Professional Documents
Culture Documents
PROJECT REPORT
ON
2012-2013
SUBMITTED UNDER PARTIAL FULLFILMENT
OF THE REQUIREMENT FOR THE AWARD DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
SUBMITTED BY:
Avinash Kumar Dubey
Roll No- 581114583
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DECLARATION
I Km. Minu hereby declare that the project titled RECRUITMENT AND
I also commit that the data presented and work done are original and not
coincidence
KM. MINU
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ACKNOWLEDGEMENT
When a person is help, guide and co-operated his or her heart is bound to
pay gratitude.
I acknowledge here the names of those people who have been instrumental
India Limited) for his valuable suggestion and inspiration to undergo this
study and his unstilted help which he gave for the completion of this
Research.
My grateful thanks are also due to various others technocrats, who inspire
grant me personal help and others cooperative activities. I would also like
Km. Minu
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PREFACE
market leader.
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In Dabur a meticulously natural team stands at the
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TABLE OF CONTENTS
Preface 3
Executive summary 6
Objective of Study 8
Introduction 9
Company profile 21
Research methodology 49
o Research design
o Data collection
Data Analysis 53
Findings 73
Conclusion 75
Recommendations 77
Limitations 80
Bibliography 81
Questionnaire 84
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EXECUTIVE SUMMARY
The recruitment and selection procedure of the company determines the level
that which is all about selecting right person for the right job at the right time
at the best possible position. Although it sounds quite simple but it is also not
an easier job to evaluate a person with his ability and skills that may satisfy
the core competency for the job so that his degree of willingness to pursue a
and selection procedure, which determines not only the right candidature for
selection function. In the course of study I came to know that, it has the
probability of achieving more than 50% of the people to be placed for the
right job, which reflects some of the unique ways for recruiting the
The aim of the company is to achieve overall organizational goal not only
towards various position of job to the maximum level. This I will see as I
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Basically recruiting is the discovering of potential candidates for actual or
bringing together those with jobs to fill and those seeking jobs.
can identify our human resource needs. I can know what kind of people must
applicants who will take the job if it is offered. It should also provide
job candidacy, that is, a good recruiting program should attract the qualified
Recruiting people is done by various ways, for the study first I have to
know the recruiting sources. There are internal and external sources as well
as employee referrals/recommendation.
program of the company where for all kinds of operational level technical
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Objective of Study
organization as a whole.
interview, which can help out to select the suitable employee for
the organization.
INTRODUCTION
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Recruitment is the discovering of potential applicants for actual or anticipated
recruiting budgets.
practice, recruitment methods appear to vary according to job level and skill.
Proper selection can minimize the costs of replacement and training, reduce
legal challenges, and result in more productive workforce. The primary purpose
hired. During the selection process, candidates are also informed about the job
The discrete selection process would include the following: initial screening
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final employment decision. In the discrete selection process, an unsuccessful
where all plicants go through every step in the selection process and the final
a relevant criterion.
Selection devices provide managers with information that will help them predict
application blank is effective for acquiring hard biographical data, while the
Traditional tests that assess intelligence, abilities and personality traits can
predict job proficiency but suffer from being non-job related. On the other
hand, interviews consistently achieve low marks for reliability and validity.
Background investigations are valuable when they verify hard data from the
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SCOPE OF STUDY
selection techniques adopted by the company. It will also show the deviations if
any, towards this affect that will be experienced in research. Apart from getting
an idea of the techniques and methods in the recruitment procedures it will also
give a close look at the insight of corporate culture prevailing out there in the
organization. This would not only help to aquanaut with the corporate
environment but it would also enable to get a close look at the various levels
about the topic assigned and moreover the scope of the topic (recruitment and
selection) is wide enough, so it is difficult to cover all the topic within the
stipulated time.
