SUMMER TRAINING REPORT

SYNOPSIS ON

A STUDY ON HUMAN RESOURCE MANAGEMENT

AT K.B PRODUCTS (NAKODA) PVT. LTD.

Submitted in partial fulfillment of the requirements

for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

To
GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY,
DELHI

Under the Guidance of Submitted by

Assistant professor Dr. Mani manjari Sumit baghel
MBA- III Semester
01820803921

BHAGWAN PARSHURAM INSTITUTE OF TECHNOLOGY

Affiliated with Guru Gobind Singh Indraprastha University

Session 2021-23

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 DECLARATION

I, Mr. SUMIT BAGHEL , En. Roll No. : 01820803921 declare that the Summer Training
Report (Paper Code MS-201 entitled “A STUDY ON HUMAN RESOURCE MANAGEMENT”is

done by me and it is an authentic work carried out by me at KB PRODUCTS PVT. LTD.

The matter embodied in this Report has not been submitted earlier for the award of any
degree or diploma to the best of my knowledge and belief.

Signature of the Student: SUMIT BAGHEL

Date:20-Sep-2022

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 CERTICATE FROM COMPANY

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 AKNOWLEDGEMENT

This report is a project report on “A STUDY ON HUMAN RESOURCE

MANAGEMENT”.

I would like to give special acknowledgement to Dr. Mani Manjari , for his guidance,
technical expertise, advice constant supervision and excellent guidance. He not only gave my
project a scrupulous critical shape but also added many examples and ideas to improve it.

I have taken sincere efforts in this project. However this report would not beenpossible
without the help and kind support of my mentor. I want to extend my genuine and sincere
thanks to all the individuals who helped me in completion of this project.

I would like to express my appreciation towards my family for their encouragement and
support throughout this internship.

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 TABLE OF CONTENTS

SNO. CONTENT Page no.

1 Chapter 1: Introduction and profile of the company

1-4

2 Chapter 2:literature review.......................... 5-11

3 Chapter 3: Research Methodology................................. 11

4 Chapter 4: Data analysis................................................ 12-17

5 Chapter 5: Findings & Conclusion................................. 18

6 Chapter 6: Bibliography................................................. 19

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List of Tables/Figures/Symbols/Abbreviation
Table Title
No
1 Facts and figures
2 Questionnaire

LIST OF FIGURES
Figure No Title
1 Key people of the company
2 SWOT analysis
3 Best HR practices/USPs followed by the company
4 HR practices
5 Data mining
6 Lining up interview
7 Selection process
8 Research plan
9 Research model
References…………………………………………….…………………….…………
Summer training appraisal……………………………………...………….………

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9
 CHAPTER-1
INTRODUCTION
Human resource process In
K.B Products

K.B.PRODUCTS PRIVATE LIMITED

Began its unending pursuit of quality in the year 1978 in the dairy
industry. It is driven by the vision and dynamism of Founder
Mr. Kewalchand B. Jain and Co-Founder Jagdish S. Jain. K. B.
PRODUCTS PVT. LTD. enjoys thorough market experience of
various businesses for over 3 decades. K. B.PRODUCTS PVT.
LTD. is continuously putting efforts to find new ways to improve
and deliver better than ever before.

OUR VISION

Our vision is to make "Nakoda" reach every household in the

form of various product offerings we have. We want to set a mark
for Nakoda as one of the most reliable and trusted brands in the
industry.

OUR MISSION

Our mission is to be known as one of the best FMCG companies,

providing the best quality products and services to our
customers. We aspire to improve consistently and offer better
than before.

We at K. B. Products Pvt. Ltd., wish to deliver the best. Right

from procurement of raw materials to safe delivery of finished
goods, we follow the best practices to make sure that you get the
finest quality products. To ensure the same, we have an in-house
laboratory with latest equipments to check the quality at various
stages of manufacturing. We are ISO 22000:2018-HACCP
Certified. Decades of experience in the FMCG industry has
given us a better understanding of customers' needs. This
understanding, when combined with an experienced staff and

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 willingness to offer the best, gives us an edge over our
competitors.
Company history
K. B. Products Pvt. Ltd. began its unending pursuit of quality in the year 1978 in the dairy industry.
It is driven by the vision and dynamism of Founder Mr. Kewalchand B. Jain and Co-founder Mr.
Jagadish S. Jain. We enjoy thorough market experience of various businesses for over 3 decades.
We are continuously putting efforts to find new ways to improve and deliver better than ever before.

