Edited final reportseema kumari 9888546117

Executive summary

Today, in every organization personnel planning as an
activity is necessary. It is an important part of an
organization. Human Resource Planning is a vital
ingredient for the success of the organization in the long
run. There are certain ways that are to be followed by every
organization, which ensures that it has right number and
right kind of people, at the right place and right time, so
that organization can achieve its planned objective.

The objectives of Human Resource Department are Human
Resource Planning, Recruitment and Selection, Training
and Development, Career planning, Transfer and
Promotion, Risk Management, Performance Appraisal and
so on. Each objective needs special attention and proper
planning and implementation.

For every organization it is important to have a right person
on a right job. Recruitment and Selection plays a vital role
in this situation. Shortage of skills and the use of new
technology are putting considerable pressure on how
employers go about Recruiting and Selecting staff. It is
recommended to carry out a strategic analysis of
Recruitment and Selection procedure.

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With reference to this context, this project is been prepared
to put a light on Recruitment and Selection process. This
project includes Meaning and Definition of Recruitment and
Selection, sources of Recruitment, constraints of
Recruitment Process, and no. of selection tests through
which an Organization gets induction and orientation
programs. Need for study, objectives and scope of study.

Recruitment and Selection are simultaneous process and are
incomplete without each other. They are important
components of the organization and are different from each
other. Since all the aspect needs practical example and
explanation this project includes Recruitment and selection
Process of ITC. And a practical case study it also contains
addresses of various and top placement consultants and the
pricelist of advertisements in the magazine.

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INTRODUCTION OF HUMAN RESOURCE
MANAGEMENT

Organization exists for people. The behavior and level of performance
of the people will show their effect on the organization. Human resource
management can be defined as that part of management process which
develops, and manages the human elements of enterprise considering the
resourcefulness of the organization own people in terms of total knowledge,
skill, creative, abilities, talents, aptitudes and potentialities for actuating
effectively.

Human Resource Management is the process of managing the people
of an organization with a human approach. Human Resource approach to
manpower is the most essential an indispensable resource of any
organization. There is a need to look at the HRD concepts, components and
mechanisms more comprehensively and in an integrated way as people
related functions rather than isolate them from personnel functions or
industrial relations aspects. Employee’s participation in management is no
longer an idealistic or ideological conception. It is an imperative need to
cope with change in organization. It is in the context of changing profile of
people with high expectations and the demands for high performance.

Manpower planning is incorporated into human resource planning,
recruitment, selection, supervision, such other functions of personnel
management from part of HRM, other aspects like human resource
development, career planning and development, constant efforts for

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appraisal, research and feedback system, data storage and so on receiving
greater attention to the people at work backed by welfare amenities and
cordial industrial relations, policies must also be an integral part of HRM. In
the HRM approach, personnel function is not merely record keeping
function. Rather it is a constant endeavor to motivate the people at work to
foster an oneness with the organization and its performance goals. This is
achieved neither through pressure tactics nor through conflicts and struggles,
but through constant cooperation, team-building and mutual understanding.

HRM is concerned with the effective and efficient use of the
organization’s human resources. We need human resources to run our
operations. Hence, we need to attract and hire the best employees possible.
One of the functions of a human resources management departmental is to
attract potential employees. Having attracted potential employees, we need
to be able to choose the best of these applicants. Furthermore, having hired
employees, we need to train them if we expect them to function effectively.
HRM also involves the maintenance of human resources. This includes the
issue of compensation.

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Human Resource Management:

“Human Resource Management is a series of decisions that affect the
relationship between the employees and the employers; it affects many
constituents and is intended to influence the effectiveness of the employees
and employer”.

HRM--- effective and efficient use of the organization’s human
resources within most organizations, considerable thought is given to the
effective and efficient use of financial resources. This is called “Financial
Management” and “Marketing Management” concerns itself with the
promotion and sale of the organization’s products.

HRM is concerned with the effective and efficient use of the
organization’s human resources. What kind of human resources (employees)
we need? How to procure them? How to select only the best? How to ensure
that the people chosen can do the jobs in the way which is expected them to
do? How to measure their effectiveness? Human resource management
meets all these.

Once our employees are functioning effectively, we need to ensure
that they continue to do so; we need to concern ourselves with their
motivation. In the case of hiring, we need to decide what kind of employee
we’re looking for? When engaged in the selection process, we must decide
which of the applicants will actually be the best employee? HRM also

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involves the main penance of human resources. This includes the issue of
compensation. Theories of motivation also point out employees needs for
feedback therefore; we need to be able to determine when our employees are
doing a good job.

There is a need to understand the jobs that our employees are
performing and, to understand their jobs, we need to do a job analysis.
Essentially, the job analysis forms the core of the human resource
management function. In doing a job analysis, we are essentially gathering
raw data about the jobs in our organizations. Human Resource Development
has been defined as an organized learning experience, conducted in a
definite time period, to increase the possibility of improving job
performance and growth.

RECRUITMENT AND SELECTION

The Employment Process:

On the face of recruitment and selection seem to be a fairly straight
forward procedure. Its objectives to place the right people in the right place
to achieve organizational goals. Recruitment and selection are only two
activities or stages in what can be called the employment process. It can be
divided into five stages

 Manpower Planning
 Job Analysis

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 Recruitment
 Selection
 Induction and follow up

An effective employment process requires that each of these stages or
activities must be gone through in an entire and systematic manner.

Recruitment and selection allow management to determine and
gradually modify the behavioral characteristic and competence of the
workforce.

Manpower Planning:

Manpower planning enables a department to projectiles short to long
term needs on the basis of its departmental plans. So that it can adjust its
manpower requirements to meet changing priorities the more changing the
environment the department.

 The number of requirements in a specified timeframe and the
availability of talent.
 Early indications of potential recruitment or retention difficulties
 Availability of suitable qualified and experienced successors.

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Job Analysis:

It consists of defining the job and discovering what the job demands
in terms of employee behavior. Job analysis forms the basis of a number of
personnel activities such as job evaluation, job design, and performance.
Appraisal with regard to the employment process and recruitment and
selection in particular job analysis clarifies the duties and responsibilities of
a job, the knowledge, skills and expertise required to undertake it.

First Way: You ask the employees to prepare their own job description.

Second Way: Ask the manager or supervisor of the employee to prepare a
job description.

Third Way: Employ a trained job analyst and interviews the employees.

In any job description/job specification there are five key areas:
 Job title
 Job Purpose
 Key results area
 Who the employee reports to
 Responsibilities

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Recruitment:-

Edwin B. Flippo defined recruitment as “The process of searching
for the prospective employees and stimulating them to apply for jobs in the
organization”.

Thus there are two states in the recruitments
1. Searching for suitable candidate for job and
2. Motivating and encouraging them to apply for jobs.

SOURCES OF RECRUITMENT

Internal Sources of Recruitment:-

The main sources of internal recruitment are promotion, transfer
and demotion.
There are many advantages of using the internal labor market.

An accurate knowledge of the employee and their performance
internal recruitment can have a positive impact on employee moral. Some
organizations believe that this approach can increase employee loyalty and
commitment.

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External Sources of Recruitment:

There are four main sources

 Unsolicited Applications: These are people who have submitted their

CV to the organization on a speculative basis. They should be kept on
file in the organization and used as a source of suitable candidates
when the occasion arises.

 Schools and Colleges: Many companies have developed links with

particular schools and colleges, which they use as a recruiting source.

 Recruitment agencies and consultancies: Apparently, there is
extensive use of recruitment agencies, contracting out the recruitment
task has a number of advantages for the organization.

 Media Advertising: This is the most widely known method of

recruitment. It has 3 main objectives. Attract suitable candidates to
apply, discourage unsuitable candidates from applying, promote
organizations public image.

