rasam Powder
Vegetable Masala
Egg Roast Masala
Biriyani Masala
Garam Masala
Condiments
Chilli Powder
Coriander Powder
Turmeric Powder
Pepper Powder
Ginger Powder
Crushed Chilli
kashmiri Chilli
Other
Coconut Chammanthi Podi
Tamarind
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Jaggery
Cocount Oil
Papad
Vinegar
Soya Chunks
Macaroni
Black Tamarind
Asafoetida Powder
Mustard
Fenugreek
Cumin
Fennel
Soya Chunks Nano
Chutney Powder
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Organizational Design and Structure
CHAIRMAN
MANAGING
DIRECTOR
BOARD OF
DIRECTORS
GM GM
GM GM GM GM
MARKETING QUALITY
PRODUCTION PURCHASE FINANCE HR
CONTROL
ASST.GM
ASST.GM ASST.GM ASST.GM ASST.GM ASST.GM
QUALITY
PRODUCTION PURCHASE FINANCE MARKETING HR
CONTROL
ASST.
CHIEF QUALITY
SUPERVISORS SUPERVISORS MARKETING ASST.HRM
ACCOUNTANT CONTROLLER
MANAGER
AREA SALES
WORKERS WORKERS ACCOUNT STAFFS SUPERVISORS
MANAGER
SALES
WORKERS
EXECUTIVES
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FUNCTIONAL DEPARTMENTS
1. Purchase Department
2. Quality Control Department
3. Research & Development
4. Production Department
5. Sales & Marketing Department
6. Logistics and Warehouse Department
7. Finance and Accounts Department
8. HR and Administration Department
9. Customer Care Department
10. IT Department
11. Media & Designs Department
PURCHASE DEPARTMENT
After production, purchase forms the main department which head the day to day activities of
the organization. In Manjilas the purchasing department is centralized and all the
procurement and storing under one head.
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different approaches. The purchasing activities may be divided into those that are
always assigned to the purchasing department and those that are sometimes
assigned to some other department.
The followings are some of the important functions which are necessary to be
performed.
SOURCING- determine the apt place to source the raw materials depending
on various factors like the profit and cost margins, regularity of availability,
quality of product, distance from the mill/ factory.
AVAILABILITY- make sure the raw materials required for production reach
the factories in time. They are given the minimum order point, maximum
order point and re- order point, the purchase is made. These points are fixed
after analysing various factors like- storage capacity, market demand,
production capacity, and the transportation time.
QUALITY- ensure the products sourced meet the quality prescribed by the
R&D department and quality controllers.
WORKING CAPITAL MANAGEMENT- ensure that the available working
capital is utilised in the most efficient way so that and decide whether the
product should be chosen for in- house manufacturing or should it be
outsourced.
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Co- ordinate with quality control department(QC) for seasonal buying.
Ensure continuous process of vendor base expansion and registering then in SAP
which can be used for sampling and buying process.
Quotes to be received by buyer over phone or by mail(3 minimum). The same is to be
posted in whatsapp foe approval by GM. In case higher prices are bought at,
clarification to be given in mail for the same.
Release payments as per credit terms.
Quality control department refers to the ways and means where quality standards are
maintained. The aim of quality control is not only to improve quality of products, but also to
eliminate bad quality goods. Once the quality standard is set, then it should be achieved and
maintained in future and efforts should be made to improve it further. Manjilas group of
companies have set up a quality control department for the purpose of determining the quality
of the product. Different types of tools are used for the purpose of checking control. Their
department consists of 7 people headed by the quality control manager. Double horse
emphasis on maintaining strict quality parameters that involves the detection of
Total bacterial count
Collide forms
Detection of pathogens like e.coli, Staphylococcus, salmonella, bacillus, listeria,
clostridium and so on.
