This document provides an overview of the recruitment and selection process at Himalaya Wellness. It begins with an introduction to the organization, discussing its history and products. The document then discusses the importance of recruitment and selection for acquiring qualified talent. It describes the general recruitment process, including identifying vacancies, developing job descriptions, attracting candidates from various sources, screening and selecting candidates. It also outlines the objectives and factors influencing recruitment. Finally, it discusses the selection process and the typical steps involved, including preliminary interviews, application screening, employment tests, and selection interviews.
A stydy on employees job satisfaction in hassan co operative milk union ltdProjects Kart
This document discusses a study on employee job satisfaction at HAMUL (Hassan Co-operative Milk Producers' Societies Union Ltd). The objectives of the study are to measure job satisfaction levels, study employee perceptions of the organization, identify motivational factors, and provide suggestions for growth. The scope includes examining intrinsic and extrinsic job satisfaction factors. Data collection methods for the study are described. An overview is provided of HAMUL, including its mission to pay members remunerative prices and supply quality milk to consumers.
Project report on Labor Welfare of Kribhco employees in 2013, a full time 6 weeks training with my deep effort, collecting the data from my observtions and reports.
This document provides an overview of a student's summer project on benchmarking HR practices and policies of leading FMCG companies in India. The student conducted primary and secondary research to understand the recruitment and selection processes of 10 FMCG companies. Primary data was collected through interviews with HR personnel using a questionnaire. Secondary data came from business magazines and websites. The objectives were to identify key HR practices and policies and compare them across companies. The methodology included research design, data collection methods, and tools used for analysis.
Project Title : A study on Job Satisfaction of Employees at Bright Future Con...Rahul Chatterjee
Bright Future is a recruitment consultancy firm established in 2012 that provides manpower solutions across various levels and domains. It aims to enhance the human capital of client organizations through executive search, recruitment, and staffing services. The firm has a team of recruiters with expertise in different areas who work to fill positions for clients. Bright Future conducted a job satisfaction survey of its own employees to evaluate satisfaction levels and identify areas for improvement. The survey assessed factors like supervisor relationships, work environment, work-life balance, and salary satisfaction. The results found both satisfaction and gaps, allowing recommendations to be made.
This document provides a research report on the distribution channel relationship and sales promotion tools of Dabur Foods. It includes an executive summary highlighting Dabur's major brands and market shares. It then discusses Dabur's corporate objectives, philosophy, history, subsidiaries, products, and research methodology. The document contains detailed information on Dabur's operations and strategy over its 100+ year history.
A study on working condition and its impact on employee satisfactionAKHIL D.C HARIDAS
This document provides an introduction and background to a study on the working conditions and employee satisfaction at Elstone tea estates in Kalpetta, India. The study aims to assess the relationship between working conditions and employee satisfaction, and to examine the safety, health, welfare and incentive programs in place. It will analyze factors like canteen facilities, transportation and medical care to identify areas of satisfaction and dissatisfaction among employees. The research methodology is described as descriptive research using surveys to collect employee opinions on working conditions at the Kalpetta estate.
Dabur India Limited is India's leading FMCG company with interests in health care, personal care and foods. Dabur has a history of more than 100 years . The products of Dabur are marketed in more than 50 countries worldwide. The company has 2 major strategic business units (SBU) - Consumer Care Division (CCD) & Consumer Health Division (CHD). The origin of Dabur can be traced back to 1884 when Dr. S.K. Burman started a health care products manufacturing facility in a small Calcutta pharmacy. In 1896, as a result of growing popularity of Dabur product., in early 1900s, Dabur entered the specialized area of nature based Ayurvedic medicines. In 1919, Dabur established research laboratories to develop scientific processes and quality checks. In 1936, Dabur became a Dabur India (Dr. S.K. Burman) Pvt Ltd. Dabur became a Public Limited Company in 1986. When Dabur India roped in an outsider as its CEO, Ninu Khanna, rather than passing the reins to a family-member passes to Sunil Duggal, Dabur’s CEO since 2000 has taken the business to new heights by strategic acquisitions and has expanded the product portfolio to make Dabur a comprehensive FMCG company from an Ayurvedic products seller. Today, majority of the Board members at Dabur do not belong to the Promoter family.
PERFORMANCE APPRAISAL
REWARD AND RECOGNITION
HEALTH AND SAFETY SCHEME
TALENT MANAGEMENT
TRAINING AND DEVELOPMENT
GENDER DIVERSITY
WORK LIFE BALANCE
RECRUITMENT & SELECTION
Management by objectives (MBO). Annual evaluation based on the goals set by the organisation. The reasons for failures, if any are also discussed with the employees. a standard value system is provided to the appraiser, based on which assessments are done in four categories, namely:
Outstanding.
Excellent.
Good.
Below average,
There is no open appraisal or 360 deg. feedback in the company. Also, there is only annual Feedback and discussion on reasons of failures.
In Dabur, positive leniency errors are more common, with most evaluators marking appraises high, due overestimation of targets achieved.
Based on survey of employees at Dabur, performance appraisal is satisfactory, not very good. The process needs to be integrated into the career planning of its employees in a more effective manner, with the appraisal outcome used more for the purpose of rewards. An open system with joint goals set by the appraisee and appraiser is desired.
At Dabur, the Human Resources department supports the business operations and helps enhance performance parameters for each employee. Special care is taken in nurturing talent, promoting entrepreneurship among employees and motivating employees to innovate and improve their performance through an innovative reward and recognition programme called ‘Applause’. The objectives of this scheme are:
To reward contribution of employees beyond normal monetary rewards
To recognize and applaud for immediate recognition
To promote positive behaviors in the organization
1) Lata Herbal is a Bangladeshi company established in 2005 that produces over 120 herbal skin, body, and hair care products.
2) The company values building a range of affordable and trustworthy herbal products. Its mission is to make the Lata Herbal brand popular in Bangladesh and other countries through high quality products.
3) In 2012, a mobile court sealed and fined a Lata Herbal factory for containing hazardous chemicals in its fairness creams that damaged skin.
A stydy on employees job satisfaction in hassan co operative milk union ltdProjects Kart
This document discusses a study on employee job satisfaction at HAMUL (Hassan Co-operative Milk Producers' Societies Union Ltd). The objectives of the study are to measure job satisfaction levels, study employee perceptions of the organization, identify motivational factors, and provide suggestions for growth. The scope includes examining intrinsic and extrinsic job satisfaction factors. Data collection methods for the study are described. An overview is provided of HAMUL, including its mission to pay members remunerative prices and supply quality milk to consumers.
Project report on Labor Welfare of Kribhco employees in 2013, a full time 6 weeks training with my deep effort, collecting the data from my observtions and reports.
This document provides an overview of a student's summer project on benchmarking HR practices and policies of leading FMCG companies in India. The student conducted primary and secondary research to understand the recruitment and selection processes of 10 FMCG companies. Primary data was collected through interviews with HR personnel using a questionnaire. Secondary data came from business magazines and websites. The objectives were to identify key HR practices and policies and compare them across companies. The methodology included research design, data collection methods, and tools used for analysis.
Project Title : A study on Job Satisfaction of Employees at Bright Future Con...Rahul Chatterjee
Bright Future is a recruitment consultancy firm established in 2012 that provides manpower solutions across various levels and domains. It aims to enhance the human capital of client organizations through executive search, recruitment, and staffing services. The firm has a team of recruiters with expertise in different areas who work to fill positions for clients. Bright Future conducted a job satisfaction survey of its own employees to evaluate satisfaction levels and identify areas for improvement. The survey assessed factors like supervisor relationships, work environment, work-life balance, and salary satisfaction. The results found both satisfaction and gaps, allowing recommendations to be made.
This document provides a research report on the distribution channel relationship and sales promotion tools of Dabur Foods. It includes an executive summary highlighting Dabur's major brands and market shares. It then discusses Dabur's corporate objectives, philosophy, history, subsidiaries, products, and research methodology. The document contains detailed information on Dabur's operations and strategy over its 100+ year history.
A study on working condition and its impact on employee satisfactionAKHIL D.C HARIDAS
This document provides an introduction and background to a study on the working conditions and employee satisfaction at Elstone tea estates in Kalpetta, India. The study aims to assess the relationship between working conditions and employee satisfaction, and to examine the safety, health, welfare and incentive programs in place. It will analyze factors like canteen facilities, transportation and medical care to identify areas of satisfaction and dissatisfaction among employees. The research methodology is described as descriptive research using surveys to collect employee opinions on working conditions at the Kalpetta estate.
