Mr.

Zenil Pambhar 63

“GOPAL SNACKS PVT. LTD.”

Prepared & Submitted At:

Submitted To:

Project Guides:
Page | 1
Prof. Yasin Vikyani
Prof. Devji Sankhat
A research report on:

Gopal Snacks Pvt. Ltd.

Submitted to :
Saurashtra university
Prepared by:
Zenil Pambhar

B.B.A. semester 6
Roll no: 63
Academic year: 2022-23

Guided by:
Yasin Vikyani
Reviewed by:

College name:
Harivandana College

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 PREFACE
This project report has been prepaid in partial fulfillment of the
requirement for the subject practical study of B.B.A in semester – 6 in the
academic year 2022 - 2023.

For preparing project report we have visited the company during the
suggested direction for 6 day to get the necessary information. The blend of
learning and knowledge acquired during our practical studies at the
company is presented in the project report.

The objective of practical training is to develop among the students a feel

about industrial environment and business practices. Also, to develop a
practical base in them as a supplement to the theatrical study of
management of journal. We study the industrial basics, history and
development major players in this sector, contribution of this sector in the
growth of economic and its functional areas like production department,
marketing department, human resources department and financial
department.

The project report starts with the basic concept of manufacturing, history
of the unit and also covers the journal information of the company visited
and its functional department as stated above. The information presented in
this project report. Is obtaining from source like company personnel,
company website,other website, company report and other literature.

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 ACKNOWLEDGEMENT

The success and final outcome of this project required a lot of

guidance and help from many people and I am extremely privileged to get
this all for the complexion of my project. All that I have done is only due to
supervision and help. I would not forget to thank them.

I respect and thank Mr. Jayesh sir for providing me an opportunity

to do the project work in GOPAL SNACKS company and giving meal
support and guidance, which help me to complete the project duly. I am
extremely thanking full to him for providing such a nice support and
guidance all thought he has busy schedule managing the co-operate offers.

I am also extremely thanking full to our project guide Mr. Yasin sir
who take interest in our project work and guided us all along, till the
completion of our project work by providing all necessary information and
developing a good system. I also thank to my project reviewer Mr. Yasin
sir who has reviewed my project and provided me guidance.

I am thanking full to my family member for providing me necessary

guidance and support to complete my project.

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 DECLARATION

I the under signed Zenil Pambhar student of B.B.A sem-6, hereby

declare that the project work presented in this report is my own work and
has been carried out under the supervision of my guide Mr. Yasin sir of
Harivandana collage, Rajkot.

I Zenil Pambhar also declared that this work has not been
previously submitted to any other university for any examination.

Date:

Place:

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 INDEX

Sr. no. PARTICULAR PAG

ENO.
1 INDUSTRY OVERVIEW 8

1.1 History of industry 9

1.2 Growth and development of industry 10
1.3 Challenges faced by industry 11
1.4 Recent of industry 12

2 COMPANY OVERVIEW 13

2.1 History of company 14

2.2 Vision and mission of company 15

2.3 Growth and development of company 16

2.4 Challenges faced by company 17

2.5 Organizational chart 18

2.6 List of product 19

2.7 SWOT analysis 21

3 HUMAN RESOURCE DEPARTMENT 22

3.1 Introduction to human resource 23

3.2 Recruitment ,selection and induction process 24

3.3 Training and management development program 26

3.4 Promotion and transfer policy 29

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3.5 Performance appraisal 30

3.6 Employee welfare and health 31

4 RESEARCH METODOLOGY 32

4.1 Meaning of research 33

4.2 Types of research 34

4.3 Research title or research problem 36

4.4 Research objective 37

4.5 Data collection method 38

4.6 Sample size 40

4.7 Data analysis and interpretation 41

4.8 Limitation of study 55

4.9 Scope for future study 57

5 CONCLUSION 58

6 BIBLIOGRAPHY 59

7 OUESTIONNAIRE 60

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Page | 8
 HISTORY OF INDUSTRY

After independence, the government put emphasis on making the

country self sufficient through increased food and farm production. In the
1960s, the government initiated the green evolution movement to increase
the food grain production.

The market liberalization policies in the 1990s led to the favorable

growth of the economy of India which also improved the food industry in
the country. Since than, the food industry has really developed to a great
extent. More segments are coming up and also plenty of foreign companies
are entering the Indian food market.