Milestones
 1960
Grocery Shop & Bread Shop

 1976
Got into trading of Skimmed Milk Powder and Pure Ghee (M/s. Kewalchand Vinodkumar
– Still running)

 1978
All three sons had joined the business till now and started the distributorship business

 1980
Started our manufacturing under the brand name – NAKODA

 The New Millennium

Onset of the new millennium brought about several fruitful changes. Expansion became the
need of the hour. Markets widened and new horizons were explored. Thus began a new era-
An era of fluorish.

 2002
New Factory was set on the outskirts of Mumbai.

 2003
3rd generation entered the business

 2007
Company turned PRIVATE LIMITED (K. B. Products to K. B. Products Pvt. Ltd.)

 2009
KBPPL set up a new plant on the outskirts of Mumbai. with latest technological
developments & systems. It was certified by ISO 22000 : 2005 & HACCP Standards

 2010
Markets broadened to various states across INDIA.

Products of a company are:

a) GHEE: Ghee is a type of clarified butter, originating from India. It is commonly used in India for
cooking, as a traditional medicine, and for religious rituals.

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 b) EDIBAL OILS: Edible oil. Edible or cooking oil is fat of plant, animal or microbial origin,
which is liquid at room temperature and is suitable for food use.

c) OTHER OILS: Jasmine oil is an essential oil derived from the white flowers of the
common jasmine plant, also known as Jasminun officinale. The flower is believed
to originate from Iran, but can now also be found in tropical climates.

Objective of
the study

The objective of the internship were as under:

 To understanding human resources practices at kb products pvt. Ltd

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  To the challenges faced by the HR department.

Scope of the study

This report has been prepared through extensive discussion with company employees.
Prospectus provided by the asset management company also helped in preparing the report.
At the time of preparing the report, I had a great opportunity to have an in depth knowledge
of all the hr activities practiced by the kb products pvt. Ltd.

Methodology

All the information incorporated in this report has been collected from primary sources as
well as secondary sources.
Primary sources:
 Interview with assistant manager of administration & HR-In Charge
 Operations manager and some other employees
 Discussion sessions with senior officers as well
Secondary Sources:
 Kb products pvt. Ltd Annual Report
 Job description for each employees of kb product. Pvt. Ltd.
 HR Division.
 Performance appraisal format
Performance appraisal guideline provided by the Human Resources division

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 Chapter-2

LITERATURE REVIEW
Jain and Sharma, (2012) in a research article on. FMCG’s touch every aspect of human life, it is an
integral part of a consumer dominated market and also a corner stone of the Indian economy. FMCG’s
give ample opportunity to the marketer to give choices and comparative advantage to the consumers
as well as their own venture.

A paper by Kumar,et al., (2012) says that FMCG’s are consumer packaged goods include
consumable items by consumers at regular intervals; these items are frequently used by the consumers
and are yielding high returns to marketers. This paper also says that preferences is a choice between
alternatives based on satisfaction and utility they provide, the study of consumer preferences not only
focuses on how and why the consumers make buying decisions but also how and why the consumer
make the choice of goods they buy and their evaluation of these goods and FMCG’s are based on 4
A’s awareness, availability, adoptability and affordability.

Gupta, Mittal, (2011), Fast Moving Consumer Goods (FMCG) sector is very important for Indian
economy. This sector touches every aspect of The Indian Fast Moving Consumer Goods (FMCG)
industry began to shape during the last fifty odd years.

