This action might not be possible to undo. Are you sure you want to continue?
RECRUITMENT AND SELECTION PROCESS IN ‘FMCG’ SECTOR Under the Supervision of Ms. xxxxxxxxx In the partial fulfillment of the requirement for the award of Degree of Master of Business Administration of xxxxxxx, xxxxx (Batch xxx)
Submitted By: xxxxxxxx MBA 2nd SEMESTER SECTION B xxxxxx (2009 – 11)
I avail this opportunity to express my deep sense of gratitude and sincere thanks to esteemed Ms. xxxxxxx (Professor, Human Resource management) for her precious guidance, constant inspiration, intelligent critics and sustained encouragement, which helped me to carry out this dissertation. The first and foremost factor, which motivated me to do the project, is sincere direction and magnanimity of my Project Guide Ms. xxxxxx. A work of this nature would not have been possible without the perpetual encouragement received from her. I am extremely grateful for her kind gesture, which I will remember throughout my whole carrier. This work is an outcome of whole hearted inspiration, valuable encouragement of Faculty of Human Resources of xxxxxxxxxx.
Above all I owe a debt of gratitude to my parents for their encouragement. At last but not least, I am thankful to all the persons who have directly or indirectly co-operated me for this work.
Table of Content
1. Introduction to recruitment and selection…………….. • • •
Recruitment………………………………………. 05 Selection………………………………………........10 Process of recruitment and Selection ………… 12 15 16 17 20 22 23 25 27 30 31
2. What are FMCG Goods………………………………… 3. Indian FMCG Sector..…………………………………... • •
Top Ten FMCG Companies in India ………........ Recent Developments in Indian FMCG Sector….
4. Introduction to UNILEVER……………………….........
Recruitment & Selection process of UNILEVER..
5. Introduction to P & G …………………………………
Recruitment & Selection process of P & G ………
6. Conclusion………………………………………………… 7. Bibliography…………………………………………........
This objective translates into the adoption of the best recruitment and selection methods and instituting measures to retain and develop them. So. 4 . but in its people. An organization’s real advantages over its competitors lie not so much in its products. But it’s a challenge organizations really need to get to grips with.Introduction to Recruitment and Selection Finding and keeping the right people is one of the biggest and most important business challenges this decade. to achieve goals. services or technology. It wants the right person for the right job every time it recruits. productivity can be improved by ensuring that the organization attracts the best talent at the lowest possible cost. On the human resources front. skills and abilities it needs now and in the future. an organization needs to pinpoint what people.
5 . To search for talent globally and not just within the company. To anticipate and find people for positions that does not exist yet. • • • • • • To induct outsiders with a new perspective to lead the company. Employing the techniques to attract candidates. To design entry pay that competes on quality but not on quantum. • • • Developing suitable techniques to attract the desirable candidates. Objectives of Recruitment • To attract people with multi-dimensional skills and experiences that suits the present and future organizational strategies. To develop an organizational culture that attracts competent people to the company. To infuse fresh blood at all levels of the organization. Sub-System of Recruitment The recruitment consist of following sub functions:• Finding out and developing the sources where the required number and kind of employees will be available. “a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce”. Stimulating as many candidates as possible and asking them to apply for jobs irrespective of number of candidates required.RECRUITMENT Recruitment is defined as.
Availability of most suitable candidates for jobs relatively or equally to the external source. 3. 2. As such. To the policy of the organization to motivate the present employees. nepotism etc. the management is not free to find out or develop the source of desirable candidates and alternatively it has to diver its energies for developing the sources within the limits of those factors through it cannot find suitable candidates for the jobs. by Sources of Recruitment 1. 6 . To meet the trade union demands.Factors Affecting Recruitment The first activity of recruitment i. Influence of trade unions. Government regulations regarding reservations of certain numbers of vacancies to candidates based on community/region/caste/sex • Influence of recommendations. Internal Sources of Recruitment a) Present Permanent Employees: Organizations consider the candidates from this source for higher level jobs due to: 1. searching for prospective employees is affected many factors like:• Organizational policy regarding filling up of certain percentage of vacancies by internal candidates.e. • • • Local candidates (sons of soil).
