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CHAPTER 1 INTRODUCTION

INTRODUCTION OF HUMAN RESOURCE MANAGEMENT

Organisation exists for people. The behavior and level of performance of the people will show their effect on the organisation. Human resource management can be defined as that part of management process which develops, and manages the human elements of enterprise considering the resourcefulness of the organisation own people in terms of total knowledge, skill, creative, abilities, talents, aptitudes and potentialities for actuating effectively. Human Resource Management is the process of managing the people of an organisation with a human approach. Human Resource approach to manpower is the most essential an indispensable resource of any organisation. There is a need to look at the HRD concepts, components and mechanisms more comprehensively and in a integrated way as people related functions rather than isolate them from personnel functions or industrial relations aspects. Employees participation in management is no longer an idealistic or ideological conception. It is an imperative need to cope with change in organisation. It is in the context of changing profile of people with high expectations and the demands for high performance. Manpower planning is incorporated into human resource planning, recruitment, selection, supervision, such other functions of personnel management from part of HRM, other aspects like human resource development, career planning and development, constant efforts for appraisal, research and feedback system, data storage and so on receiving
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greater attention to the people at work backed by welfare amenities and cordial industrial relations, policies must also be an integral part of HRM. In the HRM approach, personnel function is not merely record keeping function. Rather it is a constant endeavor to motivate the people at work to foster a oneness with the organisation and its performance goals. This is achieved neither through pressure tacties nor through conflicts and struggles, but through constant cooperation, team-building and mutual understanding. HRM is concerned with the effective and efficient use of the organisations human resources. We need human resources to run our operations. Hence, we need to attract and hire the best employees possible. One of the functions of a human resources management departmental is to attract potential employees. Having attracted potential employees, we need to be able to choose the best of these applicants. Further more, having hired employees, we need to train them if we expect them to function effectively. HRM also involves the maintenance of human resources. This includes the issue of compensation. Human Resource Management: Human Resource Management is a series of decisions that affect the relationship between the employees and the employers; it affects many constituents and is intended to influence the effectiveness of the employees and employer. HRM--- effective and efficient use of the organisations human resources within most organisations, considerable thought is given to the
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effective and efficient use of financial resources. This is called Financial Management and Marketing Management concerns it self with the promotion and sale of the organisations products. HRM is concerned with the effective and efficient use of the organisations human resources. What kind of human resources (employees) we need? How to procure them? How to select only the best? How to ensure that the people chosen can do the jobs in the way which is expected them to do? How to measure their effectiveness? Human resource management meets all these. Once our employees are functioning effectively, we need to ensure that they continue to do so; we need to concern ourselves with their motivation. In the case of hiring, we need to decide what kind of employee were looking for? When engaged in the selection process, we must decide which of the applicants will actually be the best employee? HRM also involves the main penance of human resources. This includes the issue of compensation. Theories of motivation also point out employees needs for feedback therefore, we need to be able to determine when our employees are doing a good job. There is a need to understand the jobs that our employees are performing and, to understand their jobs, we need to do a job analysis. Essentially, the job analysis forms the core of the human resource management function. In doing a job analysis, we are essentially gathering raw data about the jobs in our organisations. Human Resource Development has been defined as an organized learning experience, conducted in a
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definite time period, to increase the possibility of improving job performance and growth.

RECRUITMENT AND SELECTION The Employment Process: On the face of recruitment and selection seem to be a fairly straight forward procedure. Its objectives to place the right people in the right place to achieve organisational goals. Recruitment and selection are only two activities or stages in what can be called the employment process. It can be divided into five stages Manpower Planning Job Analysis Recruitment Selection Induction and follow up An effective employment process requires that each of these stages or activities must be gone through in an entire and systematic manner.

Recruitment and selection allow management to determine and gradually modify the behavioral characteristic and competence of the workforce. Manpower Planning: Manpower planning enables a department to projectiles short to long term needs on the basis of its departmental plans. So that it can adjust its manpower requirements to meet changing priorities. The more changing the environment the department. The number of requirements in a specified timeframe and the availability of talent. Early indications of potential recruitment or retention difficulties Availability of suitable qualified and experienced successors. Job Analysis: Consists of defining the job and discovering what the job demands in terms of employee behavior. Job analysis forms the basis of a number of personnel activities such as job evaluation, job design, and performance. Appraisal with regard to the employment process and recruitment and selection in particular job analysis clarifies the duties and responsibilities of a job, the knowledge, skills and expertise required to under take it. First Way: You ask the employees to prepare their own job description.
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Second Way: Ask the manager or supervisor of the employee to prepare a job description. Third Way: Employ a trained job analyst and interviews the employees. In any job description/job specification there are five key areas: Job title Job Purpose Key results area Who the employee reports to Responsibilities Recruitment:Edwin B. Flippo defined recruitment as The process of searching for the prospective employees and stimulating them to apply for jobs in the organisation. Thus there are two states in the recruitments 1. Searching for suitable candidate for job and 2. Motivating and encouraging them to apply for jobs. SOURCESS OF RECRUITMENT

Internal Sources of Recruitment:The main sources of internal recruitment are promotion, transfer and demotion. There are many advantages of using the internal labor market. An accurate knowledge of the employee and their performance internal recruitment can have a positive impact on employee moral. Some organisations believe that this approach can increase employee loyalty and commitment. External Sources of Recruitment: There are four main sources Unsolicited Applications: These are people who have submitted their CV to the organisation on a speculative basis. They should be kept on file in the organisation and used as a source of suitable candidates when the occasion arises. Schools and Colleges: Many companies have developed links with particular schools and colleges, which they use as a recruiting source. Recruitment agencies and consultancies: Apparently, there is extensive use of recruitment agencies, contracting out the recruitment task has a number of advantages for the organisation.

Media Advertising: This is the most widely known method of recruitment. It has 3 main objectives. Attract suitable candidates to apply, discourage unsuitable candidates from applying, promote organisations public image.

