Perfetti Van Mille

A Report on
Study of HR Systems
In
PERFETTI VAN MELLE INDIA

PVT LTD.
Submitted to:
Submitted by:
Mr. Dinesh Dhir POOJA
ARORA
Controller Factory HR MBA
Student
PERFETTI VAN MELLE
SUMMERTRAINEE
PREFACE
Human Resource Management is both an academic theory and a business

practice that addresses the techniques of managing a workforce. The theoretical
discipline is based on the assumption that employees are individuals with varying
goals and needs, and as such should not be thought of as bonded labour or can be
purchased at price. The field takes a positive view of employees and study of
practices followed by organization to manage this intellectual capital to their
maximum satisfaction, so that they can work to best of their ability. So, as a MBA
student I must know the practical implication of concepts of Human Resource
Management, GLA has given me this golden opportunity to meet this end, by means
of this Project work.
Project work consists of visit to the company and collecting the information
about the practices being followed there, as an HR student my aim was to get a deep
insight into HR functioning and to know about the vital role that HR department
plays in functioning of other departments.
I have done my Project from Perfetti Van Melle India Pvt. Ltd., Rudrapur,
as a requirement for the degree of MBA. I hope to provide relevant information
about the various HR functions of the Organisation in a nutshell by means of this
report. It had been a constant endeavor to remain informative and to the point.
COMPANY PROFILE
PERFETTI VAN MELLE INDIA PVT. LTD.
Perfetti Van Melle is a privately owned company, producing and distributing

candies and chewing gums in more than 130 countries worldwide.
The company was established in March 2001.through the merger of Perfetti S.P.A
and Van Melle NV.
In July 2006, the group acquired the Spanish company Chupa chups, thus
strengthening its position as the third largest confectionery (sugar confectionery +
gums) group in the world, and becoming the first player in the global sugar
confectionery market.
It is now the third largest confectionery group in the world, and the first to be
present in the main Asian market. Employing over 14000 people and operating 32
companies throughout the world. Perfetti Van Melle has a true global reach: it is
present in the Asia pacific region, Europe, Middle East, Africa, and the America. Its
corporate headquarters are located in Lainate (Italy) and in Breda (the
Netherlands). Several of its brands are household names and are much loved
throughout the 5 continents.
Mentos, frisk, fruittella, alpenliebe, golia, happydent, vivident, big babol, airheads,
Chupa chups, and smint.
In addition to these global brands, Perfetti Van Melle offers a wide range of
products, the popularity of which is rooted in individual, local, and regional
markets. The ability to develop products, versions, and flavors, that suit the
different demands and opportunities of the local market is indeed one of the group’s
key to success.
Perfetti Van Melle’s innovations provide ample proof of the effectiveness of its
product customization strategy and its attention to consumer demand. In many
Asian countries, Alpenliebe is produced with formulas, packaging and formats that
vary according to local preferences, making it the market leading candy. In the most
highly developed European markets, Perfetti Van Melle offers a wide and varied
range of brands, with highly distinctive qualities and characteristics, like that of
functional chewing gum, still unmatched by its largest international competitors. In
America, Mentos, the Group’s no.1 brand, is distributed in a range of exclusive
varieties, taking full advantage of the market’s specific and enormous and
potential.
HISTORY
OF THE
Perfetti Van Melle India Pvt. Ltd has deep root the drawing energy from the
inspiration of real people. The founders – the brothers Ambrogio and Egidio
Perfetti from Italy, and Izaak Van Melle from Holland- were gifted with great
initiative, intelligence and instinct. Though they did not actually know each other,
these men had much in common: the same ambition, the same spirit and the same
intuitions that encouraged them to found two great companies, albeit in different
times and hundreds of kilometers apart.
The Perfetti brothers started out in Lainate back in 1946 and Van Melle in Breskens
in 1900.
They could never have foreseen that the destinies of their respective companies-,
which still bear their names, Perfetti and Van Melle-, would meet to bring about the
creation of one of the worlds largest and most dynamic confectionery groups.
And thanks to the work of their successor’s achievements, what might have only
seemed a dream for them has now become reality.
About Perfetti--
The story of this large company began in Lainate, a town just outside of Milan, in
1946. It was here that the two Perfetti brothers, Ambrogio and Egidio, founded the
Dolcificio Lombardo.
In the mid 1950’s the two brothers had the inspiration that led to their company’s
first and decisive qualitative leap forward: the production and launch of chewing
gum, the legendary American product that had arrived in Italy a few years earlier
with the first Allies. This decision marked the arrival of the first chewing gum
entirely made in Italy: “Brooklyn”, known everywhere as “la gomma del ponte” ,
the chewing gum of the bridge. A true cultural icon, the Brooklyn legend lives on
today.
1968 marked another milestone in the company’s development: the creation of Gum
Base, a business that immediately became an indispensable strategic asset for the
production of gum base, the raw material for chewing gum. Today Gum Base is one
of the top international gum base producers, supplying all the group’s companies as
well as many other confectionery producers.
The 1970’s witnessed the launch of the brands that were to become favorites with
consumers around the world: Big Babol, Morositas, Vigorsol, Happydent, Vivident,
and Alpenliebe.
Since then Perfetti has continued to grow, set on a highly innovative policy that
drives it to offer new products and new brands every year.
Special attention to consumers and acute awareness of market trends have always
been the hallmark of the company’s activities. The ability to anticipate consumer
demands and trends has played a vital role in the success of Perfetti.
In the 1980’s and 1990’s Perfetti launched an aggressive policy of commercial
expansion to accompany its strategy of constant innovation. In Italy, the acquisition
of large players in the sector, such as Caremoli, owners of the Golia brand, Gelco
and La Giulia, allowed Perfetti to extend its range even further into all market
sectors. The acquisition of Frisk took it into the mini mint tablet sector and ensured
a presence on the Japanese market.
Encouraged by its leadership in the domestic market, the company launched an

impressive process of international expansion, opening new production facilities and
distribution units on five continents- from Greece and Turkey in the Mediterranean
area, to the emerging markets of India, the ultramodern factory opened in Brazil in
1999.
About Van Melle --
The story began in 1900 in Breskens, where Izaak Van Melle began converting the
bakery founded 60 years earlier by his grandfather into a small confectionery
factory. It only took him a few years to turn the small family business into a
thriving company. Towards the end of the Second World War the Breskens factory
was destroyed, and the company was forced to move to Rotterdam. After a few
months of setting in, it was business as usual. The famous Mentos and Fruittella
brands began to grow in volume and distribution range.
It was at this time that modern stick and roll formats appeared.
The company grew rapidly, spreading around the globe.
The company focused on the qualitative improvements of its products and adopted
the strategy for international expansion based on its ability to “supply superior
quality products to quality markets.”
Several European countries (France, Belgium and Germany) soon became the
setting for commercial units which, supplied by the Rotterdam factory, created an
efficient distribution network.
In just a few years, Van Melle would succeed in taking the freshness and taste of its
unmistakable brands to the most remote corners of the world.
In 1980’s, Van Melle decided to move its main factory to Breda, where the greater
space allowed its productive capacity to increase.
Immediately afterwards the company broaden its product range, directing its
interest towards candies for young children through the acquisition of large
companies.
It was also during this period that Van Melle started its far reaching international
expansion by opening commercial units and factories in Brazil, the USA, Thailand,
Indonesia and the Philippines. Its growth in other international markets continued
throughout the 1990’s with the opening of the eastern European borders. During
this time the company set up commercial facilities across the whole region and built
a production unit in Poland.
In the late nineties Van Melle set its sights on the emerging Asian markets, where it
once again displayed remarkable operational foresight.
As well as creating commercial units, it also set up large-scale production facilities
in Indonesia, China and India.
To improve its home market position Van Melle acquired the Dutch company
Klene, famous for its liquorices products.
The Story at the crossing --
The first links between the two companies date back to the 1980’s. Later, in 1991
common interests led Perfetti to acquire a 37% share in Van Melle. This was only
the first step in a partnership that was to prove profitable from the outset, growing
even stronger until ultimately, in January 2001, Perfetti bought Van Melle’s entire
shareholding.
In this way the two companies, starting from similar strategic concepts and
complementary geographic and product interests, formed a new, strong, dynamic
group that is today one of world’s most important confectionery players.
Enormous challenges, ambitious projects and important objectives are opening up
for this new group, born at the dawn of the new millennium.
With a great past behind it, an even greater future awaits.
.
Company’s Vision:
“Company will enhance our world leadership in

confectionery by creating value for people through
delightful and imaginative high-quality products.”
Mission Statements:
Perfetti Van Melle India Pvt. Ltd.:
 Develop, manufacture and market high-quality and innovative products for

consumers through efficient use of resources and in partnership with
customers.
 Create a fulfilling workplace for employees built on trust, mutual respect,

and appreciation of their diversity.
 Value the role we play in communities, as a socially and environmentally

committed organization.
 Generate economic value through superior growth and profitability.
Continuous focus on these principles will lead the company towards the vision.
Company’s Values:
Living the Perfetti Van Melle values requires courage, vision, trust, commitment,
and pragmatism.
The following values guide the actions in realizing the mission of the company:
 Integrity Without Compromise-

Perfetti Van Melle conducts the business with honesty, integrity, and respect
for those with whom they have relationship.
 Achieving Excellence-
Perfetti Van Melle pursues quality in everything they do. They strive for
continuous improvement in the way they operate.
 Dedication to the Consumer-

Perfetti Van Melle will meet and surpass the differing needs and expectations
of our consumers, delighting them with high quality, state-of-the-art and
innovative products.
 Care for the people-

Perfetti Van Melle are committed to creating a global workplace where
teamwork, involvement, open communication, flexibility and fun exist.
They treat the people fairly; they value different styles, skills, experiences, and
backgrounds and acknowledge that these differences result in greater creativity
and better insights.
They encourage them to take initiative and expect them to approach their jobs
with passion and commitment.
They offer their people the training opportunities and ongoing development so that
each individual can reach his or her full potential.
 Social and environmental Responsibility-
Perfetti Van Melle conduct the business as responsible members of society,
respecting the laws of the countries in which they operate,
Contributing to the progress of the local communities in line with the

legitimate role of the business.
They will operate safely, responsibly and with sound environmental

practices, aimed at minimizing the impact on the environment and working
toward long-term sustainability.
 Independence-
Perfetti Van Melle is committed to achieving ambitious business goals while
securing our company’s profitability thus ensuring their independent
growth.
PRODUCTS
Perfetti Van Melle’s strengths are – Quality, innovation, knowledge of market and
consumer desires.
Quality: Product quality is not a simple detail; it is an indispensable starting point.