Sometimes the organizations prefers to re-employ their retired employees as a token of their loyalty to the organization d) Dependents of Deceased. c) Retrenched or Retired Employees: .b) Present Temporary or Casual Employees. Disabled. Retired and Present Employees: Some organizations have a view to develop the commitment and loyalty of not only the employee but also his family members and to the dependent of deceased. as they can select employees after judging their ability to fit into their work culture. a memo should be written to appropriate supervisor stating that a job vacancy exist. disabled and present employees. Internal Methods of Recruitment a) Job Posting: When a human resource requisition form is received. b) Employee Referral Schemes: Employee referral schemes or personal networking for some firms are the preferred means of recruitment. trade union pressure and the like . The organization takes the candidates for employment from the retrenched employees due to obligation. Organizations find this source to fill the vacancies relatively at the lower level in order to motivate them on the present job. A copy of the memo should be posted on all notice boards by the supervisors so as to ensure that the employee who might qualify is made aware of the job. 2. 7 .
its prompt response. 4. Most of the organizations depend on this source for highly specialized positions and executive positions. A transfer can be to a higher level or the same level. Engineering etc. participants of the organization in the local activities. (b) Private Employment Agencies/ Consultants: Private employment agencies perform the recruitment functions on behalf of a client company by charging fee. 3. (c) Public Employment Exchange: The Government has set-up Public Employment Exchange in the country to provide information about vacancies to the candidates and to help the organizations in finding out suitable candidates. level of unemployment.c) Promotions and Transfers: Promotion is a move from employee’s current position into a different position into a higher salary grade and a transfer is a move to any other job in another department. Arts. 8 . Commerce. Casual Applicants: Depending upon the image of the organization.External Sources of Recruitment a) Campus Recruitment: Different types of organizations can get inexperienced candidates of different types from various educational institutions like Colleges and Universities imparting education in Science.
In view of this fact and in order to satisfy the trade union leaders.candidates apply casually for jobs through mail or hand over the applications in Personnel Department. 5. experienced candidates are available in organizations producing similar products or engaged in similar business. management enquires with the trade unions for suitable candidates. 9 . by a large number of companies to enable the employee to reach out to a large target audience. specialized journals. Trade Unions: Generally. managers. 7. etc. Similar Organizations: Generally. Employment Advertisement: Advertisements are taken out in newspapers. magazines. Such websites have facilities where prospective candidate can upload their CVs and apply for jobs suited to them. unemployed or underemployed persons or employees seeking change in employment put a word to the trade union leaders’ with a view to getting suitable employment. The management can get most suitable candidates from this source. 6. Online Recruitment: Recruitment websites and software make possible for managers to access information that is crucial to managing their staff. Such sites also make it possible for recruiters and companies to post their staffing requirements and view profiles of interested candidates. 8.
3.SELECTION After identifying the sources of human resources. If the right person is selected he/she is a valuable asset to the organization and if faulty selection is made. Employee specifications (physical. Significance of Selection Process Selection of personnel for an organization is a crucial. complex and continuing function. The selection procedure cannot be effective until and unless. social. The ability of an organization to attain its goals effectively and to develop in a dynamic environment largely depends upon the effectiveness of its selection programs. have been clearly specified. the remaining functions of personnel management. Requirement of the job to be filled. The selection procedure is the system of functions and devices adopted in a given company to ascertain whether the candidates’ specifications are matched with the job specifications and requirements. 1. mental. 10 . Candidate for screening have been attracted. 2. The process of personnel selection involves collecting information about individuals for the purpose of determining suitability for employment in a particular job. the employee will become a liability to the organization. searching for prospective employees and stimulating them to apply for jobs in an organization. the next action to be taken by the management is to perform the function of selecting the right employees at the right time. employee-employer relations will not be effective. In a situation where the right person is not selected. etc) have been clearly formulated.
