HR's Role in Building Work Culture at Haailand

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A SUMMER INTERNSHIP PROGRAM
FINAL REPORT ON
IDENTIFYING THE ROLES AND RESPONSIBILITIES OF
HR IN CREATING A HEALTHY, HARMONIOUS AND THE
BEST WORK CULTURE AT HAAILAND
Submitted by
K. Venkata Vihari
11251004

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A SUMMER INTERNSHIP PROGRAM
FINAL REPORT ON
IDENTIFYING THE ROLES AND RESPONSIBILITIES OF
HR IN CREATING A HEALTHY, HARMONIOUS AND THE
BEST WORK CULTURE AT HAAILAND
By
K. Venkata Vihari
MBA, KLUBS
A report submitted in partial fulfillment of the
requirements of the MBA program (Class of 2014)
KLU Business School
Copies marked List:

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ACKNOWLEDGEMENT
I owe a deep sense of gratitude to all those who have contributed for the successful
completion of this endeavor.
It is my privilege and honor to extend my respect, regards and gratitude to
Mr. M. Bhaskar Rao, the Director of KL University Business School, Guntur and
Mr. M. Kishore Babu, the Head of the Department , KL University Business School,
Guntur, for their valuable suggestion, constructive advice and loving support throughout the
SIP. I am grateful to SIP Coordinator, Mr. Surya Kumar Sir for giving me the opportunity
to do my SIP in a reputed organization like “AgriGold HAAILAND”, Guntur.
My sincere expression of gratitude and respect to Mr. D.S. Raju Sir, AGM, HR
department, Haailand, for his guidance, and valuable advice. I am ever grateful to his
generosity in spending his precious time whenever I approached.
I extend my sincere gratitude to our faculty guide, Mr. MVAL Narasimharao Sir,
Assistant Professor, KL University Business School, for his constant guidance,
encouragement and valuable advice throughout the project.
Finally I owe a debt of gratitude to all the staff members of HR department, Haailand
who helped and guided me during this internship program. I will always be obliged to my
company guide and faculty guide who have given their precious support and guidance in
every step of the project, otherwise which, it would have been difficult on my part to bring
this project work to completion. I am sure that the knowledge imparted will go in a long way
in enriching my career.
K. VENKATA VIHARI

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TABLE OF CONTENTS
COVER PAGE ………………………………………………………………………….. 1
TITLE PAGE ……………………………………………………………………………. 2
ACKNOWLEDGEMENT ………………………………………………………………. 3
TABLE OF CONTENTS ………………………………………………………….......... 4
ABSTRACT……………………………………………………………………………... 6
1.INDUSTRY PROFILE……………………………………………………………….. 7
1.1 BACKGROUND…………………………………………………………………….. 7
1.2 HISTORY OF AMUSEMENT PARKS…………………………………………...... 8
1.3 GLOBAL PERSPECTIVE ………………………………………………………..… 9
1.4 INDIAN AMUSEMENT PARKS ……………………………………………….…. 10
1.5 LIST OF AMUSEMENT PARKS …………………………………………….……. 12
1.6 CURRENT TRENDS ……………………………………………………….………. 15
2.COMPANY PROFILE ………………………………………………………………. 17
2.1 AGRIGOLD GROUP ……………………………………………………………….. 17
2.2 VARIOUS PRODUCTS OF AGRIGOLD GROUP[BUSINESS MODELS] ……… 19
3.HAAILAND PROFILE [3CET REPORT] …………………………………………. 21
3.1 COMPANY ………………………………………………………………………….. 21
3.1.1 PHASE I ……………………………………………………………………..... 23
3.1.1.1 ZONES …………………………………………………………………. 23
3.1.1.2 FOOD COURTS ……………………………………………………….. 29
3.1.1.3 SHOPPING …………………………………………………………….. 30
3.1.1.4 MUSEUM ……………………………………………………………… 30
3.1.1.5 BANQUETS …………………………………………………………… 31
3.1.2 PHASE II
3.1.2.1 GYM & FITNESS …………………………………………………….. 32
3.1.2.2 SPA ……………………………………………………………………. 33
3.1.2.3 RESORTS ……………………………………………………………… 34
3.2 CUSTOMER …………………………………………………………………………. 37
3.3 COMPETITOR …………………………………………………………………........ 38
3.4 BUSINESS ENVIRONMENT ………………………………………………………. 39
3.5 TECHNOLOGY ……………………………………………………………………… 40

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4. SWOT ANALYSIS ……………………………………………………………………. 41
5. ORGANIZATIONAL CHARTS OF HAAILAND …………………………………… 43
6. HRM IN HAAILAND …………………………………………………………….…. 53
6.1 TYPES OF RECORDS MAINTAINED …………………………………………….. 53
6.2 HR TASKS …………………………………………………………………………… 54
7. THEORETICAL FRAMEWORK ………………………………………………….. 56
7.1 DEFINITIONS ……………………………………………………………………..... 56
7.2 WHAT IS WORK CULTURE ………………………………………………………. 57
7.3 CHARACTERISTICS OF HEALTHY WORK CULTURE ………………………… 58
7.4 TYPES OF WORK CULTURE ……………………………………………………… 59
7.5 WAYS TO CREATE A HEALTHY WORK CULTURE …………………………… 64
7.6 HEALTHY WORK CULTURE FRAMEWORK & MODEL ……………………….. 66
8. OBJECTIVES ………………………………………………………………………….. 68
9. TASKS ASSIGNED ……………………………………………………………………. 69
10. STRATEGIES …………………………………………………………………….… 69
10.1 TOOLS ………………………………………………………………………………. 70
10.2 QUESTIONNAIRE ………………………………………………………………….. 70
10.3 RESEARCH DESIGN ………………………………………………………………..72
10.4 SAMPLING …………………………………………………………………………. 72
11 ACHIEVEMENTS ……………………………………………………………….….. 74
11.1 THEORETICAL STUDY …………………………………………………………….74
11.2 PRACTICALITY ……………………………………………………………………..75
12. LEARNINGS …………………………………………………………………………..76
13. RESULTS ……………………………………………………………………………... 77
14. FINDINGS …………………………………………………………………………..... 90
15. SUGGESTIONS ………………………………………………………………………. 91
16. CONCLUSION ……………………………………………………………………….. 92

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ABSTRACT
This study is done under the obligation for the fulfilment of SIP [Summer Internship
Program] by KLU Business School, for MBA students during summer, 2013, with the title of
the project being ‘Identifying the Roles and Responsibilities of HR in creating a healthy,
harmonious, and the best work culture for the employees at workplace in Haailand’.
Work culture is of levels of interaction among organizational factors (boundaries,
goals, objective, technology, managerial practices, material and human resources, and the
constraints) and organismic factors (skills, knowledge, needs, and expectations) interact
among themselves at various levels. Over a period of time they develop roles, norms and
values focusing work and is called Work Culture.
This study consists of the aspects which are to be kept in mind while the HR tries to
manage a work culture at his organization, different types of work cultures, how the work
culture affects the employee behavior and his attitude towards the organization, how a work
culture helps develop the organization’s overall growth and progress.
The methodology for my study is a Prescribed Structured Questionnaire with a sample
of 16 employees of Haailand, and categorizing the elements of work culture into 5 categories,
I have studies their behavior on various aspects of these categories. I could come to
understand that the work culture at Haailand is at the best levels, and the efficiency of HR in
creating such work culture has been quite remarkable for an organization of such high level
of employees and operations.

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INDUSTRY PROFILE
Background:
An amusement park is the more generic term for a collection of rides and other leisure
attractions assembled for the purpose of entertaining a large number of people. an amusement
park is more elaborate than a simple city park or playground, as it is meant to cater to adults,
teenagers and small children alike.
Amusement parks are the historical precursors to modern theme parks as well as the
more traditional midway arcades and rides at country and state fairs (in the US). Today,
amusement parks have largely been replaced by theme parks, and the two terms are often
used interchangeably. Theme parks are either based on a central theme or, divided into
several distinctly themed areas, or ‘spaces’ as often called. Large resorts, such as Walt
Disney World in Florida (US), actually house several different theme parks in their confines.
Amusement parks evolved from European fairs and pleasure gardens, which were
created for people’s recreation. The oldest amusement park in the world is Bakken(“The
Hill”), at Klampenborg, north of Copenhagen, Denmark, which opened in 1583. In the united
states, the world’s fairs and expositions were another influence on development of the
amusement industry.
The industry is generally divided into five groups: ride parks, themed attractions,
water parks, family entertainment centers and theme parks. Ride parks are similar to the early
amusement parks and are often directed toward teenagers because of their extensive use of
thrill rides. Themed attractions are centered around a principal attraction such as a safari or a
historical site and are targeted toward all ages.
Water parks are parks where water rides and amusements are the primary focus. The
newest segment, family entertainment centers, are games, amusements and attractions
oriented and situated as anchors in retail developments such as malls. And finally there are
theme parks, which are ride and show parks that offer other activities within or around a
specific theme (or multiple themes) like Disney, Six Flags, and the Universal Studios.
Themed parks, a specific type of amusement park, are usually much more intricately themed
to a certain subject or group of subjects than normal amusement parks.