India's booming Rs. 40,900 corer snacks food market is attracting the
hungry eyes of many profit seekers, from the budding local start-up to
multinational giants.

The combination of these factors is projected compound annual

growthrate of 14% from 2011 to 2015.

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 GROWTH AND DEVELOPMENT OF INDUSTRY

Business location is the key or successful operation and overall

growth. While selecting location, consider company needs customer,
employee’s availability and equipment required to complete the
production.

Business must have enough for the equipment’s required to produce

their products and services. The manufacturing company will require more
space for equipment’s and inventory businessman should consider all these
requirements while selecting process.

The business is directly in connection with customer the location

must be convenient to the customer. The location must be easily
available and provide the customer with a feeling of safety during their
arrival and exit.

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 CHALLENGES FACED BY INDUSTRY
F&B industry managers to deal with fresh challenges in the wake of
COVID-19 & its variants.
The humongous outbreak of the dreaded corona virus has brought
about a groundbreaking change in what the world perceived as ‘normal’.
With an estimated 280,391,189 positive cases globally, as claimed by
World meter, the COVID-19 has sent ripples of fear across the masses,
destroying not only lives, but also the economies of most countries, given
the stringent enforcement of lockdowns across the globe.

Major industry verticals have been adversely affected on account of

the pandemic, as manufacturers strive to keep their businesses afloat amid
what is being hailed by financial analysts as ‘a situation far worse than the
economic upheaval of 2008-2009’. Among the many sectors that have
witnessed a downfall, the food & beverage industry seems to have taken
one of the worst hits. The years 2020 and 2021 depicted the long-term
impact of COVID-19 and its many variants on the industrial sector,
something that will continue to remain one of the major challenges of food
and beverage market

Utilizing project service automation software that includes universal

resource scheduling, manufacturers can quickly adjust the schedule and
find resources that are available based on the predicted completion date of
the project or defined tasks/roles required.

With these “smart” machines, organizations gather data that can

help them implement predictive maintenance and improve productivity.
However, gathering the data is the relatively easy part. Aggregating and
analyzing thatdata is a little more challenging.

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 RECENT TRENDS OF INDUSTRY

COVID-19 has driven changes in how we eat, shop, work, and play
that will offer new opportunities for food product develop.

 Rx Food

 Alternative Formulations

 The Kid Continuum

 Global Modifications

 Planetary Transparency + Societal Care

 A New Crop of Plant-Based Foods

 Coping With Kitchen Burnout

 Everyday Specials

 Winning Combinations

 Four-Legged Family Member

 Online Exclusive

The number of truly new brand introductions in 2020 was only

slightly lower than in 2019, however, due to a surge in very small food
companies, including some formerly internet-only operations, seizing
opportunities for growth in the chaotic pandemic marketplace. Small and
very small manufacturers drove as much dollar growth—$29 billion—as
large players for the year ended Dec. 27, 2020, and they increased their
share of beverage, alcohol, frozen food, center store, breakfast, and snack
sales, according to IRI.

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Page | 13
 HISTORY OF COMPANY

The journey of “Gopal SNACKS” is started in year 1965

by the member of Vitthal bhai Hari bhai Hadvani & family. For
supplying snacks and SNACKS to local market at rajkot. Due to the great
success of that product they decided to make their own product line in
year 1994 at rajnagar society, nana mahuva road rajkot.

By the huge retail success they inspired to set gruh udyog plant at
mavdi plot, amar nagar in 2001 to 2009.

In December 2009 the gopal gruh udyog is converted to gopal

snacks ltd. From may, 2010 it is transferred at GIDC metoda, in
2000 meter land and 75000sq. Feet of building.

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 VISION AND MISSION OF COMPANY

VISION OF COMPANY

Our vision is to attain, a reputable and trustworthy position through

Quality, Reliability, Faith and Efficiency not only in the Indian and Global
market but also in the Hearts of our consumers.

MISSION OF COMPANY

Our promise is to not only satisfy our customers but also to

delight them with great quality products at most
reasonable price. We are committed in creating maximum number of
employment opportunitiesto ultimately serve our great Nation.

