Human Resource Planning and Audit: Cadbury HRM Project

This project, submitted for the MBAEH18301 Human Resource Planning and Audit course, examines the Human Resource Management (HRM) practices of Mondelez India Foods Limited, formerly known as Cadbury India Ltd. The project begins with an introduction to HRM, defining its core functions and significance within organizations. It then provides an overview of Mondelez India Foods Limited, including its history, manufacturing facilities, and market position. The main focus is on analyzing Cadbury's HRM strategies, covering its scope, objectives, and various functions such as recruitment, training, and employee relations. The project also highlights the role of HRM in achieving organizational goals and employee satisfaction. The content includes an executive summary, introduction, literature review on HRM, and a detailed analysis of Cadbury's HRM practices. The project concludes with insights into the importance of effective HRM in the context of a leading FMCG company, emphasizing its impact on employee motivation, productivity, and overall organizational success. The project is a comprehensive study of how Cadbury manages its human resources to achieve its strategic objectives.

MID – SEMESTER EXAMINATION
MODE OF EXAMINATION – PROJECT SUBMISSION
FOLLOWED BY VIVA-VOICE
SUBJECT NAME- HUMAN RESOURCE PLANNING AND
AUDIT
SUBJECT CODE MBAEH18301
DATE OF EXAMINATION :-
SUBMITTED TO:- SUBMITTED BY:-
NAME
ACKNOWLEDGEMENT
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I have taken efforts in this project. However, it would not
have been possible without the kind support and help of
many individuals and organizations. I would like to extend
my sincere thanks to all of them. I am highly indebted to
_____________________ for their guidance and constant
supervision as well as for providing necessary information
regarding the project & also, for their support in
completing the project.
I would like to express my gratitude towards my parents for
their kind co- operation and encouragement which help me
in completion of this project.
I would like to express my special gratitude and thanks to
friends for giving me such attention and time. My thanks
and appreciations also go to my colleague in developing the
project and people who have willingly helped me out with
their abilities.
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DECLARATION
I hereby declare that the project entitled
“International HRM practices of Cadbury”
submitted to ‘JAGRAN LAKECITY UNIVERSITY
BHOPAL’ is record of original work done by me
under the guidance of
______________________( department of
commerce). Any inferences, research or
similarity is purely coincidental.
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CONTENT
I. Executive Summary
………………………………..….5
II. Chapter 1
Introduction…………………………….……6
Human Resource Management
III. Chapter 2 ……………………………………..……....…9
What Is Human Resource Management ?
Chapter 2.1 -Nature Of Hrm …………………....…….11
IV. Chapter 3………………………………………..…….. 12
Mondelez India Foods Limited
(Formerly Cadbury India Ltd.)
Chapter 3.1-Rajesh Ramanathan………………………13
V. Chapter 4……………………………………………….14
Human Resource Management of Mondelez India Foods
Limited (Formerly Cadbury India Ltd.)
Chapter 4.1 -Scope Of Hrm………………….……..…..16
Chapter 4.2- Objectives Of Hrm…………………..……19
Chapter 4.3- Functions Of Hrm………………….….….20
Chapter 4.4 Role Of Hrm…………………………...…..23
VI. Conclusion………………………………………….…28
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EXECUTIVE SUMMARY
Modern management considers human being as resource and it is an importance for the
success of any organization. It is the strength and aid. Therefore employees attitudes,
interest, quality, job satisfaction, etc., have a bearing productivity of a firm unless the
management is able to recognize employees needs and wants they will lose motivation
and morale and it will affect the best interest of the firm.Work is one of the most
important activities in a person’s life . Dissatisfaction in work can lead in many
circumstances to lower production and friction on the job. So that it must be considered
by the management and steps should be taken to find out the factors which cause job
dissatisfaction and to reduce such dissatisfaction. In general employee satisfaction is the
attitude towards the work environment, salary, relationship with their colleagues, job
security, grievance handling, performance appraisal, training and development,
management style, quality policy, career counseling and so on. In this project we are
going to study about the human resources management carried by Mondelez India
Foods Limited (Formerly Cadbury India Ltd.)
Cadbury India began its operations in India in 1948 by importing chocolates. It now has
manufacturing facilities in Thane, Induri (Pune) and Malanpur (Gwalior), Hyderabad,
Bangalore and Baddi (Himachal Pradesh) and sales offices in New Delhi, Mumbai,
Kolkata and Chennai. The corporate head office is in Mumbai. The head office is
presently situated at Pedder Road, Mumbai, under the name of "Cadbury House".
