A SUMMER INTERNSHIP PROJECT REPORT

ON
“RAJESH EXPORT LTD”
MASTER OF BUSINESS ADMINISTRATION

SAMBALPUR UNIVERSITY

2019-2021

SUBMITTED TO SUBMITTED BY
DR. D.K MAHALIK Abhinav mishra
H.O.D OF BUSINESS ADMINISTRATION ROLL NO: 1419MBA34

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 DECLARATION

I hereby declare that the project work entitled “RAJESH EXPORT LIMITED"
submitted to the Sambalpur University, is a record of an original work done by
me under the guidance of Dr. D.K Mahalik, at this project work is submitted in
the partial fulfilment of semester. The results embodied in this thesis have not
been submitted to any other University or Institute.

ABHINAV MISHRA
ROLL NO: 1419MBA34

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 ACKNOWLEDGEMENT

We express our sincere gratitude to Dr. D.K Mahalik Sir for giving us the
opportunity to undergo this project. We further thank him for lending a
helping hand when it came to solving our problem related to the project. This
project would not have been possible without his valuable time and support.
We also thank DEPARTMENT OF BUSINESS ADMINISTRATION, SAMBALPUR
UNIVERSITY for an opportunity to undertake a soft skill project at this crucial
time in our life in MBA which helped us to understand the topics deeply which
were untouched before.

ABHINAV MISHRA

ROLLNO:1419MBA34

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 CERTIFICATE

This is to certify that " RAJESH EXPORT LIMITED " submitted to Sambalpur
University, Jyoti Vihar in partial fulfilment of the requirement for the award of
Degree master of Business Administration is a genuine work done by DHIRAJ
KUMAR SARAF under my supervision and Guidance.

DR. D.K. MAHALIK

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RAJESH EXPORTS LIMITED COMPANY

Adress :- No4 Batavia chambers, kumara road, kumara park east Bangalore
-56001 india

Contact no :- +91-80-42842112

Fax no :- +91-80-22282215

Email id :- general@rajeshindia.com

Website :- www.rajeshindia.com

ABOUT COMPANY

Rajesh exports limited company is located in bangalore(india) this company

highly successful in gold refining and also the company acquired the largest
gold refiner in the world valcombi of balerna , switzerland etc

Our company’ s team members are all over india. They are all professional
recruiters who offer recruitment service in all over the world. our company
providing a wide range of recruitment solution for various requirments

Our company was established in 1989. Rel is leading india and international
company for middle and top management requirements. our company ranked

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495th in 2019 with revenues of more than 25,142 million. It makes the 8 th
largest company in india by revenue

EXECUTIVE SUMMARY

Today human resources bare the most important thing of an organization. The
success and failure of an organization depend upon the organization people
who are working there in. If any people of an organization didn’t positive and
creative minded for their organization then the organization couldn’t progress
or run properly. All that people have to work effectively and efficiently in an
organization. They have to motivate all the colleagues, sub-ordinates and
different workers of their organization. If the organization and organization’s
people have their different goal then they never achieved their goal. They have
to keep the present as well as the future requirements of the organization in
mind.

The objective of human resources are planning, organizing, directing,

controlling, recruitment and selection, training and development career
planning, transfer and promotion.

Recruitment and selection play important role in an organization. where they

recruit and select the right people for their vacancies. Now days candidates
have shortage of skills and new technology and putting pressure to them and
they have to go through this type of situation to get the job in an organization.
Before recruit any candidates they check qualification, skill, talents etc. If the

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candidates full fill all the requirements of an organization then the recruiter
recruit the candidates for organization. Some organization take interview for
recruitment, some organization takes written test and interview for
recruitment, some organization take interview in phone call for recruitment,
some organization take interview in video call for recruitment.

RECRUITMENT is defined as the process of finding and hiring the best qualified
candidate from inside or outside of an organization for job in a timely and cost
effective manner.

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INTRODUCTION

Rajesh Exports Limited (REL) headquartered in Bangalore, they manufactures

gold & diamond jewellery. REL exports their products to world wide and
distributes them within India to all wholesale jewellery market. REL also retails
its products through their own network of retail jewellery showrooms “Shubh"
Jewellers spread across India.

REL has set up the art jewellery manufacturing unit at Whitefield, Bangalore.
The construction of the Whitefield was started in the year 2001 and completed
in the year 2003. The factory has been specifically designed for the most
demanding needs of jewellery manufacturing. REL give the best manufacturing
facility is the largest jewellery manufacturing facility in the world.

REL has established a world selling network that contains a reach in North
America, Europe, and Asia & Australia. REL conjointly has set–up a domestic
selling network across most of the Indian states. Within the international
markets REL provides to giant scale whole sellers and has established
relationships spanning over an extended amount of your time with a number
of the biggest jewellery names across the globe. Within the domestic market
REL provides to jewellery showrooms across the country.

REL contains a patronage of over 5 thousand jewellery showrooms in India. For

domestic selling REL has developed its specialised selling team that caters to
the wants of the purchasers.

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REL has launched a Gold Revolution within the state of Mysore and proposes
to hold on constant all across India beneath the brand of SHUBH JEWELLERS.

REL has setup seventy five retail jewellery stores across Mysore at
distinguished locations. REL has created AN exclusive set of styles to be sold-
out at these showrooms. REL is additionally within the method of putting in
place 5 hundred retail jewellery stores across the 5 southern states

Industry seenario

A. micro scenario :- the company his broken into fortune 500 list July 21
was a red letter day for rajesh Mehta , the 52 year old executive
chairman of Bengaluru- headquartered rajesh exports ltd.
At 4 o’ clock in the evening he was informed that the small company he had set
up 1989 with a 500 sq. ft jewellery store along with his brother prashant had
entered the hallowed turf of fortune 500 companies at 423 {+r}{+d} place
“ There was always a silent confidence deep inside that we will emerge as one
of the best companies in the world someday. So it is a dream come true for me
“ said Mehta, who begins work at 8:30 a.m. and winds up past midnight at
12.30. pm, every day.

B. Micro exporter’s policy (mep):- The small exporters policy is basically the
standard policy, incorporating certain improvements in terms of cover.
In order to encourage small exporters to obtain and operate freely
without the different type of risk likes political and commercial. It is
issued to exporters whose anticipated exports turnover for the period of
one year does not exceed inr 1 crore.

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Scheme benefits and highlights
(a) A 12 month insurance policy for small exporters.
(b) Premium payable will be determined on the basis of projected exports
on an annual basis subject to a minimum premium of inr 5000 for the
policy period. No clam bonus in the premium rate is granted every year
at the rate of 5%
(c) For shipments covered under the small exporters policy ecgc will pay
claims to the extent 95% where the loss is due to commercial risks and
100% if the
Type of risk covered
1. Risk covered on the overseas buyers:
- Insolvency of the buyer
- Failure of the buyer to make the payment due within a specified
period, normally 2 months from the due date.
- Buyer’s failure to accept the goods, subject to certain conditions.
2. Risks covered on the l/c opening bank
- Insolvency of the l/c opening bank
- Failure of the l/c opening bank to make the payment due within a
specified period normally 2 months from the due date.

C. Macro scenario :- Rajesh exports gold trader to international jewellery

retailer problem statement. The problem statement refers to the
concise description of the issues that need to be addressed . it identifies
the issues or gap between the current and desired type of the
organization, and thus requires to be stated in order for the
management to look for change. The main idea of the problem

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 statement is to answer the 5 w’s that include the answering who, what,
where and why, to allow the organization to resolve the problem, by
stating in it clearly in 2 to 3 lines.
In recent period the problems statement is widely used the firms to allows
the management to execute the improvement process or identify the
loopholes that are affecting the overall performance or profitability of the
company. Moreover, the problem statement allows the management to
trim down the symptoms of the problem an organization is facing and look
on to the real problem that is causing the damage to any specific aspect of
the company.
Basically, developing rajesh exports gold trader to international jewellery
retailer problem statement is an extensive process and requires the proper
brainstorming of the teams in order to identify the underlying loopholes or
inefficiencies with in the organization. Also , it offers the specific insights to
the management in understanding and looking at the factors that have
been hidden from the management sight effecting the performance slowly
and gradually.
A part from this while developing the problem statement it is important for
the problem statement to be clear and concise. such is due to the fact, that
it allows the management , stakeholder to quickly understand the finding
and look on the main problem, rather getting entangled in the symptoms of
the problem. The conciseness of the problem statement is the key, as it
allows the reader to quickly understand the issue.

