Going Green Globally Final Summer Internship Report Submitted by : Arindam Ghose International School of Business and Media, Bangalore Submitted to: Priyanka Sur Executive - Human Resources The Global Green Group # 14, 80 Feet Road, 4th Block, Koramangala, Bangalore - 560034, INDIA Office: +91-80-25536038;+91-80-25527217 Fax: +91-80-25536061 INDIA - BELGIUM - HUNGARY - TURKEY - U.S - DUBAI Websites: www.globalgreencompany.com;
AcknowledgementApart from the efforts of me, the success of any project depends largely on the encouragement andguidelines of many others. I take this opportunity to express my gratitude to the people who have givenme the golden opportunity to do this wonderful project and been instrumental in the successfulcompletion of this project.I would like to show my greatest appreciation to my mentor and supervisor Ms. Priyanka Sur. I can’t saythank you enough for her tremendous support and help. I feel motivated and encouraged every time wesat down and brainstormed during the tenure of the project. Without her encouragement and guidancethis project would not have materialized.The guidance and support received from all the members who contributed and who are contributing tothis project, was vital for the success of the project. I am grateful for their constant support and help.Approval by Project Advisor Project Advisor: _______________________________________________ Signature: _______________________________________________ Date: _______________________________________________I hereby affirm that I have followed the directions and I confirm that this report is my own personal workand that all material other than my own is properly referenced.Student’s Name: ___________________________________________Student’s Signature: ___________________________________________Date: ___________________________________________
AbstractInternship is a system of on-the-job training for white-collar jobs, similar to an apprenticeship. Interns areusually college or university students, but they can also be high school students or post graduate adultsseeking skills for a new career; they may also be as young as middle school students in some areas.Student internships provide opportunities for students to gain experience in their field, determine if theyhave an interest in a particular career, create a network of contacts, or gain school credit. Internshipsprovide employers with cheap or free labor for (typically) low-level tasks. Some interns find permanent,paid employment with the companies in which they interned. Their value to the company may beincreased by the fact that they need little to no training.Human Resource Management (HRM, HR) is the management of an organizations employees. Whilehuman resource management is sometimes referred to as a "soft" management skill, effective practicewithin an organization requires a strategic focus to ensure that people resources can facilitate theachievement of organizational goals. Effective human resource management also contains an elementof risk management for an organization which, as a minimum, ensures legislative compliance.Myself being a student in Human Resource, I was required to design a draft a solid set of rules andregulations for the Global Green Group, which is referred as Policy, as well as many others. The projectis basically divided into 4 parts.In my tenure of six months I had to draft various policies includingCanteen, CSR & Travel policy for theIndian employees.For circulation of information about the organization inside the organization the Global Green Groupdecided to make a In House magazine, which would contain articles from different departments withinthe organization, which will lead to more learning and thus increasing productivity.Whenever a new employee joins the company, he/she is given an HR Manual so as to get an overviewabout the company, its rules and regulations and the type of behavior which is expected out of him.The HR manual designed is ready reference.Organization policy consists of various rules and regulations drafted together, the Organizationalprocedural flowcharts and the annexures. The designing of flowchart is basically required for a readyreference for the employees referring to the policy.
