COMPANY PROFILE

Planet Herbs Lifesciences Pvt Ltd is a modern research based manufacturing

organization devoted to the development of natural medicines (nutraceutical /
herbal products) of the highest quality , with experience that is backed up by
rigorous scientific research, at its own manufacturing facility in Dehradun , India
with top-class quality control and R&D activities.
Planet Herbs Lifesciences combines the time-honored wisdom of traditional
knowledge with modern science and presents to the world affordable and effective
products free from side effects and heavy metals and pesticides.
Nestled in the foothills of the Himalayas, offering the best of the nature to the
world is Planet Herbs Lifesciences Pvt Ltd. Combining the time- honored wisdom
of traditional knowledge with modern science our products protect and cure the
human body from a plethora of modern ailments ranging from weight loss to liver
health , joint pain to digestion with the distinctive advantage of being heavy metals
and pesticides free.

OUR VISION
We will be a research driven, world class nutraceutical company, providing
premium quality natural products and services

OUR MISSION

To provide top quality natural healthcare products for the promotion of good
health
To utilize the most advanced technologies and incorporate good
manufacturing practice standards for product research, development and
manufacturing.
To blend our values and aspirations through innovative, healthy and
encouraging work environment.
To promote ecologically sustainable development including use of organic
medical plants.
To create team spirit within the organization and its entire network.

HISTORY

PHL was incorporated in July 2006 to manufacture Herbal and nutraceutical

products.
Factory is established at our groups holding Sara Industrial Estate, Selaqui,
Dehradun. SIEL is a govt. approved industrial area, with internationally
recognized GMP facilities.
The joint venture has been signed between Sara Group, a NRI based in
Dubai and Herbresearch in Australia. PHL products are presently being sold
through distributor networks in UAE, Kuwait and Qatar.
Formal launch of products in India by April 30, 2010.
Contract with various distributors in USA, South America and SE Asia is
under negotiation.

QUALITY POLICY

The manufacturing facility and processes at Planet Herbs Life sciences, meet
the stringent Good Manufacturing Practices, as per "revised schedule-M"
laid down by the drug Controller (General) INDIA.
The WHO - GMP norms followed at PHL ensure compliance to
International Standards of pharmaceutical manufacturing.
At PHL Quality Assurance Professionals are regularly trained and updated in
tune with the latest International developments, while the Quality Control
department is regularly equipped with latest & best of instruments.
Through International up-date and in house R&D, PHL is committed to
develop and acquire products which completely safe, very effective and are
value for money.
The raw material for the products are sourced through most authentic
suppliers from across the world and are tested for quality, before being used
for product manufacturing.
The products ate PHL are manufactured with exceptional precision and are
tested for elimination of heavy metals and pesticides.
PHL is firmly committed to reach highest quality herbal healthcare products,
to our customers, across the Globe and exceed their expectation in terms of
quality every time.

LIST OF EQUIPMENTS (QUALITY CONTROL)

S. No. Instrument Name

1

Gas
Chromatography

Make

Used For

Agilent Technology

Pesticides Analysis, OVI Analysis

Assay Analysis of RM & FP

HPLC

Agilent Technology

pH analyzer

LABINDIA (PHAN)

4
5
6
7
8

UV/VIS
Spectrophotometer
Digital Balance
Auto Karl Fischer
titrator
Disintegration
tester
Tablets Dissolution
Tester

Water Analysis & Mobile Phase

Preparation

Perkin Elmer

Identification Test of Raw Materials

Mettler

Micro weighing

Effen technology

Moisture Content Analysis

Electro lab

Disintegration test analysis

Electro lab

Dissolution test analysis

PRODUCTS

Description: Modulates appetite, provides optimal energy and burns fat. PHL's
Lipozer contains certified and authentic Hoodia gordonii from South Africa.
Lipozer modulates appetite, maintaining high energy levels. Malabar Tamarind
prevents conversion of excess carbohydrates into fats. Green Tea acts as
antioxidant, it also helps maintain on job, alertness & concentration. Synergistic
effect of each ingredient makes Lipozer a very effective and yet SAFE NATURAL
PRODUCT to help you attain and maintain ideal weight with optimum energy
levels & alertness.
Essential Ingredients/Tablet in the
Weight Reduction Plan
Hoodia Gordonii (Authentic & Certified)
- 400 mg
Garcinia Cambogia (Malabar Tamarind) dry fruit extract
containing 125 mg hydroxy citric acid (HCA) Camellia - 250 mg
sinensis (Green Tea) dry leaf
Camellia sinensis (Green Tea) dry leaf extract containing 75
mg total phenols (catechins)

- 150 mg

Salient Features:
Modulates appetite through active ingredient asteroidal glycoside P57
Helps in weight reduction by oxidation of deposited fat

 Prevent conversion of excess carbohydrate into fat by inhibiting formation of

enzyme citralyase
Catechins poly phenols help to intensify levels of fat oxidation by thermos
genesis
Acts as a powerful anti-oxidant
Indication:
Obesity
Appetite modulation
Weight loss without loss of Energy
Dosage: One tablet 3 times a day one hour before major meals or as directed by
your health care professionals

Description: Joules-24 contains patent herbs from ancient healing traditions.

