Project Report

On

ANALYSIS OF RECRUITMENT AND SELECTION POLICY

OF

SWEET KING

A Summer Training Project Report Submitted in Partial Fulfillment of the

Requirements for the Award of Degree Of Bachelors in business Administration
(BBA)

2013-2016

TRAINING SUPERVISOR: SUBMITTED BY:

MAYANK GERA PRERIT JAIN

(MANAGER) 117/GDIB/JIMS/2013

SESSION : 2013 2016

JAGANNATH UNIVERSITY
 (On Company Letter head)

This is to certify that PRERIT JAIN son/daughter of Mr.RAJESH JAIN pursuing BBA from Jagannath
institute of management sciences rohini 3, New Delhi has successfully completed Project Report in our
organization on the topic titled, RECRUITMENT AND SELECTIONPOLICY from 3rd June to
22nd July 2015. During his project tenure in the company, we found him hard working, sincere and
diligent person and his behavior and conduct was good during the project. We wish him/her all the best
for his/ her future endeavors.

Mr.Rakesh Gera

(Director)
 ACKNOWLEDGEMENT

"Accomplishment of any task necessarily depends upon the willingness and enthusiastic contribution
of time and energy of many people."

From the starting till the completion of this project, there are many people without whose assistance
all my efforts would have been fruitless. I, therefore, acknowledge all who generously helped me by
sharing their time, experience and knowledge with me without which this project would have never
been accomplished.

I must express my gratitude to Mrs. KANCHAN BAJAJ (my project guide) whose perceptive
guidance, constant encouragement, constructive criticism and affection were the light of guidance
during my tenure of my work.

Finally, I would like to state that the project not only fulfilled an academic requirement, but would also
help me in future endeavors in the years to come.

PRERIT JAIN
 Preface

A hallmark of any premier business school is its willingness and ability to constantly explore and
implement new ideas and practices in the field of management education. Institute constantly
reorients their programs in order to keep abreast of changing development.

The initial interaction between the business school students and industry takes place when the
students undergo project is usually for knowing the process for recruitment, selection, industrial
relations & training of that company. In this summer training I worked with Sweet King in
Human Resource Department, Sweet King is an Indian company, which deals in manufacturing of
candy. The company also exports its product and being a manufacturing unit the human resource is
the crucial part of the company. While working with the company I came along with many new
things related to HR, which I would have not learned in the books.
 TABLE OF CONTENT

PARTICULARS PAGE NO.

S.NO

1. Introduction
1.1 Overview of the Industry
1.2 Profile of the Company

history

vision

Mission

Product mix

Key competitors

SWOT Analysis

2. Introduction to project

3. Research Methodology

Objective & scope of study

Types of research & research design

Data collection methods

Limitations of study

4. Data Analysis

Methods & techniques of data Analysis

Primary Data Analysis

Secondary Data Analysis

5. Findings & Conclusions

6. Suggestions
Appendix

Bibliography
CHAPTER-1

INTRODUCTION
1.1Overview of the Industry

The confectionery industry is one of the business lines comprising the processed food sector. In 2010,
confectionery accounted for 6% of the total value of the processed food industry.

The confectionery sector is composed as follows:

Figure 1: Classification of confectionery

Chocolate

Chocolate bars
Packages for individual sale
Individual packaging
Boxed selection
Seasonal
Alfajores
With toy

Sugar Confectionery

Mints
Hard candy
Lozenges, gums and soft candy
Medicated confectionery
Nougats
Lollipops
Candy with liquor
Other

Chewing Gum

With sugar
Sugar-free
Functional (for medical purposes, for example, nicotine and dental)
 Bubble gum

Global Outlook

In 2011 the global market value of the confectionery industry was 185.477 billion dollars, that is, a
5.1% increase compared to 2010 and a median annual growth of 4.8% between 2007 and 2011. In
2011, more than 14 million tons of products from the confectionery industry were sold globally, and
the Asia Pacific region had the largest sales volume (3,073 tons).

The chocolate category recorded the largest share of the industry's sales, with 55%, followed by sugar
confectionery with 31% and chewing gum with 14%.

In recent years, confectionery has experienced constant growth due to several factors, such as product
and packaging innovation, the creation of products with fewer calories and an increase in demand in
emerging countries.

However, in recent years, the confectionery industry has faced several challenges that have slowed its
growth, such as the increase in inputs costs (mainly sugar and cocoa) and health trends that increase
consumer awareness on sugar intake.

In 2011, the United States had the highest market value in the confectionery industry, with 32.345
billion dollars, followed by the United Kingdom (12.754 billion), Brazil (12.518 billion), Germany
(12.220 billion), Russia (11.764 billion) and China (10.377 billion). Mexico was the tenth country in
the world with the largest market value in the industry, with 4.651 billion dollars.

According to the International Confectionery Association, there are more than 18 thousand
confectionery manufacturers worldwide, that is, more than 600 thousand jobs for individuals who
work in the various areas of the business.

International Trade

In 2010, Mexico ranked 11th among the leading confectionery exporting countries globally and the
leading exporter in Latin America. In addition, Mexico was one of the countries with the highest
growth in exporting activities during this period.
 Also in 2010, Mexican confectionery exports reached a value of 1.033 billion dollars, that is, a 13.5%
growth over 2009 and a median annual growth of 15.4% between 2006 and 2010. Between January
and September 2011, exports reached a value of 861 million dollars.

Mexican confectionery exports were mainly to the United States, with a value of 907 million dollars;
Canada, with 31 million; and Guatemala with 15 million dollars. The largest increase in product
demand was recorded in Canada, with a 34.2% increase over 2009.