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History of Amusement Parks (from various periods)
S. No History of Amusement Parks
Years of Establishment/
Period
1 Bartholomew Fair, England 1133
2 Bakken [The Hill], Denmark 1583
3 Vauxhall Gardens, London 1661
4 Prater, Vienna, Austria 1776
5 Coney Island, New York 1829
6 Tivoli Island, Copenhagen 1843
7 Crystal Palace 1851
8 First Ferry Wheel, World’s Columbian Exposition 1893
9 Sea Lion Park, Brooklyn 1895
10 Golden Age 1890-1920
11 Depression & World War II 1930-1940
12 Disney Land 1955
13 Magic Mountain, California 1960
14 Great America, Illinois 1970
Industry Leaders:
Leading names operating in the global amusement and theme park industry
Magic
Kingdom
Yokahama Hakkeijima
Sea Paradise
Cedar Fair
Entertainment
Six Flags Universal Studios
Hollywood
Disneyland Tokyo Disneyland The
Adventuredome
Disneyland
Paris
Samsung Everland
Tokyo
DisneySea
Disney’s Animal
Kingdom
Universal
Studios
Lotte
World
Islands of Adventure

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Market Outlook:
Over the coming years, Global Industry analysis predicts the park within a park
concept will become a more evident trend in the global theme parks industry. The majority of
theme parks are expanding to include more hotel rooms and add secondary attractions to
attract more visitors.
Parks are upgrading with investments in new rides, wireless and interactive
technology services for guests (such as RFID badges, Wii, kiosks, etc) and by adding new
zones. These efforts are expected to continue to adopt for virtual reality and simulation
technologies to replicate natural scenarios.
Global Perspective:
It is commonly acknowledged, that Disneyland in Anaheim, California, which opened
in 1955, was the first real theme park. Since then, the theme park industry in the United
States has grown dramatically. Amusement park sales in the US are forecast to grow from
$10.8 billion to $12.9 billion between 2005 and 2009, according to a recent study by Prince
Water House Coopers. That is an average annual growth rate of 3.9 percent, although less
than the 5.5 percent that the industry experienced between 1999 and 2000. More than 328
million people visited amusement parks and attractions in the US in 2004.
The growth of the theme park industry in the US has been followed by development
of the industry elsewhere, in particular Asia, Europe, Middle East and Africa. Europe has
grown in size to approximately $2 billion in current revenue coming from approximately 19
major parks. For instance in the UK some 49.7 million tourists visited theme parks in 2003,
up by 3% on the year before, according to statistics from researcher Euromonitor. The
industry in Europe combined with Middle East and Africa will grow at the rate of about 5
percent per year, reaching $5 billion by 2009, as predicted by Forbes.
The theme park industry in Asia is also in a growth mode. It is estimated that a total
of approximately 35 large parks attract about 71 million visitors, generating a total of nearly
$1.5 billion in revenue. An additional 49 moderate-sized parks generate $350 million in
annual revenue. The total industry has roughly $1.8 billion in annual revenue. Although these
figures are dominated by parks in Japan, there is high growth potential in other parts of the
region, including Korea, Taiwan, Indonesia, and Malaysia. Figures for the Peoples Republic
of China are not included, but China does respect a substantial growth area of developing
themed amusement parks as well.

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Indian Amusement Park Industry:
Amusement parks industry in India is more than two decades old and is still at nascent
stage. India’s stint with amusement parks started with opening of Appu Ghar, the first
amusement Park, in 1984. Major expansion happened in 1990s with opening of Essel World
in Mumbai, Nicco park in Chennai, Ramoji Film City in Hyderabad, etc. Segmental pyramid
of amusement parks in India is substantially flatter with a preference for smaller parks. This
industry is capital as well as land intensive as large parks require an investment above Rs.
700 million and land of more than 40 acres.
This industry found its roots in India during mid and late 1980s when a few
innovative entrepreneurs took challenge of pioneering few amusement parks in Delhi,
Kolkata, Mumbai and Chennai. The growth in this industry started only in the last decade and
that happened possibly during the advent of globalization when economic potential of the
social capital began to be perceived.
Facts of Indian Amusement Park Industry:
 The amusement industry in India is at a growing state currently with more and more
developments happening in this industry all across the country.
 The size of the Indian Amusement Park business is estimated to be around Rs. 4000
crores and is estimated to grow by 10% per annum in next couple of years.
 The amusement and theme park industry is deemed to be worth Rs. 10000 crores in
India by 2020.
 Currently for a population of 1.15 billion in the country, there are only 120
amusement parks and 45 family entertainment centers. This indicates that the growth
of Indian Amusement and Theme Park industry is substantial.
 Global leaders in entertainment parks and attractions like Universal Studios, Disney,
Sony and Ripley Entertainment are mulling over investments of billions of dollars in
India considering the vast potential in this region.
 The Indian small and big players in the Amusement Industry are looking at the
tremendous growth potential of this Industry in the next 5 years.

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 Growth of India’s retail sector had been the main driving force for the amusement
industry in India.
 Globally, domestic and international tourists comprise more than 50% of the total
football at popular amusement parks.
 Transport corridors like expressways and the Metro line are bringing an increasing
number of people closer to entertainment hubs.
 The high growth potential of the industry in highly populated India will boost tourism,
social infrastructural development as well as employment generation. The success and
growth potential of this industry is resulting into the advent of new manufacturers of
amusement parks rides in India.
Robert E Masterson, Chairman of Ripley Entertainment Inc, who visited India for the 13th
IAAPI Amusement Expo said the world’s leading players would set up bases in India within
the next five years.
“The opportunities and challenges are probably the greatest here. All leading players are
quietly planning to enter India, a market where the rate of growth is five times of that of
North America. India is the fastest growing region in the world,” Masterson said.
The Indian Association of Amusement Parks and Industries (IAAPI) shall organize the
Amusement Expo every year, the 14th
edition being scheduled from 5th
to 7th
February 2014,
at Goregaon, Mumbai, India, which is a three day event to see participation of over 50
exhibitors from Argentina, Belgium, Canada, China, Dubai, Germany, Hong Kong, Italy,
Japan, Singapore, Switzerland, Thailand, the US and the UK.
IAAPI is the only platform in the country, which recognizes and facilities the small and
big players in the Amusement Industry looking at the tremendous growth potential of this
industry in the next 5 years.

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Retail- Amusement parks
Growth of India's retail sector had been the main driving force for the amusement Industry in
India.
Major players in India:
1. Veegaland Park
Situated at Pallikkara, this state of art Amusement Park is just 14kms away from
Kochi/Cochin. Spread over a whooping 24 acres of land, its 7 storey high Vintage Castle and
Caterpillar Village give a Fairy Tale atmosphere. The musical Fountains, flower
2. Ocean Park
Ocean Park is situated at Gandipet, 20 km. from Hyderabad, in 20 acres of
landscaped gardens, an amusement park that you haven't seen the likes of yet in India. It is
one of the first theme parks started in twin-cities and continues to be a great hit especially
with children. But it is not the young ones alone who enjoy, even adults can have lots of fun
here. It is a family amusement park offering a good mix of fun and thrills for people of all
ages with water rides kiddies pool, wave pool, water slides, dry rides- super loop, the 60 feet
high ride, bumping cars, slam bomb etc. gardens, water pool and water slides add to the
attraction of the Veegaland Amusement Park.
3. Ramoji Film City
Ramoji Film City is the ultimate leisure destination for holidays, honeymooners,
corporate conferences, events, theme parties, adventure camps, family picnics and grand
weddings. This world s largest integrated film studio complex spread over 2000 acres of land.
It was opened by the Film Producer RamojiRao in the year 1996. It’s about 25 kms from the
main city of Hyderabad and is open the 7 days of a week. The Film City Complex has urban
landscapes of US and Australia as well as India. They have the Amazon Army Base as the
newest additions to the attractions of the Film City.

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4. Fun n food Village
Fun 'N' Food Village at Delhi were set up in the year 1993. Fun 'N' Food Village
is situated at Old Delhi-Gurgaon Highway which is just 3 kilometres away from the Delhi
international airport. Fun 'N' Food Village is for all ages of people. Fun 'N' Food Village in
Delhi were inaugurated by former President of India Giani Zail Singh.
5. Essel World
Pan India Paryatan Pvt. Ltd. (PIPPL) is the company holding EsselWorld – India’s
Largest Amusement Park and Water Kingdom – Asia’s Largest Theme Water Park. Pioneers
in the entertainment and leisure industry, it was EsselWorld that pulled people out of the staid
environment of conventional pleasure trips and unfolded before them the exciting new
scenario of a complete leisure destination. A sprawling complex on the coastal Gorai village
in northwest Mumbai, “The Island of Fun” is sprawled over 64 acres and is a refreshing
gateway to a whole new world of excitement and fun. It’s never-before seen attractions set
amidst unique architecture with international standard amenities and hygiene; catapult Water
Kingdom into a different league. It is the only, truly international water park experience in
India.
6. Adventure Island
Sprawling over an area of 62 acres in North West Delhi, it has been made with the
venture of Unitech Ltd and International Amusement Ltd. It’s a 164 crore project with a
water park and Planet Pogo. There are 26 rides in all and all of them have been imported -
supplied by leading European manufacturers such as Intamin, Moser and Zamperla, who
supply rides to Disney, Universal Studios and Six Flags. The park is especially popular
amongst children and teenagers. The entire Island consists of world class amusement Park, an
adventure island and a water park. Retail Environment - Metro Walk (Delhi) is spread across
2.21 lakh sq ft and is anchored to the park. It overlooks a large lake which acts as a separator
between the mall and the park. The Park has 26 rides spreading in an area of 3.5acres.

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7. Entertainment City
It is thought of as Disney Land of India - the Entertainment City in Noida.
Unveiled by former cricket captain and entrepreneur Kapil Dev, it spreads over a whooping
147 acre land with an investment of Rs 10 billion. Built over an area of 100 acres of land, the
park has more than 30 rides, supplied from European manufacturers. The Entertainment City
Park has three entertainment zones, one for kids, one for teenagers and one for families each
with its own separate rides, attractions and food courts. In addition to this it also has a
Shopping complex known as the Great India the Entertainment City is a is a joint venture
between Unitech and International Amusement Limited, the promoters of Appu Ghar (Delhi).
8. Nicco Park
It is situated in the heart of the main City of Calcutta in Salt Lake - it’s one of the
most happening places for the kids and teenagers. The elders simply love to be here.
Covering an area of 40 acres, it was opened in the year 1991. Jheel Meel was the previous
name of the park. It was renamed in the year 1990 with the restructuring of the park. It’s the
only Amusing Park in the world which has got ISO 9002 certification. It draws a whopping
1.5 million people every year.
9. Gujarat Science City
Gujarat Science City has been made with a view of imparting education in the
form of entertainment. On one of its side, it has small village while on other side the
suburban urban area reflects technological atmosphere. The Gujarat Science City has
something different from others in the country. Visited by the former Indian President and
Scientist Dr. J P Abdul Kalam it exhibits, mind blowing experience, models which can be
worked upon, a showcase of virtual reality, activity corners, hands on labs and live
demonstrations to provide an understanding of science and technology to the common man.