CONSTRAINTS ON RECRUITMENT Logically, firms would seek to recruit in a manner that guarantees the greatest number of qualified applicants. However, there are often constraints on the recruitment process, which prohibits some methods. Some of these constraints are 1. Organisational Policies 2. Affirmative-action programs 3. Recruiter Habits 4. Environmental Conditions 5. Job Requirements 6. Organisational Policies Another organisational policy that could potentially constrain recruitment efforts is a firms compensation policy
Affirmative-action plans: Occasionally, firms may adopt affirmative

action policies. An effort to attain a workforce that is more representative of the general populace. In efforts to increase
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workforce diversity, firms may choose to voluntarily hire persons with specific characteristics; more often, law mandates such affirmative action policies. Recruiter habits: Recruiter habits many also constitute a recruitment constraint. For example past successes may lead to habits or preferred tendencies in recruitment. One recruiter, who had played rugby, had considerable success recruiting other rugby enthusiast. Where as he had luckily had this initial success, he wants so far as to overtly seek out rugby players in his recruitment obviously, rugby skills are not necessarily indicators of job-related success, such recruiter habit, do not constitute good recruitment practices. In the end, such abets may actually perpetuate past mistakes. Job Requirements: - Generally, skilled workers are more difficult to find than unskilled workers. A limited pool of potential applicants causes firms to use different recruiting techniques. Where as an advertisement placed in a news papers classified section may serve to attract unskilled workers, recruitment of skilled workers requires more. Job Posting: It is one of the most effectively used comparative mechanisms. The candidates design it and it will contain information they wish to convey and may get internal recruitment. Further, job posting help employees feel they have some control over their future in the organisation. Environmental Conditions: In many unionized environments, policies may restrict the number of part-time employees working for the firm. This is
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clearly a recruitment constraint insofar as it places limitations on the firm. However, it may well also limit the number of applicants because some very highly qualified applicants may simply prefer part-time employment. Employ Referrals: Another common recruitment methodology is the employee referral. To fill job vacancies, present employees refer job seekers to the HR department as potential employees

SELECTION Selection: During recruitment, it is important to have a large pool of qualified recruits. However, after having recruited this large number of job applicants, organisations must weed out the unqualified ones and then select the very best remaining candidates for the job. A well designed selection process will yield information about a candidates skills and weaknesses. There are some legal considerations involved in the selection of new employees. The fear of wrongful termination lawsuits has caused many companies to become far more concerned about whom they hire. If a company has selective in its hiring practices, it can reduce the instances when it will be necessary to terminate employees. Short-listing is the process to which a number of applicants are chosen form the total number of candidates further assessment before making a final decision. Applicants may be divided into 3 categories
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The marginal The suitable, possible The unsuitable Step 1: Preliminary Selection: Preliminary selection of applicants is often done by setting minimum standards for the job, and communicating these standards for the job, and communicating these standards to the employees, and agencies that help to recruit. The fact that some potential applicants may not apply because of their inability to meet the minimum requirements serves as an initial screening device. Step 2: Initial screening: The initial screening is done to select only the suitable candidates through the further stages in selection them, when reviewing resumes and applications forms, firms are further able to screen out unacceptable job candidates. At this point, firms can also assign priorities to the resumes so that the most promising candidates may be seen first. Step 3: Application forms: The application form is designed to obtain the information on various aspects of the applicants social demographic, academic and work related background and references.
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Step 4: Tests: A test is a sample of a aspects of individuals behavior, performance of attitude. It also provides a systematic basis for comparing the behavior, performance or attitude of two or more persons. Tests serve as a screening device and provide supplementary inputs in selection decisions. A number of selection lets are quail able to assist in making selection decisions. Attainment test Attitude test Personality test Intelligence test Step 5. Selection Interview: - The employment interview is conducted to learn more about the suitability of people under consideration for a particular job and is one further obstacle for the applicant to overcome. The interview is one further means of reducing the number of people who might be eligible for the job Step 6:

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Medical Evaluation: Medical evaluation is also known as physical examination is a selection tool which varies from the comprehensive to nominal, depending upon the job. Comprehensive physical examinations are necessary for physically handicapped. It reveals whether the candidate possesses the required stamina, strength and tolerance of hard working conditions. Step 7: Final Interview: Since the immediate supervisor is ultimately responsible for new workers, he or she should have input into the hiring decision. The supervisor is better able to evaluate the applicants technical capabilities and is in a better position to answer the interviewees job-related questions. Further, the supervisors job-related questions. Further, the supervisors personal commitment to the success of the new employee is higher if the supervisor has played a role in the hiring decision. Step 8: Job offer: The actual hiring of an applicant constitutes the end of the selection process. At this stage, successful applicants must be notified of the firms decision. The applications of unsuccessful applicants are often kept on file and the applicants of successful applicants will be retained in the employees personnel files.

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

Induction and orientation:Induction is generally done to acquaint a new employee with the organization, its objectives, policies, procedures, philosophies, strategies, products, market, customers, etc., So that the employee is clearly informed of what is expected of him as an employee of the organisation. Induction program may be helpful for the new employee to shed their fear, delicacy or anxiety, and get them fully identified with the organization. Many organisations provide induction and orientation in a career path method; i.e., rotating the new employee throughout the organisation, its various locations, divisions, departments and sub-units and closely watch and observe under the supervision of experienced seniors. NEED FOR STUDY The chief purpose of the study is to understand the process of recruitment and selection practices of the organisations especially of ITC. For every organisation human is main source and resource for getting profits, in such a situation there is a need to select the best available manpower from the sources.
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The study is mainly made on the recruitment and selection practices of the organisation. The current study deals with the different steps involved into the process of recruiting and selecting the employees in the organisation. With the help of the study an employee in the individual opinion of the employees of the organisation about their selection to the findings mad in the report.

OBJECTIVES OF THE STUDY The present study recruitment and selection practices in ITC are made by keeping the following as the main objectives. To introduce the corporate profile with regard to the human resource management practices mainly concentrating on the recruitment and selection practices of the organisations with reference to ITC. To study the recruitment and selection practices at ITC.

To analyze the views and problems of the employees and to know the
level of satisfaction of them.

To improve the recruitment and selection practices in ITC Providing the required suggestions which help in the growth and
development of the management of the personnel of the organization.

SCOPE OF THE STUDY

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

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CHAPTER 2 METHODOLOGY

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METHODOLOGY Methodology is the procedure applied to gather the information required for the study. Collection of the data refers to a purpose for gathering information relevant to the subject matter under the study and the method used depends mainly on the nature. Accordingly, the data collection can be grouped in to two types 1. Primary data 2. Secondary data Primary data are the originally observations collected by the researcher or his agents for the first time and used by them in their investigation. Once primary data is used it ceases to be primary data and becomes secondary data. Data Collection Process:Primary Data:- The sources of Primary data includes direct personal investigation interview. Indirect oral investigation, information received through customers. Drafting a schedule questionnaire. Information with respect to the products, service of the retailer. Mode of distribution, availability of mikswas gathered from the primary data. The primary data in the present study was obtained by questionnaire.

