India Glycols Limited is a Public Limited Company which was incorporated on 19th November, 1983 under

Companies Act 1956 as U.P. Glycols Limited. It was renamed as India Glycols Limited on 28-03-1986. It started its commercial production of MEG on 24-04-89, First Company in the world to produce Ethylene Oxide (EO)/Mono Ethylene Glycol (MEG) from renewable agro route based on molasses. Ethoxylates on 25-01-95 and

Formulation/Specialty Chemicals on 01-09-97 Some other qualities of IGL are: • Largest Ethoxylate, Glycol Ether producer and thus leader in Ethylene Oxide Derivatives/Surfacetant business in India.

Global player meeting international specifications and norms, exporting to South East Asia, Middle East, Europe, Australia and USA.

Catering to more than 1,000 customers in various end-use industries such as Textile, Agrochemical, Oil &

Gas, Personal Care, Pharmaceuticals, Brake Fluids, Detegent, Emulsion Polymersation & paints etc.

Offer customer specific products to meet their performance/technical requirements.

Customer base includes large MNCs, Public

Sector Undertakings and large as well as medium & small Indian organizations. The Company had initially set up the manufacturing facilities at Kolhapur for manufacturing Mono Ethylene Glycol, Di Ethylene Glycol and Tri Ethylene Glycol from Molasses as against the conventional petro-route with an investment of Rs. 90 core. The foundation stone was laid by erstwhile Honorable Chief Minister of Uttar Pradesh Shri Narayan Dutt Tiwari on 16th May, 1985. The commercial production started in April, 1989. Subsequently, it September, 1997 Guar Gum in July, 2001 Glycol Ether in August, 2001 and Potable Alcohol & Liquor bottling in April, 2002. In between, the company has expanded its production capacity of Alcohol, Glycols, Ethoxylates, Formulation and Glycol Ether plants. IGL had set up a Rib manufacturing unit in their campus at Kashipur to supplement their raw material/feed stock

Molasses. IGL, Kolhapur products 260 different types of chemicals. IGL holds the biggest capacity of producing alcohol in Asia, with annual turnover of about 7 to 8 hundred corers rupees. IGL also set up a Distillery at Gorakhpur, U.P. to supplement their raw material/feed stock Alcohol. It has biggest capacity in U.P. and its annual turnover is over 300 corers rupees. IGL, Gorakhpur produces rectified sprit, specific degenerated sprit, country liquor and Indian made foreign liquor.

 To collaborate with and support internal customers of HR in achieving business objectives through services viz . effective manpower planning ensuring harmonious industrial relations etc.

 To review and redesign the structure of the organization with clarity of roles, responsibility and accountability for overall organizational effectiveness and speedy response to the emerging business challenges.

 To develop knowledge and skills of the employees and groom leaders with functional and business competencies to meet future

team working.  To maintain good liaison with government/ external agencies in order to better serve the organizational cause. .  To enhance employee productivity through rationalization of jobs and manpower optimization. updating & communicating systems and processes.demands of the organization ( viz. Flexibility & change management)  To benchmark best HR practices in order to enhance human resource effectiveness. creatively and empowerment.  To promote employee involvement in decision-making.  To provide a safe and healthy work environment and continuously benchmark and upgrade the standards of safety and hygiene.  To institutionalize transparency by farming.

 To work towards improving the quality of work life of employees and their families. organizational. The primary objective of HRM is to ensure the availability of competent and willing work force of an organization. The failure of organizations to use their resources for society’s benefit in ethical ways may lead to restrictions. they have to minimize the negative impact of such demands upon the organization. HRM objective are four fold: Societal. While doing so. specifically. SOCIETAL OBJECTIVES: The societal objectives are socially and ethically responsible for the needs and challenges of society. ORGANIZATIONAL OBJECTIVES: The objective is recognize the role of human resource management in bringing about organizational effectiveness. Apart from this. there are other objectives too. functional and personal. .

Personal objectives of employees must be met if they are to be maintained. The department’s level of service must be tailored to fit the organization it serves. PERSONAL OBJECTIVES: Personal objectives assist employees in achieving their personal goals. Simply stated the human resources department exists to serve the rest of the organization.HRM is not an end in itself. employee performance and sati facts on may decline giving rise to employee turnover. it is only a means to assist the organization with its primary objectives. at least insofar as these goals enhance the individual’s contribution to the organization. Otherwise. FUNCTIONAL OBJECTIVES: Functional objectives try to maintain the department’s contribution at a level appropriate to the organization’s needs. retained and motivated. HR are to be adjusted to suit the organization’s demands. .

generally having a base of scotch whisky or brandy they are sweetened with sugar and colored with vegetable pigments. STEEPING: . Two methods are used to extract maximum color and flavor: 1.SCOPE OF THE STUDY Liquors are sweetened. colored and flavored spirits.