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10. Platinum Resorts
The silent yet beautiful theme park of West Delhi is spreading at 14 acres of
land. Big lawns here and the greenery calls people to view the scenery beauty amongst the
screaming voice of the city lights. It’s a Resort cum Water Park. The beauty of the Park can
be seen from the entrance itself. It has a huge big entrance - with the hugeness it looks more
magnificent.
Current trends:-
Amusement parks seek uniform entertainment tax:
The Indian Association of Amusement Parks and Industries, apex body of the
amusement parks, has sought uniformity in the entertainment tax being imposed by different
states. The Association rules that the exorbitantly charged entertainment tax by some states is
a major impediment in the growth of the industry in these regions. “West Bengal, Punjab and
Gujarat charge entertainment tax at 20%, 40% and 25% respectively, whereas the
entertainment tax rate hovers around 5-15% in majority of the states.
Real Estate companies plans to enter into this market:
Though the unorganized players hold a majority share in the market, the
organized players are also expanding their base. Groups like Nicco Parks, Zee group, Unitech
& Turner and various real estate companies are developing amusement parks in different
regions. The foreign developers are also stepping into the Indian amusement industry through
collaborations with Indian companies.
Growing transportation facilities:
Transport corridors like expressways and the Metro line are bringing an increasing number of
people closer to entertainment hubs. To that extent, they trigger growth of formal means of
entertainment. One major development witnessed in National Capital Region (NCR) over the
last 4-5 years has been the expansion of Delhi Metro line. This process started in central and
western parts of the city and is now on course to link South Delhi and Gurgaon. This has

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provided common man with a mode of transport that is both economical and convenient.
While daily journeys like the ones to college or workplace have been simplified the
occasional weekend outing too has been made much simpler as a result of enhanced
connectivity to popular entertainment destinations.
Loyalty Program:
Loyalty programs are structured marketing efforts that rewards, and therefore encourage,
loyal buying behavior – behavior which is potentially beneficial to the firm. Loyalty cards
and membership cards with personalized information add tremendous value to customer
service and strengthen a company’s brand recognition. The plastic card adds prestige to the
card holder and confer benefits to him. Both seller and customer profit from these programs.
V Guard group entered into amusement parks:
V Guard Group of companies, based in Cochin in Kerala, is negotiating with
property owners in Mumbai and Chennai for starting amusement parks. The group, which is
running Veegaland in Cochin and Wonderland near Bangalore, has identified a place near
Chennai to start a water theme and amusement park, but negotiations were still on.

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Agrigold Group of Industries
Agri Gold Group:
One of the most respected business houses in the country, the Agri Gold Group is
playing a leading role in generating opportunities and promoting prosperity in rural and semi
urban areas. With emphasis on catalyzing economic growth through use of environment
friendly technologies,
The Agri gold group of companies, since 1996 has been making forays into different
sectors with its visionary approach. Team drive and conceptualized business. The success of
the group is based on its ability to build on Forward and Backward Integration.
Power, Tourism, Infrastructure and Agri Business are the core segments of the Group.
Thus the turnover of this company is 5000crores. The success dossier ''AGRI GOLD'' has
added another leaf by unfolding the strategic diversification into Leisure and Entertainment
Industries by establishing cultural and entertainment destinations. In these destinations, where
Temple Tourism of India with Buddhism and Hinduism comes alive, culture and
entertainment will have the central focus in the thrilling and natural environs. Architects from
Australia, creating the theme, will adopt the Traditional Temples and Buddhism architecture
to recreate the past glories that give you an insight into the rich legacy. Strategically these
destinations of Culture, Entertainment, Spirituality and Traditional Healing and Rejuvenation
will be developed closer to the heritage places.
Thus the group is emerging as a conglomerate tower on a strong foundation of its
principles and concepts. Thus the turnover of this company is 5000crores.
The Group started its operations with the flagship company, ―AGRI GOLD FARMS
LIMITED‖. Farming was the objective then but the activities expanded into every system of
Agriculture, adopting scientific methods and the company gradually graduated into corporate
cultivator.

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The Agri Gold group has its firm faith in agriculture and agro based industries, which
play a pivotal role in furthering and strengthening the economy of India. With the objectives
clearly envisioned and defined, the group has begun its activities to promote corporate
cultivation. In the words of Sri.V.R.RaoAvvas, CMD who has taken up the corporate
objective as a mission to be fulfilled, My team and I will build this company as a dynamic
and diversified conglomerate, which shall be ever growing empire‖, to promote evergreen
revolution, in sectors, that are the catalysts for economic growth, which have multiplier effect
on employment generation and socio-economic development of the rural and Semi-urban
areas, adopting environment friendly technologies Agrigold Group expanded the activities
into every system of agriculture and industry which sustain on another. ― “Everything gets
recycled and becomes a Valuable Product Somewhere.”
Vision:
Agri Gold's Vision is to Promote Ever Green Revolution in these Sectors, that are the
catalysts for Economic Growth, by involving in these areas of Endeavor which have the
multiplier effect on Employment Generation and Socio- Economic Development of the Rural
and Semi urban Areas by Generating opportunities and promoting prosperity while adopting
Environmental friendly Technologies
Mission:
Agri Gold Group's "Industrious Mission" is focused on Generating Opportunities and
Promoting Prosperity in the Rural and Semi-Urban areas.Power, Tourism, Infrastructure and
Agri business are the Core Segments of the Group. The Group is emerging as a
'Conglomerate Tower' on the Strong Foundation of achieving in Togetherness and celebrating
the Success in Oneness.
Core Business Segments of Agrigold:
›› Food (Aahaaram)
›› Housing (Aavasam)
›› Health & Wellness (Aarogyam)
›› Entertainment & Recreation (Aanandam / Aahladam)

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Various Products Of AgriGold Group (Business Models)
 Agri Business
o Seeds
o Fertilizers
o Organics
o Drip Irrigation
o Micro Nutrients
o Sprayers
 Dairy
The processing of Milk and Milk Products is another important
industry of the Agri Gold Group. Agrigold Milk and Dairy products are
processed on the most advanced machinery.
 Energy
o Bio Mass energy
o Thermal energy
o Energy Plantations
o Bio Mass Pellets(Good Fire)
 Exports
The group has been into exports of various food products and minerals
to the middleeast for the last three years. The division has distribution tie-ups
with sound groups in Dubai, Malasia, Thailand, Tanzania, Srilanka,
Singapore, UK, USA, and South Africa. In order to consolidate the export
operations the group has opened its overseas branches at key locations scale.
 Foods
o Agrigold Pickles
o Instant Mixes
o Agrigold Spice Range
o Papads & Pastes

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 Health care
o Ayurvedic Treatment
o Fitness Solutions
o Yoga & Meditation
o Spa
o Health Tourism
 Infra
o Road Projects
o Earth Fillings
o Bridges
o Constructions (Houses)
 Media
o Print Media (Agrigold Nandi)
o Electronic Media (Travel Trendz TV)
 Real Estate
o Residential Layouts
o Housing & Townships
o Commercial Real Estate
o Agri Real Estate
 Tourism
o Theme Park (Haailand)
o Package Tours
o Resorts
o Recreation Club
o Health Tourism
o Beach Resort

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Haailand Profile
The Agri Gold Group and the Govt. of Andhra Pradesh through Tourism and Youth
Advance Department entered an M.O.U. in the Year 2003 to establish 2 Tourism Projects,
one at Yarada – Vizag and the second one at Chinnakakani – Guntur dist. The Group’s recent
foray into Tourism Sector was initiated with work on HAAILAND –Resort & Theme Park
Commencing in the year 2006.
Arka Leisure and Entertainments Pvt. Ltd., is a subsidiary company of Agri Gold
Estates and Entertainments Pvt. Ltd., an associate of Agri Gold Group. The well-reputed
conglomerate is now promoting the proposed Cultural, Health and Family Entertainment
Destination on the outskirts of Vijayawada.
A total investment of 300 crores has been approved for the project which was raised
by Agrigold (for land), government funds and loans from the private enterprises. The project
was designed by the Sanderson group, from Australia.
Buddhist Theme Park has been brought up on an area of 42 acres and will be a Multi
– Theme, Multi – Facility Expanse. HAAILAND, named with the Telugu word “Haai”
meaning Pleasure, provides its visitors, Physical and Spiritual happiness in the ambience of
Buddhist Theme.
Reason for selecting the Buddha theme is that there in and around 142 excavations of
Buddha around the area where the park was constructed and buddha visited that area in 2200
years back.

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Chief Minister inaugurates Haailand theme park
Chief Minister K. Rosaiah on May 9, 2010, inaugurated Haailand, a wholesome
entertainment-cum-theme park, located at Chinakakani village abutting NH-5 in Guntur
district. The park inaugurated on Mother's Day has created its own legacy showing that it will
be the perfect place for a family to come and feel all the pleasures provided to a child from its
mother.
Location:
Haailand is located at the centre of Vijayawada – Guntur Highway NH5, near Mangalagiri, at
Chinakakani.
Transport:
To reach Haailand,
From Vijayawada:
Route Number 47H buses from Pandit Nehru Bus Station, Vijayawada,
are available at every half an hour, and the passengers are dropped directly at
the entrance gate of Haailand.
From Guntur:
Any Pallevelugu (green) buses towards Vijayawada (or) Mangalagiri,
shall halt at Haailand Main road, from where service autos are available at all working
hours.

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3CET REPORT
I. Company :
Products
The entire facilities (products) provided by Haailand are categorized into two (2) types,
PHASE 1:
 Zones
 Water Rides
 Mechanical Rides
 Food courts
 Shopping
 Events
 Banquets
PHASE 2:
 Resorts
 Spa
 Gym
 Club House
ZONES
 It was divided into 9 zones. They are
 India, China, Cambodia, Thailand, Tibet, Burma, Indonesia, Japan, Butterfly zones

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INDIA ZONE
Visitors to HAAILAND are greeted by the spectacular Sun Plaza with the centerpiece
being the incredible Floating Buddha. This is an amazing engineering marvel with the figure
of the Buddha suspended in midair by powerful jets of water from below. Along with this, the
Bodhi Tree reaching for the sky in the middle of the Sun Plaza, is representative of the
strong Buddhist theme. That meanders through HAAILAND. Beautifully landscaped
gardens, wide open areas and the serene ambience beckon you to experience the wonders
within. Move further inside and walk down a cobbled pathway with shops on either side,
offering arts and crafts from various countries across South East Asia as well as exquisite
handicrafts sourced from different states.
CHINA ZONE
This zone is themed upon the ancient Shaolin temples of China, which are Buddhist
monasteries.
@ Rail Chase Ride: An indoor roller coaster set against the elaborate backdrop of the
archaeological remains of the fabled 'Lost City', the thrilling ride takes visitors on a
memorable trip through the legend of the last dragon in China and how Buddhist
monks planned its end through their mystical powers.
CAMBODIA ZONE
The highlight of this zone is a monumental sunken Buddhist temple that forms the
backdrop for a Wave Pool.
@ Wave Pool: You can access the roof by a spiral staircase located on either side of the
entry tower, or by a suspension bridge over the wave pool. From here, you can either
slide down to the pool or continue to explore the oriental features, including the misty
jungles of Cambodia.