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CONSTRAINTS ON RECRUITMENT

Logically, firms would seek to recruit in a manner that guarantees the
greatest number of qualified applicants. However, there are often constraints
on the recruitment process, which prohibits some methods.

Some of these constraints are

1. Organizational Policies
2. Affirmative-action programs
3. Recruiter Habits
4. Environmental Conditions
5. Job Requirements

Organizational plans
Another organizational policy that could potentially constrain recruitment
efforts is a firm’s compensation policy

 Affirmative-action plans: Occasionally, firms may adopt affirmative

action policies. An effort to attain a workforce that is more
representative of the general populace. In efforts to increase
workforce diversity, firms may choose to voluntarily hire persons with
specific characteristics; more often, law mandates such affirmative
action policies.

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 Recruiter habits: Recruiter habits many also constitute a recruitment

constraint. For example past successes may lead to habits or preferred
tendencies in recruitment. One recruiter, who had played rugby, had
considerable success recruiting other rugby enthusiast. Where as he
had luckily had this initial success, he wants so far as to overtly seek
out rugby players in his recruitment obviously, rugby skills are not
necessarily indicators of job-related success, such recruiter habit, do
not constitute good recruitment practices. In the end, such habits may
actually perpetuate past mistakes.

 Job Requirements: - Generally, skilled workers are more difficult to

find than unskilled workers. A limited pool of potential applicants
causes firms to use different recruiting techniques. Where as an
advertisement placed in a news paper’s classified section may serve to
attract unskilled workers, recruitment of skilled workers requires
more.

 Job Posting: It is one of the most effectively used comparative

mechanisms. The candidates design it and it will contain information
they wish to convey and may get internal recruitment. Further, job
posting help employees feel they have some control over their future
in the organization.

 Environmental Conditions: In many unionized environments,

policies may restrict the number of part-time employees working for
the firm. This is clearly a recruitment constraint in so far as it places
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limitations on the firm. However, it may well also limit the number of
applicants because some very highly qualified applicants may simply
prefer part-time employment.

 Employ Referrals: Another common recruitment methodology is the

employee referral. To fill job vacancies, present employees refer job
seekers to the HR department as potential employees

SELECTION

During recruitment, it is important to have a large pool of qualified
recruits. However, after having recruited this large number of job applicants,
organizations must weed out the unqualified ones and then select the very
best remaining candidates for the job. A well designed selection process will
yield information about a candidate’s skills and weaknesses.

There are some legal considerations involved in the selection of new
employees. The fear of wrongful termination lawsuits has caused many
companies to become far more concerned about whom they hire. If a
company has selective in its hiring practices, it can reduce the instances
when it will be necessary to terminate employees.

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Short-listing is the process to which a number of applicants are
chosen from the total number of candidates further assessment before
making a final decision. Applicants may be divided into 3 categories
 The marginal
 The suitable, possible
 The unsuitable

Step 1:

 Preliminary Selection: Preliminary selection of applicants is often

done by setting minimum standards for the job, and communicating
these standards for the job, and communicating these standards to the
employees, and agencies that help to recruit. The fact that some
potential applicants may not apply because of their inability to meet
the minimum requirements serves as an initial screening device.

Step 2:

 Initial screening: The initial screening is done to select only the

suitable candidates through the further stages in selection them, when
reviewing resumes and applications forms, firms are further able to
screen out unacceptable job candidates. At this point, firms can also
assign priorities to the resumes so that the most promising candidates
may be seen first.

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Step 3:

 Application forms: The application form is designed to obtain the

information on various aspects of the applicant’s social demographic,
academic and work related background and references.

Step 4:

 Tests: A test is a sample of a aspects of individual’s behavior,

performance of attitude. It also provides a systematic basis for
comparing the behavior, performance or attitude of two or more
persons. Tests serve as a screening device and provide supplementary
inputs in selection decisions.

A number of selection tests are quail able to assist in making
selection decisions.

 Attainment test
 Attitude test
 Personality test
 Intelligence test

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Step 5.

 Selection Interview: - The employment interview is conducted to

learn more about the suitability of people under consideration for a
particular job and is one further obstacle for the applicant to
overcome. The interview is one further means of reducing the number
of people who might be eligible for the job

Step 6:

 Medical Evaluation: Medical evaluation is also known as physical

examination is a selection tool which varies from the comprehensive
to nominal, depending upon the job. Comprehensive physical
examinations are necessary for physically handicapped. It reveals
whether the candidate possesses the required stamina, strength and
tolerance of hard working conditions.

Step 7:

 Final Interview: Since the immediate supervisor is ultimately

responsible for new workers, he or she should have input into the
hiring decision. The supervisor is better able to evaluate the
applicant’s technical capabilities and is in a better position to answer
the interviewee’s job-related questions. Further, the supervisor’s job-
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related questions. Further, the supervisor’s personal commitment to
the success of the new employee is higher if the supervisor has played
a role in the hiring decision.

Step 8:

 Job offer: The actual hiring of an applicant constitutes the end of the

selection process. At this stage, successful applicants must be notified
of the firm’s decision.

 The applications of unsuccessful applicants are often kept on file and
the applicants of successful applicants will be retained in the
employee’s personnel files.

 There are other methods followed by different organizations in the
process of selection. Management chooses the most appropriate
candidate to accomplish the organization objectives, while the
individual chooses the organization best suited to fulfill his
aspirations. Once a person is selected induction and orientation
programs follows.

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Induction and orientation

Induction is generally done to acquaint a new employee with the
organization, its objectives, policies, procedures, philosophies, strategies,
products, market, customers, etc., So that the employee is clearly informed
of what is expected of him as an employee of the organisation. Induction
program may be helpful for the new employee to shed their fear, delicacy or
anxiety, and get them fully identified with the organization.
Many organizations provide induction and orientation in a career path
method; i.e., rotating the new employee throughout the organization, its
various locations, divisions, departments and sub-units and closely watch
and observe under the supervision of experienced seniors.

NEED FOR STUDY

The chief purpose of the study is to understand the process of
recruitment and selection practices of the organizations especially of ITC.
For every organization human is main source and resource for getting
profits, in such a situation there is a need to select the best available
manpower from the sources.
The study is mainly made on the recruitment and selection practices
of the organization. The current study deals with the different steps involved
into the process of recruiting and selecting the employees in the
organization. With the help of the study an employee in the individual
opinion of the employees of the organization about their selection to the
findings mad in the report.

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OBJECTIVES OF THE STUDY

The present study recruitment and selection practices in ITC are made
by keeping the following as the main objectives.

 To introduce the corporate profile with regard to the human resource
management practices mainly concentrating on the recruitment and
selection practices of the organizations with reference to ITC.
 To study the recruitment and selection practices at ITC.
 To analyze the views and problems of the employees and to know the
level of satisfaction of them.
 To improve the recruitment and selection practices in ITC
 Providing the required suggestions which help in the growth and
development of the management of the personnel of the organization.

SCOPE OF THE STUDY

HR approach of management to its people would go a long way in
activating effectively. It facilitates in identifying the right kind of people,
socializing them in the most appropriate way, training and developing them
in the right direction, assigning the tasks which are best suited for every
individual so as to bring out their best, motivating them to make their best
contribution and creating conditions for the people to enjoy their work.

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As the people are considered valuable human beings, the every
perspective of management changes, and the people are motivated to foster a
oneness with the organization.

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CHAPTER 2
METHODOLOGY

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METHODOLOGY

Methodology is the procedure applied to gather the information
required for the study. Collection of the data refers to a purpose for
gathering information relevant to the subject matter under the study and the
method used depends mainly on the nature.

Accordingly, the data collection can be grouped in to two types

1. Primary data
2. Secondary data

Primary data are the originally observations collected by the researcher or
his agents for the first time and used by them in their investigation. Once
primary data is used it ceases to be primary data and becomes secondary
data.