Honey. bank and roots) which are hard and from which it is very difficult to extract flavour. The desired herbs and spices are put. Required sweating and colouring are added to the distillate. the fruits gets mashed up. leaves. This is distilled along with the herb spices. especially heather honey. along with the base and boiled (percolated) in large vessels. is cut into small pieces and seeds are removed as they often contain bitter oils.It is used to extract flavor mainly from soft fresh fruits or dried fruits. due to action of the alcohol. Some liqueurs. but not nuts. during which. The fruits are placed in large vessels. 2. The solids are separated from the by liquid by frication or distillation if necessary. like tequila are unsweetened and some have a base of rum. The spirit remains in contact with the fruit for 4-6 months. into which Scotch whisky or brandy is pumped from below. . The distillate thus obtained is highly concentrated & defined color & sweetening is added according to the type of liquor. is added to some plant liquors. PERCOLATION: It is used to derive flavours from plant (such as stems.

Pleasure and consolation has been found in alcohol through out history and over a wide range of cultural achievement from the most preference in the .People use liquor as an add to festive joy. Some use it as a convenient and effective lubricant to social mixings. diehards are shocked that anything at all can be mixed with whisky. Alcohol is popularly conceived as a stimulant. Each person involves his/her own style of drinking which is an extension of that individual’s personality. as a result a person mixed more easily and pays less attention to the frustrating elements in the environment. The purists maintain that it is unforgivable to defile whisky with soda and ice. Most of the people can testify to the values of alcohol as an add of ‘Making the party go’ Now and again a person used it to distract himself from difficult situation for some movement or to soften for a movement the reality of the world. in fact all these impressions are brought about its anesthetic effects upon the nervous system and particularly upon the cartex of the by its depressant action on the cerebral cartex. Many find that liquor does indeed make glad the heart of man. Alcohol reduces inhabitation and judgment.

Evidence exists that alcohol played an important role in the man’s social development for many years. grains or honey served as the precursor. but most likely grape. A more reasonable assumption is that the desire for alcohol was simply an added impetus towards increased agricultural productivity. The discoverer of alcohol is unkonwn. anxiety is diminished and it become easier to live with one’s feelings. One of the earliest uses of alcohol was in religious practices and ritualism. Man has seen almost everywhere to have produced and consumed alcohol in one form or the other. Alcohol like religion serves man in the sense that is . In the presence of the unknown into a comprehensive frame of reference religion makes it possible for a man to feel some security.literature of India to the use of alcoholic drinks carving in the tombs of Egypt. even the substance from which the first alcohol originated is not historically recorded. Ruche even suggests that in the Neolithic period agriculture may have sprung from a desire to ensure a regular supply of alcohol. The early role of alcohol inhuman life is emphasized by its close relation with religion.

Some other qualities of IGL are: . Number of persons going to the shops is so great that the consumption of liquor and beer reaches surprisingly high figures.89. liquors and beers are one of the most important revenue of the state treasury. It started its commercial production of MEG on 25. First Company in the world to produce Ethylene Oxide (EO) / Mono Ethylene Glycol (MEG) from renewable agro route based on molasses.95 and Formulation/Specialty Chemicals on 01. have acquired a symbolic meaning as have other basic fluids such as water. Alcoholic beverages besides their pharmacological action.09.01. The taxes fall alike on rich and poor. The pace of our current civilization creates impossible burden of adjustment which become omni alcoholic beverages.97. The taxes on alcohol.‘Pharmacologically’ changed its perspective and others temporary relief. Alcohol in general is rationalization into an antidote for any kind of stress. milk and blood.04. the amount of taxed thus collected is very large. Ethoxylates on 25.

Public Sector  Undertakings and large as well as medium & small Indian organizations. Middle East. 90 crore. Di Ethylene Glycol and Tri Ethylene Glycol from Molasses as against the conventional petro-route with an investment of Rs. . Emulsion Polymerisation & paints etc.∗Largest Ethoxylate. The Company had initially set up the manufacturing facilities at Kashipur for manufacturing Mono Ethylene Glycol. Australia and USA. Glycol Ether producer and thus  leader in Ethylene Oxide Derivatives/Surfacetant business in India. ∗Offer customer specific products to meet their performance / technical requirements. Europe. ∗Customer base includes large MNCs. ∗Global player meeting international specifications and norms.000 customers in various enduse industries such as Textile. ∗Catering to more than 1. Pharmaceuticals. Brake Fluids. exporting to South East Asia. Agrochemical. Oil & Gas. Detergent. Personal Care.