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THAILAND ZONE
The zone has the ambience of a traditional royal Thai palace and offers a glimpse of the
majesty and splendor of the rich heritage of Thailand. The entire area is done up in colorful,
caricature style making it an amusing and fun-filled sight.
@ Family Train: "All aboard" the multi-hued train as it chugs its way on a journey that
runs through an impressive Thai palace.
@ Frog Jump: The only "Drop" ride at Haailand, it really takes your breath away.
@ Go – Carting: Experience the thrill of Formula One racing without the danger! Speed
freaks can jump behind the wheel and get an adrenaline rush.
@ Carousel: The Merry-Go-Round with colorfully painted animals as seats is a
perennial family favorite.
@ Flying Elephant: The vehicles in this ride are each shaped like the cute elephant and
are mounted on articulated armatures connected to a rotating hub.
@ Pirate Ship: The amusement ride takes you on a breathtaking journey in an open,
seated gondola which swings back and forth at an angle of 60 degrees either side.
@ Swing Around: An awesome combination of blazing colors and swirling motions,
this ride lets passengers sit in chairs suspended by metal chains while it gently whirls
them through the air in a fabulous flight of fun.
@ Children Network: Watch the kids have a screaming, squealing good time in a
colorful environment with slides and a host of other activities.
@ Bungee Jumping: The 'jumper' is securely harnessed by mountaineering ropes to a
unique elastic system.

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TIBET ZONE
Ancient Buddhist monasteries and the beautiful mountains of Ladakh, come together to
form an alluring backdrop in this zone. Visitors will be awe-struck by the replica of the
Potala Palace, one of the world's most extraordinary buildings, and the brilliant thangkas,
frescoes and images.
@ Ghost Hunter: For thrill seekers, this ride is an unforgettable experience. Ride in a
classic steam train through an interior that is themed on a scientist's laboratory. The
scientist has experimented with many new things, which result in his death. The pre-
show is themed as a graveyard, while the post-show is themed as the coffin area of the
scientist.
@ Visionarium: the pre-show is themed as Tibetan interiors. The post show is themed
as a wild life area.
@ Bumping Cars: Deliberately dashing your car into another has never been so much
fun! The electric powered cars are designed for absolute safety and give you the
chance to indulge in 'road rage' with no risk. Its non-stop excitement all the way for
the whole family!
@ Magic Dancer: The whirling, twirling attraction has the main platform turning even
as the individual seats rotate in the opposite direction. With spectacular lighting,
colors, music and action, the ride indeed gets you dizzy with fun!
@ Crazy Jump: Ready for 'heart in mouth' excitement? This intense thrill ride features
individual seats that go up and down even as the entire ride rotates at a dizzying
speed. Get your world to spin!
@ Bull Fight: See how long you can stay mounted on a bucking, tossing, turning,
rotating mechanical bull. Come on cowboy; show 'em you're the king of the rodeo!
@ Swing Around: Feel the air in your hair as you begin to believe you can fly!

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BURMA ZONE
In Burma you come across more Buddhist Stupas and temples than anywhere else in the
world. This zone is themed on the elements of the famous Pagan Temples that are
considered to be architectural marvels.
@ Ladies Slide Tower: Screened from the public and exclusively for ladies, this water
slide allows the fairer sex to enjoy their share of fun and privacy.
@ Children's Slide Tower: The gently sloping slide is perfect for kids who love to
make a big splash in the water.
INDONESIA ZONE
The design of this zone is influenced by the ancient Buddhist architecture of temples
and stupas found in Indonesia. It is predominantly based on the renowned Borobudur
temple, considered to be one of the Seven Wonders of the World.
Men's Slide Tower: One of the main attractions of the Water Park, this mammoth slide with
its numerous twists and turns hurtles you into the water at top speed. Certainly a ride not for
the faint hearted!
JAPAN ZONE
After all the fun and frolic, pause for a while to catch your breath. This zone has
beautifully designed picnic-resting pavilions, themed after the famed teahouses of Japan,
situated amidst a serenely peaceful Zen garden with tributaries of the Lazy River as the
backdrop. The use of materials like bamboo, wood, rocks and pebbles complete the look and
add to the ambience.
@ Lazy River
Take a relaxing raft ride on the gentle current of the meandering river, as it snakes its
way through landscaped gardens and spraying fountains. Rain Dance When the days

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grow hot, sizzle with the moves of your favorite film star as the cool water sprinkles
down.
@ Rain Dance
When the days grow hot, sizzle with the moves of your favorite film star as the cool
water sprinkles down.
@ Amphitheatre
Watch, admire and applaud the performances of renowned artistes from all over the
world at the impressive Amphitheatre, with well-designed acoustics. The venue hosts
cultural programs, folk singing & dancing, puppet & magic shows, dance-dramas,
troupes from abroad, traditional celebration of festivals etc.
BUTTERFLY ZONE
It is of 3000 member‘s capacity where functions can be taken place.
WATER RIDES
 WAVE POOL
 RAIN DANCE
 LAZY RIVER
 WATER SLIDES
THRILL RIDES OR MECHANICAL RIDES
 GHOST HUNTER
 FAMILY TRAIN
 FLYING ELEPHANT
 CAROUSEL

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 RAIL CHASE RIDE
 PIRATE SHIP
 CRICKET
 SWING AROUND
 SPRING RIDES
 BUMPING CARS
 BULL FIGHT
 GO-KARTING
 BUNGY JUMP
FOOD COURTS
At the heart of the park, you come across an awesome sight. Rising spectacularly from a
water body is a huge domed structure that‘s an architectural tour de force. It houses the
impressive food court that promises culinary nirvana, offering a mélange of cuisines to satisfy
the most hardcore foodie. To indulge the gourmet in you, fine dining restaurants are located
at various points across the park, where master chefs create wonders you‘ll find impossible to
resist. Whether your taste veers towards international fare-continental, Mexican, Italian,
Chinese-or desi flavors - Punjabi, Chettinad, Andhra- you can be sure your appetite will be
fully satiated and your taste-buds memorably tickled.
 MAMAIAH (South Indian Restaurant)
 THINNAI (Multi Cuisine)
 MONALISA (Western)
 CLEOPATRA ( Chinese Restaurant)
 SAANCHI

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SHOPPING
Take a break from the fun and excitement and indulge in a spot of retail therapy, the
expansive shopping arcade, with shelf upon shelf of interesting gifts, souvenirs, handicrafts,
accessories, toys etc. in the 64000 sq. ft. area lets you enjoy hours of pleasant browsing and
bargain hunting. The best part is that you can shop at a leisurely pace, since the unique Night
Bazaar is open till the early hours of the morning to extend the pleasure even more. The
brand name given for the shopping mall is FREAKZ.
@ Apparels
@ Clothes
@ Beauticians
@ Gifts
@ Health & Skin
@ Hotels
MUSEUM
Haailand is not just about fun and games but is a destination that provides wholesome
edutainment ‘Valley of deluges-the museum, with its unique 3-d images manifesting life
takes visitors on a memorable journey through key chapters of history, stretching from the
hoary bygone era of satavahanas to the advent of India‘s independence. The story board
format traces the region history from 600 BC to the end of the British rule. The rich and
glorious history interestingly portrayed and visually related is an enlightening experience that
transports you to a wonderfully vivid path.
Different images found at BudhaPadam Museum [Tibet Zone]
 Dev Ni Mori- Buddhist Heritage, Gujarat
 Kandi Dungar Caves, Vadodara, Gujarat
 Ratnagiri, Jaipur

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 Nativity Sculpture, Lumbini
 Bodhgaya, Bihar
 Vishwa Shanthi Stupa, Rajgir Nalanda, Bihar
 Kanheri Caves, Mumbai
 Maha Stupa, Amaravati
 Various other caves and sculptures from Guntur District, Tadepalli, Gudivada,
Mangalagiri, Kondapalli, Ajantha, and other such places from Andhra Pradesh.
AYUR SUKHA
To keep you into pink of health and feeling rejuvenated, the ancient science of
ayurveda has all the answers Just check-in at ayursukha at haailand, and surrender to the
ethnic, age old therapies. Traditional doctors, expert masseurs and wellness trainers, through
an effective blend of ayurveda, yoga and meditation, offer holistic cures for ailments from
head to heel‖, while soothing and relaxing the mind. The salubrious envious contribute
immeasurably to the feeling of well-being and making you feel like a whole new person
AyurSukha is a combination of two words from Sanskrit,
Ayuhu + Sukha = AyurSukha
Longevity + Happiness = Lifelong Happiness
This actually means that one should be healthy as long as one lives. With the above
doctrine in mind, M/s. Agri Gold Organics Pvt. Ltd., - Herbs and Health Care division,
started the new centres by name ‘Ayursukha’.
PanchaKarma – Five Eliminative therapy methods, Cleaning procedures for Vomiting,
purgation, enema, nasal drop and bloodletting.
Panchnama therapies are useful in treating the following ailments:
* Underweight *Back and Neck Problems
*Stress * Fear and Anxiety High Blood Pressure
*Elimination of blockages * Diabetes

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Devanagari Spa- Beauty Therapy: By undergoing beauty therapies, the person enjoys a
sense of total well being, a sense of looking good, handsome, and beautiful- all of which
provide total self confidence.
Facilities in Devanagari Spa-
 Treatments for skin care
 Treatments for hair care
 Waxing
 Hands & Nail care
 Body Therapies
 Mehendi and Bridal Packages
 Obesity Treatments & Hydro Baths
 Physiotherapy
o Ortho conditions
o Neuro conditions
o Cardio conditions
o Respiratory conditions
Fitness and Wellness, Gym: to provide individuals with total self confidence and bring a
definite change in their lifestyle. The person enjoys an upright stature and walks tall and
healthy with continued fitness workouts.

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Yogalaya: One of the most important amongst the training to control mind and the body
simultaneously. A person who undergoes this treatment will be an embodiment of peace
which will fully reflect on his face.
Yoga Packages:
Relaxation techniques
Pranayama Dhyana Sadhana
Clinical Yoga
Vinyasa Yoga
General Yoga
Banquet Halls
When you have something special to celebrate, haailand is perfect venue. The well appointed
banquet halls and conference rooms lend every occasion a sense of gracious style while the
immaculate arrangements and catering help make the hosts work much easier. Haailand is the
perfect destination for the smooth and impressive conduct of:
Birthdays: Haailand, as a party venue, adds a special touch to birthday celebrations. The
package includes use of Banquet halls as well as the facilities of the park for the young ones
to have a memorable time.
Weddings: An event that is a once in a lifetime occasion, deserves a venue that’s just as
special. The beautifully appointed Banquet Halls as well as superbly manicured lawns,
immaculate catering services and the impressive ambience make sure the wedding vows turns
into WOWS!
Private Functions: When you have something special to celebrate, Haailand is the perfect
venue. The impressive Banquet Halls lend every occasion a sense of gracious style while the
immaculate arrangements and catering help make the hosts’ work much easier.