Data Collection Process:-

Primary Data: - The sources of Primary data includes direct
personal investigation interview. Indirect oral investigation, information
received through customers. Drafting a schedule questionnaire.
Information with respect to the products, service of the retailer. Mode of
distribution, availability of milk was gathered from the primary data. The
primary data in the present study was obtained by questionnaire.

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A survey was conducted on the consumer perception of SANGAM
DAIRY information in the survey is being collected from the consumers,
in Guntur and Tenali division’s areas.

Questionnaire:-

Primary data is being collected from the agents through
questionnaire. It is the most common instrument in collection of primary
data questions are both open ended and close ended questions were
simple and easy understand. The number of questions was limited and
not repeated.

Secondary Data:-

Sources of secondary data can be categorized into two board
categories namely published statistics and unpublished statistics. Various
sources are available namely central and state Government publications.
Foreign Government publications, technical and trade journals, books,
magazines, news papers, business and industry publications statistical
reports etc. unpublished statistics include information found in dairies.
Letters, biographies, autobiographies, scholars, research work, trade
associations etc.

In internal sources a business organization has to maintain records of
financial accounting, sales records, reports of salesmen etc. the marketing
manager and the other staff of the company assisted in providing the needful

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information. Information regarding Indian milk industry and A.P milk
industry gathered from the secondary sources like internal.

Sampling unit: The study is limited to manpower working in ITC

Sampling Size: The total sample size includes 100 employees

Sampling technique: Judgment sampling has been adapted for the
present study.

Limitations:

1. Recruitment and selection is a most field of study even it is a single
organization.
2. A duration of two months is not sufficient for presenting report on the
topic
3. The data which is collected form a sample of 100 employees may not
be constraint.

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CHAPTER 3
INDUSTRY PROFILE

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TOBACCO INDUSTRY PROFILE

Bleeding state of cigarette/tobacco industry:-

Tobacco today is the largest contributor to Indian excise collections.
Despite that the industry has been getting step-motherly treatment by the
central government. The industry has been facing regular increase in excise
duty on cigarettes in every budget for past so many years. The cigarette
industry in particular has been suffering both at the hands of central
government as well as state governments. In CY 12100 also the cigarette
industry was again made a scapegoat and a proposal for additional levy of
1% on cigarette manufacturers was made to pay for the lackadaisical
approach of Government regarding unregulated tobacco crop. Last year
(cy10/00) a number of big events like crop holiday for the current year,
proposals of additional levy on cigarettes etc. dominated the industry
scenario.

Based on the information provided by Mr. Ram Poddar, CEO of
golfer Phillips India ltd, we herby present an outlook on the industry.

Industry background:

India is a major grower and exporter of tobacco in the world.
Presently India is among top three producers of tobacco in the world.

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Despite lower production of total produce being exported Indian exports it
figures among top 10 exporters of the product in the world. In addition to
being the largest contributor to government coffers, the industry also
provides employment to more than 26mn people in the country both directly
and indirectly. The Indian tobacco is largely used for making beedis and
chewing products like khaini etc. tobacco is a very peculiar crop. It is grown
in rain starved areas on Solis which are otherwise not suitable for any other
crop. Thus it makes use of the least resources available to it, to give a
produce which provides so much to government offers it learns of excise,
exports as well as employment that today the per acre earning of farmers
from a specially type of tobacco is much higher than any other crop grown
in the country.

There are various types of tobacco grown in the country but most of
the exports of tobacco by our country are of flue curved Virginia (FCU)
type. The Indian tobacco exported, is mostly used as a filler in the
international cigarettes in fact likely any other agro-product, the
characteristics of tobacco, its taste, its aroma and other properties largely
depend on the soapy or area in which it is grown. Moreover cigarettes
smokers are very particular about the taste, the aroma of their cigarette
brand. So it becomes extremely necessary to maintain the blend tobacco
used for cigarette manufacturing to give the same quality product to
consumers. This is to maintain the consistency of as of a brand.

Recent happenings and its impact on the industry in cy12/00 a number
of big things happened in the tobacco industry both on domestic as well as
international front. In tar nationally tobacco prices fell to extremely low
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levels owing to excess production. Carryover of previous years stock and
dipping demand owing to high pitched protests against tobacco and cigarette
manufacturers the year also witnessed a major happening on the
international front in terms of $ 145 bun penalty against tobacco and
cigarette manufacturers the year also witnessed a major happening on the
international front in terms.

On domestic front the year saw an excess production due to large
quantity of non-regularized crop. As in India the tobacco cultivation is under
control of Tobacco board which licenses for the amount that can be grown in
a particular area, the total amount expected at the end of the year is
approximately known. But due to curativeness of the earning per acre of
tobacco crop a number of farmers grow unauthorized crop. In domestic as
well as international market, particularly in the background of over
production in other countries also has resulted in a glut. As a result even the
genuine tobacco growers are suffering. The tobacco board in order to protect
the interested of tobacco farmers has recommended crop holiday for ey
12/00 and to add to it a proposal to introduce a levy of 1% on the sales of
cigarettes in order to fund this noble cause. Too has been made. Through
Government proposals have a noble cause of helping out poor farmers and
seem to be good remedial measures but these are very short-term solutions
to the problem.

Presently of the total tobacco produce in India only 50% is used in the
domestic market and of this domestic consumption of tobacco only 16% is
used by cigarette industry. So to what extent is it justified that an industry
consuming just 16% of the total domestically consumed tobacco bears the
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brunt of funding the cause. Through 1% levy, which on the first hand has
occurred due to unauthorized crop? Moreover the noble cause seems to be
meant only for a few FCV tobacco growers that too for those who should
instead be punished for growing unauthorized crop.

In addition to this already the excise collection from tobacco industry
is skewed against cigarette manufacturers, which account for more than 90%
of the total state and central levies imposed on tobacco. If we see the
contribution of various tobacco products towards ten collection from tobacco
industry we find that per kg of tobacco aced in cigarettes contributes Rs 680
while per kg of tobacco used for bead manufacturing yields just Rs. 34 and
per kg of tobacco used for checking products contribute only Rs 40. in such
a scenario is its justified that cigarette manufacturers be placed at altar to
protect the defaulting farmers. Aim of the opinion that the proposal of
imposition of 1% levy on cigarette sales is unjustified.

Regarding the crop holiday the industry has a divided opinion. Tobacco
institute of India. A representative body of the industry is strongly against
such a crop holiday and tome also the crop holiday doesn’t make any sense
with consumer being very particular about the task and aroma of the
cigarette brand which in turn depends on the type of tobacco used, the crop
holiday would lead to present Indian tobacco importers to switch to other
countries and once the switch takes place it would be for a long term as no
importer company would like to ricks change in flavor and taste of its
cigarette brands. So the crop holiday in long term perspective would lead to

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loss of export market for Indian permanently and also instead of helping
tobacco farmers is going to do more harm.

Woes of the tobacco industry:
If we take a glance at the current situation of the tobacco industry we
will find that the situation is just like that of a farmer killing the hen that laid
golden eggs. Today the government is mulching the industry, especially the
cigarette industry to such an extent that the industry would very soon die an
Unna rural death. In fact the indications from trend of consumption and
excise collection just corroborate these fears.

Presently tobacco industry’s contribution to excise has increased from
mere 7.25% in 1987-88 to 12% in 2000-01 while the consumption of
tobacco has declined from 552 mn kgs in 1999. Further the cigarette
consumption has dropped from 23% of total tobacco consumption has
increased. In US the contribution has increased from mere 2% in 1880 to
84% in 1999. Besides this, already the cigarette industry is gasping for
breath due to imposition of luxury tax or entry tax by various states ranging
from 1.5% to 10%.

