Sip Project Report

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This project is based on summer traning in DS GROUP,NOIDA.
This project covers areas for recruitment and selection/talent acquisition.

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  • pls mail me this at djchaursiya@hotmail.com
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  • can you plz mail me on katiraparth.369@gmail.com thank you
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  • can you mail me this project @ anilsinghrawat93@gmail.com
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  • Dear friend Any body have sip project report on Operations Management. Plz email me waghajit33@yahoo.com
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  • This was really great, thanks spragyaa! Resume keywords are way more important than resume formats. Because recruiters conduct keyword searches during the initial sourcing process in Applicant Tracking Systems. You're not found if your resume doesn't contain the exact keywords. But it's a pain to find those keywords from the job descriptions. I found the site Jobscan http://ow.ly/RmPcR that identify keywords for your. All you do is paste in your resume plus the job description, then Jobscan analyzes your job description for you automatically and identify the most important keywords for you. It literally takes seconds and it so worth the copy and paste. Saved me so much time AND I got more interviews using Jobscan! I recommend it as well.
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Sip Project Report

  1. 1. A REPORT ON HR POLICY IN RECRUITMENT AND SELECTION/ TALENT ACQUISITION BY NAME OF THE STUDENT:PRAGYA SINGH NAME OF THE ORGANIZATION :DS GROUP Page | 1
  2. 2. DHARAMPAL AND SATYAPAL LTD. A REPORT ON HR POLICY IN RECRUITMENT AND SELECTION/ TALENT ACQUISITION BY NAME OF THE STUDENT: PRAGYA SINGH NAME OF THE ORGANIZATION : DS GROUP DATE OF SUBMISSION: 16TH MAY 2009 Page | 2
  3. 3. DHARAMPAL AND SATYAPAL LTD. AUTHORISATION Project Report ON HR POLICY IN RECRUITMENT &SELECTION/ TALENT ACQUISITION Submitted to ICFAI UNIVERSITY for the partial fulfillment of MASTER OF BUSINESS ADMINISTRATION OF IBS Guided by: Submitted By: MR.RAVI LAL PRAGYA SINGH Roll No-08BS0002268 ICFAI BUSINESS SCHOOL JAIPUR (ICFAI UNIVERSITY, DEHRADUN) Page | 3
  4. 4. DHARAMPAL AND SATYAPAL LTD. TABLE OF CONTENTS Preface…………………………………………………………………………i Acknowledgement……………………………………………………………ii Abstract……………………………………………………………………….iii An introduction to the project………………………………………………1 Purpose of the Project…………………………………………………….1 Scope of the Project………………………………………………………1 Limitations of the Study………………………………………………….2 Methodology Used……………………………………………………….2 Recruitment & Selection trends in Food Industry…………………………4 An introduction to the DS Group……………………………………………11 Innovation & R&D……………………………………………………13 Project Implementation…………………………………………………14 Wide reach……………………………………………………………..15 History of the DS Group………………………………………………16 Key milestones…………………………………………………………17 Trendsetters……………………………………………………………18 International Alliances…………………………………………………19 Foods & Beverages……………………………………………………20 Pass Pass………………………………………………………………20 Catch ……………………………………………………………………20 Catch Spices……………………………………………………20 Catch Snacks……………………………………………………21 Catch Spring Water & Club Soda……………………………….21 Catch Cold Drinks………………………………………………23 Catch Silver & Gold Foils………………………………………24 Organizational Structure of DS Group……………………………………25 Recruitment………………………………………………………………….26 Purpose & Importance………………………………………………27 Page | 4
  5. 5. DHARAMPAL AND SATYAPAL LTD. Recruitment Structure…………………………………………28 Recruitment Process…………………………………………….29 Sources of Recruitment………………………………………………30 Factors affecting Recruitment…………………………………………31 Recruitment Policy of Organization…………………………………..32 HR Policy in Recruitment & Selection of DS Group…………………34 Trends in Recruitment………………………………………………37 Selection………………………………………………………………………41 Recruitment v/s Selection……………………………………………………46 Suggestion……………………………………………………………………48 Recruitment Process……………………………………………49 Selection Process…………………………………………………50 Lean Process……………………………………………………51 Research Methodology………………………………………………………53 Talent Acquisition……………………………………………………………57 How Talent Acquisition is different from “Plain Vanilla Recruitmen60 Difference between Recruitment & Strategic Talent Acquisition…61 Importance on Talent Acquisition…………………………………62 Designing & Implementing Talent Acquisition Strategy……………62 The Talent Paradigm…………………………………………………64 Major problems in Talent Acquisition………………………………66 Talent Acquisition-As a Strategy……………………………………69 Talent Acquisition- Process…………………………………………73 Attraction……………………………………………………………………76 Suggestion for Attraction of Employees……………………………………76 Retention………………………………………………………………………79 Suggestion for Retaining Employee…………………………………………79 Page | 5
  6. 6. DHARAMPAL AND SATYAPAL LTD. APPENDIX A: Media Coverage……………………………………………82 APPENDIX B: Sample of questionnaire……………………………………84 APPENDIX C: DS Group Recruitment & Selection Procedure………….86 References……………………………………………………………………90 Page | 6
  7. 7. DHARAMPAL AND SATYAPAL LTD. Table of illustrations Project Implementation Data…………………………………………14 International Alliances………………………………………………..19 Canpac…………………………………………...…………………….19 Catch Silver Foils………………………………………………………19 Pass Pass………………………………………………………………..20 Catch Spices……………………………………………………………20 Catch Snacks…………………………………………………………21 Catch Spring Water & Club Soda……………………………………21 Catch Cold Drinks……………………………………………………23 Catch Silver & Gold Foils…………………………………………….24 Organizational Structure of DS Group………………………………25 Recruitment Structure………………………………………………28 Sources of Recruitment ………………………………………………30 Factors Affecting Recruitment……………………………………….31 Recruitment Process………………………………………………….49 Selection Process………………………………………………………50 Lean Process……………………………………………………………51 The Talent Paradigm…………………………………………………65 Talent Acquisition-Attraction & Retention………………………..75 Page | 7
  8. 8. DHARAMPAL AND SATYAPAL LTD. PREFACE Training is the systematic development of the knowledge, skills and attitude required by an individual to perform adequately a given task or job. It imparts practical knowledge to an individual which in turn makes work more efficient and more organized. In present times and age it holds great importance in an individual professional development. My training in DS Group has been truly a learning experience where, I explored my strengths and weakness and it facilitated me in coming out with this project on HR Policy in Recruitment & Selection. I got to know about the recruitment and selection procedure of candidates in DS Group from various aspects. An another study which I conducted was on Talent acquisition related to employees of DS Group .By this study I got to know how to attract and retain the best talent in the organization by different methods adopted by DS Group and other company in same industry. In the both the studies I have come out with some interesting findings which one can explore in my project. i Page | 8
  9. 9. DHARAMPAL AND SATYAPAL LTD. ACKNOWLEDGEMENT ‘When a person is help, guide and co-operated his or her heart is bound to pay gratitude.’ My summer internship training (SIP) experience has been filled with interesting challenges and people that I will appreciate forever; numerous people have contributed in varying capacities which permitted completion of this project. I would like to begin by thanking Mr. Ravi Lal for guidance, constant inspiration & keen interest shown during the project, and guide towards selecting the project which going to help me in long run in my career. I deliberate my profound sense of gratitude to him. I owe my tha nks to my faculty guide Mr.H.V.Kothari, for guidance and inspiration and constant help in improving my way of presenting my work. It is not a single man‟s effort which is sufficient for the accomplishment of a Research. Various factors, situations and persons integrate to provide the background for accomplishment of a task requires the effort of so many people and the work is no different. In the chain I am immensely thankful and convey my sincere gratitude to Ms Shweta Shrivastava(HR Trainee)her guidance & solving my queries very patiently. She helps me in learning in-depth understanding of structure and functions of the organization and analysis of recruitment and selection activities, she guides me by her own experience, I owe my sincere gratitude to all the members and heads of various departments in DS Group. I extend my sincere thanks especially to Mr.Samir Arya(Senior manager -HR), Mr.Saraswat(finance head),Ms.Shivangi(HRD) and all the members of DS Group family who have made my stay in DS Group most fruitful and a learning experience. I also sincerely thank to my IBS teachers and the placement cell for allowing me takes up the in DS Group. ii Page | 9