These data show that Mexico's trade balance in 2010 for confectionery sales experienced a surplus of
570 million dollars. This surplus is proof of Mexico's capacity to produce confectionery and the
increasing international demand for Mexican products.

A factor that has triggered the demand for Mexican products abroad is their authenticity, especially in
the case of regional candies. These products have found a place in the preferences of foreigners
because in many cases they have been considered part of the supply of organic products and in other
cases of gourmet products.

Contribution to India GDP

The confectionery industry of India, which was ranked 25th in the world in 2009, has now emerged as
one of the largest and well-developed food processing sectors of the country. The credit goes to
liberalization along with growing Indian economy, which have led several multinational companies to
invest in Indias confectionery market, further changing the face of this industry.

According to our new research report Indian Confectionery Market Analysis, the Indian
confectionery market is going through rapid changes in terms of trends and consumer behaviour pattern.
The industry is being benefitted from the countrys economic boom, and growth in consumer spending.
This higher consumer spending is also driven by the new found mall culture and changing lifestyle.

Besides, the entry of various multinational companies in the Indian confectionery market has not only
increased the competition but also the per-capita consumption, by launching new products at affordable
prices, and creating awareness among the buyers through advertisements and promotional campaigns.
During the research, we found that emerging trend of gifting confectionery products and untapped rural
market are among the key factors that are expected to fuel growth in Indian confectionery market in the
near future. Backed by these factors, the Indian confectionery market is expected to grow at a CAGR of
more than 18% during 2012-2015.
The confectionery market of India is divided into three segments: chocolate, sugar confectionery and
gum market, which is further divided into sub-segments. Our team of domain experts studied the
confectionery market overall, segment wise and sub-segment wise, and provided market forecast (in
terms of volume and value both) till 2015. Among all the sub-segments of Indian confectionery market,
chewing gum market is expected to grow at the fastest rate, by value, in the coming years.

It has been observed that various domestic and multinational companies are gearing up for gaining profit
from the growing confectionery industry of India. Our report provides market share of the major
companies in chocolate and gum market, and competitive landscape of the Indian confectionery
industry, which includes business overview, product portfolio and recent company activities.

The report, which has been designed to understand the Indian confectionery market comprehensively,
also analyzed the major industry drivers, along with the challenges hindering the growth of this industry.
This way, the report provides inclusive and in-depth analysis of Indian confectionery market which will
prove decisive for the clients, and help them take sound investment decisions.

International Market Value

In 2011, Mexico ranked third in the Americas in terms of confectionery industry sales, with a value
of 4.651 billion dollars, after only the United States and Brazil.

Mexico is considered one of the countries with the largest potential in the confectionery industry due
to its market value and exporting potential. In 2011, Mexico reached a sales value of 4.651 billion
dollars, representing a 5.6% increase over 2010 and a median annual growth of 5% between 2007
and 2011.

The volume of confectionery products sold in Mexico in 2011 was 388 thousand tons; product price
reached approximately 12 dollars per kilo. In Mexico, 43% of confectionery sales were generated by
the candy category , which groups products such as marzipans, soft and hard candy, lollipops,
tamarinds, typical candy, etc. It was followed by the chewing gum category, with 33%, which offers
a wide variety of flavors, brands and sugar additions as well. Finally, chocolates had a 24% share of
sales.
 Competitiveness

Mexico is renowned as one of the countries with the largest range of confectionery worldwide, ranking
among the top ten countries with most sales in the industry. Mexico's production in this sector has
increased constantly, its growth being supported by the production chain, since the country has the
inputs required to manufacture different products.

The Chocolate Industry

The chocolate industry is divided into the categories of alfajores, bagged chocolates, boxed standard
chocolates, boxed miniature chocolates, chocolates with toy, seasonal chocolates, slabs and other
kinds of chocolate.

The kinds of chocolate offered are milk-based, white, dark and filled.

Global Outlook

In 2010 the market value of the chocolate industry was 94.793 billion dollars, representing a 5.7%
increase over 2009 and an average annual growth rate of 5.5% between 2006 and 2010. The industry
recorded constant growth throughout the period due to the business expansion experienced by many
companies, the diversification of products and brands and an increase in the purchase power of many
countries.

The country with the highest market value in the chocolate industry in 2010 was the United States,
with 17.681 billion dollars; followed by European countries such as Germany (7.820 billion), the
United Kingdom (7.326 billion), France (4.357 billion) and Italy (2.760 billion).

Regarding global consumption, Europe records the highest numbers, Ireland being the leading
chocolate consumer with 10.3 kg per year per capita, followed by Austria with 10.08 kg and the
United Kingdom with 9.6 kg. Annual consumption in the United States is 5.3 kg.

International Trade

In 2010 Mexico was the leading exporter in Latin America of chocolate and cocoa preparations, with
506 million dollars. This represented a 28% increase compared to 2009. Between January and
September 2011 the country had already reached 450 million dollars in exports of this product.
 In 2010 Mexican chocolate exports increased by 28.1% over the previous year, reaching a value of
506 million dollars and an average annual growth rate of 37.3% between 2006 and 2010.

Mexican chocolate was mainly exported to the United States, with 87% share, and Canada with 5.1%
share. However, the country with the largest increase in product demand was Guatemala, with a
38.5% change compared to 2009.

Industry Chambers

National Association of Chocolate, Candy and Similar Product Manufacturers (ASCHOCO): its goal
is to provide support and guidance in order to competitively develop its associates and to defend their
interests before the industry.

Although certain sectors of the confectionery industry have reached maturity in many parts of the world,
the global market continues to grow. Much of this recent growth has come from developing regions and
countries, aided by the spread of multinational suppliers and their brands, as well as a growing base of
increasingly affluent consumers in places such as Russia, China and India. In the developed world,
much of the markets recent growth can be attributed to niche sectors, such as low-fat, low-sugar,
organic and Fairtrade products. New product innovation remains critical to future success within the
industry, with many of the worlds leading suppliers investing heavily in this area.