In such a scenario of rising taxes and decreasing consumption, any
further imposition of levies or taxes on the cigarette industry seems
unjustified. So I think the government should give a glance to these aspects
and should try to see the situation from cigarette industry’s point of view
before finalizing any proposal.

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India is the third largest producer of tobacco in the world after china and
USA. Through it occupies a mere 0.25 per cent of the cropped area in the
country. It contributed Rs 507 crores to the foreign exchange earnings and
Rs. 3200 crores to the exchequer by way of central excise during 1992-93.
Further it provides employment to millions of people both directly and
indirectly. Despite playing such a vital role in the economy the industry
faces many constraints for it development. Increasing productivity,
improving the quality, better marketing practices of non virgin tobacco and a
more retinal excise policy on cigarettes would help the growth of the
industry as well as meet the challenges of the future.

The Tobacconist is:
Tobacco needs a country like India. Hot climate fertile soil plenty of
rain and it needs a manufacture like so partial exports. Quality-conscious.
Service oriented with a ginger upon the place of the market in India.

An enterprise that began in 1972 as our modest family business. Has
now grown in to a giant exporter of tobacco to world-renowned clients. The
tobacco we trade in is subjected to a series of rigorous quality tests before
being sent to our customers. The result- a product purest in grand, richest in
flavor the tobacco consignment is carefully packed in tamper-proof
containers and shipped to the destination immediately. The result-prompt
delivery at your doorstep with the product in perfect condition according to
weather.

All this comes to you from four state-of-the art factories based in
western India. Connected to India’s largest seaport kandla with an annual
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handling capacity of 25000 tones of tobacco we are in a position to meet
your requirements at any time of the year. Our brands of not manufactured
tobacco CAMEL, AFZAL & ISFAHAN have become favorites with our
clients the world over.

ILTD PROFILE

About ILTD:

We are
 The leaf tobacco arm of ITC ltd.
 The largest buyer, processor and exporter of Indian cigarette tobaccos.
 Committed to tobacco crop development through fundamental and
applied research.
 A professionally managed progressive institution with proven
leadership in the Indian tobacco industry

For over 90 years, we are identified with the introduction and
development of cigarette tobaccos of India. Our efforts in cigarette
tobacco development and export marketing have enable India to become
the fifth largest cigarette tobacco producer and the eighth largest exporter
of cigarette type tobaccos in the world.

We have sophisticated state-of-the-art processing and storage
facilities located in the cigarette tobacco growing regions of India.

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“ILTD believes in building an enduring relationship with you to
create a unique competitive advantage that will enable you to within the
global market place”.

ILTD-core capabilities:

ILTD have been recognized by national and international cigarette
manufacturers and tobacco merchants for our core capabilities in:

ILTD continuously strive to improve the quality of India’s
offerings to international cigarette tobacco customer’s process
excellence.

Our plants with state of the art technology and internationally
benchmarked manufacturing process deliver quality products all the time.

Building relationship with framers.

This helps to constantly transfer technology from the laboratory to the
land for achieving superior yield and better quality (tobaccos)

Customer Focus:

Our value proposition to our customers is to create unique
competitive advantage that will enable them to will global market.

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Talent Management:

ILTD process managers with a wealth of experience, gained over
decades, in crop development, sourcing, processing, storage and logistics.

ILTD- Research and Development:

ILTD, the tobacco organization in the Indian corporate sector with
extensive R&D facilities covering all aspects of tobacco crop cultivation,
processing and packing. Our R&D center is equipped to provide our
customers with all the relevant data on chemical and physical parameters
of their leaf supplies from us.

Our passion for quality and productivity enable our customers gets
the best at the most competitive price in a consistent manner.

This is borne out by:

 Introduction of improved varieties.
 Propagation of contemporary and cost effective agro-techniques.
 Energy and ECO conservation measures.
 Use of alternative sources of energy-agro wastes (briquettes from
coffee husk and paddy husk) and solar energy.
 Past harvest product management.

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Our product quality emanates from our strategy of intimate involvement
with tobacco farmers in India. By collaborating with world renowned
tobacco technology centers and government organizations for technology
and knowledge transfer. We enable the Indian tobacco farmers to adopt
best practices in use. Our R&D facilities are manned by qualified and
experienced scientists including agronomists, plant breeders,
entomologists and chemists.

Our R&D unit has been accorded due recognition with the following
awards.

Best research and development of new innovation Gold award.

 For its contribution to farm productivity improvement through the
introduction of improved varieties and propagation of contemporary
and cost effective agro-techniques.

Best energy conservation implementation gold award.

 For energy and eco conservation measures

ILTD-processing:

Our green leaf threshing (GLT) plants with a total capacity to process
520 metric tones per day are comparable with the best in the world. They are
fully automated with the latest equipment to process and deliver 100 million
kegs of high quality tobaccos every year. It is no surprise that they enjoy
37

ISO 9002 and ISO 14001 accreditations. We have processing lines at two
locations in the southern state of AP-chirala with 3 processing lines and
Anaparthi with one processing line.

We continuously work with our customers to redefine product quality
specifications to meet the requirements of new generation cigarette making
machinery. Our plants use internationally approved methods for ensuring
product quality.

Environment, health and safety are our prime concerns we spare no
effort to ensure an eco-friendly work environment. Our endeavors have been
rewarded with

 National safety award from the British safety council
 Swards of Honor from the British safety council British standard 7750
 ROSPA Gold Awards from the Royal society or prevention of
accidents
 Golden peacock Environment management Award from the World
environment foundation.
 Rajiv Gandhi national Government of India.
 Special commendations safety certificate from the ministry of labor
Government of India.

We are the first in the world among all the GLT’s to be accredited with
ISO 14001 environmental certification.

38

Our processing plant at Chirala is the first unit in India to receive the
connected social accountability standard certification (SA 8000).

The Chirala plants have also been accredited with the OHSAS 18000-199
certificate.

ILTD-Logistics:

Our in-house ware housing facilities are benchmarked to international
standards for hygiene and in is station control.

We posses very large warehousing capacity to stock around 100 m.kg
of finished product. We also manage our customer’s inventories by shipping
out as per their manufacturing schedules (just in time delivery)

We are an ideal “one-stop-shop” for the finest of Indian quality
tobaccos, our large inventory enables customers to choose from a range of
grades and varieties any time during the year, no order is too small for us, be
it 10 tones or 10000 tones. We ensure in comparable service to all our
customers’ world wide at all times.

ILTD- The people:

Om ILTD, we firmly believe that the leaf business is a relationship
business and it is our people, more than any other resource, which enable us
to compete and win in the market place with our customers. In our
39

employees we value their abilities to create, judge, imagine and build
relationship and these values drive our people to achieve superior results
year after year.

Our human resource systems practices are designed such as to
promote and nature a work culture that to steers excellence, innovation,
competence and contribution continuous, investment in capability building
ensure that our people remain at the forefront in customer responsiveness.
Sustaining ILTD’s leadership in the leaf business by combining the virtues
of tradition with modernity, and delivering goods and services efficiently
with a personal touch.

If there is a one key to superior business performance, it is our ability to
turn the perceptions, capabilities and relationships, of our people into the
building blocks of the organization. Our track record, so far, stands
testimony of the organization and the future will be no different.

ILTD-Strengths:

As an organization in the tobacco business for more than a decades. The
strengths we posses will help customers realize several tangible benefits.