Behura&Panda (2011)FMCG sector is a cornerstone of the Indian economy. This sector touches
every aspect of humanlife. Indian FMCG market has been divided for a long time between the
organized sector and theunorganized sector. Unlike the US market for FMCG which is dominated by
a handful of globalplayers, India’s Rs. 460 billion FMCG market remains highly fragmentedwith
roughly half the
market going to unbranded , unpackaged home made products. This presents a tremendous
opportunity for makers of branded products who can convert consumers to buy branded products.
Globally, the FMCG sector has been successful in selling products to the lower and middle income
groups, and the same is true in India.
Nagarajan & Khaja (2013)Fast Moving Consumer Goods (FMCG) can be defined as packed
goods that are consumed or sold at
regular and small intervals. The prices of the FMCG are relatively less and profits earned through
such
sales are more volume based. The organized FMCG retailing in India is a new concept and is fast
catching up in urban and semi-urban
Gupta&Roy, (2012) have said Marketers should try to create awareness regarding the benefits of
the ingredient brand and build up the confidence by delivering superior benefits of the ingredient.
Ingredient Brand should possess relevant, unique and believable benefits so that customers will be
assured that the final product will be able to fulfill their needs. Marketers can identify an unsatisfied
need or want of the customer. Then with the help of ingredient brand can
design a customized unique solution catering to this unmet need. This will in turn boost the
product sale, increase the profit margin and strengthen the product value proposition. There is a lot
of scope for Ingredient Branding in FMCG companies. For effective implementation of this
marketing technique further empirical researches should be conducted taking in consideration the
FMCG customers and marketers perspective.
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 Santos et al., (2012) have mentioned that Brands may function like a social currency, which every
individual uses to assess others, and which others are expected to use in their assessments of the
individual. Brands are most probably social tools.
Correia et al., (2012) have conceptualized that Brand love reinforces the trust, interest in continuing
a relationship and faith in the future of the brand in the Journal of Brand management.
Nugroho & Wihandoyo, (2014) says that Understanding Consumer’s Perceived Values place
important part in winning customers over a product/service and became the major motive in
choosing the problem. To develop and improve a product, companies must know what are the factors
that consumers think as important to dig up information on how they think and perceive variables
over a product before considering in purchasing it.
Manepatil, (2013) has mentioned that Change in shopping behavior in urban India over the past few
years with consumer looking for convenience. That is they want everything under one roof and a
bigger choice of products with an increase in double income, household, people don't have much
leisure in order to make the best use of their time. As malls and supermarket offer the option of
entertainment along with shopping, younger couples prefer to shop there No of people are attracting
towards retail market.
Binninger, (2012) has mentioned that from the early 1990s on, customers’ loyalty has come to be a
key concept again associated with many others including satisfaction, commitment, trust,
identification and the relationship with or attitude toward the brand. Often viewed as a paradigm
change, this new approach rests on the overt intent to retain existing customers. Based on the
principle that it is more cost-effective to retain one’s customers than to capture new ones, and that
consumer and that consumer profitability over time is conditional on loyalty, this process must lead
to an overall improvement of the quality of relationships with customers. It is also a way of retaining
the market share in an environment often glutted by a host of competitive offerings

SWOT ANALYSIS
Strengths
1. Low operational costs
2. Presence of established distribution networks in both urban and rural areas
3. Presence of well-known brands in FMCG sector

Weaknesses
1. Lower scope of investing in technology and achieving economies of scale, especially in small
sectors
2. Low exports levels
3. Counterfeit Products. These products narrow the scope of FMCG products in rural and semi-
urban market.

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

Threats

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 1. Removal of import restrictions resulting in replacing of domestic brands
2. Slowdown in rural demand
3. 3.Tax and regulatory structure

Major issues taken up by the FMCG SECTOR

 Environment Protection Act notification on use of plastics.

 Sugar Representation
 Cross Border Taxation
 Competition Act

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 Human Resources Management
Human resource management involves all management decisions and practices that directly affect or
influence the people, or human resources, who work for the organization. In modern years, amplified
concentration has been devoted to how organizations manage Human Resources. This augmented
focus comes from the comprehension that an organization’s employees facilitate an organization to
attain its goals and the management of these human resources is vital to an organization’s success.
Functions of HR
The functions of human resource management are:
1. Staffing
2. Training and Development
3. Motivation
4. Maintenance.
By doing all these functions Human resource management complete its job.
Staffing in HRM
Activities in HRM concerned with seeking and hiring qualified employees is Staffing.
A company needs a well-defined reason for needing individuals who posses specific skills,
knowledge and abilities to specify the job. Employee referrals can produce the best applicants for
two reasons. First, current employees screen applicants before referring them. Second, current
employees believe that their reputations with the firm will be reflected in the candidates that they
recommend.
Recruiting is the initial step of staffing. Recruiting is the process of locating, identifying, and
attracting capable employees. Many companies are finding new employees on the World Wide Web.
The source that is used should reflect the local labor market, the type or level of position, and the size
of the organization. Now the second step of Staffing, that is Strategic HR planning. For that a
company plans strategically. They set goals and objectives, these goals and objectives may lead to
the structural changes in the company. Third step is Selection. This process is attracting qualified
applicators and discouraging the unqualified applicants. By this a company can get its desired
employees of requirement. It has dual focus, attempting thin out the large set of applications that
arrived during the recruiting phase and to select an applicant who will be successful on the job.
To achieve this goal, companies can use a variety of steps. The employees who are able to do all the
steps and ensure good performance they get the job. HRM must communicate a variety of
information to the applicants, such as the organization culture.