Key features:
- Analysis of current and future trends in the global confectionery market
- Historic and future market size data for all of the worlds regions
- Analysis of key players, with worldwide market share data
- Discussion of key product innovations
- Forecasts up to 2010

Helping you to:

- Track developments in one of the worlds fastest moving sectors of the food market
- Gain an understanding of recent market trends and product innovations
- Assess the competitive situation in each region of the world

1.2 Profile of the Company

Manufacturer of the Most Lip Smacking Confectionary Items

The, Indo Trade International, are engaged as one of the leading Manufacturers, Exporters and
Suppliers of a wide range of Confectionery Items, such as Hard Candy, Sugar Coated Products,
Chewing Gum, Liquid Tube Candy and Soft Jelly Candy. Its range is acknowledged for its mouth-
watering taste, outstanding quality and attractive packaging. All these confectionary items are made
with high quality sugar, liquid glucose, high quality flavors, and fruit pulp.

Besides domestic market, they have created strong foothold in international market also. They have
covered complete India, Malaysia, Bangladesh, Africa, Nepal and Gulf Countries under our network
area. They have become a preferred name in the market by making available such outstanding quality
products, which cannot be found anywhere else, and that too at reasonable prices, offered by them.
They have carved a niche for themselves in the market with our excellent product range.

HISTORY

Founded in 2003, Indo Trade International is a New Delhi based Manufacturer, Exporter and Supplier
of Hard Candy, Sugar Coated Products, Chewing Gum, Liquid Tube Candy and Soft Jelly Candy. The
company is running very smoothly under the able guidance of Mr. Rakesh Kumar, who is having
fifteen years industrial experience. The annual Revenue of the company is 1milion $.The company
joined the www.Alibaba.com (e- commerce site) in 2012 and become one of its golden supplier.

Vision

To become the most admired Candys related Company in India.

Values

This vision to become India's most admired Sweet Candy Company will be realized through its unique
set of values, which are as follows:

Knowledge:

Knowledge leads to expertise; and Sweet King expertise is in helping people protect themselves.
Perfectly combining global expertise with local knowledge, it is India's candy specialist. Sweet King
believes that for knowledge to be of value it must be focused, current, tested and shared.

Caring:

Sweet King is redefining the Sweet King paradigm by focusing on customers first. The service
process is responsive, personalized, humane and empathetic. Every individual who represents the
company is for us Sweet King brand champion.

Honesty
 Honesty is the heart of the life insurance business. It is all about trust. Transparency, integrity and
dependability form the cornerstones of the Sweet King experience. The company ensures that
everyone who represents the brand carries a promise: we care in word as well as deed.

Excellence:

Excellence at Sweet King implies the ability to perform at a consistently high level. Focused on the
value of continuous improvement in people, processes and the organization, the company strives for
the highest standards of quality in every aspect of its business.

Mission

Become one of the top quartile Candys companies in India.

Be a national player.

Be the brand of first choice.

Be the employer of choice.

Become principal of choice for agents.

Companys Motto

To offer high quality and delicious candies to our clients in compliance to our latest technology
prevalent in this industry. They work with full throttle to achieve our companys motto and hence
forth, deliver our quality products that are in vogue, at most competitive rates.
 Infrastructure

The manufacturing unit and support of experienced team forms the backbone of the company. They
possess fully automatic machinery in the production unit that carries production of upto 150 tons per
month. There contemporary infrastructure facilitates accomplishment of all the operations smoothly.

Packaging Details

Though they enjoy the success of brands and an ever increasing export volume, they do provide both,
Private Label branding as well as Co-Packing options for wholesalers and distributors alike.

Private Labeling: They can assist you in registering your own new brand name or use your
existing brand. They offer this option to companies with similar interest in quality products and
packaging.

Co-Packing: They are ready, willing & most capable to produce and package any product to
your exact specifications.

sweet king Team

The dedication of companys sixty professionals towards their work and their prompt response to the
queries of their customers has been appreciated time and again by their clients. Further, they have a
professional team, which undertake orders for other trading companies and also for exporting business.

Name of Director : Mr. Rakesh Kumar Gera

Year of Establishment : 2002

 Nature of Business : Manufacturer, Exporter & Supplier

Number of Employees : 60

India, Malaysia, Bangladesh, Africa, Nepal

Market Covered :
&Gulf Countries

PRODUCTS MIX

Hard Candy

Hard Candies are manufactured, exported and supplied by us that are very popular candies across the
length and breadth of country. They make available Hard Candy in various fruit flavors, such as
Albelee Imlee Candy, Kachi Kery Candy, Kharbooja Candy, etc. These Hard Candies are extensively
liked since fruit taste is very well accepted by people of all ages.

Kachi Kery Candy

Albelee Imlee Candy
Kharbooja Candy
Lacto Magic Candy
 Litchi Candy
Mango Candy
Assorted Candy
Mr. Santra Candy
Sweet Pan Mithas Candy
Heart candy
Blister Strips
X Kool Box Candy

Sugar Coated Products

The company hold expertise in manufacturing, exporting and supplying sweet and delicious Sugar
Coated Products. company offer various Sugar Coated Products; such as Sugar Coated Saunf and
Choco Bonds. The best quality ingredients are used in production of Sugar Coated Products,
offered by us. These Sugar Coated Products are extensively liked by people of all ages, especially
children. They make available delicious Sugar Coated Products in safe packing, in order to retain
their taste and freshness.