Moreover clarity of the rajesh exports gold trader to international jewellery

retailer problem statement is important to maintain. In order to avoid the
misunderstanding between the shareholder and stakeholders. The clear

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problem statement is developed by stating the factors and the operations
getting effected and its overall impact on the organization specific the
areas, such as profitability sales or brand equity, also, the purpose of the
problem statement is to describe the external environment and its effect
on the overall organization in short and long term. Moreover, it also
delineates the impact of such changing factor on the users, and other
stakeholders.
Many times under the case analysis the purpose of the problem statement
is to improvise the current state of the organization through pursuing
innovation or other changes. The direct problem is no the ultimate
organization factors but the process implementation that is needed to be in
place, in order to bring change, avoiding the upcoming risk and hence
sustaining the competitive edge in the market (spradlin,2012)

Furthermore the establishment of the problem statement allows the

organization and the management team to work in a specified direction.
Such is important in order to allow the organization to move in a specified
direction, reducing the chance of deviating from the actual path. Also, it
offers the benchmark to match the desired condition of the organization,
hence putting the efforts of the team in the right direction.

Yet it is important to note that the problem statement does not delineate
the solution or the symptoms of the problem, but it clearly states the gap
that lies within the organization moreover it is also determined that a clear
problem statement is half of the solution plan addressing all the factors and
considering all the risk associated with it.

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 Perhaps stating the problem statement is not just writing the fact, it’s more
about the factors that are effecting or may affect the organization in long
term, therefore, while developing the problem statement, the factors such
as human resources skill innovation, technology, change resistance are
considered, that have a direct effect on the organization or is hidden cause
of the problem. It is important to note, that the problem statement can
cover tangible or intangible issue, but it needs to have a clear relationship
with the organization end goal.

In addition, while starting the problem statement, the aim of the

management is to see the mission and vision of the company and then
analyse the current state of the organization, such also allow the right
identification of the concrete problem statement.

All in all the problem statement gives a direction to the organization in

understanding the right solution path and development of the solution sets
in order to overcome the current issues that are deteriorating the
organizational performance or productivity, perhaps while writ the problem
statement, it is important to consider the small factors that are often
overlooked such as the intangible factors that effects the productivity of the
organization in the long term.

Products

REL makes a speciality of ASIAN jewellery and manufactures the majority styles
of Asian jewellery in 22cts, 21cts and 18ct. REL has over the amount of your
time understood the Asian jewellery market full. The R&D division analyses

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varied trends and needs of the Asian Market and frequently develops new
styles to suit the markets. REL contains a current Asian style portfolio of over
twenty,000 styles. The styles area unit categorised into varied classes and area
unit more divided into sub classes and things. All {the style the planning the
look}s area unit digitized and every of the design has associate degree
distinctive number.

EARRINGS

REL manufactures varied sorts of earrings to suit Indian, Pakistani, Sri Lankan,
Arabic, Chinese and different Asian populations. The portfolio of earrings
comprise a weight vary of zero.8 gms per try to fifty gms per try. All the
categories of earrings like studs, hanging, bali, jumki, etc. ar accessible in plain
gold, meenakari and varied sorts of studding. REL features a style portfolio of
over 3000 earrings within the Asian vogue.

RINGS

REL manufactures a large vary of finger rings to suit most of the Asian markets.
The portfolio of rings includes a weight vary of zero.70 gms to fifteen gms per
piece. The rings area unit accessible in numerous workmanships like machine
cut, fillagree work, plain gold, meenakari work , adorned work etc. REL
encompasses a style portfolio of over 2500 rings within the Asian vogue.

PENDENTS

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REL manufactures pendents in numerous styles & ideas to suit most of the
Asian population. the burden vary obtainable in pendent is zero.7gms to
15gms per piece. Pendents ar created in numerous designs like plain gold,
meenakari, adorned etc. REL incorporates a portfolio of quite a pair of,500
Asian style pendents.
REL manufactures chains in varied styles & ideas to suit most of the Asian
population. REL manufactures chains by many various ways like machine
created, handcrafted etc. the load vary offered enchained is 2gms to 120gms
per piece. REL incorporates a portfolio of over 1500 Asian style chains.

NECKLACES

REL manufactures necklaces in varied styles & ideas to suit most of the Asian
population. the load vary out there in necklaces is 8gms per piece to 55gms per
piece. REL features a portfolio of quite 1200 styles in necklaces.

NECKLACE SETS

REL manufactures necklaces sets in numerous styles & ideas to suit most of the
Asian population. the burden vary obtainable in jewelry sets is 14gms per set
to 600gms per set. REL includes a portfolio of over 3000 styles in necklaces
sets.

BANGLES

REL manufactures bangles in varied styles & ideas to suit most of the Asian
population. the load vary accessible in bangles is 8gms per combine to one

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hundred twenty gms per combine. REL contains a style portfolio of 2000 styles
in bangles.

BRACELETS

REL manufactures bracelets in numerous styles & ideas to suit most of the
Asian population. the burden vary offered in bracelets is 4gms per piece to
90gms per piece. REL features a portfolio of over 1500 styles in bracelets.

EXPORT PROMOTION SCHEMES

Foreign trade policy 2015-20 and other schemes provide promotional

measures to boost india’s exports with the objectives to offset infrastructural
inefficiencies and associated costs involved to provide exporters a level playing
field. Brief of these measures are as under:

- Exports from india scheme

1) merchandise exports from india scheme (mesis) :- under this
scheme, exports of notified goods/product to notified markets as
listed in appendix 3b of handbook of procedures are granted
freely transferable duty credits scrips on realized fob value of
efforts in free foreign exchange at specified rate. Such duty credit
scrip s on realized fob value of exports in free foreign exchange at
specified rate. Such duty credits scrips can be used for payment of
basic custom duties for import of inputs or goods.
Exports of notified goods of fob value upto rs 5,00,000per
consignment, through courier or foreign post office using e-

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 commerce shall be entitled for meis benefits. List of eligible
category under meis if exported through using e-commerce
platforms is a available in appendix 3c
2) Services exports from india scheme (seis):- services provider of
notified services as per appendix 3d are eligible for freely
transferable duty credit scrip @5% of net foreign exchange
earned.

DUTY EXEMTION AND REMISSION SCHEMES

These scheme consists of hence schemes enable duty free import of inputs for
export production with.

- Advance authorization scheme :-

Under this scheme, duty free import of inputs are allowed, that are physically
incorporated in the export product (after making normal allowance for
wastage) with minimum 15% value addition. Advance Authorization (AA) is
issued for inputs in relation to resultant products as per SION or on the basis of
self-declaration, as per procedures of FTP. AA normally has a validity period of
12 months for the purpose of making imports and a period of 18 months for
fulfilment of Export Obligation (EO) from the date of issue. AA is issued either
to a manufacturer exporter or merchant exporter tied to a supporting
manufacturer(s)

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 - Advance Authorization for annual requirement :-

Exporters having past export performance (in at least preceding two financial
years) shall be entitled for Advance Authorization for Annual requirement. This
shall only be issued for items having SlON.

- Duty Free import Authorization (DFIA) Scheme :-

DFIA is issued to allow duty free import of inputs, with a minimum value
addition requirement of 20%. DFIA shall be exempted only from the payment
of basic customs duty. DELA shall be issued on post export basis for products
for which SION has been notified. Separate schemes exist for gems and
jewellery sector for which FIP may b referred

- Duty Drawback of Customs :-

The scheme is administered by Department of Revenue. Under this scheme

products made out of duty paid inputs are finest exported and thereafter
refund of duty is claimed in two ways:

i) All industry Rates: As per Schedule

ii) Brand Rate
data ‘documents :- As per application on the basis of

- Interest Equalisation Scheme (IES) :-

The Government announced the Interest Equalisation Scheme @ 3% per

annum for Pre and Post Shipment Rupee Export Credit with effect from 1st
April, 2015 for 5 years available to all exports under 416 tariff lines [at ITC (HS)
code of 4 digit) and exports made by Micro, Small & Medium Enterprises
(MSMEs) across all ITC(HS) codes. With effect from November 2, 20118, the
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rate of Interest Equalisation for MSME has been increased to 5% The Scheme
has also been extended to Merchant Exporters who will now avail the benefit
@3 for all exports under 416 tariff lines w.e.f. January 2, 2019.

OTHER SCHEMES

- Towns of Export Excellence (TEE) :-

Selected towns producing goods of Rs. 750 crore or more are notified as TEE
on potential for growth in exports and provide financial assistance under MAI
Scheme to recognized Associations.

- Market Access Initiative (MA) Scheme :-

Under the Scheme, financial assistance is provided for export promotion

activities on focus country. Focus product basis to EPCs, Industry & Trade
Associations, etc. The activities are like market studies/'surveys, setting up
showroom/warehouse, participation in international trade fairs, publicity
campaigns, brand promotion reimbursement of registration charges for
pharmaceuticals, testing charges for engineering products abroad, etc. Details
of the Scheme is available at www.commerce.gov.in

- Status Holder Scheme :-

Upon achieving prescribed export performance, status recognition as one star

Export House, two Star Export House, three star export house four star export

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house and five star export house is accorded to the eligible applicants as per
their export performance. Such Status

Holders are eligible for various non-fiscal privileges as prescribed in the Forcing
Trade Policy. In addition to the above schemes, facilities like 24N7 customs
clearings, single window in customs, self-assessment of customs duty. Prior
filing facility of shipping bills etc is available to facilitate exports.