Dabur India Limited is India's leading FMCG company with interests in health care, personal care and foods. Dabur has a history of more than 100 years . The products of Dabur are marketed in more than 50 countries worldwide. The company has 2 major strategic business units (SBU) - Consumer Care Division (CCD) & Consumer Health Division (CHD). The origin of Dabur can be traced back to 1884 when Dr. S.K. Burman started a health care products manufacturing facility in a small Calcutta pharmacy. In 1896, as a result of growing popularity of Dabur product., in early 1900s, Dabur entered the specialized area of nature based Ayurvedic medicines. In 1919, Dabur established research laboratories to develop scientific processes and quality checks. In 1936, Dabur became a Dabur India (Dr. S.K. Burman) Pvt Ltd. Dabur became a Public Limited Company in 1986. When Dabur India roped in an outsider as its CEO, Ninu Khanna, rather than passing the reins to a family-member passes to Sunil Duggal, Dabur’s CEO since 2000 has taken the business to new heights by strategic acquisitions and has expanded the product portfolio to make Dabur a comprehensive FMCG company from an Ayurvedic products seller. Today, majority of the Board members at Dabur do not belong to the Promoter family.
PERFORMANCE APPRAISAL
REWARD AND RECOGNITION
HEALTH AND SAFETY SCHEME
TALENT MANAGEMENT
TRAINING AND DEVELOPMENT
GENDER DIVERSITY
WORK LIFE BALANCE
RECRUITMENT & SELECTION
Management by objectives (MBO). Annual evaluation based on the goals set by the organisation. The reasons for failures, if any are also discussed with the employees. a standard value system is provided to the appraiser, based on which assessments are done in four categories, namely:
Outstanding.
Excellent.
Good.
Below average,
There is no open appraisal or 360 deg. feedback in the company. Also, there is only annual Feedback and discussion on reasons of failures.
In Dabur, positive leniency errors are more common, with most evaluators marking appraises high, due overestimation of targets achieved.
Based on survey of employees at Dabur, performance appraisal is satisfactory, not very good. The process needs to be integrated into the career planning of its employees in a more effective manner, with the appraisal outcome used more for the purpose of rewards. An open system with joint goals set by the appraisee and appraiser is desired.
At Dabur, the Human Resources department supports the business operations and helps enhance performance parameters for each employee. Special care is taken in nurturing talent, promoting entrepreneurship among employees and motivating employees to innovate and improve their performance through an innovative reward and recognition programme called ‘Applause’. The objectives of this scheme are:
To reward contribution of employees beyond normal monetary rewards
To recognize and applaud for immediate recognition
To promote positive behaviors in the organization
1) Lata Herbal is a Bangladeshi company established in 2005 that produces over 120 herbal skin, body, and hair care products.
2) The company values building a range of affordable and trustworthy herbal products. Its mission is to make the Lata Herbal brand popular in Bangladesh and other countries through high quality products.
3) In 2012, a mobile court sealed and fined a Lata Herbal factory for containing hazardous chemicals in its fairness creams that damaged skin.
Hindustan Unilever Limited (HUL) reported strong financial results for the financial year 2011-12. Net sales grew 12% to Rs. 21,736 crores. Operating profit increased 25% to Rs. 3,073 crores, with operating margins expanding 140 basis points to 14.1%. Net profit grew 17% to Rs. 2,691 crores. HUL delivered consistent, competitive and profitable growth through volume-led expansion, cost efficiencies and margin improvements. Cash flows from operations were also up significantly. Overall, HUL reported another year of robust financial performance on the back of its strategic framework and execution capabilities.
Power point presentation On "EMPLOYEE SATISFACTION" at Lupin Limited,AnkleshwarDhaval Prajapati
Lupin was established in 1968 in India and has since grown to over 70 countries with its headquarters in Mumbai. It began with 600 employees and is now the world's largest manufacturer of tuberculosis drugs. The document discusses Lupin's production, HR, and mini project departments. It provides organizational structures and details on HR policies, procedures, benefits, and training. It also describes a job satisfaction survey conducted among Lupin employees.
A Study on Level of Employee Job Satisfaction in HAMULProjects Kart
India is called the “country of villages” where it covers nearly 70% of its total area. In this relation we can say that Indian economy is base on rural activities and their development. Therefore we have to give prime importance to the rural activities. A dairy is a place for handling milk and milk products. Technology refers to the application of scientific knowledge for practical purposes. Dairy technology has been defined as that branch of dairy science which deals with the processing of milk and the milk products on an industrial scale. In developed dairying countries such as the USA the year 1850 is seen as the dividing line between farm and factory scale production. Various factors distribute to this change in these countries such as the concentration of the population in cities where the jobs are plentiful, rapid industrialization, improvement of transportation facilities, development of machines etc., The rural areas are identified for the production, urban areas are for the processing of the milk.
A STUDY ON LEADERSHIP BEHAVIOR AND JOB SATISFACTION AMONG HOSPITAL EMPLOYEES ...IAEME Publication
The purpose of the study is to investigate the leadership behaviors and job satisfaction within employees in order to advance the understanding of these concepts as well as to comprehend the relationships among them. The study will gain better understanding of the predictability of job satisfaction based on leadership behavior the study will examine the causal relationships that exist between leadership behavior and job satisfaction in order to determine what direct or indirect impact each of them. The study collected data from employees working in hospitals. The sample size for the study is 120 by adopting purposive sampling technique.
This document provides information about Price & Buckland India Pvt Ltd, including:
1. Price & Buckland is a leading school uniform and sportswear manufacturer based in Delhi, India and partnered with their parent company in the UK, having over 50 years of experience.
2. They design, produce, and supply customized uniforms and sportswear to schools and universities across India, the Middle East, and Europe from their factory in Delhi.
3. Their core principles are providing high quality, affordable uniforms with excellent customer service while being socially responsible.
1) Amul provides a summary of its human resource management functions, including recruitment and selection, training and development, and performance appraisal.
2) It describes its recruitment sources, selection process, and probation periods for new employees.
3) Amul focuses on training its employees through on-the-job, off-the-job, and in-house methods to develop their skills and ensure they understand company policies and procedures.
This document provides a case study and report on the marketing strategy of Dabur Vatika Shampoo in Nepal. It includes an introduction covering the background, history, aims and objectives, organizational structure, and limitations of Dabur Nepal Pvt. Ltd. The bulk of the document presents an analysis of Dabur's production, sales, profits, and market share of Vatika Shampoo over the last five years. It finds that Vatika Shampoo has significantly contributed to Dabur's overall sales and profits in Nepal. The document concludes with a summary of the findings and recommendations.
Hindustan Unilever Limited is India's largest FMCG company founded in 1933 with over 35 brands in 20 categories. It has about 18,000 employees and net sales of over 338 billion INR in 2016-2017. Best practices include career break policy, maternity and paternity support, and performance appraisal using 360 degree feedback. Areas for improvement include limited job advancement, hierarchical culture, and lower pay for researchers compared to other companies.
Nestle is the world's largest food and beverage company present in 191 countries with over 2000 brands. Best practices include policies on employment, total rewards focusing on fixed pay, benefits and development, and talent management. Flexibility and reduced hierarchy also aim to improve communication
This document provides background information on a project report submitted by Preeti V. Goudar for her Master's degree. The report examines performance appraisal at Akshay Patra, a nonprofit organization that provides mid-day meals to school children in India. The summary includes an overview of Akshay Patra's operations, departments, and kitchen infrastructure. It also discusses performance appraisal methods used, literature reviewed, and objectives of Goudar's study on evaluating worker performance standards at Akshay Patra's Hubli kitchen.
CSR activities by porsche and patanjaliZaidMansuri10
All companies should have to do some CSR(Corporate Social Responsibility). So I had make a presentation on CSR activities by Patanjali(Indian) and Porsch(Germany) company.
A conceptual analysis of job satisfaction conducted at abc trading company li...Projects Kart
The document provides an overview of Amalgamated Bean Coffee Trading Company Limited (ABCTCL), an Indian coffee exporter. It describes ABCTCL's origins, operations, organizational structure, products, and key divisions. The company was founded in 1991 and has since grown to become one of the largest coffee exporters in India, exporting over 13% of the country's coffee globally. It operates coffee plantations and processing facilities across India and has diversified into retail operations through its Café Coffee Day chain.
Starbucks and McDonald's are two of the largest fast food chains in the world. Starbucks was founded in 1971 in Seattle and now has over 13,000 locations globally. Starbucks emphasizes treating employees well by providing generous compensation and benefits packages. In contrast, McDonald's was founded in 1940 and has over 36,000 restaurants globally. While McDonald's also provides benefits to employees, its compensation and turnover rates are typically lower than Starbucks. Both companies aim to provide quality products and prioritize customer satisfaction, though Starbucks focuses more on developing a unique company culture.