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A survey was conducted on the consumer perception of SANGAM DAIRY information in the survey is being collected from the consumers, in Guntur and Tenali divisions areas. Questionnaire:Primary data is being collected from the agents through questionnaire. It is the most common instrument in collection of primary data questions are both open ended and close ended questions were simple and easy under stand. The number of questions was limited and not repeated. Secondary Data:Sources of secondary data can be categorized into two board categories namely published statistics and unpublished statistics. Various sources are available namely central and state Government publications. Foreign Government publications, technical and trade journals, books, magazines, news papers, business and industry publications statistical reports etc. unpublished statistics include information found in dairies. Letters, biographies, autobiographies, scholars, research work, trade associations etc. In internal sources a business organisation has to maintain records of financial accounting, sales records, reports of salesmen etc. the marketing manager and the other staff of the company assisted in providing the needful information. Information regarding Indian milk industry and A.P milk industry gathered from the secondary sources like internal.
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Sampling unit: The study is limited to manpower working in ITC Sampling Size: The total sample size includes 100 employees Sampling technique: Judgment sampling has been adapted for the present study. Limitations: 1. Recruitment and selection is a most field of study even it is a single organisation. 2. A duration of two months is not sufficient for presenting report on the topic 3. The data which is collected form a sample of 100 employees, may not be constraint.

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CHAPTER 3 INDUSTRY PROFILE

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TOBACCO INDUSTRY PROFILE Bleeding state of cigarette/tobacco industry:Tobacco today is the largest contributory to Indian excise collections. Despite that the industry has been getting step-motherly treatment by the central government. The industry has been facing regular increase in excise duty on cigarettes in every budget for past so many years. The cigarette industry in particular has been suffering both at the hands of central government as well as state governments. In CY 12100 also the cigarette industry was again made a scapegoat and a proposal for additional levy of 1% on cigarette manufacturers was made to pay for the lackadaisical approach of Government regarding unregulated tobacco crop. Last year (cy10/00) a number of big events like crop holiday for the current year, proposals of additional levy on cigarettes etc. dominated the industry scenario. Based on the information provided by Mr. Ram Poddar, CEO of golfer Phillips India ltd, we herby present an out look on the industry.

Industry background:
India is a major grower and exporter of tobacco in the world. Presently India is among top three producers of tobacco in the world.
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Despite lower production of total produce being exported Indian exports it figures among top 10 exporters of the product in the world. In addition to being the largest contributor to government coffers, the industry also provides employment to more than 26mn people in the country both directly and indirectly. The Indian tobacco is largely used for making beedis and chewing products like khaini etc. tobacco is a very peculiar crop. It is grown in rain starved areas on Solis which are otherwise not suitable for any other crop. Thus it makes use of the least resources available to it, to give a produce which provides so much to government offers it learns of excise, exports as well as employment that today the per acre earning of farmers from a specially type of tobacco is much higher than any other crop grown in the country. There are various types of tobacco grown in the country but most of the exports of tobacco by our country are of five curved Virginia (FCU) type. The Indian tobacco exported, is mostly used as a filler in the international cigarettes in fact likely any other agro-product, the characteristics of tobacco, its taste, its aroma and other properties largely depend on the soapy or area in which it is grown. Moreover cigarettes smokers are very particular about the taste, the aroma of their cigarette brand. So it becomes extremely necessary to maintain the blend tobacco used for cigarette manufacturing to give the same quality product to consumers. This is to maintain the consistency of as of a brand. Recent happenings and tits impact on the industry in cy12/00 a number of big things happened in the tobacco industry both on domestic as well as international front. In tar nationally tobacco prices fell to extremely
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low levels owing to excess production. Carry over of previous years stock and dipping demand owing to high pitched protests against tobacco and cigarette manufacturers the year also witnessed a major happening on the international front in terms of $ 145 bun penalty against tobacco and cigarette manufacturers the year also witnessed a major happening on the international front in terms. On domestic front the year saw an excess production due to large quantity of non-regularized crop. As in India the tobacco cultivation is under control of Tobacco board which licenses for the amount that can be grown in a particular area, the total amount expected at the end of the year is approximately known. But due to curativeness of the earning per acre of tobacco crop a number of farmers grow unauthorized crop. In domestic as well as international market, particularly in the background of over production in other countries also has resulted in a glut. As a result even the genuine tobacco growers are suffering. The tobacco board in order to protect the interested of tobacco farmers has recommended crop holiday for ey 12/00 and to add to it a proposal to introduce a levy of 1% on the sales of cigarettes in order to fund this noble cause. Too has been made. Through Government proposals have a noble cause of helping out poor farmers and seem to be good remedial measures but these are very short-term solutions to the problem. Presently of the total tobacco produce in India only 50% is used in the domestic market and of this domestic consumption of tobacco only 16% is used by cigarette industry. So to what extent is it justified that an industry consuming just 16% of the total domestically consumed tobacco bears the
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brunt of funding the cause. Through 1% levy, which on the first hand has occurred due to unauthorized crop? Moreover the noble cause seems to be meant only for a few FCV tobacco growers that too for those who should instead be punished for growing unauthorized crop. In addition to this already the excise collection from tobacco industry is skewed against cigarette manufacturers, which account for more than 90% of the total state and central levies imposed on tobacco. If we see the contribution of various tobacco products towards ten collection from tobacco industry we find that per kg of tobacco aced in cigarettes contributes Rs 680 while per kg of tobacco used for bead manufacturing yields just Rs. 34 and per kg of tobacco used for checking products contribute only Rs 40. in such a scenario is its justified that cigarette manufacturers be placed at altar to protect the defaulting farmers. Am of the opinion that the proposal of imposition of 1% levy on cigarette sales is unjustified.

