od project at FIIB

1. “HEALTH BHI
TASTE BHI ”
GROUP 2:
Garima Goyal
Anju Maurya
Abhishek Jaiswal
Jyoti raj
Kunal Khatri

2. Change the perception
that it is difficult to make
profit out of selling fruits
and vegetables for the
food joint.
Increase awareness of
nutritional and health
concerns in recent
years.
PURPOSE

3. • “Our customer’s
health is our
profit”VISION
• “Add up
Nutrition’s and fun
in people’s life”MISSION

4. Chicken
PieceBurger
Nuggests Hot wings
Ice
cream,
deserts
Soups
French
Fries
Pizzas
Drinks,
Coffee &
tea
Salads
P
R
0
D
U
C
T
S

5. Also instead of
serving aloo Pattie
in the burgers we
will use mix veg.
Pattie
Instead of using
Maida flour we are
going to use gram
flour
Usage of fresh
vegetables and
dairy products
More use or soya-
beans
More baked
products rather
than fried ones
Usage of olive oil
rather than desi-
ghee
PRODUCTION

6. PRODUCTION
RELATED
ACTIVITIES
POST-
PRODUCTION
ACTIVITIES
PRE-
PRODUCTION
ACTIVITIES
WORKFLOW

7. ORGANIZATION STRUCTURE
OWNER
KITCHEN
DEPARTMENT
HEAD CHEF
ASST.
QUALI
TY
ASSU
RANC
E
CHEF
ASST
.
BAKI
NG
CHE
F
ASST.
GENERA
L CHEF
PURCHASING
DEPARTMENT
PROCURE
MENT
MANAGER
store
manage
r
SALES
DEPARTMENT
SENIOR SALES
MANAGER
ASST.
SALES
MAN
AGER
ASST.
MANAGER(
CUSTOMER
HANDLER)
SELF WEFARE
DEPATMENT
jani
stor
s
SE
RV
ER
S
DELI
VER
Y
BOY
S
CLEA
NERS
STAFF
HEAD

8. MANPOWER PLANNING
Manpower Planning which is also called as Human
Resource Planning consists of putting right number of
people, right kind of people at the right place, right time,
doing the right things for which they are suited for the
achievement of goals of the organization.
STEPS IN
MANPOWER
PLANNING
IMPORTANCE
OF
MANPOWER
PLANNING
Need of
Manpower
Planning
Composition
SALARY
STRUCTURE

9. Analysing the
current manpower
inventory
• Type of
organization
• Number of
departments
• Number and
quantity of
such
departments
• Employees in
these work
units
Making Future
Manpower
Forecast
• Expert Forecast
• Trend Analysis
• Work load
Analysis
• Work force
analysis
• Other methods
Developing
Employment
Programmes
• Recruitment
• Selection
• Placements
Design training
programmes
• Diversification
• Expansion plan
• Development
programme
STEPS IN
MANPOWER PLANNING

10. KEY TO MANAGERIAL FUNCTIONS
EFFICIENT UTILISATION
HIGHER PRODUCTIVITY
BETTER HUMAN RELATIONS
MOTIVATION
IMPORTANCE OF
MANPOWER PLANNING

11. Shortages and surpluses can be identified so that quick action can be taken wherever
required.
All the recruitment and selection programmes are based on manpower planning.
Helps to reduce the labour cost as excess staff can be identified and thereby
overstaffing can be avoided.
Helps to identify the available talents in a concern and accordingly training
programmes can be chalked out to develop those talents.
It helps in growth and diversification of business. Through manpower planning, human
resources can be readily available and they can be utilized in best manner.
It helps the organization to realize the importance of manpower management which
ultimately helps in the stability of a concern.
NEED OF
MANPOWER PLANNING

12. SERVERS 5
JANITORS 1
DELIVERY BOY 2
CLEANERS 2
HEAD CHEF 1
ASSISTANT CHEFS 3
SALES MANAGER 2
ASSISTANT CUSTOMER
HANDLER MANAGER
1
STAFF HEAD 1
PROCUREMENT MANAGER 1
STORE MANAGER 1

13. DESIGNATION SALARY/WAGE
S Per annum
ALLOWANCE AMOUNT
(per annum)
Level- 1 (manager)
Senior sales manager 120000 Travelling allowances 18000
Procurement manager 114000 Dearness allowances 18000
Head chef 150000 Specific allowance 15000
Store manager 108000 House rent allowance 15000
Staff head 120000
Level – 2
Asst. Baking chef 96000
Asst. General chef 96000
Asst. Quality assurance chef 96000
Asst. Sales manager 90000
Asst. Customer handler
manager
90000
Level – 3 (ground level staff)
Servers 84000 (each)
Janitors 78000 (each)
Delivery boys 72000 (each)
SALARY
STRUCTURE

14.  Organizations constantly encounter forces driving them to change.
 Because change means doing something new and unknown, the natural reaction is to resist it.
 Extension programme managers must overcome this resistance and adopt innovative and efficient management
techniques to remain high performers.
 They must improve their personal, team, and cultural management skills if they hope to adapt themselves to a
changing world.
 Current management wisdom touts the goal of getting decisions made as low down in the organization as possible.
 They are more motivated if they have some control over their work and over their own destinies.
 TBHB will have some amount of delegation of authority at each level of our organistion’s hierarchy,enabling our
employees to take responsibilities and fulfil them whole heartedly.
 We would make our decisions based on information that is both overwhelming and incomplete. In addition, we would
try our best to get cooperation from subordinates, peers, superiors, and people over whom we may have no formal
authority, but who are important for the smooth functioning of our organisation.
CONCLUSION