- Gold Card Scheme :-

The Gold Card Scheme was introduced by the RBl in the year 2004. The
Scheme provides for a credit limit for three years, automatic renewal of credit
limit, additional 20%% limit to meet sudden need of exports on account of
additional orders, priority in PCFC, lower charge schedule and fee structure in
respect of services provided by Banks, relaxed norms for security and collateral
etc,. A Gold Card under the Scheme may be issued to all eligible exporters
including those in the small and medium sectors who satisfy the pre-requisite
conditions laid by individual Banks.

HISTORY

Who know that a small garage owner would become a gold refinery company’s
owner. If your intention is strong then you can reach at any place.it is a story
of two brother’s who born in middle class jain family RAJESH MEHTA &
PRASHANT MEHTA. These two brother’s had a garage in bangalore where they
start a temporary shop for gold refiner. In 1989 they established a company
that is “RAJESH EXPORTS LIMITED ” by executive chairman RAJESH MEHTA and
with his brother PRASHANT MEHTA. It was the 1 st company organized for gold
jewellery manufacturing facility in india and r&d facility in jewellery sector in
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1991. Presently REL is exporting Gold jewellery to USA, UK, Singapore and
UAE. The Company has short period of partnership firm grown from strength
to strength and excellent growth in exports. The exports have increased.

31.3.1991 247.89 lakh

31.3.1995 3537.06

Profit from thirty.14 100000 to 394.04 lakh. Sales rate over five year is 114.08%
in 1993-94 the corporate has major modification in their selling orientataion
Till middle 1993 this company distribute their product on to merchandiser.
Some unliked Gold merchandise can't be exported to merchandiser. if any
bourgeois reject this product then it'll not come back back to Bharat beneath
any circumstances.

except for that if this company hampered from poor volumes and better
prices of co-ordination so as to despatch, debit assortment etc. so as to resolve
the issues of company entered into strategic selling with sure key wholesalers.
the corporate was give a bigger style of its merchandise to its retailers pronto.
This guarantee hyperbolic offtake and quicker payments Initially this company
apply a replacement idea to impact the value changes on sales to wholesalers
so as to holding the price.

the corporate might deliver the goods an exceptional jump in its turnover from
Rs.1059 lakhs in 1992-93 to Rs. 2000 lakhs in 1993-94, the profitableness
wasn't coextensive with the rise. The new selling strategies resulted in
hyperbolic volumes and fast offtake from retailers.

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the resultant reduction in holding prices at the distributor level enabled the
corporate to revive its commercialism costs and therefore improve the margin
of profit in 1994-95. the corporate achieved a sales of Rs.3537 lakhs
representing a rise of nearly seventy seven over 1993-94. When rel Success in
new selling then selling thrust encourage rel to established their own
mercantilism workplace in uae,uk,usa,singapore and Germany The company
has already establish all the several location wherever they need to require
approval from run batted in vide their letter No.EC.BG.NO.2496/08.10.54/94-
95 dated seventh Apr 1995 for putting in place these mercantilism offices.

The company has received varied award for his or her outstanding
performance - Awarded for highest exports in decorated Gold jewelry for the
year 1993-94 from The Gem & jewelry Export Promotion Council sponsored by
Government of Bharat. "Best Exporters Award" in Gold jewelry for the years
1992 - ninety three and 1993 - ninety four from Government of province. The
Company has conjointly received Export House standing from Government of
Bharat. The assets of the partnership firm haven't been revalued any time
within the past. -Company has wise that the corporate has been awarded for
the best exports in plain Gold jewelry. The Company has been receiving this
award systematically for the last 9 years.

IN 1990

Company opened a retail shop and their business well expand

IN 1991

India first research and development in jewellery sector

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IN 1995

Initial public offer of securities to fund expansion of manufacturing facilities

IN 1996

Successfully implemented the expansion plan

IN 1999

Plan to setup world’s largest manufacturing facility

IN 2002

Completed the construction of world’s largest manufacturing facility

IN 2003

Commercial production in the world’s largest manufacturing facility

IN 2006

Sales of over usd 1 billion

IN 2010

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Sales of over usd 4 billion

IN 2012

Launched the retail gold revolution in the state

IN 2013

Established largest gold refinery in Uttaranchal

IN 2014

Launched 80 shubh jewellery showrooms in the state of Karnataka

IN 2015

Sales of over usd 8 billion and acquired the world largest gold refinery

IN 2016

Sales over usd 24 billion

IN 2019

Launched 82 jewellery in Karnataka

Rajesh exports may be a gold distributer in Asian nation and it style, sales of
gold, jewelry. This company hierarchic 495th within the fortune world five
hundred in 2019, with financial gain of over $25,142 million however in indian

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currency it's nineteen,01,678. It creating that eighth largest company in Asian
nation by revenue.

This administrator is Prashant Mehta and therefore the government chairman

is Rajesh Mehta. Rajesh Exports restricted (REL) is that the world's largest gold
company. Rajesh Exports manufacture thirty fifth of gold within the world. This
company is that the largest skilled worker of gold within the world with the
total capability to production 2400 plenty of precious metals once a year. it's
conjointly the biggest manufacturer of gold merchandise within the world with
varied producing facilities.

Rel incorporates a total established capability to manufacture four hundred

plenty of world category gold merchandise once a year. Company exports its
own merchandise to completely different countries round the world and
conjointly provides their product to bullion banks , central banks, wholesale
jewelry trade and retail jewelry trade. Rel has unionized eighty one retail
jewelry showrooms underneath the name of SHUBH Jewelers and conjointly
unionized world's finest R&D facilities in European nation and in Asian nation
for developing new styles and for manufacture the globe category innovative
gold merchandise.

Rel was incorporated in first Feb 1995. the corporate created its Initial Public
supply (IPO) of securities to fund enlargement of producing facility within the
year 1995 itself.

when 1996 REL had with success enforced the enlargement set up. the
corporate planned to unionized world's largest producing facility within the
year of 1999 and it completed within the year of 2002. The industrial
production of company in new producing facility was started within the year of

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2003. throughout the year 2004 REL had received associate export order for
1090 million and conjointly received another order for his own purpose price
of Rs 1850 million from Gold Star Jeweller.

Rel has completed two section of the World's largest gold jewelry producing
facility within the same year of 2004. the corporate received Rs 1320 (million)
order from stand out Goldsmiths UAE within the year of 2005. throughout the
year 2005-06 REL awarded for outstanding performance in Export of Plain Gold
jewellery by Gem and jewellery Export Promotion Council .

Oyzterbay has joined with this company within the year of 2006 for the
business development. In 2006 Rajesh Exports entered into material
possession market. the corporate received FKCCI's Export Excellence Award for
2006-07.

In 2007 REL has established branded national distributor stores underneath

the name of 'Laabh Jewellers'. Rajesh Exports received associate export order
price Rs. 286 crores of gold jewellery from M/s. stand out Goldsmiths Sharjah
in could 2007. the corporate launched nine international diamond brands in
2007 and conjointly launched 'SHUBH JEWELLERS' throughout the year 2007-
08. the corporate received associate order Rs five.34 billion of gold jewellery
from Kbl jewellery in April 2008.

In 2010 Rajesh Exports' sales crossed USD four billion. In 2012 company
launched a retail showrooms underneath SHUBH Jewellers whole in Karnataka.
In 2013 Rajesh Exports established Asian nation largest gold plant within the
state of Uttaranchal. In 2014 the corporate launched eightieth SHUBH
Jewellers saleroom within the state of Karnataka.In 2015 Rajesh Exports
nonheritable the world's largest gold plant Valcambi Sturmarbeiteilung

26
primarily based in European nation for USD four hundred million. In 2015
Rajesh Exports sales crossed USD eight billion.

In 2016 Rajesh Export sales crossed USD twenty four billion. throughout 2015
the corporate launched eighty one jewellery saleroom within the state of
Karnataka. throughout the twelvemonth resulted in thirty first March 2017
Rajesh Exports' sales crossed thirty seven billion and therefore the company
entered the worldwide Fortune five hundred list.

On nineteen could 2017 Rajesh Exports declared that it's procured associate
order for Rs 1140 large integer. Order has been obtained for beating world
completion from well established and prestigious it label businessperson from
UAE whereas label businessperson from the UAE on nineteen Gregorian
calendar month 2017 Rajesh Exports declared received associate export order
for Rs 878 large integer from a well established and prestigious world white
label businessperson from UAE.