 A market leader, sourcing more than 50% of all cigarette type
tobaccos in India.
 Economies of scale, to offer competitive advantage to our customers.
 Largest processor, with 520 tons per day state of the art technology
comparable to the best in the world.
40

 Capable of “Any time, any variety and any quality” delivery of
tobacco in different product forms.
 Huge ware housing, with the best python-sanitary and hygiene
systems, to stock up to 100 m.kg and facilitate just in time deliveries
to our customers.
 Prompt and efficient pre-post sales service.
 Being part of ITC ltd-the largest cigarette manufacturing and
marketing company in India, our people have the expertise across the
chain from seed to smoke to understand your concerns.
 It enabled to deliver a consistent quality product at a competitive
price.

ITC Limited – ILTD Division, Anaparthi
Human Resources Policy.

We are the team of ITC limited-ILTD division, Anaparthi, are
committed to develop an informational and inspirational culture that enables
superior performance of employees and the unit through benchmark able
human resource systems and procedures.

The human resources policy of the unit focuses on:

 Relieving that employees are its major assets and fasters the full
realization of individual potential through providing developmental
opportunities by encouraging and rewarding innovativeness.
 Keeping work environment conductive to employees’ involvement
and communication both informal and two way communication.
41

 Valuing ideas of employees and gives employee a space to executive
them.
 Keeping all employees well informed, trained, empowered and giving
them the freedom to take AGLT goes through innovation and
improvement.
 Developing a climate of cooperation and collaboration among
employees and the management.
 Believing that career growth is determined by competency and
performance.
 Aligning people with unit’s strategies to build culture of stretch and
innovation there by enhance contribution.

THE ITC PROFILE

ITC is one of the idea’s foremost private sector companies with a
market capitalization of over us $13 billion and a turnover of $3.5 billion.
Rated among the world’s best big companies by forces magazine and among
idea’s most respected companies by business world. ITC ranks third in pre-
tax profit among India’s private sector corporations.

ITC has a diversified presence in cigarettes, hotels, paper boards and
specialty papers, packaging, agri-business, packages foods and
confectionery, information technology, branded pares, greeting cards, safety
matches and other FMCG products. While ITC is an out standing market
leader in its traditional business of cigarettes, hotels, paper boards,
packaging and Agro-exports, it is rapidly gaining market share even in its

42

nascent businesses of packaged food and confectionery, Branded apparel
and greeting cards.

As one of India’s most valuable and respected corporations ITC is
widely perceived to be dedicatedly nation-oriented Chairman Y.C.
Deveshwar calls this source of inspiration “a commitment beyond market”.
In this source of inspiration believes that its aspiration to create to enduring
value for the nation provides the motive force to sustain growing share
holder value. ITC practices this philosophy by not only driving each of its
businesses towards international competitiveness but by also consciously
contributing to enhancing the competitiveness of the larger value chain of
which it is a part”.

ITC’s diversified status originates from its corporate strategy aimed at
creating multiple divers of growth anchored on its time-tested core
competencies: distribution reach, superior brand-building capabilities,
electives supply chain management and acknowledged service skills in
hoteliering. Over time, the strategic forays into new businesses are expected
to garner a significant share of these emerging high-growth markets of in
India.

ITC’s diversified status originates from its corporate strategy aimed at
creating multiple divers of growth anchored on its time-tested core
competencies.

ITC’s Agri-business is one of India’s largest exporters of agricultural
products. ITC is one of the country’s biggest foreign exchange corners (US
43

$2.4 billion in the last decade). The company’s ‘e-couple’ initiative is
enabling Indian agriculture significantly enhance its competitiveness by
empowering Indian farmers through the power of the internet. This
transformational strategy, which has already become the subject matter of a
case study a Hayward Business School, is expected to progressively create
for ITC a huge rural distribution infrastructure, significantly enhancing the
company’s marketing reach.

ITC’s wholly owned information technology subsidiary, ITC
InfoTech India Limited, is aggressively pursuing emerging opportunities in
providing end-to end IT solutions, including e-enabled services and business
process out sourcing.

ITC production facilities and hotels have won numerous national and
international awards for quality, productivity, safety and environment
management system. ITC was the first company in India to be rated for
corporate Governance by ICRA, an associate of moody’s investors service,
which accorded it the second highest rating, signifying “a high level of
assurance on the quality of corporate governance”.

ITC employs over 20000 people at more than 60 locations across
India ranked among India’s most valuable companies by the ‘Business
today’ magazine. ITC continuously endeavors to enhance its wealth
generating capabilities in a globalizing environment to consistently reward
more than 450000 shareholders, fulfill the aspirations of its stakeholders and
meet societal expectations. This over-arching vision of the company is

44

expressively captured in its corporate positioning statement. “Enduring
value for the nation, for the shareholders.

History of ITC Limited:

ITC was incorporated on August 24, 1910 under the name of
“imperial tobacco company of India limited”. Its beginnings were humble, a
humble based office on Radha bazer lane, Kolkata, was the center of the
company’s existence. The company celebrated its 16th birthday on August
24, 1926 by purchasing the plot of land situated at 37 chowringhee, (now
renamed J.L. Nehru Road) Kolkata, for the sum of Rs. 310000, this decision
of the company was historic in more ways than one. It was to mark the
beginning of a long and eventful journey into India’s future. The company’s
headquarter building, Virginia future. The company’s which came up on that
plot of land two years later, would go on to become one of Kolkata’s most
venerated land marks.

The company’s ownership progressively indinised and the name of
the company was changed to ITC Limited in 1974 in recognition of the
company’s multi business portfolio encompassing a wide range of business
cigarettes and tobacco, hotels, information technology, packaging, paper
boards and specialty papers, Agro-exports, foods lifestyle retailing and
greeting gifting and stationery. The full stops in the company’s name were
removed effective September 18, 2001. The company now stands
rechristened “ITC limited”.

About ITC Limited:
45

 Though the first six decades of the company’s existence were
primarily devoted to the growth and consolidation of the cigarettes
and leaf tobacco business, the seventies witnessed the beginnings of a
corporate transformation that would user in momentous changes in the
life of the company.
 ITC’s packaging and printing business division, was set up in 1925 as
a strategic backward integration for ITC’s cigarettes business. It is
today India’s most sophisticated packaging house.
 In 1975 the company launched its hotels business with the acquisition
of a hotel in Chennai which was rechristened” ITC-welcome group
Hotel Cholas”. The objective of ITC’s entry into the hotel business
was rooted in the concept of creating value for the nation. ITC choose
the hotels business for its potential to earn high levels of foreign
exchange, create tourism infrastructure. Since them ITC’s hotels
business has grown to occupy a position of leadership with over 65
owned and managed properties spread across India.
 In 1979, ITC entered the paper boards business by promoting ITC
Bhadrachalam Paper Boards Limited, which today has become the
market leader in India, Bhadrachalam paper boards amalgamated with
the company effective march 13, 2002 and became a division of the
company, Bhadrachalam paperboard Division. In November 2002 this
division merged with the company’s tribe tissues division to form the
paperboards and specialty, quality and manufacturing processes are
comparable to the best in the world. It has also made an immense
contribution to the development of carapace, an economically
backward area in the state of Andhra Pradesh. It is directly involved in
46

education, environmental protection and community development. In
2004 ITC acquired the paperboard manufacturing facility of BILT
industrial packaging co. Ltd (Bipco) linear Coimbatore, tamilnadu the
Kauai unit allows ITC to improve customer service with reduced lead
time and a wider product range.
 In 1985 ITC set up surya tobacco co. in Nepal as an Indo-Nepal and
British joint venture. Since inception. Its shares have been held by
ITC, British American tobacco and various independent shareholders
in Nepal. In August 2002. surya tobacco became a subsidiary of ITC
limited and its name was changed to surya Nepal private limited
 In 1990, ITC acquired tribune tissues Limited, a specialty paper
manufacturing company and a major supplier of tissue paper to the
cigarette industry. The merged entity was naming the tribe tissues
Division (TTD). To harness strategic and operational synergies. TTD
was merged with the Bhadrachalam paper Boards Division to form the
paper boards and specialty papers Division in November 2002.
 Also in 1990 leveraging its agro-sourcing competency. ITC set up the
international business division (IBD) for export of agro-commodities.
The division is today one of India’s largest exporters. ITC’s unique
and now widely acknowledgede-chopal initiative began in 2000 with
soya farmers in Madhya Pradesh. Now it extends to 7 state covers
over 3.5 billion farmers. ITC first rural mall christened choupal sagar
was inaugurated in August 2004 at shore. The year 2006 witnessed the
vamping up of the company’s rural retailing network with 10 choupal
sager being operational in three states of Madhya Pradesh,
Maharashtra, and uttar Pradesh. Nine more choupal sagar being