These tests require the examinee to perform tasks that are performed on the job. 11 . conscientiousness and openness to experts. It is useful in determining if the applicant has requisite communicative or social skills which may be necessary for the job. the skills and abilities that are most essential for success in a given job”. observed under similar situations. emotional stability. These tests may be characterized as General Intelligence Tests and Aptitude Tests.Methods Used In Selection Process (a) Interviews: A selection procedure designed to predict future job performance on the basis of applicants’ oral inquiries. (d) Work Sample Tests: They are designed to have high content validity through a close relationship with the job. (e) Assessment Centre: An Assessment Centre can be defined as. (b)Personality Test: Personality tests typically measure one or more of five personality dimensions: extroversion.” a variety of testing techniques designed to allow candidates to demonstrate. under standardized condition . (c) Cognitive Ability Tests: These are paper and pencil or individualized assessment measures of an individual’s general mental ability or intelligence. agreeableness. They usually have some sort of in-basket exercise which contains contents similar to those which are found in the in-basket for the job which is being tested.
Attracting Candidates: Recruitment is about attracting candidates who are qualified and capable of carrying out the job. It is an indication of attainment. 12 . they also include to whom the position reports. 3. Employee Specification: Job description can be the basis for employee specification. in the context of the employing organization. Job Description: Job descriptions are lists of the general tasks. and responsibilities of a position. abilities and aptitudes needed to enable an individual perform a task to the required standard and to achieve the desired objectives. salary range for the position. This describes the attributes needed by a person best suited to perform the duties of the job or to fill the role. If good quality information is given to the candidates before the start of appointment. Hence this helps the recruiter in making judgments about the applicants. 4. specifications such as the qualifications needed by the person in the job. This is when the potential candidates are told about the vacancy and encouraged to express their interest in the job. or functions. Typically. etc. chances of the appointment being successful are increased. 2. achievement. Making Decisions: The presentation as well as the content of the application influences the recruiter when making short listing decisions.PROCESS OF RECRUITMENT AND SELECTION 1.
or colleagues. Comprehensive Interview: The applicant may then be interviewed by the personnel department interviewers. Ability tests measures mainly mental. personality tests are means of measuring characteristics. recruiters will be confronted with a number of potentials applicants. Performance tests are means of measuring practical ability on a specific job. potential supervisors. Based on the job description and job specification. In general terms. executives within the organization. applicants are asked to complete the organization’s application form. Employment Tests: An employment test is a means of assessing a job applicant’s characteristics through paper-and-pencil responses or exercise. 6. their skills and their accomplishments. feelings and behaviors. the application form gives a synopsis of what applicants have been doing. personality and performance tests. Completion of Applications Form: Once the initial screening has been completed. The 13 . mechanical and clerical abilities or sensory capacities. some of the respondents can be eliminated by sharing the job description information with the individual. Initial Screening: If the recruiting effort has been successful. 7. 8. such as patterns of thoughts.5. Three major types of tests used in the selection process are ability.
Final Employment Selection: Those who perform in the entire above steps are considered or eligible for employment. 10. 11. These areas consist of assessing one’s motivation. The actual hiring decision is made by the Manager in the department that has the position open. 9. It also includes verifying the educational accomplishments shown on the application and contacting personal references. 14 . ability to work under pressure and ability to fit in with the organization. Background Investigation: This steps includes contacting former employers into confirm the candidates work record and to obtain their appraisal of the performance in the previous job.comprehensive interview is designed to probe into areas that cannot be addressed by the application form or tests. Physical Examination: The applicants may have to take a physical examination which is intended to screen out those individuals who are unable to comply physically with the requirements of the job and the organization.