On fifteen Feb 2018 Rajesh Exports declared receipt of a prestigious export

order price Rs 873 large integer from a number one world white label
businessperson from UAE.

What was to be a 30-minute meeting with Rajesh Mehta, founder and

government chairman of Rajesh Exports Ltd, went on for one hundred eighty
minutes. whereas the 52-year-old had a lot of to speak concerning wherever
his India-listed company is concerned—it exported virtually one hundred thirty
tonnes of gold last business and refines nearly thirty five p.c of the entire gold
well-mined within the world—he was equally inundated with phone calls and
impromptu conferences with company executives and shoppers. Mehta’s little
corner workplace, on the primary floor of Batavia Chambers on Kumara Krupa

27
Road in Bengaluru, close to the official residence of Karnataka’s chief minister,
is dimly lit.

His giant and serious work table occupies most of the area. On one facet of the
table prime square measure various statues of Lord Ganesh, loved because the
remover of obstacles and additionally thought-about the god of intellect and
knowledge.

There square measure quite three hundred Ganesh idols, clarifies Mehta; some
square measure made up of silver, gold and ivory, whereas others square
measure decorated with rubies and opals. “We [my family] square measure
Jains, and that we believe Ganesh. he's associate auspicious god,” says Mehta.
Six minutes into our meeting, Mehta excuses himself and picks up one in every
of his four mobile phones. only 1 of those could be a smartphone (an iPhone
four series from 2010-11), whereas the remainder square measure mid-priced
feature phones. His speech communication is in Gujarati. Minutes later, he
answers another decision, on another phone, wherever he breaks into fluent
Kanarese.

Mehta claims to be acquainted with four alternative Indian languages also.

Mehta has accumulated a private fortune of $1.88 billion when beginning his
company Rajesh Exports in 1989, beside his elder brother Prashant Mehta, 54,
United Nations agency is manager of the corporate. What started off as a gold
export business—in the years that India was below The Gold (Control) Act of
1968—has adult manifold to incorporate mining, processing and marketing of
the valuable metal. In July 2015, Mehta bought the Valcambi gold works in
Swiss Confederation, one in every of the most important gold refineries within
the world, in an-all money deal for $400 million. Even when the expensive
acquisition, Rajesh Exports has money reserves and surplus of $405 million.

28
The Valcambi acquisition, whereas bolstering Rajesh Exports’ consolidated
turnover by Rs one 100000 large integer, has additionally side to Mehta’s flying
personal wealth. within the 2015 Forbes India made List, he hierarchal sixty
fifth, with a private wealth of $1.7 billion, rising twenty three places since the
previous year. Over the last twelve months, despite a fall in share worth (see
box), his wealth has inflated by eleven p.c (which amounts to $180 million),
pushing up his rank an additional four notches to No sixty one on the 2016
Forbes India made List. But Mehta is back of flaunting his wealth. He prefers to
travel within the omnipresent multi-purpose vehicle Toyota Innova—a well-
liked automotive within the taxi industry—rather than a bullet-proof
Mercedes-Benz or Rolls-Royce.

He additionally prefers regular business flights to a personal jet. “I don’t need

to shop for one thing only for the aim of showing off. The day a personal jet
becomes associate fully necessity, while not that I cannot survive, solely then
can I scrutinize it,” he says. The only time once Mehta splurged on a trophy
quality, and grabbed headlines, was in late 2011, once he bought the enduring
Brindavan building property in Bengaluru’s central downtown of MG Road.
Mehta forked out about to Rs a hundred large integer for the property that
stands on but associate acre, with plans to make a family home. “He [Rajesh]
has been a raging bull within the gems and jewellery export sector,” says C
Vinod Hayagriv, manager of C Krishniah Chetty & Sons Pvt Ltd, a number one
heritage jewellery merchant in Bengaluru. But despite Mehta’s success within
the gold trade, he has sweet-faced his share of adversity.

There square measure multiple reports that detail however varied state
authorities have raided the corporate premises with relevancy cases of
evasion, and have questioned its trade-related activities. Mehta, however,

29
maintains that the corporate is on top of board and clear all told its business
activities. “Their [Rajesh Exports’] patterned history has been intriguing,” adds
Hayagriv, United Nations agency is additionally the chairman of the legal
committee of the All India Gems & jewellery Trade Federation.

Laying the foundation

Mehta’s oldsters had settled from their town Rajkot in Gujarat to Bengaluru in
1946-47. His father Jaswantrai Mehta listed in semi-precious stones, and was
operating for his relative in Gujarat. regarding twenty five years later, he
branched out on his own and came upon Rajesh Diamond Company, that
continued to interchange semi-precious stones. Despite having four sons—
Bipin, 64, Prashant, Rajesh and Mahesh, 44—he selected to call his business
once his third-born. “An prognosticator from Bengaluru told my father that this
boy [Rajesh] can offer you the utmost profit,” remembers Mehta. Since then,
all business ventures by the family are named once Rajesh Mehta. However,
Mehta was ne'er tidy to require over the privately held corporation. “Rajesh
was good in studies and his goal was to become a doctor, as our family needed
him to become one,” says Prashant, United Nations agency has been operating
aboard Mehta since 1982. “He could be a thinker and plans for the longer
term. I’m into execution.” But rather than following medical education, Mehta,
United Nations agency didn’t even be part of school once finishing his
schooling, believed that the jewellery business would be his vocation. “Most
folks in my community square measure in some business or the opposite.
Somewhere this reality did play on my mind,” he admits. The two brothers,
however, didn't see a future in scaling up their father’s business. Instead, they
approached their eldest brother Bipin, United Nations agency was operating
during a bank, for a loan of Rs one,200 to start out mercantilism in silver

30
jewellery. With this cash, they visited Madras and purchased the jewellery.
“We took this to Rajkot and sold it to our relatives,” says Mehta, relation
however they created a neat profit by merchandising their stock for Rs
three,500. Slowly, their focus shifted from merchandising jewellery to relatives
to merchandising it to retailers and wholesalers in Gujarat. However that
wasn’t enough. With the money they attained, they bought silver jewellery
from Gujarat to sell to retailers and wholesalers in Bengaluru, Chennai, and
Hyderabad. In effect, the brothers were mercantilism in jewellery styles of
various ethnic Indian cultures. “We wont to take the southern styles and
popularise them in Gujarat, and the other way around,” says Mehta. “It was
like idlis being sold in Gujarat; they will not become a staple diet, however
they're going to become a elaborate food item, which is able to be had once
during a whereas.” Soon, the brothers were mercantilism in jewellery price Rs
one hundred thousand and also the business was formalised below AN entity
referred to as Rajesh Art Jewellers. The business was additional bolstered by
their call to barter their merchandise. “We wont to barter the Bengaluru
merchandise for the Rajkot merchandise and vice-versa,” remembers
Prashant.

The barter network was then extended, whereby jewellery from Rajkot was
changed for that created in city, that successively was bartered for jewellery
from Hyderabad. “With each barter cycle, we'd increase our capital base by
fifty p.c,” says Prashant, adding that Mehta and he would alternate to sleep
whereas on long bus journeys between cities. “All our capital was in our bag.”

Going for Gold

But silver jewelry wasn't as enticing as gold and therefore the Mehta brothers
were hungry for additional. By the tip of 1984, they got a licence underneath

31
The Gold (Control) Act of 1968 to interchange gold jewelry. However, Mehta
had larger dreams: He wished to line up a producing facility of his own, instead
of simply interchange gold jewelry. There was, however, a roadblock to his
aspirations. Under The Gold (Control) Act, no company may get, store, and
manufacture gold for domestic consumption. [The producing of gold within the
country at that point was mostly within the unorganised sector, wherever the
metal was either recycled or illegal.