47

operational in three states of Madhya Pradesh, will be launched
shortly.
 In 2000, ITC’s packaging and printing business launched a line of
high quality greetings cards under the brand name “Expressions”. In
2002 the product range was enlarged with introduction of gift
wrappers, Autograph books and slam books. In the same year, ITC
also launched “expressions Matrubhashaa Vermicular range of
greeting cards in eight of premium stationery products. In 2003 the
company rolled out “classmate” arrange of notebooks in the school
stationary segment.
 ITC also entered the lifestyle retailing business with the wills sport
range of international quality relaxed wear for men and women in
2000. The wills life style attain of exclusive stores later expanded its
range to include wills classis formal wear (2002) and wills club life
evening wear (2003). ITC also initiated a foray into the popular
segment with its men’s wear brand John players in 2002 in December
2005, ITC introduced essenza Di wills, an exclusive line of prestige
fragrance products, to select “wills lifestyle” stores. In 2006 wills life
style became title partner of the country’s most premier fashion event-
wills lifestyle India fashion week. That has gained recognition

ITC’s Corporate Strategies:

ITC’s corporate strategies are aimed at matching its core capabilities
with market opportunities to produce superior shareholders values. The key
corporate strategies are:

48

 Continue to focus on the core businesses of cigarettes and tobacco,
hotels, packaging, and paperboard.
 Ensure that each of its businesses meets the three criteria of
sustainability, namely market standing, profitability, and internal
vitality. Exit from businesses which do not meet these criteria within
agreed time frame.
 Ensure that each business is internationally completive in the Indian
global market.
 Create distributed leadership within the organization by nurturing
talented and focused to management beams for each of the business.
 Institute and practice a system of corporate governance appropriate to
ITC’s character and constitution. Such a system of governance must
achieve a whole some balance between the need for executive
freedom for management and the requirement of a framework for
effective accountability.

49

EMPLOYEE PROFILE

The factory at Chirala is seasonal as the tobacco crop is gorgon
specific at different zones. During season the processing is done in three
shifts. During off season, plant and facilities maintenance and modifications
are done.

NON
UNIONSED SEASONAL TOTAL
SEASONAL
Technicians Nil 138 138
Class A 136 34 170
Class B 1522 125 1647
Badli 269 269

Technicians category are a pool of technical qualified (Diploma/ITC)
employees who cater to the needs of production and engineering
departments clerical are primarily those who maintain the accounts and
capture for mostly manual tasks in the factory and the majority are illiterate.

Each of the unionized categories of employees has their own
democratically union and elections are held once in two years. These office
wearers are elected y their category of employees across the ICTD division
with representatives for the division and for the division of operating units.

Long term agreements for spells of four years are entered into by
negotiating with the elected representative of the respective category. The

50

work requirements, the compensation package and employee welfare are
finalized in the LTA

Belies, numbering 269, are the category of employees who provide
absentee cover for class B employees during season. They get converted to
seasonal class B employees based on requirements.

Contracted works are of two categories:

 Regular: Pest control operations and security are being carried out by
professional competent agencies.
 Need based: Vivil works, repairs, painting, keeping tec. Licensed
contractors with competencies required for their trade and trained and
authorized for work in the factory, are engaged. Their work conditions
are monitored to conform to contact labor related legislation and ITC
guidelines for contact labor.

Training of personnel in ITC-ILTD Division, Aanaparthi:

a) Factory personnel manager/welfare officer are responsible for organizing
various training programmes whether in house or outside external training
programmes as per training calendar finalized during the year.

b) Training a person is arranged in-house or through outside
seminars/workshops/training programmes.

51

c) ITC Limited-ILTD Division is equipped with a training center having
necessary facilities for conducting in-house training programme.

d) In-house is conducted by manager, training center, managers of different
departments and external facility will be called depending upon the course
content of the programme.

e) Yearly training plan is established and maintained for personnel of
various categories and the same is available in the personnel department.

f) Before starting training programme a circular/lotus notes will be sent to
the all HOD’s for nominating the participants. This process will start on
week before the programme is scheduled. The concerned may communicate
the nominators of the candidate either through better or lotus notes.
Feedback on training programme a (circular/lotus not) will be taken from the
participant immediately after completion of the programme.

Feedback on effectiveness of the organized training programme will
be taken from concerned managers/HODs/FM maximum within a month
after organizing a training programme by measuring the expected Vs
achieve performance and through written comments.

Selection of faculty will be done on the post feedback from the
employees and rating should not be less than 60% out of 100%

Identification of training needs in ITC-ILTD Division, Anaparti.

52

Training needs are identified by concerned department managers on
the basis of appropriate job requirements for each category of personnel as
under:

The identified training needs by concerned managers will be
discussed in HODs meeting and finalized in consolation with factory
manager and a detailed training calendar will be prepared every year in the
month of January for the programmes that are going to be conducted during
the year.

Workers:

Operating skills, behavioral progammes and EHS programmes.

Technicians:

Operation and maintenance skills, behavioral programmes, computer
awareness Programmes and EHS programmes

Staff:

Operating and supervisory skills, Behavioral Progammes computer
awareness programmes and HIS programmes.

Staff manager who sits in divisional head quarters deals training
matters in respect of manager’s staff ‘X’ and ‘Y’ and senior grand employee.

53

RECRUITMENT AND SELECTION PRACTICES AT ITC

Human Resource Management at ITC:

HRM practice of ITC is the one among the practices followed by the
large firms of India. The present chapter deals with the topic of HRM
philosophy, HRM policy and the functions of HRM department, Human
resource planning process after covering these aspects the chapter will be
followed by the recruitment and selection practices of the organisation.

HRM Philosophy:

 Employees are the valuable resources of the organization
 Relationship between different groups so that work is performed
effectively
 Eliminating waste and improper use of human resource.

Human Resource Management Policy:

 Employees are provided with welfare activities to increase their
quality and work life
 Employees are provided with necessary training facility, so as to
improve their skills.
 Then ultimately resulting in improved productivity and personnel
development.

54

Functions of Human Resource Management Department:

The HR Department looks after the following functions administration
of the welfare facilities, reports, loans, advances, transfer, assignment etc.
Deals with matter relating to recruitment and selection administration of
HRD activities, matter relating to discipline.

The Process of Human Resource Planning:

HRP consists of the following steps;

 Analyzing the organizational plans
 Demand Forecasting: Forecast the overall human resource
requirements in accordance with the organizations plans.
 Supply forecasting obtaining the data and information about the
present inventory of Human Resource and Forecast the future changes
in present Human Resource inventory
 Estimating the human resource requirements

Recruitment and selection practices at ITC:

55

ITC company recruitment and selection practice is similar to that of
the large organizations. Through these practices the HRM department is able
to meet the requirements of the organization.

Recruitment and selection process in ITC:

 Position or job vacancy
 Approval for filling the vacancy/manpower planning
 Notification of vacancy through advertisements/consultants or
agencies

Sources of Recruitment:

ITC recruitment sources are-
 Advertisements
 Deputation or contract
 Recruitment consultants/Head Hunters.
 Promotions
 Transfer.