CONTENTSIntroduction ................................................................................................................................................................... 1Purpose…………………………………………………………………………………………………………………………………………………………………………….. 1About the Company........................................................................................................................................................1Projects Undertaken....................................................................................................................................................... 3Relation of the projects with the course undertaken.....................................................................................................4
AboutGlobalGreenGroupGlobal Green Group is a part of the USD 4 bn Avantha Group led by Gautam Thapar (Group Chairman). With aglobal footprint and operations in ten countries, the Avantha group employs 20,000 people belonging to 20different nationalities. The group is in diverse fields such as paper and pulp; power generation and distribution,power transmission and distribution equipment and services; food processing; farm forestry; chemicals;infrastructure, IT and ITES.G lobal Green Group - the food division of the group is one of the sunrise companies within the group’s investment portfolio. It has its customer-base in 50 countries across the world. The company isprofessionally managed by Amr Farghal, CEO – Global Green Group, and supervised by the Board of Directors,comprising of promoter(s) represented by Gautam Thapar and other leading professionals as independentdirectors.Global Green began operations 18 years ago with cultivation and export of gherkins in bulk through a jointventure between the erstwhile Thapar Group (now Avantha) and Poupon Reitzel International (PRI). In 1996,the Gautam Thapar-led Group acquired the company and thenew entity called Global Green Company Limited came intoexistence. In 1999, it acquired VST Natural Products,Hyderabad, which gave it a foothold into the North Americanmarket. In 2006 it made a significant acquisition of a Belgium-based company, Intergarden, which allowed it to penetrate anddevelop the European market and simultaneously diversify into a new product portfolio. With this acquisition,the company became the 3rd largest pickle packer in the world and also became a force to reckon within the industry. This was followed by another acquisition of aRange of Products Hungarian based sweetcorn manufacturing company –Pickles, Gherkins, Cornichons India, Hungary Puszta Konzervuzem Kft. The overall sales of the groupRelish India are spread in 50 countries across the world with itsJalapeño, Red Peppers India, HungarySilverskin Onions Netherlands, Belgium main focus being in Western Europe and NorthCherries Hungary America.Capers TurkeySweet Corn Hungary The company also processes and markets jalapeños,silverskin onions, pritamin peppers, sweet & sour cherries, and sweet corn, besidesgherkins. In the Indian market, the company’s brand, “Tify”, is uniquely positioned to meetthe accelerated growth of retail and the packaged food service industry, supplying to allleading QSR chains and Western restaurants across the country. The brand is a preferredsupplier to major chains like Dominos, Pizza Hut, Subway, etc. Currently, Tify offers a widevariety of products, ranging from salsa and pasta sauces, relishes, mayonnaise, ketchups,Saucepeno, etc. and is available at all leading outlets across the country. Ctrl + Click to follow the link to the webiste Haryana Coated Paper Ltd.
G lobal Green’s strategy differs from its competitors in that it has an integrated seed-to-shelf operation through contract farming, state-of-the-art processing, and a robust supply chain that ensures competitivepricing and precise delivery schedules that surpasses customer expectations. Global Green’s stringent qualitystandards – which begin from seed selection, and continues through harvesting, processing and to the finalproduct –has earned it a reputation of reliability globally. The group has manufacturing bases in India, Hungary, and Belgium that are strategically located from the advantages arising out of agricultural, supply chain and customer viewpoints.. The ultramodern equipment used by the company is specially designed for handling very high volumes, low operational and maintenance cost, and complete product safety.Oblapura, Bangalore, IndiaT his facility is located on the outskirts of East Bangalore. It largely caters to the European, Russian and Asia Pacific markets. It also services the North American market.Venkatapur, A.P, India his facility was set up in the year 1996, with most of the equipments, imported from Germany (Niko). It isT also equipped with De-Brining Facility to bring down salt content to the desired level before packing.Neelamangala, BangaloreT his facility was set up in 2001 and is located on the outskirts of Bangalore North West. It is a state-of-the-art high speed line that meets international standards. The plant processes both bulk and jars. Most of its salesis to the European and Russian markets. Dunakiliti, Hungary T his facility was set up in 1992 and is located in the North Western part of Hungary which is an excellent agricultural basin. The factory operations commence in mid-June with cherries and this is followed by gherkins and pritamins till mid-October, after which only labeling activities take place.Aalst, BelgiumT his facility is located at Aalst, which is close to Brussels. This facility contains the Global Green Group European office, labeling line and warehouse. This plant also packs the entire volume of Silverskin onionswhich are sourced from Netherlands.Istanbul, TurkeyF loragarden has its plants at Tabriz and Julfa Freezone in Iran and purchasing depots at Uzbekia andKrygyzia with its Headquarters inIstanbul. Its main activity is the sourcing of capers and processing of capers, which isdone from May to September every year. It sourcing bases are Mohun, Krygyzia, Jalal Abad, Osh, Uzbekia,Tashkent, Samarkant, Jizzax, Andican and Gumbet and these are processed at the Tabriz plant.