Sugar Coated Mint Saunf

Sugar Coated Chocolate Saunf

Choco Bond

Fruit Balls Candy

Liquid Tube Candy

Liquid Tube Candy is one of our most popular confectionary items. Real fresh flavor can be enjoyed
with Liquid Tube Candy, which we make available. Sweet king offer Liquid Tube Candy in so many
mouth-watering flavors, and children like all these. In addition, we offer our Liquid Tube Candy in
attractive packing.
Coco Kiss Candy
MangoVango Candy
Squeeze Candy Mango
Squeeze Candy Orange
Squeeze Candy Green Apple
Squeeze Candy Strawberry
Squeeze Candy Chocolate
Squeeze Candy Litchi
Soft Jelly Candy

Gummy candies were invented in Germany in the 1920s and since then they have quickly become a
worldwide favorite. Sweet kings Soft Jelly Candy is known for its mouth watering taste. Soft Jelly
Candy, that we offer, is the most preferred candy among children due to its sweet taste and attractive
packaging. Our array of Soft Jelly Candy comes in Orange, Green Apple, Mango, Grapes, Raw Mango
and Strawberry flavors.

Strawberry Jelly Candy

Mango Jelly Candy
Kachi Kerry Jelly Candy
Orange Jelly Candy
Tamarind Jelly Candy
Assorted Jelly Candy Box
 Chewing Gum

The Indo Trade International, are a proud Manufacturer, Exporter, and Supplier of premium Chewing
Gum. They specialize in manufacturing Chewing Gums in different delectable flavors. Their Chewing
Gum is preferred for its tender texture and great flavor. They manufacture Chewing Gum under totally
hygienic conditions so as to enhance your chewing experience. The valuable customers can avail
Chewing Gum at the market leading prices from us.

Mini Gumzz Chewing Gum

Wow Fruit Chewing Gum
Mint Wow Chewing Gum

Exports

The company have been successful in establishing a sound international market base beyond the
national boundaries. Their full product range are widely approved and accepted in Far East Asian
nations such as Indonesia, Malaysia and Korea. Moreover, the demand for our products is very huge in
the Middle East countries like Qatar, U.A.E., Saudi Arabia, Kuwait and the rest. African countries like
Kenya, South Africa, Madagascar, and Mauritius also acclaim the products exported by them.
 The aim is to successfully export good quality products at competitive prices so as to satisfy our clients
in the international market. In fact, we strive to understand the unique requirements for quality and
packaging in each of their specific geographical market along with their trading structures and
formulate and supply the products accordingly.

Key Players

CADBURY

Cadbury India plans to invest more than Rs 1,000 crore (US$ 160.31 million) in the first phase of a
manufacturing plant in Sri City, Andhra Pradesh (AP). The company has signed an agreement with Sri
City to take on lease 134 acres of land for the proposed facility

TIERA FOODS
 Tierra Food India plans to make an investment of Rs 7 crore (US$ 1.12 million) in its production
facility at Kinfra Park, Adoor, to expand the product line

NISSIN FOODS

Nissin Foods, worlds popular Top Ramen brand of cup noodles, plans to buy Capital Foods to
expand its footprint in India

PARLE AGRO

Parle Agro has launched Cafe Cuba, Indias first coffee-flavored carbonated beverage. Parle expects the
new coffee drink to record Rs 1,000 crore (US$ 160.31 million) sales in the first 12-18 months of its
launch

NESTLE
NESTL's relationship with India dates back to 1912, when it began trading as The NESTL Anglo-
Swiss Condensed Milk Company (Export) Limited, importing and selling finished products in the
Indian market. NESTL India manufactures products of truly international quality under internationally
famous brand names such as NESCAF, MAGGI, MILKYBAR, KIT KAT, BAR-ONE, MILKMAID
and NESTEA and in recent years the Company has also introduced products of daily consumption and
use such as NESTL Milk, NESTL SLIM Milk, NESTL Dahi .

International Players

Mars Inc., McLean, VA., USA.

Mondelz International Inc., Deerfield, Ill.
Nestl SA, Vevey, Switzerland
Hershey Foods Corp., Hershey, Pa., USA
Ferrero Group, Alba, Italy

SWOT Analysis

Strengths:
 A wide variety of confectionary candies and gums
Strong distribution network
Effective marketing and advertising strategies
Attractive packaging and high product quality

Weaknesses:

Most of its product are targeted towards children, so limited consumer base

Opportunities:

Bring newer flavors to attract more consumer

Emerging markets India, Iraq ,Russia etc.

Threats:

Parents reluctant to buy chewing gums and candies for kids

Competition from local and international brand

 CHAPTER-3

RESEARCH METHODOLOGY
 There are many research methods to conduct any study. The study is based on a combination of
desk research and exploratory research methods exploring HRD functions adopted by organization
and to assess the awareness and involvement of the employees of the organization in respect of HRD
functions using various means

OBJECTIVES OF THE STUDY

1. To Analyze the recruitment and selection policy of sweet king.

2. To explore the growth of the organization till its present status.
3. To study the HRM functions undertaken by the organization.
4. To asses the awareness and involvement of the employees of the organization in respect of HRD
functions.
5. To evaluate the HRD scenario in the organization and suggest for the future.

6. To understand the marketing strategy of Indus health plus.

Research design

The methodology is an integral primary part of the project work. Every project has been undertaken in
and definite manner, which forms the validity of the report. The project undertaken by me is based on a
definite method, which is usually found in most of the research project.

The methodology in this project is based on the following manner in a sequential order :-

Data collection (types of data).

Source of Data.