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 GROWTH AND DEVELOPMENT OF COMPANY

The foundation stone of Gopal Namkeen was laid in the year 1994 by
Bipinbhai Vitthalbhai Hadvani. The endeavour that began with the supply
of Namkeen and Snacks to local market of Rajkot grew slowly to reputable
proportions. The bigger dream was realized when the company got its own
product line at Raj Nagar Society, Rajkot.

The cheerful success of their venture spurred them to establish a

Gruh Udyog plant at Amar Nagar, Rajkot during the first decade of the
new millennium. With a view to take a technological leap and enhance the
quality and taste of the products, a semi-automatic plant at Vajadi (Vad)
was set up just before the end of the decade with new ambitions and a new
name "Gopal Snacks Pvt. Ltd.”.

Since Dec. 2009, with one of the biggest automatic plant of Gujarat
situated at Metoda GIDC, Rajkot with production capacity spread over
75,000 Sq. ft. which is expanded up to 2,00,000 Sq. ft. standing over
20,000 Sq. mt. of land, the enterprise has evolved to become a taste tycoon
of the state which is famous for its delightful delicacies. The next step on
the ladder for Gopal Snacks Pvt. Ltd. is to make its presence felt on the
National platform.

Our USP

Combination of Pure Quality Utmost Quantity.

The only Manufacturing Plant with Backward Integration.

Round the Clock service to our Channel Partners.

Ongoing innovation and adapting latest Technology.

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 CHALLENGES FACED BY COMPANY

Rajkot: Two of the major packaged namkeen manufacturers based

out of Rajkot — Gopal Namkeen and are facing severe staff shortage at a
time when demand for their product has shot up by 200%. They have
sought help from the district administration to get more worker.

The namkeen makers said that currently they were operating with
15% manpower but need to ramp up production to cater to rising demand.
The companies are also facing problems at the distribution end as dealers are
not able to deliver the goods to retailers because of lack of passes to ferry
vehicles.

Major industry verticals have been adversely affected on

account of the pandemic, as manufacturers strive to keep their businesses
afloat amid what is being hailed by financial analysts as ‘a situation far
worse than the economic upheaval of 2008-2009’. Among the many
sectors that have witnessed a downfall, the food & beverage industry
seems to have taken one of the worst hits. The years 2020 and 2021
depicted the long-term impact of COVID-19 and its many variants on
the industrial sector, something that will continue to remain one of the
major challenges of food and beverage market.

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Page | 18
 ORGANIZATIONAL CHART

The organization chart of gopal snacks is as follows

chair man

managing director

director

production department

production manager

operater

supervision

workers

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 LIST OF PRODUCTS

SEV MAMARA

CHIKI TIKHI
SEV

BALLSNACKS CHIKI

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I SNACKS PLANE CHOKADI

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 SWOT ANALYSIS

SWOT analysis is given by ALBERT S. HUMPARY in 1960. The

tool is as useful now as it was them. The following chart describe the full
form of SWOT analysis.

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Page | 22
 INTRODUCTION TO HUMAN RESOURCE
DEPARTMENT

Personnel mean the people who are employed in a company. Personnel

department is the department a of company that deal with its employees when
they first join, when they need tanning, or when they any problem.

Personnel department is connected with human beings in an

organization, ‘the management of man’ is very important and challenge job
because of the dynamic nature of people. No two people are similar in
mental abilities, behavior etc. They differ widely also as a group. People are
responsive, they feel things and act there far they cannot be operated like a
machine or shifted like template in a room. Their for they need a care full
handling by the management.

Personnel management is the process of managing people of an

organization with human approach. It help the manager to view the people as
an important resource. It is the approach through which organization can
utilized the man power not only for the benefits of the organization. But
also for the growth, development and self satisfaction of the employees.

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 RECRUITMENT AND SELECTION

 RECRUTMENT
Recruitment can be define as search for and obtaining of pool of potential
candidate with the desired knowledge skill and experience to allow the
organization to select the most appropriate people to feel job vacancy against
define position and specification. In the words of Edwin flippo, “recruitment is
the process of searching for prospective employee and stimulating them to
apply for job in the organization”.
The people of recruitment process is to find the widest pool applicants to
provide the greatest opportunities to select the best people for organization.

Sources of recruitment

The eligible and suitable candidates recruitment for a particular job are
available through various sources can be divided in to two categories as
shown in the below diagram.