Puszta, HungaryP uszta Konzervuzem Kft was acquired by Global Green in Sep 2009. This factory is located in Eastern Hungary which is a major agricultural bowl of Eastern Europe. The plant mainlyprocesses Sweet Corn and Peas. It also does Gherkins, Peppers and some tomato based IFS HACCP BRCproducts. NFPA ISO FPACertifications: Quality and PD Kosher (OU)In India, Global Green operates three state-of-the-art, ISO and HACCP compliant factories, USFDAlocated strategically in key growing areas. These plants are ISO 9001:2000 certified. CTPATAdditionally, the company has implemented robust traceability systems, which ensure that itis possible to trace all greens and ingredients right down to its origin, so as to enable a quick and efficientproduct recall. The company’s strong R&D team that monitors seed quality and improves cultivation practices, constantly scanning for opportunities to source new crops following which trial evaluations are carried out. A very stringent crop monitoring is also followed at all buying points. All fresh products are packed within 24 hours of harvesting to ensure good texture and consistent quality. Each factory complies with all local legal and statutory norms. Food safety is ensured by stringent HACCP implementation. In addition, X-Ray machines and metal detectors are used to eliminate foreign body contamination.G lobal Green works with over 26,000 farmers to take their produce to the world market. Besides providing them with sophisticated technology and extension services, the company also invests in educating themabout efficient cultivation techniques that enhance farm income and productivity.I n India, Global Green contracts with farmers in the southern states of Tamil Nadu, Karnataka and Andhra Pradesh. In Hungary, 2500 MT is grown on company-owned land, utilizing best farm practices to optimizequality and yields. One key advantage is that the factory in Dunakiliti, Hungary, is located in the heart of one ofthe best agronomy belts in Eastern Europe.G lobal Green is committed to environmentally sound business practices throughout all its plants. All activities are performed aftertaking into consideration the 6 World Class Manufacturing Facilitiesminimization of adverseenvironmental impact. The company Venkatapur Hyderabad, India Pickles, Relish, Jalapeñorespects and complies with the Neelamangala Bangalore, India Pickles, Peppersexisting laws and regulations in the Oblapura Bangalore, India Pickles, Jalapeñocountries in which it operates. Dunakiliti Hungary Pickles, Peppers, Cherries Aalst Belgium Pickles, Capers, Silverskin Onions Floragarden Turkey Capers
About Avantha Group:About Avantha: The US$ 4 bn Avantha Group is one of India’s leading business conglomerates. Its successfulentities include BILT, Crompton Greaves, The Global Green Company, Avantha Power & Infrastructure, SolarisChemTech Industries, BiltechBuilding Elements, Salient Business Solutions, and Avantha Technologies. With animpressive global footprint, Avantha operates in over ten countries, employing 20,000 people worldwide. TheGroup has business interests in diverse areas including power transmission and distribution equipment andservices, paper and pulp, energy and infrastructure, food processing, farm forestry, chemicals, IT and ITES. Ledby Gautam Thapar, Avantha demonstrates strong leadership globally and emerges as a focused corporate,leveraging its knowledge, leadership and operations, adding lasting value for its stakeholders and investors. Formore information on Avantha Group, please visit www.avanthagroup.comPeople Philosophy and Work EnvironmentThe company provides a workplace that nurtures each employee as an individual and an important member ofa culturally diverse, worldwide team. Themanagement team comprises professionals from very diverse culturalbackgrounds from across the globe that provides the necessary width and depth required to meet all businesschallenges. The company believes that a diversity of people and ideas is a business imperative and thatdiversity must be sought and nurtured.Team members are encouraged to openly communicate and constructively disagree based on mutual respect.Employees ensure that they when they make commitments, they keep them. Participation in cross-functionalteams, project assignments and lateral professional development create new challenges and expandknowledge. Development goes hand in hand with training, but neither is a substitute for the other. The in-house umbrella brand of Global Green: TIFY