The commercial production started in April.P to supplement their raw material / feed stock Alcohol. Ethoxylates. Guar Gum in July. IGL holds the biggest capacity of producing alcohol in Asia. .The foundation stone was laid by erstwhile Honarable Chief Minister of Uttar Pradesh Shri Narayan Dutt Tiwari on 16th May. In between. Kashipur produces 260 different types of chemicals. Gorakhpur produces rectified sprit. the company has expanded its production capacity of Alcohol. U. Formulation and Glycol Ether plants. 2002. Formulation/Specialty Chemicals in September. Glycols. country liquor and Indian made foreign liquor. it diversified into Ethoxylates in January. 2001 and Potable Alcohol & Liquor bottling in April. and its annual turnover is over 300 corers rupees. It has biggest capacity in U. IGL also set up a Distillery at Gorakhpur. 1997. specific degenerated sprit. IGL had set up a Rab manufacturing unit in their campus at Kashipur to supplement their raw material / feed stock Molasses. Subsequently. IGL. 1989. IGL. 2001. Glycol Ether in August. 1995.P. with annual turnover of about 7 to 8 hundred corers rupees. 1985.

1: BUSINESS APPROACH OF IGL METHODOLOGY OF STUDY Before embarking on the details of research methodology and Techniques.Fig. . it seems appropriate to present a brief overview of the research process consists of series of actions or steps necessary to effectively carry out research and the desired sequencing of these steps.

analysis and reporting of data findings and relevant to specific situations facing the organization. an original contribution to the existing stock of knowledge making for its advancement. It is the pursuit of truth with the help of study. In short.” Research is. collection. “Research is the systematic design. In fact research is an scientific investigation. formulating hypothesis or suggested solutions.” Redman & Mory define research as a “systemized effort to gain new knowledge. observation.Research in a common parlance refers to a search for knowledge. making deductions and reaching conclusions. and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis. Research is also defined as a scientific and systematic search for pertinent information on a specific topic. organizing and evaluating data. thus. collecting. comparison and experiment. The Advanced Learner’s Dictionary of Current English lays down the meaning of research as “A Carefully investigation or inquiry especially through search for new facts in any branch of knowledge.” According to Clifford woody research comprises defining and redefining problems. the search of knowledge through .

RESEARCH DESIGN: The study is carried out on the basis of information and data collected from selection & recruitment center of IGL Automobiles Pvt. as it exits at present.  Analyzing the selection process. The emphasis laid on the analysis of the information and the type of data used in descriptive research. The major purpose of descriptive research is description of the state of affairs. The systematic approach concerning generalization and the formulation of theory is also research.objectives and systematic method of finding solution to a problem is research.  Determining the selection plan. This kind of research is needed to provide a theoretical framework and background on which. . Descriptive and conclusive types of research is conducted. The following procedure is followed: The research includes interpretation of selection & recruitment process at IGL Ltd. Ltd.  Understanding the HR policies of IGL Ltd. evaluation and conclusion. total knowledge and operational practices can be used and judged.

. DATA COLLECTION METHOD: The data is collected through both primary and secondary methods. SECONDARY METHODS: Secondary data is being collected through following methods.DATA COLLECTION: Both primary and secondary data are collected for the purpose of completion of this project report. PRIMARY METHOD: Information gathered by feedback forms filled by and interview and discussions with the employees of various departments and my project guide/mentor.

 Other training documents available at the training centre. . suggestions. so they were not willing to respond to several questions such as name.  Training report and manuals available in the Organisation. IGL Ltd. contact number.  Company annual report and other publication. LIMITATIONS • A large section of sales persons were illiterate.’s training planner and induction guide.

g. a lot of respondents confuses between them. Lemon of IGL and Mr. Lime of Sarraiya. . Mr. Hence. • Names of 36% products of different brands are quite similar to each other. could have given biased answers in order to please. e. considering the interviewer to be company personnel.• Some respondents.




1. . YIELD RATIO: These ratio tell us about the number of leads/contacts needed to generate a given number of hires in a given time. If the company begins its recruitment and selection process today. Training & development programmes provided useful means of assuring that employees are capable of performing their jobs at acceptable levels. 2. Weighing their cost and flexibility.REVIEW OF PERFORMANCE A company cannot fill all its vacancies from on single source. the best estimate is that it will be 48 days before the new employee is added to pay roll. TRAINING AND DEVELOPMENT: The training and development function gives employees the skills and knowledge to perform their jobs effectively. the quality of men they supply and their effect on the present work force. TIME LAG BETWEEN REQUISITION AND PLACEMENT: The basic statistics needed to estimate the time lag are timelaps data. It must carefully combine some of these sources.

how every in most companies. employee opinions can be gathered on wages. research is the most neglected area because personnel people are too busy putting out fires. industrial relations and the like. Complete and up – to – date employee records are essential for most personnel functions. PERSONNEL RESEARCH: All personal people engage in some form of research activities. In spite of its importance. leadership. promotions. .RECORD KEEPING: The oldest and most basic personnel function is employee record – keeping. Through a well – designed attitude survey. In a good research approach the object is to get facts and information about personnel specifics in order to develop and maintain a programme that works. welfare services. working conditions job security. This function involves recording maintaining and retrieving employees – related information for a variety of purposes.