Regarding the crop holiday the industry has a divided opinion. Tobacco institute of India. A representative body of the industry is strongly against such a crop holiday and tome also the crop holiday doesnt make any sense with consumer being very particular about the task and aroma of the cigarette brand which in turn depends on the type of tobacco used, the crop holiday would lead to present Indian tobacco importers to switch to other countries and once the switch takes place it would be for a long term as no importer company would like to ricks change in flavor and taste of its cigarette brands. So the crop holiday in long term perspective would lead to

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

Woes of the tobacco industry:


If we take a glance at the current situation of the tobacco industry we will find that the situation is just like that of a farmer killing the hen that laid golden eggs. Today the government is mulching the industry, especially the cigarette industry to such an extent that the industry would very soon die an Unna rural death. In fact the indications from trend of consumption and excise collection just corroborate these fears. Presently tobacco industrys contribution to excise has increased from mere 7.25% in 1987-88 to 12% in 2000-01 while the consumption of tobacco has declined from 552 mn kgs in 1999. Further the cigarette consumption has dropped from 23% of total tobacco consumption has increased. In US the contribution has increased from mere 2% in 1880 to 84% in 1999. Besides this, already the cigarette industry is gasping for breath due to imposition of luxury tax or entry tax by various states ranging from 1.5% to 10%. In such a scenario of rising taxes and decreasing consumption, any further imposition of levies or taxes on the cigarette industry seems unjustified. So I think the government should give a glance to these aspects and should try to see the situation from cigarette industrys point of view before finalizing any proposal.

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India is the third largest producer of tobacco in the world after china and USA. Through it occupies a mere 0.25 per cent of the cropped area in the country. It contributed Rs 507 crores to the foreign exchange earnings and Rs. 3200 crores to the exchequer by way of central excise during 199293. Further it provides employment to millions of people both directly and indirectly. Despite playing such a vital role in the economy the industry faces many constraints for it development. Increasing productivity, improving the quality, better marketing practices of non virgin tobacco and a more retinal excise policy on cigarettes would help the growth of the industry as well as meet the challenges of the future.

The Tobacconist is:


Tobacco needs a country like India. Hot climate fertile soil plenty of rain and it needs a manufacture like so partial exports. Quality-conscious. Service oriented. With a ginger upon the place of the market in India. An enterprise that began in 1972 as our modest family business. Has now grown in to a giant exporter of tobacco to world-renowned clients. The tobacco we trade in is subjected to a series of rigorous quality tests before being sent to our customers. The result- a product purest in grand, richest in flavor the tobacco consignment is carefully packed in tamper-proof containers and shipped to the destination. Immediately. The result-prompt delivery at your doorstep with the product in perfect condition according to weather. All this comes to you from four state-of-the art factories based in western India. Connected to Indias largest seaport kandla with an annual
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handling capacity of 25000 tones of tobacco we are in a position to meet your requirements at any time of the year. Our brands of not manufactured tobacco CAMEL, AFZAL & ISFAHAN have become favorites with our clients the world over. ILTD PROFILE

About ILTD:
We are The leaf tobacco arm of ITC ltd. The largest buyer, processor and exporter of Indian cigarette tobaccos. Committed to tobacco crop development through fundamental and applied research. A professionally managed progressive institution with proven leadership in the Indian tobacco industry For over 90 years, we are identified with the introduction and development of cigarette tobaccos of India. Our efforts in cigarette tobacco development and export marketing have enable India to become the fifth largest cigarette tobacco producer and the eighth largest exporter of cigarette type tobaccos in the world. We have sophisticated state-of-the-art processing and storage facilities located in the cigarette tobacco growing regions of India.

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

ILTD-core capabilities: ILTD have been recognized by national and international cigarette manufacturers and tobacco merchants for our core capabilities in: ILTD continuously strive to improve the quality of Indias offerings to international cigarette tobacco customers process excellence. Our plants with state of the art technology and internationally benchmarked manufacturing process deliver quality products all the time. Building relationship with framers. This helps to constantly transfer technology from the laboratory to the land for achieving superior yield and better quality (tobaccos) Customer Focus: Our value proposition to our customers is to create unique competitive advantage that will enable them to will global market. Talent Management:
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ILTD process managers with a wealth of experience, gained over decades, in crop development, sourcing, processing, storage and logistics.

ILTD- Research and Development: ILTD, the tobacco organisation in the Indian corporate sector with extensive R&D facilities covering all aspects of tobacco crop cultivation, processing and packing. Our R&D center is equipped to provide our customers with all the relevant data on chemical and physical parameters of their leaf supplies from us. Our passion for quality and productivity enable our customers gets the best at the most competitive price in a consistent manner. This is borne out by: Introduction of improved varieties. Propagation of contemporary and cost effective agro-techniques. Energy and ECO conservation measures.

Use of alternative sources of energy-agro wastes (briquettes from


coffee husk and paddy husk) and solar energy. Past harvest product management.

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Our product quality emanates from our strategy of intimate involvement with tobacco farmers in India. By collaborating with world renowned tobacco technology centers and government organisations for technology and knowledge transfer. We enable the Indian tobacco farmers to adopt best practices in use. Our R&D facilities are manned by qualified and experienced scientists including agronomists, plant breeders, entomologists and chemists. Our R&D unit has been accorded due recognition with the following awards. Best research and development of new innovation Gold award.

For its contribution to farm productivity improvement through the


introduction of improved varieties and propagation of contemporary and cost effective agro-techniques. Best energy conservation implementation gold award. For energy and eco conservation measures ILTD-processing: Our green leaf threshing (GLT) plants with a total capacity to process 520 metric tones per day are comparable with the best in the world. They are fully automated with the latest equipment to process and deliver 100 million
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kegs of high quality tobaccos every year. It is no surprise that they enjoy ISO 9002 and ISO 14001 accreditations. We have processing lines at two locations in the southern state of AP-chirala with 3 processing lines and Anaparthi with one processing line. We continuously work with our customers to redefine product quality specifications to meet the requirements of new generation cigarette making machinery. Our plants use internationally approved methods for ensuring product quality. Environment, health and safety are our prime concerns we spare no effort to ensure an eco-friendly work environment. Our endeavors have been rewarded with National safety award from the British safety council

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

Special commendations safety certificate from the ministry of labor


Government of India. We are the first in the world among all the GLTs to be accredited with ISO 14001 environmental certification.
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Our processing plant at Chirala is the first unit in India to receive the connected social accountability standard certification (SA 8000). The Chirala plants have also been accredited with the OHSAS 18000-199 certificate.