With the firm conviction that the best way to encourage consumer loyalty is to offer
products of unbeatable quality, Perfetti Van Melle has always paid utmost attention
to the selection of the finest raw materials, the development of cutting-edge
production processes and research into ever newer and better production formulas.
Innovation: The confectionery sector is in constant evolution and innovation is an

essential element in keeping pace with competition and the market.
This is why the group has always given strategic importance to the research and
development of new, up-to-date products.
The central laboratories of Lianate and Breda, assisted by local laboratories, are
constantly researching new products and qualitative improvements to existing ones.
Marketing: An understanding of the market, its underlying trends and the ability to
identify and anticipate consumer tastes and demands play a vital role in the
achievements of outstanding competitive results. For this reason, our marketing
services conduct constant, detailed market research and in-depth analyses of the
target market and its development. Perfetti Van Melle also remains in tune with
consumers by placing great emphasis on a series of other innovative, attractive
initiatives; these include developing new formats and packaging, designing original
product concepts, creating alternative, effective promotional tools, and high-impact,
eye-catching advertising campaigns.
Environment: Respect for the environment by operating in total compliance with

local laws and regulations is central to the way of working.
The production processes have been designed to reduce all environmental impact to
a minimum; attention and economic resources are thus specifically directed to
improving the efficiency of these processes, cutting waste as far as possible, making
the best use of natural resources and respecting the regulations and standards in
force in the countries they operate.
They concern for environmental issues is also shown in our preferences for
environmentally-friendly options in all production processes. The sensitivity in this
field has also led them to collaborate with the WWF through the sponsorship of
important initiatives for environmental protection.
People: The employees are the most important resource. Behind the success lies
the initiative, enthusiasm, enterprise, commitment and creativity of the people
working with them. That’s why Perfetti Van Melle makes every effort to create a
stimulating work environment, to guarantee conditions of total safety for the
workforce, and to offer all staff professional training and the opportunity for career
advancement at an international level.
Brands
The brands which are being manufactured & distributed by Perfetti Van
Melle are as follows:
a) Air action
b) Air heads
c) Alpenliebe
d) Big babol
e) Brooklyn
f) Center – fresh/ shock/ fruit
g) Chloromint
h) Daygum- herbs white/ microtek/
protex
i) Frisk – powermint/ liquid
j) Fruit-tella
k) Golia-activ/ fruit-c
l) Happydent-protex/ white/ xylit
m) Marbles
n) Meller
o) Mentos- candy/ gums
p) Vigorsol- original/ real fruit
q) Vivident
GLOBAL MARKET POSITION:-
• Sales in billion US $
3rd position in global (sugar confectionery + gums)
Organisation Chart
SENIOR CONTROLLER
&
UNIT HEAD
MANAGER MANAGER MANAGER MANAGER Controller MANAGER ASSOCIATE ASSOCIATE

Factory MANAGER MANAGER
Quality Purchases HR
Production Maintenance Assurance, Finance Stores Legal
& Projects Process &
R&D
Assistant Assistant Senior Senior Associate Associate Senior

Manager Manager Executive Executive Manager Manager Executive
Production Maintenance QA Purchase HR Accounts Stores
Senior Senior Sr. Executive Executive Senior Sr. Executive Junior

Executive Executive Trainee Purchase Executive Finance Executive
Production Maintenance HR Stores
Ayurvedic
Manufacturing Assistant Senior Executive Executive
Chemist Manager Executive HR Accounts
EHS Planning
Associate Retainer Executive

Manager IT
Junior Projects
Executive
MIS
Front
Senior Office
Executive
Utility
Executive
Maintenance
Human Beings / People- A Complex Resource
• Variety
• Individual Differences (Each individual is different from another)
• Specific Requirements
• Scare or Surplus
Human resources term in which many organizations describe the combination of

traditionally administrative personnel functions with performance management,
employee relations and resource planning. The field draws upon concepts developed
in Industrial/Organizational Psychology. Human resources have at least two related
interpretations depending on context. The original usage derives from political
economy and economics, where it was traditionally called labor, one of four factors
of production. The more common usage within corporations and businesses refers
to the individuals within the firm, and to the portion of the firm's organization that
deals with hiring, firing, training, and other personnel issues.
Assets- Valuable or Useful person or thing.
Human resource management (HRM) is the strategic and coherent approach to the
management of an organization’s most valued assets - the people working there who
individually and collectively contributes to the achievement of the objectives of the
business. The terms "human resource management" and "human resources" (HR)
have largely replaced the term "personnel management" as a description of the
processes involved in managing people in organizations. Human Resource
management is evolving rapidly. Human resource management is both an academic
theory and a business practice that addresses the theoretical and practical
techniques of managing a workforce.
The theoretical discipline is based primarily on the assumption that employees are
individuals with varying goals and needs, and as such should not be thought of as
basic business resources, such as trucks and filing cabinets. The field takes a positive
view of workers, assuming that virtually all wish to contribute to the enterprise
productively, and that the main obstacles to their endeavors are lack of knowledge,
insufficient training, and failures of process.
HRM is seen by practitioners in the field as a more innovative view of workplace

management than the traditional approach. Its techniques force the managers of an
enterprise to express their goals with specificity so that they can be understood and
undertaken by the workforce and to provide the resources needed for them to
successfully accomplish their assignments. As such, HRM techniques, when
properly practiced, are expressive of the goals and operating practices of the
enterprise overall. HRM is also seen by many to have a key role in risk reduction
within organizations.
Synonyms such as personnel management are often used in a more restricted sense
to describe activities that are necessary in the recruiting of a workforce, providing
its members with payroll and benefits, and administrating their work-life needs. So
if we move to actual definitions, Torrington and Hall (1987) define personnel
management as being:
“a series of activities which: first enable working people and their employing
organizations to agree about the objectives and nature of their working relationship
and, secondly, ensures that the agreement is fulfilled".
While Miller (1987) suggests that HRM relates to:
".......those decisions and actions which concern the management of employees at all
levels in the business and which are related to the implementation of strategies directed
towards creating and sustaining competitive advantage"
The goal of human resource management is to help an organization to meet

strategic goals by attracting, and maintaining employees and also to manage them
effectively. The key word here perhaps is "fit", i.e. an HRM approach seeks to
ensure a fit between the management of an organization’s employees, and the
overall strategic direction of the company (Miller, 1989).
Human resources management comprises several processes. Together they are

supposed to achieve the above mentioned goal. These processes can be performed in
an HR department, but some tasks can also be outsourced or performed by line-
managers or other departments.
• Human Resources Planning (HRP)

• Design of Organisation and Job
• Selection and Staffing
• Training and Development
• Organisation Development (OD)
• Compensation and Benefits
• Employee Assistance
• Union/Labour Relations
Nature of HRM
Simply put, Human Resource Management (HRM) is a management function that

helps managers to recruit, select, train and develop members for an organization.
Obviously, HRM is concerned with the people's dimension in organizations.
Following are few definitions of HRM:
1. HRM is a series of integrated decisions that form the employment relationship;

their quality contributes to the ability of the organizations and the employees to
achieve their objective.
2. HRM is concerned with the people dimension in management. Since every
organization is made up of people, acquiring their services, developing their
skills, motivating them to higher levels of performance and ensuring that they
continue to maintain their commitment to the organization are essential to achieving
organizational objectives. This is true, regardless of the type of organization-
government, business, education, health, recreation, or social action.
3. HRM is the planning, organizing, directing and controlling of the
procurement, development, compensation, integration, maintenance and separation
of human resources to the end that individual, organizational, and social objectives
are accomplished.
These definitions of HRM can be summarized in the following points:
1.) Organizations are not mere bricks, mortar, machineries or inventories.

They are people. It is the people who staff and manage organizations.
2.) HRM involves the application of management functions and principles. The
functions and principles are applied to acquisitioning, developing,
maintaining, and remunerating employees in organizations.
3.) Decisions relating to employees must be integrated. Decisions on different
aspects of employees must be consistent with other human resource (HR)
decisions.
4. Decisions made must influence the effectiveness of an organization.
Effectiveness of an organization must result in betterment of services to
customers in the form of high-quality products supplied at reasonable costs.
5. HRM functions are not confined to business establishments only. They are
applicable to non- business organizations, too, such as education, health
care, recreation, and the like.
Scope of HRM
The scope of HRM is indeed vast. All major activities in the working life of a worker
—from the time of his or her entry into an organization until lie or she leaves—
come under the purview of HRM. Specifically, the activities included are—HR
planning, job analysis and design, recruitment and selection, orientation and
placement, training and development, performance appraisal and job evaluation,
employee and executive remuneration, motivation and communication, welfare,
safety and health, industrial relations (IR) and the like.
For the sake of convenience, we can categorize all these functions into seven
sections—
(i) Employee hiring,
(ii) Employee and executive remuneration,
(iii) Employee motivation,
(iv) Employee maintenance,