INTERNAL EXTERNAL
1. Promotion 1. Press advertisement
2. Retirement 2. Campus interview
3. Former employee 3. Placement agencies
4. Transfer 4. Employment
exchange
5. Internal 5. Walk in interview
6. Advertisement 6. E – recruitment
7. Competition

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 Selection
“ selection is the process of choosing qualified individuals who are
available to fill the position in organization.” Once a pool of candidates has
been

I- identified throw the recruitment process, the most appropriate candidate

is identified throw a selection process including but not limited to inter-view,
reference checking and testing the purpose of selection process to ensure
that the best person is appointed to the role using effective assessment
activities.
RECRUITMENT AND SELECTION CHART

1. decision is made as to whetherrecruitment ia nacessary.

2. job describesum is prepaid.

3. specification is prepaid.

4. plans are made on how and when to advertise.

5. applicants are short-listed.

6. referance are requested.

7. candidates are invited for interviews and selection test.

8. the sucessful candidate is offered the job and sign the contract of employement.

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 TRAINING AND DEVELOPMENT PROGRAMME

Training is connected with the developing a particular skill by instruction

and practices in employees. Training is highly use full tools that can bring
and employee in to a position where they can do their job correctly and
effectively. Training is the of increasing the knowledge and skill of an
employee for doing a particular job.

□ DEFINATION OF TRAINING :

According to Edwin flippo, “training is the act of increasing the skills of an

employee for doing a particular job.”
□ NEED FOR TRAINING :
The need for training arises because of following reasons.
1. Environmental changes.
2. Organizational changes.
3. Human relational.
4. To match employee specification with the job recruitment.
5. Change in technique and technology.

□ IMPORTANCE OF TRAINING :

1. Untrained Employees = Unhappy Employees

Employees who feel inadequate, underachieving, or unsupported are

unhappy. They aren’t satisfied in their work, which will cause them to
underperform, make mistakes, and not care about their work product.

2. Untrained Workers Have a Low Production Value

The quality of their work is lower and of less value. The quality in
performance is lower than it could (or should) be.

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3. Untrained Workers Are Inefficient
More time (and therefore money) and effort is spent when employees
aren’t fully or properly trained to perform their tasks or to fulfill their
responsibilities. It takes them longer to do the work.

4. Lost Time/Money Due to Mistakes

When an untrained worker makes a mistake, the time and materials used
arelost. The work then has to be done again.

5. An Increase in Miscellaneous Expenses

These are more difficult to track or attribute to untrained workers, but
they arethere. Creating a CAD drawing incorrectly means reprinting the file.

 TYPES OF TRANNING :
Various types of training can be given to the employees. Some of the
commonly used tanning programmers are listed below:

1. Induction training
 The organization has a training strategy which shapes the approach to
employeedevelopment
 Skills are planned for and addressed systematically through formal training
 Address any new job concerns
 Increase comfort level and feeling of belonging
 Increase knowledge of the organization and its procedures and policies
 Share organizational values
 Share job specific information

2. Job instruction:
Do you have a job in your organization that you’re pretty sure keeps the place
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 running? That you know is valuable and suspect no one else can do or knows how
to do? Or, as a manager, do you recognize these roles and jobs in your team or
organization?

3. Vestibule tanning :
A method of job education where educational facilities approximate real
working conditions and are equipped with actual production machinery.

4. Refresher training :
An organization or economic system where goods and services are
exchanged forone another or for money.
5. Apprenticeship training:
Core Competence implies a pool of exceptional skills, strategies, moves
ortechnology that demarcates between a leader and an average player, in the
industry.

GOPAL SNACKS PVT.LTD. the training engineer trains the worker

underthe guidance of the senior worker of the concerned department.

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 PROMOTION AND TRANSFER POLICY

 PROMOTION POLICY: -
Promotion is a term, which governs a change and calls for greater
responsibility and usually it involves highly pay. It also provides better job
condition of service and therefore a higher status.

 TRANSFER POLICY: -
Transfer means to transfer the present employee from his present
job to another job or post.
In GOPAL SNACKS there is very less used sources regarding
transfer the candidate. However, to get the changed atmosphere or to give
the new look the working condition may change here.