GPS Systems and Laptops. and plastic goods. These are replaced more frequently than other electronic products. digital cameras.FMCG Sector What are Fast Moving Consumer Goods (FMCG)? Products which have a quick turnover. packaged food products. tissue paper. tooth cleaning products. and relatively low cost are known as Fast Moving Consumer Goods (FMCG). batteries. White goods in FMCG refer to household electronic items such as Refrigerators. consumer electronics. 48. MP3 players. soft drinks. soap. FMCG may also include pharmaceuticals. bulbs. and chocolate bars. shaving products and detergents. the Rs. FMCG products are those that get replaced within a year. In 2005.000-crore FMCG segment was one of the fast growing industries in India. A subset of FMCGs is Fast Moving Consumer Electronics which include innovative electronic products such as mobile phones. TVs. etc.3% in value between 2004 and 2005 15 . Music Systems. as well as other non-durables such as glassware. cosmetics. the industry grew 5. Examples of FMCG generally include a wide range of frequently purchased consumer products such as toiletries. According to the AC Nielsen India study. paper products.
and soft drinks are the three biggest categories in FMCG. Fifteen companies own these 62 brands. toothpaste. and 27 of these are owned by Hindustan Lever. cigarettes. The Indian Economy is surging ahead by leaps and bounds.4 billion in 2015 from US $ billion 11. The big firms are growing bigger and small-time companies are catching up as well. The middle class and the rural segments of the Indian population are the most promising market for FMCG. These are figures the soft drink and cigarette companies have always shied away from revealing. Between them. Well-established distribution networks.Indian FMCG Sector The Indian FMCG sector is the fourth largest in the economy and has a market size of US$13. as well as intense competition between the organised and unorganised segments are the characteristics of this sector. Britannia takes the fifth place.6 in 2003. Nirma (7). they account for 35 of the top 100 brand 16 . keeping pace with rapid urbanization. and the balance by Indian companies. According to the study conducted by AC Nielsen.1 billion. and give brand makers the opportunity to convert them to branded products. It has been predicted that the FMCG market will reach to US$ 33. 62 of the top 100 brands are owned by MNCs. in India. have low per capita consumption as well as low penetration level. etc. Pepsi is at number three followed by Thums Up. Most of the product categories like jams. shampoos. FMCG in India has a strong and competitive MNC presence across the entire value chain. Personal care. but the potential for growth is huge. and rising per capita income. Coca-Cola (8) and Parle (9). skin care. followed by Colgate (6). increased literacy levels.
Procter & Gamble Hygiene and Health Care 10. Hindustan Unilever Ltd. Marico Industries 17 . Cadbury India 8. Companies 1. Britannia Industries 9.NO. GCMMF (AMUL) 5. ITC (Indian Tobacco Company) 3. Asian Paints (India) 7.THE TOP 10 COMPANIES IN FMCG SECTOR S. 2. Nestlé India 4. Dabur India 6.
US$ 420 million) in 2005-2006. curd. i.637 crore. ITC alone accounts for 60% volume market share and 70% by value of all filter cigarettes in India. 21.799 crore or 54% of the personal care category. dominates the biscuits category and has launched a series of products at various prices.The companies. Goodknight from Godrej. Lifebuoy. Dabur is among the top five FMCG companies in India and is a herbal specialist. milk. and just below the personal care category. Godrej. Britannia also ranks in the top 100 FMCG brands. has a good presence in the food category with its ice-creams. India's largest foods company. is worth above Rs 217 crore. Amul. Vicks. The personal care category has the largest number of brands. Godrej and Reckitt are two players. and others. chapattis by HLL. The food category has also seen innovations like softies in ice creams. followed by Reckitt's Mortein at Rs 149 crore.e. ITC. There are 11 HLL brands in the 21. aggregating Rs. ready to eat rice by HLL and pizzas by both GCMMF and Godrej Pillsbury. Nestle and Amul slug it out in the powders segment. although P&G's Head and Shoulders and Pantene are also trying hard to be positioned on top. Cigarettes account for 17% of the top 100 FMCG sales. In the shampoo category. Clinic is nearly double the size of Sunsilk. and Ponds. With a turnover of Rs. inclusive of Lux. Dabur has brands like 18 . and so on. HLL's Clinic and Sunsilk make it to the top 100. cheese. 4. In the household care category (like mosquito repellents). listed above are the leaders in their respective sectors. aggregating Rs. Fair and Lovely.. This category has 18 major brands. 19 billion (approx. butter. 3. The foods category in FMCG is gaining popularity with a swing of launches by HLL. This category seems to have faster development than the stagnating personal care category.