From these sources ash organization receives the applications for the
specified requirements to fill the vacancy. Based upon the departments’
specification a job analysis process will be done by the HRD department
accordingly.

On receiving the approval from MD and CEO the HRD initiates
the process by advertising the local news paper and national papers
56

depending upon the manpower recruitment or it may be referred to the
recruitment consultants, for receiving the suitable applications.

Selection Process in ITC Interviews:

ITC used to recruit through interviews to security the suitable
candidate since its inception by selecting the best required from those who
are selected in the interviews. Written test was the first step in the selection
process and follows with the personal interview. The selected candidates
from the written test and the personal interview have to go through group
discussion and the best in the group discussion will be selected to meet the
requirement.

In case the technical recruitment, practical test and selection test are
conducted. The candidates who are qualified in the tests will be called for
the final interview will be done by the selection committee as constituted by
the HRD. HRD will take the initiative of based on the selection committee’s
report

All selected candidates will be sent on offer of employment letter,
with the date of joining, pay and allowances, designation and the other terms
and conditions of employment in ITC.

At the time of joining the candidate should produce the following
documents of the HRD

57

 Educational qualification
 Proof of data of Birth
 Experience certificate
 Relieving letter from the precious organization
 Attestation forms for police verification
 Reference.

Policy enquiry about the selected person is made after his interview.
Medical examination is also carried out. Selection of local candidate was
made particular under certain situations to meet the requirements.

The selected employees will be appointed on training for a period
of one year. Based on the appraisal reports, candidates will be absorbed
into the suitable grade and will be on probation period of six months.
After successful completion of probation period the candidate will be
confirmed subject to the appraisal report.

Manpower Planning in ITC:

1. Activity based manning
2. Badly Concept
3. Nominee System
4. Pool Concept
5. Multi-skilling and Flexibility

Manpower Planning in ITC:

58

Separations-

 Recruitments
 Deaths
 Resignations
 Dismissals
 VRS
 Transfers out etc.,
 Recruitment
 Promotions
 Transfers.

59

CHAPTER 4
DATA ANALYSIS AND
INTERPRETATION

60

Table 1
Recruiting the employee

S.No Particulars No. of. Respondents Percentage
1. Internal 70 70
2. External 30 30
Total 100 100

Interpretation: From the above table 70% of the employees are recruiting
internally and 30% of the employees are recruiting externally.

61

Graph – 1
Recruiting the employee

80

70
70

60

50
Percentage

40

30
30

20

10

0
Internal External
Particulars

62

Table 2
External recruitment

1. Through agencies 60 60
2. Through reference 20 20
3. Casual applications 10 10
4. Data banks 10 10
Total 100 100

Interpretation: From the above table 60% of the employees are through
agencies and 20% of the employees through reference, 10% of the
employees from casual applications and 10% of the employees are recruiting
data banks.

Graph 2
63

External recruitment

70

60
60

50
percentage

40

30

20
20

10 10
10

0
Through Through Casual Data banks
agencies reference applications
Particulars

Table 3

64

Recruitment policy

1. Yes 100 100
2. No - -
Total 100 100

Interpretation: from the above table 100% of the employees said ‘Yes’
about the recruitment policy in the organization?

Graph 3
Recruitment policy

65

120

100
100

80
e
g
a
t
n 60
e
c
r
e
P
40

20

0
0
Yes No
Particulars

Table 4
Informing the vacancy position

66

1. Through word of mouth 10 10
2. Notice board 60 60
3. Department heads 30 30
Total 100 100

Interpretation: from the above table 60% of the respondents responded
about the information of vacancy position is through notice board, 30% said
through department head and 10% said through word of mouth.

Graph 4
Informing the vacancy position

67

70

60
60

50
Percentage

40

30
30

20

10
10

0
Through word Notice board Department
of mouth heads
Particulars

Table 5
Identification candidate for recruitment

68

1. Through adds 60 60
2. Internet 30 30
3. Consultants 10 10
Total 100 100

Interpretation: From the above table we concluded that 60% for the
respondents recruited through ads and 30% for the candidates recruited
internet and 10% of the candidates recruited consultants.

Graph 5
Identification candidate for recruitment

69

70

60
60

50
Percentage

40

30
30

20

10
10

0
Through adds Internet Consultants
Particulars

Table 6
Manpower planning

70

1. Department heads 20 20
2. HR department 50 50
3. Above two 30 30
Total 100 100

Interpretation: From the above table 50% of the employee said HR
department will participate in the manpower planning, 30% of the employee
said both the department heads and HR department and 20% of the
employees said department heads.

Graph 6
Manpower planning

71

60

50
50

40
Percentage

30
30

20
20

10

0
Department HR department Above two
heads
Particulars

Table 7
Recruitment sources for top-level management

72

1. Internet 25 25
2. Internal Search 30 30
3. Through ads 30 30
4. Above all 15 15
Total 100 100

Interpretation: From the above table we concluded the recruiting top level
management 25% internet, 30% are internal search, and 30% are through ads
and 15% are recruiting above all.

Graph 7
Recruitment sources for top-level management

73

35

30 30
30

25
25
percentage

20

15
15

10

5

0
Internet Internal Through ads Above all
Search
Particulars

Table 8
Recruit the employee of company

74

1. Quarterly 10 10
2. Half yearly 10 10
3. Annually 20 20
4. Whenever required 60 60
Total 100 100

Interpretation: From the above table, we concluded the employees 10%
quarterly, 10% half yearly, 20% annually and 60% of employee recruiting
whenever required.

Graph 8
Recruit the employee of company

75

70

60
60

50
Percentage

40

30

20
20

10 10
10

0
Quarterly Half yearly Annually Whenever
required
Particulars

Table 9
Regarding the present recruitment policy

76

1. Satisfied 70 70
2. Needs improvement 30 30
Total 100 100

Interpretation: From the above table we concluded that the present
recruitment policies are 70% satisfied, and the 30% are needs improvement
of the recruitment policy

Graph 9
Regarding the present recruitment policy

77

80

70
70

60

50
Percentage

40

30
30

20

10

0
Satisfied Needs improvement
Particulars

Table 10
Improvements in the present Recruitment Policy

78

1. Yes 90 90
2. No 10 10
Total 100 100

Interpretation: From the above table we concluded the improvement in the
present recruitment policy to recruit 90% of yes and 10% of no above all for
the improvement in the present recruitment policy

Graph 10
Improvements in the present Recruitment Policy

79

100
90
90

80

70

60
Percentage

50

40

30

20
10
10

0
Yes No
Particulars

Table 11
Recruitment Sources for middle-Level Management


80

1. Internet 10 10
2. Through ads 40 40
3. Consultants 40 40
4. Above all 10 10
Total 100 100

Interpretation: From the above table, we concluded the sources of middle
level management to recruit the 10% of internet, 40% through ads, 40%
consultants and 10% above all for the middle level management.

Graph 11
Recruitment Sources for middle-Level Management

81

45
40 40
40

35

30
Percentage

25

20

15
10 10
10

5

0
Internet Through ads Consultants Above all
Particulars

Table 12
Recruitment through campus selection

82

1. Yes 85 85
2. No 15 15
Total 100 100

Interpretation: From the above table 85% of the employees said ‘Yes’
about the campus selection in the organization and the remaining 15% said
‘No’

Graph 12
Recruitment through campus selection

83

90 85

80

70

60
Percentage

50

40

30

20 15

10

0
Yes No
Particulars

Table 13
Interview’s for selecting employees

84

1. Structured 90 90
2. Unstructured - -
3. Stress 10 10
Total 100 100

Interpretation: From the above table 70% of the employee said structured
interviews while selecting employee and 10% of the employee said stress in
the organization.