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 Under the selection process there are some steps:

The company can use these steps to select the employees. With this process their Staffing job is done.
The completed selection process ends the staffing functions.

Training and Development:

Training is one of the important activities of human resource management. In the training process
companies try to motivate and train the employees in a manner so that they can work more
effectively in the future. Under the training process there are some steps they are given below:
Employee Orientation: Employee orientation provides new employees with the basic background
information they need to perform their jobs satisfactorily.
Companies arrange an orientation program for the employees. In an orientation program the
employees should feel-
feel welcome
understand the organization in a broad sense
be clear about what the firm expects in terms of work and behavior
begin the process of socialization
Employee Training:
There is some process, method and techniques of employee training. A company follows the all the
steps of training to provide the employees a good look on theirwork.
Career Development:
The career development stage is given below
Pre transition: Is simply looking for a job and preparing oneself for a career.
Transition: An individual is already having a job and developing oneself for
future career or moving to another career.
Preferred area: An individual prefers a specific sector of the career.
Early stage: First 1-5 years of career is called early career.

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 Mid career: 5-20 years after the career starts.
Late career: Late career starts after 20 years of job life.
Retirement: And finally after completing the stages of career and individualdecides to retired.

Motivation in HRM
Motivation is to inspire people to work, individuals in such as to produce best results. It is the
willingness to exert high level of effort towards organizational goals, conditioned by the efforts and
ability to satisfy some individual needs.
An important part of the retention of staff, reducing staff turnover and minimizing absenteeism at
work is ensuring that staff are properly motivated. The wage should be increased, the facilities
should be insured and social security should be confirmed. These are the types of common
motivational ways.
Staff motivation is the cornerstone of open, flexible and caring management culture, which h the
Government aims to establish through HRM.
To put it into practice, “open” means not only to listen to staff suggestions and opinions, but also to
empower staff, accept their constructive criticisms and use their suggestions. To be “flexible”, we
may need to change the traditional ways of doing things. As far as staff motivation is concerned, the
biggest challenge perhaps is to stop focusing on problems and the guilty party (police behavior) and
start looking for those responsible forthings gone right (coach behavior).
“Caring” calls for a human leader who would give emotional support to individuals and at the same
time attend to the overall emotional needs of team members – which include treating them all in a
fair and impartial manner.
Today’s employees want a respect that can be seen as involvedness in decision that will affect them.
Listening to the employees is a way of Motivation. All the motivation functions focus on one
primary goal, to have some competent and adapted employees with up-to-date skills, knowledge and
abilities, exerting high energy levels.

Maintenance of employees
To maintain the employees of a company must look after the employee Health and Safety:
For employees health and safety there HR policy need to be very clear to all staff so that they feel
safe to work here. They can put their attention and productivity properly towards the task.
Communication:
The communication between the employees and top level management should be clear and
transparent. There should no gap between top level management and lowlevel management.
Employee’s relation:
Employees should be committed to their companies and the companies also should understand the
needs and wants of the employees. In some companies employees and labors create labor union for
better relationship among the workers and
employees.

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 chapter-3
RESEARCH METHODOLOGY
RESEARCH is a „careful investigation or inquiry especially through search for new facts in any
branch of knowledge‟.

METHODOLOGY OF STUDY:
The project is a systematic presentation consisting of the enunciated problem, formulated hypothesis,
collected facts of data, analyzed facts and proposed conclusions in form of recommendations.
The data has been collected from both the sources primary and secondary sources.

DATA COLLECTION:

Primary Data:
Primary data was collected through survey method by distributing questionnaires to employees. The
questionnaires were carefully designed by taking into account the parameters of my study.

Secondary Data:
Data was collected from web sites, going through the records of the organisation, etc. It is the data
which has been collected by individual or someone else for the purpose of other than those of our
particular research study. Or in other words we can say that secondary data is the data used
previously for the analysis and the results are undertaken for the next process.

KIND OF RESEARCH
The research done by

EXPLORATORY RESEARCH
This kind of research has the primary objective of development of insights into the problem. It
studies the main area where the problem lies and also tries to evaluate some appropriate courses of
action.
Sample Design:
A complete interaction and enumeration of all the employees was not possible so a sample was
chosen that consisted of 25 employees. The research was taken by necessary steps to avoid any
biased while collecting the data.

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 Data Analysis And Interpretation
The analysis of the data is done as per the survey finding. The data is represented graphically in
percentage. The percentage of the people opinion were analyzed and expressed in the form of charts.