Asian Paints is enjoying a formidable presence in the Indian sub-continent. Dabur Chyawanprash.6 billion (around USD 513 million). The Rs. promotion and innovation of products. Hajmola and Real. Earlier.6 billion (USD 380 Million) Marico is a leading Indian group in consumer products and services in the Global Beauty and Wellness space. with a turnover of Rs. 5 Star. Its popular brands include Cadbury's Dairy Milk. South Pacific. clothes of different brands are available and the same consumers are willing to pay more for branded quality clothes. Forbes Global magazine.15. Far East. Eclairs. Outlook There is a huge growth potential for all the FMCG companies as the per capita consumption of almost all products in the country is amongst the lowest in the world. Indian consumers were using non-branded apparel.22. ranked Asian Paints among the 200 Best Small Companies in the World Cadbury India is the market leader in the chocolate confectionery market with a 70% market share and is ranked number two in the total food drinks market. Southeast Asia. Africa and Europe. Middle East. It's the quality. USA.Dabur Amla. 19 . Caribbean. which can drive many sectors. but today. Again the demand or prospect could be increased further if these companies can change the consumer's mindset and offer new generation products. Vatika. and Gems. Asian Paints is India's largest paint company.
Corporate Social Responsibility FMCG companies have now started taking Corporate Social Responsibility seriously. Most brands link themselves with the social causes. to encounter domestic violence. Surf Excel is funding the education of children. Ponds has tied up with the United Nations Development Fund(UNDF) for Women. For instance. 20 . thereby linking consumers with the brands and gaining goodwill in the market.
Breyers ice creamBoursin cheese. Unilever had operations in 40 countries. soups and seasonings (Lipton's Yellow Label is one of the most popular teas in the world) and--phew!--Karo syrup. Q-tips. Lipton teas. Bertolli sauces. Flora and Becel spreads and yogurt drinks.INTRODUCTION TO UNILEVER Unilever was formed through the 1930 merger of Dutch margarine company Margarine Unie and British soap maker Lever Brothers. Pond's face products. These days. Unilever has diversified its product offerings far beyond margarine and soap. olive oil and frozen prepared meals. but soon expanded its reach. Wish-Bone salad dressings. shampoo. deodorant and more. In the beginning. body wash. Ragu sauces. The 1950s saw the company focusing on growth by investing in research and new technologies. Dove soap. Knorr soup mixes. while it began expanding through acquisitions in the 1970s and 1980s. 21 . seasonings and sauces. The combination of the two companies made good sense--they both used the same raw materials. had similar distribution channels and participated in large-scale marketing of household products. The company controls a supermarket's worth of brands: Hellmann's mayonnaise.
Internships provide a chance to learn about the challenges in your chosen career area while getting a taste of what it's like to be part of our team. You'll also benefit from training. 22 .Recruitment and selection policy of uniliver Applications and Recruitment Continuous throughout the year “Competency Based Recruitment” to ensure outstanding performance • • • • • • • • New recruits – 6 % of management strength No specific University or Department preference No minimum GPA Only fully completed forms go through assessment “Track Your Status” online Vacancies are not announced Interviews among “approved” forms submitted or modified within the last 6 months Max 2 more stages after the “approved” form Interns Outstanding. proactive students can gain an insight into how we work and contribute to projects of real importance to our business through internships. Unilever Turkey Project Internship Program is designed for undergraduates who have completed 3rd year or master students in their 1st year. one-to-one mentoring and appraisals with your line manager.
