2. TOPIC
Sector Gems and Jewellery
Company Gitanjali Group
Product Jewellery and Watches
About The Project
Recommendation
And Conclusion
My Learning
CONTENTS
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3. SECTOR : GEMS AND JEWELLERY
SECTOR
• CONTRIBUTION TO THE GDP – 7%
• EXPORTS –
Cut and polished diamonds: US $ 20 bn,
Gold Medallions and coins: US$ 5.2 bn,
Silver Jewellery: US$ 3 bn
• With an 8 % , market share in polished diamonds, India has become the
world's third largest diamond consumer.
• Foreign Direct Investment (FDI) inflows in diamond and gold ornaments
in the period April 2000-March 2016 were US$ 772.05 million
• EXPECTED CAGR- 15.95 per cent over the period 2014-2019.
Source – ibef.com
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4. • Gitanjali Group is one of the largest branded jewellery
retailers in the world.
• Gitanjali is engaged in the cutting and polishing diamonds as
well as in jewellery manufacturing, branding and retailing
• CHAIRMAN AND MANAGING DIRECTOR – MEHUL C.
CHOKSI
• HEADQUARTERS – MUMBAI
• FOUNDED IN 1966
• STOCK PRICE – 67.20 rupees.
• SALES TURNOVER : 8603.63 Cr.(2016)
• REVENUE- 125 Billion INR (US$1.9 billion)
COMPANY : GITANJALI GEMS AND
JEWELLERY
SOURCE: - www.gitanjaligroup.com 4
5. COMPETITOR’S ANALYSIS
Name LAST
PRICE
MARKET
CAPITAL
(in Cr.)
SALES
TURNOVER
NET
PROFIT
TOTAL
ASSET
Rajesh
Exports 499.05 14,734.95 38,618.62 476.52 7,741.9
PC
Jewellers 383.85 6,874.75 7,259.07 400.88 3,267.53
Tribhovan
das 68.70 458.44 1,654.78 -23.13 1,088.34
Gitanjali
Gems 68.40 811.33 8,603.63 48.76 7,787.31
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10. PROJECT DESCRIPTION
RECRUITMENT-
Recruitment is the process of finding and hiring the
best-qualified candidate (from within or outside of
an organization) for a job opening in a timely and
cost-effective manner.
Recruitment and Selection is conducted by:
HR & Branch Manager
Functional Head
• Recruiting begins with occurance of vacancy and
authrization to fill it up
• Job analysis
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11. Recruitment planning on the basis of budget-
• The annual budget specifies the manpower requirement of
the entire organization
Review of Manpower Plans and Additional Manpower
• Review of manpower budgets takes place on a quarterly
basis.
• In the event of any new position or any deviations to the
original plans, details of the positions is forwarded to the
VP-HR along with the adequate supporting information
RECRUITMENT PLANNING
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12. Depending on the nature of the position/grade, volumes
of recruitment and any other relevant factors, the
Regional HR would use any one multiple sources such
as:
• Existing database (active application data bank);
• Employee referral as per any company scheme that
may be approved from time to time;
• Advertisement in the
internet/newspapers/magazines/company’s sites/job
sites or any other media;
• Placement Agencies (particularly for positions of
Managers and above)
SOURCING
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13. SCREENING:-
• Interview of 30 candidates were taken by me .
This assessment were done with respect to:
• The general profile of the candidate,
• Personality fit of the candidate into the profile,
• Aptitude/attitude of the candidate,
• Motives of the person to join the company
• Basic skill level on the set of requirements, say
numerically ability, networking ability, etc.
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14. NEGOTIATIONS OF THE TERMS AND CONDITIONS AND
OTHER PRE-APPOINTMENT FORMALITIES :-
• The branch managers is allowed to fix the salary and grade of
the incoming sales manager, provided the compensation does
not exceed 20% of the candidates current cash salary
REFERENCE CHECKS-
• Normal, reference checks were undertaken with at least one
reference.
• A second reference check will be done if considered
necessary.
• Where the minimum two reference checks are not possible
(particularly with the current employer) or where there is a
mixed response from different sources, the matter may be to
the VP-HR for a final decision
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15. The candidate should forward the relevant papers listed below to
the head of recruitment.
• Personal Data form
• Employee requisition form
• Latest and updated resume of the candidate
• Photocopy of the appointment letter of the last employer or
latest salary slip.
• Employment details.
• Two Professional references.
• Language Proficiency.
Employment offer letter
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16. • Compression of the "white space" in the hiring
process.
• Use of more & more consultants from multiple
segments.
• Competency check
• Reduction of the pre offer formalities
• Blending of technology
• Building and managing the candidate pool.
RECOMMENDATION
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17. Jewellery is confronted with high attrition rate
makeing recruitment a critical function in the
organization
Ensure selection of competitive people by
• Improvising of recruitment processes
continuously.
• Looking out for methods enabling the
organisation to adopt best recruitment
practices
CONCLUSION :-
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18. • Understanding of person and profile fit.
• Convince prospective candidate;
• Following up with the candidates
• Learning about salary fitments.
• Communicate with the corporates;
• Handle queries;
• Prioritize issues according to their importance
MY LEARNING -
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