QC also ensures that ISO 22000, for food industries are maintained
Research and Development department was formed with an aim of diversifying the product
range. A decade ago Manjilas was restricted to rice and rice products. But with the entrance
of new players pitching in the market it became imperative to extend the product range. With
utilizing the wide scope of products and ample availability of raw materials Manjilas has
been successful enough in launching almost 100+ products(99%) under the name of
DOUBLE HORSE since inception of R&D department
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The department is headed by MANAGER, a senior food scientist who has the liberty to do
experiment for new products and two R&D executives and a Chef. Most the processes remain
a trade secret and was not disclosed during the study. R&D also conducts competitor product
analysis to improve their own products.
Major machinaries involved are Retorting Machine, Pulvarising machine and moisture
content machine.
R&D coordinates with Quality Control and Production for ensuring that the products are
manufactured as per the standard
PRODUCTION DEPARTMENT
Depending on where the products are manufactured, the products of Double Horse can be
classified into 2:
In- house manufactured products are those which are manufactured in the company’s own
factories and mills. The main factories are located at pollachi, tamil nadu,; while the minor
ones are at Palakkad, Coimbatore, and thrissur. Here 3 departments will come into play:
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production
department
quality
purchase
control
department
department
The Production department keeps track of production of the products depending on the
market demand and supply of the raw materials. They also take care of the maintenance of
the machinery.
The Quality control department check the quality of raw materials, at each stage of
production, and also that of the final product. These standards of quality are determined by
the research and development department and is as per FSSAI(food safety and standards
authority of india) limits.
The Purchase department ensures the availability of packaging materials and raw materials
required for manufacturing- mainly rice and spices. The capital assets wing of the department
helps in initial capital asset purchases-land ,building, machinery etc.
Out- sourced products are those which are outsourced from other manufactures and then
marketed by the company. Even though the products are not manufactured within the
company, the contracts are set in such a way that the quality of the products are never
compromised. This is ensured by appointing a quality controller in all those manufacturing
units. The products are manufactures, packed and labelled as per the contract and delivered to
the company for marketing. Their purchase and timely availability is monitored and
maintained by the purchase department.
GM
ASST.GM
Factory Production
manager Manager
Account Warehouse out source
Dept. supervisors
Dept quality control
Mechanics Operators
(Machines) Asst.QC
General
workers&messs
in charge Worker
category
Security
personnel
As the units of production are widespread, all the units do not have same kind of
activities.
The main activities of each units are as follows:
Manjilas Food Tech Pvt. Ltd., Kottekkad, Thrissur
Production of Rice powder products, Pickles, Jams, Ready to eat
items, Pastes, Payasam mixes, etc & Warehousing Activities & Fleet
Manjilas Food Tech. Pvt. Ltd, Chitoor, Palakkad.
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Production of Instant Idiyappam, Rice Ada, Rice Sevai, Chakky Fresh
Atta
Manjilas Agro Foods Pvt. Ltd, Cheramangalam, Palakkad
Processing of Paddy into Rice
Manjilas Agro Foods Pvt. Ltd, Kunisserry, Palakkad
Production Rice and Warehousing Activities
Q One Foods and Ingredients, Unjuvelampetti, Pollachi, Tamil Nadu
Production of - Rice powder products, Spices, condiments, masalas.
Q One Foods and Ingredients (Branch), Unjuvelampetti, Pollachi, Tamil
Nadu-Branch
Process of washing the rice, production of Samba Wheat and its by
products, Rava.
Q One Foods and Ingredients (OSK Warehouse), Gandhi Nagar, Pollachi,
Tamil Nadu-
Warehouseing activities for entire Outside Kerala Operations, Raw
Materials & Packing Material godown
Manjilas Agro Foods - Branch, Mysore & Shimoga -
Rice outsourcing activities and quality Checking
M O John & Sons (Exports), Kolangattukkara, Thrissur
Export of all Double Horse Products to almost all the countries
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stocks in the form of left overs and returns. Then Manjilas introduced Tally Software, In-
Vehicle computerised billing, first ofits kind among competitors. Now Manjilas employ wide
range of tech-savvy procedures which has helped to get an edge over its rivals. Use of ERP,
internet, mobile tracking has helped to track orders from remote places and standardize the
delivery procedure. This later divides into areas, territories, etc. Separate distribution methods
are adopted for Government and Non-Government sectors (Modern Trades).