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Corporate Outings: With well-appointed conference rooms, banquet halls and an
unparalleled ambience, Haailand is the appropriate destination for conferences and meetings
of corporate who wish to reward performers and chart the future growth of their organizations
Corporate Events: The expansive area of Haailand coupled with top-of-the-line facilities in
terms of Banquet Halls and Conference Rooms make it the perfect venue to host corporate
events.
RESORTS
The Resort is set amidst 12 acres of beautifully landscaped gardens, incomparably designed
with the architecture dating back to Buddhist era, seamlessly blending contemporary and
traditional style while offering modern facilities. The resort lends itself very well to the twin
cities I.e. Vijayawada & Guntur by offering the requisites suitable to a wide array of travelers
with over 52 well appointed cottages, 9 boat houses located around a private island of sand.
Hall Name Capacity
Rahula 50
Koliya 50
Sakhya 100
Amrapali 100
Asitha 250
Yasodhara 250
Samahitha 1200-1500
Open Party Hall 2000-3000

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The rooms are in three categories to suit the needs of discerning traveler whether it be
business or pleasure. All the rooms and boat houses will have a bedroom and a private sit out
with a Tranquil view of the beautifully landscaped lawns, theme park, bird sanctuary. Skating
rink, lawn Tennis court and the swimming pools. All the Cottages are given individual names
that are associated with the life of Gautama Buddha.
Rooms
Deluxe: 32 well appointed deluxe rooms in 8 cottages, each cottage consisting of 4 rooms.
Over 250 Sft of living area with an additional 50 Sft of private sit out area.
Business: 20 well appointed Business class rooms in 5 cottages, each cottage consisting of 4
rooms. Over 300 Sft of living area and a spacious private setout of over 60 Sft. The
bathrooms are equipped with a bath tub and a rain shower, Shaving mirror etc.
Royal Suite: 9 marvelously designed Boat houses, shaped like a boat anchored around an
island of sand with a well equipped pantry for the long staying guests, with an additional
drawing room. The ceiling is also traditionally designed like a real boat and the bathrooms
are fitted with a bathtub, shaving mirror. The rear deck of the boat will act as private setout
area.

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Room Tariff (in Rs. + Tax):
* Extra bed/Person Rs 700*/-. * Our Check in / checkout time is 12 Noon.
* 5% luxury tax & 7.42% Service charges applicable on the published tariff.
A. Privileges for the in-house guest include
Complementary breakfast
Complementary High Speed WI - FI internet connectivity
Complimentary entry in to the Theme Park
Complementary refreshment basket in the room
Complimentary In Room Coffee / Tea making facility
B. Guest Amenities/Services
Safe Deposit Lockers
Mini Bar
Bath Tub (Business class & Royal Suites)
Ample car parking
Data port on phone
Flat panel T.V with digital network
Complementary Daily News Papers
Fitness Center
Health club
In house Laundry services
All Guest Room Amenities
C. Current Affairs & Business Magazines
Category Single Double
Deluxe 4000 4500
Business - 5500
Royal Suit - 6000

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II. Customer :
Haailand has so many products and different types of entertainment, which
doesn’t allow any person, be a kid or an old man, stay bored or even idle for a
minute. All the people are customers of Haailand since the different
segmentations are easily provided with their best pastime.
Demographic : All age groups have their own different types of entertainment,
like rides, water pools, amusements, museums, etc.
Geographic : Main customers arrive from the surrounding areas, i.e.,
Vijayawada, Guntur, Mangalagiri, Tenali, etc.
Economic : All classes of people can have their money worth entertainment at
Haailand as they are provided with different schemes of tickets, with
different privileges.
Organizations : Haailand provides different packages and offers to students,
colleges, institutions, clubs, cooperative societies, Organizations,
who approach collectively to enjoy the fruits of Haailand.
Customer Flow at Haailand:
No. of Customers
Weekdays (Mon-Fri) 400-600
Weekends (Sat-Sun) 1500-200
STP:
Segmentation: Children, Youth and Families
Targeted: Families and youngsters living in and around Vijayawada, and Guntur, and also
the tourists from all over India.
Positioning: It positioned itself as the only Amusement Park in almost half the state, except
for Hyderabad.

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III. COMPETITORS:
As Haailand has different business models, its competitors can also be analyzed in
different categories, such as
Amusement Parks:
 Adventure Island (Delhi)
 Essel World (Mumbai)
 Nicco Park (Kolkata)
 Ocean Park (Hyderabad)
 Veegaland (Kochi)
 VGP Universal Kingdom (Chennai)
 Wornderland (Bangalore)
Banquet Halls:
There are many other small and medium banquet halls in and around Haailand at
various hotels and such resorts. But the uniqueness of the Haailand, and the facilities
provided shall not be obtained at any other place.
Resorts:
The resorts or generally the hotel rooms are available to the general public at different
places, nearer to their localities, which are such as the Hotel Fortune Murali Parks,
D.V. Minor, Hotel Ilapuram, etc, which can be a little competitors to Haailand, and
also have been the most consistent in their business.
Treatment Therapies:
Various Hospitals, and the therapy specialists, are there near and around Vijayawada,
like the NRI Hospitals, Manipal Hospitals, Ramesh Hospitals, normal hospitals with
such facilities as specialists etc, who can be a competitor for Haailand in the aspect of
the treatment therapies.

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BUSINESS ENVIRONMENT
The internal environment of Haailand has already been identified, (Customers, competition,
suppliers). The external environment can be assessed through the use of PESTEL Analysis,
i.e.,
i. Political Environment
ii. Economical environment
iii. Socio-cultural environment
iv. Technological environment
v. Ecological environment
vi. Legal environment
Political environment:
The position in which Haailand is currently playing the whole market as a monopoly
in the entertainment industry, the political obligations and any further burden can be easily
cleared by the management, such that it wont be a problem to face at all.
Economical Environment:
The support provided by Agrigold and ARKA LEISURE CO. is enough for the
maintenance of the regular expenses, which is not much nearer to the gross income of Rs. 13
crores annually.
Socio-cultural environment:
As in Haailand almost all the cultures of the asia are observed clearly, there wont be
any problem regarding the discrimination of any particular culture, or creed.
Technological Environment:
In haailand, various new technologies are daily updated and all the records and data
are kept under highest modified and updated technical applications.
Ecological Environment:
The ecological environment at Haailand has been followed strictly by everyone using
its facilities. There shall be a 24*7 cleaning done by the particular department.

40
Legal Environment:
The commencement of Haailand has been done properly with all the legal regulations
followed, and the current running of the park is only after the regular inspections and checks
by the designated officials.
TECHNOLOGY
Technology plays a key role in any business. It cannot view that technology replaces
man power but reduces the effort of humans and increases the productivity and efficiency.
Due to many technological changes the impact of technology increased and it began to stand
as the winning edge for the companies and gives competitive advantage to the company. This
is been using a varied technology for the benefit of organization
Technologies used:
 Walky talkies are been used by the internal staff and invoice employees for the fast
communication.
 Soft ware used: In the accounts section they use Java soft .
 R.F.I.D.
 Wi-Max
 Barcode Scanners
 Digital Signatures
 Access Control & Biometrics
 Public Announcement Systems
 IP based Wireless Fire Detecting Technology

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SWOT Analysis of Haailand:
Strengths:
 Monopoly in the market
 Location suitable for customers to approach easily
 Recurring customers
 Hospitality
 Exciting slides and water pools, mechanical rides for all age groups
 Culture and heritage of various Asian cultures
 Architecture from all over the world
 Provocative attitude of the employees in marketing
 Support from local authorities and state government
 Situated over a massive area of 42 acres
 Transport facilities
 Only park and resort available in all of Andhra Pradesh
Weakness:
 Not very popular outside Andhra Pradesh.
 High prices.
 Heavy costs on food and snacks.
 Seasonal attraction for customers.
 No proper guidance to the customers to navigate themselves.
 Lack of regular transport.
 Most of the visitors are local families, who visit mainly during the holiday
season, hence the business is slack during the rest of the year.
Opportunities:
 Scope for expansion
 Future modifications can be done
 It is one of the very few large amusement parks in South India

42
 Creating more such customer grabbing games and themes
 Huge area for expansion
 Creating a monopoly in the entertainment sector and reigning
 Specialized treatments for health problems
 Space for more themes for customers
Threats:
 The concept of Amusement parks is still not very developed in India and
neither in Andhra Pradesh, hence may take time find popularity with the
masses.
 If the park stops adding new and innovative attractions from time to time it
may lose its popularity.
 Natural hazards.
 Mischievous customers causing trouble.
 Oral publicity problems
 Monotone - may cause negative effects of monopoly.

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Organizational Chart of ARKA
GROUP CHAIRMAN
CHAIRMAN - ARKA
MANAGING DIRECTOR
EXECUTIVE DIRECTOR
DIRECTOR
HOSPITALITY ACCOUNT
S
GM – OPERATIONS
(TECH)
ELECTRICAL
GM -
MARKETING
MARKETING
MEDIA
RELATIONS
F & B
Services
Ops.
F & B
Production
Sr. Corporate
Chef
HOUSE
KEEPING-
Executive
House
Keeper
TOURISM &
TRAVELS
FRONT OFFICE
FACILITIE
S
SR.MAN
AGER
STORES &
LOGISTICS
RIDES
HRD
AGM
CIVIL.
D.G.M
POOLS &
PIPELINE
IT
P.A.SYSTEMS
ARKA ORGANISATIONAL STRUCTURE

44
ORGANIZATIONAL CHART OF RIDES DEPARTMENT
ORGANIZATIONAL CHART OF EVENTS DEPARTMENT

45
ORGANIZATIONAL CHART OF ELECTRICAL DEPARTMENT
ORGANIZATIONAL CHART OF CIVIL DEPARTMENT

46
ORGANIZATIONAL CHART OF ACCOUTS DEPARTMENT
ORGANIZATIONAL CHART OF F & B CONTROL DEPARTMENT

47
ORGANIZATIONAL CHART OF F & B PRODUCTION DEPARTMENT
ORGANIZATIONAL CHART OF H.R DEPARTMENT

48
ORGANIZATIONAL CHART OF IT DEPARTMENT
ORGANIZATIONAL CHART OF FACILITIES DEPARTMENT

49
ORGANIZATIONAL CHART OF FRONT OFFICE DEPARTMENT
ORGANIZATIONAL CHART OF HOUSE KEEPING DEPARTMENT

50
ORGANIZATIONAL CHART OF MAINTENANCE DEPARTMENT

51
ORGANIZATIONAL CHART OF MARKETING DEPARTMENT

52
ORGANIZATIONAL CHART OF OPERATIONS DEPARTMENT

53
HUMAN RESOURCE MANAGEMENT
IN HAAILAND
Two types in H.R. Functions:
Managerial Function Operative Function
1. Planning 1. Staffing
2. Organizing 2. Development
3. Directing 3. Motivation & compensation
4. Controlling 4. Maintenance
5. Integration
Types of Personnel Records
1. Records of employment: Applicants part records, list sources, employees progress,
medical records, etc.
2. Wages and salaries records: Payroll records, methods of wages and salaries, leave
records, turnover records and other benefit records.
3. Training and development records: appraisal reports, transfer cases, training
schedules, training methods.
4. Health and safety records: sickness reports, safety provisions, medical history,
insurance reports, etc.
5. Service records: bio-data, residential and family information, academic
qualifications, marital status, past address and employment records.