Sampling design

Sample Size

I have restricted the sample size to 60 respondents. This was done keeping in mind the time constraints
and the fact that I felt that this number would be enough to serve the information needs required to show
the trends.
Sample Unit

Employees of the company

Sampling Area

The population considered for the purpose of the survey was people residing in Delhi

Sampling Technique Used

Since the information required was not of very technical nature and also looking at the scope of the
project and the extent of the target segment, the sampling technique employed was convenience random
sampling.

Period Study

The period study is 6 weeks.

Tools of data collection

Data has been collected by the following means:-

1) Primary Sources: It includes:

a) Structured questionnaire was administered to the sample respondents.

b) Personal interviews were held with the officer and non-officer staff with special focus on the
prevailing HRD functions, their views and suggestions.

c) The study of written circulars through which HRD policies have been circulated.

2) Secondary Sources: secondary data collected with the help of books available in the library, few
journals and Internet. Banks Annual Report and various other published materials such as
magazines, manuals and policy statements were also referred.

3) Questionnaire Design
Questionnaire - A questionnaire consist of a set of questionnaire presented to respondent for their
answer. It can be closed ended or open ended.

Closed ended - Pre-specify all the possible answer and are easy to interpret and tabulate.

Open ended - allows respondents to answer in their own words and are difficult to interpret and
tabulate.

In this project closed ended questionnaire is used.

LIMITATIONS OF THE STUDY

It is being said that there is no end to perfection but still everyone tries to be perfect. And on

Another hard fact that cannot be declined is that to err is human.

Inspite of all the efforts that I have put in, to make my report as good as possible, few limitations still
persist which are as follows: -

Since the topic has been very vast, it was not possible to study all the practices in detail.

The study of all the functions in limited period was not feasible. Yet an effort has been made to
throw light on all the functions.

General view on HRD functions has been based on one organization though 54 nationalized
banks are operating in the country.
Due to reasons of confidentiality, some crucial information on certain functions has not been
explored.
The hectic schedule of the employees had been quite a constraint, yet employees had given
attention to the intensity of the subject and spoke freely about the functions.
The element of bias and prejudice in expressing the views by the sample population cannot be
ruled out.
 CHAPTER-2
INTRODUCTION TO PROJECT
Human resource is an important corporate asset and the overall performance of company depends on the
way it is put to use. In order to realize company objectives, it is essential to recruit people with requisite
skills, qualification and experience. While doing so we need to keep present and future requirements of
company in mind.

Successful recruitment methods include a thorough analysis of the job and the labour market
conditions. Recruitment is almost central to any management process and failure in recruitment can
create difficulties for any company including an adverse effect on its profitability and inappropriate
levels of staffing or skills. Inadequate recruitment can lead to labour shortages, or problems in
management decision-making.

Recruitment is however not just a simple selection process but also requires management decision-
making and extensive planning to employ the most suitable manpower. Competition among business
organisations for recruiting the best potential has increased focus on innovation, and management
decision making and the selectors aim to recruit only the best candidates who would suit the corporate
culture, ethics and climate specific to the organisation.

The process of recruitment does not however end with application and selection of the right people but
involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment
and selection and involvement of qualified management team, recruitment processes followed by
companies can face significant obstacles in implementation. Theories of HRM may provide insights on
the best approaches to recruitment although companies will have to use their in house management
skills to apply generic theories within specific organizational contexts.

RECRUITMENT

Recruitment is defined as, a process to discover the sources of manpower to meet the requirements
of the staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient workforce. Edwin B. Flippo defined
recruitment as the process of searching for prospective employees and stimulating them to apply for
jobs in the organization. In simple words recruitment can be defined as a linking function-joining
together those with jobs to fill and those seeking jobs.
PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates
specifically, the purposes and needs are:

Determine the present and future requirements of the organization in conjunction with its personnel-
planning and job-analysis activities.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of the selection process by reducing the number of visibly, under
qualified or overqualified job applicants.

Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Induct outsiders with a new perspective to lead the company.

Infuse fresh blood at all levels of the organization.

Develop an organizational culture that attracts competent people to the company.

Search for talent globally and not just within the company.

FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment: -

1) INTERNAL FACTORS

Recruiting policy

Temporary and part-time employees

Recruitment of local citizens

 Engagement of the company in HRP

Companys size

Cost of recruitment

Companys growth and expansion

2) EXTERNAL FACTORS

Supply and Demand factors

Unemployment Rate

Labour-market conditions

Political and legal considerations

Social factors

Economic factors

Technological factors

SOURCES OF RECRUITMENT

The sources of recruitment may be broadly divided into two categories: internal sources and external
sources. Both have their own merits and demerits.

Internal Sources: -

Persons who are already working in an organization constitute the internal sources. Retrenched
employees, retired employees, dependents of deceased employees may also constitute the internal
sources. Whenever any vacancy arises, someone from within the organization is upgraded,
transferred, promoted or even demoted.

External Sources: -
External sources lie outside an organization. Here the organization can have the services of: (a)
Employees working in other organizations; (b) Jobs aspirants registered with employment exchanges;
(c) Students from reputed educational institutions; (d) Candidates referred by unions, friends,
relatives and existing employees; (e) Candidates forwarded by search firms and contractors; (f)
Candidates responding to the advertisements, issued by the organization; and (g) Unsolicited
applications/ walk-ins.

METHODS OF RECRUITMENT

Internal Methods:

1) Promotions and Transfers:

This is a method of filling vacancies from internal resources of the company to achieve optimum
utilization of a staff member's skills and talents. Transfer is the permanent lateral movement of an
employee from one position to another position in the same or another job class assigned to usually
same salary range. Promotion, on the other hand is the permanent movement of a staff member from
a position in one job class to a position in another job class of increased responsibility or complexity
of duties and in a higher salary range.