(v) IR, and
(vi) Prospects of HRM (see Fig.1).
Fig.1 Scope of HRM
Human resource management is a process of bringing people and organizations

together so that the goals of each are met. It is that part of the management process
which is concerned with the management of human resources in an organization. It
tries to secure the best from people by winning their whole hearted cooperation. In
short, it may be defined, as the art of procuring, developing and maintaining
competent workforce to achieve the goals of an organization in an efficient and
effective manner.
In other words, it can be said that human resource management is concerned with
people at work and their relationships with each other.
Nature of Human Resource Management
Interdisciplinary
Approach
Training and
Development Pervasive
Function Function
Nature
Of
HRM
Continuous Individually
Function oriented
People
Oriented
A BRIEF ON:
In a typical manufacturing setup there are different Activities under the Banner of
HR Department. We can divide them into the following areas:
• ADMINISTRATION ACTIVITIES
• HR ACTIVITIES
For doing the Activities / Routine work there is a Standard Operating Procedure
(SOP).
These SOP’S help in making the functions more efficient & System oriented rather
than people oriented.
ADMINISTRATION
ACTIVITIES
1.) UNIFORM
2.) EVENT MANAGEMENT
3.) TELEPHONE
4.) GUEST HOUSE/CHUMMERY
5.) TRANSPORTATION
a. Company vehicles
b. unit head vehicle
c. buses
6.) XEROX
7.) ESTATE MANAGEMENT
8.) COURIER
10.) TRAVEL DESK

11.) STATIONERY
12.) CANTEEN
13.) TAXI HIRING
14.) JOINING FORMALITIES
15.) VISITING CARDS
HR ACTIVITIES
1.) RECRUITMENT/ SELECTION
a.)shop floor employees
b.)staff
2.) c.)contract labour
TRAINING/DEVELOPMENT
a.)shop floor employees
b.)staff
3.) PERFORMANCE APPRAISAL
4.) RELOCATION
5.) INDUCTION
6.) DOMESTIC TRAVEL POLICY
7.) SEPARATION
8.) EXIT INTERVIEWS
ATTENDANCE/AWARD/REW
9.) ARD
10.) CONFIRMATION PROCESS
ADMINISTRATION
ACTIVITIES
Rudrapur Plant
SOP for UNIFORM MANAGEMENT Revision No.: 00 SOP No.-1
Objective:
The Objective of this policy is to bolster the arrangement of Uniform and maintain its
record.
APPLICABILTY
All employees (Staff, SFE and Contract Labour)
PROCEDURE
All employees working in side the plant are mandatory to wear Uniform / Lab coat
while entering /working in production area. The uniform is issued twice in a week i.e.
on Monday & Thursday and each SFE’s to maintain one uniform atleast for three days.
A separate locker is issued to each SFE and contract labour based on the availability,
where he can store his uniform, shoes & equipments. Each SFE puts on his uniform
before the commencement of his work & puts off after the completion of work.
Type of Uniform and Lab Coat
White uniform
• With PVMI logo for permanent SFE in Production, QA and Stores.
• without PVMI logo for Contractual workmen SFE in Production, QA and Store
Blue uniform
• With PVMI logo for permanent SFE in maintenance.
• without PVMI logo for contractual labor in Maintenance (if any)
Lab Coat
o White Lab Coat with PVMI Logo for Staff Members of Production, QA and
Store
o Blue Lab Coat with PVMI Logo for Staff Members of Maintenance
o Light Blue Coat with Visitor logo for Visitors
Dry Cleaners responsibilities
Dry Cleaners have to pickup the dirty Uniform every Thursday and Monday and
have to make entry in the Security gate while delivery & picking up through the
outing and incoming Gate pass, which has to be verified by Security and Time
Office.
Bill Management
Laundry vendor’s bill is verified & recorded by the incumbent of Time Office and
after its verification & authorization by HR manager it’s forwarded to Finance
department for payment. Time office is the responsible for keeping and maintaing
the records for the same.
Rudrapur Plant
SOP for EVENT MANAGEMENT Revision No.: SOP

00 No.-2
2. Event Management
Objective:
To organize the events of PVMI in an effective manner, for the Motivation &
development of the employees.
PROCEDURE
• To organize any event the HR Department is to play the roll of the Organizer
to organize any event inside or outside of the Company.
• A Notice/Circular has to be put on notice board in advance with the details of
events, venue, conditions etc.
• All the arrangements related to the event, either it is inside or outside of the
Company has to be made in advance by the Incumbent of Time Office i.e
Venue, Menu, Transport facility etc.
• The events includes the celebrations, annual day, monthly communication
meet etc.
Bill Management & Records

The all bills related to the same will be verified by the Time Officer and forward the
same to Accounts department for payment after authorization of HR Manager. The
records of every events has to be maintained by the time office i.e, bills, details of
event, photographs etc.
Rudrapur Plant
SOP for COMPANY TELEPHONE Revision SOP
No.: 00 No.-3
3. Company Telephone
Objective:
To provide the interrupted telephone services to employees and manage proper
working of all the Telephone services installed at factory & their maintenance.
PROCEDURE
• To ensure an effective & direct communication among the employees of
PVMI, the Incumbent of Time office maintains the proper & regular
connectivity of all Telephone sets.
• In case, there is any sort of problem with any Telephone set, the Incumbent
of Time Office arranges it’s repairing.
• The bills related to the repairing of the Telephone sets & their Monthly
charges are verified by the Incumbent of Time office.
• After the verification all the bills are authorized by the HR Manager & then
forwarded to the Finance department.
Documentation
All the details related the vendor/mechanic’s bills are recorded in the Record
Register by the Incumbent of Time office.

Rudrapur Plant
SOP for GUEST HOUSE Revision SOP
No.: 00 No.-4
4. Guest House
Objective:
To lay down the procedure to avail accommodation facility in the Company Guest
House in Rudrapur.
APPLICABILITY:
All the employees of PVMI at Staff Level are entitled to stay at the Guest House.
The employees staying in the Guest House can avail all available facilities provided
by the Company free of cost except meal charges subject to the payment of following
amount.
MEAL: MENU/RATE
Meal Vegetarians Amount Non-Vegetarians Amount
Breakfast Meal recovery Rs. 20/- Meal recovery Rs. 20/-
Lunch/ Meal recovery Rs. 50/- Meal recovery Rs. 50/-

Dinner
PROCEDURE
1. Any member who wants to avail the facility has to inform HR

Department at least one day in advance.
2. Payment is to be made to the caretaker and a register, to be kept in the Guest

House, is to be filled and signed by every individual availing the meal facility.
3. Amount paid can be claimed through the Expense Statement, if the employee
is availing the facility for official purposes.
4. This policy is not applicable in case of meals organised by the company,
information on meetings and conferences, to be organised in the Guest house,
will have to be communicated in advance to H.R.
Rudrapur Plant
SOP for TRANSPORTATION Revision SOP
No.: 00 No.-5
5. Transportation
5.1 Company vehicle
Objective: To provide Transportation facility to the employees & to look after
the maintenance of the same.
S.O.P
 PVMI has three vehicles/cars of its own-
 Bolero, Scorpio, Esteem
 There are three drivers respectively for shift-A, B & C and their shifts rotate
according to the schedule.
 If any employee needs the vehicle for some official or personal work, he can be
allowed Company Vehicle according the availability of Vehicle and Driver.
 For this, the respective employee should get approval from his Departmental
Head on Requisition form duly mentioning the reason and place of visit.
 According to the availability of Vehicle & Driver, Vehicle is issued to the user by
the Time Office.
 The security personnel will note down the time and reading of vehicle at the time
of vehicle exit and enter in the factory
 The company vehicle can be used for local travel only
 Company has tie-up with a petrol pump to arrange fuel on credit basis
 All the details related to the expenses of Fuel & Maintenance of Company
Vehicle are verified by the Time office on Monthly Basis.
 Time office has issued a petrol/diesel slip to drivers to get it filled up by the
petrol pump mentioning the fuel quantity, date, vehicle no. etc.
 After the verification, all the bills are authorized by the HR manager the same
are forwarded to the Finance department.
Documentation
All the details related the bills of all expenses of Guest House are recorded in the
Record Register by the Time office.
Rudrapur Plant
No.: 00 No.-5
5. Transportation
5.2 Unit Head Vehicle
Objective:
Its main objective is the management & maintenance of Unit Head Vehicle.
S.O.P
 PVMI has “Chevrolet Aveo” for the use of its Unit Head.
 The Time Office ensures its maintenance & proper working.
 In case, there is any problem or default with the Unit Head’s vehicle then the
Time Office arranges repairer/mechanic for it.
 The company reimburse the petrol expenses to Unit head on submission of the
petrol bills
 All the bills related to the expenses of Unit Head’s vehicle, are verified by the
Incumbent of Time office.
 After the verification, all the bills are authorized by HR Manager& then
Documentation
All the details related the bills of all expenses of Unit Head’s Vehicle are recorded in
the Record Register by the Incumbent of Time office.
Rudrapur Plant
No.: 00 No.-5
5. Transportation
5.3 Buses
Objective:
To provide smooth Transportation facility to all employees of PVMI Rudrapur.
S.O.P
 PVMI has six buses in PVMI on contractual basis -
⇒ Four shift buses
⇒ Two staff buses
 Shift buses move from Haldwani, Lalkuan, Rudarapur, Kichha to Factory
 Staff buses move from Haldwani & Rudrapur to Factory in general shift.
 On the basis of daily Bus Report is prepared by Front Office and submits to HR
manger and the Time Office prepares monthly report.
 In case there is any sort of problem/default with any bus the bus contractor
ensures proper arrangements for its maintenance and provide the another bus
for the time being.
 All the bills related to the expenses of buses are verified by the Time Office.
 After the verification all the bills are authorized by HR Manager & then
Documentation
All the details related the bills of all expenses of Buses are recorded in the Record
Register by the Incumbent of Time office.
Rudrapur Plant
SOP for Using Company Vehicle Revision No.: SOP No.-