A study of job satisfaction and conflict resolution modes in the minda groupProjects Kart
This document summarizes a study on job satisfaction and conflict resolution modes within the Minda Group. It provides background on the company, reviews relevant literature on job satisfaction and conflict resolution models. The objectives and research methodology are described. Results and interpretations from administering a job satisfaction survey and conflict resolution assessment to top management are presented. The conclusion discusses the implications of the findings.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
BUYING BEHAVIOUR AND COMPETITION MAPPING Preetam Kumar
This document provides an overview of consumer buying behavior and the consumer decision making process. It discusses how consumer buying behavior is influenced by psychological, social, and economic factors. The consumer buying decision process typically involves 6 stages - need recognition, information search, evaluation of alternatives, purchase decision, post-purchase behavior, and divestment. Understanding consumer buying behavior and the different stages of decision making is important for mapping out competition and analyzing a brand's performance in the marketplace.
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The engineering sector is an important part of India's economy and LHP is one company operating within this growing industry.
Recruitment & Selection Process of Delta Pharma LimitedEsratNaorinSreety
This report summarizes the recruitment and selection process at Delta Pharma Limited (DPL), a pharmaceutical company in Bangladesh. The objectives are to understand DPL's recruitment and selection sources, processes, employee opinions, and areas for improvement. Data was collected through questionnaires with 10 employees and secondary sources like DPL's annual report and HR manual. The report aims to evaluate how DPL applies theoretical HR concepts in practice and fulfills the BBA program requirements.
Ankita himalaya project final copy.......CoRRexGaMing
This document provides an overview of the production department of Himalaya Wellness Company. It introduces the key roles and responsibilities in the production process, including machine operators, mechanics, and maintenance personnel. It emphasizes efficiency and supporting the bottleneck operation to maximize throughput. It also provides a brief introduction to Himalaya's product categories, which include personal care, herbal medicine, nutraceuticals, cleaning agents, and animal care products.
Hindustan Unilever Limited (HUL) reported strong financial results for the financial year 2011-12. Net sales grew 12% to Rs. 21,736 crores. Operating profit increased 25% to Rs. 3,073 crores, with operating margins expanding 140 basis points to 14.1%. Net profit grew 17% to Rs. 2,691 crores. HUL delivered consistent, competitive and profitable growth through volume-led expansion, cost efficiencies and margin improvements. Cash flows from operations were also up significantly. Overall, HUL reported another year of robust financial performance on the back of its strategic framework and execution capabilities.
Power point presentation On "EMPLOYEE SATISFACTION" at Lupin Limited,AnkleshwarDhaval Prajapati
Lupin was established in 1968 in India and has since grown to over 70 countries with its headquarters in Mumbai. It began with 600 employees and is now the world's largest manufacturer of tuberculosis drugs. The document discusses Lupin's production, HR, and mini project departments. It provides organizational structures and details on HR policies, procedures, benefits, and training. It also describes a job satisfaction survey conducted among Lupin employees.
A Study on Level of Employee Job Satisfaction in HAMULProjects Kart
India is called the “country of villages” where it covers nearly 70% of its total area. In this relation we can say that Indian economy is base on rural activities and their development. Therefore we have to give prime importance to the rural activities. A dairy is a place for handling milk and milk products. Technology refers to the application of scientific knowledge for practical purposes. Dairy technology has been defined as that branch of dairy science which deals with the processing of milk and the milk products on an industrial scale. In developed dairying countries such as the USA the year 1850 is seen as the dividing line between farm and factory scale production. Various factors distribute to this change in these countries such as the concentration of the population in cities where the jobs are plentiful, rapid industrialization, improvement of transportation facilities, development of machines etc., The rural areas are identified for the production, urban areas are for the processing of the milk.
A STUDY ON LEADERSHIP BEHAVIOR AND JOB SATISFACTION AMONG HOSPITAL EMPLOYEES ...IAEME Publication
The purpose of the study is to investigate the leadership behaviors and job satisfaction within employees in order to advance the understanding of these concepts as well as to comprehend the relationships among them. The study will gain better understanding of the predictability of job satisfaction based on leadership behavior the study will examine the causal relationships that exist between leadership behavior and job satisfaction in order to determine what direct or indirect impact each of them. The study collected data from employees working in hospitals. The sample size for the study is 120 by adopting purposive sampling technique.
This document provides information about Price & Buckland India Pvt Ltd, including:
1. Price & Buckland is a leading school uniform and sportswear manufacturer based in Delhi, India and partnered with their parent company in the UK, having over 50 years of experience.
2. They design, produce, and supply customized uniforms and sportswear to schools and universities across India, the Middle East, and Europe from their factory in Delhi.
3. Their core principles are providing high quality, affordable uniforms with excellent customer service while being socially responsible.
1) Amul provides a summary of its human resource management functions, including recruitment and selection, training and development, and performance appraisal.
2) It describes its recruitment sources, selection process, and probation periods for new employees.
3) Amul focuses on training its employees through on-the-job, off-the-job, and in-house methods to develop their skills and ensure they understand company policies and procedures.
This document provides a case study and report on the marketing strategy of Dabur Vatika Shampoo in Nepal. It includes an introduction covering the background, history, aims and objectives, organizational structure, and limitations of Dabur Nepal Pvt. Ltd. The bulk of the document presents an analysis of Dabur's production, sales, profits, and market share of Vatika Shampoo over the last five years. It finds that Vatika Shampoo has significantly contributed to Dabur's overall sales and profits in Nepal. The document concludes with a summary of the findings and recommendations.
Hindustan Unilever Limited is India's largest FMCG company founded in 1933 with over 35 brands in 20 categories. It has about 18,000 employees and net sales of over 338 billion INR in 2016-2017. Best practices include career break policy, maternity and paternity support, and performance appraisal using 360 degree feedback. Areas for improvement include limited job advancement, hierarchical culture, and lower pay for researchers compared to other companies.
Nestle is the world's largest food and beverage company present in 191 countries with over 2000 brands. Best practices include policies on employment, total rewards focusing on fixed pay, benefits and development, and talent management. Flexibility and reduced hierarchy also aim to improve communication
This document provides background information on a project report submitted by Preeti V. Goudar for her Master's degree. The report examines performance appraisal at Akshay Patra, a nonprofit organization that provides mid-day meals to school children in India. The summary includes an overview of Akshay Patra's operations, departments, and kitchen infrastructure. It also discusses performance appraisal methods used, literature reviewed, and objectives of Goudar's study on evaluating worker performance standards at Akshay Patra's Hubli kitchen.
CSR activities by porsche and patanjaliZaidMansuri10
All companies should have to do some CSR(Corporate Social Responsibility). So I had make a presentation on CSR activities by Patanjali(Indian) and Porsch(Germany) company.
A conceptual analysis of job satisfaction conducted at abc trading company li...Projects Kart
The document provides an overview of Amalgamated Bean Coffee Trading Company Limited (ABCTCL), an Indian coffee exporter. It describes ABCTCL's origins, operations, organizational structure, products, and key divisions. The company was founded in 1991 and has since grown to become one of the largest coffee exporters in India, exporting over 13% of the country's coffee globally. It operates coffee plantations and processing facilities across India and has diversified into retail operations through its Café Coffee Day chain.
Starbucks and McDonald's are two of the largest fast food chains in the world. Starbucks was founded in 1971 in Seattle and now has over 13,000 locations globally. Starbucks emphasizes treating employees well by providing generous compensation and benefits packages. In contrast, McDonald's was founded in 1940 and has over 36,000 restaurants globally. While McDonald's also provides benefits to employees, its compensation and turnover rates are typically lower than Starbucks. Both companies aim to provide quality products and prioritize customer satisfaction, though Starbucks focuses more on developing a unique company culture.
A study of job satisfaction and conflict resolution modes in the minda groupProjects Kart
This document summarizes a study on job satisfaction and conflict resolution modes within the Minda Group. It provides background on the company, reviews relevant literature on job satisfaction and conflict resolution models. The objectives and research methodology are described. Results and interpretations from administering a job satisfaction survey and conflict resolution assessment to top management are presented. The conclusion discusses the implications of the findings.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
BUYING BEHAVIOUR AND COMPETITION MAPPING Preetam Kumar
This document provides an overview of consumer buying behavior and the consumer decision making process. It discusses how consumer buying behavior is influenced by psychological, social, and economic factors. The consumer buying decision process typically involves 6 stages - need recognition, information search, evaluation of alternatives, purchase decision, post-purchase behavior, and divestment. Understanding consumer buying behavior and the different stages of decision making is important for mapping out competition and analyzing a brand's performance in the marketplace.
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The engineering sector is an important part of India's economy and LHP is one company operating within this growing industry.
Recruitment & Selection Process of Delta Pharma LimitedEsratNaorinSreety
This report summarizes the recruitment and selection process at Delta Pharma Limited (DPL), a pharmaceutical company in Bangladesh. The objectives are to understand DPL's recruitment and selection sources, processes, employee opinions, and areas for improvement. Data was collected through questionnaires with 10 employees and secondary sources like DPL's annual report and HR manual. The report aims to evaluate how DPL applies theoretical HR concepts in practice and fulfills the BBA program requirements.