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HISTORY OF COMPANY
M ILESTONES TO SUCCESS
Dabur India Ltd. made its beginnings with a small pharmacy, but has continued
to learn and grow to a commanding status in the industry. The Company has
gone a long way in popularizing and making easily available a whole range of
products based on the traditional science of Ayurveda. And it has set very high
milestones along the way, setting the road for others to follow.
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1930 - Automation and upgradation of Ayurvedic products manufacturing
initiated
personal care through Ayurveda, with the launch of Dabur Amla Hair Oil. So
popular is the product that it becomes the largest selling hair oil brand in India.
1949 - Launched Dabur Chyawanprash in tin pack Widening the popularity and
Chyawanprash in India.
1970 - Entered Oral Care & Digestives segment Addressing rural markets where
based on traditional formulations that can provide holistic care in our daily life.
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1979 - Commercial production starts at Sahibabad, the most modern herbal
1989 - Care with fun The Ayurvedic digestive formulation is converted into a
1994 - Leadership in health care Dabur establishes its leadership in health care
as one of only two companies worldwide to launch the anti-cancer drug Intaxel
1996 - Enters foods business with the launch of Real Fruit Juice
consumers with the launch of Real Fruit Juices - a new concept in the Indian
foods market. The first local brand of 100% pure natural fruit juices made to
international standards, Real becomes the fastest growing and largest selling
2000 - The 1,000 crore mark Dabur establishes its market leadership status by
staging a turnover of Rs.1, 000 crores. Across a span of over a 100 years, Dabur
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has grown from a small beginning based on traditional health care. To a
2001 - Super specialty drugs with the setting up of Dabur Oncology's sterile
cytotoxic facility, the Company gains entry into the highly specialized area of
approval from the MCA of UK. They follow FDA guidelines for production of
2002 - Dabur record sales of Rs 1163.19 crore on a net profit of Rs 64.4 crore
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MAINTAINING GLOBAL STANDARDS
Dabur became the first Ayurvedic products company to get ISO 9002
certification.
This scientific landmark helps to produce saplings of rare medicinal plants that
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RECRUITMENT
organization."
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The recruitment needs can be classified into-
Planned.
Anticipated.
Unexpected.
FEATURES:
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It is a linking activity as it brings together the
organization.
SOURCES OF RECRUITMENT:
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Internal Sources: Include-
promotions.
disabled employees.
Press advertisements.
Campus Interviews.
Placement Agencies.
Recommendations.
Employment Exchanges.
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technical know-how of latest industrial technical
the organization.
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SELECTION
Selection is the process of choosing the best candidate out of the all the
Preliminary Interview.
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Application Form.
Selection Test.
Selection Interview.
Physical Examination.
Reference Check.
Final Approval.
Employment.
of an unsuitable candidate.
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Application Form is a traditional and widely used
applicants.
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device. These are also helpful in better matching of
interview.
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The next stage marks of checking the references. The
candidate.
post, the rank, the salary grade, the date by which the
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Selection is an important function as no
the enterprise.
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COMPANY PROFILE
Dr. S.K. Burman lays the foundation of what is today known as Dabur India
system to send his medicines to even the smallest of village in Bengal. The
brand name is derived from the words Da for Daktar or doctor and bur
from Burman.
Group export its products to middle-east and other countries which accounted
for 9% of sale .Consumer goods accounted for 70% of 2002 gross revenues;
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Dabur is a leader in ayurveda, the traditional Indian health care system. The
the few companies in the world to produce paclitaxel-an anti cancer drug.
The company has 12 manufacturing plants in India, Nepal and Egypt. Dabur
offices serving both rural and urban markets in India. The company has sales
their fields to set up joint ventures in India. The joint ventures are with
France, will manufacture specialty cheese. Dabur has collaborated with Osem of
organization. It is possibly the only one of its kind in the country carrying out
medicines allopathic, and bulk drugs, foods, cosmetics, oil & fats, as well as
transparency, commitment and high quality. Set up in 1992, DFL derives its
skills and belief from its parent from its parent organization, Dabur India ltd. It
CORPORATE OBJECTIVE
Corporate goals for the next two years. This journey has been called the STARS
PROGRAMME.