Graph 13
Interview’s for selecting employees

85

100
90
90

80

70

60
Percentage

50

40

30

20
10
10
0
0
Structured Unstructured Stress
Particulars

Table 14
Difficulty in recruiting employees

86

1. Yes - -
2. No 100 100
Total 100 100

Interpretation: From the above table 100% of the employees said ‘No’
about the recruiting employee in the organization.

Graph 14
Difficulty in recruiting employees

87

120

100
100

80
Percentage

60

40

20

0
0
Yes No
Particulars

Table 15
Interviews in selection process

88

1. Preliminary interview 36 36
2. G.D 28 28
Decision Making
3. 36 36
interview
Total 100 100

Interpretation: From the above table 36% of the employees said
preliminary interview in selection process 36% of the employees said
through decision making interview and 28% of the employees said through
G.D.

Table 15
Interviews in selection process

89

40
36 36
35

30 28

25
PErcentage

20

15

10

5

0
Preliminary G.D Decision Making
interview interview
Particulars

Table 16
Any hurdles in selection process

90

1. Yes - -
2. No 100 100
Total 100 100

Interpretation: From the above table 100% of the employee said ‘No’
about the hurdles in selection process in the organization.

Graph 16
Any hurdles in selection process

91

120

100
100

80
Percentage

60

40

20

0
0
Yes No
Particulars

Table 17
Recruitment process in ITC

92

1. Excellent 20 20
2. Good 70 70
3. Fair 10 10
Total 100 100

Interpretation: From the above table 70% of the employees said Good
about the recruitment process, 20% of the employee ‘Excellent’ and the 10%
of the employees ‘Fair’ in the organization.

Graph 17
Recruitment process in ITC

93

80

70
70

60

50
Percentage

40

30

20
20

10
10

0
Excellent Good Fair
Particulars

Table 18
Preference about promotion

94

1. Yes 100 100
2. No - -
Total 100 100

Interpretation: From the above table 100% of the employees said ‘Yes’
about the promotion preference in the organization?

Graph 18
Preference about promotion

95

120

100
100

80
Percentage

60

40

20

0
0
Yes No
Particulars

Table 19
Factors consideration

96

1. Subject 25 25
2. Willingness 20 20
3. Suitability 55 55
Total 100 100

Interpretation: From the above table we conclude considered the selecting
25% subject, 20% of selecting willingness and 55% of selecting in
suitability.

Graph 19
Factors consideration

97

60
55

50

40
Percentage

30
25

20
20

10

0
Subject Willingness Suitability
Particulars

98

CHAPTER 5

FINDINGS
&
SUGGESTIONS

99

FINDINGS

1. 10% of the respondents said that the vacancies in the internal
organization are known through word of mouth

2. Major source for recruitment is through internet only 20% said that
recruitment is through ads.

3. 20% of the employees are not satisfied with the recruitment procedure

4. 20% was dissatisfied and 10% was recruited through the selection
procedure

5. 20% of the employees said that there is no career development in ITC
Ltd.

6. 50% of the employees reacted that they have worked for ITC for less
than one year

7. Most of the recruitment process is based on reference and not on the
experience and qualification

SUGGESTIONS

100

 Systematic and a common methodology should be opted for recruiting
and selecting the employees.
 The steps in the process of selection should not very from employee to
employee
 The system opted for remuneration should be changed
 Experience and qualification should also be considered at the time of
selection
 Recruitment should be made in the manner, which helps in the
development of the organizations.
 Check if the right person is being placed at the right place
 Induction programme should be made in time, but not too late.
 The process of selection should be the same for the employees of
same designation and very according to the designations.
 Job rotation should be made according to the individual’s skill and
qualification.

QUESTIONNAIRE

101

Name………………………………………………………………………
Employee No. …………………. Experience…………………………..
Designation……………………… Department…………………………

1. How do you recruit the employees?
a) Internal b) External

2. If external how do you recruit the employee?
a) Through agencies b) Through reference
c) Casual applications d) Data banks

3. Is there any recruitment policy followed by your company?
a) Yes b) No

4. How will you inform the vacancy position of the job to internal
conditions?
a) Through word of mouth b) Notice boards
c) Department heads

5. What are the major sources for identification of candidates for
recruitment?
a) Through ads b) Internet
c) Consultants

6. Who are involved in the manpower planning?

102

a) Department heads b) HR Department
c) Above two

7. What are the recruitment sources for top-level management?
a) Internet b) Internal Search
c) Through ads d) above all

8. How frequently do the companies recruit the employee?
a) Quarterly b) Half yearly
c) Annually d) whenever required

9. What is your level of satisfaction regarding the present recruitment
policy?
a) Satisfied b) Needs Training

10.Do you feel any improvements in the present recruitment process?
a) Yes b) No

11.What are the recruitment sources for middle level management?
a) Internet b) Through ads
c) Consultants e) Above all

12.Does the company deserve the campus selection?
a) Yes b) No

103

13.Which type of interview do you follow for selecting the employees?
a) Structured b) Unstructured

14.Do you face any difficulty in recruiting the talent employees in LPG
scenario?
a) Yes b) No

15.What type of interviews is to be conducted on selection process?
a) Preliminary interview b) Group decision interview
c) Decision making interviews

16.Do you face any hurdles in selection process?
a) Yes b) No

17.What do you think about the recruitment process in ITC Limited?
a) Excellent b) Good
c) Fair

18.Do you think the competent employees are preferred to promotions?
a) Yes b) No

19.What factors do you most consider while selecting the employees?
a) Subject b) Willingness
c) Suitability

104

20.Any Suggestions---------

ABBREVATIONS

1. HRM : Human Resource Management
2. HRD : Human Resource Development
3. ITC : Indian Tobacco Company
4. ILTD : Indian Leaf Tobacco Development
5. R&D : Research and Development
6. TTD : Tiber Tissues Division
7. IBD : International Business Division
8. FCV : Flue Curved Virginia
9. FMCG : Fast Moving Consumer Goods
10. GLT : Green Leaf Threshing
11. FCV : Few Curved Virginia
12. IS : Initial Screening
13. BPBD : Bhadrachalam Paper Board Division

GLOSSARY
105

HRM: Human Resource Management is a series of a decision that
affect the relationship between the employees and the employers. It
effects many constituents and is intended to influence the effectiveness,
of the employees and employer.

Recruitment: Recruitment as the process of searching for the
prospective employees and stimulating them to apply for jobs in the
organization.

Dividend: The director do not recommended payment of any dividend
for the year in order to strengthen the working of the company

Preliminary interview: Preliminary selection of applicants is often
done by setting minimum standards for the job, and communicating
these standards of the employees.

Final Interview: it is very important of the company. Since the
immediate supervisor is ultimately responsible for new workers he or
she should have input the hiring decision.

Job offer: the actual hiring of an applicant constitutes the end of the
selection process. At this stage successful applicants must be notified
the firms decisions.

106

HR communication effect: It is essential that special efforts are taken
to make human resource communication effective. These effects are
need.

 In adequate appreciation of need for HRC by the organization
 Tendency of keeping HR policies and practices confidential

CIPP Approach: This approach takes context, process and product for
evaluation context evaluation

Context evolution: It involves evaluation of trends needs analysis and formulation
objectives in the light of need.

Input Evaluation: It involves evaluation of determining policies,
budget, schedules and procedures for organization programmed.

Process Approach: It involves of preparation of reaction sheet rating
scales and analysis of relevant records.

Product Evaluation: It involves measuring and interpreting the
attainment of recruitment and selection process.

BIBLIOGRAPHY

Books:

107

Managing for the future P.F. Drucken
Human Resource Management P. Subba Rao
Human Resource management K. Ashwathappa

Websites:

www.itc.ltd
www.iltd.com
www.hrm.co

108

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