Fieldmax is in-house software developed by Manjilas which help field executives to track
order and reflect the same in ERP software.
The organizational chart is as follows:
General
Manager
Asst.GM
Territory sales
Executives
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Territory Sales Manager:
Achieving agreed sales targets.
Training, motivation and control of the executives
Management of distribution : / Distributors / Retailers
Conduct business development activities in the area
Ensure all sales related processes are adhered by the team.
Delegating/Setting targets for the sales executive.
Monitoring the performance of the sales executive.
Visit major supermarkets and liaison with the supermarkets owners.
Follow-up with distributors for payments.
Territory Sales executive:
Visit potential customers for new business
Provide customers with quotations
Negotiate the terms of an agreement and close sales
Gather market and customer information and provide feedback on buying
trends
Represent your organization at trade exhibitions, events and demonstrations
Identify new markets and business opportunities
Record sales and send copies/reports to TSM
Apart from these duties the marketing department also conducts product
promotional activities, new product launches, sample products distribution, etc
In-shop promotional activities involve placing the product at apt location at big
retail outlets and supermarkets.
Logistics – they form that part of supply chain which plans, implements, and controls the
efficient, effective forward, and reverse flow and storage of goods, services, and related
information between the point of consumption in order to meet customers requirements. They
will ensure that the right products are delivered to the right location on time and at a good
cost.
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They are involved in transportation, stock control, warehousing and monitoring the flow of
goods.
Functions;
Manage bid and procurement activities for goods and services for all commodities,
leased space and construction.
Consult with and educate departments about sourcing strategies, supplier outreach and
internal procurement processes/ requirements.
Develop and support strategic sourcing initiatives
Warehouse Department- the warehouse forms the heart of any manufacturing company. It is
the one point shop that keeps the supply mechanism running. The warehouse department is
divided into the following functions: receiving; storage; order processing; dispatch
FINANCE DEPARTMENT
Finance is the process of registering all the activities of the company in monetary terms for
the purpose of generating useful reports that help the users of these reports and statements
even external or internal users. Finance is one of the most important functional areas of
business and within business firms. It joins other functional areas like marketing, operations
41
technology, and management as key areas of business. Business owners and business
managers have to have at least a basic understanding of finance even if they outsource certain
areas of their financial operations. Organization Structure of finance is as follows:
Manager
Executives
Accounts
Manager Tax
Executives
and Legal
General Asst.General
Manager MANAGER
Auditor
SAP Executive
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Procurement of funds
Duties
Procurement of funds
The funds are collected for the effective usage of finance resources. The company collects
funds from the following sources:
As loans- Loans can be taken from banks and other financial institutions in the form
of bank OD, cash credits, bank loans etc.
Investments- The capital of the company is funded by venture capitalists and through
Angel funding. Investments like insurance, fixed deposits are also source of finance.
Funds from sales- The funds emerging from sales are in the form of cash or credit. In
the case of cash sales the cash is directly received by the department and in the case of
credit sales, cash is collected from the debtors within a certain period
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:
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Costing and budgeting
The various research and analysis techniques that helps improve the firms running are
conducted by this team.
Ratio analysis- Gross profit ratio, net profit ratio, solvency, working capital turnover
ratio, current and liquidity ratio
Cost sheets of production- To control costs. It is done using activity based method.
Unlike the traditional method which involves costing of each department as an
assumed percentage of total cost, activity based method helps in calculating the actual
cost on an activity- to- activity basis. This is more specific and accurate, and helps in
easier identification and management of costs.
Profit and loss statements, balance sheet and cash flow statements- to guide, monitor
and update the financial status of the organization.
Budgeting is done at the beginning of each financial year. The process starts with the sales
department giving the expected projection of sale for the coming year, to the purchase
department. The purchase department will then submit the expected cost of the raw materials
required for the expected sales. The finance and accounts department, along with this value,
considers the requirements of other expenses required for the internal working of other
departments, and prepares the budget for the year.