Ankita himalaya project final copy.......CoRRexGaMing
This document provides an overview of the production department of Himalaya Wellness Company. It introduces the key roles and responsibilities in the production process, including machine operators, mechanics, and maintenance personnel. It emphasizes efficiency and supporting the bottleneck operation to maximize throughput. It also provides a brief introduction to Himalaya's product categories, which include personal care, herbal medicine, nutraceuticals, cleaning agents, and animal care products.
The document appears to be a project report submitted by Abhishek Kumar Rajoria to Guru Nanak Dev University in partial fulfillment of the requirements for an MBE degree. The report is on analyzing consumer perception with respect to Dabur honey. It includes a declaration, certificate, acknowledgements, contents, list of charts and the introduction chapter. The introduction provides background on Dabur India Limited and how it introduced branded honey to the Indian market about a decade ago, growing it to a Rs. 40 crore brand by marketing it as a tasty and nutritious food rather than just a medicine. The objectives of the study are to understand retailers' and consumers' perception of Dabur honey and analyze
This document provides details about a minor project titled "Impact of Advertisements on Consumer Buying Behaviour with Special Reference to Soft Drinks". It includes sections like the introduction, literature review, research methodology, data analysis, findings and conclusion. The project is submitted by Hardeep Kaur, a student of MBA at Mata Gujri College in Punjab, India under the supervision of her professor.
This document provides a case study and analysis of Haleeb Foods Limited (HFL), a Pakistani food company. It discusses HFL's background, operations, products, vision, policies, and details the author's internship experience at HFL. The document analyzes HFL's downsizing efforts in 2009 and 2013 when it laid off hundreds of employees. It also performs a SWOT analysis of HFL, identifying strengths like its distribution network but also weaknesses such as reliance on third parties for milk. The author concludes the internship was helpful but that HFL needs some improvements, and provides recommendations such as expanding product lines and improving promotional activities.
This document provides an overview of job satisfaction and morale in the context of human resource management. It defines job satisfaction and morale, discusses their importance for organizational performance, and identifies key factors that influence them such as compensation, the nature of work, supervision, and promotion opportunities. The document also summarizes several major theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory. Finally, it discusses how job satisfaction correlates with both organizational variables like job content, leadership, and pay as well as personal variables like age.
This document provides an overview of a marketing research project conducted by Kishan Gopal for Amul to study the market penetration of Amul's fresh products. It includes an introduction to Amul's history and products. The main steps of marketing research are defined, including defining the problem, identifying information needs, determining data sources, deciding research methods, analyzing data, and creating a report. The document discusses Amul's plants, product profile, and marketing strategies. It provides context and details about the scope and process of Kishan Gopal's marketing research project for Amul.
The document provides an executive summary of a study on employee motivation techniques at Shri Ram Piston Ltd. It includes sections on the company profile, objectives of the study, significance of the study, literature review and department profiles. The key points are:
1) The study aims to identify factors that motivate employees at Shri Ram Piston Ltd and improve organizational performance.
2) Effective employee motivation is important for achieving organizational goals and developing human resources.
3) The study examines employee motivational programs and provides insights to support future research on strategic guidance for organizations.
After studying the theoretical concepts of a topic, understanding its practical implications and applications is the next step in the learning process. This Project of Marketing Management Part is last. For this report, I tried to find out about the Marketing Strategy of marketing of the reputed brand of the world, namely Fair & Lovely.
This document is a project report submitted by Anil Kumar for his MBA degree. The report focuses on studying the sales promotion tools used by Dabur Foods. It includes an acknowledgement, preface, table of contents, and executive summary outlining Dabur's history, products, research methodology used in the study, and analysis and interpretation of findings. The report was conducted under the guidance of Mr. Nikhil Srivastava.
The document discusses Dabur India Limited, a leading FMCG company in India. It provides an overview of Dabur's business portfolio, leadership, vision, strategic business units and brands. It also summarizes Dabur's key milestones, sustainability initiatives, IT projects and discusses the importance of market research for the company.
This document provides a summary of a project report on marketing activities at Saras Dairy in Jodhpur, India. It discusses [1] the establishment and management structure of cooperative dairy societies in India and at Saras Dairy, [2] the aims and organization of Saras Dairy, and [3] an overview of the marketing department and its role in milk procurement and distribution. The summary highlights the key roles and operations of the cooperative societies and marketing department in supporting milk producers and meeting consumer demand.
The document provides an overview of Haldiram's apprenticeship training program. Some key points:
1) Haldiram's offers a 1-year apprenticeship program to provide on-the-job training to students. Apprentices are paid a stipend and must complete 240 days of work and pass an exam.
2) The selection process includes a written test, interview, and medical exam. Successful candidates receive an appointment letter.
3) The training policy specifies stipend amounts and that the apprenticeship helps optimize student skills while also studying for vocational certification.
4) Haldiram's organizational structure includes various managerial roles overseeing the apprenticeship workshop training
Pharma Front-line Manager - How to Inspire Peak PerformanceAnup Soans
Inside this Issue
1. The Dead Sea Effect in Talent Management by K. Hariram
How to avert the flight of top talent from your organization.
2. The Audit Mindset: The Key to Successful Implementation of Compliance Practices in Pharma by Diksha Fouzdar
For companies to become and stay compliant, a thorough change in mindset is needed – from an adhoc approach to a systems approach.
3. Emotional Marketing: From ‘Needs’ to ‘Wants’ by Vivek Hattangadi
Different emotions trigger different actions – a look into different emotional states and how they can be put to use in pharma marketing.
4. Top 20 Things Every Digital Health Marketer Should Know by Dr. Ashwin Bonde
The importance of preparing for the next level of your career by acquiring the requisite knowledge, skills and attitude before you get there.
This document is a summer training project report submitted by Mr. Rupesh Chandra to Mahamaya Technical University in partial fulfillment of an MBA degree. The report focuses on the distribution channel relationship and sales promotion tools of Dabur Foods. It includes an acknowledgement, preface, table of contents, executive summary and introduction about Dabur India Limited, which is one of the leading consumer goods companies in India with interests in healthcare, personal care and foods. The objective of the study and Dabur's vision, mission and groups are also outlined.
advertising an effective promotional tool for marketing new product Rupesh Gangwar
This document is a summer training project report submitted by Mr. Rupesh Chandra to fulfill requirements for an MBA degree. The report focuses on the distribution channel relationship and sales promotion tools of Dabur Foods. It includes an introduction to Dabur India Limited, which is one of India's leading consumer goods companies with interests in healthcare, personal care, and food products. It also provides information on Dabur's objectives, leadership, research foundation, timeline of achievements, product categories, and research methodology used in the study.
The document discusses repositioning the Himalaya Soap brand. It begins by evaluating the launch of Himalaya Soap, analyzing whether innovation was the best growth strategy and the efficiency of marketing actions. It finds the innovation strategy was necessary but marketing could be improved. It then recommends repositioning Himalaya Soap to focus on its natural ingredients and highlight this through more effective advertising that also showcases Indian culture. A positioning statement and perceptual map are provided to describe targeting customers interested in health and belonging while expanding into rural markets through improved distribution and brand promotion activities.
The document discusses the vision, mission, and competency learning model of a consumer goods company. It outlines technical competencies like selling, recruiting, and collecting. It also describes personal and interpersonal competencies needed like initiative, interpersonal sensitivity, persistence, optimism, work ethics, and compassion. The document provides details on recruitment sources, benefits of personal contact recruitment, and factors that affect retention like how a manager recruits and the selection process. It emphasizes the importance of effective recruitment and selection for unlimited income potential and productivity increases.
The Argumentative Indian Pharma Manager by Prof Vivek HattangadiAnup Soans
Doctors are increasingly using firewalls to limit interactions with pharmaceutical companies due to the large number of companies and products. This makes it difficult for doctors to manage their time. While a few pharma companies are responding effectively to this challenge, most are struggling with high attrition and an incompetent field force, leading to customer dissatisfaction. The competence of the field force will determine the effectiveness of company strategies and outcomes of interactions. Some companies are using brief interactions to create additional touchpoints like CME events. However, the human resources paradigm in Indian pharma needs to shift its focus from rewarding sales outcomes alone to also rewarding learning and development processes that lead to good outcomes. Customer satisfaction has been directly correlated with field force competence.
Deirdre Connelly is the current President of North America Pharmaceuticals at GlaxoSmithKline. She has over 28 years of experience in the pharmaceutical industry, beginning her career at Eli Lilly in 1984 as a sales representative in Puerto Rico. Throughout her career at Lilly and GSK, she held various marketing and human resources roles of increasing responsibility, including leadership positions running Lilly's business in Puerto Rico and Central America. She believes that leadership skills are developed through embracing learning from others and emphasizes learning, listening, empowering others, and accountability in her own leadership strategies.