First bounce individuals Unilever Turkey’s recruitment consists mostly of fresh graduates and people who have at most 2 years of full time work experience. However we sometimes look for people who have experience more than 5 years for some specific mid-career manager roles. A variety of learning opportunities support your ongoing development. However we sometimes look for people who have experience more than 2 years but not yet reached a mid-career manager level. Mid-career managers Unilever Turkey’s recruitment consists mostly of fresh graduates and people who have at most 2 years of full time work experience. as well as regular feedback. We also encourage graduates to complete an international assignment in their early years. In line with this strategy. there has been a plenty of mid-career recruitment in the past 5 years. We recruit Mid-career managers into senior positions and have career management processes that ensure your need for challenge. stimulation and both career and personal development are met. you're eligible to apply. development and career plans 23 . Early Development Program develops professional skills and competencies through structured training and on-the-job learning. Unilever prefers/has preferred promotion within its own employees who were developed and prepared into higher levels. gained in real jobs with real responsibility. however.Graduates It's how many of our directors started out and if you're a final year student or have graduated within the last two years.
In India Proctor & Gamble has two subsidiaries: P&G Hygiene and Health Care Ltd. Vicks Cough Drops and Vicks Inhaler. It has in its kitty global brands such as Ariel and Tide in the Fabric Care segment. Pantene. (P&G) is an American company based in Cincinnati. It has in its portfolio famous brands like Vicks & Whisper. a branch of Vicks Product Inc. P&G Home Products Limited deals in Fabric Care segment and Hair Care segment. RHL introduced Clearsil. RHL launches Vicks Action 500 and in 1984 it set up an Ayurvedic Research Laboratory to address the common ailments of the people such as cough and cold. In 1979. Procter & Gamble's relationship with India started in 1951 when Vicks Product Inc. 500 crores. and Rejoice in the Hair Care segment. In May 1967. and P&G Home Products Ltd. and Head & Shoulders.Introduction to Procter & Gamble India Procter & Gamble Co. Ohio that manufactures a wide range of consumer goods. then America's number one pimple cream in Indian market. a public limited company. P&G Hygiene and Health Care Limited is one of India's fastest growing Fast Moving Consumer Goods Companies with a turnover of more than Rs. In 1964. 24 . India. Richardson Hindustan Limited (RHL) was formed which obtained an Industrial License to undertake manufacture of Menthol and de mentholised peppermint oil and VICKS range of products such as Vicks VapoRub. USA entered Indian market.
In 1991. Procter & Gamble India divested the Detergents business to Procter & Gamble Home Products and started marketing Old Spice Brand of products.world's number one selling diaper brand. USA in 1993 and it launched launches Ariel Super Soaker. USA and its name was changed to Procter & Gamble India. 25 . Procter & Gamble Home Products Limited launched Pampers . In 2003. In 1989. In 1999 Procter & Gamble India Limited changed the name of the Company to Procter & Gamble Hygiene and Health Care Limited. In 1993. Procter & Gamble India launched Whisper . In 2000.In October 1985. The Procter & Gamble Company. Procter & Gamble Home Products introduced Tide Detergent Powder . In 1997 Procter & Gamble Home Products launches Head & Shoulders shampoo. In 1992.the breakthrough technology sanitary napkin. Today.the largest selling detergent in the world. P&G India launched Ariel detergent. In the same year Procter & Gamble India divested the Detergents business to Procter & Gamble Home Products. RHL became an affiliate of The Procter & Gamble Company. P&G Home Products Limited was incorporated as 100% subsidiary of The Procter & Gamble Company. Procter & Gamble Home Products entered the Haircare Category with the launch of Pantene Pro-V shampoo. US increased its stake in Procter & Gamble India to 51% and then to 65%. Proctor & Gamble is the second largest FMCG company in India after Hindustan Lever Limited. In 1995.