ILTD-Logistics: Our in-house ware housing facilities are benchmarked to international standards for hygiene and in is station control. We posses very large warehousing capacity to stock around 100 m.kg of finished product. We also manage our customers inventories by shipping out as per their manufacturing schedules (just in time delivery) We are an ideal one-stop-shop for the finest of Indian quality tobaccos, our large inventory enables customers to choose from a range of grades and varieties any time during the year, no order is too small for us, be it 10 tones or 10000 tones. We ensure in comparable service to all our customers world wide at all times. ILTD- The people: Om ILTD, we firmly believe that the leaf business is a relationship business and it is our people, more than any other resource, which enable us
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to compete and win in the market place with our customers. In our employees we value their abilities to create, judge, imagine and build relationship and these values drive our people to achieve superior results year after year. Our human resource systems practices are designed such as to promote and nature a work culture that to steers excellence, innovation, competence and contribution continuous, investment in capability building ensure that our people remain at the forefront in customer responsiveness. Sustaining ILTDs leadership in the leaf business by combining the virtues of tradition with modernity, and delivering goods and services efficiently with a personal touch. If there is a one key to superior business performance, it is our ability to turn the perceptions, capabilities and relationships, of our people into the building blocks of the organisation. Our track record, so far, stands testimony of the organisation and the future will be no different. ILTD-Strengths: As an organisation in the tobacco business for more than a decades. The strengths we posses will help customers realize several tangible benefits. A market leader, sourcing more than 50% of all cigarette type tobaccos in India. Economies of scale, to offer competitive advantage to our customers.
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Largest processor, with 520 tons per day state of the art technology
comparable to the best in the world. Capable of Any time, any variety and any quality delivery of tobacco in different product forms.

Huge ware housing, with the best python-sanitary and hygiene


systems, to stock up to 100 m.kg and facilitate just in time deliveries to our customers. Prompt and efficient pre-post sales service. Being part of ITC ltd-the largest cigarette manufacturing and marketing company in India, our people have the expertise across the chain from seed to smoke to understand your concerns. It enabled to deliver a consistent quality product at a competitive price. ITC Limited ILTD Division, Anaparthi Human Resources Policy. We are the team of ITC limited-ILTD division, Anaparthi, are committed to develop an informational and inspirational culture that enables superior performance of employees and the unit through benchmarkble human resource systems and procedures. The human resources policy of the unit focuses on:

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Relieving that employees are its major assets and fasters the full
realization of individual potential through providing developmental opportunities by encouraging and rewarding innovativeness.

Keeping work environment conductive to employees involvement


and communication both informal and two way communication. Valuing ideas of employees and gives employee a space to executive them.

Keeping all employees well informed, trained, empowered and giving


them the freedom to take AGLT goes through innovation and improvement. Developing a climate of cooperation and collaboration among employees and the management. Believing that career growth is determined by competency and performance.

Aligning people with units strategies to build culture of stretch and


innovation there by enhance contribution. THE ITC PROFILE ITC is one of the ideas foremost private sector companies with a market capitalization of over us $13 billion and a turnover of $3.5 billion. Rated among the worlds best big companies by forces magazine and among ideas most respected companies by business world. ITC ranks third in pretax profit among Indias private sector corporations.

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ITC has a diversified presence in cigarettes, hotels, paper boards and specialty papers, packaging, agri-business, packages foods and confectionery, information technology, branded pares, greeting cards, safety matches and other FMCG products. While ITC is an out standing market leader in its traditional business of cigarettes, hotels, paper boards, packaging and Agro-exports, it is rapidly gaining market share even in its nascent businesses of packaged food and confectionery, Branded apparel and greeting cards. As one of Indias most valuable and respected corporations. ITC is widely perceived to be dedicatedly nation-oriented Chairman Y.C. Deveshwar calls this source of inspiration a commitment beyond market. In this source of inspiration believes that its aspiration to create to enduring value for the nation provides the motive force to sustain growing share holder value. ITC practices this philosophy by not only driving each of its businesses towards international competitiveness but by also consciously contributing to enhancing the competitiveness of the larger value chain of which it is a part. ITCs diversified status originates from its corporate strategy aimed at creating multiple divers of growth anchored on its time-tested core competencies: distribution reach, superior brand-building capabilities, electives supply chain management and acknowledged service skills in hoteliering. Over time, the strategic forays into new businesses are expected to garner a significant share of these emerging high-growth markets of in India.

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ITCs diversified status originates from its corporate strategy aimed at creating multiple divers of growth anchored on its time-tested core competencies. ITCs Agri-business is one of Indias largest exporters of agricultural products. ITC is one of the countrys biggest foreign exchange corners (US $2.4 billion in the last decade). The companys e-couple initiative is enabling Indian agriculture significantly enhance its competitiveness by empowering Indian farmers through the power of the internet. This transformational strategy, which has already become the subject matter of a case study a Hayward Business School, is expected to progressively create for ITC a huge rural distribution infrastructure, significantly enhancing the companys marketing reach. ITCs wholly owned information technology subsidiary, ITC InfoTech India Limited, is aggressively pursuing emerging opportunities in providing end-to end IT solutions, including e-enabled services and business process out sourcing. ITC production facilities and hotels have won numerous national and international awards for quality, productivity, safety and environment management system. ITC was the first company in India to be rated for corporate Governance by ICRA, an associate of moodys investors service, which accorded it the second highest rating, signifying a high level of assurance on the quality of corporate governance.

39

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

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

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

Though the first six decades of the companys existence were


primarily devoted to the growth and consolidation of the cigarettes and leaf tobacco business, the seventies witnessed the beginnings of a corporate transformation that would user in momentous changes in the life of the company.

ITCs packaging and printing business division, was set up in 1925 as


a strategic backward integration for ITCs cigarettes business. It is today Indias most sophisticated packaging house.

In 1975 the company launched its hotels business with the acquisition
of a hotel in Chennai which was rechristenedITC-welcomgroup Hotel Cholas. The objective of ITCs entry into the hotel business was rooted in the concept of creating value for the nation. ITC choose the hotels business for its potential to earn high levels of foreign exchange, create tourism infrastructure. Since them ITCs hotels

41

business has grown to occupy a position of leadership with over 65 owned and managed properties spread across India.