Question 1: What form of interview did you prefer?

Most of the manager Prefer Personal interviews,30% prefer to take telephonic interviews where as only 20%
goes for video conferencing and rest 10% adopt some othermeans of interviews.

Question 2: What source you adopt to source candidates?

Interpretation: This analysis indicates that most of the respondent i.e. 85% responded for Job Portal, 10%

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 responded for Candidate referral and 5% responded for Advertising.
Question 3: How many stages are involved in selecting the candidate? / How many Question you are
asking during the Telephonic interview round?

Most of the Executives Prefer two stages of interview, 40% prefer to take three stages interviews where asonly
10% goes for four rounds and rest 5% sometimes opt for one round of interviews.

Question 4: How do you track the source of candidate?

Most of the Executives 80% prefer online, 15% prefer Data where as only 5% goes for software to source a
candidate.

Question 5: Does the organization clearly define the position objectives, requirements and candidate
specifications in the recruitment process?

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded for No.

Question 6: What is the average time spent by executives during recruitment (eachcandidate)?

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 This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes,
20%responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10%
respondedfor more than 15 mins.

Question 7: Do you follow different recruitment process for different grades of employees?

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% respondedfor
No.
Question 8: What are the basic questions you ask to the candidate?

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 This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic
questions.

Question 9: Do you have any system to calculate cost per recruitment?

This analysis indicates that most of the respondent i.e. 70% responded for No and 30%responded for
Yes.
Question 10: Is there any provision for evaluation and control of recruitment process?

This analysis indicates that most of the respondent i.e. 55% responded for No and 45%responded for
Yes.
Question 11: Is there any facility for absorbing the trainees in your organization?

This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30%
responded for No.

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 THEORITICAL FRAMEWORK:
THEORIES REGARDING RECRUITMENTRECRUITMENT IS TWO WAY STREET:
It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whomto
recruit and whom not;As per Behling et al, there are three ways in which a prospective employee
makes a decision tojoin an organization.

Accordingly, the following three theories of recruitment have been evolved:

Objective factor theory
Subjective factor theory
Critical contact theory
These theories can be explained as follows:

Objective Factor Theory

It assumes that the applicants are rational. As per this theory, the choice of organization by a
potential employee depends on objective assessment of tangible factors such as;
Pay package, Location, Opportunity per career growth, Nature of work and Educational
opportunities. The employer according to this theory considers certain factors among others
educational qualification, years of experience and special qualification/experience.

Subjective Factor Theory

The decision making is dominated by social and psychological factors. The status of the job,
reputation of the organization and other similar factors plays an important role.
According to this theory, compatibility of individual personality with the image of organization is
decisive factor in choosing an organization by individual candidate seeking for employment. These
subjective factors are; Personal compatibility for the position, Competence and Best fit.

Critical Factor Theory

The critical factors observed by the candidate during his interaction with the organization play a vital
role in decision making. Recruiter being in touch with the candidate, promptness of response and
similar factors are important. This theory is more valid with the experienced
professionals.
There are instances when a candidate is unable to choose an organization out of alternative based on
Objective and Subjective factor(s) listed above. This is due to many reasons such as limited contact
and insufficient data with regards to the organization or its own inability to analyze and come to ant
conclusion. In such cases, certain critical factors observed by the manager during interview and
contact with personnel of the organization will have profound influence in his decision process.
It must be noted that, the theoretical base given above by Behling et al was mostly influenced by
the working condition which existed in developed countries like The United States of America and
European countries. In these countries, vacancies are many and there is scarcity of suitable hand1s6
unlike in developing countries like Cameroon where vacancies are less and hands are more resulting to
large scarce unemployment. The theoretical base given above cannot be applied in developing
countries except in hid paid jobs where higher skills and better knowledge are the prerequisites. In