  10. 10. DHARAMPAL AND SATYAPAL LTD. Abstract: My project deals with HR Policy in Recruitment & Selection and Talent Acquisition .The motive of this project is to deals with the problems that are prevailing in HR Department in order to recruit the best talent in organization and to retain them as a part their resources. My project is divided in two parts 1.HR Policy in recruitment & selection, 2. Talent Acquisition In HR Policy in Recruitment and Selection I have studied all the policies that were taken in consideration while the procedure of recruitment and selection is going on. And other thing that I have studied why there is constant recruitment happens only in 3 departments i.e. marketing, sales and production. In talent acquisition I have studied what are the measures that to be taken in consideration when organization had to attract and retain the best talent in the organization.As due the dynamic environment, savage competition, remarkable transformation from industrial society to an information society, human resource management plays a critical role within the organization. The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. The biggest constraint to pursuing growth anywhere is lack of talent availability. Getting the talent and retaining them is a major challenge for all organizations today. It is almost equivalent to acquiring a customer and retaining the customer throughout. It is becoming intensely competitive. As talent acquisition is very important from the company point of view because This is a very important aspect, considering that the industry still faces a shortage of right talent, and spends more than 40% of its time in talent acquisition and retention. The recruitment and selection procedure of the company determines the level of achieving organizational goals in the long run.It is stated that which is all about selecting right person for the right job at the right time at the best possible position. Although it sounds quite simple but it is also not an easier job to evaluate iii Page | 10
  11. 11. DHARAMPAL AND SATYAPAL LTD. a person with his ability and skills that may satisfy the core competency for the job so that his degree of willingness to pursue a job becomes positive. From job seeker‟s prospective it is the core competencies, which matter much for a job. So it is the effective recruitment and selection procedure, which determines not only the right candidature for a job but also a long-term accomplishment of organizational goals. For the purpose of recruitment and selection process, i have studied DS Group recruitment structure and other information from my company guide. And as to make an study for talent acquisition, I have studied different methods adopted by DS Group and collecting information through primary & secondary data. Other than my project I have also actively participating in activities relating to the recruitment process of DS Group in CATCH & PASS PASS units. I have prepared the INTERVIEW PANEL SHEETS of the candidates for interview for the post of – Area Sales Manager & marketing, and also help my senior in scrutinizing the organizational chart for purpose of finding the vacancy in different zones for various posts like Sales Supervisor, Area Sales Manager, and Zonal Head. iv Page | 11
  12. 12. DHARAMPAL AND SATYAPAL LTD. INTRODUCTION Purpose Of The Project To study the HR Policy in Recruitment & Selection/Talent Acquisition methods related to Foods Division of DS Group. In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. To find out the various sources of advertisement of vacancies like-media (electronic or paper or both), schools, posters etc, and the other is to find out pros and cons of recruitment and selection structure of DS Group. To study how talent acquisition is important from company point of view. It is very important to study why there is constant Scope Of The Project: The scope of this study covers the food division unit of DS Group comprises of Mouth freshener (PASS PASS), & CATCH SPICES. The specified tasks covered in the scope are: i. Recruitment & selection procedure of DS Group in Foods Division ii. Studying the procedure and policies that were referred before the recruitment & selection. iii. Identification of the facilities and performance appraisal methods adopted by the DS Group. iv. Studying, why there is lot of retention in sales, marketing and production department. Page | 12
  13. 13. DHARAMPAL AND SATYAPAL LTD. Limitations Of The Study: As limitations are the mandatory part of any project, this project was also not an exception to this. Some of the limitations of the project were: 1. SCOPE: Limited to the study of Foods Division of DS Group 2. FOCUS: Study of recruitment process of: a. Sales b. Production c. Marketing 3. PREFERENCES: Candidates which preferred must have the experience of FMCG industry only. 4. ACCURACY: Projecting manpower needs over a period of time is a risky one. It‟s not possible to track the current and future needs correctly and convert the same into meaningful action guidelines. Factors such as absenteeism, labor turnover, seasonal trends in demand, competitive pressures, technological changes and a host of other factors may turn the rest of manpower plans as fashionable, decorative pieces. 5. CONFIDENTIALITY: Confidentiality of certain information at unit level which is not disclosed. Methodology used 1. Primary data The data related to this project is collected through primary data; in this I have collected information from candidates who are coming for the interview in the company, my company guide, and from the management trainee. She is working in the company from last 6 months in HR Department. 2. Secondary data Some information that is not feasible to be collected from the company people that are collected from internet 3. Company policies Company policies that I had studied in order to make clear about recruitment & selection procedure are company induction, different formats like application forms, LOI(letter of intent),telephonic interview procedure, interview panel sheets, parity sheets, salary fixation forms, KRA, task sheet, candidate assessment summary sheet Page | 13
  14. 14. DHARAMPAL AND SATYAPAL LTD. 4. Personal observation I have actively participated in recruitment procedure of the company, so I‟m able to got firsthand experience of recruitment and easily able to recognize the pitfalls that are prevalent in Recruitment & Selection procedure of DS Group. Page | 14
  15. 15. DHARAMPAL AND SATYAPAL LTD. RECRUITMENT & SELECTION TRENDS IN FOOD INDUSTRY Today‟s business climate offers the agriculture and food processing industries great opportunities and great challenges. Opportunities for new product development have never been greater as consumer preferences continue to evolve. Innovation is spurred by sophisticated research and development and new production methods. At the same time, there are a number of challenges brought on by uncertainty in the global economy that must be carefully navigated. Rising energy and commodity prices, new energy policies and environmental regulations, foreign competition and growing concerns about food safety and health are challenging the industry everyday. As companies evaluate growth and expansion plans, the site selection process is complicated by all of these factors. The food processing industry is a major component of the U.S. economy. In 2007, total food sales topped $1.16 trillion. The industry employed well over half a million people in all corners of the country. The impact of this important industry is global, with foreign competition playing an increasing role in domestic production and decision making. U.S. communities, faced with manufacturing job losses in autos and durable goods, are aggressively pursuing food processing facilities. TRENDS IN CONSUMER PREFERENCES Trend 1 Each year, Food Processing magazine names top trends in the industry. Currently, organics is number one. While consumer trends come and go quickly, industry experts seem to agree that interest in organics is here to stay. USDA regulations must be met in order for a product to be labeled “organic.” Generally, this means that the product must be grown without toxic and persistent fertilizers and pesticides. However, organics are not limited to produce items such as tomatoes or lettuce. Meat, dairy, condiments, wine and beer have all shown growth in the organic sector. The movement of consumers toward “green” products is also driving the organics movement. Page | 15