Ashwagandha and Safed musli are considered to be the most powerful
reproductive tonics in the Ayurvedic tradition. Ginkgo is a potent circulatory
enhancer from China and Korean ginseng is considered to be The King of all
tonics. Shilajit is known in Sanskrit as Conqueror of mountains and destroyer of
weakness. Ancient Persians and destroyer of Egyptians revered Saffron as a potent
aphrodisiac. Together these natural products synergistically promote vitality,
energy and stamina. Joules-24 is designed to be taken daily for extended periods.
Essential

Ingredients

Tablet for

Treating Low Energy Count

Ashwagandha
Korean ginseng
Safed musli
Ginkgo
Shilajit
Saffron

(Withania sonifera)
Panax ginseng)
(Chlorophytum borivilianum)
(Ginkgo biloba)
(Asphaltum)
(Crocussativus)

Salient Features:
Reserves & sustains vital energy
Powerful Energiser, Reduces stress & provide recovery from fatigue
It helps improve stamina & resistance to stress & tiredness
Increases overall vitality and concentration
Increases vitality strength & Boosts up immune system

225 mg
200 mg
120 mg
120 mg
50 mg
15 mg

 Improves mind power, reflexes & radiance

Indication:
Prolonged illness/hospitalisation
During convalescence
Lack of physical & mental energy
Malnutrition

In today's fast-paced world, where everything passes by in a blur it is not

uncommon to feel our energy levels being depleted as the day progresses. We are
constantly required to pace ourselves to maintain a balance between the high
demands of work and its related pressures and stress and our energy , vitality
vigour and stamina.
At the end of the day most of us like to submit and escape to the complaisant world
of television encouraging unhealthy food habits and sedentary lifestyles. This leads
to a vicious cycle of further depletion of vitality and vigour.
Needless to say with depleting energy levels healthy desire also takes a nose dive.
Inergy offers a diverse mix of Ashwagandha, Kaunch Beech, Korean Ginseng ,
Safed Musli, Ginkgo and Shilajit all contributing to increased energy , vitality and
stamina.

Sr.
No.
1

Qty per
Composition Tablet
Withania
Somnifera

(mg)
225

Mode of action

Benefits

WS acts on GABA binding site Overcomes

and increases the binding of general

body

benzodiazepine (a psychoactive
chemical naturally produced in
the

body

(responsible

sedative,

for

anti-anxiety,

anticonvulsant, muscle relaxant

and

amnesic

action)

The

(Ashwagandh

enhanced 5 - HT or serotonin

a)

turnover ratio in the prefrontal

weakness

cortex, nucleus accumbens &

hippocampus.

(5-

hydroxytryptamine
monoamine

is

neurotransmitter

associated with the feeling of

2

Panax

200

happiness and well being)

Ginsenosides (active component Ensures

ginseng

of ginseng),modulate expressions and

(Korean

and functions of receptors such as stamina

ginseng)

receptor

tyrosine

(regulating

cell

kinases
growth),

serotonin receptors (regulating

aggression,

appetite,

learning,

memory,

cognition,

anxiety,

mood,

nausea,

sleep,

and

thermoregulation)

NMDA

receptors

(regulating

memory

function)

and

nicotinic

acetylcholine

receptors

vigour

vitality

&

(stimulation of these receptors

causes muscular contraction.)
The flavoglycosides, Ginkgos
most active compound act as
strong anti-oxidant. Ginkgolides
and the bilobalides help to lessen

Ginkgo
3

Biloba

120

(Ginkgo )

inflammation by inhibiting PAF

(Platelet Activating Factor) in the
blood. This action helps to boost

Immunomodulato
ry

and

anti

inflammatory

circulation in the whole body

including penile tissue without
changing blood pressure.
Its active ingredient Fulvic acid
4

Asphaltum
(Shilajit)

50

act as carrier molecules for the Potent

Dibenzo Alpha Pyrones and trace aphrodisiac
minerals important for the body.
Safed Muslis active component
steroidal

borivillianum

act

as

precursors for the synthesis of sex

Chlorophytu
m

sapogenins

120

hormones

and

cortisone

(Cortisone

suppresses

the

immune system, thus reducing

(Safed Musli)

Improved
strength

inflammation and attendant pain

and swelling at the site of the

Mucuna
Pruriens

75

injury )
Increases testosterone levels , leading to deposition of protein in aphrodisiac

Potent

- Enhance mental
(Kaunch

the muscles and increased muscle Alertness

Beej)

mass and strength.