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 PERFORMANCE APPRAISAL

“Performance appraisal is systematic evaluation of the performance of

employees and to understand the ability of a person for further growth and
development.”
A performance appraisal is also known as performance review,
performance evaluation, career, development dissection, employee appraisal. It
is a method by which the job performance of an employee is documented and
evaluated. It is a part of career development and included regular reviews
of employee performance within the organization.

OBJECTIVE OF PERFORMANCE APPRAISAL

Performance appraisal can be done with following objective in mind.

1. To maintain record in order to decide compensation packages, wage structure,

salaryrises etc.
2. To indentify the strength and weakness of employees to place right men on
rightjob.
3. To maintain and increase the capacity of development in a person.
4. To conduct tanning programmed for employees etc.

In GOPAL SNACKS PVT.LTD, the performance of workers is measured.

Workers performance is measured in quantitative terms i.e. How much work
is done by them and officers.

Performance is measured in qualitative terms i.e. how the work is

done. The workers are motivated in different ways to increase their
productivity.

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 EMPLOYEE WELFARE AND BENEFIT

Employee or services benefits are non salary compensation. That can

vary form company to company. Employee benefits are indirect and non
cash payments within a compensation packages.

FACILITIES:

Besides the above given facilities, GOPAL SNACKS also provide

many more facilities like canteen, medical facility, annual bonus, increment in
salary, allowance etc.

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Page | 32
 MEANING OF RESEARCH

One definition of research is used by the OECD, "Any creative

systematic activity undertaken in order to increase the stock of knowledge,
including knowledge of man, culture and society, and the use of this
knowledge to devise new applications."

Another definition of research is given by John W. Creswell, who

states that "research is a process of steps used to collect and analyse
information to increase our understanding of a topic or issue". It consists of
three steps: pose a question, collect data to answer the question, and
present an answer to thequestion.

The Merriam-Webster Online Dictionary defines research in more

detail as "studious inquiry or examination; especially : investigation or
experimentation aimed at the discovery and interpretation of facts, revision
of accepted theories or laws in the light of new facts, or practical
application of such new or revised theories or laws"

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 TYPES OF RESEARCH

Research philosophy

Research philosophy is associated with clarification of assumption

about the nature and the source of knowledge. All studies are based on
some kind of assumptions about the world and the ways of understanding
the world. There is no consensus among philosophers about the most
appropriate ways of understanding the world; therefore, you are expected to
clarify the philosophy you have chosen to understand your research
problem.

Positivism and phenomenology are the two main contrasting

research philosophies related to business studies. Positivism is an objective
approach which relies on facts and quantitative data. Phenomenology, on
the contrary, takes into account subjective human interests and focuses on
meanings rather than hard data. You have to specify in your dissertation
which philosophy you are following.

Types of research:

Research methods also depend on the type of research

according to the purpose of the study. Specifically, according to their
purpose, studies can be classified either as applied research or fundamental
research.

Fundamental approach on the other hand also known as

basic research or pure research aims to contribute to overall scope of
knowledge in the research area without immediate practical implication.

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Research approach
Research approach is another important element of research
methodology that directly effects the choice of specific research methods.
Research approach can be divided into two, inductive and deductive
categories. If you decide to find answer to specific research questions
formulated in the beginning of the research process, you would be
following an inductive approach. Alternatively, if you choose to achieve
research objective(s) via testing hypotheses, your research approach can
be specified as deductive. The choice between the two depends on a set of
factors such as the area of study, research philosophy, the nature of the
research problem and others.

Research design

Research design can be exploratory or conclusive. If you want

merely explore the research problem and you do not want to produce final
and conclusive evidences to the research problem, your research design
would be exploratory. Conclusive research design, on the contrary, aims to
provide final and conclusive answers to the research question. Conclusive
research is further divided into two sub-categories.

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 RESEARCH TITLE OR RESEARCH PROBLEM

R.S Woodworth: “A problem is a situation for which we have no

readymadesolution”.

Identification of Research Problem:

Identification is a sense of consciousness and awareness about social

phenomena. Identification of a problem is very difficult and has no
specific rules and principles but following are some sources for
identification of a social problem.
• Researcher Knowledge

• Keen observation

• Careful Investigation

• Cause and effect relationships

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 RESEARCH OBJECTIVE

To help close the research gaps, the present researcher studied in

2014 the formation and development of internal symbioses in four
refineries. This choice is appropriate for several reasons. One reason is that
internal symbioses are still the hallmark of the industry in the city; and
indeed, internal symbioses seem to be very prevalent in sugar industry in
general. Yet there is still insufficient research on such internal symbioses
(Short et al., 2014).