  16. 16. DHARAMPAL AND SATYAPAL LTD. Site Selection Impact The growing impact of consumer demand for organic foods is demonstrated by the decision of Really Cools Foods, a leading natural and organic prepared foods company, to locate a new $100 million national production and distribution center in Cambridge City, Indiana. When completed, the new complex is expected to employ 1,000 people. The facility will supply Really Cool Foods‟ growing network of food retailers across North America. The central location of Cambridge City, which is within a one-day drive of two-thirds of the U.S. population, helps decrease distribution costs for the company. The first phase of the project, which opened in 2008, is a 78,000 sq. ft. USDA certified organic commissary. The value to this type of project to a local community is demonstrated by the significant incentives pledged to Really Cool Foods to support the project. The Indiana Economic Development Corporation committed up to $3.05 million in performance-based tax credits, up to $165,000 in training grants and a $200,000 grant to assist Cambridge City with needed infrastructure improvements to support the project. Local officials offered the company 50 acres of land, $165,000 in grants and a 10-year property tax abatement. Trend 2 The second trend identified by Food Processing magazine is health and wellness. This includes products that include an ingredient that targets a certain condition, such as high cholesterol. Botanicals, antioxidants, phytochemicals, oils and whole grains may be included in health and wellness products. As the population continues to age and become more aware of their daily choices on health, these products will continue to be popular with consumers. The science behind these products is sophisticated, allowing producers to charge higher prices for these value-added items. Site Selection Impact Food processing companies that engage in significant research to support new product development should consider utilizing the Research & Experimentation federal tax credit. The credit was designed to encourage manufacturing companies to make technological improvements to products and processes. The credit has been in effect since 1981 and has evolved over the years. Page | 16
  17. 17. DHARAMPAL AND SATYAPAL LTD. A four-part test is used to determine eligibility. To qualify, expenditures must support research that is: 1) Technological in nature – research must rely on science 2) Eliminates uncertainty – intent of research must be to make process more reliable 3) A process of experimentation – developing, testing and refining hypotheses 4) New or improved functionality – activities should relate to better performance, reliability, quality, etc. The net tax benefit of the credit is approximately 6.5 percent of qualified research expenditures. State tax credits are also commonly available and should also be considered. It is advisable to talk to an accounting professional in order to determine applicability of any federal or state tax credit. Trend 3 Other top consumer trends include age awareness and portion control products. Age awareness products address the nutritional needs of both children and seniors. Portion control products, such as 100-calorie packs of snack foods, make it easy for consumers to monitor calories while eating on the go. In most cases, these products are produced simply through modifications to labeling and packaging, increasing the attractiveness of the product without increasing product development costs. PRODUCER CHALLENGES Challenge 1 Producers are faced with finding ways to meet ever-changing consumer desires, while at the same time controlling costs and maintaining high quality and safety standards. The greatest challenge currently facing the industry is the increase in energy prices. Higher energy costs have impacted the food processing industry both coming and going. At the most basic level, higher gasoline prices are translated directly to food production through the tractors and combines used on family farms to produce corn, soybeans, wheat and other grains that are the building blocks of the U.S. food supply. Gasoline prices have also impacted the cost of getting these Page | 17
  18. 18. DHARAMPAL AND SATYAPAL LTD. products to market for further processing. Higher oil prices have also increased demand for biofuels in Europe and the United States. New mandates have been put in place for renewable fuels, with trade restrictions in the U.S. preventing the full utilization of the large potential for ethanol production in Brazil. The share of global maize production used for ethanol was 2.5 percent in 2000, 5 percent in 2004, and 11 percent in 2007. This diversion of food products to the production of biofuels has driven up prices. Efficient grain production is also dependent of fertilizer. According to the World Bank, fertilizer prices have increased rapidly, almost tripling in the first half of 2008. The weakness of the dollar has compounded the situation for internationally-traded commodities. While commodity prices are expected to decline for record highs, they will remain higher than the average for recent years. Site Selection Impact Higher fuel prices are driving food processing companies to apply greater scrutiny to location decisions. Proximity to both suppliers and consumers is more important than ever. A location directly on a major interstate highway will trump a location further from major transportation arteries. Early in the site selection process, a thorough analysis of inbound and outbound freight requirements and shipping methods should be undertaken. Alternative transportation methods such as rail and air should be included. Proximity to a labor pool large enough to support on-going labor needs is also important as employees strive to reduce commute times. A comprehensive labor study, including projected labor availability, cost, competition, skill levels and commuting patterns, should be completed for each site under consideration. Food processors should follow the efforts of some U.S. regions to promote biofuel production based on non-food feedstock. For example, woody biomass is a viable option in the southeastern United States, an area rich in pine forests and underbrush. As local communities begin to incent these types of renewable energy projects, pressure on the food supply may decrease. Page | 18
  19. 19. DHARAMPAL AND SATYAPAL LTD. Challenge 2 Increasing cost pressures on the food processing industry may also lead companies to make location decisions that increase efficiency by utilizing existing relationships, supply and distribution chains, and infrastructure. Manufacturers may be inclined to expand at an existing location rather than look for a new site. Site Selection Impact Nestle USA recently announced plans to expand its new facility in Anderson, Indiana before the facility was even open. The company plans to invest an additional $200 million for increased beverage production and distribution capacity at the 880,000 sq. ft. facility. The company cited a strong response from the local workforce and local utility capacity as vital factors in the decision. The facility produces Nestle Nesquik Ready-to-Drink and Nestle Coffee-mate Liquid. Significant state and local government incentives were offered to support the project. The Indiana Economic Development Corporation pledged up to $1.325 million in performance-based tax credits and up to $50,000 in training grants. The City of Anderson offered property tax abatement, construction of two water towers and employee recruitment assistance. The decision to expand in Anderson, Indiana marks the fourth major facility investment in Indiana by Nestle since 2006. The company has announced projects in Greenwood, Fort Wayne and Anderson, Indiana. Challenge 3 Producers must also address growing consumer concerns about food safety. According to the Food Marketing Institute, consumer confidence in the food supply dropped to 66 percent in 2007, down from 82 percent in 2006. Contamination, product tampering and terrorist threats were considered the top areas of concern. While consumers surveyed acknowledged a personal responsibility to ensure that the foods they eat are safe, a large number also believed that contamination often occurs in the manufacturing process. Producers must ensure the complete safety of their manufacturing operations and maintain a stellar safety record to succeed in the long term. Page | 19