Improve

coordination

Nutrition Per 100 gms

Whole Milk Powder 55.00 gm, Whey Protein concentrate 15.00 gm, Dietary
Wheat Fiber 800 mg, Soya Protein Isolate 800 mg, Vitamin A (2000 IU) as Vitamin
A palmitae 2000 IU, Vitamin D (200 IU) 200 IU, Natural-d-alpha tocopheryl
acetate 10 mg, Vitamin K (mcg) 70 mcg, Vitamin C (mg) 40 mg, Vitamin B, (mg)
1.2 mg, Vitamin B (mg) 3 mg, Pyridoxine 2 HCL (mg) 2 mg, Niacinamide (mg) 10
mg, Vitamin B (mcg) 2 mcg, Folic Acid (mcg) 200 mcg, Iron (Hydrolyzed Protein
12 chelate) 25 mg, Zinc as Zinc Sulphate 10 mg, Amla 60 mg, Papain 60 mg, Ca as
Dicalcium Phosphate 800 mg, P as Dicalcium Phosphate (mg) 475 mg, Magnesium
(mg) from Magnesium Oxide 200 mg, Iodine (mcg) from Potassiun Iodide 75 mcg,
L-methionine (mg) 40 mg, B-carotene 2 mg, Guar gum 490 mg, Fructose 11 gm,
Kesar liquid (Gogia-Avi) 77 mg, Kesar EC (Gogia) 700 mg, Pista EC (Gogia) 154,
Maltodextrin 10 gm, Biotin 2 mg, Ginseng 2.5 gm.

Salient Features:
Essential for rapid growth, development & maintenance of body

 Balanced nutrition for healthy body

Controls the brain function
Helps in lowering cholesterol
Builds up bone health
Boosts up immune system & maintains healthy body
Maintains healthy heart & kidney
Improves digestion & health benefits
Provides relief from gas and acidity

Indication:
Low appetite
Recovering from illness
Increased nutritional needs
Maintaining good health

It may not be a topic typically talked about at the dinner table or a cocktail party ,
but most people are actually somewhat obsessed with it.

And with good reason: The state of your gastro-intestinal tract (as well as the
quality and quantity of its output) is a great barometer of the health of human body.
The gastrointestinal tract is a processing unit that metabolism all of the nutrients
you take in and eliminates all of the bodys waste.

What comes through is reflective of how well or how ill the body is.

Planet Herbs Lifesciences s sugar free , effervescent , orange flavoured Imfresh is

useful for detoxification of the digestive tract , occasional or chronic constipation,
diverticulosis, haemorrhoids ,Irritable Bowel Syndrome (IBS) and convalescence.
Imfresh is available as a micro fine powder is available in easy to carry and
convenient to take single dose sachets.

It is also used to relieve constipation, faecal incontinence, ulcerative colitis,

hyperlipidemia irritable bowel syndrome, diverticular disease, and diarrhoea. They
are also used as a regular dietary supplement to improve and maintain regular GI
transit. The inert bulk of the husks helps provide a constant volume of solid
material irrespective of other aspects of the diet or any disease condition of the gut.

Dosage :
Adults and children over 12 years : One sachet (one serving - 5 g) morning and
evening. Children 6 - 12 years : serving morning and evening.

Indication :
Use for occasional or chronic constipation and for constipation associated with
Irritable Bowel Syndrome, diverticulosis, haemorrhoids and convalescence may be
beneficial as part of a cholesterol lowering programme and to aid in detoxification
of the digestive tract.

Description:
1. Less than 150 micron size particle with greater surface area for maximum water
absorption capacity
2. Adds more bulk & softens to the stool
3. Orange flavour, the most accepted flavourb worldwide according to FDA
4. Regular use absorbs excess cholesterol in the diet during the day

Micronized for enhanced scope

Essential Ingredients/ sachet
for IBS & constipation relief
Psyllium seed husk/5 gm serving - 3.25 gm

Salient Features:
Quicker, Better Dispersion & mixing
Much Enhanced surface area than commonly available larger size particles.
Increased bulk forming capacity than normal isabgol

 Adsorbs and entraps excess fat molecules from ingested food.

Control acidity and prevents fat assimilation

Indication:
Constipation
Diarrhoea
IBS
Cholesterol control

Dosage: Adults & children over 12 years : one sachet (one serving - 5g) after last
meals. Children 6 -12 years : serving after last meals, follow with glass of water.