In 1979, ITC entered the paper boards business by promoting ITC


Bhadrachalam Paper Boards Limited, which today has become the market leader in India, Bhadrachalam paper boards amalgamated with the company effective march 13, 2002 and became a division of the company, Bhadrachalam paperboard Division. In November 2002 this division merged with the companys tribenitissues division to form the paperboards and specialty, quality and manufacturing processes are comparable to the best in the world. It has also made an immense contribution to the development of carapace, an economically backward area in the state of Andhra Pradesh. It is directly involved in education, environmental protection and community development. In 2004 ITC acquired the paperboard manufacturing facility of BILT industrial packaging co. Ltd (Bipco) linear Coimbatore, tamilnadu the Kauai unit allows ITC to improve customer service with reduced lead time and a wider product range.

In 1985 ITC set up surya tobacco co. in Nepal as an Indo-Nepal and


British joint venture. Since inception. Its shares have been held by ITC, British American tobacco and various independent shareholders in Nepal. In August 2002. surya tobacco became a subsidiary of ITC limited and its name was changed to surya Nepal private limited

In 1990, ITC acquired tribune tissues Limited, a specialty paper


manufacturing company and a major supplier of tissue paper to the cigarette industry. The merged entity was naming the tribe tissues Division (TTD). To harness strategic and operational synergies. TTD
42

was merged with the Bhadrachalam paper Boards Division to form the paper boards and specialty papers Division in November 2002.

Also in 1990 leveraging its agro-sourcing competency. ITC set up the


international business division (IBD) for export of agro-commodities. The division is today one of Indias largest exporters. ITCs unique and now widely acknowledgede-chopal initiative began in 2000 with soya farmers in Madhya Pradesh. Now it extends to 7 state covers over 3.5 billion farmers. ITC first rural mall christened choupal sagar was inaugurated in August 2004 at shore. The year 2006 witnessed the vamping up of the companys rural retailing network with 10 choupal sager being operational in three states of Madhya Pradesh, Maharashtra, and uttar Pradesh. Nine more choupal saagar being operational in three states of Madhya Pradesh, will be launched shortly.

In 2000, ITCs packaging and printing business launched a line of


high quality greetings cards under the brand name Expressions. In 2002 the product range was enlarged with introduction of gift wrappers, Autograph books and slam books. In the same year, ITC also launched expressions Matrubhashaa Vermicular range of greeting cards in eight of premium stationery products. In 2003 the company rolled out classmate arrange of notebooks in the school stationary segment.

ITC also entered the lifestyle retailing business with the wills sport
range of international quality relaxed wear for men and women in 2000. The wills life style attain of exclusive stores later expanded its range to include wills classis formal wear (2002) and wills club life
43

evening wear (2003). ITC also initiated a foray into the popular segment with its mens wear brand. John players in 2002. in December 2005, ITC introduced essenza Di wills, an exclusive line of drestige fragrance products, to select wills lifestyle stores. In 2006 wills life style became title partner of the countrys most premier fashion event-wills lifestyle India fashion week. That has gained recognition ITCs Corporate Strategies: ITCs corporate strategies are aimed at matching its core capabilities with market opportunities to produce superior shareholders values. The key corporate strategies are: Continue to focus on the core businesses of cigarettes and tobacco, hotels, packaging, and paperboard. Ensure that each of its businesses meets the three criteria of sustainability, namely market standing, profitability, and internal vitality. Exit from businesses which do not meet these criteria within agreed time frame.

Ensure that each business is internationally completive in the Indian


global market.

Create distributed leadership within the organisation by nurturing


talented and focused to management beams for each of the business.

Institute and practice a system of corporate governance appropriate to


ITCs character and constitution. Such a system of governance must
44

achieve a whole some balance between the need for executive freedom for management and the requirement of a framework for effective accountability.

EMPLOYEE PROFILE The factory at Chirala is seasonal as the tobacco crop is gorgon specific at different zones. During season the processing is done in three shifts. During off season, plant and facilities maintenance and modifications are done. NON SEASONAL
45

UNIONSED

SEASONAL

TOTAL

Technicians Class A Class B Badli

Nil 136 1522 269

138 34 125

138 170 1647 269

Technicians category are a pool of technical qualified (Diploma/ITC) employees who cater to the needs of production and engineering departments clerical are primarily those who maintain the accounts and capture for mostly manual tasks in the factory and the majority are illiterate. Each of the unionized categories of employees has their own democratically union and elections are held once in two years. These office wearers are elected y their category of employees across the ICTD division with representatives for the division and for the division of operating units. Long term agreements for spells of four years are entered into by negotiating with the elected representative of the respective category. The work requirements, the compensation package and employee welfare are finalized in the LTA Belies, numbering 269, are the category of employees who provide absentee cover for class B employees during season. They get converted to seasonal class B employees based on requirements. Contracted works are of two categories:

46

Regular: Pest control operations and security are being carried out by professional competent agencies. Need based: Vivil works, repairs, painting, keeping tec. Licensed contractors with competencies required for their trade and trained and authorized for work in the factory, are engaged. Their work conditions are monitored to conform to contact labor related legislation and ITC guidelines for contact labor. Training of personnel in ITC-ILTD Division, Aanaparthi: a) Factory personnel manager/welfare officer are responsible for organizing various training programmes whether in house or outside external training programmes as per training calendar finalized during the year. b) Training a person is arranged in-house or through outside seminars/workshops/training programmes. c) ITC Limited-ILTD Division is equipped with a training center having necessary facilities for conducting in-house training programme. d) In-house is conducted by manager, training center, managers of different departments and external facility will be called depending upon the course content of the programme. e) Yearly training plan is established and maintained for personnel of various categories and the same is available in the personnel department.
47

f) Before starting training programme a circular/lotus notes will be sent to the all HODs for nominating the participants. This process will start on week before the programme is scheduled. The concerned may communicate the nominators of the candidate either through better or lotus notes. Feedback on training programme a (circular/lotus not) will be taken from the participant immediately after completion of the programme. Feedback on effectiveness of the organized training programme will be taken from concerned managers/HODs/FM maximum within a month after organizing a training programme by measuring the expected Vs achieve performance and through written comments. Selection of faculty will be done on the post feedback from the employees and rating should not be less than 60% out of 100% Identification of training needs in ITC-ILTD Division, Anaparti. Training needs are identified by concerned department managers on the basis of appropriate job requirements for each category of personnel as under: The identified training needs by concerned managers will be discussed in HODs meeting and finalized in consolation with factory manager and a detailed training calendar will be prepared every year in the month of January for the programmes that are going to be conducted during the year.