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
Why you need to recognize your employees? (15 reasons + tips)Vantage Circle
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
1. 1
Mittal School of Business
LOVELY PROFESSIONAL UNIVERSITY
Phagwara, Punjab
September, 2021
RECRUITMENT AND SELECTION PROCEDURE AT HIMALAYA
WELLNESS.
A SUMMER INTERNSHIP REPORT
Submitted by
K V ASHWIN KARADI
Registration No: 12000044
in partial fulfillment of Summer Internship for the award of the degree of
MASTERS OF BUSINESS ADMINISTRATION (MBA)
3. 3
DECLARATION
I, K V ASHWIN KARADI, hereby declare that the work presented herein is a
genuine work done originally by me and has not been published or submitted
elsewhere for the requirement of a degree programme. Any literature, data or
works done by others and cited within this dissertation has been given due
acknowledgement and listed in the reference section.
K V ASHWIN KARADI
Reg. No:- 12000044
Date:- 26th
September, 2021
4. 4
ACKNOWLEDGEMENT
A few typewritten words of thanks cannot really express the sincerity of my gratitude.
But I am still trying to put into words my gratefulness towards all who have helped and
encouraged me in carrying out this project. This project of mine bears the imprint of
many people who have an important impact on my thinking, behavior, and acts during
the course of study.
First of all we would like to take this opportunity to thank the LOVELY
PROFESSIONAL UNIVERSITY for having summer training as a part of the MBA
degree. The accomplishment of this project otherwise would have been painstaking
endeavor, for lack of staunch and sincere support of the Mittal School of Business, LPU.
The incessant and undeterred succors extended by the members of the department
facilitated the job to the great extent. If this goes unnoticed and unacknowledged it
would be selfishness.
Many people have influenced the shape and content of this project, and many supported
me throughout. I express my sincere gratitude to Mr. Mahesh Kumar, Associate HR,
Himalaya Wellness, who was available for help whenever I required, his guidance,
gentle persuasion and active support has made it possible to complete this project.
I also owe my thanks to my respondents who gave their great contributions in getting
my questionnaires fulfilled. I have immensely benefitted from my interactions with my
friends and I acknowledge their contributions to my learning.
In the end, I can say only this much that “ALL ARE NOT MENTIONED, BUT
NONE IS FORGOTTEN”.
Last but not the least I would like to thank GOD, who continues to look after us despite
all our flaws.
5. 5
TABLE OF CONTENTS
Chapter
No.
Topic Page No.
1 Introduction to
organization
6-9
2 Introduction to Topic 10-18
3 Review of Literature 19-23
4 Research Methodology 24-26
5 Data Analysis and
Interpretation
27-37
6 Summary, Suggestions
& Conclusion
38-42
7 Bibliography 43
6. 6
CHAPTER 1- INTRODUCTION OF ORGANISATION
Himalaya Wellness, formerly known as The Himalaya Drug Company is an
Indian multinational pharmaceutical company established by Mohammed Manal
in 1930 and based in Bengaluru, Karnataka, India. It produces health care
products under the name Himalaya Herbal Healthcare whose products include
ayurvedic ingredients. It is spread across locations in India, United States, Middle
East, Asia, Europe and Oceania, while its products are sold in 106 countries
across the world. The company has more than 290 researchers that utilize
ayurvedic herbs and minerals. A Hepatic drug, named Liv.52, is its flagship
product, first introduced in 1955.
History: While riding through the forest of Burma, founder Mr. Mohammed
Manal, saw a villager pacify a restless elephant by feeding it the root of the plant
Rauwolfia serpentina. Fascinated by the plant’s effect on the elephant, he returned
home to India to seek scientific evidence for why this particular plant would have
such a beneficial, calming effect.
Once he fully understood the science behind this special botanical, Mr. Manal
bought a hand operated, tablet compressing machine and began his work. At
night, his shoulders would ache from producing a few hundred tablets, one small
tablet at a time. But his hard work paid off. This remarkable plant would later
become Serina, the world’s first anti-hypertensive drug in 1934.
Mr. Manal had a vision of helping people be well. Today, Himalaya Wellness has
turned a time honoured herbal tradition into a complete range of contemporary,
proprietary formulas and single herbs dedicated in creating a Global Brand.
Founded in 1930, the Himalaya legacy now spans over 90 years, stretching from
one man, to his son, to his grandson. From humble beginnings in India,
Himalaya’s products are now offered in over 100 countries.
7. 7
Himalaya offers a full line of clinically studied herbal formulations, certified
USDA organic herbs, and a full line of body care products. Integrating the
principles of traditional medicine with modern science, Himalaya is the
worldwide pioneer in the field of pharma.
Himalaya’s herbs are grown on over 1,000 acres of farmland through fair trade,
farming partnerships. Herbs are also sustainably wildcrafted on over 5,000 acres.
Himalaya was granted a Good Manufacturing Practices (GMP) certificate in
March 2021 by the Licensing Authority, Directorate of Indian Systems of
Medicine. Himalaya is the FIRST Ayurveda company in the country to receive
GMP certification.
Himalaya has also been granted Good Laboratory Practice (GLP) certification. A
GLP certification is granted to manufacturing companies that adhere to the
toxicity guidelines in non clinical safety studies.
Mr. Shailendra Malhotra- Global CEO and Mrs. Jayashree Ullal- CFO/COO,
India are the promoters of the company. The head quarters of Himalaya Wellness
is located at Bengaluru and it has its presence in 106 countries across the globe.
The main competitors of Himalaya are: Dabur, HUL, Marico, ITC, Emami and
Patanjali.
8. 8
Himalaya Wellness
Type Private Limited
Industry Pharmaceuticals
Founded 1930; 91 years ago
Founder Mohammad Manal
Headquarters Bengaluru, Karnataka, India
Area served Worldwide
Global CEO Shailendra Malhotra
Number of employees 10,000
Website www.himalayawellness.com
9. 9
Products: Himalaya Herbal Healthcare has a very wide range of products, which
include pharmaceuticals, personal care, baby care, well-being, nutrition and
animal health products. The Neem Face Wash is one of their most popular and
well known products. Mother care products have been launched in 2016 with
foray into extensive research and development in systems of ancient Ayurveda
medicines of India.
Other Popular Products:
1. Himalaya Gentle Exfoliating Apricot Scrub
2. Himalaya Moisturizing Aloe Vera Facial Wipes
3. Himalaya Anti-Dandruff Shampoo
4. Himalaya Herbals Oil Clear Lemon Foaming Face Wash
5. Himalaya Refreshing Fruit Pack
6. Himalaya Gentle Exfoliating Walnut Scrub
7. Himalaya Nourishing Skin Cream
8. Himalaya Anti-Dandruff Hair Cream
9. Himalaya Oil-Free Radiance Gel Cream
10. 10
CHAPTER 2- Introduction to Topic
Acquiring and retaining high-quality talent is critical to an organization's
success. As the job market becomes increasingly competitive and the available
skills grow more diverse, recruiters need to be more selective in their choices,
since poor recruiting decisions can produce long-termnegative effects, among
them high training and development costs to minimize the incidence of poor
performance and high turnover which, in turn, impact staff morale, the
production of high quality goods and services and the retention of
organizational memory. At worst, the organization can fail to achieve its
objectives thereby losing its competitive edge and its share ofthe market.
Human resource department plays a crucial role in this process. The backbone
of any successful company is the HR department, and without a talented group
of people to hire, culture, and inform employees, the company is doomed for
failure.
Human resource is most valuable assets in the organization. Profitability of the
organization depends on its utilization. If there utilization is done properly will
make profit otherwise it will make loss. To procure right man at right place in
right time, some information regarding job andjob doer is highly essential.
This information is obtained through job analysis, job description and job
specification. Without these recruitment will be unsuccessful.
A well planned and well managed recruitment will result in high quality
applicants for the company. The recruitment process should inform qualified
individuals about employment opportunities, create a positive image of the
company, provide enough information of the jobsso that applicants can make
comparison with their qualifications and interests and generate enthusiasm
among the best candidates so that they will apply for vacant positions.
11. 11
What distinguishes a successful company from unsuccessful one is the quality
of manpower. The role of management is to optimize the use of resource
available to it. The role of HR is to incorporate the planning and control of
manpower resource into the corporate level plans so thatall resources are used
together in the best possible combination.
Managing people at work and control of human activities in employment is a
function that must be performed in all societies. It is essential in every type of
employment for every occupation and every type of employed manpower.
Manpower management is essential in government as well as private
employment under socialism or communication in small business and in large.
Recruitment, as a human resource management function, is one of the
activities that impact most critically on the performance of an organization.
While it is understood and accepted that poor recruitment decisions continue
to affect organizational performance and limit goal achievement, it is taking a
long time for public service agencies in many jurisdictions to identifyand
implement new, effective hiring strategies.