Description: Therapeutic concentrations of Phyllanthus niruri helps patients

suffering from chronic liver damage due to hepatitis B virus infections. It decreases
the duration of disease in patients with acute virus B hepatitis. Milk thistle
effectively controls hepato biliary diseases & blocks the entrance of harmful
toxins. It has powerful antioxidant property which helps the regenerative power of
liver cells. Andrographis enhances the immune system & it also increases the antiinflammatory resonse in the body. Combination of Eclipta alba & Tinospora impart
efficient hepto protection.
Essential Ingredients/Tablet in Treating Hepatitis
Stonebreaker
Wild Indigo
Bhringaraj
Kalmegh
Milk thistle
Guduchi
Kudzu

(Phyllanthus niruri)
(Baptisia tinctoria tephrosia)
(Eclipta alba biloba)
(Andrographis paniculata)
(Silybum marianum)
(Tinospora cordifolia)
(Pueraria lobata)

400 mg
100 mg
125 mg
100 mg
150 mg
100 mg
100 mg

Salient Features:
Effective in Chronic liver damage
Effective in hepatic dropsy, liver & spleen
Possesses a wide range of biological activities & used for the treatment of
hepatitis & cirrhosis
Increases the immune system
Protects liver & corrects hepatotoxicity
Strengthens the immune system

 Helps in detoxification of liver

Salient Features:
Viral Hepatitis
Liver dysfunction
Hepatoprotection & Hepatorecorrection
Dosage : One tablet twice daily or as directed by your healthcare professional

Description: Salai Guggul & Methyl Sulfonyl Methane (MSM) provide pain relief
in arthritis conditions. Glucosamine is naturally produced in the body and it is the
key component of cartilage, which is responsible for normal joint function.
Glucosamine Sulphate as a supplement has been shown to be as effective as some
drugs for relief of symptoms associated with degenerative joint conditions such as
arthritis. Vitamin D , Vitamin C along with 3 Boron prevent joint stiffness & give
good bone health.
Essential Ingredients/Tablet in the Joint Management Plan
Glucosamine sulphate
Methyl sulfonyl methane
Vitamin C
Vitamin D3
Sodium borate equivalent to Boron 0.5 mg
Boswellia serrata (Salai guggul)

750 mg
200 mg
50 mg
200 IU
4.5 mg
100 mg

Salient Features:
Key component of cartilage, responsible for normal joint function
Important in joint health and helps form connective tissue
Reduces joint pain and helps in pain management
Cofactor in collagen synthesis, the main protein in joint tissue and bone
Protect against inflammatory polyarthritis
Helps body to increase calcium absorption
Prevents joint stiffness
Related to calcium content in the spines of the spinal column

 Results in stronger bone

Strengthens joints and soft tissue
Indication:
Joint pains & osteoarthritis
Dosage: Two tablet twice daily after meals or as directed by your health care
professionals

Description: Frinex helps to maintain healthy lungs and eases breathing. Adhatoda
vasica in Frinex is mucolytic and expectorant. Piper longum is a powerful
stimulant for the respiratory systems and removes cold and congestion. According
to Ayurveda it is also rejuvenative to lungs and kapha dosha. It significantly
benefits respiratory function and builds up resistance against respiratory tract
constriction and inflammation.
Essential Ingredients/Tablet for joint repair
Adhotoda
Pippali
Tylophora
Coleus
Bala

(Adhotoda vasica)
(Piper longum)
(Tylophora indica)
(Coleus forskohlii)
(Sida cordifolia)

Salient Features:
Strong bronchodilator
Powerful stimulant for respiratory system
Eases respiration & symptoms of cold
Smoothens bronchial muscle contraction
Anti-inflammatory

Indication:
Respiratory disorders

100 mg
50 mg
25 mg
100 mg
100 mg

 Healthy lungs & eases breathing

Detoxification of lungs
Dosage: 2 to 3 tablets daily or as directed by your healthcare professional

RECRUITMENT
After having determined the number and kinds of personnel required, the Human
Resource of Personnel Manager Proceeds with identification of sources of
recruitment and finding suitable candidates for employment. Both internal and
external sources of manpower are used depending upon the types of personnel
needed.
The selection procedure starts with the receipt of applications for various jobs from
the interested candidates. Totally unsuitable candidates are rejected at the screening
stage. The personnel department administers various kinds of tests to the
candidates to determine if they would be able to do their jobs efficiently. Those
passing this stage are called for employment interview. Candidates found suitable
for employment are required to go through medical examination and reference
checking. The employment process is completed when appointment letters are
issued to the candidates clearing all the stages in the selection procedure.
Definition :
Dale S. Beach observed, "Recruitment is the development and maintenance of
adequate manpower resources. It involves the creation of a pool of available labour
upon whom the organization can draw when it needs additional employees."