54
H.R.Department tasks
Time office & attendance Recruitment
1. Attendance recording 1.Man power planning
2. Leaves recording 2.Man power recruitment
3. Daily attendance report 3.Maintenance of resumes, data
4. Absentees report 4.Manpower advertising
5. Late comers report 5.Interviews
6. Cumulative man day registers 6.Call letters
7. LOP in payrolls 7. Securing of applications
8. Physical verification of staff 8. Appointments orders etc
9. Training & Development
Payrolls Processing Statutory complains
1. Setting inputs from all sources 1. PF&ESI Coverage
2. Inputs feeding & pay processing 2. Challans Preparations
3. Output generation 3. Statutory Audit
4. Report generations 4. PF Settlements
5. Statutory report 5.ESI functions
6. OT payment 6. PT Payments
7. Loans & Advances Deductions
8. Bonus Payment
9. A/c settlement
Personal Administration Rents Procedure
1. Attendance recording 1.Rent Agreements Maintenance
2. Personnel fills Maintenance 2. Rent Payment
3. Promotions, transfers and disciplinary actions 3. Rent enhancement
4. MIS Generations 4. Rent terminations
5. Man power inventory 5. Deposits refunds

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Grievances, D.R/B.R & Equipments INWORD/OUTWORD
1. Grievance Staff 1. Inward/Outward Register
2. Up keep and maintenance of office equipments 2. Dispatch records maintenances
3. T.A Bills & Staff hoists 3. Internal Courier Records
4. Dept/Area General relations 4. Rent terminations
5. General information 5. Deposits refunds
6. Stationary maintenance
House Keeping Travel Disk
1. Housekeeping of all Departments & Buildings 1. Travel arrangements
2. Sweepers attendance 2. Accommodations
3. Sanitary Equipments Maintenance 3. Transport arrangements
4. Material record Maintenance

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CULTURE : CONCEPTUAL FRAMEWORK
Basic Concepts & Definitions:
Culture has been defined differently by various scholars. According to Kroeber and
Kluckholn (1952), Culture consists of patterns, explicit and implicit, of and for behaviour
acquired and transmitted by symbols, constituting the distinctive achievement of human
groups, including their embodiment in artefacts. The essential core of culture consists of
traditional ideas and especially their attached values.
Anthropologist Symington (1983) has defined culture as, “…that complex whole
which includes knowledge, belief, art, law, morals, customs, and capabilities and habits
acquired by a man as a member of society.”
The Indian perspective of culture is given by Sinha (2000) suggests that “Culture
consists of totality of assumptions, beliefs, values, social systems and institutions, physical
artefacts and behaviour of people, reflecting their desire to maintain continuity as well as to
adapt to external demands.”
“The collection of relatively uniform and enduring values, beliefs, customs, traditions
and practices that are shared by an organization’s members, learned by the new recruits and
transmitted from one generation to the next generation.”
- Edgar Schein.
“….the elements that define a healthy work environment [include] collegiality and
sharing; recognizing employee’s contributions, having policies that are based on trust, doing
what we say we will do both individually and as an organization, [and] encouraging
employees to have a balance of life.”
-Beyond the talk: Achieving a healthy & productive work environment, 1999
“A state of complete physical, mental and social well-being.”
- WHO (World Health Organization)

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Work culture is of levels of interaction among organizational factors (boundaries,
goals, objective, technology, managerial practices, material and human resources, and the
constraints) and organismic factors (skills, knowledge, needs, and expectations) interact
among themselves at various levels. Over a period of time they develop roles, norms and
values focusing work and is called Work Culture.
Work Culture:
Work Culture plays an important role in extracting the best out of the employees and
making them stick to the organization for a longer duration. The organization must offer a
positive ambience to the employees for them to concentrate on their work rather than
interfering in each other’s work.
What is Work Culture?
Work culture is a concept which deals in the study of:
 Beliefs, though processes, attitudes of the employees.
 Ideologies and Principles of the organization.
It is the work culture which decides the way employees interact with each other and
how an organization functions. In layman’s language work culture refers to the mentality of
employees which further decide the ambience of the organization.
Any organization is said to have a strong work culture when the employees follow the
organization’s rules and regulations and adhere to the existing guidelines. However there are
certain organizations where employees are reluctant to follow the instructions and are made
to work only by strict procedures. Such organizations have a weak culture.

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Characteristics of a Healthy Work Culture:
 Employees must be cordial with each other. One must respect his fellow worker.
Backbiting is considered strictly unprofessional and must be avoided for a healthy
work culture. One gains nothing out of conflicts and nasty politics at work.
 Each employee should be treated as one. Partiality leads to de-motivated employees
and unhealthy work culture. Employees should be judged only by their work and
nothing else. Personal relationships should take a backseat at the workplace. Don’t
favour anyone just because he is your relative.
 Appreciating the top performers is important. Praise the employees to expect good
work from then every time. Give them a pat on their back. Let them feel indispensible
for their organization. Don’t criticized the ones who have not performed well, instead
ask them to pull up their socks for the next time. Give them one more opportunity
rather than firing them immediately.
 Encourage discussions at the workplace. Employees must discuss issues among
themselves to reach to better conclusions. Each one should have the liberty to express
his views. The team leaders and managers must interact with the subordinates
frequently. Transparency is essential at all levels for better relationships among
employees and a healthy work culture.
 Organization must have employee friendly policies and practical guidelines.
Expecting an employee to work till late night is simply impractical. Rules and
regulations should be made to benefit the employees. Employees must maintain the
decorum of the organization. Discipline is important at the workplace.
 The “Hitler approach” does not fit in the current scenario. Bosses should be more
like mentors to the employees. The team leaders should be a source of inspiration for
the subordinates. The superiors are expected to provide a sense of direction to the
employees and guide them whenever needed.
 Promote team building activities to bind the employees together. Conduct training
programs, workshops, seminars and presentations to upgrade the existing skills of the
employee. Prepare them for the tough times. They should be ready under any odd
circumstances or change in the work culture.

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A few other characteristics for any company culture, to make it successful, as follows:
 Mission clarity
 Employee commitment
 Fully empowered employees
 High integrity workplace
 Strong trust relationships
 Effective systems and processes
 Performance-based compensation and reward programs
 Customer-focused
 Effective 360 degree communications
 Commitment to learning and skill development
 Emphasis on recruiting and retaining outstanding employees
 High degree of adaptability
 High accountability standards
 Demonstrated supported for innovation
Types of work culture:
Work culture can be broadly defined as how employees describe their working
environment. While some cultures will be defined naturally based on a small business
owner’s leadership style or industry type, a lot of it will also be determined by the employees
you hire and the office tone that management sets. How you implement your unique business
culture in day-to-day operations can help to attract and retain talent while ultimately
contributing to your business’ standards. Like varied personalities, there are various types of
organizational cultures that function by adhering to a stipulated method of working, best-
suited to their core business.

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The diverse organizational cultures that mold the structure of a business are as follows:
 Appreciative culture: While employees value bonuses and promotions in recognition
of a job well done, there is more to creating a culture of appreciation. Studies have
shown that employee prefer an in-person ‘thank you’ or a positive report delivered to
senior management. While it may feel awkward at first, research indicates this kind of
approach motivates employees to repeat good performance and correct workplace
issues when they arise.
 Innovative culture: Innovative companies tend to be fast moving and often
encourage employees at all levels of the organization to take risks. Such companies
seem to be guided by research, such as a Harvard University study, that says there is
direct correlation between an employee’s autonomy and their creative output. Senior
managers in this type of culture need to be wary of burnout, making it even more
important to communicate regularly with staff.
 Merging cultures: When two companies merge, it is crucial to pay attention to
combining two distinct cultures. In fact, ignoring the issue can not only have negative
impact on the employee morale, but can ultimately undo the partnership. While in
some cases the dominant culture, prevails, it is best for merging companies to build a
new culture based on the shared values, processes and philosophies.
 Family business culture: Family businesses are often multi-generational and,
therefore, have long-established norms, processes and rituals. On the plus side, they
are known for mentoring and cultivating employee’s career growth over the long haul.
On the downside, due to a family-like environment, employers may be more hesitant
to let underperforming employees go. Keeping these types of employees around could
have a negative impact on work output and office morale.
 Trust-based culture: While trust is arguably important in any business setting, there
are companies that actively seek to foster this type of environment. These companies
are built on solid relationships between and among management and employees, as
well as with customers. Additionally, they are committed to an open-door policy and
transparency in their transactions and agendas.

61
 Normative culture: In a normative culture, the organization stresses on implementing
the organizational procedures in a correct manner, and according to the norms and
rules defined. This kind of culture is perceived to portray a high standard of business
ethics.
 Pragmatic culture: In contrast to normative cultures, stress in laid on satisfying the
wish of their clients. In this type of organizational structure, the client is virtually
deified. The prime concern of every employee is to cater to the needs of the client,
attain, and retain the business they may invite through the clients.
 Academy culture: In this kind of culture, employees are highly skilled, and the
organization provides an environment for the development, and honing of employee
skills. Examples of this kind of culture are hospitals, universities, and large
corporations. Employees tend to stay with the organization, and grow with(in) it.
 Collaborative work culture: Often referred to as Clan culture, an organization that
adopts a collaborate work culture offers a congenial and amiable environment to work
in. the feeling one derives while working in this type of organization is that of comfort
and coercive motivation. This organization consists of superiors who provide more of
guidance, and less of governance. The organization is based on worker-welfare, where
you have the employees’ interest in the foreground with his skills valued, and
performances handsomely rewarded. Insinuating and developing teamwork is the
most vital element of the organization.
 Adhocracy work culture: It is a type of organization that is altered to provide an
environment to accrue one’s creative acumen. Ideas are encouraged, and out-of-box
thinking is an appendage-cum-motto. Dynamism is defined best when the workforce
has the free will to conceive an out-of-ordinary idea; the development of which, may
lead to success; inadvertently, to higher levels of morale, and monetary incentives.
 Baseball team culture: In this kind of culture, the employees are ‘free agents’, and
are highly prized. These employees find employment easily in any organization, and
are highly in demand. There is, however, a considerable amount of risk attached to
this culture, as it is very fast-paced. Examples of this kind of culture are advertising,
and investment banking, to name a few.