The Act was repealed in 1990.] however Mehta found the way out: “If you
wished to export, you may manufacture in Asian country. The bank of Asian
country would provide you with gold, that may be factory-made for exports
solely.” He grabbed the chance, and in 1989, created alittle producing facility
with around ten staff within the garage of his zero in RT Nagar, Bengaluru. This
was the birth of Rajesh Exports. By 1992, the firm’s export business was Rs a
pair of large integer, with markets within the uk, Dubai, Oman, Kuwait, the US,
and Europe. In 1990, the corporate conjointly created a standalone mercantile
establishment branded as Rajesh Jewels, in Batavia Chambers, that currently
homes Rajesh Exports’ head workplace. within the last 3 years, the shop has
modified to whole new} brand identity of Shubh Jewellers. Currently, there
area unit eighty Shubh stores in Mysore. “Expansion is in our blood.

we have a tendency to can’t sit quiet, we have a tendency to area unit

continuously doing one thing,” says Mehta, WHO took the corporate public in
1995 and raised Rs ten large integer. By this point, the company’s export
business had adult to Rs thirty five large integer. By 1998, exports had reached
Rs one hundred twenty large integer. yet again Mehta had an even bigger
vision for the company: to make a 250-tonne producing unit in Bengaluru. “He
continuously thinks out of the box,” says Prashant, WHO wasn't convinced

32
concerning putting in place such an oversized unit. however the corporate
operationalized the ability in 2001-02, on a 10-acre plot in Whitefield, currently
a serious IT residential area of Bengaluru. As of these days, solely 1/2 the
facility’s put in capability is being used. Mehta says he designed it with a 20-
year vision in mind. Over the years, the ability has seen the addition of a
research and development unit that focuses on jewellery styles, new producing
strategies, and saving waste. A machine producing unit has conjointly been
created on the field. Looking back, Prashant says, “This facility has been our
trump and has modified our fortune.” thanks to its size, he adds, “we area unit
able to deliver orders in no time and build giant wholesaling capacities across
the globe.” once a year of the ability changing into operational, revenue
catapulted to Rs one,000 large integer from Rs two hundred large integer. In
2007-08, the corporate created another producing unit, with Associate in
Nursing put in capability of a hundred tonnes every year in an exceedingly
special economic zone in Kochi. And in 2013, it created a gold refinement
facility in Uttarakhand. place along, the Uttarakhand and Valcambi facilities will
refine over a pair of,400 tonnes of gold a year. “I wont to question his choices
earlier, however currently I even have stopped. His vision is five-fold, and he
has ne'er gone back on his words,” says Prashant.

Future perfect?

“Over successive ten to twelve years, we have a tendency to area unit assured
that our retail business, that is one % [of consolidated revenue] currently, can
represent around ninety % of our total turnover,” says Mehta, United Nations
agency is attending to open a pair of,500 stores across Asian country at
intervals that point.

33
he's conjointly wanting to roll out associate degree ecommerce retail venture
for gold jewelry in a very year from currently. Besides, plans area unit afoot to
enter the airdrome nontaxable merchandising sector. “Our profit margins area
unit concerning zero.70 % and that we area unit operating towards a 15-fold
jump, that we have a tendency to area unit about to reach through retail,” is
all that he says concerning his plans.

The company’s end-to-end capabilities—from mining operations in continent

to retailing—are undoubtedly a bonus in providing higher costs. Their mining
capabilities, that area unit expected to extend, offer them access to staple at
value price; their refinement capabilities guarantee negligible premium on
refined gold; and their producing capabilities guarantee zero wastage prices.
So, if rivals area unit commercialism jewelry at a twenty five % premium,
Rajesh Exports is in a very position to disrupt the market. According to
Hayagriv, one weakness of the corporate has been that it, “has excelled and
has big on the borderline of regulation exceptions.” Hence, he says, “A
transformation to inject can facilitate the corporate.” But whole
knowledgeable Raghu B Viswanath believes Shubh has not created a lot of
headway in jewellery retail within the last four years. “I would still say that it's
a bigger mom-and-pop store instead of voice communication that he [Rajesh
Mehta] owns a retail whole of reckoning,” says Viswanath, chairman of
Vertebrand, a whole price consolatory and promoting practice firm.

There area unit several trade goods players in Asian country United Nations
agency have entered the retail arena recently. Though retail has given them
visibility, their personal wealth continues to be generated in the main from
their core commercialism activities. “For me, a in businessperson isn't one
United Nations agency has been terribly good in business deals and so has

34
created a great deal of non-public wealth,” says Viswanath. “A in
businessperson is one United Nations agency has designed an establishment
and a inheritance.” will that not build Rajesh Mehta a good entrepreneur?
“Time can tell,” adds Viswanath. “He’s young, his retail venture is simply four

years recent, thus one should wait and watch.”.

Management

Rajesh exports limited is managed by board of director who are well

experienced people in jewellery trade and also they are professional in this
field. The board director are responsible for all major decision. Director have
high responsibility for the management and the administration of the
company. The number of director should more than 3 and less than 12.
According to the article of association and the companies act the minimum or
maximum number of director get approval for their shareholder. Not less than
two-third of the total number of director shall be elected director who retire
by rotation. In general meeting of the company one-third or those director
who is libel to retire by rotation then they should retire from office.

Profile of directors

RAJESH MEHTA
Executive chairman

Rajesh Mehta is the founder of this company at the age of 51 he is responsible

person and he run the company very well

35
Mr rajesh Mehta has more than thirty year of experience in functioning and
management of jewellery trade and has travelled extensively within india for
establishing a strong network in the industry. Rajesh Mehta also consulted
various gold and jewellery organisation including government and trade bodies
for rendering advise on development of the business.

PRASHANT MEHTA
Managing director

Prashant Mehta is the founder director of this company. Currently he was the
managing director of rel at the age of 53. Now he is functioning and holds
specific charge of the production unit of rel. He has more than thirty year of
experience in the jewellery business. He has been instrumental in setting up
the production and R&D facilities of the company and has developed several
new processes, system and designs

Venu madhava reddy

Non executive and independent director

Venu madhava reddy was the non executive and independent director of rel at
the age of 45. He is an administrative and statutory compliance expert.he is a
recognised figure in advising companies on compliance of statutory
requirements. He oversees and advises the company on streamlining the

36
various divisions of the company to achieve better and effective administrative
control.

Shankar Prasad
Non executive and independent director

Shankar Prasad is Non executive and independent Director in rel. At the age of
55 ,Shankar Prasad is well secretary for this company and they have an
experience of more than 35 years in the field of secretarial practices. He also
expert in corporate governance practice. He give advises to their company in
law matter and closely involved with the secretarial department of the
company for ensuring the best corporate governance for the Company.

Vijaya Lakshmi

Non executive and independent director

Vijaya Lakshmi was non-executive and independent director in rel. at the age
of 66 year, vijaya lakshmi is expert in human resources development and they
have an experience more than 20 years in this field. She is the only woman
director on the board of the company.
She manage the human resources policy of this company. She have been
innovative idea to develop human resources policy of the company.

37
Joseph td
Non executive and non independent director

Joseph td is Non Executive and Non Independent Director. Now his aged is 57
years, and he is Post Graduate in Human Excellence. He has an experience of
more than 15 years in administration and management.

Vijendra rao

Chief financial officer

Vijendra Rao is the chief financial officer of the company. At the age of 65 and
he has an experience of more than 35 years in the field of finance and
accounting. He is in the charge of financial policies of the company and
oversees the accounting standards and financial compliance of the Company.

Nidhi Tulsyan
Company Secretary/Compliance Office

Nidhi Tulsyan is Graduate in Commerce and a Member of the Institute of

Company Secretaries of India having good knowledge to work as a Company
Secretary and Compliance Ofiicer of the Company.

Mission

38
Rel objective is to established themselves in a global leader in the value chain
of gold. Now they are largest global gold company. They put all efforts from
theirselves to ensure that they are in sufficient global share in the entire value
chain of gold by moving up the value of chain by making available globally to
the retail consumer, gold jewellery and investment gold of the finest quality
and designs at the best prices.

 Rajesh Exports Limited was include in 1989. The company is a global

leader in the Gold business.

 REL is headquartered in Bangalore and its operations spread across the

world.

 The only company in the world with presence across the entire value
chain of Gold from refining to retailing.

 Largest processor of gold in the world, REL processes 35% of gold

produced in the world.

 Largest exporter of gold products from India.

 Lowest cost gold jewellery producer in the world.

 World's finest gold products manufacturing and R&D facilities at various

places, main facility being at Bangalore, India and the main refining
facility being at Balerna, Switzerland.

 Extensive marketing network covering entire India and the major gold
markets of the world.

39
  REL has one of the world's largest active jewellery design database of
29000 designs.

 REL has developed several innovative technologies and processes in the

manufacture of Jewellery.

 REL is a professionally managed company committed to the highest

standards of corporate governance.

 The securities of REL are listed and traded in India on the NSE and BSE.

 REL securities are widely held, with some of the world's top institutions
being the share holders.

Strength

 Worlds largest Manufacturer of gold jewellery.

 Art and the most advanced, world’s largest jewellery manufacturing

facility.

 Low gold wastage in jewellery manufacturing process in the world.

 Lowest cost gold refiner and gold jewellery producer in the world.

 One of the largest and the most advanced R&D facility in gold refining,
bar making and jewellery making.

 The R&D facility at Valcambi, Switzerland has many global first's to it's
credit including manufacturing the first minted gold bar in the world.

40
 The R&D at Bangalore, India has developed many proprietary jewellery
making processes and designs.

 One of the largest design of 29000 active jewellery designs.

 Most integrated jewellery entity with presence across the value chain of
gold from mining up to retailing.

 Largest exporter of gold jewellery in India.