48

Workers: Operating skills, behavioral progammes and EHS programmes. Technicians: Operation and maintenance skills, behavioral programmes, computer awareness Programmes and EHS programmes Staff: Operating and supervisory skills, Behavioral Progammes computer awareness programmes and HIS programmes. Staff manager who sits in divisional head quarters deals training matters in respect of managers staff X and Y and senior grand employee. RECRUITMENT AND SELECTION PRACTICES AT ITC Human Resource Management at ITC: HRM practice of ITC is the one among the practices followed by the large firms of India. The present chapter deals with the topic of HRM philosophy, HRM policy and the functions of HRM department, Human resource planning process after covering these aspects the chapter will be followed by the recruitment and selection practices of the organisation.

49

HRM Philosophy: Employees are the valuable resources of the organisation Relationship between different groups so that work is performed effectively Eliminating waste and improper use of human resource. Human Resource Management Policy: Employees are provided with welfare activities to increase their quality and work life Employees are provided with necessary training facility, so as to improve their skills. Then ultimately resulting in improved productivity and personnel development.

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

The Process of Human Resource Planning:


50

HRP consists of the following steps; Analyzing the organisational plans Demand Forecasting: Forecast the overall human resource requirements in accordance with the organisations plans. Supply forecasting obtaining the data and information about the present inventory of Human Resource and Forecast the future changes in present Human Resource inventory Estimating the human resource requirements Recruitment and selection practices at ITC: ITC company recruitment and selection practice is similar to that of the large organisations. Through these practices the HRM department is able to meet the requirements of the organisation. Recruitment and selection process in ITC: Position or job vacancy Approval for filling the vacancy/manpower planning Notification of vacancy through advertisements/consultants or agencies Sources of Recruitment:

51

ITC recruitment sources are Advertisements Deputation or contract Recruitment consultants/Head Helnters. Promotions Transfer. From these sources ash organisation receives the applications for the specified requirements to fill the vacancy. Based upon the departments specification a job analysis process will be done by the HRD department accordingly. On receiving the approval from MD and CEO the HRD initiates the process by advertising the local news paper and national papers depending upon the manpower recruitment or it may be referred to the recruitment consultants, for receiving the suitable applications.

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

52

discussion and the best in the group discussion will be selected to meet the requirement. In case the technical recruitment, practical test and selection test are conducted. The candidates who are qualified in the tests will be called for the final interview will be done by the selection committee as constituted by the HRD. HRD will take the initiative of based on the selection committees report All selected candidates will be sent on offer of employment letter, with the date of joining, pay and allowances, designation and the other terms and conditions of employment in ITC. At the time of joining the candidate should produce the following documents of the HRD Educational qualification Proof of data of Birth Experience certificate Relieving letter from the precious organisation Attestation forms for police verification Reference. Policy enquiry about the selected person is made after his interview. Medical examination is also carried out. Selection of local candidate was made particular under certain situations to meet the requirements.
53

The selected employees will be appointed on training for a period of one year. Based on the appraisal reports, candidates will be absorbed into the suitable grade and will be on probation period of six months. After successful completion of probation period the candidate will be confirmed subject to the appraisal report. Manpower Planning in ITC: 1. Activity based manning 2. Badly Concept 3. Nominee System 4. Pool Concept 5. Multi-skilling and Flexibility Manpower Planning in ITC: Separations Recruitments Deaths Resignations Dismissals VRS Transfers out etc., Recruitment
54

Promotions Transfers.

CHAPTER 4
55

DATA ANALYSIS AND INTERPRETATION

Table 1 Recruiting the employee S.No Particulars 1. Internal 2. External No. of. Respondents 70 30
56

Percentage 70 30

Total

100

100

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

Graph 1 Recruiting the employee

57

80 70 60 50 40 30 20 10 0 Internal Particulars External 30 70

Percentage

Table 2 External recruitment

58

S.No 1. 2. 3. 4.

Particulars Through agencies Through reference Casual applications Data banks Total

No. of. Respondents 60 20 10 10 100

Percentage 60 20 10 10 100

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

Graph 2 External recruitment

59

70 60 50 percentage 40 60

30 20 10 0 Through agencies Through reference Casual Data banks applications 20 10 10

Particulars

Table 3 Recruitment policy

60

S.No 1. Yes 2. No

Particulars Total

No. of. Respondents 100 100

Percentage 100 100

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

Graph 3 Recruitment policy

61

120 100

100

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

20 0 Yes Particulars No

Table 4 Informing the vacancy position S.No Particulars 1. Through word of mouth No. of. Respondents 10
62

Percentage 10

2. 3.

Notice board Department heads Total

60 30 100

60 30 100

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

Graph 4 Informing the vacancy position

63

70 60

60 50 Percentage

40 30

30

20 10 10

0 Through word of mouth Notice board Particulars Department heads

Table 5 Identification candidate for recruitment

64

S.No Particulars 1. Through adds 2. Internet 3. Consultants Total

No. of. Respondents 60 30 10 100

Percentage 60 30 10 100

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

Graph 5 Identification candidate for recruitment

65

70 60 50 Percentage 40 30 20 10 0 Through adds Internet Particulars Consultants 10 30 60

Table 6 Manpower planning

66

S.No Particulars 1. Department heads 2. HR department 3. Above two Total

No. of. Respondents 20 50 30 100

Percentage 20 50 30 100

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

Graph 6 Manpower planning

67

60 50

50

40 Percentage 30

30 20

20

10

0 Department heads HR department Particulars Above two

Table 7 Recruitment sources for top-level management

68

S.No 1. 2. 3. 4.

Particulars Internet Internal Search Through ads Above all Total

No. of. Respondents 25 30 30 15 100

Percentage 25 30 30 15 100

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

Graph 7 Recruitment sources for top-level management

69

35 30 25 percentage 20 15 10 5 0 Internet Internal Search Through ads Above all 15 25 30 30

Particulars

Table 8 Recruit the employee of company

70

S.No 1. 2. 3. 4.