62
 Club culture: Usually, the employees stay with the organization for a long time, and
get promoted to a senior port, or level. These employees are hand-picked, and it is
imperative that they possess the specific skills required and desired, by the
organization. Examples of this kind of organization are law firms, the military, etc.
 Fortress culture: Employees are not sure if the will be laid off or not by the
organization. Very often, this organization undergoes massive changes. Few examples
of this type of culture are loans and savings, large car companies etc.
 Macho culture: The most important aspect of this kind of culture is big rewards, and
quick feedback. This kind of culture is mostly associated with quick financial
activities; like, brokerage, and currency trading. It can also be related to activities,
like, a sports team, a police team, or branding of an athlete. This kind of culture does
not eschew high levels of stress; instead they are known to reach the apotheosis of
efficiency. The employees are expected to possess a strong mentality for survival in
the organization.
 Work hard/ Play hard culture: This type of organization does not involve much
risk, as the organizations, already, consist of a firm base coupled with a strong client
relationship. This kind of culture is predominantly opted by the large-scaled
organizations that have gained their customer’s trust and support; subsequently rolling
out a specialized jargon, and is qualified with multiple-team meetings.
 Bet your company culture: In this type of culture, the company makes big, and
important decisions over high stake endeavours. It takes time to see the consequence
of these decisions. Companies that postulate experimental projects, and researches as
their core business proposition, adopt this kind of culture; for instance, a company
designing experimental military weapons may implement the said type of culture.
 Process culture: This type of culture does not include the process of feedback. In this
kind of culture, the organization is extremely cautious about the adherence to laws,
and prefers to abide by them. This culture bestows consistency upon the organization,
predominantly meant for public services.

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History of Global Efforts to Improve Worker Health
The origin and evolution of efforts to improve worker health, safety and well-being
are complex, as ideas about how best to achieve the WHO’s and ILO’s goals for workers
have evolved over time. WHO and ILO joined forces very soon after WHO’s formation, in
the Joint ILO/WHO Committee on Occupational Health, recognizing the importance of these
issues. It is relatively recently, however that health promotion has specifically been linked to
work place.
A brief chronology of key events and declarations is as follows
Year Events / Declarations Main purpose
1950
Joint ILO/WHO Committee on
Occupational Health
Initialized collaboration,
continuing till date.
1978 Declaration of Alma-Ata
Healthcare brought as close as
possible to where people live
and work
1981 ILO Convention 155
Prevent accidents & injury to
health, arising out of work
1985 ILO Convention 161
Occupational health services
in public and private sectors.
1986 Ottowa Charter
Enable people to increase
control over their health.
1994
Global Declaration of Occupational
Health for all
Declaration of occupational
health
1997 Jakarta Declaration of Health Promotion
Importance of social
responsibility for health,
expanding partnership for
health, securing infrastructure
for health.

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2002
Barcelona Declaration on Developing
good Workplace Health Promotion(WHP)
in Europe
No public health without good
workplace health
2005
Bangkok charter for Health Promotion in a
Globalized world.
A requirement for good
Corporate Practice
2006 Stresa Declaration on Workers Health
Create better working health
conditions for all workers
What is a Healthy Work Culture?
A Healthy Work culture is one that effectively attracts, retains and engages
employees. A workplace can be considered healthy if three key elements are addressed in an
integrated manner. These three elements are:
1. Occupational Health and Safety
2. Health Promotion
3. Organizational Health
Ways to create a Healthy Work Culture:
Share the big picture:
Help people see how their individual role supports the work of your department, your
division, department, and ultimately the goals of the organization. Let them know how their
contribution makes a difference. Share information about that’s happening in the organization
that will help them understand why the your organization is such an exciting place to be.

65
Have a plan and communicate:
Create opportunities for conversations about successes and what is working well, and
what we can improve. Create opportunities for people to collaboratively work on projects
together. Invite people to share their perspective and welcome their ideas about how to do
things even better. Be available to your colleagues, invite favebook, and keep communication
open from both the ends.
Provide Tools:
Streamline processes and procedures wherever possible to improve efficiency of time
and effort. Ensure people have the tools and information that will support their productivity.
Link them to the resources they need to be effective in their position, including where to get
information and advice on how to be successful.
Promote Safety and Health:
Provide training and safeguards that address workplace safety and security issues.
Encourage exercise, healthy eating, and other beneficial health habits. Remind people of the
benefits of taking breaks with heavily practices that help them recharge to improve
concentration, focus, mood, and energy. Create opportunities for colleagues to walk or do
athletic activities together.
Tend to relationships:
Create healthy work relationships and collaborative partnerships returns attention and
positive intention, careful listening, speaking up in appropriate ways, healthy and creative
resolution of conflicts, reinforcement for respectful behaviour, and mutual support for
learning and growth.
Express Appreciation:
Find creative ways to recognize people’s contributions. Take advantage of every
opportunity to express your appreciation, in public, and try to give advices of negative
attitude, in a manner that it doesn’t hurt the personal respect of the person, so that the
employees who hear such things shall not get effected by the treatment. It doesn’t take long,
and it has a great impact.

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Encourage ways to have fun at work:
We can be productive and have fun at the same time. Holding things lightly and
having a sense of play relieves stress, promotes a positive outlook, and increases creativity.
Be a good Role Model:
Sometimes our own example is the most powerful means of influence. Be aware of
and intentional about how you show up, and honour the power that you have to make a
difference in the lives of those around you.
Healthy Workplace framework & Model
Avenues of influence for a healthy workplace
1. Physical Environment
2. Psychological work environment
3. Personal health resources in workplace
4. Enterprise community involvement
Process for implementing a healthy workplace program.
Mobilize
Improve
Evaluate Do
Plan
Prioritize
Assess
Work Place

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Objectives
Executive Training
 To understand the elements that define a healthy work environment
 To define the role of HR in creating a Healthy workplace to his employees
 To identify the methods of planning, managing and reinforcing the workculture as
suits best for the organization on the long run.
Learning objectives
 To fully utilize an opportunity to practice in real-time scenarios the concepts learnt in
class-room.
 To experience the time-bound activities, and its pressure handling
 To analyze and understand personal strengths and weaknesses
 To get exposed to corporate culture and acquire professional experience in
implementing the conceptual aspects in real-time activities
 To improve
o Managing interpersonal relationships
o Goal orientation
o Team work
o Conceptual knowledge
o Data analysis ability
o Performance and result orientation

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Tasks Assigned
My main task is to understand “Identify the Roles and Responsibilities of HR
manager in creating a Healthy Work Culture for the employees of the organization.”
Its Sub tasks involve
 Understanding the theoretical study on the elements of work culture, on the global
scenario.
 Identifying the current scenario of work culture at Haailand [Practicality]
 Maintaining a relationship between the theoretical study and practical applicability of
such theory which enables best output for the organization.
 Preparing a complete study and assessment on the work culture adopted at Haailand
which makes sure that the employees feel more accustomed and free at work place.
Strategies
 As the task assigned mainly focuses on the study regarding the subject matter, only
the theory part is being followed till now.
 Various books, journals, articles, secondary data from previous such patterned reports
has been observed and analysed for further study of current tasks.
 The practicality of the subject will be analysed through interacting with the HR
department and the related other members of the organization so as to understand the
level of practicality, and its usefulness (satisfaction).

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Tools
 A questionnaire is prepared regarding the employee satisfaction towards the current
Work Culture at the work place.
 The sample for questionnaire is obtained under the guidance of Mr. D. S. Raju sir,
AGM, HR Department.
 Personal observation is also applied to understand the scenario of work culture and its
effects on the employees of the organization.
Questionnaire:
A questionnaire has been prepared for the better analysis of the employee’s satisfaction
regarding the work culture he is working in.
o The questionnaire was formed on the context with questions which clearly
mention all the aspects of the work culture of the employee and the
organization at a large extent.
o It is thought wise to make the questionnaire a long and elaborate one so as to
cover all the aspects without missing the minor aspects which also make the
greatest impact on the employee satisfaction on the culture he is working in.
o All the questions have been categorized into five categories, as under
 Employee involvement in decision making.
 Peer communication and Peer support
 Job factors and Role Clarity
 Physical Work Conditions, Infrastructure and Resources
 Compensation and Benefits, Recognition and Appraisal
o To develop the questionnaire I have followed different previous such
questionnaires on work culture and also some major research reports which
have similar objectives, as the ones I am performing.

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 Questionnaire on work culture by Solomon, K. Yamini
 A framework for public reporting on Healthy work cultures in Ontario
Healthcare settings, 2010, by Dr. Ben Chan, Ontario Health Quality
Council
 The culture in workplace questionnaire by ITAP International
 Sample Survey Organizational Culture, by Question Pro
 Work Culture Questionnaire by Psych Press, Talent Management
psychologists
 Creating and Maintaining a healthy work culture, Ken Kraybill, 2003.
 Questionnaire on the working culture, Prof. Michael Bloor, Dr.
Michelle Thomas
 Healthy Work Place audit, British Heart Foundation, England and
Wales.
I have studied all these articles and questionnaires, from various authors, and other
blogs and websites, and understood the various elements of work culture and its divisions
(categories). Through these, I could easily frame a questionnaire into five groups of each with
a particular concept, and hence while analysis comes, it shall be easy to provide a clear
distinguish between each element of work culture.

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Research Design
This type of project can be put under the category of a Descriptive research design,
where the main question is, ‘What is going on?’ It is fact finding in nature. I have taken this
project to find out how the work culture proposed and followed by the company is being
actually followed, at Haailand.
It is mainly aimed at describing and measuring the characteristics of individual or a
group, describing the state of affairs of the current situation. It focuses mainly on disclosing
associations between variables, and not the causality.
It can also be categorized into a Business Research, as it is a purposeful investigation
that provides, the organization, the information required for decision-making. This allows the
decision-makers to know what is actually happening and how big is the variance between
actual and standard.
By acquiring the appropriate information the decision-makers can minimize the
probability of making a wrong choice among alternative courses of action.
Sampling
As there are more than 600 employees working in Haailand, it is quite difficult to
approach all the employees and take their opinion on the work culture they are being
involved in. It shall be more than a heavy task to perform such survey.
When I approached with a questionnaire, Mr. D.S.Raju Sir, gave me a list of 16
employees, from various departments and different designations. I can put this type of
sampling only into a “Prescribed Sample, by experts and professionals”.