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QUALITY POLICY
QUALITY OBJECTIVES
requirements.
of errors.
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DABUR INDIA LTD.
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RECRUITMENT AND SELECTION PROCEDURE IN
DABUR INDIA
retirement etc.
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In the next step, this form is given to the Human
for it. The form then goes to the Corporate HR for its
approval.
Advertisements.
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The company maintains a databank of the candidates,
in detail.
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need arises then they are also taken through
consultants.
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executives from the department for which the vacancy is
to be filled.
verified.
procedure.
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gives then stipend. If these trainees are found useful to
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RECRUITMENT AND SELECTION IN DABUR
HIERARCHY OF DABUR
R.S.M. Delhi
Manager Manager International Manager
FFP Department MRTG. CSC & Automation
Manager
Sales
Officer Officer
Officer Sales
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HRM in the food Industry
Training
employees.
for every sector but in the case of tourism, they have a special significance.
This is because tourism is a service industry and here the customer is not only
in the production and delivery of the service. Since what is marketed here is a
relationship between the customer and the producer of services, the importance
of human resources becomes vital for the success of the business. Generally, in
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such service operations the emphasis has been on courtesy and efficiency and it
is assumed that the service in tourism is all smiles and effective communication.
However, with the changing nature of tourism and growing special sation only
smiles, communications skills and courtesy will not serve the purpose. For
equipped with knowledge and information related to the monument or the city,
he or she will not be able to perform quality service. Similarly, a driver may be
very good at driving but unless he knows the roads and addresses of the city,
only his driving capabilities will be of no help in providing quality service. And
have to be taken at both macro as well as micro levels. At the macro level, one
country and the efforts initiated by the ICAO. This also includes the efforts
initiated by the private sector. At the micro level, one takes into account how
Mahesh, formerly Vice President (Human Resources) with the Taj Group of
Hotels, is of the opinion that two central features common to all sectors of the
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1) The concept of Moments of Truth (MOT), and
organization.
service received by her or him. In tourism industry, 95% of the MOTs take
place between customers and the front line staff and most of the time they are
handling the customers or how an escort is conducting the tour is not visible to
how the staff manning such services has treated him or her. Mahesh has pointed
out that in case of negative experiences, only less than five percent cases get
reported to the management by the customers and hence according to him the
crucial questions is are human beings capable of doing their job correctly,
willingly and with a smile, when they know that their management is most
unlikely to be able to see or hear them, let alone bear of their failure to do so?
This puts additional on the human resources management factor in the tourism
industry. Certain organizations, companies and even destinations are known for
their hospitality and are even termed as service leaders in their areas of
operations. Researches conducted by various scholars in this area show that they
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have achieved this, status, through effective human resource management in
Are highly focused and consistent in everything they do and say in relation
to employees,
Stress the importance of team work at each level of the organization and
Johnson further states that these service leaders can be recognised for:
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A dedication to teamwork
management are inter related area in the area of tourism. Sarah Mansfield has
1) Customer care starts at the top was meaning that commitment to the
about front-line staff. The contrary view only services to reinforce the
give in support of the front-line staff is not important. How can cleaners
do the right job unless they fully appreciate their customer needs and the
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3) Care for your staff and they will care for your customers. Too often
better service and a better experience for customers. More customers are
service quality within tourism points clearly to the central role of personnel, at
service culture, within a company, and within tourism industry, cans he seen as
Aspect like forecasting, recruiting and induction in the human resource area are
developmental needs for the manpower aimed at developing and exploiting the
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competencies of the human resources are taken care of through human resource
development.