00 5
Objective:
To ensure cost effective management by utilization of company vehicle for
employees.
PROCEDURE
1. The responsibility of vehicle administration rests with the Time Office and
Security Officer.
2. In case of vehicle requirement by employee for official purpose he /she

should fill up the Vehicle requisition form and should take the approval of
his manager. During the shift working the shift executive is authorized to
sign the vehicle requisition slip (Annexure-1)
• The vehicle requisition slip should be given at the Time Office or Security
Department (in case time officer is not available) who will make the
necessary arrangement according the availability of the Vehicle and Driver
• The user has to make the entry in the Log Book (total KM, location visited
etc) which is maintained by the Driver after using the vehicle.
• The Company Vehicle will be allowed only for Rudrapur, Kiccha and
Haldwani area and should be used for a short time I,.e. less then 2 hrs.
Rudrapur Plant
SOP for XEROX MACHINE MAINTENANCE Revision SOP
No.: 00 No. 6
6. Xerox
Objective:
To provide the uninterrupted service of Xerox machine to all employees
PROCEDURE
• The Company has one Xerox machine, which is kept in the Admn. Block
• All employee can use the machine for Xerox of official documents
• In case any vendor has to use the Xerox machine he has to take to prior
approval from respective department head with the information to HR
Department..
• In case, there is any mechanical problem. Changing of Cartridges etc. in the
Xerox machine, the same can be informed to HR Department for arrange
maintenance of the same.
Documentation
All the details related the bills of all expenses of Xerox machine are recorded in the
Record Register by the Incumbent of Time office.
Rudrapur Plant
SOP for ESTATE MAINTENANCE Revision SOP
No.: 00 No.-7
7. Estate Maintenance
Objective:
To ensure appropriate maintenance of normal wear & tear in factory
S.O.P of Estate Maintenance

The Incumbent of Time Office is responsible for carrying out the maintenance work
in factory premises
Estate maintenance has to deal with maintenance at following places
 BUILDING GLASSES
 ENTRANCE GATE cleanliness
 SECURITY GATE
 SCRAP YARD
 BUILDING ENTRANCE
 TOILETS
 Near Raw material store
 Near Admin. Block
 Near Security room
 Near Upstairs
 SHOP FLOOR
 POTS & FLOWERS
 STAIRS
 ROAD LIGHTS\OFF\ON\CONDITIONS
 CANTEEN
 FIRST AID BOX
 ADMIN .OFFICE
 PARKING AREA
 GARDEN
Documentation
All the bills related to the repairing are verified by the incumbent of time office
Verified bills are authorized by HR manager and then transferred to the finance
department.
Rudrapur Plant
SOP For COURIER Revision SOP
No.: 00 No.-8
8. Courier
Objective:
To ensure about the proper & systematic pickup and delivery of the Couriers
PROCEDURE
Outgoing Courier
• The Company has tie up with two local courier agencies for sending the
courier. If any employee wants to send any Courier, it has to be reached at
Front Office till 4:00 p.m. on every working day for further processing. The
sender ensures mentioning the Name & Address of the receiver and Name of
the Sender on the courier envelope.
• The detail of each outgoing courier has to enter in the Outgoing Register by
Security personnel, which is maintain at Security Gate.
• In case any employee wants to know the courier details (docket no. etc)
he/she may refer the outgoing courier register, which is available at Security
Gate No.1
• If any employee wants send his / her personal courier, the same needs to be
informed to Front Office and payment to be made directly by the employee
to Front Office.
Incoming Courier
• In case name is specified on the incoming courier, it’s directly delivered to
the respective employee by the Security Personnel and employee has to sign
in the incoming Register for receiving the same.
• In case name is not specified on the courier, it’s delivered to the HR Departm
Rudrapur Plant
SOP For TRAVEL DESK Revision SOP
No.: 00 No.-9
OBJECTIVE: To provide services for booking the ticket of Train / Air and Guest
House / Hotel Booking
PROCEDURE:
Any employee may approach to Front Office for booking of Train /Air Ticket, Guest
House, Hotel and Taxi
For the Train & Air ticket booking the employee has to fill his/her all travel details
in the Travel Requisition From duly authorized by Department Head and submit to
Front Office for further processing.
Front Office will forward the travel details to our Travel Agency for booking the
tickets as per information given in Travel Requisition Form and handover the
tickets to concern employee
In case the seats are not available the front office shall immediately inform the same
to the concern employee.
Front Office will also coordinate for the transportation and Guest House / Hotel
arrangement for the employee traveling from Rudrapur to other station for official
purpose only.
In case any employee books his personal train ticket, he / she have to make the
payment directly to Travel Agency for the same.
Rudrapur Plant
SOP For STATIONERY Revision SOP
No.: 00 No.-9
OBJECTIVE:- To ensure that the stationery management is done in a systematic

way keeping budgets in a systematic way and control.
SOP FOR STATIONERY:-

PURCHASE:
• Stationery will be purchased quarterly on the basis of closing inventory.
• Purchase requisition will be raised in the first week of opening quarter to
PURCHASE DEPTT.
• Bill processing will be done within 15 days of receipt of material.
STORAGE:
Storage of the purchased stationery will be done after cross checking of all the
material.
ISSUE:
• Stationery will be issued only after getting the stationery requisition form
filled with appropriate information and signature.
• File consisting of stationery requisition forms according to the date.
• Budget track record will be maintained on periodic basis.
Rudrapur Plant
SOP for CANTEEN Revision SOP

No.: 00 No.-
OBJECTIVE: To provide the canteen facility to all employees
APPLICABILTY :
Category 1 - Staff Members
Category 2 - Shop Floor Members, Contract Labour (except all short time contract
labours like project labour), House Keeping Members, Security Personnel, Loading
& Unloading members
PROCEDURE:
The meal and tea would be served as per the following canteen timing
Category Lunch Dinner Tea
1-Staff 1.00 PM 9.00 PM 09.30 AM

members to to 11.00 AM
2.00 PM 9.30 PM 03.00 PM
2-Shop 11.00 AM 7.00 PM 9.00 AM to 9.30 AM
Floor to to 5.00 PM to 5.30 PM
Members 1.00 PM 9.00 PM 1.00 AM to 1.30 AM
4.00 AM to 4.30 AM (with
snacks)
All applicable members may have their meal in canteen except Security, House Keeping
and Loading & Unloading personnel as per the above timing.
Tea will be served at the table of all staff members and others applicable members
have tea in the canteen
In case any Visitors want to have meal in the canteen he has to fill the Visitor Lunch
Slip and get authrosied by respective department. Visitor Lunch Slip is available in
the canteen and Time Office.
In case any employee want to have Biscuits, Chips, Cold Drinks etc. he can take the
same from canteen on MRP and payment for the same will be directly make to
canteen by concern employee.
In case of any official meeting/conference the payment for the snacks (Biscuits,
Chips, Cold Drinks) will be made by the Company and concern employee has to
make the entry in register maintained by the Canteen for the same.
Rudrapur Plant
SOP for TAXI HIRING Revision SOP

No.: 00 No.-
OBJECTIVE
To provide smooth taxi services to all the departments and timely & proper
payment to service provider.
APPLICABILITY
For all staff members.
SERVICE OPTIONS:
1. Balaji Transportation 2. Luxury Tours & Travels
PROCEDURE:
• User will give taxi requisition form to Front Office for arrange the taxi for
official purpose (Requisition Form Annexure -I)
• Front Office will coordinate with Taxi Vendor & arrange the taxi for the
user Department.
• User ensure to fill and sign the Duty Slip with mentioning the readings,
Kms., time at the time of hiring and leaving the taxi.
• In case of using the taxi for personal purpose, user has to make the payment
directly to vendor.
• While summarizing the bills of Vendor, HR Department will ensure that he

Duty Slip of Taxi Driver should be completely filled in & signed by the User.
Annexure – I
Taxi Requisition Form
Date :
………………..
Name of the User :

………………………………………………………..
Deptt. : Date of Hiring :

…………………….. ……………………..
Vehicle Type (AC/Non AC) :

……………………………………………..
From : To :
Time Schedule : ………….. ……………….
From : To :
Place to be visited : ………….. ……………….
Reason : Official : Personal :

Description :
………………………. ……………………
User's Sign. H.O.D.
Rudrapur Plant
SOP for JOINING FORMALITIES Revision SOP

No.: 00 No.-
OBJECTIVE
To keep a record of employees personal details like educational qualification,
experience details, physical fitness status and family members details.
APPLICABILITY
This policy will be applicable to all new employees.
SOP
If the employee joins at the HO & Factory the joining formalities will be taken care
by the HR Department. In case the employee joins at the Branch Office the joining
formalities will be taken care by the Manager-Branch Accounts and forward them
to the HR Department.
LIST OF DOCUMENTS TO BE FILLED
1. Joining Report
2. Family Declaration Form
3. Employee Information Form
4. Nomination Form No. 2 (Revised) & Declaration Form No.
11, (Under Provident Fund Act.)
5. Superannuation Nomination Form (applicable only for Band
4 & above)
6. Form No. 12 B (Under Income Tax) / Previous Salary
Declaration Form (Form 16 from the previous employer of
the current financial year).
7. Nomination Form “F” (Under Gratuity Act.)
LIST OF DOCUMENTS TO BE SUBMITED
1. 2 passport size photographs

2. Photocopies of all educational and experience certificates.
3. Latest Salary Slip of the previous Company (if he/she working)
4. Proof of Date of Birth
5. Medial Fitness Report
6. Offer Letter
JOINING EXPENSES
In case the new employee has relocated, he/she is eligible to claim for reimbursement
of the expenses incurred for moving self, family and shifting house hold goods as per
the relocation policy applicable to his level.
Rudrapur Plant
SOP for VISITING CARDS Revision SOP

No.: 00 No.-
OBJECTIVE: To provide visiting cards to all employees above SFE level for
their ease and convenience.
APPLICABILITY:
Visiting Cards will be given to all permanent employees above SFE level (i.e. Bands
5C and above). For associates not directly on the rolls of the Company, visiting
cards will be discretionarily issued, subject to clearance from the concerned
Functional Head and Head HR.
SOP
PRINTING OF CARDS
• In order to maintain consistency, all the cards will be printed centrally at

H.O. The design and the size of the visiting card will be same for all the
levels.
• All the visiting cards will carry the address of the location where the
concerned Employee is based.
• The requisition to Human Resources for reprinting the visiting cards should
be in the format (See Annexure 1). The printed visiting cards will be sent to
the concerned employee within 15 days from the date of requisition received.
At a time not more than 100 visiting cards will be printed.
• The designation to be used by each employee will be as per the designation

appearing on the pay-slip. New employees will use the designation in their
appointment letter.
ANNEXURE - I
Date:______________
VISITING CARD REQUISITION FORM
TO : HUMAN RESOURCES
DATE :
NAME :
DESINATION :
E-MAIL ADDRESS :
(if applicable)
___
______________________ ____________________
Signature of the employee Signature of the
Manager
HR
ACTIVITIES
Rudrapur Plant
SOP for RECRUITMENT/SELECTION Revision SOP
No.: 00 No.-
1(a)
Objective:
To Recruit & Select the adequate manpower for PVMI.
Applicability:
HR Department recruits employees in two categories viz:
1. Staff Employees
2. SFE’s
3. Contract Labour
1. SOP to recruit Staff Employees