  20. 20. DHARAMPAL AND SATYAPAL LTD. Site Selection Impact As companies invest in upgraded technologies to ensure food safety, incentives such as personal property tax abatement can help reduce costs. In most states, some form of personal property tax relief is offered to companies that invest in new manufacturing equipment. Most states also offer training grants to help companies prepare employees to effectively utilize new technologies. Challenge 4 Global competition is also playing a role in the U.S. food processing industry. Recent scares about product quality in China have driven many consumers to avoid non-domestic products. Increasingly, consumers are aware that the low- cost provider may not be the best choice when food quality and safety are concerned. U.S. producers have an opportunity to emphasize the strong oversight and safeguards of the domestic food industry and position themselves as preferred providers. However, products that have a commodity focus will find it increasingly difficult to compete with foreign firms. Labor cost advantages encourage some producers to move operations offshore or to import raw materials that can be produced at a lower cost in other locations. As cost pressures increase, companies will be looking for new growth strategies. International trade may provide such opportunities, especially for niche and specialty products. Emerging markets such as China and India will experience increased demand as wealth increases. Companies should explore these options as part of their overall growth and expansion plans. Site Selection Impact Most states provide assistance to companies interested in importing and/or exporting. Typical assistance programs include trade missions, company matchmaking, export counseling, international trade show assistance and services provided by foreign trade offices. For example, the State of Florida has international offices in 13 countries that provide assistance to companies interested in trade and investment opportunities. Page | 20
  21. 21. DHARAMPAL AND SATYAPAL LTD. VALUE OF THE INDUSTRY The food processing industry, a major contributor to the U.S. economy, has many reasons to be optimistic. As companies evaluate new locations and make site selection decisions, they should be aware of the many programs available to support and assist them. State and local governments see the value of the industry and are eager to attract new investment to their communities. Page | 21
  22. 22. DHARAMPAL AND SATYAPAL LTD. An Introduction to DS Group Dharampal Satyapal Group (DS Group) is more than Rs. 1200 crores diversified conglomerate, which is committed towards high quality products & credited with several innovations over last seven decades. A value-driven corporate, DS Group has further consolidated its position in the last five years through successful forays into diversified sectors like FMCG, Packaging, Hospitality, Rubber thread and other businesses. Some of the popular brands owned by the Group today are – Catch Spring water, Catch flavoured water, Catch ready-to-eat snacks, Catch Spices, Pass Pass, Rajnigandha - a non tobacco Pan Masala, Baba, Tulsi and Rashmi. Founded in 1929, DS Group has maintained its market leadership in the chewing tobacco segment. Rajnigandha, the world‟s largest selling premium pan masala, is one of the most popular brands of DS Group. Its excellent taste and quality has made it the choice of millions of Pan Masala connoisseurs around the world. The Group forayed into food products in 1987 and made a beginning with Catch pepper and salt in a revolutionary tabletop rotator dispenser. This was followed by an array of spices and seasoning under the same brand name. The Group is also credited with the launch of the nation‟s first ever natural spring water – Catch Natural Spring Water bottled at the source in Himalayas followed by the launch of Catch Club Soda, Catch Tonic water and the very popular Catch spring range. „Pass Pass’ - an all natural mouth freshener is another interesting innovation that caught the imagination of the entire nation to become a multi-crore brand within just a year of its launch. The brand is constantly expanding with newer product variants. BABA Elaichi & Supari - in line with the BABA heritage of excellence are 100% natural mouth fresheners assuring long lasting refreshing experience. DS Group‟s new Food & Beverages production Unit at Guwahati is an addition to its already successful business conglomerate. To further strengthen its strong hold in the industry, the unit is a crucial step forward to it‟s striving for expansion. The group has also ventured into a rapidly growing Hospitality Sector with extensive plans of launching five star properties in the larger cities and boutique & heritage properties at tourist destinations. The first of the many properties being set up by DS Group, Manu Maharani is Page | 22
  23. 23. DHARAMPAL AND SATYAPAL LTD. a super deluxe property in Nainital promising unmatched hospitality to the guests of this beautiful mountains retreat with the blend of action and relaxation that suits all moods. This hotel epitomizes impeccable service and facilities. Thereafter, the Group acquired the Airport Hotel at Kolkata. The hotel is currently being revamped and renovated and will soon emerge as an International standard Five Star Hotel. The hotel has plans to have a large Convention Center & Banqueting facilities, in addition to a sprawling Commercial area of over 3,00,000 sq.ft. The project is likely to be completed by the end of 2008.The hotel will be managed by one of the reputed International Hotel chains. The Group has also signed a MOU with Guwahati Metropolitan Development Authority (GMDA) to set up the first five star hotels, of the North East, in Guwahati. In addition to the above two ventures, land has been acquired in cities like Jaipur, Udaipur, Ranthambore, Shimla, Mussorie, Corbett Park, Manali & Goa with plans to set up hotels & resorts which will either be managed by the group or by renowned International players in the respective fields. The planning and designing of these hotel projects are underway. With a boom in tourism sector, the group is all set to emerge as one of the leading players in the hospitality segment. Packaging is another area of expansion for the Group. DS Canpac Ltd., an eco friendly revolutionary packaging technology, was launched in India in association with Canpac a leading Switzerland based packaging major. A state- of-the-art plant at Noida offers packaging solutions to other FMCG marketers as well as exporters of food products. The group has also commissioned an ultra modern Rs. 60 crores Flexible Packaging Unit in Bonda, Assam with an installed capacity of 400MT per month. The flexible packaging unit is expected to largely benefit the growing tea industry in the state of Assam as well as other consumer product Industries present in North East. The group has Manufacturing Units in Noida, Delhi, Barotiwala in H.P, Kullu, Assam and Tripura. It also has a widespread distribution network supported by dealers and retailers. Apart from its offices in Bombay, Ahmedabad, Jaipur, Indore and Bhubaneshwar, the group has representatives in Europe, the Middle East, U.S. Australia and South East Asia. This remarkable growth and diversification has been on account of emphasis on quality at all levels. Every stage from procurement of raw materials to the finished product is monitored with utmost care and attention. Well-equipped Page | 23
  24. 24. DHARAMPAL AND SATYAPAL LTD. and sophisticated laboratory tests ensure superior quality of the products. The DSL unit of the DS Group is the only unit in the trade to be awarded the prestigious ISO 9001: 2000 Certification. The group constantly leverages its strength in its marketing adeptness through dealer network expansion, up gradation of production facilities and bringing greater consumer orientation, while maintaining its commitments to high quality, innovation and consumer value. DS Group will also be committed to maintaining high standards in all its diversification endeavors. DSL is a flagship company of 10000 million DS Group, a business conglomerate with 12 successful brands in its portfolio, the company is poised for a diversification in high growth area. Some of the popular are Catch Spices, Catch Natural Water, Catch Club Soda and PASS PASS in Food & Beverages, and Rajnigandha and Tulsi in Tobacco,the group has successfully woven a seven-decade legend of innovation and enterprise since 1929. The strong network of Regional Offices and Distribution Channels has strengthened the Group's presence not only in India but also has broadened the company's horizons in foreign markets like Europe, Middle East, US, Australia, and South East Asia. Having set new benchmarks in brand building and creating new markets, the group is expanding its wing into Hospitality, Packaging, and Infrastructure etc. Come let‟s innovate DS Group is today a well - diversified conglomerate with business leadership across wide spectrum of industries - right from chewing tobacco, food & beverages, real estate, hospitality and packaging. INNOVATIONS AND R &D Continuous investment into research & development forms the very elixir of the DS Group. Be it developing indigenous technologies or embracing international technological solutions -we ensure that any product from our stable sets global benchmarks in innovation & quality. A well-documented process is adopted for product development & quality assurance. Apart from a centralized R&D laboratory housed at the corporate office, all our manufacturing units are also equipped with state-of-the-art technology and specialized microbiology labs. .While dedicated teams of research specialists continuously work towards bringing enhancements in existing products, the quest for innovation leads us to Page | 24