Projects Undertaken:There has been a total of 8 projects which was been directly handled by me during the last twomonths of my internship. The projects are stated below:Project 1 –Canteen, &CSR & policy for the manufacturing units of the company.Project2– In house magazine for Global Green Group.Project3– Presentation on Company Values & Team Building.Project4–Questionnaire designing for Dipstick analysis on Avantha timesProject5- HR Handbook.Project 6 – Organizational Procedures (Flowcharts).Detailed ExplanationThe projects are now explained in a detailed fashion for more clarity:Project 1Canteen Policy for the manufacturing unitsThe Canteen facility was to be provided to all employees of Global Green for their benefit andproviding food and drinks that are healthy, nutritional and tasty. It is a valid enterprise and isoperated according to good and ethical business practices.Forming a healthy canteen committee orworking group helps share the workload and also provides a wider forum to get the wholeorganizations community’s feedback, ideas and views.OBJECTIVESTo provide healthy, variety of food and drinks for the welfare of the employees.Encourage Development of Healthy Eating Habits, thus working towards the health of theemployees.Provide friendly and prompt service.Operate as efficient and effective business enterprise which can make financial contribution towardsthe operation and development of the company.Demonstrate high standards of food safety and hygiene in relation to preparation, storage andserving food.The Canteen was to be supervised by the Local HR team and the roles and responsibilities wereclearly stated in the policy. This policy was according to the policy drafted by AVANTHA. Annexuresand checklists consisting of daily cleaning and stock supplies were included in the policy.The benefits of the policy was a. Employee satisfaction and delight. b. Employer best practice. c. No hurry of taking food at work place. d. High performance at work place.
CSR Policy (Corporate Social Responsibility)The goal of CSR is to embrace responsibility for the companys actions and encourage a positiveimpact through its activities on the environment, consumers, employees, communities, stakeholdersand all other members of the public sphere. Furthermore, CSR-focused businesses would proactivelypromote the public interest by encouraging community growth and development, and voluntarilyeliminating practices that harm the public sphere, regardless of legality. CSR is the deliberateinclusion of public interest into corporate decision-making, that is the core business of the companyor firm, and the honoring of a triple bottom line: people, planet, profit.CSR background in India(Holland based companies)CSR is a container concept which encompasses many different ecological, social and economic issues.In order to give a more specific interpretation to the concept of CSR a platform of Dutch NGOs hascomposed a so-called CSR Frame of Reference. Aim of this framework is to give companies acoherent overview of what NGOs define as CSR. The Frame of Reference is mainly based oninternational treaties, guidelines and instruments enjoying broad international support that arerelevant for business, such as human rights, labour rights, environmentalprotection, consumer protection, socio-economic development,corruption and other aspects of CSR. It also includes some fundamentaloperational aspects of CSR like supply chain responsibility, stakeholderinvolvement, transparency and reporting and independent verification. Inorder to validate the CSR Frame of Reference in an international context,the India Committee of the Netherlands (ICN or Landelijke IndiaWerkgroep in Dutch) has initiated a project on corporate socialresponsibility by Dutch companies in India. ICN has asked CREM BV(Consultancy and Research for Environmental Management) to performthe research in the Netherlands and PiC (Partners in Change) to perform the research in India. CUTS (Consumer Unity and Trust Society) has commented on the Frame of Reference, this report and organised the workshop in India. The project was financed by the Netherlands Ministry of Housing, Spatial Planning and the Environment (VROM) and the Dutch Interchurch Organisation for Development Co-operation (ICCO). The objectives are the project focuses on positive examples and on (potential) bottlenecks and dilemmas which companies (may) encounter in India when they implement CSRprinciples in their business. The project aims to make the CSR Frame of Reference operational by looking at the practical implications for companies. Thisproject discusses the boundaries of the responsibility of companies. This can give insight to whatextent companies can implement the standards of the CSR Frame of Reference and where otheractors such as governments and NGOs can or should play a role. Asbenchmarking is not an objectiveof this research, the findings on the companies havebeen kept anonymous. Together with Dutch andIndian stakeholders, this research intends to identifypractical solutions, e.g. by means of goodpractices. This approach is chosen to shed light on the Indian perspective on CSR in terms of practicesof selected companiesand stakeholders which have provided insight into such practices.