SOURCES OF RECRUITMENT

INTERNAL SOURCES :
Transfer : It involves the shifting of an employee from one job to another, one
department to another or from one shift to another. Transfer is a good source of
filling vacancies with employees from overstaffed departments or shifts.
Promotion : It leads to shifting an employee to a higher position, carrying higher
responsibilities, facilities, status and pay. Many companies follow the practice of
filling higher jobs by promoting employees who are considered fit for such
positions.
EXTERNAL SOURCES:
Direct Recruitment : An important source of recruitment is direct recruitment by
placing a notice on the notice board of the enterprise specifying the details of the
jobs available. It is also known as recruitment at factory gate. The practice of direct
recruitment is generally followed for filling casual vacancies requiring unskilled
workers. Such workers are known as casual or badli workers and they are paid
remuneration on daily wage basis.
Casual Callers or Unsolicited Applications : The organizations which are
regarded as good employers draw a steady stream of unsolicited applications in
their offices. This serves as a valuable sources of manpower.
Media Advertisement : Advertisement in newspapers or trade and professional
journals is generally used when qualified and experienced personnel are not
available from other sources. Most of the senior positions in industry as well as
commerce are filled by this method.

Employment Agencies : Employment exchanges run by the Government are

regarded as a good source of recruitment for unskilled, semi -skilled and skilled
operative jobs. In some cases, compulsory notification of vacancies to the
employment exchange is required by law.
Management

Consultants

Management

consultancy

firms

help

the

organizations to recruit technical, professional and managerial personnel. They

specialize in middle level and top level executive placements. They maintain data
bank of persons with different qualifications and skills and even advertise the jobs
on behalf their clients to recruit right type of personnel.
Educational Institutions or Campus Recruitment : Jobs in commerce and
industry have become increasing technical and complex to the point where school
and college degrees are widely required. Consequently, big organizations maintain
a close liaison with the universities, vocational institutes and management
institutes for recruitment to various jobs. Recruitment for educational institutions is
a well established practice of thousands of business and other organizations. It is
also known as campus recruitment.
Recommendations : Applicants introduced by friends and relatives may prove to
be a good source of recruitment. In fact, many employers prefer to take such
persons because something about their background is known. When a present
employee or a business friend recommends some one for a job, a type of
preliminary screening is done and the person is place on a job.

Labour Contractors : Labour contractors are an important source or recruitment

in some industries in India. Workers are recruited through labour contractors who
are themselves employees of the organization. The disadvantage of this system is
that if the contractor leaves the organization, all the workers employed through him
will also leave. That is why, this source of labour is not preferred by many
business, organizations. Recruitment through labour contractors has been banned
for the public sector units. However, this practice is still common in case of
construction industry.
Telecasting : The practice of telecasting of vacant posts over T.V. (Doordarshan
and other channels) is gaining importance these days. Special programmes like 'Job
Watch', 'Youth Pulse', 'Employment News', etc.
Telecasting is an expensive medium.
The advertisement for the job appears for a very short time and it is not
repeated. The candidates may not be able to understand it fully.
The candidates who don't watch T.V. miss the information about job
vacancies.

PROCESS OF RECRUITMENT
In a small organization, recruitment is usually done rather informally by the owner
or manager. But in a larger organization, the human resource department is usually
responsible for developing sources of applicants. Within the human resource
department, there is likely to be an employment office to do the recruiting and even
initial selection of candidates for a job. Big organizations employing large number
of professional and managerial employees, may have a separate department
engaged entirely in recruiting.
At the same time, individual managers and employees may be referring promising
applicants to the personnel department. Similarly, the human resource department
may be requesting recruitment assistance from the managers as may be the case
when campus recruitment is proposed at the alma mater of one of the managers.
Still other firms prefer to put together recruiting teams consisting of human
resource specialists and other executives. For example, one or more engineers may
accompany the team of campus recruiters for recruitment of engineering personnel
at technical institutes.
Factors affecting Recruitment : There are many factors that limit or affect the
recruitment policy of an organization. The important factors are listed below :
Size of the organization and the kinds of human resources required.
Effect of past recruitment efforts.
Nature of labour market of the region.
Extent and strength of unionization in the region.
Working conditions, wages and other benefits offered by other concerns.
Social and political environment.

 Legal obligations created by various statues.

WHAT IS SELECTION
Selection involves a series of steps by which the candidates are screened for
choosing the most suitable persons for vacant posts. The process of selection leads
to employment of persons who possess the ability and qualifications to perform the
jobs which have fallen vacant in an organization.