2) Job Posting:

Job Posting is an arrangement in which a firm internally posts a list of open positions (with their
descriptions and requirements) so that the existing employees who wish to move to different
functional areas may apply. It is also known as Job bidding. It helps the qualified employees working
in the organization to scale new heights, instead of looking for better perspectives outside. It also
helps organization to retain its experienced and promising employees.

3) Employee Referrals:

It is a recruitment method in which the current employees are encouraged and rewarded for
introducing suitable recruits from among the people they know. The logic behind employee referral is
that it takes one to know one. Benefits of this method are as follows:

Quality Candidates
 Cost savings

Faster recruitment cycles

Incentives to current employees

On the other hand it is important for an organization to ensure that nepotism or favoritism does
not happen, and that such aspects do not make inroads into the recruitment process.

External Methods:

External methods of recruitment are again divided into two categories- Direct External Recruitment
and Indirect External Recruitment methods.

Direct External Recruitment Methods

1) Campus Recruitment
In Campus Recruitment, Companies / Corporate visit some of the most important Technical and
Professional Institutes in an attempt to hire young intelligent and smart students at source. It is
common practice for Institutes today to hire a Placement Officer who coordinates with small,
medium and large sized Companies and helps in streamlining the entire Campus Recruitment
procedure.

Benefits of Campus Recruitment

Companies get the opportunity to choose from and select the best talent in a short span of time.

Companies end up saving a lot of time and efforts that go in advertising vacancies, screening and
eventually selecting applicants for employment.

College students who are just passing out get the opportunity to present themselves to some of
the best companies within their industry of interest. Landing a job offer while still in college and
joining just after graduating is definitely what all students dream of.

On the negative front, campus recruiting means hiring people with little or no work
experience.
SELECTION

Introduction

The size of the labour market, the image of the company, the place of posting, the nature of job, the
compensation package and a host of other factors influence the manner of aspirants are likely to
respond to the recruiting efforts of the company. Through the process of recruitment the company
tries to locate prospective employees and encourages them to apply for vacancies at various levels.
Recruiting, thus, provides a pool of applicants for selection.

Definition

To select means to choose. Selection is the process of picking individuals who have relevant
qualifications to fill jobs in an organisation. The basic purpose is to choose the individual who can
most successfully perform the job from the pool of qualified candidates.

Purpose

The purpose of selection is to pick up the most suitable candidate who would meet the requirements
of the job in an organisation best, to find out which job applicant will be successful, if hired. To meet
this goal, the company obtains and assesses information about the applicants in terms of age,
qualifications, skills, experience, etc. the needs of the job are matched with the profile of candidates.
The most suitable person is then picked up after eliminating the unsuitable applicants through
successive stages of selection process. How well an employee is matched to a job is very important
because it is directly affects the amount and quality of employees work. Any mismatch in this regard
can cost an organisation a great deal of money, time and trouble, especially, in terms of training and
operating costs. In course of time, the employee may find the job distasteful and leave in frustration.
He may even circulate negative information about the company, causing incalculable harm to the
company in the long run. Effective election, therefore, demands constant monitoring of the fit
between people the job.

The Process
 Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the
applicant proceeds to the next one. The time and emphasis place on each step will definitely vary
from one organisation to another and indeed, from job to job within the same organisation. The
sequence of steps may also vary from job to job and organisation to organisation. For example some
organisations may give more importance to testing while others give more emphasis to interviews
and reference checks. Similarly a single brief selection interview might be enough for applicants for
lower level positions, while applicants for managerial jobs might be interviewed by a number of
people.

STEPSIN SELECTION PROCESS

STRATEGIES OF INDO TRADE INTERNATIONAL(SWEET KING)FOR SUCESSFUL

RECRUITMENT
 STEP 1: ENSURE AN UP-TO-DATE JOB DESCRIPTION

A clear, accurate and up-to-date job description is crucial to ensuring a good person-job fit. It is
worthwhile spending some time making sure that the job description matches the everyday reality of
the job.

STEP 2: EVALUATE THE RECRUITMENT STRATEGY

Periodically evaluating the effectiveness of your recruitment strategy, such as the type of sources
used for recruiting, can be a useful activity. For instance, a cost-benefit analysis can be done in terms
of the number of applicants referred, interviewed, selected, and hired. Comparing the effectiveness of
applicants hired from various sources in terms of job performance and absenteeism is also helpful.
One could also examine the retention rates of workers who were hired from different sources.

Step 3; Psychometric testing: better plan the next steps

Before undertaking the first human contact with the candidate, require him/her to complete a
psychometric test. The information revealed in a scientifically validated test will identify aspects of their
personality and situations with which your candidates will be more comfortable.

This step is not intended to be an imperative eliminator of applications, quite the contrary! It is rather to
better identify strengths and elements to work on and/or monitor in your next steps. Think beyond the
interview; if the candidate is selected, this tool will be as valid in a context of organizational
development and will accompany him/her in their new challenges within your organization.

And, as you are certainly always trying to find ways to make the most of your time, you can integrate
this step directly onto your website. Also, if you have pre-determined standard job norms for a given
position, the chances of success increase further by comparing the profiles of individuals to the
corporate norms (job standards) that you have determined. The norms specify the behaviors, personality
traits, and skills that are ideal to maximize the performance of the individual in a given position.

Step 4- Telephone interview: the very first first impression Take the time to question your
candidate by asking some general questions (related to their availability, the desired salary, etc.) and
take the opportunity to ask a question or two about what has emerged from their test with regards to the
positions requirements.

Since there is no second chance to make a good first impression, you will be one step closer to hiring
your right candidate.
Step 5- The in-person interview: to validate and predict

After gathering the required information about your candidate, asking about specific aspects of his
personality, and having confirmed their expectations for the position, a meeting is required!