Carefully read the description of the job or internship or course/seminar that is posted so you can choose THE job that best fits your aspirations and interests. If you decide 26 . Click the actual Job title to go to the Job description and the “Apply Online” button. We therefore ask you to review our Personal Data Privacy Statement. Select Your Preferred job in the Job List You can view all jobs or you can narrow in on the type job and location you prefer by using the Search Engine. review the resulting jobs list and find your preferred job.Recruitment and selection procedure of Procter & Gamble P&G’s Recruitment Process is 7 steps. Review the Personal Data Privacy Statement P&G is legally obliged to obtain your authorization to collect and process your personal data. Select from the Job Category list to find the function or career path in which you are interested Select from the Job Location list to identify where you have eligibility to work Then. Find Jobs and Apply To start the online application process use the Find Jobs and Apply bar at the top of the page to search for open positions. and starts with you applying online to one of current job postings.
No record will be kept on your acceptance of the Personal Data Privacy Statement in such a case. it is important you set up and maintain one User Name and One Email Address unique only to you. and whether P&G is the best environment to utilize 27 .you are not ready to submit your application to P&G after viewing our job listings. Complete the Online Application To best secure and manage your personal record. Based on the information you provide both in your online application and via the online assessment. we can make an informed decision on whether your skills meet the requirements of the job you chose. Your replies to our online assessment tell us about your skills and interests and begin to create a better picture of who you are and how you might contribute within our company. Your email address allows us to communicate with you throughout the recruitment process. you may also be asked to answer questions relevant to the posting. You will also be asked for your personal and educational data. Please have your resume/CV available electronically so it is easy for you to copy & paste into the online application form. simply exit the page before logging in. you will receive a notification of receipt. Depending on the job. your resume/CV and any attachments you feel important to share. Complete the On-Line Assessment After completing the online application you may be asked to complete an online assessment with multiple choice questions. Upon submission of your application.
If you are invited to an interview. After the interviews. what we do and how we do it. During your interview process. You will be invited to complete the test at a specified location. Take the Reasoning Test The Reasoning Test is the next step along the way for those going forward. and introduce you to the environment inside P&G. we will invite you to take our Problem Solving Test. prepare by thinking about your experiences. If your skills and interests are a good fit at this stage of our recruitment process. You will also be introduced to the responsibilities you should expect in your P&G job. answer your specific questions about the work. The questions are focused around seeing if you have the characteristics we feel are important to succeed at P&G. We'll ask you questions that will give us an insight into your capabilities and personality. You'll meet with a panel of P&G people who will conduct the interviews.your talents and achieve your goals. we'll determine whether or not to offer you a job at P&G. We would like to offer you a Practice Test that will help you get used to the kind of problems on the test and the speed at which you will need to work Interview with P&G The Interviews are an opportunity for us to learn more about you and for you to learn more about us. 28 . you will be invited to a P&G site so you can find out more about who we are.
CONCLUSION It is very important to have efficient HR department in any organization in order to achieve its targets rightly. We all know recruitment and selection of employees plays a very important role in the growth of any organization as they can be an asset to the organization as well as a liability for an organization. This is a very lengthy process which includes lots of hard work done by the HR people. They are the one who gather information regarding how much staff is required in which branch and decides the criteria on the basis of which people are being selected. So it is important that an organization should have a good HR department so that right type of employees are selected for right job As good as is the recruitment and selection process the selection of employees becomes easier and best out of the total applicants gets selected. 29 . who will become strength of the organization.
Gupta. Human Resource Management 2.in 30 .P. Tata Mcgraw Hill Websites: 1. www. Human Resource Management 4. S. Human Resource Management. www.google. John M.com 4 www. Decenzo.nestle. www. and Robbins.B. Fundamentals of Human Resource Management 3. Ivancevich.com 3.com 2. D. Desslar Gary.BIBLIOGRAPHY Books: 1. C.wikipedia. .uniliver.A.
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue listening from where you left off, or restart the preview.