 The only government recognized five star export house in the jewellery

sector.

 Widespread and organized international and domestic marketing

network.

 Most experienced and dedicated team of jewellery professionals.

 Launched a Gold Revolution through its retail chain stores Shubh

Jewellers. A household name in the state of Karnataka for jewellery
consumers.

Objective

 Study on most usable recruitment sources in the companies internal /

external wheather is in the case of junior, middle, senior level

 Understand the recruitment strategies followed by the companies

41
  To identify the which type of interview conduct by companies

 Understand all the steps of recruitment procedure followed up the

companies

 To study most important factor which influence the recruitment policy

 To know all the steps of selection of candidates by the companies.

 To analyse all the challenges which are countered by hr of the

companies

 To study al the important factor responsible for the selection process

LITERATURE REVIEW

An organisation is most important thing is human resources management.

Where all the middle level management and top level management listen to
human resources of an organisation. Human resources take corrective
planning and decision for achieving the objective and goal. The people working
42
in their organisation who are individually and collectively contribute to
achievement their objective of their business. Human resources replaced the
personal management of an every individual those who working in their
organisation after that human resources managing all the people in their
organisation.

The purpose of human resources is to ensure that the organisation achieved

their goal through people who are working in their organisation. Human
resources management manage the capital of an organisation and they focus
on implementing new policy and process. They can specialize in finding,
recruiting, training and developing employees as well as maintaining employee
relation or benefits.

Recruitment

Definition

According to DeCenzo and Robbins, “Recruitment is a process of discovering

potential candidates for actual or anticipated organisational vacancies. Or from
another perspective, it is a linking activity bringing together those with jobs to
fill and those seeking jobs.”

According to Plumbley, “Recruitment is a matching process and the capacities

and inclinations of the candidates have to be matched against the demand and
rewards inherent in a given job or career pattern.”

Meaning

Recruitment is a positive process of searching for prospective employees and

stimulating them to apply for the jobs in the organisation. When more persons

43
apply for jobs then there will be a scope for recruiting better persons. The job
seekers too, on the other hand, are in search of organisation offering them
employment. Recruitment is a linkage activity bringing together those with
jobs and seeking jobs.

sources of recruitment

when the organisation plans for the recruiting process, then the first thing is to
consider the required number of applicants that should be recruited. There are
some possibilities that some applications would not be accepted which may
not be qualified enough. So it is important to recruit higher number of
applicants than expected to hire.

The organisations have two options to fill the vacant posts of the upper level
management by either hiring employees from outside of the organisation or by
promoting the existing lower level employees.

There are two sources of recruitment i.e. internal and external recruitment.

Internal recruitment

When there come job vacancies in the organisation, the first priority that an
organisation focus is replacement from internal environment of the
organisation. The existing employees think they should be prepared first for
the vacant positions in the company as they already serving the the company
with potential and commitment. It also becomes easy for the HR as they have
access to the records of the existing employees and can select them according
to their capabilities.

Some of the main forms of internal recruitment are:

44
  Promotion from within: Many organisation prefer to promote their
entry level employees to the higher level positions. The performance
appraisal are reviewed for the purpose of identifying the employees that
have potential and desire to be promoted.
 job posting: Under job posting, the organisation informs its employees
about the new job opening through publications, bulletins and personal
letters.
 Contacts and referrals: The organisation supports its existing employees
to attract the application of their friends and relatives for the vacant
posts. In this way the employees refer their associates and friends to
apply for the post which is much cost effective and quick process of
recruitment.
 Demotion: depending on the performance of the employees of the
organisations, sometimes managers have to take decisions regarding
lowering the positions of few employees of the organisation.
 Retired employees: If the organisation do not find the right persons to
fulfil the key managerial positions then they call back the retired
employees for achieving the objectives.
 Transfer: Transfer refers to the process of interchanging from one job to
another without changing in the rank and responsibilities. It can also be
the shifting of employees from one department to another department
or from one location to another location.

External Recruitment

The organisation is concerned with the external recruitment in order to fill low
level post, acquire different backgrounds employees with unique ideas and
obtaining of required skills that existing employees do not possessed.

45
Sources of the external recruitment:

 Advertisements: To find the skill and more efficient manpower giving

advertisements for the vacant job position is the better way. It is
cheaper than approaching third parties.
 Job portals: with the growing technology and internet usage, job portals
can inform up to date job alerts to the candidates and offer attractive
benefits and packages to the employers.
 College and campus interviews: Every year students with new skills and
ideas graduated from different colleges and streams are recruited which
is beneficial for both candidates and companies.
 Placement agencies: Placement agencies reduces the time and efforts to
find the right candidates from the pool of skilled candidates. The main
drawback of this method is commission basis on hiring the candidates.

Selection

Definition:

According to David and Robbins, “Selection process is a managerial decision-

making process as to predict which job applicants will be successful if hired.”

According to R.M.Hodgetts, “Selection is the process in which an enterprise

chooses the applicants who best meet the criteria for the available positions.”

Meaning:

Selection means choosing a few from those who apply. It is picking up of

applicants or candidates with requisites qualification and qualities to fill jobs in

46
the organisation. It is the process of choosing the most suitable candidates
from those who apply for jobs to desired candidates.

Challenges faced by HR

 Lack of qualified employees

 Attracting the right job candidates is the greatest challenge for HR
managers. They have to waste their precious time
 Inefficient talent sourcing- HR professionals spends countless hours and
invest a lot of effort trying to find them, but with poor results.
 Not having enough resources
 Finding workers who fit the company culture.

Recruitment and selection process

Recruitment & choice is one in all the vital aspects of human resource
designing. Human resource designing ensures that correct and right quality of
staff square measure used therefore on deliver the goods the structure goals.

Recruitment helps in making a pool of appropriate and interested job

candidates, out of that few ar chosen for the additional choice method. Hence,
it forms a base for choice method. If the achievement method is meted out
properly, it'll facilitate in using men that suits the structure necessities.

Selection of candidates begins wherever their achievement ends. In different

words, it's solely once Associate in Nursing adequate range of applications are
secured through completely different sources of achievement – internal or
external that the method of choice begins.

47
Selection concerned a careful screening and testing of candidates United
Nations agency have place within their applications for employment in the
enterprise.

The enterprise should select the most effective and therefore the most
promising persons from among the candidates. during this sense, it's going to
be aforementioned that whereas accomplishment may be a positive operate
therein it seeks to induce as several persons as attainable to use for
employment within the enterprise. choice is negative operate as a result of it
aims at eliminating those candidates United Nations agency don't seem to be
found appropriate in one respect or the opposite.

1. Application form : The application type is intended to contain

elaborate data regarding the candidates. It conjointly helps in
examination the deserves of the candidates.

The information required in the application form will include some or all
of the following:

 Post applied for.

 Personal data – name, address, telephone number, age, sex, marital

status, children, nationality, next of kin.

 Education – school, college and university attended, degree/ diploma

passed, year of passing, subjects offered, grade or division obtained.

 Professional qualification(s).
48
  Languages known- ability to read, write and speak.

 Employment history of all jobs since leaving college/ university, dates

from and to, employer’s name, address and nature of business, position
and duties held, reasons for leaving.

 Personal circumstances; when required, prepared to serve anywhere or

not, etc.
 Medical history; brief details of any serious illness, disability, major
operation, etc.

 Interest, hobbies, sports and other activities.

 Anything else which an applicant may like to add.

 References

Space for the candidate’s signature, date and place and for workplace use is
given at the top. The written forms typically contain an excessive amount of
written matter feat very little house for the somebody to fill in his particulars.
There ought to be a minimum of fourfold the maximum amount house to put
in writing within the type as is roofed by the print. Some firms have forms
written in several colors for various classes of posts. This facilitates the finding
out and handling of applications by the involved officers.

49
2.Interview :- An interview is that the 1st face to face interaction between
the candidate and therefore the company representatives. it's a circular
function qua non for candidates World Health Organization qualify within the
1st screening as probable ones having all the fundamental necessities. The
objectives of choice interviews area unit to elicit data regarding the
candidate’s motives and behavior, to assess temperament, to ascertain the
factual data already given by him and to tell him regarding the task and
therefore the company.

The interview is also control either in 2 stages – preliminary and final – or in

one stage solely. A preliminary interview may facilitate in recruiting the
foremost probable candidates World Health Organization may well be
demanded the ultimate interview. It should be conducted by hot interviewers;
otherwise some potential candidates is also lost. In some cases corporations
organise consecutive interviews, i.e. a similar candidate is interviewed by one
or a lot of interviewers singly one when another. The panel or the board
interviews area unit, however, a lot of common. The panel might comprises
alittle range of consultants whereas a board might have a bigger range. The
interview is also dotted or open. in an exceedingly dotted interview a group of
queries is already ready.
The interviewers area unit ready to collect data regarding the candidate in an
exceedingly systematic and uniform manner. The candidate’s basic
characteristics and motivations ought to even be probed into by the
interviewers to hit a judgement. in an exceedingly non-patterned or open
interview, interviewers place such queries as they feel would create the
candidate reveal his mind and his robust and weak points.