Secondly, as an underdeveloped city, has been undergoing socio-

economic transformation since the 1980s when China began to open to the
outside world. Its industry is under threat due to the high cost of farming
and so refineries have had to find ways to utilize production by-products.
The objective of this empirical study was to identify the causes that have
led to the emergence and evolution of these industrial symbioses in their
socio-economic context.

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 DATA COLLECTION METHOD

Data collection mainly has done two ways:

1. PRIMARY DATA:-

“Primary data are those which are collected for the first time and
happen tobe original.”
• Information collected from the officers of different.

• Information collected at the time of training with the credit department of.

• Information collected from the personal interviews with the credit

managers ofdifferent.

Questionnaire method:-

Generally used to concede large inquires and when research expect

respondentto undergo through thinking process.

Observation method:-

Very useful for the studies to behind sciences investigator can get
intimationwithout asking the respondents.

2. SECONDARY DATA

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 “Secondary data are those which have already been collected by
someoneelse and published somewhere.”

Data collected from different Banking books, reports and various websites.

Internal method:-

- Employee

- Internal experts

- Suppliers

- Intermediaries

External method:-

- Government publication

- Commercial

- Industry specific sources

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 SAMPLE SIZE

Larger sample sizes generally lead to increased precision when

estimating unknown parameters. For example, if we wish to know the
proportion of a certain species of fish that is infected with a pathogen, we
would generally have a more precise estimate of this proportion if we
sampled and examined 200 rather than 100 fish. Several fundamental facts
of mathematical statistics describe this phenomenon, including the law of
large numbers and the central limit theorem.

Sample sizes may be evaluated by the quality of the resulting

estimates. For example, if a proportion is being estimated, one may wish to
have the 95% confidence interval be less than 0.06 units wide.
Alternatively, sample size may be assessed based on the power of a
hypothesis test. For example, if we are comparing the support for a certain
political candidate among women with the support for that candidate
among men, we may wish to have 80% power to detect a difference in the
support levels of 0.04 units.

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 DATA ANALYSIS AND INTERPRETATION

1. Gender ratio of the worker

Male worker 60%

Female worker 40%

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2. Age ratio of worker

Less than 30 48%

31-40 year 30%

41-50years 14%
More than 50 years 8%

Total 100%

zjo o e w d

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3. Educational background of employee:

School/ deploma 34%

Under graduate 42%

Post graduate 24%

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4. marital status of employee:

Married 48%

Unmarried 52%

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5. work experience of the employee:

Less than 1 year 20%

1-5 years 34%

5-10 years 26%

More than 10 years 20%

Total 100%

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6. Rate your level of satisfaction with the working culture of the organization?

PARTICULERS No. of Employees

Highly satisfied 10

Satisfied 23

Average 12
Dissatisfied 5

Highly Dissatisfied -

10% 0%
20%

24%

46%

Highly satisfied Satisfied Average Dissatisfied Highly Dissatisfied

Interpretation: in chart high satisfied 20%, satisfied 46%, average 24%,

dissatisfied 10% and high satisfied 0%

In chart shown information for the rate your level of satisfaction with the
working culture of the org. In part the highly satisfied 10 person and
first one is satisfied 23 person second one is average 12 person some of
law is highly dissatisfied is none.

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 7 .Rate the statement “Top management is interested in motivating mployees

PARTICULERS No. of Employees

Strongly agree 15

Agree 20
Neutral 8

Disagree 7

Strongly disagree -

0%
14%
30%

16%

40%

Strongly agree Agree Neutral Disagree Strongly disagree

Interpretation: in chart is strongly agree 30%, agree 40%, neutral

16%,disagree 14%,strongly agree 0%.

this chart show the info. For the rate the statement top management is inters in
Motivating employees first on is agree is high response 20 person than second
One is strongly agree 15 person and law statement is 7 person.

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8. Which type of incentives motivates your more?