Particulars Quarterly Half yearly Annually Whenever required Total

No. of. Respondents 10 10 20 60 100

Percentage 10 10 20 60 100

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

Graph 8 Recruit the employee of company

71

70 60 50 Percentage 40 30 20 10 0 Quarterly Half yearly Annually Whenever required 10 10 20 60

Particulars

Table 9 Regarding the present recruitment policy


72

S.No Particulars 1. Satisfied 2. Needs improvement Total

No. of. Respondents 70 30 100

Percentage 70 30 100

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

Graph 9 Regarding the present recruitment policy

73

80 70 60 50 40 30 20 10 0 Satisfied Needs improvement Particulars 30 70

Percentage

Table 10 Improvements in the present Recruitment Policy

74

S.No 1. Yes 2. No

Particulars Total

No. of. Respondents 90 10 100

Percentage 90 10 100

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

Graph 10 Improvements in the present Recruitment Policy

75

100 90 80 70 Percentage 60 50 40 30 20 10 0 Yes Particulars No 10 90

Table 11 Recruitment Sources for middle-Level Management S.No Particulars No. of. Respondents
76

Percentage

1. 2. 3. 4.

Internet Through ads Consultants Above all Total

10 40 40 10 100

10 40 40 10 100

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

Graph 11 Recruitment Sources for middle-Level Management

77

45 40 35 30 Percentage 25 20 15 10 5 0 Internet Through ads Consultants Particulars Above all 10 10 40 40

Table 12 Recruitment through campus selection


78

S.No 1. Yes 2. No

Particulars Total

No. of. Respondents 85 15 100

Percentage 85 15 100

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

Graph 12 Recruitment through campus selection

79

90 80 70 60 Percentage 50 40 30 20 10 0

85

15

Yes Particulars

No

Table 13 Interviews for selecting employees

80

S.No Particulars 1. Structured 2. Unstructured 3. Stress Total

No. of. Respondents 90 10 100

Percentage 90 10 100

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

Graph 13 Interviews for selecting employees

81

100 90 80 70 Percentage 60 50 40 30 20 10 0 Structured 0 Unstructured Particulars Stress 10 90

Table 14 Difficulty in recruiting employees

82

S.No 1. Yes 2. No

Particulars Total

No. of. Respondents 100 100

Percentage 100 100

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

Graph 14 Difficulty in recruiting employees

83

120 100

100

80 Percentage

60

40

20 0 Yes Particulars No

Table 15 Interviews in selection process

84

S.No Particulars No. of. Respondents 1. Preliminary interview 36 2. G.D 28 Decision Making 3. 36 interview Total 100

Percentage 36 28 36 100

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

Table 15 Interviews in selection process

85

40 36 35 30 25 20 15 10 5 0 Preliminary interview G.D Particulars Decision Making interview 28 36

PErcentage

Table 16 Any hurdles in selection process

86

S.No 1. Yes 2. No

Particulars Total

No. of. Respondents 100 100

Percentage 100 100

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

Graph 16 Any hurdles in selection process

87

120 100

100

80 Percentage

60

40

20 0 Yes Particulars No

Table 17 Recruitment process in ITC

88

S.No Particulars 1. Excellent 2. Good 3. Fair Total

No. of. Respondents 20 70 10 100

Percentage 20 70 10 100

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

Graph 17 Recruitment process in ITC

89

80 70 60 50 40 30 20 10 0 Excellent Good Particulars Fair 20 10 70

Percentage

Table 18 Preference about promotion

90

S.No 1. Yes 2. No

Particulars Total

No. of. Respondents 100 100

Percentage 100 100

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

Graph 18 Preference about promotion

91

120 100

100

80 Percentage

60

40

20 0 Yes Particulars No

Table 19 Factors consideration

92

S.No Particulars 1. Subject 2. Willingness 3. Suitability Total

No. of. Respondents 25 20 55 100

Percentage 25 20 55 100

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

Graph 19 Factors consideration

93

60

55

50

40 Percentage

30

25 20

20

10

0 Subject Willingness Particulars Suitability

94

CHAPTER 5 FINDINGS & SUGGESTIONS

95

FINDINGS
1. 10% of the respondents said that the vacancies in the internal organisation are known through word of mouth 2. Major source for recruitment is through internet only.20% said that recruitment is through ads. 3. 20% of the employees are not satisfied with the recruitment procedure 4. 20% was dissatisfied and 10% was recruited through the selection procedure 5. 20% of the employees said that there is no career development in ITC Ltd. 6. 50% of the employees reacted that they have worked for ITC for less than one year 7. Most of the recruitment process is based on reference and not on the experience and qualification

96

97

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

98

QUESTIONNAIRE
Name Employee No. ., Experience.. Designation Department 1. How do you recruit the employees? a) Internal b) External

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

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

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

5. What are the major sources for identification of candidates for recruitment? a) c) Through ads Consultants
99

b) Internet

6. Who are involved in the manpower planning? a) c) Department heads Above two b) HR Department

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

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

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

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

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

12.Does the company deserve the campus selection? a) Yes


100

b) No

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

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

15.
a) c)

What type of interviews is to be conducted on selection Preliminary interview Decision making interviews b) Group decision interview

process?

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

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

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

19.What factors do you most consider while selecting the employees.


101

a) c)

Subject Suitability

b) Willingness

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

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

102

GLOSSARY HRM: Human Resource Management is a series of a decision that affect the relationship between the employees and the employers. It effects many constituents and is intended to influence the effectiveness, of the employees and employer. Recruitment: Recruitment as the process of searching for the prospective employees and stimulating them to apply for jobs in the organisation. Dividend: The director do not recommended payment of any dividend for the year in order to strengthen the working of the company Preliminary interview: Preliminary selection of applicants is often done by setting minimum standards for the job, and communicating these standards of the employees.

103

Final Interview: it is very important of the company. Since the immediate supervisor is ultimately responsible for new workers he or she should have input the hiring decision. Job offer: the actual hiring of an applicant constitutes the end of the selection process. At this stage successful applicants must be notified the firms decisions. HR communication effect: It is essential that special efforts are taken to make human resource communication effective. These effects are need. In adequate appreciation of need for HRC by the organisation Tendency of keeping HR policies and practices confidential CIPP Approach: This approach takes context, process and product for evaluation context evaluation Context Evaluation: It involves evaluation of trends needs analysis and formulation objectives in the light of need. Input Evaluation: It involves evaluation of determining policies, budget, schedules and procedures for organisation programmed.

104

Process Approach: It involves of preparation of reaction sheet rating scales and analysis of relevant records. Product Evaluation: It involves measuring and interpreting the attainment of recruitment and selection process. BIBLIOGRAPHY Books : Managing for the future Human Resource Management
Human Resource management Websites: www.itc.ltd www.iltd.com www.hrm.co

P.F. Drucken P. Subba Rao


K. Ashwathappa

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