The main advantage of SAP system is that, this system enables the users to get to know the
full details of an employee right from the day his/ her arrival in the organization. Pay roll is
processed using SAP. Even if an employee is absent, that will be also marked in his profile
using SAP. Finally, when an employee salary is computed, the SAP will calculate his/ her
salary depending upon the number of leaves taken. This will help the organization into
reducing its human effort.
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Major Responsibilities of functions:
Budgeting
Maintaining receivables and payables
Credit referencing
Security
Financial analysis
Cost control
Internal audit
Regulatory reporting
Credit control
Financial records
Cash flow forecasting
Costing
Sales
Payment releases
Human Resources (HR) is concerned with the issues of managing people in the organization.
The Human Resources department is responsible for many people related issues in an
organisation.
Under the HR department’s remit are the following roles:
The process of recruiting suitable candidates for the organisation
Identifying and meeting the training needs of existing staff
Ensuring employee welfare and employee relations are positive
Ensure the working environment is safe for employees
Raising awareness of current workplace legislation
Manjilas has started as a family venture, most of the departments were handled by non-
professionals, and so was the HR department which was part of admin team. Now a strong
and efficient HR team has helped Manjilas to transform to a professional organisation. Key
policies were implemented and laid out. Proper recruitment and performance analysis were
carried out which helped to build a good brand value.
The Organisation chart is as follows:
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Asst.General
Manager
Manager
Asst.Manager
Executives
Executives Executives
(Training)
(Statutory) (Recruitment)
Manjilas has HR executives at every plant where work happens. These executives make sure
that all the policies are followed properly and hear the grievances of workers if any.
Main functions of HR at Double horse are:
46
Each role has to be appraised /evaluated with their Functional KRAs and soft skills
which are already set in the organization. Depends upon the score, the promotions and
salary hike can be decided.
Implementation of Policies.
Ensure the Group is having a well-defined HR Procedures and Policies. All
employees should have the knowledge of all procedures by having issued them a HR
Manual.
Staff Welfare Activities
The organization is in the process of modifying the existing Staff Welfare Measures
by introducing new beneficial welfare measures to the employees and their families.
HR Policies
It is the duty of HR Department to implement the policies and procedures, ensure
the abidance of the implemented policies and procedures by all employees without
violating any of such rules. Keeping this objective in mind, we published an
Employee Manual.It is just a hand book of Manjilas’s Rules.
Manpower Planning
Manpower planning is one of the important functions performed by HR. As the number of
workers required is not same throughout the year and production activities are seasonal and
on demand, the manpower will be allocated according the work. Production department will
quantify the man-hours needed for a work and calculate the feasibility and arrange the
47
manpower. These happens mainly in worker category (non-permanent and contract
employees). Improper manpower planning can result in higher cost and reducing the margin
on the product. Hence HR also play a vital role in profit making.
Unit Head should define the total number of Manpower of all categories
depending up on the yearly production plan, approve it and should send
it to HR Department
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salary is above Rs 15,000/- the employer is liable to contribute only on Rs 15,000/-, that is Rs
1,800.
Every organization has the option of choosing the candidates for its recruitment own
processes. In Manjilas, the recruitment is a process consisting of various activities, through
which search of prospective personnel-both in quantity and quality – as indicated by human
resource planning and job description and job specification is made.
This process includes recruitment planning, identification of recruitment planning,
identification of recruitment sources, contacting those sources and receiving
application from prospective employees.
Recruitment process involves a systematic procedure from sourcing the candidates
to arranging and conducting the interviews and requires many resources and time.
49
Identify the training needs in co-ordination with the concerned HODs. Focus to be given on
the improvement of Functional Duties and Responsibilities. It is the duty of the HOD to point
out the weakness of an employee working under him.
2.Preparation of Training Calendar:
As per the identified training needs, a training calendar is to be prepared. Some of the
subjects of Soft Skill and Functional Skills can be taken by the identified trainers from the
internal training committee.