Recruitment is a process which provides the organization with a pool of
potentially qualified job candidates from which judicious selection can be
made to fill vacancies. Successful recruitment begins with proper employment
planning and forecasting. In this phase of the staffing process, an organization
formulates plans to fill or eliminate future job openings based on an analysis
of future needs, the talent available within and outside of the organization, and
the current and anticipated resources that can be expended to attract and retain
such talent.
Selection is a process of hiring the best among the pool of candidates available.
‘Right person for the right job’ is the basic principle in recruitment and
selection. Every organization should give attention to the selection of its
manpower, especially its managers.
12. 12
Theoperative manpower is equally important and essential for the orderly
working of an enterprise. Every business organization/unit needs manpower
for carrying different business activities smoothly and efficiently and for this
recruitment and selection of suitable candidates is essential. Human resource
management in an organization will not be possible if unsuitable persons are
selected and employment in a business unit.
RECRUITMENT refers to the process of attracting, screening, andselecting
qualified people for a job at an organization or firm.
Recruitment process involves a systematic procedure from sourcingthe
candidates to arranging and conducting the interviews and requires many
resources and time.
A General Recruitment Process is as follows-
1) Identifying the vacancy: The recruitment process begins withthe
human resource department receiving requisitions for recruitment
from any department of the company.
2) Preparing the job description and person specification.
3) Locating and developing the sources of required number andtype of
employees.
4) Short-listing and identifying the prospective employee withrequired
characteristics.
5) Arranging the interviews with the selected candidates.
6) Conducting the interview and decision making.
13. 13
Recruitment is a continuous process because of:
1. Staff departures
2. Changes in business requirements
3. Changes in business location
4. Promotions
5. Transfers
Objectives of the Recruitment process:
To obtain the number and quality of employees who can be selected in
order to help the organization achieve its goals andobjectives.
It helps to create a pool of prospective employees for the
organization so that the management can select the rightcandidate
for the right job from this pool.
To induct the outsiders with new perspectives to lead thecompany.
To recruit candidates whose skills meet the company values.
To search for talent globally.
Factors affecting Recruitment:
1. The size of the organization.
2. The employment conditions in the community where the
organization is located.
3. The effects of past recruiting efforts which depicts the
organization’s ability to locate and retain the best performing
candidates/employees.
4. Working conditions, salary and benefit packages offered by the
organization.
5. Rate of growth of the organization.
14. 14
6. The future expansion and production programs.
7. Cultural, economic and legal factors.
Internal Factors:
Recruitment policy of the organization.
Human Resource planning strategy of the company.
Cost involved in recruiting process.
Growth and expansion plans.
Quality of work life.
External Factors:
Supply and demand of specific skills in the labor market.
Political and legal factors like reservations for jobs.
Labor market conditions.
The job seekers perception towards the company.
Sources of Recruitment:
Internal Sources- The most common internal sources of recruitmentare as
follows-
i. Promotions- The promotion policy is followed as a motivational
technique for the employees who work hard and show good
performance. Promotion results in enhancements in pay, position,
responsibility and authority.The important requirement for
implementation of the promotion policy is that the terms, conditions,
rules and regulations should be well-defined.
15. 15
ii. Personal References- The existing employees will probablyknow
their friends or relatives or colleagues who could successfully fill
the vacancy. Approaching them may be highly efficient method of
recruitment.
iii. Notice Boards- This is the convenient and simple method of passing
on important messages to the existing staff. A job advertisement
pinned to a notice board will probably be seen and read by a
sufficient number of appropriate employees at little or no cost. A
notice board must be ensured that is well sited.
Attention must be paid to the design and contents of the notice if it is
to catch the eye andmake the employee read on and then apply for the
job.
iv. Transfers- Employees may be transferred from one department to
another wherever the post becomes vacant.
v. Internal Advertisement- The existing employees may be interested in
taking up the vacant jobs. As they are working in the company since
long time, they would definitely be aware of the specification and
description of the vacant job.For their benefit, the advertisement
within the company is circulated so that the employees will be
intimated.
External Sources-
i) Press Advertisement- A wide choice for selecting the appropriate
candidates for the post/job is available throughthis source. It gives
publicity to the vacant posts and the details about the job in the form
of job description and job specification are made available to public
in general.
16. 16
ii) Campus Interviews- It is the best possible method for companies to
select students from various educational institutions. It is easy and
economical. The company officials personally visit various institutes
and select students eligible for a particular job through interviews.
iii) Placement Agencies- A databank of candidates is sent to
organizations for their selection purpose and agencies get
commission in return.
iv) Walk in Interviews- These interviews are scheduled by companies
for a specific date and time and are conductedfor selection of the
candidates.
v) E-recruitment- Various sites such as jobs.com, naukri.com and
monster.com are the available electronic sites on whichcandidates
can upload their resume and seek the jobs.
vi) Competitors- By offering better terms and conditions of service, the
HR managers try to get the employees workingin the competitor’s
organization.
SELECTION
The Selection procedure is concerned with securing relevant information about
the applicant. This information is secured in number of steps. The main
objective of the selection process is to determine whether an applicant meets the
qualifications for a specific job and to choose the applicant who is most likely to
perform well.
17. 17
Basic Process of Selection in HRM involves 7 Steps:
1. Preliminary Interview or Screening- It is the first step in
selection. Initial screening is done in this step and all the undesirable
applicants are weeded out. This interview is generally conducted by
lower level executives. This processscreens the most obvious
misfits.
2. Screening of Applicants- Once the filled applications are brought to
the screening committee, it checks the details andcalls the candidate
for selection test.
3. Employment Tests- These tests are a conducted to check the real
knowledge of candidates for the respective jobs. These tests are very
specific as they enable the management to bringout right type of people
for the jobs.
4. Selection Interview- Interview is an examination of candidate where he
sits face to face with the selection body and answersto the questions put
up most commonly about his skills, abilities and the requirements of the
job. Interview gives the recruiter an opportunity to:
Assess subjective of the candidate.
Evaluate his enthusiasm and intelligence.
Ask questions which were not a part of his application. Insimple,
practical questions or out of the box questions.
Obtain as much as information from him with regard tohis
economic, social and cultural background.
18. 18
Types of Interviews:
1. One on one interview
2. Informal interview
3. Panel interview
4. Direct interview
5. Patterned interview
6. Indirect interview
7. Stress interview
8. Depth interview
9. Exit interview
5. Checking of References- Once the candidates interview is over,the
reference he had mentioned are checked by the personnel department.
His old employees may be asked some quick questions on phone about
the candidate’s behavior with co- workers, management etc.
6. Medical Examination- After a candidate has been approved forthe job,
his physical fitness is examined through medical specialists of the
company. If the report says that he or she is medically fit for the job,
they are then finally selected. In case there is a problem with fitness, the
candidates are given reasons for rejection.
7. Final Selection/Hiring- The line managers are then asked to give final
decision after all technical and medical tests are cleared by the
candidate. A true understanding between the line manager and the HR
manager facilitates good selection. Therefore, the two together take
final decision and intimate itto the candidate. The HR department may
immediately send appointment letter to the candidate.
19. 19
CHAPTER 3- REVIEW OF LITERATURE
1. Best Practice Recruitment and Selection
The State Services Authority (the Authority) undertook a project in 2007 to
evaluate the effectiveness of recruitment selection techniques in the
Victorian Government.
The project aims to:
• Promote the systematic review of current recruitment selection techniques
in the VPS
• Develop recommendations for the use of better practice tools, based
on research andcase studies
• Promote better selection techniques to improve the quality and
speed of recruitmentactions within the VPS and the public sector.
• After the completion of the program the authority decided to adopt
the PracticeRecruitment and Selection Toolkit and develop a
training program which will help in
the execution of this toolkit. The training program guides participants
through best practice recruitment and selection using course booklets,
PowerPoint presentations, practical exercises and additional reference
material. The similar is the direction of my project wherein I have to
suggest various measures through which the HR department atNFCL
can practice the recruitment and selection process in the best efficient
manner. The HR department should be aware of the recent trends in
Recruitment and Selectionso as to adopt them whenever required. They
should be given proper training in adopting various trends in the
process.
20. 20
2. Recruitment and
Selection
By: - Duncan
Brodie
The literature states about the problems faced by the organizations at the time
of selecting the right candidate for a particular position and the various ways
the organizations can overcome these problems.
• Train those recruiting- It is necessary for the organizations to train
those people who are involved in the process of recruitment and
selection, so that they take right decisions. They should be provided
with sufficient training so that they are confident about their decisions
• Be clear on what you are looking for- If you are going to get the
right person for the job, you need to be clear on the skills,
qualifications, experience, personal attributes and qualities that the
right candidate will have.
• Select The Most Appropriate Source for Securing Applicants- The
key point here is to be sure you are choosing the right place to
advertise. Sometimes a local newspaper will work. At other times, you
may need to go to specialist publication or a recruitment consultant.