PARTICULERS No. Of Employees

Incentive awards 17

Promotion 27

Appreciation letters 6

incentive promotion appreciation letter

Interpretation: in chart are incentive awards 54%, promotion 34% and

appreciation letters 12%
worker are incentive motivates your more in first one is incentive
award is 17 person than second one is promotion 27 person last of the
appreciation letters is 6 person.

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9. How far you are satisfied with the incentives provided by the organization?

PARTICULERS No. of Employees

Highly satisfied 12

Satisfied 27

Dissatisfied 8
Highly Dissatisfied 3

6
16 24

54

Highly satisfied Satisfied Dissatisfied Highly

Interpretation: highly satisfied 24% satisfied 54%, dissatisfied 16%, highly

dissatisfied 6%.

how far you are satisfied with the incentives provided by the organization in the
Satisfied is 27 person second one is highly satisfied is 12 person than dissatisfied
Highly dissatisfied 3 person.

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10. Does the top management involve you in decision making
which areconnected to your department?

PARTICULERS No. of Employees

Yes 28

No 12

Occasionally 10

0%
20%

56%
24%

YES NO Occasionally

Interpretation: in chart yes category 56%, no category 24% and

occasionally20%.
Top level management involve you in decision making which are connected
To your department in yes category is 28 person and no is 12 person than
Last one occasionally 10 person.
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11.The salary increments given to employees who do their jobs verywellmotivates them.

PARTICULERS No. of Employees

Strongly agree 12
Agree 21
Neutral 17
Disagree -
Strongly disagree -

0%
24
34

42

Strongly agree Agree Neutral Disagree Strongly

Interpretation: strongly agree 24%, agree 42%, neutral 34% disagree 0%

andstrongly disagree 0%.

The employees in the organization feel secured in their job agree is high 21 per.
Strongly agree 12 person than neutral is 17 person .disagree 0 person it means
Worker are fully secuired in the company.

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 12.The employees in the organization feel secured in their job.

PARTICU No. of Employees

L
ERS
Strongly agree 12
Agree 26

Neutral 9
Disagree 3

Strongly disagree -

6%0%
24%
18%

52%

Strongly agree Agree Neutral Disagree Strongly disagree

Interpretation: strongly agree 24%, agree 52%, neutral 18% disagree 6% and
strongly disagree 0%.

The employees in the organization feel secured in their job agree is high 26 per.
Strongly agree 12 person than neutral is 9 person .disagree 3 person it means
Worker are fully secuired in the company.
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13.Good physical working conditions are provided in the organization?

PARTICU No. of Employees

L
ERS
Strongly agree 13
Agree 24

Neutral 11
Disagree 1

Strongly disagree 1

2%
2%
26%
22%

48%

Strongly agree Agree Neutral Disagree Strongly disagree

Interpretation: strongly agree 26%, agree 48%, neutral 22% disagree 2% and
strongly disagree 2%.

Good physical working condition are provided in the organization in the chart of
First one is agree 24 person than second one is strongly agree 13 person. As well
As neutral 11 person and disagree 1 person and same is the strongly agree is 1 per.

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14.I am satisfied with the lunch break, rest breaks and leaves given in
The organization?

PARTICULERS No. of Employees

Strongly agree 17

Agree 23

Neutral 5

Disagree 5

Strongly disagree -

10% 0%

10%
34%

46%

Strongly agree Agree Neutral Disagree Strongly disagree

Interpretation: strongly agree 34%, agree 46%, neutral 13%, disagree

10%strongly 0% strongly disagree.
I am satisfied with the lunch break , rest breaks and leaves given in the
organization. High is agree 23 means all employees satisfied.
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 LIMITATION OF STUDY

Sample size –

The number of the units of analysis you use in your study is dictated by the
type of research problem you are investigating. Note that, if your sample size is
too small, it will be difficult to find significant relationships from the data, as
statistical tests normally require a larger sample size to ensure a representative
distribution of the population and to be considered representative of groups of
people to whom results will be generalized or transferred. Note that sample size
is generally less relevant in qualitative research if explained in the context of the
research problem.

Lack of available and/or reliable data –

A lack of data or of reliable data will likely require you to limit the scope
of your analysis, the size of your sample, or it can be a significant obstacle in
finding a trend and a meaningful relationship. You need to not only describe
these limitations but provide cogent reasons why you believe data is missing or
is unreliable. However, don’t just throw up your hands in frustration; use this as
an opportunity to describe a need for future research or a differently designed
method for gathering data.