3.Training Schedule:
As per the Calendar, the first option should be that if the particular subjects can be taken by
our internal trainer, will schedule the training as per the convenience of the trainer.
Otherwise, will go for an external trainer.
4.Conducting the Training :
The trainings can be conducted internally or externally. Certain trainings are conducted at
Unit Level. For Marketing team, an yearly training is scheduled along with the Annual Sales
Meet. Considering the space constrain, we conduct such Annual Trainings outside every year.
Internal trainers will take classes as per the requirement at Head Office and units. Both cases
the availability of trainer as well as trainees to be confirmed well in advance before finalizing
the time of training.
5.Training Feed Back and Development :
HR will have to get a training feedback format duly filled in by the attendees.
Also there should be a proper monitoring after training in co-ordination with HOD
and ensure the training is successful and as a result the development is in
existence.
Performance Appraisal system:
Objective:
To evaluate the performance of the employees based on the competencies required in the
specified role with a reliable, valid objective assessment and thereby reward the employee
meeting the individual and organizational objectives in a culture of transparency. Every year
HR would facilitate the performance review of all employees along with their reporting
Managers. The performance management process implementing and monitoring shall be the
responsibility of the Human Resource Department. The implementation of the process shall
be the responsibility of every employee and their Reporting Managers.
Scope:
The PMS should provide inputs for the following decisions:
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• Reward and recognition
• Probation confirmation review
• Promotion
• Annual Salary Increment
• Training need identification
• Career Progression
• Retention
• Punishment, disciplinary action and termination
Process
Step 1 :
Appraisal sheets are prepared on the basis of Measurable Metrics which was already set in
line with the Functional KRAs. While setting the metrics, the following points should be
taken into consideration:
• Specific – Precise, well defined, clear and understandable to every one
• Measurable – The individual should be well aware of the tasks, evidence needs to be
clarified if needed, it can be judged.
• Achievable – It is to be confirmed the availability of resources to achieve the set target/goal.
• Relevant – Whether the set objectives are relevant to perform the current role
• Time bound - Time limit/deadline oriented, feasibility of time limit to achieve.
Step 2 :
Schedule the Appraisal date and time in co-ordination with the Reporting
Managers/Superiors.
Rating -
The performance will be evaluated against the parameters in a 1 to 5 rating scale of
the KRA defined for the position. The details are as follows:
• 5 point scale – Excellent.
Performance is exceptional. Consistently demonstrates excellent standards
in all job requirements
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Meets requirements of the job but needs improvements
• 1 point scale – Poor
Doesn’t meet minimum requirement expected for the position.
Step 3: During the appraisal process, the self review is to be done by the Appraise
(employee). Through this, we provides an opportunity to the employee to introspect and
check his/her performance against the tasks and targets assigned to him/her.
Step 4 :
The Appraiser (Reporting Manager) needs to evaluate the process and to communicate the
appraise on his/her performance, strength and weakness, and the area where the improvement
required.
Step 5: Closing the process by the Reviewer (HR Representative) by noting down
the comments.
Once the appraisal process is over, the HR Department will conclude it by a gentle validation
with their remarks on the next action to be carried out. (It can be an increment, promotion,
transfer, giving proper training, warning letter, disciplinary action including a termination.
Customer care becomes an inevitable part in an Food industry. At Manjilas high value is
giving for customer feedback and ready action is taken to ensure that nomistakes are
repeated. Every product carries a Customer care number through which a customer can
contact the company any make grievances.
Customer Care department works in coordination with Production and Quality Control to
make sure that entire batch of products if noted for any problems should be called back. All
the corrective and preventive actions are initiated from here then. No major customer
grievances have occurred for Double which shows the amount of care given for Quality of
the products.
Complaints can be raised through different ways- complaint boxes, e-mails to
customercare@manjilas.in . In the facebook page, or through telephone. The company also
conduct surveys in the retails stores about the response of the customers.
IT DEPARTMENT
IT department gives the necessary aid to maintain the information and technology related
aspects. This include:
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Maintain the required database
Developing required software(SAP) and training the employees in using them along
with maintaining the SAP usage traffic.