A manpower budget is freezed every year for each department.
• Staff employees are recruited according to the Manpower Budget.
• A JOB description is prepared for the position vacant by the department.
 Job Description of the vacant post is given to the Consultancies.
 Consultancies send the CVs (Curriculum Vitae) of the required candidates
to the Company.
 Company calls the suitable candidates for the interview.
 As per the Domestic Travel Policy of PVMI, travel allowances are paid to
the respective candidate.
 Selection of candidate is made after the interview,the deserving candidate
is then selected.
 The selected candidate is then given the offer-cum-appointment letter by
the CORPORATE HR.
Interviewing Matrix
Post Interviewer
Reporting Manager
Up to
Senior HR Manager
Executiv
e Unit Head
Associat Reporting Manager

e
Manager HR Manager
& above
Unit Head
Department Head
Head HR
Joining Formalities
 Selected candidates has to fulfill some joining formalities which are
regulated by the HR Department & mainly consists of information like
Educational qualification, Experience details, Physical fitness status &
Family member details.
 List of documents to be filled-

a) Joining report
b) Family declaration form
c) Nomination form no. 2(revised & declaration form no.11 under PF Act)
d) Superannuation nomination form(applicable only for
associate manager & above)
e) Form no. 12 B (under income tax)
f) Nomination form “F” (under gratuity act)
g) HRIS template (to be filled & forwarded to payroll in soft copy)
h) Social security no (SSN)
i) Form no. 16 (nomination for wages)
List of documents to be submitted-

a) 3 passport size photographs
b) Photocopies of all educational & experience certificates
c) Latest salary slips of the previous company(if he\she is employed)
d) Proof of date of birth
e) Medical fitness report
f) Offer letter
g) Copy of PAN Card
h) Copy of Passport
PERFETTI VAN MELLE INDIA PVT.

LTD.
Rudrapur Plant
SOP for RECRUITMENT/SELECTION Revision SOP No.-
No.: 00 1(b)
2. SOP to Recruit SFE’s

 2.1 in Production, Q.A & Stores
 2.2 in Maintenance
Every year a manpower budget is freezed by every department with the consent of
concerned department Head.
HR DEPARTMENT initiates the vacant position.
2.1 SOP for Recruitment in Production, QA & Store

• SFE’s are recruited from the pool of contractual workmen. These
contractual employees are under an obligation of 2-3 year contractual role.
• They have to go through the written test & personal interview by a panel of
members comprising Manager – HR, Factory Manager and concerned
Department Heads.
Joining Formalities
 List of documents to be filled-

j) Joining report
k) Family declaration form.
l) Nomination form no. 2(revised & declaration form no.11 under PF Act)
m) Superannuation nomination form(applicable only for associate
manager & above)
n) Form no. 12 B (under income tax)
o) Nomination form “F” (under gratuity act)
p) HRIS template (to be filled & forwarded to payroll in soft copy)
q) Social security no (SSN)
r) Form no. 16 (nomination for wages)

i) 3 passport size photographs
j) Photocopies of all educational & experience certificates
k) Latest salary slips of the previous company(if he\she is employed)
l) Proof of date of birth
m) Medical fitness report
n) Offer letter
o) Copy of PAN Card
p) Copy of Passport
Joining procedure
Annual Budget to determine head count
Call for resumes with background of the workers and

then selected through the contractor for production and
Stores
Recruited in the rolls of the contractor
If company has requirement the best of this pool is

considered for employment on the rolls of the company
after Personal interview with Factory Manager /
Department Head & Manager - HR and Medical test
Issue Offer cum Appointment letter
2.2 SOP for Recruitment in Maintenance

The company usually employs skilled manpower for its maintenance Department.
The maintenance department prepares JOB DESCRIPTION and provide to Hr
Department.
Then HR department provide the requirement to consultants with JD of the
position and the consultant forwards the RESUMES of the candidates to the
concerned HR.
Then HR DEPT shortlisted the resume as per the JD and arrange the interview with
the consultation of DEPARTMENT HEAD.
 Candidates are short listed on the basis of required experience & qualification.
 Selected candidates have to undergo through pre-employment medical check up
as prescribed by the organization.
 Then his salary details are scrutinized, and date of joining finalized.
 After being found fit for the vacant position the candidate is issued an offer cum
appointment letter.
Recruitment matrix
1st interview : Shift Executive, Hr Executive
2nd interview : Department head
3rd interview : Manager HR and Factory

Manager
After the final interview, the candidate is required to get his medical check-up
before being joining. After submitting his medical check-up report, the
candidate joins the organization.
Fig:- RECRUITMENT PROCEDURE
Joining Formalities

List of documents to be filled-

a) Joining report
b) Family declaration form
c) Nomination form no. 2(revised & declaration form no.11
under PF Act)
d) Superannuation nomination form(applicable only for
associate manager & above)
e) Form no. 12 B (under income tax)
f) Nomination form “F” (under gratuity act)
g) HRIS template (to be filled & forwarded to payroll in soft copy)
h) Social security no (SSN)
i) Form no. 16 (nomination for wages)
a) 3 passport size photographs

b) Photocopies of all educational & experience certificates
c) Latest salary slips of the previous company(if he\she is
employed)
d) Proof of date of birth
e) Medical fitness report
f) Offer letter
g) Copy of PAN Card
h) Copy of Passport
PERFETTI VAN MELLE INDIA PVT.

LTD.
Rudrapur Plant
SOP for RECRUITMENT/SELECTION Revision SOP No.-
No.: 00 1(b)
(Contract labour)
OBJECTIVE: - To provide the contract labour as per the requirement

RECRUITMENT OF CONTRACTUAL LABOUR
Manpower Budget is freezed at the starting of every year based on the production
plan (targeted ‘tons).
There are 2 types of contractual labour in PVMI:
a. DIRECT CONTRACTUAL LABOUR:- these are directly engaged in
PRODUCTION and RAW MATERIAL STORES.
b. INDIRECT CONTRACTUAL LABOUR:- These are directly engaged

in Quality finished goods store and Engineering store.
Generally, Contractual Labour is recruited through from reliable sources who give
references of such contractual workmen and then candidates are selected.
But the criteria required for the selection of contractual labour is:-
1.) He should have minimum qualification of 8th standard.
Maximum qualification of 12th standard.
2.) He should be a resident of UTTRAKHAND region and should have
DOMICILE certificate because it has been framed by UTTRAKHAND
GOVT. that 70% of the contractual labour
should be from Uttrakhand region.
Procedure for recruitment of Contractual

Labour
1.) Before the recruitment of any contractual labour, the HR person has to ensure
that he should have good behaviour, clean reputation, not engaged in any criminal
activity, not physically handicapped
2.) Check the all required document before joining of any contract labour.
 Obtain Uttarakhand Domicile
 Obtain Employment Registration No.
 Form -13 has to be counter signed by Mr. Chaman Dhiman at the
time of joining & leaving of any Contract Labour
 Provide training on GMP & basic at the time of joining with
coordinate of QA & Prod or concern department.
 Follow up for proper documentation from contractors
 Preparing break schedule of contract employees. After five months
everyone should get break.
 Contractor has to disburse the wages in presence of HR Person on or
before 7th of every month.
3.) After the selection of candidate by HR person, the concerned CONTRACTOR

SUPERVISOR confirms all the joining formalities such as:-
a.) police verification certificate

b.) reference letter
c.) Domicile certificate
d.) Family declaration form
e.) Esi-employee state insurance corporation
f.) Confirmation letter of 2 contracting agencies- NATH TRADERS and
POOJA MANPOWER.

Rudrapur Plant
SOP for Training & Development Revision SOP
No.: 00 No.-
Objective:
To conduct the training program for growth & development of PVMI Members.
Applicability:
It is applicable to all SFE’S and STAFF.
SOP:
The standard operating procedure for training at Perfetti van Melle is analysed in 2
parts:-
a.) SFE’s (shop floor employees)
b.) Staff Members
SOP for shop floor employees:-
Procedure to be followed;-
2.) First of all, training need identification form is circulated in each

department along with the PERFORMANCE APPRAISAL form every year
in first week of the month of March and this form is filled by the concerned
shift Executive of each department with the consent of his department head
and concern employee.
3.) This form helps in analyzing the training needs of the SFE’S.
4.) The training needs identification form is being filled on:-

a.) TECHNICAL SKILLS:- the executive administers a TRAINING
NEED IDENTIFICATION FORM on each shop floor employee to
identify the technical skills related to their specific jobs. This
questionnaires are then used to identify the deficiency in technical
skills in the shop floor employees.
b.) BEHAVIOURAL SKILLS:- a TRAINING NEED

INDENTIFICATION FORM specifying behavioural traits such as leadership,
communication skills, team work, problem solving, etc. is administered on to the
shop floor employees.
5.) This training need identification forms for all the employees is submitted to
HR department by concern department head and then consolidated by the
HR DEPARTMENT. The all TRAINING needs put a in a form of Training
Calendar to provide requisite training to fulfill the identified gaps in
technical and behavioural skills.
6.) Then the HR DEPARTMENT analyses this TRAINING CALENDAR and
arranges for suitable trainers (either external or internal) to provide
training to their shop floor employees.
7.) At the end of every training evaluation the training is done through training
feed back form and through a objective test
 In both the cases, department Head informs to HR department at least

before Two days so that material & equipment related to the training can
be arranged.
 The Incumbent places a training notice in advance which includes -
⇒ Training topic
⇒ Date
⇒ Duration
⇒ Participants & Trainer
⇒ Location etc.
 All the participants make entry in the Training register with their Name,
Code, Department& Signature record so that a proper training record can
be preserved.