The CSR policy for the Global Green Group has an impact on the employees on how they aresupposed to behave and become accountable for their actions. The Scope of the policy lies withapplies to all organization’s employees, management, contractors, student interns, and volunteers.This policy describes the organization’s objectives and policies regarding maintaining the privacy ofpatient information. It recognizes the need for ous to behave responsibly within the community andundertake to be fully accountable for our actions and to adequately impact-assess all of ouractivities, to ensure that we not adversely affecting the environment, community, economy orculture in which we operate.
Project 3:Creation of Green-ovation.Newsletters rarely serve only one single purpose. Some of typical reasons thatpeople andorganizations start a newsletter include to: Inform — technical information, social events, accomplishments, goals, benchmarks, upcoming changes, trends, follow up announcements of important information with more details. Motivate — encourage, recognize, applaud, spotlight, build morale, increase sales, build community, build relationships, achieve results. Solicit — ask for volunteers, donations, contributions, special funds or needed items, attendance at events, help for organization or others, wish lists, questionnaires, polls, feedback, actions, outcomes. Educate — (similar to inform but with an eye toward action or outcomes); tips, how to do something specific (a recipe, cleaning tips, change a procedure or protocol, learn/reinforce a new skill), phone numbers, addresses, provide information which enlightens, changes minds, where to find an item to purchase, announce new services, introduce new staff /partners, teach something new to the reader. Market — sell products and services, promote, brand a company or organization, build awareness, outreach. Communicate —overarching multiple purposes which usually include any combination of the above and any or all of the other reasons for a newsletter’s existence. The In-house corporate magazine for the global Green Group was designed by me and was given the name GREENOVATION. The newsletter consisted of articles from various sectors of Marketing (India and International), Finance, HR, IT, Agriculture etc. Articles from Marketing department included the various scenes relating to packaging in the modern world, whereas the Agri dept. of Global Green came out with an innovative article about fruit flies and how it destroys our crops. Various screenshots are various but for internal quality and secrecy purpose it is not attached along with.
The Cover pageArticle from the marketing dept. titled Cover Story from Agri dept. titledPACK- EDGE Press F for Fruitfly
Project 4CorporatePowerPoint Presentation on VALUES, TeamsThe purpose of a PowerPoint presentation is to create maximum impact in minimal time andpersuade the audience to take action, physically or mentally. If used right,a PowerPoint presentation can:Amplify your messageAccelerate information absorptionAssist comprehension and hence faster decision makingThere is nothing more boring than a long, generic PowerPoint presentation. And 99% are: loads ofslides filled with bullets. Moreover, presenters generally tend to squeeze in too much information –much of which is out of line of the original purpose of their presentation. Too many points on a singleslide or long paragraphs do not work. Remember, PowerPoint is a competent slide manager andpresentation tool, not a word processor. The sight of a text heavy slide will make your audience leanback and lose interest. Instead, follow up with extra information in a document at the end of thepresentation.Using visual aid makes all the difference. But making your presentation visual does notmean you should have something flying out of every corner of a slide. Over utilization of thesePowerPoint inbuilt animations will give it an unprofessional look and I doubt it reflects the identity ofcompany.PowerPoint works best for presenting things visually. An appropriate image helps deliver themessage more efficiently, and more importantly, it makes it memorable. So the key is to use morevisuals and fewer words.Effective PowerPoint presentations that appropriately represent your organization should have thefollowing: The presentation should be consistently designed (Timesaver: templates) Choose a color palette that goes with your company’s other marketing collaterals. Use clean and simple graphics/charts No more than 6 words per slide Use pictures that reinforces your wordsA good rule for effective presentations is to avoid mixing reading and listening. If your audience isreading the points on the screen, they are simultaneously not listening to you, and vice-versa. It is avery inefficient way of getting your message across. After all, your goal is to make sure they leave theroom with YOUR point of viewI was asked by my reporting head to create a ppt. on Values which will be used by the company intheir corporate meetings.