• Establish A Clear Framework For Short listing- The framework for
short listing the candidate should be clear to the recruiters and also to
the candidates.
• Consider the Best Option for Selecting Candidates- In some cases
you might just gofor a traditional interview and possibly add in a
presentation. Otherwise the organization can adopt any other
method of which they are more confident.
• Remain Open Minded- Often people jump to conclusions about
candidates within minutes. Remember some of the best candidates
might take a few minutes to get warmed up so don't discount people
too quickly.
21. 21
• Be Professional- When interviewing you are representing your
organization, its values, and beliefs. Today's candidate if they don't
get the job could be a customer or supplier in the future so give the
best impression you can.
• Give Feedback- Candidates takes good time in preparing
themselves for the interviews therefore the recruiters should also take
out the time for giving them feedback whether they are successful or
unsuccessful candidates.
3. Recruitment and Selection – Reasons for its Importance
By:- Abhishek
The literature states about the importance of the recruitment and selection
procedure and how even a small mistake at the time of selecting the candidate can
harm the organization. Any successful business will have at its core efficient and
caring employees who have complete job satisfaction and a perfect fit for the jobs
they are entrusted with. This is not an easy task to accomplish and full credit goes
to the selection and recruitment processes that the company has in place. On the
contrary, if these processes are not handled efficiently, the wrong sort of lethargic
employee appointments can prove fatal even to a well established business. It is
of utmost importance for an employer to be absolutely clear on what they expect
an employee tobe. The skills required for the job should be enumerated as
precisely as possible. Transferable skills which the company could use also
deserve a mention. So the chances of zeroing in on the right candidate increase
greatly if the vacancy advertised is very specific as to the requirements. If
recruitment agency service is opted for by the employer, the agency or the
consultant should get very precise instructions from the employer. It is necessary
that an exact framework for short listing applicants for a vacancy is formulated
in advance.
This is the first step of the selection and recruitment process. This entails that the
employers are very clear as to what sortof qualifications and experience they
expect to see on the CV of the potential employee. The process of selection and
recruitment needs to spell out very clearly the absolute requirements vis-à-vis
qualifications and qualities necessary to fill the vacancy. Based on this one can
shortlist the candidate. The next step is to take a decision on the number of
interviews and/or presentation needed to finally select the employee.
22. 22
If the employers give very concise and accurate description of what they expect
the employees to be, the recruitment consultant or the agency can choose a
candidate very easily. The recruitment consultant or the agency also needs to have
knowledge of the employer's in-built processes of selection of the right
candidates. Finally, it is in the fitness of things that a feedback is provided on the
interview by the interviewer either to the applicant or the agency through which
he has come.
Behind every attrition there is recruitment! Whenever an employee leaves
an organization without informing and without giving notice or leaves the
organization in the middle of the project it should be known that he or she is
joining some other organization. Many times the employees of the recruitment
consultants are hired by their own clients and are asked to join at avery short
notice period. They are been told that “relieving letter” is not required and
some even offer incentives for early joining. There must be some guidelines
and ethics for recruitment so that there can be fair recruitment policies. There
must be some ethical guidelines such as
a) Notice period must be served and nobody must be hired without
relieving letter or providing proof of serving the notice period.
b) Corporate should not hire anyone who has spent less than one year in his
current organization. The logic is obvious. Employees six months to
begin their contribution and at least one year is required to recover
recruitment process. More importantly if somebody is hired who has
worked less than a year with the current organization, that individual will
ditch in even shorter period.
c) Corporate should not head hunting from competition. They should
advertise and encourage employees seeking change to voluntarily
respond to this advertisement.
23. 23
d) Corporate should not bail out the prospective employee commitments
such as employment bond etc. the corporate should realize that employee
signed the bond and if he wants to break it, he should do at his own cost
and the corporate should not reimburse or compensate him for violating
the employment contracts says Mr. T. MURALIDHARAN who is the
chairman of TMI NETWORK one of the India's leading recruitment
consultancies.
In one of the study conducted on recruitment and selection process at
BIOLOGICAL-E LTD conducted by Manik Rao in the year 2005. It was found
that company has used internal search for recruiting the employees into more
higher or the positions in different departments who can fit into the job. It was
found that the company has done it by considering it as the most cost effective
way of filling the vacancies. It has also been found that the company opted for
externalsources such as advertisement agencies to fill vacancies. Employee
referrals were also one of the internal sources of recruitment.
In another study on recruitment and selection in DW PRACTICE LLC which is
a HR consultancy, it was found that most of the employees felt that the
telephonic interview is not effective and instead direct interviews are more
feasible.
These are some of the studies conducted earlier on the Recruitment and Selections.
24. 24
CHAPTER 4- RESEARCH METHODOLOGY
SCOPE OF THE STUDY
1. The study is limited to the information given by the employees.
2. Meeting some of the top management associates in the senior cadre was
difficult.
3. The study has been limited due to time constraint.
4. The study is limited based on the rules and regulations of the
organizations.
OBJECITIVES OF THE STUDY
To get right person at right place and in right time, the organization should
have the specific andclear policies and recruitment and selection methods
which are essential for the growth of the organization.
• To analyze the actual recruitment process in NFCL.
• To find whether the existing processes of recruitment and
selection are taking placescientifically or not.
• To review the importance and needs of recruitment and selection process.
• State, explain and evaluate various methods of recruitment.
25. 25
Recruitment and Selection Process at The Himalaya DrugCompany
The Talent Acquisition Team of The Himalaya Drug Companybegins
with the Recruitment process. The team initially shortlists the suitable
candidates who thereby meet the eligibility criteria.
Himalaya follows a standard Three Round Selection Procedurewhich
includes: HR Interview, Technical Interview and Final HR
Round/Interview.
1. HR Interview- These interviews are done to gauge the personality-
strengths and weaknesses of a candidate to handle the role and then
understand whether the candidateis suitable to do the job. This
interview at Himalaya is generally conducted by the HR Manager.
2. Technical Interview- The candidates who are selected in the
preliminary HR round are then called for a Technical
Interview which is usually conducted by the “Hiring
Manager” and the “Division Head”. Basically, a technical evaluation
allows interviewers to assess candidates technical skills and abilities.
3. Final HR Interview- This is the final step in the selection
process at Himalaya. The candidates on successful completion
of the first two rounds are then called for a FINAL HR
INTERVIEW.
4. After the completion of all the three rounds, the selected candidates
are entitled to receive the Offer Letter from the company.
26. 26
5. Later, collection of documents from the candidate is done by the
respective team.
6. Followed by collection of documents, a background verification
of documents or the authentication is undertaken.
7. After all the formalities with respect to documents,
reference is completed, a two day “Induction and Onboarding” session
is held for all the new joiners’ whereinthe candidates are explained
thoroughly about the basic components like Provident Fund, Gratuity,
ESI etc.
8. Also, a detailed induction, training and development, technical
induction is carried out so that the new employeesare able to
understand the basic duties they are entitled with.
9. During the Induction, the candidates are also briefed
regarding the Job Description.
10. After the completion of Induction and Onboardingsession,
the candidate are shifted to their respective department.
27. 27
CHAPTER 5- DATA ANALYSIS AND INTERPRETATION
Observation made during the study and analysis of the company policy
• The company is having all over India branches/area offices. Initial
interviews will be
conducted at the area office by the concerned area manager. As the
HR Department is located in the corporate office so all the final
interviews & selection will be done at its corporate office i.e. in
Hyderabad.
• Sometimes screening will be done by telephonic interview which is
conducted by the
HR department in corporate office.
• The candidate will be filtered based on merit and experience.
• The company is recruiting its manpower through consultancy also. The
consultancy will
be selected based on the process used by them before sending the
candidate to the company.
• The company is tie up with job portal – Naukari.com also. This is
helpful for the process
of recruitment in collection of resumes.
• The candidate will be selected based on the communication and
their presentation at thetime of interview. Subject knowledge is also
essential based on type of the vacancy.
• The time lag between recruitment and placing will be done within one
month.
• The company will pay the applicants expenses for attending the
interview, based on thegrade.
• Rejected candidates will be intimated and their profile will be kept in
data bank for aperiod of 6 month.
28. 28
1) The recruitment and selection process of company meets the current
legal requirements.
Response Pattern Remark Percentage
Strongly Agree 10 19%
Agree 30 59%
no opinion 7 14%
Disagree 2 4%
strongly disagree 2 4%
Interpretation:
Near about 20% of the respondents are strongly agree with the statement that
recruitment and selection process of company meets the current legal
requirements, and 60% are agree only so, total 80% of the respondent are in
favor that the process of recruitment & selection meets the current legal
requirement.
Observation:
The process of recruitment & selection which is followed by the company is
helpful to meet the company's manpower requirement.
4%
4%
14%
19%
Strongly Agree
Agree
no opinion
59%
disagree
strongly disagree
29. 29
2) Recruitment & Selection Policy of company is clearly stated.