73
The list of Sample, ‘Prescribed Sample’, is as follows:
S.
No
Name of the
Respondent
Designation/
Department
S.
No
Name of the
Respondent
Designation/
Department
1 Mr. Kantha Rao Marketing 9 Mr. K.Shekhar Housekeeping
2 Mr. HariKrishna Accounts 10 Mr. Subbha Rao Protocol
3 Mr. Bhaskar Sr. Corporate
Chef
11 Mr. P.C. Rao F&B Services
4 Mr. Babu Rao F&B Services
Manager
12 Mr. Satyanarayana Facilities
5 Mr. Uma
MaheswarRao
Electrical
Department
13 Mr. Ramesh Designer
6 Mr. Rajeev Business Desk 14 Mr. Nageswar Rao F&B
Production
7 Mr. Yagama Reddy Manager, Rides 15 Mr. Manoj Electrical
Deaprtment
8 Mr. Kiran Kumar Accounts 16 Mr. K.Venkateswar
Rao
DGM, Civil

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Achievements
A.Theoretical study:
Theoretical has been completely understood regarding the Healthy Work environment.
To understand the theoretical concepts, I have followed articles and reports on the
‘healthy work culture’, by various authors and experts, like
 Creating healthy workplace environment by Mr. Rezaul Karim
 Healthy Workplace Strategies by Graham S. Lowe
 HEALTHY WORKPLACE FRAMEWORK by Joan Burton
 HR Impact on Corporate Culture - The Human Resources Social Network
 The relationship between Organizational Culture and Human Resource
Management by Hooman Abadi, Rouzbeh Abadi
 Impact of Culture on Human Resource Management Practices by Zeynep Aycan
 Role of HRM in Organisational Culture by Weber, Y. and Kabanoff,B.
 What is HR’s role in developing Corporate Culture by Kim Lamoureux
 Roles that Managers and Leaders play in creating and maintaining a Healthy
Work Culture by Robert Smith
 WaystoCreateaHealthyWorkEnvironment_2-1-11 by Terri Werner
 Healthy Work Environment-Successful practices, by Eddie Beecher
 Building a Healthy Work Environment by C. Byerand and K. Ellis
 Etc…..

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Through the theoretical study I have understood, the basic concepts of Work Culture, and its
elements such as,
 The basic concepts and definitions,
 History of work culture in the context of a global scenario
 What is a healthy work culture, in general
 Different elements of work culture
B.Practicality:
The practicality of the theory is being understood and analysed for the extent of its
applicability at Haailand.
 To understand the practicality I have tried to approach the HR department staff to get
the basic context of work culture at Haailand
 But I have understood that it is not a subject or topic which can be explained on the
paper. It shall have to be felt while on the job to get the whole understanding of the
culture of any organization.
 So I have thought of approaching the employees directly and observing their own
personal feeling about the work culture at which they are working, and how far are
they satisfied regarding the various concepts.
Learnings
Internship at Haailand has provided me greatest opportunity to acquire the knowledge,
regarding the corporate business procedures and cultures at higher levels of management. I
shall carry the highest privilege of experiencing the whole procedures and actual way or work
life, before even acquiring the eligibility for such exposure, at the closest possible way, as I
have worked along with the HR department, I could have easy access to all the other
departments, and grasp the proceedings at each department individually. I have learnt all the
norms and procedures of a corporate culture, through the help of the staff at Haailand, who

76
have never responded negatively or neglected me whenever I have approached them, at
anytime.
In the course of this SIP, I have learnt,
 The value of time, through various time-bound activities, like preparations of reports,
timely analysis, utilizing the time when I had to prepare a questionnaire, getting the
questionnaire done before it is too late for analysis, etc.
 I have understood that a job is not done without the support of a team or group, where
the employee works, may it be direct or indirect support.
 I have also learnt the skills which a person of any profession, or position, shall make a
habit to keep them along with him for success, such as the interpersonal skills, with
peers and colleagues, obedience and punctuality, respect and behavior, attitude
towards both superiors and subordinates, etc.
 I have also got the opportunity to learn different aspects in HR, through the projects
done by my peer group, with whom I have done the Internship. I came to know the
details and its application at organizational level, of different aspects like,
‘Recruitment and Selection’, ‘Training and Development’, ‘Talent Management’,
‘Employee Retention’, ‘handling employee grievances’, ‘Various procedures to be
followed to Establish a new enterprise’, etc.
 I have adjusted my own attitude to get accustomed to the new peer group I am
working with. Earlier I never tried to approach other people and be socially active, as
I thought it is not my cup of tea. Then when I have started the SIP here, in Haailand, I
met these new people(interns), but they took no time to behave as a part of their own
family and become very close to each other in no time. I have understood that the
work stress of any employee can be relieved by the peer group he works with, if he is
ready to get involved with them, as much as he expects them to be supportive.
 Finally I have analysed my own strengths and weaknesses, through the regular
feedback of my own behaviour and attitude, through my personal observation. I have
myself recognized the change in the way I speak to other people or the way I perform
my tasks.

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Results
The results from the questionnaire are each categorized into 5 categories, which shall
be a lengthy process for the analysis part, as there are total of 56 questions. Hence I have
chosen to take an average of each category, and then take the average response the total
response of the sample for that particular category. The process of calculating each
respondent’s response for the questions of that category and then taking the average of the
whole category is explained below.
s. disagree disagree neutral agree s. agree
Q. No 1 2 3 4 5
A. Organizational Decisions/Communication (manager)/ Employee's
Involvement
1 1 2 4 6 3 16
2 1 3 3 6 3 16
3 0 2 5 6 3 16
4 1 0 4 8 3 16
5 0 0 5 8 3 16
6 1 0 4 8 3 16
7 0 0 3 7 6 16
8 0 0 3 4 9 16
9 0 2 3 8 3 16
10 2 2 3 7 2 16
11 0 0 4 3 9 16
12 0 0 2 6 8 16
0.5 0.916666667 3.583333333 6.416666667 4.583333333 16

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The total number of respondents for each question are 16. Here the category 1 is
taken, which is ‘Organizaitonal decisions/ Communication (Manager’s)/ Employee’s
involvement’, where there are a total of 12 questions on different aspects of the category. The
total of the respondents who have opted for scale 1, i.e. ‘strongly agree’ is added, and then
taken average by dividing it with 12.
In the question no.1, only 3 persons have opted for strongly agree. In question no.7, 6
persons have opted for strongly agree. In question no,11, it is 9. But when we take the
average number of respondents who have opted for strongly agree, we get the total of the
responses for each question divided by the number of questions, i.e. 4.59 out of 16.
sum of responses at that option for all the questions
Average = . .
Total number of questions
Hence the number of respondents who have opted for the choice of ‘strongly agree’
has come to 4.59 out of 16. In this way it shall be easily categorized, and analyzed for the rest
of the categories too, and a result shall be expressed for the total number of respondents and
their levels of satisfaction for the work culture they are being treated in.

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Category I: Organizational Decisions/Communication (manager)/ Employee's
Involvement
Purpose: In this category I have tried to understand the level of involvement of an employee
in the organizational decisions and the communication between the manager/supervisor and
the employee by putting in a few questions which include:
 My manager is willing to share decision making power with employees
 I have input into organizational decisions
 I have freedom to take decisions regarding my workplace
 My manager/supervisor gives me regular feedback
 I feel free to ask advice/support from my manager
 Management uses the feedback for future decision making purposes
 There is a two-way communication between the employer and the employee
 Employees contribution is noted and respected by the organization
 My personal job performance is essential for the development of my organization
By placing these questions in front of the employee, I shall try to understand how he
is being treated at the level of management perspective, and how far is his involvement in
the organizational decisions, and how an employee is being treated by the employer (or)
the immediate supervisor/manager.
Result:
Category 1 Strongly Disagree Disagree Neutral Agree Strongly Agree
No. of
respondents (16)
0.5 0.91 3.59 6.42 4.58

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Interpretation:
Out of the 16 respondents, all the options on the scale have been opted, but mainly the
response has been positive, with 9 out of 16 choosing for “agree” or “strongly agree”. This
shows that 69% of the employees are satisfied with their involvement in the organizational
decisions and the communication with the manager/supervisor is good and satisfactory.
3% 6%
22%
40%
29%
Organizational Decisions/ Employee
Involvement
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree

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Category II: Teamwork/ Colleagues/ Peer Communication
Purpose:
This category has been put to the employees to find out how they feel about their
colleagues and levels of satisfaction towards the teamwork and the peer communications at
Haailand. The effect of the communication levels between the employees has been tried to be
understood by the following questions:
 There is a good team work and communication in my team / organization
 Employees in my team cooperate with each other to get the job done
 Sufficient encouragement is provided by the teammates at work
 Everyone is encouraged to participate in groups/teams
 Team meetings are conducted regularly
 Team success is celebrated as a group achievement
 I am recognized and respected [ in my team/by my team mates]
 I ma happy to be working in teams than alone
 All the information is shared equally in my department
Through these questions the level of the employee satisfaction with his peer group and his
supportive environment in the work place shall be analyzed.
Result:
Category. 2 Strongly Disagree Disagree Neutral Agree Strongly Agree
No. of
respondents (16)
0.37 0.19 2.45 6.36 6.63

82
Interpretation:
From the above chart, it can be easily understood, that the levels of satisfaction of the
employees regarding the team work and the communication between the peer groups has
been well established and cherished among the employees of Haailand. A total of 82%
towards the positive side of the chart show that the employees are having a great time being
in teams and they enjoy the way they work with their teams or groups rather than working
alone on a desk, at a private office room or an abandoned personal chamber.
2% 1%
15%
40%
42%
Teamwork/ Colleagues/ Peer Communication
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree

83
Category III: Job Factors/ Control/ Demand/ Role Clarity
Purpose:
This category shall provide the information regarding the employees understanding
of his / her role in the particular team/department or the organization he/she is working in.
The different aspects such as the job factors, job control, role clarity and the job demands of
the employee are mentioned in this category and the employee is asked to furnish the levels
of satisfaction he feels in each of this aspects.
 I have clear understanding of the goals and objectives of my organization
 I have no doubt that what I do is important to the organization
 I am encouraged to develop new and efficient methods to do the work
 The amount of work I am expected to do is appropriate
 There is possibility to perform multi-tasks in my department
 I understand the day-to-day objectives of my department
 I know what is expected of me during the job
 My job/responsibility is clearly described
Result:
Category 3 Strongly Disagree Disagree Neutral Agree Strongly Agree
No. of
respondents (16)
1.5 1.2 3.7 4.8 4.8

HR's Role in Building Work Culture at Haailand

HR's Role in Building Work Culture at Haailand

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