  25. 25. DHARAMPAL AND SATYAPAL LTD. interact & learn from global leaders in various segments. This has been the guiding philosophy in associating with some of the best-known corporate to bring never-before innovations in the country. These innovations are result of meticulous research into ever-changing customer needs and creating new segments to pro-actively fulfill the requirements. DSL associations include tying-up with Canpac of Switzerland to bring biodegradable, composite can packaging; Wallner from Germany to bring nation's first 100% vegetarian silver foils; Sidel France for spring water bottling operations and now Process Engineering, Italy for providing technology for manufacturing Heat Resistant Rubber thread and lot more! PROJECT IMPLEMENTATION To effectively back quest for innovation as well as passion to expand into newer frontiers, they have built considerably strong project implementation skills over past few years. Right from site selection, facility planning, construction & placement to project commissioning-they have a specialized team to deliver timely turnkey projects. .They just providing instances of some of recent projects, set up by DS Group: PROJECTS PROJECT TECHNICAL SET UP COST COLLABORATIO DURATIO (Investment N N ) Manufacturin Rs.18crore (Indigenous) 11 months g facilities for s che wing tobacco brands at Guwahati and Agartala DS Canpac Rs.17crore Canpac, 6 months Division s Switzerland Natural Rs.14crore Sidel, France 6 months Spring Water s Bottling Plant at Kullu Silver Foil Rs.7crores Wallner,Germany 7 months Unit The facilities at Guwahati are ISO 9001 certified. WIDE REACH Page | 25
  26. 26. DHARAMPAL AND SATYAPAL LTD. Present in all 28 states Manufacturing sites at HP, UP & North East 16 DEPOTS across India 17 C&S Agents across India 1800 authorized dealers Product availability at 1.6 million outlets Besides a widespread national reach, DSL is proud to have established an enviable market for their brands at leading International markets - with dedicated agents to serve markets at Canada, North America, South America Africa, Europe, Middle East and Far East. Effectively backing this wide reach is an efficient logistics and supply chain management-which continuously strives to establish a productive synergy amongst various suppliers all over the world as well as timely delivery of raw materials and finished products across various outlets. The initiative is further supported by an extensive ERP implementation across all manufacturing bases as well as key depots-thus helping us to constantly monitor & adapt to changing market parameters almost with real-time effectiveness. These systems are continuously updated-so that it can give enjoyment to the customer, the way he wants it! For DSL, innovation & enjoyment begins at work place! DSL believe in grooming each of its team members to be the Messenger of Joy. And to help him spread enjoyment all across, DS has implemented a well-thought Leadership Model-which brings transparency, collective wisdom, performance orientation & minimum response time. DS group is a function-driven lean organization. Not only are the team members given exposure to intra-functional & inter-functional tasks, they are equipped with world-class training & continuous development programs-which all go a long way in laying strong foundation of a dynamic & vibrant organization. Today, DS is a family of around 2000 innovators-each contributing in their own significant way to make the world a happier place to live in & enjoy living! Through DS's unique products and offerings. Page | 26
  27. 27. DHARAMPAL AND SATYAPAL LTD. History of DS Group The Stirring Saga of an Enterprise In the early 20th century, when trade and commerce had not witnessed the advent of brands and marketing warfare in India, Shri Dharampalji – the founder of DS Group, set up a small perfumery shop in Chandni Chowk, Delhi in the year 1929. The urge to create a business around consumer tastes and preferences led Dharampalji to innovate quality products. His sagacity revolutionized the market of chewing tobacco and the shop in Chandni Chowk became renowned not only in Delhi but even amongst the connoisseurs of tobacco in other parts of India and the world. Blending modernity, technology and tradition, Dharampalji‟s son Satyapalji brought the dawn of a new era - an era that saw a revolution. Satyapalji inherited qualities of high virtues, innovation and aspiration for being the best in the business. His in-depth knowledge of perfumes honoured him the title of “Sugandhi” (perfumer). He is credited with blending tobacco with various exquisite fragrances. He is also known for bringing the element of quality and research hitherto unknown in this category. Under the able stewardship of Satyapalji, the nation‟s first ever- branded chewing tobacco BABA was launched in 1964 which became an instant success and widely popular in its category. And what followed later was an array of premium brands like Tulsi and a host of others which have established their leadership in their own category and created new markets in its wake. Continuing the fervour of innovation and quality, the Group set new benchmarks in Foods & Beverages. Innovative tabletop sprinklers changed the way Indian households had been enjoying salt and spices. Be it Catch spices or Catch Beverages, today Catch stands for international quality and convenience. Mouth fresheners like Rajnigandha and Pass Pass created new offerings and established new categories. The Group has also ventured into a rapidly growing hospitality sector with extensive five star properties in the larger cities and boutique & heritage properties at tourist destinations. The Group has also successfully ventured into Packaging, Rubber Thread, Steel in the last few years. Since the launch of BABA, the Group has never looked back, reaching for milestones year after year. Thus, evolving from a single product to multiple brands, DS has successfully woven over eight decades legend of innovation and enterprise. And the quest for innovation continues…….. KEY MILESTONES Page | 27
  28. 28. DHARAMPAL AND SATYAPAL LTD. 1. FOOD & BEVERAGES 1987: Foray into F&B, Catch Salt &Pepper sprinkle launched 1999: Catch Natural Spring Water of Spices launched 2000: Catch Kitchen Range of spices launched. 2001: Foray into Snacks 2002: Catch adds fizz with the launch of catch club soda. 2003: Catch clear Flavored Drink launched. 2005: Catch Spring Cola, Lime & Orange gives a refreshing change. 2. Tobacco &Related Products 1987: Quality chewing tobacco launched. 1964: Tobacca was branded for the first time in India-BIRTH OF BABA. 1979: Tulsi was launched 3. Mouth fresheners 1983:Rajnigandha premium pan masala launched. 1999:Mouth freshners Pass Pass introduced to the mar 4.Hospitality 2000: DS ventures into hospitality sector with the inauguration of their hotel Manu Maharani at Nanital. 2006:Manu Maharani given a new look and re-opened. 5.Rubber 2006: Opened a heat resistant latex rubber Thread plant at Agartala. Page | 28
  29. 29. DHARAMPAL AND SATYAPAL LTD. 6. Lamination, Printing&Packaging 2007: Flexible Packaging Laminate unit to be inaugurated soon at Guwahati. TRENDSETTERS  First to offer saffron flavored chewing tobacco in the world  First to launch branded chewing tobacco in India in metal packaging  First and only chewing tobacco company in India to get ISO 9001:2000 certification  First to introduce various kinds of spices in one-time use packaging  First to launch free flowing salt in revolutionary table top rotator dispensers in India  First to introduce 100 per cent biodegradable, composite cans packs which are pilfer proof, rust proof and leak proof using brine and through vacuum evaporation process for food products  First to introduce electronically beaten finest malleable silver foils in India.  First in India to bottle natural spring water which has been awarded NSF certification from FDA, US : a hallmark of quality and purity  First to introduce soda processed with natural spring water  First to introduce zero calorie tonic water First to launch 100% herbal mouth freshener - Pass Pass Page | 29
  30. 30. DHARAMPAL AND SATYAPAL LTD. INTERNATIONAL ALLIANCES DS Group collaborated with the Switzerland based packaging technology major, CANPAC International AG, to bring a never-before packaging revolution in Asia. CANPAC is a convenient, eco friendly, corrosion free packaging for ready to serve packs. CANPAC DS Group collaborated with the Switzerland based packaging technology major, CANPAC International AG, to bring a never- before packaging revolution in Asia. CANPAC is a convenient, eco friendly, corrosion free packaging for ready to serve packs. Catch silver foil DS Group joined hands with Wallner, Germany to introduce electronically beaten Silver Foil in India. The collaboration brought in the process of electronically beating silver between a special paper, in hygienically controlled dust free atmosphere and thus making DS Group the only producer of 100% pure & vegetarian Silver foil in the country. Page | 30