Response Pattern Remark Percentage
Strongly Agree 13 25%
Agree 30 59%
no opinion 5 10%
Disagree 2 4%
strongly disagree 1 2%
Interpretation:
The question was raised to know that employees are aware about the
company's recruitment & selection policy or not. Near about 85% are agreed
that the recruitment & selection policy is clearly stated and only 8% are
disagree.
Observation:
So the recruitment & selection policy of company is clearly stated but it
requires little bit change. But the company policy should be updated time to
time.
4% 2%
10% 25%
59%
30. 30
3) Internal source is better for company
Response Pattern Remark Percentage
Strongly Agree 18 35%
Agree 19 37%
no opinion 11 22%
Disagree 2 4%
strongly disagree 1 2%
Interpretation:
As per the respondent response near about 70% are agree with the statement
that internal sourceis better for company, 22% having no response and 6%
are disagree with the statement.
Observation:
After analysis it is better to get the manpower by internal source as they are
aware about thatcandidate skill and behavior but sometimes company will not
get right candidate.
4% 2%
22% 35%
37%
Strongly Agree
Agree
no opinion
disagree
strongly
disagree
31. 31
4) External source is better for company.
Response Pattern Remark Percentage
Strongly Agree 2 4%
Agree 15 30%
no opinion 4 8%
Disagree 20 40%
strongly disagree 9 18%
Interpretation:
Near about 55% are disagree with the statement that external source is
better for company'srecruitment process and about 34% are in favor of this
statement.
Observation:
From this question respondent are satisfied with the internal source but
some are not satisfiedand they preferred external source.
18% 4%
30%
40% 8%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
32. 32
5) I feel scarcity of manpower at my working place.
Response Pattern Remark Percentage
Strongly Agree 5 10%
Agree 5 10%
no opinion 13 25%
Disagree 22 43%
strongly disagree 6 12%
Interpretation:
Near about 60% are disagree with this statement, means they are not feeling
scarcity ofmanpower and Only 20% are agree with this statement.
Observation:
This shows that HR department fulfills all the requirements of human
resource in the organization as soon as required. But as some are disagree
with this statement means the recruitment process needs change.
12% 10%
10%
43% 25%
33. 33
6) I feel that the right job is being performed by the deserved
person at my working environment.
Response Pattern Remark Percentage
Strongly Agree 9 17%
Agree 22 43%
no opinion 9 18%
disagree 7 14%
strongly disagree 4 8%
Interpretation:
It is very important for any organization to recruit skilled manpower, to
achieve its business target. The question was raised to know the opinion that
right job is performed by right person. So 60 % are agree and near about
20% are disagree.
Observation:
This shows company is recruiting right candidate for right job but some
respondent are disagree so selection process need improvement and proper
verification of recruit.
8%
14%
17%
18%
43%
34. 34
7) The employee's competency matches with the job specification.
Response Pattern Remark Percentage
Strongly Agree 1 2%
Agree 20 39%
no opinion 21 41%
disagree 5 10%
strongly disagree 4 8%
Interpretation:
Nearly 45% are agree with this statement and 20% are disagree but
surprisingly 40% gave noopinion this means they are not aware about other
competencies,
Observation:
This interpret ate that company's recruitment process is helpful in getting
right candidate forright job but as per of the some respondent
dissatisfaction the recruitment should be more filter.
2%
10%
8%
39%
41%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
35. 35
8) To what extent you are satisfied with the external source (job
portals) for recruitmentprocess.
Response Pattern Remark percentage
Strongly Agree 3 7%
Agree 4 9%
no opinion 22 49%
Disagree 15 33%
strongly disagree 1 2%
Interpretation:
Some respondents are satisfied with the external source of recruitment. It is
observed that most ofthe candidates are recruited through “Reference” or
other internal source and about 50% have no opinion the external sources
like job portals, consultancies.
2%
7%
9%
33%
Strongly Agree
Agree
no opinion
49%
disagree
strongly disagree
36. 36
9) To what extent you are satisfied with the employee's reference for
recruitment process.
Response pattern Remark percentage
Strongly Agree 10 20%
Agree 20 40%
no opinion 2 4%
Disagree 11 22%
strongly disagree 7 14%
Interpretation:
60% of respondent are in favor of the statement that they are satisfied with
the employee's referral, this helps in getting known candidates as company
knows the skill and behavior of the candidate. But near about 35% disagree
with the statement. So, it can be inferred that recruitment process need good
external sources for recruitment process.
14% 20%
22%
Strongly Agree
Agree
no opinion
4% 40% disagree
strongly disagree
37. 37
10) To what extent the selection procedure followed for your
recruitment is suitable to yourjob.
Response pattern Remark percentage
Strongly Agree 14 28%
Agree 20 40%
no opinion 2 4%
Disagree 10 20%
strongly disagree 4 8%
Interpretation:
Near about 70% of the candidates are satisfied with the selection procedure
and this shows right person is in right job but near about 30 % are not
satisfied so this shows that selection process also needs some changes.
8%
28%
20%
4%
Strongly Agree
Agree
no opinion
disagree
40% strongly disagree
38. 38
CHAPTER 6- SUMMARY, CONCLUSION & SUGGESTIONS.
Summary:-
After a thorough study and discussion on the companies recruitment &
selection policy, to knowits effectiveness in the organization a self designed
questionnaire has been prepared to gather the views of employees.
The questionnaire contains 10 questions related to recruitment & selection
topic. The questionnaire has been distributed to 50 employees from various
departments (HPD, Marketing, Legal (SCM), PNS, and Finance & Logistic)
and asked them to answer the questions by selection the given choices.
The responses of all the questions were summed up from all the answered
questionnaires. Thesesummed up responses were calculated to derive the
percentages to make the interpretation more meaningful, being represented
in the form of pie chart.
These are the findings:
1. The process of recruitment & selection which is followed by the
company is helpful to meet the company's manpower requirement to
some extent.
2. The recruitment & selection policy of company is clearly stated but
no update on the company's objective.
3. Company is highly dependent on employee's referral for higher
position and for lowerposts company prefers job portals and
39. 39
outsourcing.
4. Company is recruiting right candidate for right job but some
respondent are disagree soselection process needs improvement and
proper verification of candidate.
5. Candidates are not timely informed for their selection and also for their
rejection.
6. Too much time taken by the HPD in recruiting some important urgent
posts.
7. Some respondent are satisfied with the external source of recruitment.
It is observed that most of the candidates are recruited through
“Reference” or other internal source and about 50% have no opinion
the external sources like job portals, consultancies.
8. After analysis it is better to get the manpower by internal source as
they are aware about that candidate skill and behavior but sometimes
company will not get right candidate.
40. 40
SUGGESTIONS.
After concluding the study of the companies recruitment policy, interaction
with some of the recruitment manager, company associates and based on the
responses received from the associates the following suggests are made to
the company for further improvement of the policy.
1. The organization should not majorly Clear job description is given
to the candidates atthe time of interview itself, to avoid
disappointment after joining.
2. The candidate should be informed in time whether they have been
selected or not. Thereshould not be any delay in informing the
candidate.
3. There should be reliability on external sources.
4. Recruitment feedback should be taken by the candidates to improve
the recruitment process.
41. 41
5. The employees should be called for the interview only after checking
their educational qualifications and job experience in a proper way so
as to save the time and cost involvedin the recruitment process.
6. Depend on the application bank as the major source for the details of
the candidate for recruitment purpose. It should also consider other
sources which could provide them better options.
7. Follow up to be done to the newly engaged employees to ensure that
they have settled in and to check on how well they are doing. If they
have any problems it is better to identify them at an early stage rather
than allowing them to fester.
8. Internal job posting to be preferred to reduce cost of recruitment.
9. Organization should use social networking sites for creating pool of good
candidates.
42. 42
CONCLUSION
The internship at Himalaya Wellness was a good learning experience and a
good exposure to the pharmaceutical industry giving a clear insight into the
working of the HR practices of the company. In this study, the HR practices
followed by Himalaya Wellness has been studied with specifically ‘Recruitment
and Selection’ process of the company. The study also provided the platform to
learn many things related to Human Resources.
43. 43
CHAPTER 7- BIBLIOPGRAPHY
H. John Bernardin “ Human Resource Management”, Fourth Edition,
Mc GrawHill,2000.
Angelo S Denisi , “Human Resource Management” ,Second Edition,
Biztantra, 2005.
GaryDessler, “Human Resource Management” Tenth Edition,
Pearson Education, 2007.
C.R. Kothari, “Research Methodology Methods and Techniques”,
Second Edition, NewAge International Publishers, 2004.
Information from Company Policy Manual
Abhishek Agarwal - EzineArticles.com Expert Author
Recruitment and Selection by Duncan Brodie- EzineArticles.com
Expert Author.
Websites:
www.himalayawellness.com
www.shrm.com
www.management.org