Lack of prior research studies on the topic –

Citing prior research studies forms the basis of your literature review and
helps lay a foundation for understanding the research problem you are
investigating. Depending on the currency or scope of your research topic, there
may be little, if any, prior research on your topic. Before assuming this to be
true, though, consult with a librarian! In cases when a librarian has confirmed
that there is little or no prior research, you may be required to develop an
entirely new research typology. Note again that discovering a limitation can
serve as an important opportunity to identify new gaps in the literature and to
describe the need for further research.
Measure used to collect the data
Sometimes it is the case that, after completing your interpretation of the

Page | 56
findings, you discover that the way in which you gathered data inhibited
your ability to conduct a thorough analysis of the results. For example, you
regret not including a specific question in a survey that, in retrospect, could
have helped address a particular issue that emerged later in the study.
Acknowledge the deficiency by stating a need for future researchers to
revise the specific method for gathering data.

Self-reported data

Whether you are relying on pre-existing data or you are conducting a

qualitative research study and gathering the data yourself, self-reported
data is limited by the fact that it rarely can be independently verified. In
other words, you have to take what people say, whether in interviews, focus
groups, or on questionnaires, at face value. However, self-reported data can
contain several potential sources of bias that you should be alert to and
note as limitations. These biases become apparent if they are incongruent
with data from other sources. These are:

(1) Selective memory [remembering or not remembering

experiences orevents that occurred at some point in the past];

(2) Telescoping [recalling events that occurred at one time as if

theyoccurred at another time];

(3) Attribution [the act of attributing positive events and

outcomes toone’s own agency, but attributing negative events and
outcomes to external forces];

(4) Exaggeration [the act of representing outcomes or

embellishingevents as more significant than is actually suggested
from other data].

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 SCOPE OF FUTURE PLAN

Future plans of GOPAL SNACKS PVT LTD. Are as under.

1. To get more and cheaper production.
2. To launch new products.
3. To discover new market.
4. To increase market share and stand against stiff
marketcompetition.
5. To increase plant and machinery for reach demand in Gujarat.

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 CONCLUSION

After visiting gopal snacks pvt.ltd. I feel very glad that I had be
a part of it for some time. This visit gave me much practical knowledge
and a very good experience. As I have done the practical study and
the report work second time in our BBA program, I have felt that it is the
easiest and most appropriate way of learning the practical aspect of
management.

The market of SNACKSs is expanding because its demand is

increasing day by day. The reason behind that is qualitative product and
reasonable price of the products. With the expectation of high profitability
and good market, it is assumed that it would be the perfect product to be
manufactured in today’s environment.
I am very thankfully to my project guide who have given me
their most valuable time.

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 BIBLIOGRAPHY

WEBSITE :

WWW.GOPALSNACKSS.CO

MWWW.GOOGLE.COM

WWW.SLIDESHARE.COM

WWW.SCRIBED.COM

WWW.WIKIPEDIA.COM

BOOKS : human resource management – C.Jamanadas Personnel management –

himalaya publishing house Principal of management – B.S Shah

Page | 5
10
 QUESTIONARIES
Name:

Address:

Phone

1) Rate your level of satisfaction with the working culture of the organization?
a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied
e) Highly Dissatisfied

2) Rate the statement “Top management is interested in motivating the

employees”.
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

(2)Which type of incentives motivates your more?

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a) Incentive awards
b) Promotion
c) Appreciation letters

3) How far you are satisfied with the incentives provided by the organization?

a) Highly satisfied
b) Satisfied
c) Dissatisfied
d) Highly dissatisfied

4) Does the top management involve you in decision making which are
connected to your department?

a) Yes
b) No
c) Occasionally

5) The salary increments given to employees who do their jobs very well motivates
them.
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

(5)The employees in the organization feel secured in their job.

a) Strongly agree
b) Agree

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c) Neutral
d) Disagree
e) Strongly disagree

6) Good physical working conditions are provided in the organization?

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

7) I am satisfied with the lunch break, rest breaks and leaves given in
theorganization?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

8) Financial incentives motivate me more than non - financial incentives.

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

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