50
For recruiting technical and extremely hot personnel, technical interviews is
also organized to assess the ability of the candidates in their own special fields.
The technical professional on the choice board ought to properly assess the
candidate’s strengths and weaknesses. If he provides his judgement in such
terms as a ‘nice chap’, or ‘got perturbed easily’, or a ‘bit glib’, he doesn't take
his job seriously.

Each candidate is also interviewed singly or variety of candidates is also

interviewed in an exceedingly cluster. Personal interview exposes the
candidate solely before the board, however cluster interview exposes him
before the opposite candidates conjointly. in an exceedingly cluster interview,
a candidate should get a chance to indicate his initiative and leadership
qualities higher than in an exceedingly personal interview. The interview aims
at choosing the most effective out of the foremost probable candidates.

It should be conducted in Associate in Nursing objective manner. The

interviewers mustn't allow their personal likes and dislikes and prejudices to
return within the method of correct assessment of the candidates. they ought
to not enable the filtering of knowledge regarding the candidate through their
own ‘subjective screen of views, wants and prejudices’. they're presupposed to
pay a similar degree of attention to any or all the candidates on similar aspects
of performance.

An objective assessment of a candidate’s performance would need associate

degree unbiased analysis by the enquirer of the subsequent qualities, as
steered by John Saki Fraser:
 First impression and physical make-up

51
  Qualifications
 Brain and abilities
 Motivations
 Adjustments

The interviewer should keep an open mind till the end of the interview. Too
much warming up to the candidate should also be avoided. The candidates
should be given an opportunity to talk in a free atmosphere. There should be
minimum stress in the beginning so that the candidate does not feel nervous.
The room where the interview is conducted should be free from interruptions
of telephone calls or visitors.
The assessment of the interviews should be recorded immediately after the
interviews are over. All members of the board/panel should give their rating on
a defined scale such as- A = Outstanding, B = Good, C = Average and D = Poor.
Final selection should be made on the basis of consensus as far as possible
after discussing the relative merits and demerits of potential candidates who
are on the top of the list.

3.Employment Tests:- As a way of choice, the use tests ar AN exception

instead of the rule. they will be wont to supplement the knowledge already
collected through the appliance forms and interviews. the longer term
performance of the candidate during a explicit field could also be foretold to
some extent by the tests specially designed for the aim. the frustration that
arises from failures and dropouts in coaching and presently the duty are often
avoided by the utilization of the tests of ability and potential of candidates.

The five main groups of psychological tests are:

52
 Intelligence tests:- Intelligence tests square measure significantly
helpful in choosing candidates for jobs that necessitate downside
resolution talents or that involve intensive coaching. completely
different types of intelligence tests square measure used for candidates
of various age teams.

 Attainment tests:- Attainment tests measure the degree to which a

person has acquired knowledge or skill. Tests of knowledge have been
developed for spelling, vocabulary, arithmetic, mechanical information
and a range of more specialised subjects.

 Aptitude tests:- Aptitude tests determine AN individual’s innate

suitableness for specific varieties of work and might indicate whether or
not a person would be additional suited to at least one variety of work
instead of another. Tests of ‘sales aptitude’, ‘managerial aptitude’,
‘mechanical aptitude’, etc. square measure wont to determine the
candidate’s potentialities in an exceedingly chosen space. the overall
ability take a look at Battery identifies a candidate’s skills in such areas
as verbal comprehension, numerical ability, motor coordination,
adeptness, general intelligence, etc.

 Interest tests:- Interest tests facilitate in predicting the area unitas

during which the candidates are presumably to quiet down and be glad.
The candidate’s preference for indoor or out of doors jobs, routine or

53
 inventive work and individual or cluster responsibilities could also be
observed by administering interest tests.

 Personality tests:- Personality tests square measure designed to live

the degree to that a personal possesses such qualities as drive/ power,
confidence, stability, etc. the foremost promising quite check to throw
light-weight on the temperament space is that the situational check, e.g.
the leaderless word.
Personality tests area unit designed to measure the degree to it a private
possesses such qualities as drive/ power, confidence, stability, etc. the
foremost promising quite check to throw light-weight on the
temperament area is that the situational check, e.g. the leaderless word.

4. References:- References ought to be sought-after, once the choice is

finalised. These could also be either in a very written type or checked over the
phonephone. If references square measure sought-after before the interview,
they will bias the thinking of the members of the choice board. The opinions of
the previous employers and alternative persons named by the candidate
square measure solely as reliable because the judgement of the person giving
them. References could facilitate in checking bound facts given by the
candidate within the form.

5. Medical Test:- The selected candidates area unit medically examined by

the company’s doctor or approved medical practitioners. Medical tests could
vary from the great to the nominal, relying upon the character of the duty. The
manual jobs could need comprehensive medical tests to stop infection, notice
ailments and sophisticated diseases.

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6. Appointment Order:- The selected candidates square measure issued
letters of appointment once the recommendations of the choice board square
measure approved by competent authority within the company. Appointments
at senior positions like the chief executives, general managers, money advisors,
etc. want the approval of the board of administrators. The chief government is
also the approving authority within the case of alternative posts.
An appointment order states the post offered, remuneration and perquisites,
service conditions, length of the post (permanent, temporary, contractual),
reportage authority, deadline for human activity acceptance and change of
integrity the post, etc. it's punctually signed by the using authority and
becomes the primary basis of written agreement relationship between the
corporate and also the candidate.

7. Personnel Research:- The objective of recruitment these days is not only

to select a good person but also to retain a motivated work force as this tends
to keep the conflicts low. For this purpose a personnel manager has to fall back
on reliable data maintained in his own organisation, researches carried out by
other bodies/research institutions or appoint consultants to study a specific
area and offer advice.
An freelance study by a adviser or a hunt body brings quality to the findings
and proposals as:
A. Generally, it's objective and barren of sound judgement and prejudices
of people.
B. It is systematic and properly identifies the problem, its magnitude and
draws a scientific plan of study.

55
 C. It is purposive as the problem is clearly spelt out and the information
collected serves the specific purpose of dissecting the problem and
seeking answers to it.
D. It is scientific. By being systematic and purposive, it identifies methods,
tools, approaches and techniques to understand/ solve the problem.
E. It can be generalised. As the study is controlled for specific purposes,
extraneous factors and irrelevant matters are not allowed to influence it
and clear conclusions which can be generalised are easy to draw.
Personnel analysis is that the task of looking and analysing facts for
determination personnel issues and incoming at principles/laws governing
their answer. it's necessary for anticipating personnel issues probably to occur;
evaluating current policies, changes in policies and practices; predicting
employees’ response to changes (be it machinery, amendment of labor,
promotion policies, staggering holidays, performance appraisals, welfare
measures, etc.)
Since analysis is choice of facts in mere areas and hunt for trends that may
facilitate in finding the issues, it are often of varied sorts or AN integration of a
number of sorts like, specific case studies, historical studies; opinion survey,
explorative studies, experimental studies. what's necessary could be a sound
data of the method of analysis and numerous steps that square measure to be
followed through the identification of issues, ways of information assortment,
analysis and conclusions.

8. Personnel Statistics:-
Depending on the size of the company, a statistical cell to collect and collate
data may be helpful in analysing many problems and decision-making
processes to reduce conflicts and confrontations.

56
Research methodology

57
Definition of research- Research is defined as the creation of new knowledge
and/or the use of existing knowledge in a new and creative way so as to
generate new concepts, methodologies and understandings. This definition of
research encompasses pure and strategic, basic research, applied research and
experimental development.

Research may be very broadly defined as systematic gathering of data and

information and its analysis for advancement of knowledge in any
subject. Research attempts to find answer intellectual and practical questions
through application of systematic methods. It is a careful investigation or
inquiry specifically through search for new facts in any branch of knowledge.
Research can simply be defined a task of searching from available data to
modify a certain result or theory.

Objectives of research

 Research is carefully recorded and reported.

 Research activities are characterised by carefully designed procedures.
 Research involves collecting new data from primary sources or using
existing data for a new purpose.
 Research is based upon empirical evidence.
 Research requires skills necessary to carry out investigation, search the
related literature and to understand and analysed the data gathered.
 Research helps in formulate and calculate the data to bring out the
conclusion.
 Research demands accurate observation and description.

Recruitment

Definition

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According to DeCenzo and Robbins, “Recruitment is a process of discovering
potential candidates for actual or anticipated organisational vacancies. Or from
another perspective, it is a linking activity bringing together those with jobs to
fill and those seeking jobs.”