If you have a general interview protocol, adapt it depending on the position, but also according to the
candidate. For example, if information on the candidates level of organization emerged from the
previous steps, ask a question that will involve his skills when faced with more spontaneous situations.

Step 6- The second interview: to clarify the skills

For very specific positions, a second interview is sometimes appropriate, whether for a technical
position, for an interview with one of your partners, or a supervisor.

Make sure to review the information and answers gathered in the previous steps; they will probably be
useful in this second meeting!

Step 7- Checking references: another check-up

Validate the references provided; previous jobs, academic training, etc. For more extensive job
positions, you may want to validate criminal records or credit histories.

Several companies offer turnkey services to audit candidates for you; do not hesitate to entrust them
with this task if you think this will positively affect your ROI.Obviously, depending on the position
sought, there are steps you might want to forgo (example: the second interview). Ask yourself which
stages are really essential to meeting your needs. The important thing is to try to learn as much as
possible about the candidate, while still meeting expected deadlines. Validate their experiences to get
familiar with their past, but also confirm their natural behaviors. This will accompany you both in the
future.Thats it, you are now ready to make your offer! If you have eliminated candidates at any stage of
this process, take the time to inform and thank them. You never know who you might meet again on
your professional path.
CHAPTER-4

DATA ANALYSIS
 Q.1 ) Does the recruitment and selection process of company meet the current legal
requirements?

Response Pattern Remarks Percentage

Strongly Agree 20 20%

Agree 30 58%

No opinion 7 14%

Disagree 2 4%

Strongly disagree 1 4%

Interpretation:

Near about 20% of the respondents are strongly agree with the statement that recruitment and
selection process of company meets the current legal requirements, and 60% are agree only so, total
80% of the respondent are in favor that the process of recruitment & selection meets the current legal
requirement.

Q 2)Does the Recruitment & Selection Policy of the company clearly stated?
 Response Remarks Percentage

Yes 45 75%

Cant say 12 20%

No 3 5%

Interpretation:

The question was raised to know that employees are aware about the companys recruitment &
selection policy or not. Near about 75% are agreed that the recruitment & selection policy is clearly
stated and only 5% are disagree.

Q3)Are you satisfied with the current recruitment policies of the company?

Response Pattern Remark Percentage

Yes 30 50%

No 20 34%

Cant say 10 16%

 Interpretation:

As per the respondent response near about 50% are says Yes with the statement that they are satisfied
with the current recruitment policies of the company, 34% employs said No and 16% said they cant
say in this statement.

Q4)Do you think use of External source for recruitment involving third party is good?

Response Pattern Remark Percentage

Yes 40 67%

No 15 25%

Cant Say 5 8%
Interpretation:

Near about 33% are disagree with the statement that external source is better for companys
recruitment process and about 67% are in favor of this statement.

Q5)Do you agree that there is scarcity of manpower at the company?

Response Pattern Remark Percentage

Strongly Agree 10 17%

Agree 10 17%

No opinion 13 21%

Disagree 22 36%

Strongly disagree 5 9%
 Interpretation:

Near about 50% are disagree with this statement, means they are not feeling scarcity of manpower
and Only 34% are agree with this statement.

Q6) Do you agree that company considers employs suggestions while assigning them job?

Response Pattern Remark Percentage

Strongly Agree 15 26%

Agree 19 33%

No opinion 15 23%

Disagree 8 14%

Strongly disagree 3 4%
Interpretation:

It is very important for any organization to consider employs suggestions while assigning them jobs.
The question was raised to know the opinion that right job is performed by right person. So 55 % are
agree and near about 20% are disagree.

Q7)Do you feel that company takes suggestions from senior/experienced employees for any kind
of recruitment decision?

Response Pattern Remark Percentage

Strongly Agree 2 2%

Agree 25 39%

No opinion 24 41%

Disagree 5 10%

Strongly disagree 4 8%
 Strongly Agree Agree No Opinion Disagree Strongly Disagree

2%
8%

10%

39%

41%

Interpretation:

Nearly 45% are agree with this statement and 20% are disagree but surprisingly 40% gave no opinion
this means they are not aware about other competencies.

Q8)Do you agree that employees competency matches with the job specification?

Response Pattern Remark Percentage

Strongly Agree 10 17%

Agree 20 33%

No opinion 19 32%

Disagree 10 16%

Strongly disagree 1 2%
 Strongly Agree Agree No Opinion Disagree Strongly Disagree

2%

16% 17%

32% 33%

Interpretation: This interpret ate that company is recruiting the employs according to their
capabilities as 50% people are agreeing that they are recruited according to their competency, But 20%
of the people also thinks that they are not recruited according to their qualification.

Response Remark Percentage

Yes 57 95%

No 3 5%
 Interpretation:

About 95% of the employee said that they are timely inform about their selection or rejection while 5
% doesnt agree with the above statement.

Q 10) Do you think the current recruitment process is capable to judge your capabilities?

Response pattern Remark Percentage

Strongly Agree 15 28%

Agree 25 40%

No opinion 2 4%

Disagree 10 20%

Strongly disagree 8 8%
Interpretation:

Near about 70% of the candidates are satisfied with the selection procedure and this shows right person
is in right job but near about 30 % are not satisfied so this shows that selection process also needs
some changes.
 CHAPTER-5

FINDINGS & CONCLUSIONS

 FINDINGS

After a thorough study and discussion on the companies recruitment & selection policy, to know its
effectiveness in the organization a self designed questionnaire has been prepared to gather the views
of employees.

The questionnaire contains 10 questions related to recruitment & selection topic. The questionnaire
has been distributed to 60 employees from various departments (HRD, Marketing, Legal (SCM),
PNS, and Finance & Logistic) and asked them to answer the questions by selection the given choices.