Rudrapur Plant
SOP for Training & Development Revision SOP
No.: 00 No.-
Training & Development (S.O.P for STAFF)

Objective:
To conduct the training program for growth & development of PVMI Members.
PROCEDURE:-
• First of all, training need identification form is circulated in each

department along with the PERFORMANCE APPRAISAL form every
year in first week of the month of March and this form is filled by the
concerned employee of each department with the consent of his reporting
executive.
 There has been a training form on which concerned employee with his
department head fills his training needs.
 This is submitted to corporate HR
 Corporate HR Department rolls out a Training Calendar in the starting
based on the training needs identified.
 The corporate HR consolidates this form and sends the training needs
requirements of employees to local hr
 Then the corporate and local HR conduct training. Training is mostly
provided by external faculty.
 Training provided to the Members is classified into two categories –
⇒ Behavioral training
⇒ Technical training
It may be either internal or external.
 After training session, candidates are evaluated on a TRAINING
FEEDBACK FORM on the basis of their learning & deserving candidates
are awarded and this is being sent to the corporate HR.
Documentation
All the details related the training program & its evaluation is recorded
properly by the respective Incumbent.
TRAINING NEEDS IDENTIFICATION FORM - 2009

Employee Name :
Employee Code :
Designation :
Department :
TO BE MARKED BY THE CONCERNED SHIFT EXECUTIVE / MANAGER:
TECHNICAL / SKILL PLEAS BEHAVIORAL PROGRAMS PLEAS
PROGRAMS RECOMMENDED E TICK RECOMMENDED TICK
5S Time management
Good manufacturing Communication skills
practices (plant, food and
personal hygiene)
HACCP Team working
ISO 22000 Problem solving
Defects counts Positive attitude
Pest control Leadership skills
EHS (first aid, fire safety

etc.)
Sap – basic
Fork lift operation
Computer training –basic

(ms office)
Autonomous maintenance
(cleaning ,lubrication,
inspection & tightening of
machines)
Do & don’ts of maintenance
Others (please specify)
___________________ ______________________
______________________
Employee’s Signature Executive’s Signature Manager’s
Signature
TRAINING FEEDBACK FORM
FD/R/HR/F011
Participant's Name : Designation :
Department : Date :
Program : Venue :
Please rate the following on a scale of 1 to 4
1= Not Satisfied 3= Meets Expectations

2= Good But Needs Improvement 4= Exceeds Expectations
PROGRAM EVALUATION 1 2 3 4 Remarks
Relevance of the program
Depth of Content Coverage
Adequate opportunity to reinforce the learnings
Program duration
Quality of Material
Quality of arrangements
Extent to which the program met my expectations
FACULTY EVALUATION
Conceptual clarity / Knowledge of the subject

Responsiveness of the faculty - receptiveness to
suggestions, sensitivity to individual requirements, ability to
handle queries
Encouraged participation
Style & delivery of the faculty
Methodology used to reinforce learning
LEARNINGS & ACTION PLAN
What were your 3 most important learnings from the program?
1
2
How do you intend to translate the learnings to your workplace. Please give your action plan and also indicate the
type of resources (for e.g. supervisor's support) required for the implementation of your plan
Action Plan Resources (Required if any)
Any suggestions in improving the program?
Participant's Signature
Rudrapur Plant
SOP for PERFORMANCE APPRAISAL Revision SOP
No.: 00 No.-2
(SFE)
OBJECTIVE:
To have an effective, systematic and uniform process of Performance Appraisal.
APPLICABILITY:
All shop floor employees.
PROCESS:
The annual appraisal is done for the period January to December and the increments
are effected from the subsequent April every year.
The employees are rated for performance based on the following parameters through
the appraisal form circulated to all departments in the factory.
Parameter Rating / Weightage
Very Good Good Satisfactory Poor

1. Quality Orientation 20 16 12 5
2. Productivity 20 16 12 5
3. Aptitude/Flexibility 20 16 12 5
4. Attitude 20 16 12 5
5. Dependability 20 16 12 5
Total Score 100 80 60 25
The employees are appraised the shift executives and reviewed by the Department
Head. After completion of the appraisal of all employees the overall ratings are
decided as below:
Total score90 and above VERY GOOD

80 to 89 GOOD
60 to 79 SATISFACTORY
59 and below POOR
For rating the Dependability factor attendance of an employee is considered as an
important and a indication of his / her work orientation, seriousness and his attitude
towards work / discipline.
Attendance Rating
Above 90% VERY GOOD
89% to 89 % GOOD
85% to 88% SATISFACTORY
Below 85% POOR
If an employee is a habitual absentee, his overall rating normally be “Poor” or at

the best “Satisfactory”. Also if the employee is absent for more than 10 days for
not authorized reasons the overall rating will be “ Poor/ Satisfactory”
irrespective of the his ratings on the other parameters.
Criteria for Promotion:
The following broad criteria need to be followed while recommending for

promotion to the higher grade.
1. The employee should have been for a minimum of 4 years in the present
grade.
2. Should have a rating of Very Good/Good for the previous three years.
3. Minimum attendance should have been more than 90% for the last three
years.
4. Should have very good behavior, attitude and safe working.
After completion of the process of rating by the department the appraisal

committee comprising of the Manager – HR, Department Heads do the
rationalization of the ratings based on the bell curve matrix.
The quantum of the increments is decided based on the budgeted provisions,

wage survey conducted every year across industries in the region and
affordable cost for the year.
Suggested Task – Target date:
1st week of March Distribution of Appraisal Forms

2nd week of March Duly filled forms returned to HR
3rd week of March Appraisal Committee discussion on ratings
and Promotions based on Bell curve / grid
4th Week of March Appraisal committee to decide on quantum
of increment
1st April Distribution of aincrement letters duly signedby
Manager HR
PERFORMANCE REVIEW – S H O P F LOOR M
EMBERS
1st JANUARY, 2008 TO 31st DECEMBER, 2008
Name : Emp. Code :
Department : Date of Joining :
Please rate the member on all the factors below on the given rating scale, please tick (√):
1. Quality Orientation (Meeting Very Good Good Poor

established Quality Standards) (20) (16) Satisfactory (05)
(12)
2. Productivity (Satisfactory Output) Very Good Poor

Good (16) Satisfactory (05)
(20) (12)
3. Aptitude/Flexibility (Ability / Very Good Poor

Adapting to changing conditions, Good (16) Satisfactory (05)
Speed of learning new activities etc.) (20) (12)
4. Attitude (Interest towards work, Very Good Poor

Positive team work with respect for Good (16) Satisfactory (05)
all colleagues & superiors) (20) (12)
5. Dependability (Including Punctuality Very Good Poor

towards Attendance – to be filled by HR) Good (16) Satisfactory (05)
(20) (12)
TOTAL SCORE
GRAND TOTAL
Name & Signature of Appraiser
Comments / any other contribution (Please specify):
Overall Rating: Very Good Good Satisfactory Poor
Date: Signature of Concerned

Manager
Comments of HR Department
Controller Factory HR
Comments of Unit Head
Rudrapur Plant
SOP for RELOCATION Revision SOP
Unit
No.:Head
00 No.-2
OBJECTIVE
To lay down limits/ entitlements of reimbursement of expenses incurred by

employees who are joining from outstation locations or employees who are
transferred during their services in the Company and minimizing the hassles of
relocation.
Scope
This policy is applicable to all employees of Perfetti Van Melle India Pvt. Ltd. and
applies to all those employees who are required to move from one business location
to another primarily on a company-initiated request.
PROCEDURE:
Definition:
Definition of transfer: For the purpose of this policy, any assignment of duration
greater than 6 months is considered to be a "Transfer"
Definition of temporary relocation/Deputation*: An assignment is classified as a

‘deputation’ or temporary relocation if duration is
 Greater than one month
 Lesser than six months
 In special cases, duration could be extended to one year.
If the employee requests a transfer for his own personal reasons, which the
Company is able to accede to, then the provisions of this policy will not be
applicable. However in such cases, only the travel costs and the reimbursement
for shifting of personal effects as per policy will be reimbursed.
*However, this definition will not hold true for movements within Delhi/NCR.
1.1 Expenses covered for Transfer
1.1.1 Travel Entitlements
For movement of self, spouse, dependent children and dependent parents

(staying with the employee), the mode of travel will be as per the eligibility and
limits of the Domestic Travel policy.
1.1.2 Transfer of Personal Effects
 .
 For the employees the actual Freight charges, Packing Charges for
transportation of Personal effects will be paid directly to the packers by
the company. Alternately, employees can choose to tie up with a local
transporter/packer for transportation of their personal effects.
 The limits of such transportation is as below:
• Band-5 – At actual upto a maximum of 40 days basic salary of
the concern enmployee
• Band 4 – One truckload (25 cubic meter) including car
• Band 3 & 2 – One truckload (25 cubic meter) + transportation of
car
• Band 1 – At actuals
Kindly note that to process the invoice; the cubic meter utilized will be
required to be mentioned on the invoice.
 In cases wherein the employee makes his own arrangement/s for
transportation of his personal effects, he will be required to submit 3
quotations for the same to the admin department. Payment will be made
basis the lowest quote received.
1.1.2 One-Time Settling Expenses
 The employee will be reimbursed admission fees of upto a maximum of