IMPORTANCE OF SELECTION

Proper selection and placement of personnel go a long way towards building

up a suitable workforce. It will keep the rates of absenteeism and labour
turnover low.
Competent employees will show higher efficiency and enable the
organization to achieve its objective effectively.
The rate of industrial accidents will be considerably low if suitable
employees are placed on various jobs.
When people get jobs of their taste and choice, they get higher job
satisfaction. This will build up a contended workforce for the organization.
The morale of the employees who are satisfied with their jobs is often high.

PROCESS OF SELECTION

Preliminary Interview : In most of the organizations, the selection programme

beings with preliminary interview or screening. The preliminary interview is
generally brief and does the job of eliminating the totally unsuitable candidates.
The preliminary interview offers advantages not only to the organization, but also
to the applicants.
Receiving Applications : Whenever there is a vacancy, it is advertised or enquiries
are made from the suitable sources, the applications are received from the
candidates. Standard application forms may be drawn up for different jobs and
supplied to the candidates on request.
Screening of Applications : After the applications are received, they are screened
by a screening committee and a list is prepared of the candidates to be interviewed.
Applicants may be called for interview on some specific criteria like sex, desired
age group, experience and qualifications.
Employment Tests : Employment tests are widely used for judging the applicant's
suitability for the job. They bring out the qualities and weaknesses of individuals
which could be analysed before offering them jobs. The tests must be designed
properly. If they are biased, they will not be good indicators of one's knowledge
and skills. Selections based on such tests will be faulty. That is why, tests should
not be relied upon fully.
Intelligence Tests : These tests are used to judge the mental capacity of the
applicants. They measure the individual learning abilities, i.e., ability to
catch or understand instructions and also ability to make decision and
judgement.

 Aptitude Tests : Aptitude means the potential which an individual has for
learning the skills required to do a job efficiently. Aptitude tests measure an
applicant's capacity and his potential for development. Aptitude tests are the
most promising indices for predicting workers' success.
There are two general types of aptitude tests :

Cognitive Test.

Motor Test
Proficiency Test : Proficiency tests are those which are designed to measure
the skills already acquired by the individuals. They are also known as
performance, occupational or trade test. They are used to test the level of
knowledge and proficiency acquired by the applicants.
Interest Tests : Interest tests identify patterns of interests that is areas in
which the individual shows special concern, fascination and involvement.
These tests will suggest what types of jobs may be satisfying to the
employees.
Personality Test : Personality tests probe the qualities of the personality as a
whole, the combination of aptitude, interest and usual mood and
temperament. It is very difficult to devise and use personality tests because
they are concerned with discovering clues to an individual's value system,
his emotional reactions, maturity.

Employment Interview : Although application blank and employment tests

provide a lot of valuable information about the candidate, yet they do not provide
the complete information required of the applicant. Interview may be used to
secure more information about the candidate. The main purposes of an
employment interview are :

o to find out the suitability of the candidate,

o to seek more information about the candidate, and
o to give him an accurate picture of the job with details of terms and
conditions and some idea of organisation's policies.
Checking References: A referee is potentially an important source of information
about a candidate's ability and personality if he holds a responsible position in
some organization or has been the boss or employer of the candidate. Prior to final
selection, the prospective employer normally makes an investigation on the
references supplied by the applicant and undertakes more or less a through search
into the candidate's past employment, education, personal reputation, financial
condition, police record, etc.
Medical Examination: The pre-employment physical examination or medical test
of a candidate is an important step in the selection procedure. Through in the
suggested selection procedure, medical test is located near the end, but this
sequence need not be rigid. The organisations may place the medical examination
relatively early in process so as to avoid time and expenditure to be incurred on the
selection of medically unfit persons. Some organisations either place the
examination relatively early in the selection procedure or they advise the
candidates to get themselves examined by a medical expert so as to avoid
disappointment at the end.
Final Selection and Appointment Letter: After a candidate has cleared all the
hurdles in the selection procedure, he is formally appointed by issuing him an
appointment letter or by concluding with him a service agreement. Generally, the

candidates are not appointed on permanent basis because it is considered better to

try them for a few months on the job itself. This is because no procedure of
selection is complete in itself to find out the whole picture of the personality and
qualities of a candidate.