According to Plumbley, “Recruitment is a matching process and the capacities

and inclinations of the candidates have to be matched against the demand and
rewards inherent in a given job or career pattern.”

Meaning

Recruitment is a positive process of searching for prospective employees and

stimulating them to apply for the jobs in the organisation. When more persons
apply for jobs then there will be a scope for recruiting better persons. The job
seekers too, on the other hand, are in search of organisation offering them
employment. Recruitment is a linkage activity bringing together those with jobs
and seeking jobs.

sources of recruitment

when the organisation plans for the recruiting process, then the first thing is to
consider the required number of applicants that should be recruited. There are
some possibilities that some applications would not be accepted which may not
be qualified enough. So it is important to recruit higher number of applicants
than expected to hire.

The organisations have two options to fill the vacant posts of the upper level
management by either hiring employees from outside of the organisation or by
promoting the existing lower level employees.

There are two sources of recruitment i.e. internal and external recruitment.

Internal recruitment

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When there come job vacancies in the organisation, the first priority that an
organisation focus is replacement from internal environment of the organisation.
The existing employees think they should be prepared first for the vacant
positions in the company as they already serving the the company with potential
and commitment. It also becomes easy for the HR as they have access to the
records of the existing employees and can select them according to their
capabilities.

Some of the main forms of internal recruitment are:

 Promotion from within: Many organisation prefer to promote their entry

level employees to the higher level positions. The performance appraisal
are reviewed for the purpose of identifying the employees that have
potential and desire to be promoted.
 job posting: Under job posting, the organisation informs its employees
about the new job opening through publications, bulletins and personal
letters.
 Contacts and referrals: The organisation supports its existing
employees to attract the application of their friends and relatives for the
vacant posts. In this way the employees refer their associates and friends
to apply for the post which is much cost effective and quick process of
recruitment.
 Demotion: depending on the performance of the employees of the
organisations, sometimes managers have to take decisions regarding
lowering the positions of few employees of the organisation.
 Retired employees: If the organisation do not find the right persons to
fulfil the key managerial positions then they call back the retired
employees for achieving the objectives.
 Transfer: Transfer refers to the process of interchanging from one job to
another without changing in the rank and responsibilities. It can also be
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 the shifting of employees from one department to another department or
from one location to another location.

External Recruitment

The organisation is concerned with the external recruitment in order to fill low
level post, acquire different backgrounds employees with unique ideas and
obtaining of required skills that existing employees do not possessed.

Sources of the external recruitment:

 Advertisements: To find the skill and more efficient manpower giving

advertisements for the vacant job position is the better way. It is cheaper
than approaching third parties.
 Job portals: with the growing technology and internet usage, job portals
can inform up to date job alerts to the candidates and offer attractive
benefits and packages to the employers.
 College and campus interviews: Every year students with new skills
and ideas graduated from different colleges and streams are recruited
which is beneficial for both candidates and companies.
 Placement agencies: Placement agencies reduces the time and efforts to
find the right candidates from the pool of skilled candidates. The main
drawback of this method is commission basis on hiring the candidates.

Selection

Definition:

According to David and Robbins, “Selection process is a managerial decision-

making process as to predict which job applicants will be successful if hired.”

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According to R.M.Hodgetts, “Selection is the process in which an enterprise
chooses the applicants who best meet the criteria for the available positions.”

Meaning:

Selection means choosing a few from those who apply. It is picking up of

applicants or candidates with requisites qualification and qualities to fill jobs in
the organisation. It is the process of choosing the most suitable candidates from
those who apply for jobs to desired candidates.

Recruitment and selection process:

1.job vacancy

8.employee
2.job analysis
evaluation

7induction and 3.attracting

training candidates

6.selecting and
4.screening
appointing
applications
candidates

5.interviewing
candidates

Challenges faced by HR

 Lack of qualified employees

 Attracting the right job candidates is the greatest challenge for HR
managers. They have to waste their precious time

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  Inefficient talent sourcing- HR professionals spends countless hours and
invest a lot of effort trying to find them, but with poor results.
 Not having enough resources
 Finding workers who fit the company culture.
 Fetching right candidates at right time.

FACTOR ANALYSIS

1.Recruitment procedures followed by the companies.

recruitment precodure

35% centralised
decentralised

65%

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 Table 1: recruitment procedures

Interpretation:

Every company have their own procedures of recruiting employees considering

company’s capacity and financial capability.

According to the above information centralised procedure is most preferred than

decentralised i.e 65% are in favors of centralised than 35% in decentralised.

In centralised procedure cost of recruiting per employee is far less than

decentralised procedure. That’s why HR department of Rajesh Exports
consider centralised procedure.

2. Recruitment Sources

PERCENTAGE
INTERNAL RECRUITMENT EXTERNAL RECRUITMENT E-RECRUITING

15%

25%

60%

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 Table 2: recruitment sources

Interpretation:

Each company have their own methods of recruiting employees which are both
favourable for the employees and the organisations. Recruitment are either done
by internally or by externally otherwise by both procedure and including E-
recruiting. Internal recruitment is a process where employees are recruited
within the organisation whereas external recruitment is done using outside
resources. E- recruiting is done by uploading information on the internet with
some applied conditions (which can also be called external recruitment).

The above pie chart shows that 60% of the respondents or employees of Rajesh
exports are in favour of internal recruitment and the rest 25% are in favour of
external recruitment and 15% are in favour of E- recruitng. That means mostly
employees consider internally recruiting than the externally recruitment. As it
also create sense of security among existed employees and it also cut the
additional expenses for externally recruiting.

3. E-recruitment (key drivers of e-recruitment)

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 key drivers of E-recruitment
50%

45%

40%

35%

30%

25%

20%

15%

10%

5%

0%
reduced recruitment cost increase the speed of time employee better tool for improving the corporate
recruitment team image and profile

key drivers of E-recruitment

Table 3. key drivers of e- recruitment

Interpretation:

Improvement of the corporate image and company profile is the most preferred
key driver of E-recruitment with 46%. And the least preferred key driver is the
increase speed of time with 14%. As e-recruitment eases or reduces the time
consumes on recruiting process. As the Rajesh Exports wholly doesn’t
depended on e- recruiting as it also be considered as a part of external
recruitment.

4. Factors affecting recruiting policies.

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 Chart Title

rank 5

rank 4

rank 3

rank 2

rank 1

0% 10% 20% 30% 40% 50% 60% 70%

recruitment cost and financial implications organisational need

preferred recruitment source personnel policies
organisational goals

Table 4: Factors affecting recruiting policies

Interpretation:

In every company, there are some factors which affects the recruiting policies.
the most preferred factor affecting recruitment policies are organisational need
followed by the organisational goals, recruitment costs, recruitment source and
personnel policies. Every factors have their own weight in formulating the
recruitment policies. Rajesh Exports found that organisational need should
have the first priority in formulating recruitment policies.

5. Total number of employees

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 number of employees
135000

130000

125000

120000

115000

110000
2017 2018 2019

number of employees

Table 5: total number of employees

Interpretation:

The above bar graph shows the total number of employees of Rajesh Exports
from the year 2017 to the year 2019.the maximum number of employees are in
the year of 2017 i.e.132800 and the lowest number of employees is in the year
of 2018 i.e. 119700.

The fluctuation of the population of employees is because of the need and

requirements of the company. It also depends on the HR policies of the
company which change every year.

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6. Number of recruitment in different department (manpower supply
covering)

Chart Title
350%

300%

250%

200%

150%

100%

50%

0%
2017 2018 2019

sales product marketing designing finance

Table 6: Number of recruitment

Interpretation:

The above data shows the number of recruitments made by the company in
different departments of the organisation from year 2017 to the year 2019. As

69
the requirement of the employees in respective fields fluctuates every year. In
2017 the company invested more in finance department following by sales,
marketing, product and designing. In 2018, the company invested more in
designing and finance following by sales, marketing and product. In 2019, the
company invested more in marketing and finance followed by sales and product
designing.

7.Employees about the awareness of Recruitment and selection of the

company.

employees about the awareness of recruitment and selection process

completely partially yes parially partially no not at all

20%

40%

20%

20%

Interpretation

From the above graph 40% of the employees are completely aware, 20% are
partially yes, 20% are partially, 20% re partially no are aware of the recruitment
and selection of the company. Majority of them have complete awareness about
70
recruitment of the company. So it is necessary to ensure the recruitment
awareness to all job seekers for the effective and efficient employees.

8. Bases for selection

bases for selection

experience both academic

13%

26%

61%

Interpretation

From the above graph it was found that both experience and academic are
considered during the selection process. However, experienced people are given
more consideration rather than freshers.

Findings

The collected data are analysed and general observation has proven that
RAJESH EXPORT LIMITED has done remarkable job in its human resources
department.

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72