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 such cases, candidates have variety of choices and he is the master of his choice. In production,
servicing and clerical jobs, unemployment is where the number of job seekers far exceeds the
vacancies.
In such a situation, candidates have little choice and such, grab whatever organization call him other
for employment. In such a case, the potential organization is in a better place to choose the
candidates from the many available.
Hence, the recruitment process should be that of filtering and re-distributing potential candidates not
only, for actual or anticipated organization vacancies but also searching for prospectiveemployee.
From Behling‟s review, it could be assessed that workers output will increase due to certain
objectives of motivating them through regular payment. This will help to influence their working
conditions thereby making them to be effective at work.
Problems arise when unemployment rate is high and the number of those seeking for jobs far
exceeds the vacancies that exist. In this case, candidates have little choice to be offered the job in the
institution. Though they possess the knowledge, education, the process should be to filter and re-discover their
potentials.
When this happens, right (qualified) employees should be placed in the right positions and as a result, it will
lead to an increase in productivity.
Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to determine
whether his output will increase or decrease but it should be assessed from the critical factor observed during
interview and the contact with the personnel of the organization that will influence his productivity and his
decision making.
Personality–Job Fit Theory
The personality–job fit theory postulates that a person's personality traits will reveal insight as to adaptability
within an organization. The degree of confluence between a person and the organization is expressed as their
Person-Organization (P-O) fit. This also referred to as a person–environment fit. A common measure of the P-
O fit is workplace efficacy; the rate at which workers are able to complete tasks. These tasks are mitigated by
workplace environs- for example, a worker who works more efficiently as an individual than in a team will
have a higher P-O fit for a workplace that stresses individual tasks (such as accountancy). By matching the
right personality with the right company workers can achieve a better synergy and avoid pitfalls such as high
turnover and low job satisfaction. Employees are more likely to stay committed to organisations if the fit is
'good'.
In practice, P-O fit would be used to gauge integration with organizational competencies. The Individual is
assessed on these competencies, which reveals efficacy, motivation, influence, and co-worker respect.
Competencies can be assessed using various tools like psychological tests, competency based interview,
situational analysis, etc.
If the Individual displays a high P-O fit, we can say that the Individual would most likely be able to adjust to
the company environment and work culture, and would be able to perform at an optimum level.

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 FINDING & CONCLUSIONS

FINDINGS

According to the survey, Recruitment differs from company to company for eachcategory.
According to the Survey, the company do utilize internet sites for the recruitment process and for
finding the talent candidate
According to survey it is observed that the company are utilizing the job description in order to make
screening process more efficient

CONCLUSION

The Model employed by kb products pvt. Ltd. is one of High Performance, High involvement and
high commitment. Kb products pvt. Ltd. is unique in the sense that it has been able to successfully
inculcate its business objective as well as its core values, consistently in its employees day-to-day
activities starting from recruitment till continuous performance appraisals. Like, open and flexible
culture is ensured by way ofproviding training programs to employees at all the levels.

This kind of culture is also supported by decentralized structure of kb products pvt. Ltd.. Transparent
performance appraisal systems and the freedom given to them to question their seniors benefit not
only the employees but even the organization as a whole. Kb products pvt. Ltd. emphasis on
individual achievement is evident from the kind of pay structure HR has designed for its employees.

Need to develop consultation/awareness program to assist the employees for their better
understanding of the policies.

More incentives should be offered to the employees who provide continuous services to the
organization.

Kb products pvt.ltd. , maintain their essential principles and fundamental value from their past
historical experience from village operation food company which is important for long-term
achievement and success. Kb products pvt. Ltd. used HR policies from the last many years and as
the company size is growing, increase the difficulty to a dimension which make the demands of
research and development of its organization. Kb products pvt. Ltd. motivation is depend upon the
willingness to understand and to put query about what & why it is doing it, along with respect to kb
products pvt. ltd. values, will guarantee its victory.

SUGGESTIONS

I. Time management is very essential and it should not be ignored at any level of theprocess.
II. Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being more
which needs to be reduced.
III. Communication, personal and technical skills need to be tested for employees

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Bibliography
https://www.google.com/

https://en.wikipedia.org/wiki/Human_resource_management

Research papers
• Employee perceptions of HR practices: A critical review and future directions (2019)-Ying Wang, Sunghoon Kim,

Alannah Rafferty & Karin Sanders.

• A comparative study of HR practices in Britain and India (2010)- Pawan S. Budhwar &Naresh Khatri.

• HR Practices and Job Performance(2014)- Devender Singh Muchhal

• The impact of Human resource management practice on Organizational performance(2021)- Govand Anwar, Nabaz

Nawzad Abdullah.

• Employee perceptions of the importance of Humans Resource Management Practices

(2015)- Francisco Cesario professional development and career success.

Books

✓ Kothari, C.R. (1997). Research methodology, 3rd edition, 1997, Vikas publishing

House Pvt. Ltd, New Delhi

✓ Dave Ulrich, Jon Younger, Wayne Brockbank, Mike Ulrich (2012) HR from the Outside In: Six Competencies for the

Future of Human Resources

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