SCREENSHOTS: The Avantha logoThe official Global Green template
Project 6Dipstick analysis on Avantha timesAvantha comes out with a magazine every two months interval. The magazine consists of all thelatest developments in and around the groups of companies owned by it. We were asked by the HRteam of Avantha to create a questionnaire. A questionnaire was built by me and rating was given toeach answers of the questions judging the fact whether employees are aware of these advancementsin the group. Dip Stick analysis was carried out in two ways where two questionnaires was built andwas distributed among the employees. The questionnaires and rating scale are attached along with.Feedback Form for the AVANTHA TIMES MAGAZINEThe following questionnaire consists of 8 questions. Please fill up the similar and help us to make the magazine better . Have heard the name of the magazine called “ AVANTHA TIMES “? a. Yes b. No. Do you read “AVANTHA TIMES”? a. Yes b. No. c. I dont get time to read. Have you seen articles in AVANTHA TIMES written by GLOBAL GREEN employees. a. Yes. b. No, c. No Comments. Are you happy that GLOBAL GREEN is nowadays been flashed more and more in Avantha Times, as more articles are coming out by their employees? a. Yes . b. No c. No Comments. Are you happy with the Quality of the article? (Quality = Whether news is appropriatly reflected in the article) a. Yes , the articles printed in AT are appropriate and correctly reflects our organizational culture. b. The Quality is somewhat good. c. No, the quality is not good. d. None of the above.
Please suggest your views to make Avantha Times a better magazine.______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________Project 7HR handbookThe purpose of a Handbook is to provide employees with a working guide to the understanding ofthe day-to-day administration of personnel policies and practices. The personnel policies set forthpertain to all employees. The Employee Handbook is provided for informational purposes only. It isdesigned to provide employees with a general summary description of College personnel policies,programs, and employee benefits. The College has the right to change, modify, delete, deviate from,or add policies and procedures. The College will endeavor to announce changes by memo or in the"Bulletin". Any subsequent revisions or modifications supersede this Handbook. It is yourresponsibility as an employee to read this handbook. If further clarification or interpretation isnecessary, please talk with your supervisor and/or contact the Employment Services Department forassistance. These policies and procedures and any subsequent revisions do not constitute anemployment contract, and should not be interpreted as creating an employment contract.Every employee of the company while joining the company must be handed over a HR handbookwhich states the rules and regulations of the company and its policies too. I was asked by mysuperior to design the same and the project is underway. The HR handbook for the global greengroup consists of the policies in a brief as of for a ready reference.
Project 8Organizational Procedures and FlowchartsFlow charts are easy-to-understand diagrams showing how steps in a process fit together.This makes them useful tools for communicating how processes work, and for clearlydocumenting how a particular job is done. Furthermore, the act of mapping a process out inflow chart format helps you clarify your understanding of the process, and helps you thinkabout where the process can be improved.A flow chart can therefore be used to: Define and analyze processes. Build a step-by-step picture of the process for analysis, discussion, or communication. Define, standardize or find areas for improvement in a processAlso, by conveying the information or processes in a step-by-step flow, you can thenconcentrate more intently on each individual step, without feeling overwhelmed by thebigger picture. The procedural flowcharts for the Global Green Group were made for thefollowing policies: Org Structure & Manpower Policy Recruitment Selection Induction Process Confirmations, Appraisals & Performance Appraisal Training & Development Promotion and Recognition Policy Payroll Employee Separation Grievance Redressal Whistle Blower Guest House Policy Crisis Management Telephone Policy Security Administration Social Security Policy
The Recruitment policy procedure:The guest house policy procedure:
Conclusion:I have implemented the skills learnt in my college in the organization and have successfullycompleted the projects which were given to me. The projects helped me to sharpen my skillsin making Corporate PowerPoint Presentation, where I learnt to make corporate presentation andthe use of master slide to maintain uniformity and elegance throughout the ppt. It helpedme to teach Corporate Ethics, the way to behave and putting yourself in front of colleaguesfrom an HR perspective.Bibliography:Human Resource Management (9th Edition) by Gary DesslerManaging Human Resources by George W. Bohlander, Scott A. SnellHuman Resources Management by Wendell L. FrenchOrganizational Behavior – Stephen P. Robbins