Rs.20,000/- per child, at actuals, for a maximum of two children. This will
be paid after the employee has resumed his duties at the new location, and
with original supporting bills. This is permissible upto the next academic
session. This is not applicable for tuition fees, etc
1.2 Special Leave
 The employee will be given a maximum of 4 days special leave (excluding

the day of travel). This leave can be split between the existing place of
posting and the place of transfer/joining.
 Excess leave availed will be deducted from Annual Leave
1.3 Hotel/Guest House Stay
 The employee is expected to find suitable accommodation within reasonable

time of moving. In case where the employee is unable to arrange
accommodation with in reasonable time, the Company will allow a hotel stay /
Guest House Stay for a maximum period of 2 weeks. However, in such cases,
the employee can opt to stay in a hotel only if the company Guest House
cannot accommodate him.
 The entitlement of Hotel & Boarding will be the same that the employee is
entitled to in the city of posting for normal business work as per the
Company’s Travel Policy.
2.0 Expenses covered for Temporary Relocation.
2.1 Employee will continue to receive salary as per base location
2.2 The boarding, lodging and travel arrangements of the employee will be taken care
of by the new location
2.3 The company will provide economic boarding and lodging arrangement. Should
there be no guest house facility available; the employee can choose to stay with
friends or relatives. In such a case the employee will be reimbursed Rs.250/- per
diem for miscellaneous / out of pocket expenses, and reasonable local conveyance
expenses.
2.4 Exploratory Trip to New Location upon intimation of Transfer
 Subject to prior approval from the CEO/Head – HR/Functional Head an

employee may be permitted to make one exploratory trip to the new location
prior to the date of transfer to arrange for housing, schooling etc.
 Travel entitlements will be as per the Domestic Travel Policy.
2. Process to be followed
When you are informed of your transfer, please follow these steps:
a) Collect your transfer letter from your respective Manager.
b) Close your existing Savings Bank account in old location, if you so wish.
c) Open a new Savings Bank account in any of the recommended banks such as
Citibank, HDFC or ICICI in the new location.
d) Inform Payroll about your new bank account number so that you receive your
salary in the new location.
e) Get approval from your Admin on expenses likely to be incurred during
transfer, by getting the quotation approved for shifting of household effects.
f) You will be entitled to one month’s advance salary before you move to your
new location.
Rudrapur Plant
SOP for INDUCTION Revision SOP
No.: 00 No.-2
Objective
1.1 To help the new employees settle – in by providing personal and professional
support and demonstrating commitment to them.
1.2 To integrate new employees into the workplace.
1.3 To allow new employees to assimilate information about their workplace and
their role within the organization.
1.4 To provide important information and resources that will enable a new
employee in fulfilling his/her duties.
1.5 To make new employees independent and proficient in their job as soon as
possible.
SCOPE:
This policy is applicable to all employees of Perfetti Van Melle India Pvt. Ltd.
PROCEDURE:
2.1 The HR department shall be responsible for the overall induction programme
and the individual department would be responsible for their respective
departments.
2.2 The induction should convey three types of information:
• General information about the daily work routine
• A review of the organization history, purpose, vision, mission, operations,

products and services, as well as a sense of how the employee’s job
contributes to the organizations goals.
• A detailed presentation of organization’s policies work rules and employee

benefits
2.3 The induction programme will be conducted as per the ‘Induction Schedule’ in
Annexure I.
2.4 A detailed presentation of the department’s policies, work rules and employee
benefits will be shared with the employee during their induction.
2.5 The induction programme will be conducted in all seriousness and any deviation
would be viewed seriously.
2.6 The Induction schedule for employees joining at the Corporate office, Factories,
and Branch Offices is per Annexure I.
Factories
Ba nd Day Agenda Resource person
Day 1 (1 st Ha lf) Joinin g Formalities HR incharg e
Day 1 (2 nd Half) Factory Visit Shift Executive
SFEs Day 2 Functional induction Execu tive & a bove
Day 2 (last one hour) Feedba ck Session HR incharg e
1 month later Feedba ck Session Location HR Head
Day 1 (1 st Ha lf) Joinin g Formalities HR incharg e
Day 1 (2 nd Half) Factory Visit Shift Executive
Day 2 Functional induction Manage r & above
Band 5 Day 3 Functional induction Manage r & above
Day 4 Market Visit HR incharg e
st
Day 1 (1 Ha lf) Joinin g Formalities HR incharg e
nd
Day 1 (2 Half) Factory Visit Fac tory/ HR Head
Band 4 & above Day 2 - 5 Functional induction HODs
Quarterly Indu ction will be conduc ted at HO as and wh en announced
Rudrapur Plant
SOP for DOMESTIC TRAVEL POLICY Revision SOP
No.: 00 No.-2
OBJECTIVE:
To lay down limits/ entitlements for reimbursements of expenses incurred by

employees during travel on Company’s business.
APPLICABILITY:
All Shop floor employees of PVMI including trainees.
SOP
TRAVEL WITH IN THE CITY:
• Daily Allowance ( DA):
• Daily Allowance can be claimed only when the employee travels in the
city on official work subject to the limits stipulated.
• DA includes expenses incurred on food, local conveyance, telephone

calls and any other incidental expenses.
• DA cannot be claimed if company had made arrangements for

meeting and other incidental expenses like food etc..
• Whenever an employee had worked for half day and the balance time
spent in the factory, he / she is entitled for 50% of DA amount only.
DA Amount: Rs.130/- (Rupees One Hundred and thirty)
TRAVEL TO OUT STATION CITIES WHICH INVOLVES

NIGHT HALT:
Mode of Travel:
By Train - 3 tier A/c (in case of non availability it should be 3 tier 2 nd Class), Non
Deluxe Bus.
Local Conveyance: Bus, Auto rickshaw, Local transport
• Lodging and Boarding:
• Actual hotel expenses supported with money receipts will be

reimbursed, subject to the maximum limits as stipulated here in.
• The limit for lodging expenses is exclusive of taxes as applicable.
• Any other incidental expenses such as food expenses, laundry,

telephone should be excluded from the bill for lodging.
• Period of stay over 12 hours will be treated as one day and less than
12 hours as half day. In case of night stay it would be treated as one
day. This definition is for calculation of number of day’s entitlement
for claiming lodging and boarding expenses.
Lodging Boarding
Special Towns Normal Towns Special Towns Normal Towns
1000 700 175 150
• Travel ticketing and reservation:
Ticketing will be arranged through the company authorized travel agencies by the
travel desk/ administration. Ticketing would be organized only after receipt of
authorization of travel by the concerned department
Head in the prescribed format.
• Expenses settlement:
The employee is entitled to take advance duly sanctioned within the entitlements to
take care of the expenses.
An employee should settle the bills within 3 days of
return from the trip. In case of delay in submission of
the expense statement without any valid reason such
as leave due to sickness the company reserves the
right to disallow the claim and in case of any advance
received before travel, such advance may deducted
from the salary in total.
All expenses incurred towards laundry, telephone and

any other services will have to be settled by the
employee.
Rudrapur Plant
SOP for SEPARATION Revision SOP
No.: 00 No.-2
OBJECTIVE
Employees who leave the Company will be treated fairly and any dues will be settled
expediently.
APPLICABILITY
This policy is applicable to all employees who leave the Company.
S.O.P
RESIGNATION
• The original Resignation Letter should be forwarded to Head-Human
Resources through Functional Head with decisions on the date of release and
notice period. The HR Department accordingly issues acceptance letter and
the concerned Manager will hand it over to the employee.
RETIREMENT
• Retirement age for employee is 58 years.
In case of retirement the HR Department will give a written intimation to the

employee, with a copy to the concerned Functional Head, at lease 2 months in
advance of his date of retirement.
• SETTLEMENT OF DUES
• He/ she has to fill the “No Dues Form” (Annexure –I) three days before the
last working day in the company.
• It will be the employee’s responsibility to seek clearance from the concerned
department and forward it to HR Department.
• Incase any employee of the Branch Office leaves the services, it is the
responsibility of Manager - Branch Accounts to forward the “No Dues
Form” to HR Department duly signed by himself, Regional Manager and
employee.
• In case any Senior Distribution & Sales Executive, Distribution & Sales
Executive and Trainee Distribution & Sales Executive leaves the company,
he/she has to submit the No Dues Certificate (Annexure – 2) from the
concerned Distributors. The Manager-Branch Accounts must send these
forms along with their “No Dues Form”.
DEATH IN SERVICE
• The dues of a deceased employee will be paid to his legal next of kin as per
the company policy, whereas Provident Fund and Gratuity amount will be
paid to his nominees. In the absence of nominees, these dues will be paid to
the legal heir of the deceased employee. Payment to the legal heir will only
be made on production of either a Succession Certificate or a Probated Will.
• EXIT INTERVIEW
All leaving employees are required to go through an exit interview.
The objective of the exit interview is to ascertain and record the employee’s
reasons for leaving and take comprehensive feed back of his experience of working
in the Company
Annexure - 1
NO DUES FORM
Name of Employee :
Employee Code :
Location/Region :
Date of Joining Services :
Date of Leaving :
Date of Last Working Day :
Short-fall in Notice Period :
Accumulated Leave (Annual Leave only) :
Loan(s) (if any, please specify) :
Whether company leased Accommodation given?: Yes/No.
If yes, whether vacation notice given if yes,
Please mention the date :
Handing over of the leased premises
(Pls. mention date) :
Security Deposit Recovered : Rs.
Electricity & Water charges to be paid : Rs.
Whether company telephone given : Yes/No.
If yes, status of telephone :
Any outstanding telephone bill to be paid : Rs.

Travel imprest (Expense Account)
to be recovered/to be paid : Rs.
Any other amount (to be recovered/ to be paid): Rs.
Company’s property surrendered : Yes/No.
Forwarding Address: Remarks:
Contact Telephone No:
Signature:
_________ ___________ ____________ ______

Employee Finance deptt. Functional Head Head H R
Rudrapur Plant
SOP for EXIT INTERVIEWS Revision SOP
No.: 00 No.-2
OBJECTIVE
To assess its strengths and areas of improvement with a view to bring about positive
changes in its approach and policies and the most effective way of acquiring
knowledge is through its own employees.
SCOPE: It is applicable to all the SFE’s and Staff members.
SOP
The exit interview process consists of the following 3 stages:
• STAGE I
All exiting employees will be required to fill up the enclosed questionnaire (Exit
Review form, Part 1 of Annexure-I), and send the completed form directly to the
Head – HR in a sealed envelope.
• STAGE II
Additionally, an in-depth interview will be conducted by the concerned HR

representative per the given matrix, to elicit the subjective details of the views
expressed by the concerned executive on various issues.
Band of the Exit interview to be conducted by

separating
Employee
Band 5 HR Representative of the unit/location
Band 4 HR Representative of the unit/location
Band 3 Head – HR
Band 2 & 1 CEO & Head - HR
The administration of questionnaire and conduction of exit interview should

precede the final settlement of accounts of the individual.
• STAGE III
The information collected from the questionnaire and the exit interview, will be
analyzed by the Corporate HR Team. Tracking of such data over a period of time
will help in identifying patterns in the responses. The feedback can normally be
classified as under:
• Individual related issues.