PROCESS OF RECRUITMENT IN PLANET HERBS

LIFESCIENCES
The process of recruitment at Planet Herbs Lifesciences is interdependent on and
interlinked with other HR activities. Employee planning and work analysis
precedes the process of recruitment. Compensation packages and corporate image
all have an impact on the recruitment process. At the outset, the objectives of the
process of recruitment may be retention and satisfaction of the employee. Other
aspects like cost of filling jobs, speed of filling jobs, and total number of
applications received would all contribute to the retention process.
The first and the foremost step of recruitment process at Planet Herbs Lifesciences
is the identification of a vacancy.
The second step constitutes the Job Description, which is a written statement of
duties, responsibilities, required qualifications, and reporting relationships of a
particular job based on objective information obtained through Job Analysis.
Thirdly, the candidates are short listed on the basis of Job Specification. It specifies
not only educational qualification but also certain personality characteristics that
may be required specifically for a job.
Fourth step consists of various interview rounds. It is an attempt to obtain
maximum amount of information from the candidate considering his or her
suitability for the concerned job. The interview at Planet Herbs Lifesciences
consists of three rounds vis-a-vis functional, HR, final round with CFO (however,
this is for selected profiles only)

Fifth step comprises of, post interview consideration i.e. approval of selected
candidates is posted on CRC portal and it moves through following channels:
Business HR
Corporate HR
Management
Applicant code is generated
Approval received by local HR.
Offer letter is sent to the candidate>>on acceptance appointment letter is sent>
>candidate joins on assigned joining date.
Joining formalities on Day one by HR is completed.

EMPLOYEE CLASSIFICATION
PERMANENT : Engaged on a regular basis, confirmed in writing as a Permanent
employee after satisfactory completion of Probation Period.
PROBATIONER : Provisionally employed to fill a regular vacancy, minimum 6
Months Probation period, can be extended or terminated.
TRAINEE : In House training on specific areas of operation example:
MT's/GET's.
Assessment

at

the

end

of

training

for

confirmation

or

extension

for

period/project.

Or termination.
CONTRACT

STAFF

Employed

specific

Extension / Termination as per requirement at the end of Contract.

RESEARCH METHODOLOGY
RESEARCH PROBLEM
The research part of the project involves following steps:
The organization need to be the fittest in todays scenario to survive and for that
they need the fittest workforce. Planet Herbs Lifesciences is spending a
considerable amount of money in Recruitment & Selection to upgrade skills of
their employees. It has been observed sometimes that PSUs go for rigorous
Recruitment & Selection but results on investments are very low. Thus a need was
felt to evaluate the effectiveness of Recruitment & Selection in Planet Herbs
Lifesciences.
PROBLEM FORMULATION
The research to be conducted can be formulated as
* Recruitment & Selection at Planet Herbs Lifesciences

RESEARCH OBJECTIVE
*

Evaluate the effectiveness of Recruitment & Selection at Planet Herbs

Lifesciences.
* General perception of members about Recruitment & Selection programme

* Suggest ways to makes it more effective

SOURCES OF DATA
The data collection for the project work from tow sources i e, primary and
secondary sources.

1) PRIMARY DATA
* Observation-Participant observation
* Interviews

2) SECONDARY DATA
* Websites
* Transcripts of Books

RESEARCH DESIGN
Descriptive research design: It is concern with describing the characteristics of a
particular individual of a group.

SAMPLING DESIGN
SAMPLING TECHIQUE- The sampling method has been followed for this study
is RANDOM SAMPLING.
SAMPLING SIZE- 40
SAMPLE AREA- Planet Herbs Lifesciences, Dehradun.

ANALYSIS
1.

What Recruitment source is used in the Planet Herbs Lifesciences?

INTERPRETATION
The above graph shows that the organization use 30% newspaper and journals &
20% from the employment exchange & 25% from the campus & internet.

2.

Are you aware of Recruitment policies and program in Planet Herbs

Lifesciences?
Aware
Cant say
Unaware

30
4
6

75%
10%
15%

INTERPRETATION
The above graph shows that 75% of the sample size say yes that they are aware of
the recruitment policies & 15% Said that they can't say any thing about the
recruitment policies. 10% say that they are not aware of the recruitment policies.

3.

Did you join this organization through well defined Recruitment and

selection procedures

Yes
No

38
2

95%
5%

INTERPRETATION
The above graph shows that 95% says of the sample size say yes that they are
recruited by the well defined Recruitment and selection procedures & 5% Said no
they are not been recruited
procedures.

by the well defined Recruitment and selection

4.

Is the source of recruitment used by organization able to attract the

applicants?

Strongly
Agree
28
70%

Agree
4
10%

Cant say
4
10%

Disagree

Strongly

4
10%

Disagree
0
0

INTERPRETATION
The above graph shows that 70% of the sample size that they are strongly agree
that the source of recruitment used by organization able to attract the applicants,
10% says that they are only agree &10% can't say & 10% says that they disagree
& 0% Strongly disagree.
5.