Cadbury can be termed as one of the best performing FMCG Companies today. Unlike its
peer group, which are more of complete food companies. Cadbury is very niche player
with a dominant position in Indian Confectionary Chocolate Market. This makes it
different and more successful in comparison with peer companies. In the period of
slowdown in the economy, where FMCG companies were the first ones to hit upon.
Reduction the real income of the consumer has made its direct impact on the top-line
growth of the company. Still, Cadbury has been able to drive its bottom-line growth. The
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reason for the success is the Corporate Governance practised in the organization. Thus
let’s start first by studying Human Resource Management and then study Cadbury India
Limited now known as Mondelez India Foods Limited’s Human Resources Strategies.
CHAPTER 1
INTRODUCTION
HUMAN RESOURCE MANAGEMENT
Human resource management (HRM, or simply HR) is a function in organizations
designed to maximize employee performance in service of their employer’s strategic
objectives. HR is primarily concerned with how people are managed within
organizations, focusing on policies and systems.HR departments and units in
organizations are typically responsible for a number of activities, including employee
recruitment, training and development, performance appraisal, and rewarding (e.g.,
managing pay and benefit systems). HR is also concerned with industrial relations,
that is, the balancing of organizational practices with regulations arising from collective
bargaining and governmental laws.
HR is a product of the human relations movement of the early 20th century, when
researchers began documenting ways of creating business value through the strategic
management of the workforce. The function was initially dominated by transactional
work, such as payroll and benefits administration, but due to globalization, company
consolidation, technological advancement, and further research, HR now focuses on
strategic initiatives like mergers and acquisitions, talent management, succession
planning, industrial and labor relations, and diversity and inclusion.
In startup companies, HR's duties may be performed by trained professionals. In larger
companies, an entire functional group is typically dedicated to the discipline, with staff
specializing in various HR tasks and functional leadership engaging in strategic decision
making across the business. To train practitioners for the profession, institutions of higher
education, professional associations, and companies themselves have created programs of
study dedicated explicitly to the duties of the function.
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Academic and practitioner organizations likewise seek to engage and further the field of
HR, as evidenced by several field-specific publications. HR is also a field of research
study that is popular within the fields of management and
industrial/organizational psychology, with research articles appearing in a number of
academic journals, including those mentioned later in this article.
In the current global work environment, most companies focus on lowering employee
turnover and retaining the talent and knowledge held by their workforce. New hiring not
only entails a high cost but also increases the risk of the newcomer not being able to
replace the person who was working in that position before. HR departments also strive
to offer benefits that will appeal to workers, thus reducing the risk of losing knowledge.
Human beings are social beings and hardly ever live and work in isolation. We always
plan, develop and manage our relations both consciously and unconsciously. The
relations are the outcome of our actions and depend to a great extent upon our ability to
manage our actions. From childhood each and every individual acquire knowledge and
experience on understanding others and how to behave in each and every situations in
life. Later we carry forward this learning and understanding in carrying and managing
relations at our workplace. The whole context of Human Resource Management
revolves around this core matter of managing relations at work place.Since mid
1980’s Human Resource Management (HRM) has gained acceptance in both academic
and commercial circle. HRM is a multidisciplinary organizational function that draws
theories and ideas from various fields such as management, psychology, sociology and
economics. There is no best way to manage people and no manager has formulated how
people can be managed effectively, because people are complex beings with complex
needs. Effective HRM depends very much on the causes and conditions that an
organizational setting would provide. Any Organization has three basic components,
People, Purpose, and Structure.
In 1994, a noted leader in the human resources (HR) field made the following
observation: Yesterday, the company with the access most to the capital or the latest
technology had the best competitive advantage.
Today, companies that offer products with the highest quality are the ones with a leg up
on the competition; But the only thing that will uphold a company’s advantage
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tomorrow is the caliber of people in the organization. That predicted future is today’s
reality. Most managers in public- and private sector firms of all sizes would agree that
people truly are the organization’s most important asset. Having competent staff on the
payroll does not guarantee that a firm’s human resources will be a source of
competitive advantage. However in order to remain competitive, to grow, and diversify
an organization must ensure that its employees are qualified, placed in appropriate
positions, properly trained, managed effectively, and committed to the firm’s success.
The goal of HRM is to maximize employees’ contributions in order to achieve optimal
productivity and effectiveness, while simultaneously attaining individual objectives
(such as having a challenging job and obtaining recognition), and societal objectives
(such as legal compliance and demonstrating social responsibility).
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CHAPTER 2
WHAT IS HUMAN RESOURCE MANAGEMENT ?