Maintaining the LAN(local area network), WAN (wide area network)
Ensure proper internet supply and monitor its usage
Maintain the systems and imbibe latest technologies to minimise the working cost.
Responsibilities of IT department
Minimise cost
Maintenance of computer hardware
Software assistance
Allocate SAP accounts
Networking
Manjilas has a dedicated media team which looks after the media presence of the company.
Although known for its quality of products rather than advertisements Manjilas has built its
market on trust by not compromising on quality for decades. Double has actress Shobhana as
its brand ambassador and maintained not so bad media presence.
It relies on BRANDiD, a consultation firm which takes care of its ads.
Media team uses TAM GRP rating and IRS, ABC report to evaluate which TV channel or
print media to be used for advertisements. Company allocates 4% of its budget in
advertisements.
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It has sponsored many major events such as SURYA T V Awards, VANITHA film
awards.
As an FMCG product it is important for Manjilas to advertise as there is a major
competition in this field with new products coming up in every other day.
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KRA OF THE ORGANIZATION
The following are the key result areas that the organization as a whole focuses upon.
PROFIT: The net profit or surplus before tax planning efforts, produced by the
efficient operation and effective administration of your enterprise.
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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
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Minimize downtime and meet annual production target as per expected cycle time
Resource utilization
Maximizing quality of product, efficiency of production and maximize production
rates
Maximize plant efficiency through teamwork and innovation
Operational costs
Minimize the scrap level/wastage reduction
Control overhead expenditure
Stock control
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Costing
Sales
New business acquisition
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Market research
Field support
Marketing materials
Media relations
Sales support
Agency relations
Strategize Marketing Mediums
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Asset and liability management
Board of directors relationship
Productivity
Financial strategy
Business development
Technology
Customer satisfaction
Community relations
Regulatory compliance
60
SWOT ANALYSIS OF THE ORGANIZATION
STRENGTHS
Large exporters of rice and food products
Wider reach by exporting products to outside India
Provide large volume of employment opportunities
More than 1100 skilled labourers
Variety in food products
Use of high – quality equipments imported from Japan
Provides good welfare benefits to employees.
WEAKNESSES
OPPORTUNITIES
THREATS
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TABLE NO. 4.1(a)
GENDER
GENDER
12%
Male
Female
88%
INTERPRETATION
From the above table and chart it is clear that 88% of the respondents are men and the
remaining 12% are of women.
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TABLE NO. 4.1(b)
AGE
AGE
0%
13%
18%
0-20
21-30
31-40
36% 41-50
33% above 50
INTERPRETATION
From the above table and chart it is clear that 18% of the respondents falls under the age
category of 21-30, 33% of respondents under 31-40, 36% of the respondents under 41-50%
and the remaining 13% under 50 and above. Hence, majority of the employees falls under the
age category of 41-50.
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TABLE NO. 4.1(c)
MARITAL STATUS
MARITAL STATUS
13%
Married
Un married
87%
INTERPRETATION
From the above table and chart it is clear that 87% of the respondents are married and the
remaining 13% are unmarried.
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TABLE NO. 4.1(d)
WORK EXPERIENCE
Work Experience
4%
12%
INTERPRETATION
From the above table and chart it is clear that 12% of the respondents fall under the category
of less than 1 year of working experience, 36% of the respondents fall under the category of 1
to 3 year of working experience and the remaining 48% of the respondents fall under the
category of 4 to 6 year of working experience. Hence, majority of the employees falls under
4-6 years of experience.
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TABLE NO. 4.2
Supervisor provides 7 - -
actionable suggestion 4 89 3.97
on improvement
Good communication
from managers to 3 93 3 - - 3.96
employees
Amount of work - -
expected is reasonable 83 17 3.83
Feeling of
underutilisation with - - 67 28 5 2.62
job
Source: Primary Data
INTERPRETATION
From the above table using weighted average method of calculation it is clear that the
employees agreements and disagreement on their job with an average weighted score of 4.