These are the findings:

The process of recruitment & selection that is followed by the company is helpful to meet the
companys manpower requirement to some extent.
The recruitment & selection policy of company is clearly stated but no updation according to
the companys objective.
Company is highly dependent on employees referral for higher position and for lower posts
company prefers job portals and outsourcing.
Company is recruiting right candidate for right job but some respondent are disagree so
selection process needs improvement and proper verification of recruitee.
Candidates are timely informed for their selection and also for their rejection.
Too much time taken by the HRD in recruiting some important urgent posts.

Some respondent are satisfied with the external source of recruitment, It is observed that most
of the candidates are recruited through Reference or other internal source and about 50% have
no opinion.
After analysis it is better to get the manpower by internal source as they are aware about that
candidate skill and behavior but sometimes company will not get right candidate.
The processof recruitment & selection, which is followed by the company, is helpful to meet the
companys manpower requirement.
The company is considering employs suggestions while giving them jobs of their capabilities.
But on the other side there is a small portion of people who thinks that their suggestions are not
entrained.
 The recruitment & selection policy of company is clearly stated and it requires little bit change.
After analysis it is better to get the manpower by internal source as they are aware about that
candidate skill and behavior but sometimes company will not get right candidate.

CONCLUSION

The company is following all legal requirements i.e. which are based on the governmental norms
relating to the Job security, Minimum wages, Working conditions, Minimum age of Working
etc.

The company is clearly stating to all the employees and the person who all are applying job in
the company about the policies on which they are recruiting and doing selection procedure.

Some people in the company thinks that there is scarcity of manpower in the company according
to the needs as day-by-day the companys production is increasing, which is not matching with
the man force in the company.

The company is taking the employees decision while assigning them job which is very good as
the employee always knows about its capability that how much work he/she can do for the
company, so it is concluded that the company is giving chance to employees to take job
according to their capability.

The company is allowing the current employee reference for recruiting new people in the
company through which the trust can be built on the employees. So it is concluded that the
company is taking right decision for themselves.
 CHAPTER 6

SUGGESTIONS
 After concluding the study of the companies recruitment policy, interaction with some of the
recruitment manager, company associates and based on the responses received from the associates
the following suggests are made to the company for further improvement of the policy.

The organization should not majorly Clear job description is given to the candidates at the time
of interview itself, to avoid disappointment after joining.
The candidate should be informed in time whether they have been selected or not. There should
not be any delay in informing the candidate.
There should be reliability on external sources.
Recruitment feedback should be taken by the candidates to improve the recruitment process.
The employees should be called for the interview only after checking their educational
qualifications and job experience in a proper way so as to save the time and cost involved in the
recruitment process.

There should be the application bank as the major source for the details of the candidate for
recruitment purpose.

Follow up to be done to the newly engaged employees to ensure that they have settled in and to
check on how well they are doing. If they have any problems it is better to identify them at an
early stage rather than allowing them to fester.
Internal job posting should be preferred to reduce cost of recruitment.
Organization should use social networking sites for creating pool of good candidates.
APPENDIX
 SAMPLE QUESTIONAIRE
Name;-
Age;-.
Contact number;-.
[Kindly tick () the options you think are right]

1) Does the recruitment and selection process of company meet the current legal
requirements?
a) Strongly Agree
b) Agree
c) No opinion
d) Disagree
e) Strongly disagree

2) Do you agree that Recruitment & Selection Policy of company is clearly stated?
a) Strongly Agree
b) Agree
c) No opinion
d) Disagree
e) Strongly disagree

3) Are you satisfied with the current recruitment policies of the company?
a) Yes
b) No
c) Cant say

4) Do you think use of External source for recruitment involving third party is good?
a) Yes
b) No
c) Cant say
5) Do you agree that there is scarcity of manpower at the working place.
a) Strongly Agree
b) Agree
c) No opinion
d) Disagree
e) Strongly disagree

6) Do you feel that company considers employees suggestions while assigning them job
a) Strongly Agree
a) Agree
b) No opinion
c) Disagree
d) Strongly disagree

7) Do you feel that company takes suggestions from senior/experienced employees for any
kind of recruitment decision
a)Strongly Agree
b) Agree
c) No opinion
d) Disagree
e) Strongly disagree

8) Does the employees competency match with the job specification?

a) Strongly Agree
b) Agree
c) No opinion
d) Disagree
e) Strongly disagree

9) Do you think that the candidates are timely informed about their selection and rejection?

a) Yes
b) No
 c) Cant say

10) Do you think the current recruitment process is capable to judge your capabilities?
a) Yes
b) No
c) Cant say

Suggestion ,if any;-

BIBLIOGRAPHY
 Books:

Bernardin H. John Human Resource Management, Fourth Edition, Mc Graw Hill, 2000.
S Denisi Angelo Human Resource Management, Second Edition, Biztantra, 2005.

Dessler Gary, Human Resource Management Tenth Edition, Pearson Education, 2007

KothariC.R., Research Methodology Methods and Techniques, Second Edition, New Age
International Publishers, 2004.

Newspaper Articles (TIMES OF INDIA);

Abhishek Agarwal - EzineArticles.com Expert Author

Recruitment and Selection by Duncan Brodie-EzineArticles.com Expert Author.

Websites:

www.sweetking.co. in
www.scribd.com
www.wikipedia.com
http://dir.indiamart.com/impcat/jelly-candies.html
http://www.researchandmarkets.com/reports/39940/the_global_confectionery_market_trends_an
d
http://articles.economictimes.indiatimes.com/2013-08-01/news/40963259_1_chocolate-
consumption-chocolate-market-indian-consumers