HRM is the study of activities regarding people working in an organization. It is a
managerial function that tries to match an organization’s needs to the skills and abilities
of its employees.
Definitions of HRM
Human resources management (HRM) is a management function concerned with
hiring, motivating and maintaining people in an organization. It focuses on people in
organizations. Human resource management is designing management systems to
ensure that human talent is used effectively and efficiently to accomplish Organizational
goals.
HRM is the personnel function which is concerned with procurement, development,
compensation, integration and maintenance of the personnel of an organization for the
purpose of contributing towards the accomplishments of the organization’s objectives.
Therefore, personnel management is the planning, organizing, directing, and
controlling of the performance of those operative functions (Edward B. Philippo).
According to the Invancevich and Glueck, “HRM is concerned with the most effective
use of people o achieve organizational and individual goals. It is the way of managing
people at work, so that they give their best to the organization”.
According to Dessler (2008) the policies and practices involved in carrying out the
“people” or human resource aspects of a management position, including recruiting,
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screening, training, rewarding, and appraising comprises of HRM.
Generally HRM refers to the management of people in organizations. It comprises of the
activities, policies, and practices involved in obtaining, developing, utilizing, evaluating,
maintaining, and retaining the appropriate number and skill mix of employees to
accomplish the organization’s objectives. The goal of HRM is to maximize employees’
contributions in order to achieve optimal productivity and effectiveness, while
simultaneously attaining individual objectives (such as having a challenging job and
obtaining recognition), and societal objectives (such as legal compliance and
demonstrating social responsibility).
In short Human Resource Management (HRM) can be defined as the art of procuring,
developing and maintaining competent workforce to achieve the goals of an organization
in an effective and efficient manner.
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CHAPTER 2.1
NATURE OF HRM
HRM is a management function that helps manager’s to recruit, select, train and develop
members for an organization. HRM is concerned with people’s dimension in
organizations.
The following constitute the core of HRM
1. HRM Involves the Application of Management Functions and Principles.
The functions and principles are applied to acquiring, developing, maintaining and
providing remuneration to employees in organization.
2. Decision Relating to Employees must be Integrated.
Decisions on different aspects of employees must be consistent with other human
resource (HR) decisions.
3. Decisions Made Influence the Effectiveness of an Organization.
Effectiveness of an organization will result in betterment of services to customers in the
form of high quality products supplied at reasonable costs.
4. HRM Functions are not Confined to Business Establishments Only but
applicable to non-business organizations such as education, health care, recreation
and like.
HRM refers to a set of programmes, functions and activities designed and carried out in
order to maximize both employee as well as organizational effectiveness.
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CHAPTER 3
Mondelez India Foods Limited (Formerly Cadbury India Ltd.)
Cadbury India began its operations in India in 1948 by importing chocolates. It now has
manufacturing facilities in Thane, Induri (Pune) and Malanpur (Gwalior), Hyderabad,
Bangalore and Baddi (Himachal Pradesh) and sales offices in New Delhi, Mumbai,
Kolkata and Chennai. The corporate head office is in Mumbai. The head office is
presently situated at Pedder Road, Mumbai, under the name of "Cadbury House". This
monumental structure at Pedder Road has been a landmark for the citizens of Mumbai
since its creation. Since 1965 Cadbury has also pioneered the development of cocoa
cultivation in India. For over two decades, Cadbury has worked with the Kerala
Agricultural University to undertake cocoa research.
Cadbury was incorporated in India on 19 July 1948. Currently, Cadbury India operates
in five categories – Chocolate confectionery, Beverages, Biscuits, Gum and Candy. Some
of the key brands are Cadbury Dairy Milk, Bournvita, 5 Star, Perk, Bournville,
Celebrations, Gems, Halls, Éclairs, Bubbaloo, Tang and Oreo. Its products include
Cadbury Dairy Milk, Dairy Milk Silk, Bournville, 5-Star, Temptations, Perk, Gems (a
version of M&M's), Eclairs, Bournvita, Celebrations, Bilkul, Cadbury Dairy Milk Shots,
Toblerone, Halls, Tang and Oreo.
Cadbury is a leading global confectionery company with an outstanding portfolio of
chocolate, gum and candy brands. It has the number one or number two position in over
20 of the world’s 50 largest confectionery markets. Cadbury also has the largest and most
broadly spread emerging markets business among all confectionary companies. With
origins stretching back nearly 200 years, Cadbury’s brands include many global, regional
and local favouritesIt is the market leader in the chocolate confectionery business with
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