66
TABLE NO.4.3
INTERPRETATION
From the above table using weighted average method of calculation it is clear that the
satisfaction level of employees on their job with an average weighted score of 3.
67
TABLE NO.4.4
7%
17%
58%
INTERPRETATION
From the above table and chart it is clear that 58% of the respondents are satisfied,
18% are moderately satisfied, 17% are highly satisfied and only 7% is dissatisfied regarding
the overall satisfaction with the current job.
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Chi Square Test
Job satisfaction
Less than 1 2 5 5 0 0 12
year
1 to 3 years 6 23 3 4 0 36
4 to 6 years 7 28 10 3 0 48
More than 6 2 2 0 0 0 4
years
TOTAL 17 58 18 7 0 100
Testing of hypothesis,
H0: There is no significance relationship between work experience and employee overall job
satisfaction.
H1: There is a significance relationship between work experience and employee overall job
satisfaction.
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CHI SQUARE TEST TABLE
0 0 0 0 0 0 0
0 0 0 0 0 0 0
0 0 0 0 0 0 0
0 0 0 0 0 0 0
TOTAL 6.276445
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Degree of freedom = (r-1) * (c-1)
= (4 - 1) * (5 - 1) = 12 = 21.026
The table value of Chi square at 5% level significance and degree of freedom is 21.026 and
the calculated value is 6.276445 which is smaller than the table value of 21.026, therefore
accept the null hypothesis.
INTERPRETATION
From the above analysis, it has been found that the calculated value is smaller than the
table value, so the null hypothesis is accepted. Hence, it can be concluded that there is no
significance relationship between work experience and employee overall job satisfaction.
71
MANN WHITNEY TEST
TABLE NO.4.6
REALATIONSHIP BETWEEN GENDER WITH RESPECT TO OVERALL
SATISFACTION WITH CURRENT JOB
Highly satisfied 14 3 17
Satisfied 55 3 58
Moderately satisfied 17 1 18
Dissatisfied 2 5 7
Highly dissatisfied 0 0 0
TOTAL 88 12 100
Testing of hypothesis,
H0: There is no significance difference in the response of male and female employees with
respect to the overall satisfaction with the current job.
H1: There is significance difference in the response of male and female employees with
respect to the overall satisfaction with the current job.
Combine Rank
0 1.5
0 1.5
1 3
2 4
3 5.5
3 5.5
5 7
14 8
17 9
55 10
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TABLE NO. 4. 6(b)
U = N1 N2 + NX (NX + 1) - TX
Where,
N1 = N2 = Nx = 5
Tx= 32.5
U = 40 – 32.5 = 7.5
INTERPRETATION
From the above analysis it can be found that the calculated U value is higher than the critical
value so accept the null hypothesis H0 that is there is no significance difference in the
response of male and female employees with respect to the overall satisfaction with the
current job.
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FINDINGS
74
SUGGESTIONS
75
CONCLUSION
Manjilas Food Tech Private Limited is an ISO 9001-2000 certified rice milling company in
the state and first food brand who introduce sortex rice,stoneless rice and colour grading
which emphasises on quality aspect. A Project was undertaken at Manjilas Food Tech Private
Limited to understand the functioning of various departments. It also tried to examine the Job
satisfaction level of employees. For the purpose of the study responses were collected from
100 employees.
Manjilas Food Tech Private Limited is a well known spice exporter in India. The company
exports its products to 22 countries mainly to Middle East, UK, Australia, Canada, Singapore,
South Africa and European countries. It is the first ISO 9001-2000 certified Rice Mill in the
state.
The analysis from primary study reveals that majority of the employees are satisfied in
working for the company. It increases the morale of the employees thereby increases the
productivity and leads to increased production in the organization.The study has arrived at a
conclusion that majority of the workers at Manjilas Food Tech Private Limited are satisfied
with their job. But however in certain cases, the satisfaction level of some of the employees
get reduced.
Manjilas Food Tech Private Limited has achieved the enviable heights mainly due to the
hard work of employees and their commitments toward their customers.
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