  31. 31. DHARAMPAL AND SATYAPAL LTD. FOOD& BEVERAGES PASS PASS DS Group offers PASS PASS . PASS PASS is India‟s first all natural premium mouth freshener brand. Its 100% herbal ingredients- dry dates, saunf. coconut, saffron, dhaniya seeds, melon seeds, and silver-coated cardamom seeds a sure a guilt free indulgence for the people of all ages. With its fresh and crunchy feel it has become India„s favorite mouth freshener. PASS PASS is available in mint, katha, pan and meetha magic variants, packed in trendy flip tops, sachets, and dining table packs. Catch CATCH SPICES DS Group offers a variety of spices. Catch spices is India‟s foremost spices brand known for its matchless product quality and innovative approach. Catch spices are ground using the state-of-art low temperature grinding [LTG] technology, which prevents the evaporation of volatile & delicate oils from spices. Catch spices thus retain the original aroma and wholesome flavor of authentic spices. Page | 31
  32. 32. DHARAMPAL AND SATYAPAL LTD. The complete assortment comprises of a variety of salt and pepper sprinkles and a diverse range of whole, ground and blended spices. Catch spices are packed in food grade metal- lined cartons, flexible laminates and convenient composite cans available in a variety of pack sizes. Lending exquisite flavors and tantalizing aromas to every kitchen across the nation. CATCH SNACKS DS Group manufactures aromatic and flavored spices. Dharampal Satyapal Group [DS Group] is an ISO 9001:2000 certified company .available under the brand name CATCH, Dharampal Satyapal Group‟s Aromatic and Flavored Spices are grounded using the unique state-of-the–art. Low Temperature Grinding [LTG] technology is used to make Aromatic and flavored Catch Spices thus retain the original aroma and wholesome flavor of authentic spices. A variety of salt and pepper sprinklers and a diverse range of whole, ground and blended Aromatic and Flavored Catch Spices are offered by the Dharampal Satyapal Group. Aromatic and Flavored Catch Spices are packed in food grade metal-lined cartons, flexible laminates and convenient composite in a variety of pack sizes. CATCH SPRING WATER&CLUB SODA The DS Group manufactures CATCH CLEAR FLAVOURED Spring Water. It is novel product by the company. it is made from the finest flavors of natural fruits and sparkling spring water. It is totally caffeine-free, calorie-free and sugar-free drink and therefore caters to the interest of health conscious people. At present it is available in six exciting flavors lime n lemon, black currant, Page | 32
  33. 33. DHARAMPAL AND SATYAPAL LTD. peach, mango, green apple, and strawberry, with more flavors that are yet to be launched. DS Group also offers pure and fresh spring cola lemon &orange drinks.DS Group is an ISO 9001:2000 CERTIFIED COMPANY. Available under the brand name Catch, the pure and fresh Spring Cola, Lemon & Orange Drinks adds a dash of purity and freshness of Himalayan spring water to the taste of this drink. The pure and fresh Spring Cola, Lemon &Orange drinks combines excellence with originality. CATCH CLUB SODA manufactured by the DS Group is a stimulating blend of nature‟s pristine purity and bubbling effervescence. It is prepared from hygienically processed catch natural spring water. Each sip of the soda gives a refreshing feeling .It is available in attractive and long lasting packages that help in retention of its distinctive taste and fizz. Page | 33
  34. 34. DHARAMPAL AND SATYAPAL LTD. CATCH COLD DRINKS DS Group offers cold drinks. Catch snacks are packed in special composite cans that preserve their freshness and taste. Catch spring –Cola, Lemon & Orange, is the innovative beverage range that adds a dash of purity and freshness of Himalayan spring water of the excitement of taste. The product effectively combines excellence with originality. The range not only quenches the desire but also promises immense satisfaction through an unparallel experience . Page | 34
  35. 35. DHARAMPAL AND SATYAPAL LTD. CATCH SILVER & GOLD FOILS Dharampal Satyapal Group owns diversified sectors like FMCG, Packaging, Hospitality, Rubber Thread and other businesses. The DS Group offers CATCH silver and gold foils are pure vegetarian silver and gold foils available in India. It have produced in alliances with wallner, Germany. These silver and gold foils are electronically beaten and are the first of this kind in India. They are produced hygienically and are available in booklet shapes of eight different sizes. They are airtight polyester bags to avoid any damage by environmental factors. Page | 35
  36. 36. DHARAMPAL AND SATYAPAL LTD. ORAGANIZATIONAL STRUCTURE OF DS GROUP CADRE BANDS DESIGNATION M0 B0 EXECUTIVE VICE PRESIDENT B1 SENIOR VICE PRESIDENT B2 VICE PRESIDENT M1 B3 ASSOCIATE VICE PRESIDENT B4 SENIOR GENERAL MANAGER B5 GENERAL MANAGER M2 B6 DEPUTY GENERAL MANAGER B7 ASSISTANT GENERAL MANAGER B8 SENIOR MANAGER M3 B9 MANAGER B10 DEPUTY MANAGER B11 ASSISTANT MANAGER O1 B12 Management executive B13 Senior executive B14 Executive/Management Trainee B15 Senior officer B16 Officer B17 Junior officer Page | 36
  37. 37. DHARAMPAL AND SATYAPAL LTD. RECRUITMENT MEANING According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: • A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. • It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective Measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. RECRUITMENT NEEDS ARE OF THREE TYPES • PLANNED i.e. the needs arising from changes in organization and retirement policy. • ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. • UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected need Page | 37
  38. 38. DHARAMPAL AND SATYAPAL LTD. Purpose And Importance Of Recruitment • Attract and encourage more and more candidates to apply in the organization • Create a talent pool of candidates to enable the selection of best candidates for the organization. • Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. • Recruitment is the process which links the employers with the employees. • Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. • Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. • Meet the organizations legal and social obligations regarding the composition of its workforce. • Begin identifying and preparing potential job applicants who will be appropriate candidates. • Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants • Increase the pool of job candidate at minimum cost. Page | 38
  39. 39. DHARAMPAL AND SATYAPAL LTD. Top management level 25 % Second management level 45 % Third management level 30 % General Management 5% Research & development, 25 % production, logistics Finance and accounting, 25 % controlling, data processing, human resource s Marketing, sales 45 % Raw materials 10 % Capital goods 20 % Consumer goods 20 % Trade and commerce 20 % Banks 20 % Services 10 % Page | 39
  40. 40. DHARAMPAL AND SATYAPAL LTD. RECRUITMENT PROCESS The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the 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 with the human resource department receiving requisitions for recruitment from any department of the company. These contains: • Posts to be filled • Number of persons • Duties to be performed • Qualifications required Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making Page | 40
  41. 41. DHARAMPAL AND SATYAPAL LTD. Sources of recruitment Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: INTERNAL SOURCES- The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. EXTERNAL SOURCES- Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment. SOURCES OF RECRUITMENT Page | 41
  42. 42. DHARAMPAL AND SATYAPAL LTD. Factors affecting recruitment The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are: FACTORS AFFECTING RECRUITMENT Page | 42
  43. 43. DHARAMPAL AND SATYAPAL LTD. Recruitment policy of organization In today‟s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for Implementing recruitment programmes and procedures by filling up vacancies with best qualified people. COMPONENTS OF THE RECRUITMENT POLICY The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment A recruitment policy of an organization should be such that: It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with dignity and respect. Unbiased policy. Page | 43
  44. 44. DHARAMPAL AND SATYAPAL LTD. To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weightage during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organizational needs. FACTORS AFFECTING RECRUITMENT POLICY Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications. Page | 44