Do the company gets the potential employees through internal recruitment?

Average
8
20%

Above expectation
28
70%

Below expectation
4
10%

INTERPRETATION
The above graph shows that 20% of the employees says that the company gets the
potential employees through internal recruitment & 70% of the employees says
that the company gets the potential employees through internal recruitment it is
above expectations & 10% of the employees says it is below expectations.

6. Do you feel that recruitment policy of Planet Herbs Lifesciences requires any
change?
Yes
No

2
38

5%
95%

INTERPRETATION
The above graph shows that 5% employees says are agree that recruitment policy
of Planet Herbs Lifesciences requires change & 95% employees says are not agree
that recruitment policy of Planet Herbs Lifesciences requires change.

7.

Do you think that the recruitment in your organization is free from all kind of
biases?
Strongly
Agree
26
65%

Agree
8
20%

Cant say
2
5%

Disagree

Strongly

4
10%

Disagree
0
0%

INTERPRETATION
The above graph shows that 65% employees says that they are strongly agree that
the recruitment in the organization is free from all kind of biases, 20% employees
says that they are agree, 5% employees says that they can't say & 10% employees
says that they are disagree.

8. Exiting recruitment policy is satisfactory or not?

Strongly

Agree

Cant say

Disagree

Agree
35%

10%

5%

20%

Strongly Disagree
30%

INTERPRETATION
The above graph shows that the 35% employees are strongly agree with the
recruitment policy, 10% employees are agree with the recruitment policy, 5%
employee are can't say, 20% employees are disagree and 30% employees are
strongly disagree with the recruitment policy.

9.

The Companys performance with its present workforce is excellent?

INTERPRETATION
The above graph shows that the 65% employees says yes that the companies
performance with its present workforce is excellent and 35% says no.

10.

Do you feel that company should give preference to internal sources of recruitment
over external?
Yes
No

38
2

95%
5%

INTERPRETATION
The above graph shows that 95% employees says yes that company should give
preference to internal sources of recruitment over external & 5% employees say
no they should not
external.

give preference to

internal sources of recruitment over

CONCLUSION

Study has been conducted on Recruitment and Selection in Planet Herbs

Lifesciences. Through the research being conducted, It can be concluded that
the corporation with its present recruitment and selection policy have been able
to get man power in quality & quantity. The employees in the corporation are
totally satisfied with their job & they believe that the companys recruitment
and selection policy have been able to get the right person for the right job.
Through there are certain areas which need improvement; as the recruitment
policy is very much centralized which some time act as a hurdle when the
organization is operating outside India.

RECOMMENDATIONS

The following are the suggestion for the improvements

Selection process should be clear and transparent there should not be any
undue influences.

Company should give equal preference to internal sources of recruitment as

well as external.

Regular audit of Recruitment & Selection should be done & the suggestion
given by the employees should be incorporated.

Job analysis and job specification should be part of

selection process

including psychometric tests.

Few candidates from the reputated institute should be recruitment

BIBLOGRAPHY

BOOKS:
1. K.Aswthappa, 4th Edition, Human Resource Management,MC-Graw Hill
Publishing Co-Itd, pp 130-179.
2. P.Subba Rao, 2nd Edition, Human Resource Management and Industrial
Relation, Himalaya Publishing House, pp 131-190.
3. T.N.Chhabra, 5th Edition, Human Resource Management Concept and
Issues, Dhncapt Rai and Company, NEW DELHI, pp 140-165.

INTERNET SITES
www.planet-herbs.com

QUESTIONNIARE
1.

2.

What Recruitment source is used in the Planet Herbs Lifesciences?

Newspaper/Journals

Employment Exchange

Campus

Internet

Are you aware of Recruitment policies and program in Planet Herbs

Lifesciences?

3.

Aware

Can't Say

Unaware

Did you join this organization through well defined Recruitment and
selection procedures

4.

Yes

No

Is the source of recruitment used by organization able to attract the

applicants?

Strongly Agree
5.

6.

Agree

Can't Say

Disagree

Strongly Disagree

Do the company gets the potential employees through internal recruitment?

Average

Above Expectation

Below Expectation

Do you feel that recruitment policy of Planet Herbs Lifesciences requires

any change?

7.

Yes

No

Do you think that the recruitment in your organization is free from all kind
of biases?
Strongly Agree

8.

Agree

10.

Disagree

Strongly Disagree

Exiting recruitment policy is satisfactory or not?

Strongly Agree

9.

Can't Say

Agree

Can't Say

Disagree

Strongly Disagree

The Companys performance with its present workforce is excellent?

Yes

No

Do you feel that company should give preference to internal sources of

recruitment over external?

Yes

No