In this Section, we will deal with certain aspects which are relevant for
preparing a plan for the future personnel needs of an organization. It takes into
account the internal activities of the organization and the external environmental
factors. In a service industry like tourism, such planning also aims at improving
Planning for future needs taking into account how many people with what
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RECRUITMENT AND SELECTION PROCEDURES IN HR
productivity will fall down. So the organization will be in trouble and it will
procedure should be done in proper and correct manner. The new candidates
should replace the vacant post so that the production of the company does not
hamper. By this the productivity will increase and the organization will gain
profit. So the employer will be happy and will not hesitate to distribute bonus
and increments to the workers. The workers will also be more motivated to
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HUMAN RESOURCE MANAGEMENT IN
DABUR
Organisation structure:
The whole organisation behaves as a Parivar, with one legal guardian. All
directors and shareholders are from among workers and the entire have
taken an oath through affidavit. In the court of law that neither their
family members shall have claim or share in the assets or profits of the
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airline is done through interviews of selected applicants and people
who pass the interviews of selected applicants and people who pass the
interview are required to undergo a medical test before he/she is finally placed
in the Dabur.
Employees are also recruited through internal mobility. This is done on the basis
of merit and seniority. After passing the examination the candidates are
called for an interview along with the employees who have become
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HUMAN RESOURCE FUNCTIONS
Performance Appraisal.
Security.
Public Relations.
Industrial Relations.
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HUMAN RESOURCE PROCESS IN ORGANISATION
Human Recruitment
Resource
Performan Promotions,
ce Transfers,
Appraisal Demotions &
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HUMAN RESOURCE DEPARTMENT
Unit
Head Additional General
Manager-Corporate HR &
IR
Deputy Manager-
HR
Executive
Assistant-HR
Housekeep
ing
General
Administration
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RESEARCH METHODOLOGY
includes overall research design, the sampling procedure, the data collection
Out of total universe 15 respondents from dabur have been taken for
convenience. The sample procedure chosen for this are statistical sampling
employees.
Under secondary method I took the help of various reference books which I
company website.
Secondary Data
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The respondents would comprise of personnel holding senior designations
namely:
- Stores
- Finance
- Operations
- Electronics
- Engineering
Sampling Technique
Judgement Sampling would be used for the purpose of choosing the sample
have a thorough knowledge about all the respondents within the Personnel
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FINDINGS
90% employees said that recruitment and selection procedure affects the performance
75% employees believe that the recruitment and selection procedure followed by the
65% employees say that the economy discloses the job specifications at the time of
selection of a candidate while 35% employees said the company doesnt disclose job
100% employees said that the company ask for references at the time of selection.
70% employees say that the written test contribute the main factor of recruitment but
30% employees say that written test not take a main part of recruitment.
70% employees say that company follows direct interview method, and 30% says
DABUR prefer the fresher only 55% in campus and 45% Not prefer for
fresher in campus.
Maximum 45% persons are agree with DABUR and some 30% persons
are disagree.
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100% manpower is based on previous production data.
Maximum cases 80% medical test is done at the time in DABUR but in
but 25% persons are not satisfied with recruitment process in DABUR. In
the survey
Maximum DABUR recruitment process for the people for future needs.
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CONCLUSION
REQUIREMENT:-
here.
SOURCES:-
METHODS:-
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For the recruitment and selection various test include
IMPROVEMENT:-
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RECOMMENDATIONS
overcome.
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organization. Of significant concern is the fact that
them-
work.
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or the job. Turnover issues that cause an employee
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6. Company should undergo personality test in order
the job.
LIMITATIONS
In line with the purpose of conducting employee interviews, the study would
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Although the limitations that I faced in the organizations is the absence of
Secondly, the limitation that I have is the scope of collection of sample size
which was confined to only one department, which would have other wise
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BIBLIOGRAPHY
1. BOOKS
2. Magazines
India Today
Todays traveller
Business Today
3. News Paper
Times of India
Hindustan Times
Economic Times
4. Web sites
www.daburindia.com
www.indiatimes.com
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