  45. 45. DHARAMPAL AND SATYAPAL LTD. HR POLICY IN RECRUITMENT AND SELECTION OF DS GROUP  ORGANIZATIONAL CHART It‟s a chart where all the vacancy and jobs are listed. It is the collection where all the jobs of zones and states are listed; it is updated once in a month.  POSITION DESCRIPTION This policy states about the position which the candidate going to hold in near future.  D.S PROFILE It is an induction manual provided to all the employees of DS Group.  TELEPHONIC INTERVIEW FORMAT It is a pre-determined format of telephonic interview of the candidates.  EMPLOYEMENT APPLICATION FORM It‟s an application form which is filled by the candidates before going for an interview. In this form candidate has fill about his family background, previous company, salary details, and total experience  PARITY SHEET In this sheet job & salary are compare with other employee who is presently working on the same post, on the basis of this sheet salary of newly employed candidate is decided. Page | 45
  46. 46. DHARAMPAL AND SATYAPAL LTD.  INTERVIEW PANEL SHEET This sheet is made to present in front of panel members who are taking the interview, this sheet contains name of the candidate, his qualification, experience, previous job.  APPLICATION FORM It is just like an employment application form.  SALARY FIXATION FORM This form is prepared after the candidate is selected; in this form salary is fixed on basis of the choice of the candidate and norms of the organization.  REFERENCE CHECK This is also pre-determined format; reference check is made by HR personnel, and on the basis of feedback marks is given to the candidate. There are many questions which is to be answered by the reference person.  CANDIDATE ASSESSMENT SUMMARY After the interview, all the senior personnel evaluate the candidate performance on the basis of his interview performance. and on that basis marks were given to that candidate  LOI(LETTER OF INTENT This letter is given after the candidate is selected; this letter contains the date of joining, salary details, job position etc. Page | 46
  47. 47. DHARAMPAL AND SATYAPAL LTD.  CADIDATE COMPARATIVE SHEET This sheet contains the comparison of candidates who is newly employed and one who is already working in an organization. On the basis of this sheet salary of newly employed candidate is decided.  KRA Key responsibilities area  TASK SHEET Page | 47
  48. 48. DHARAMPAL AND SATYAPAL LTD. Trends in recruitment The following trends are being seen in recruitment: OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services. Advantages of outsourcing are: 1. Company need not plan for human resources much in advance. 2. Value creation, operational flexibility and competitive advantage 3. turning the management's focus to strategic level processes of HRM 4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates. 5. Company can save a lot of its resources and time POACHING/RAIDING “Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E- Page | 48
  49. 49. DHARAMPAL AND SATYAPAL LTD. Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV‟s in worldwide web, which can be drawn by prospective employees depending upon their requirements. Advantages of recruitment are: o Low cost. o No intermediaries o Reduction in time for recruitment. o Recruitment of right type of people. o Efficiency of recruitment process. Agency types The recruitment industry has four main types of agencies. Their recruiters aim to channel candidates into the hiring organizations application process. As a general rule, the agencies are paid by the companies, not the candidates. Traditional Agency Also known as a employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agency‟s books. Recruitment consultants then work to match their pool of candidates to their clients' open positions. Suitable candidates are short-listed and put forward for an interview with potential employers on a temporary ("temp") or permanent ("perm") basis. Compensation to agencies take several forms, the most popular:  A contingency fee paid by the company when a recommended candidate accepts a job with the client company (typically 20%-30% based and calculated of the candidates first-year base salary), which usually has some form of guarantee (30-90 days standard), should the candidate fail to perform and is terminated within a set period of time (refundable fully Page | 49
  50. 50. DHARAMPAL AND SATYAPAL LTD. or prorated)  An advance payment that serves as a retainer, also paid by the company, non-refundable paid in full depending on outcome and success (e.g. 30% up front, 30% in 90 days and the remainder once a search is completed). This form of compensation is generally reserved for high level executive search/headhunters  Hourly Compensation for temporary workers and projects. A pre- negotiated hourly fee, in which the agency is paid and pays the applicant as a consultant for services as a third party. Many contracts allow a consultant to transition to a full-time status upon completion of a certain number of hours with or without a conversion fee. Headhunters A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have preexisting industry experience and contacts. They may use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices. They may also purchase expensive lists of names and job titles, but more often will generate their own lists. They may prepare a candidate for the interview, help negotiate the salary, and conduct closure to the search. They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers. Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidate‟s annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top- level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one- by-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will both attract candidates and actively seek them out as well. To do so, they may Page | 50
  51. 51. DHARAMPAL AND SATYAPAL LTD. network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists , and cold call prospective recruits. In-House Recruitment Larger employers tend to undertake their own in-house recruitment, using their human resources department. In addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups and/or focus on campus graduate recruitment. Alternatively a large employer may choose to outsource all or some of their recruitment process (recruitment process outsourcing). Passive Candidate Research Firms / Sourcing Firms These firms provide competitive passive candidate intelligence to support company's recruiting efforts. Normally they will generate varying degrees of candidate information from those people currently engaged in the position a company is looking to fill. These firms usually charge a per hour fee or by candidate lead. Many times this uncovers names that cannot be found with other methods and will allow internal recruiters the ability to focus their efforts solely on recruiting. Process Sourcing Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened (see below). Screening and selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown Page | 51
  52. 52. DHARAMPAL AND SATYAPAL LTD. through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. ONBOARDING "Onboarding" is a term which describes the introduction process. A well- planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6 months. Internet Recruitment / Websites Such sites have two main features: job boards and a résumé/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a résumé to be included in searches by member companies. Fees are charged for job postings and access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance. Job Search Engines The emergence of vertical search engines, allow job-seekers to search across multiple websites. Some of these new search engines index and list the advertisements of traditional job boards. These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are many other job search engines which index pages solely from employers' websites, choosing to bypass traditional job boards entirely. These vertical search engines allow job-seekers to find new positions that may not be advertised on traditional job boards, and online recruitment websites Page | 52
  53. 53. DHARAMPAL AND SATYAPAL LTD. Selection of candidates: It is best to nip the evil in the bud. Hiring managers should take pains to hire candidates who have a positive outlook on life and work. A proper background check should be carried out prior to selection. This could be a tedious affair and even expensive, but it's definitely worthwhile in the long run. During the interview, a Hiring manager should be open and frank with a prospective employee when discussing scope of work, compensation, growth prospects, and other information which could be of interest to the candidate. Driven by targets themselves, a lot of Hiring managers withhold important information from the candidate. This could easily escalate into something serious later on, where an employee feels cheated and either quits the company or turns detached. SELECTION Selection is the process of choosing the best candidate out of the all the applicants. In this process, relevant information about the applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled. It is the process of matching the qualifications with those required for the job so that the candidate can be entrusted with the task that matches with his credibility. It is a process of weeding out unsuitable candidates and finally identifying the most suitable candidates. This process divides the candidates into two categories-the suitable ones and the unsuitable ones. The suitable people prove to be the asset for the organization. Selection is a negative process because in this process the management tries to minimize the number of people at each step so that the Page | 53