• Organizational issues, more in the nature of policies.
• Based on the analysis, the Corporate HR team would send feedback to the
concerned individual/ group/location/ function and would take immediate
remedial measures, wherever feasible, with respect to issues under items (I)
above.
• Get the following form filled up before the in person interview

• Timing
1. Interview should take 20-30 minutes
• Opening statements
2. This interview is part of an ongoing effort to analyse

why employees choose to leave PVMI
3. What are some steps that we should take to improve
excitement and retention
4. We would be thankful if you gave a frank opinion and
specific suggestions to make PVMI a better employer
5. Our intention is only to share aggregated findings and
quotes without disclosing any names.
Annexure I
Background
Name: Designation:
Tenure: Date of joining:
Date of resignation: Date of
relieving:
Male/ Female:
Last performance rating:
Last two immediate supervisors:
6. Name: Date:
7. Name: Date:
We would like to know more about your experience at PVMI
1) Key reasons to join PVMI
Career
option
Work
environme
nt
Work
itself
Working
hours
Pay
package
As a
temporary
engageme
nt
Reasonabl
e working
hours
Others
( Brand
name )
2) How long were you planning to stay when you joined PVMI?
6-12 Months
1-2 Years
2-4 years
Longer than 4 years
3) Please tell us what were the three best things about PVMI and
rank them in order of importance. (Most important should come
first)(career growth, work environment, work itself, recognition,
reasonable working hours, pay package)
1.
2.
4) Did you see a well-defined career path at PVMI?

Yes
No
Decision making process
6) What were your reasons for leaving PVMI and please rank them
in order of importance.
Applicable Rank
a) Better opportunity
b) Higher education
c) Unattractive work mix
d) Bad relationship with boss
e) Unhealthy shift timings
f) Lack of recognition
g) Bad work environment
h) Less/ too much responsibility (please specify)
i) Low salary
j) Lack of career growth
k) Health
l) Sexual harassment
Any other :
8) What was the time gap between your deciding to leave and
finally resigning?
10 Days
9) Did you try to talk to someone/ take help

regarding problems faced by you?
Yes
No
10) Did the person attempt to help you?
Yes
No
11) Do you think intervention could have changed your decision to
leave?
Yes
No
12) How could we have changed factors to retain you? Please list in
order of importance
1.
2
3
4
Improvement Opportunities
13) What improvements can PVMI make to retain exceptional
people? Please list in order of importance.
1)
2)
3)
4)
5)
New Job
14) Tell us about your new job?
S
Name of the organization:
Responsibilities/ Designation
Higher Same Lower
Compensation:
Higher Same Lower
Factors those are significantly better than PVMI. (Please identify
top 3)
Salary
Job profile
Designation
Reputation of the joining firm
Timings
People
Others
Closing
15) Is there anything else that you would like to mention?
HR Representative’s summary of the interaction with the employee

in terms of reasons for resignation and executive’s views on
company’s culture/policies etc.( incase of any additional input)
Signature : HR Representative
Rudrapur Plant
SOP for ATTENDANCE/AWARD/REWARD Revision SOP
No.: 00 No.-2
OBJECTIVE:
The objective of this policy is to ensure employees are adequately motivated to

improve their attendance thereby increasing their earning and productivity for the
organization.
APPLICABILITY:
This scheme is applicable to all probationers’ and permanent shop floor employees
of the company.
SOP:
• This scheme will be on calendar year basis and divided into two blocks:
FIRST BLOCK : January to March and April to June
SECOND BLOCK : July to September and October to December
INCENTIVE AMOUNT:
• Rs.650/- will be paid in a quarter if present on all working days during

the quarter.
• Rs.400/- will be paid in a quarter if a member works with one day
approved leave for the quarter during the year.
• An additional amount for Rs.500/- will be paid if a member is present
on all actual working days in first or second block of quarter.
• First three members who will have best Attendance during the year will
be given a Reward in kind at the end of the year over and above the
scheme.
• Payment will be made along with monthly salary.

• Official duty, Compensatory off will not be counted as absence from duty for the
purpose of the scheme.
Rudrapur Plant
SOP for CONFIRMATION OF EMPLOYEES Revision SOP
No.: 00 No.-2
OBJECTIVE: To confirm all the employees of PVMI for their services based
on their performance review during the probation period.
APPLICABILITY:
To all the SFE’s and Staff of PVMI.
S.O.P FOR SFE
• After the appointment the employee is kept on probation period for 6

months, during this period the incumbent performance is evaluated by the
HR department..
• After the completion of 6 months the HR department will hand over the
confirmation report of the concerned employee to the concern department
head to evaluate his performance during last 6 months.
• The confirmation report will be handed over to the concerned department
head at least 1 month in advance from the date of confirmation, so that the
confirmation report shall be filled on time and the confirmation letter is
issued on time.
• If the employee performance is not satisfactory, then his probation period is

being extended by the HR department for a minimum of 3 months and
maximum time could vary.
• After 3 months the same procedure is followed.
• Based on extention and confirmation , the corporate HR will issue a
confirmation letter to the concerned department head which finally hands
over to the concerned employee.
• 1 copy of the letter is submitted to the HR department duly accepted and
signed by the employee.
S.O.P FOR STAFF

• After the appointment the employee is kept on probation period of 6 months
and for fresher the probation/Training period is for 1 year
• After the successful completion of 1 year or 6 months as the case may be, the
employee is then put permanently on the job.
CONFIRMATION REPORT
[ A D M I N I S T R A T I O N S T A F F ]
Name: Region: Factory

Designation.: Date of joining:
E Code: Location: Rudrapur Confirmation due on:
To : Mr.
Fm : Human Resources
Mr. ____________ is due to be confirmed on ________. You are requested to fill
the
following report and return it to us at the earliest.
Please rate the member on all the factors below on the given rating scale,
Please tick (√)
• Attitude towards A B C P
assignment
• Results orientation A B C P
• Team Work A B C P
• Technical Knowledge A B C P
• Integrity A B C P
• Attendance (To be filled in by HR deptt.):
How has the member performed during the probation period? Any
specific achievements?
Any area in which improvement is required?
Recommendation: To be confirmed Extension of Probation period
Reporting Manager
Comments of Unit Head:

Unit Head
Comments of Local HR:
Controller -HR
Comments of Reviewer:
Functional Head
Comments of Reviewer:
Head -HR

Perfetti Van Mille

Încărcat de

Informații document

Descriere originală:

Drepturi de autor

Formate disponibile

Partajați acest document

Partajați sau inserați document

Opțiuni de partajare

Vi se pare util acest document?

Este necorespunzător acest conținut?

Drepturi de autor:

Formate disponibile

Perfetti Van Mille

Încărcat de

Drepturi de autor:

Formate disponibile

A Report on

PERFETTI VAN MELLE INDIA

Human Resource Management is both an academic theory and a business

Perfetti Van Melle is a privately owned company, producing and distributing

Encouraged by its leadership in the domestic market, the company launched an

The Story at the crossing --

“Company will enhance our world leadership in

Perfetti Van Melle India Pvt. Ltd.:

 Develop, manufacture and market high-quality and innovative products for

 Create a fulfilling workplace for employees built on trust, mutual respect,

 Value the role we play in communities, as a socially and environmentally

 Generate economic value through superior growth and profitability.

 Integrity Without Compromise-

 Dedication to the Consumer-

 Care for the people-

Contributing to the progress of the local communities in line with the

They will operate safely, responsibly and with sound environmental

Quality: Product quality is not a simple detail; it is an indispensable starting point.

Innovation: The confectionery sector is in constant evolution and innovation is an

Environment: Respect for the environment by operating in total compliance with

MANAGER MANAGER MANAGER MANAGER Controller MANAGER ASSOCIATE ASSOCIATE

Assistant Assistant Senior Senior Associate Associate Senior

Senior Senior Sr. Executive Executive Senior Sr. Executive Junior

Associate Retainer Executive

Human resources term in which many organizations describe the combination of

Assets- Valuable or Useful person or thing.

HRM is seen by practitioners in the field as a more innovative view of workplace

While Miller (1987) suggests that HRM relates to:

The goal of human resource management is to help an organization to meet

Human resources management comprises several processes. Together they are

• Human Resources Planning (HRP)

Simply put, Human Resource Management (HRM) is a management function that

1. HRM is a series of integrated decisions that form the employment relationship;

These definitions of HRM can be summarized in the following points:

1.) Organizations are not mere bricks, mortar, machineries or inventories.

(i) Employee hiring,

(ii) Employee and executive remuneration,

(iii) Employee motivation,

(iv) Employee maintenance,

(vi) Prospects of HRM (see Fig.1).

Fig.1 Scope of HRM

Human resource management is a process of bringing people and organizations

Nature of Human Resource Management

10.) TRAVEL DESK

SOP for UNIFORM MANAGEMENT Revision No.: 00 SOP No.-1

Type of Uniform and Lab Coat

Dry Cleaners responsibilities

SOP for EVENT MANAGEMENT Revision No.: SOP

Bill Management & Records

PERFETTI VAN MELLE INDIA PVT. LTD.

Meal Vegetarians Amount Non-Vegetarians Amount

Breakfast Meal recovery Rs. 20/- Meal recovery Rs. 20/-

Lunch/ Meal recovery Rs. 50/- Meal recovery Rs. 50/-

1. Any member who wants to avail the facility has to inform HR

2. Payment is to be made to the caretaker and a register, to be kept in the Guest

SOP for Using Company Vehicle Revision No.: SOP No.-

2. In case of vehicle requirement by employee for official purpose he /she

S.O.P of Estate Maintenance

OBJECTIVE:- To ensure that the stationery management is done in a systematic

SOP FOR STATIONERY:-

SOP for CANTEEN Revision SOP

OBJECTIVE: To provide the canteen facility to all employees

Category 1 - Staff Members