BLEND & BREW
GO AHEAD! MAKE MY COFFEE
SHRM - UM18MB556
Group Assignment Presentation
SECTION C
MEMBERS NAME WITH SRN:
AHESASH BISHOYI – PES1201802217
RAKSHA NAYAK – PES1201802266
SHREYA PAI – PES1201802313
SNEHAL RD – PES1201802327
ANOOP KN --- PES1201802603
BLEND & BREW
GO AHEAD! MAKE MY COFFEE
A company crafting amazing decaffeinated coffee
All the qualities of the coffee you love, without the caffeine
we use 100% organic and chemical free process of decaffeination
We provide sustainable foods for a healthy lifestyle.
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VISION STATEMENT
To become Global Leader in Environmentally Responsible
Decaffeinated Coffee
3
MISSION STATMENTS
Our mission is to provide consumers with the best tasting and the most nutritious
coffee which would make them feel something that is so unique that it is
unexplainable by word-of-mouth . when they drink our coffee delightful moments
shall be sprinkled in their everyday.
4
OBJECTIVES
Maintaining our commitment to making and selling decaffeinated coffee.
Pursuing industry leadership in team resources, operations for winning awards for
organisational and operational excellence
operating without incident which creates productivity and profitability
Focusing our actions and behaviour around building a brand which is more than
just a name/product.
5
I/0 ANALYSIS
Technology
Social-cultural
Competition
Environment
Target market segment
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RBV ANALYSIS
• Tangible
RESOURCES • Intangible
• Production
CAPABILITIES • Technology
• Service
• Chemical free
COMPETITIVE • Delicious
ADVANTAGE • Cost
7
SWOT SUMMARY
Strengths Weakness
• Innovation • Limited product
• Uniqueness • Limited segmentation
• High quality product • Premium image
• Locally sourced product
Opportunities Threat
• Technologically advance • Increase competition
• Expansion into emerging • Changing trends
market • Packed product
• Product line • Rising coffee bean prices
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Summary of 5 P model adopted
Philosophy :
Best performer of the month receives a ‘Briefcase’ {450/- for newspaper, 60
liters of petrol, 500 mobile allowance, 500 entertainment }
Health Insurance { up to 8k reimbursement}
Providing recreational activities like TT, Foos ball, X-box etc.
Providing cab facility.
• Policies :
Providing brochure and safety kit to employees.
Safety glous, cap, shoes. Making this mandatory for workers as well as for visitors.
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Summary of 5 P model adopted
Programs:
Employee engagement program
Wellness program : Health, Happiness and work-life balance
Practices:
Talent Acquisition
Safe, Healthy and Happy work place
Collective performance feedback
Fair system of assessment
Highlight performers, provide rewards and more..
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Summary of 5 P model adopted
Process:
Compliance Management
Compensation Management
Employee and Labour relationship
Performance appraisal management
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Corporate Strategic option/s
Product differentiation strategy : One of main strategy adopted by B&B.
Marketing Strategy: Long term, forward-looking approach to planning with the
goal of achieving Sustainable competitve advantage.
Competitive strategy: Creating defensive position in an industry and generating a
superior ROI.
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H R STRATEGY ALLIGNED TO CORPORATE STRATEGY
Healthy bonding with employees.
Utilization of resources in the efficient manner.
Rewards and incentives.
Centralized and De-centralized decision making.
Skill set development.
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ORGANIZATIONAL CHART
CEO
VICE VICE VICE PRESIDENT VICE
PRESIDENT
PRESIDENT SALES & PRESIDENT
MANUFACTUR DISTRIBUTION
FINANCE HR
ING
CHIEF BUDGET PLANT MAINTENANC SALES DISTRIBUTION TRAINING
ACCOUNTANT ANALYST SUPERIDENT E SUPERIDENT SUPERVISOR MANAGER SPECIALIST
FRONT LINE FRONT LINE FRONT LINE FRONT LINE
WORKERS WORKERS WORKERS WORKERS
(30 NOS) (5 NOS) (10 NOS) (5 NOS)
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HR PLANNING- Aggregate Planning
5 top level employees
7 middle level employees
50 lower level employees
Demand forecasting-further production is based on the current demand of our product in
market.
If demand for our coffee powder in metro cities is very high, we plans to recruit new permanent
employees
If demand of our product in metro cities is lower than standard, we will fire the existing employee
with very low performance
15
Strategy for managing Shortage
Hire permanent employees with required skill
Recommendations from existing employees
Real time interview with candidates
Bonus to employees for extra time work
10% extra wage for employees who works on holidays
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Strategy for managing Surplus
Works as 2 batches on every day
Alternative days working by employees
Firing employee with very poor performance
Job rotation from one department to another whenever necessary
Reduce the wages by 10%
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HR PLANNING- Succession Planning
Internal approach- hiring or promoting the employee to high level position within
the organization who have good communication skill,leadership quality and
problem solving skill.
Based on performance review,friendly behaviour and attitude within the
organization and interpersonal skills
18
Tools and Techniques opted for HRIS
HRIS for several organizational divisions
Activities:
• HRMS (Human Resource Management System)
• Performance management
• Attendance tracking
• Payroll System
Systems/software which can automate tedious and time-
consuming HR tasks.
HR Tools:
• Biometric Attendence system.
• ZOHO Office Suite
19
Summary of HRIS adopted
Assessment: We conduct a needs assessment one some of the areas that need
improvement.
Areas Requiring improvement
Employee skill.
Upgradation of hardware.
Employee training.
statistical analysis on the performance and employee attendance.
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Summary of HRIS adopted
HRM in B & B
Recruitment and Selection
Talent management
Performance Appraisal
Training and Development
Rewards, Incentives, Compensation and Recognition
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CONCLUSION
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