  54. 54. DHARAMPAL AND SATYAPAL LTD. final decision can be in the light of all the factors and at the end of it best candidate is selected. Selected candidate the has to pass through the following stages-  Preliminary Interview.  Application Form.  Selection Test.  Selection Interview.  Physical Examination.  Reference Check.  Final Approval.  Employment. Preliminary Interview is the initial screening done to weed out the undesirable candidates. This is mainly a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organization. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids unnecessary waiting for the candidate and waste of money for further processing of an unsuitable candidate. Page | 54
  55. 55. DHARAMPAL AND SATYAPAL LTD. Application Form is a traditional and widely used device for collecting information from candidates. This form asks the candidates to fill up the necessary information regarding their basic information like name, address, references, date of birth, marital status, educational qualifications, experience, salary structure in previous organization and other such information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the organization. It also helps in formulation of questions, which will be asked in the interview. These forms can also be stored for future references thus maintaining a databank of the applicants. Selection Tests are being increasingly used in employee selection. Tests are sample of some aspect of an individual's attitudes, behavior and performance. It also provides a systematic basis for comparing two or more persons. The tests help to reduce bias in selection by serving as a supplementary screening device. These are also helpful in better matching of candidate and the job. These reveal the qualifications, which remain covered in application form and interview. Selection Interview involves the interaction of the employer and the employee. Selection involves a personal, observational and face-to-face appraisal of candidates for employment. It is an essential element of the Page | 55
  56. 56. DHARAMPAL AND SATYAPAL LTD. selection procedure. The information obtained through application form and test can be crosschecked in the interview. The applicants who have crossed the above stages have to go through Physical Examination either by the company's physician or the medical officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found physically unfit are rejected. The next stage marks of checking the references. The applicant is asked to mention in his application form the names and addresses of two or three person who know him well. The organization contacts them by mail or telephone. They are requested to provide their frank opinion about the candidate without incurring a liability. The opinion of the references can be useful in judging the future behavior and performance of a candidate. The executives of the concerned departments then finally approve the candidates short-listed by the human resource department. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should join and other terms and conditions in brief. Appointment is generally made on probation of one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized. Page | 56
  57. 57. DHARAMPAL AND SATYAPAL LTD. Selection is an important function as no organization can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organization. Scientific selection and placement of personnel can go a long way in building up a stable workforce. It helps to reduce absenteeism and labor turnover. Proper selection is helpful in increasing the efficiency and productivity of the enterprise. RECRUITMENT V/S SELECTION Both recruitment and selection are the two phases of the employment process. The differences between the two are: 1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization. 3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. There is no contract of recruitment established in recruitment Page | 57
  58. 58. DHARAMPAL AND SATYAPAL LTD. WHEREAS selection results in a contract of service between the employer and the selected employee. TYPES OF JOB SEEKER . Quid Pro Que These are the people who say that “I can do this for you, what can you give me” These people value high responsibilities, higher risks, and expect higher rewards, personal development and company profiles doesn‟t matter to them. 2. I will be with you These people like to be with big brands. Importance is given to brands. They are not bothered about work ethic, culture mission etc. 3. I will do you what you want These people are concerned about how meaningful the job is and they define meaning parameters criteria known by previous job. 4. Where do you want me to come These people observe things like where is your office, what atmosphere do you offer. Career prospects and exciting projects don‟t entice them as much. It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision. A good decision will help cut down employee retention costs and future recruitment costs. Page | 58
  59. 59. DHARAMPAL AND SATYAPAL LTD. SUGGESTION After analyzing the recruitment & selection procedure of DS Group I got to know about some suggestions ,that I would like to give in order to make the procedure much better than before: o Recruitment procedure is totally centralized , if there is any vacancy in units or any other department,or in any zone than it is first finalised by Corporate HR Department, so this prevalent procedure must be changed ,and to be converted as Department Head can make his own decisions for their candidate as on the recommendation of corporate. o Cadidate must be given the result on the date of interview,or as soon as possible ,so that a qualified candidate don‟t shift to any other job . o As all the interviews of different zone will be conducted in HQ of DS Group in Noida, so for the convienience of the candidate ,interviews can be conducted at the place of requirement. o Resume will be kept in data bank for 6 months ,it must be reduced to 3 months. o Physical examination is also important aspect of selection process which was missing here in DS Group Page | 59
  60. 60. DHARAMPAL AND SATYAPAL LTD. Recruitment process Identify vacancy Preparing job Conducting interview description and decision making and personal specification Advertising Arrange the vacancy interviews Short listing & identifying Managing the the prospective employee response Page | 60
  61. 61. DHARAMPAL AND SATYAPAL LTD. SELECTION PROCESS RECRUITED INDIVIDUAL PRELIMINARY REVIEW EVALUATION OF APPLICATION SELECTION TEST EMPLOYMENT INTERVIEW REFRENCES AND BACKGROUND CHECKS SELECTION DECISION PHYSICAL EXAMINATION EMPLOYED INDIVIDUAL Page | 61
  62. 62. DHARAMPAL AND SATYAPAL LTD. LEAN PROCESS Stage.1 PR Opened Stage.2-SOURCING 0 days 1-7 days 4. Allocation of selection same day same day 5. Sourcing CV’S from RECRUITMENT TEAM and recruitment task to web portals or team internal Transfers 3. Checked and accepted 6. Post requirement on SAME DAY 1 day by HR the internet 7. If requirement is critical, urgent, or niche share with 2. Approved by Dept. SAME DAY 1 day DEPARTMENT vendors/employees- Head To referral. If not critical 1. PR Raised by Manager Start day 0 7days wait for 7 days before sharing with vendors. MIN TURN AROUND TIME – 38 DAYS MAX TURN AROUND TIME -81 DAYS Value added (VA) Non value added (NVA) NVA indicates non value added to the Departments Stage.3- Screening and selection Stage 4-Offer & Joining Page | 62
  63. 63. DHARAMPAL AND SATYAPAL LTD. 6-12 days 31-62 days 1-2 days 8. Screen 15. Offer candidates CV finalized and against various released to parameters selected mentioned in the candidate PR 14. Interview 16. Candidate 9. Do an initial level resigns and 30-60 days telephonic round to serves notice do a 1st level 3- HR Round period assessment and get Same day basic details. 17. Candidate 1 day 10. Submit profile joins to respective manager 18. PR Closed Same day 11. Manager screens profiles and gives feedback- accepted/not- accepted for interview 12. Interview level 1- 1-7 days technical panel 13. Interview level 2 manager/departmen t head PR- Personnel Requisition Page | 63

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