HIRES 10 OFFERS 20 INTERVIEW 30 INVITE 40 LEADS 240 Fig. Recruiting yield pyramid .3.

HRP is a continuous process of review. EMPLOYEE ATTITUDES STUDIES: These studies try to discover the reaction of present employees recruitment. This is the activity of the management which is aimed at co-ordinating requirements for and the availability of different types of employers. The major activities of HRP includes : fore costing (future requirements). utilization improvement and preservation of the human resources of an enterprise. inventorying (present strength). The objective is to provide right personnel for the right work and optimum utilization of the existing human resources. HRP exists as a part of the planning process of business.3. control and assessment. Human resource planning may be defined as strategy for acquisition. to both external and internal resource of PROCESS OF HRP The process of HRP is entirely based on the corporate plans and objective. . anticipating (comparison of present and future requirements and planning (necessary programme to meet future requirements).

. C) UNCERTAINTIES Labour absenteeism. D) INEFFICIENT INFORMATION SYSTEM In Indian industries. and seasonal market employment technological fluctuations are the uncertainties which HRP process might have to face. labour turn changes over. In the absence of reliable date it is not possible develop effective HRP. B) EMPLOYEE RESISTANCE Employees and their union feel that by HRP their work load increases so they resist the process.PROBLEMS IN HRP PROCESS The main problems in the process of HRP are as follows: A) IN ACCURACY HRP is entirely dependent on the HR fore costing and supply. HRIS is not much strong. which can not be cent percent accurate process.

In contrast recruitment is a positive function because in it an attempt is made to increase the number of applicants for job opening. .E) TIME AND EXPENSE HRP is time consuming so and expensive exercise so industries avoid. Advantages of Selection programme: Generally speaking there are two advantages of having a selection programme. In doing so naturally many applicants are rejected. SELECTION Selection as the name implies involves picking for hire a subset of workers from the total set of workers who have applied for the job selections are done comparing the recruitment of a job with applicant’s qualifications an attempt is made to find a round hole. This makes selection a negative function.

g. E. SELECTION TECHNIQUES: Selection techniques are typically referred to as predictors because they help in distinguishing between ‘good’ and ‘poor’ workers by predicting their future job success. APPLICATION SCRUTINY: . Many organizations provide potential candidates with accurate and complete information about organizational opportunities and constraints to help them assess the match. which exists between their personality and the job characteristics. on a production line having a similarly paced activity there may be no differences at all in the output of workers. 2 The programme helps in identifying people with a hope syndrome i. Further social pressure of fellow workers may compel uniformity in their rate of production.e.1 When there is labour surplus and there are individual differences in job performance the programme helps in eliminating poor performers. Following are some common selection techniques. tendency to frequently changing jobs.

It relates to the applicant’s sex. • Structured application form • Unstructured application form • Weighted application form INTERVIEW: An interview is a face-to-face observational and personal appraisal method of evaluating the applicant where the interviewer who is higher in status is in a dominant role. Where a large number of candidates are asking for application forms a preliminary interview becomes a necessity. experience and his participation in extracurricular activities. is more or less the same. which they generally ask for. age. The type of information.There is a high degree of similarity among the application forms of various companies. Its purpose is not to make a detailed probe of qualification but to refuse application forms to those who cannot be employed because of such reasons as average. disqualifying physical handicaps and lack of required . height and weight his educational qualification. Two interviewers-preliminary and final-generally occur during the selection process. Still we can classify application forms as under.

The final interview is generally conducted in two stages: In the first stage. Kinds of interview-interviews may be classified under eight main categories. depending on their methods. question and answer situation intended to measures the candidate’s knowledge and back ground. the line official interviews these candidates and makes final selection. some official of the personnel department makes a comprehensive appraisal of the candidates and recommends the successful ones to the line department.experience or training. which has made the requisition. THE INDIRECT NONDIRECTIVE INTERVIEW: In this type of interview the interviewer refrains from asking direct and specific question but creates an atmosphere in . THE DIRECT PLANNED INTERVIEW: This interview is a straight forward. In the second stage. face to face.

a) The stress interview: In this interview the interviewers deliberately creates stress to see how an applicant operates under it. which can illuminate the strategic parts of the applicant’s background. are standardized in advance and validated against the record of employees who have succeeded or failed on the job. PATTERNED INTERVIEW: In these interviews a series of question. It also requires more time than other method. the interviewer responds to the applicant’s answers with . The difficulties of this type of interview keep many companies from using it. To include the stress. It requires a highly trained interviewer.which the interviewer feels free to talk and go into any subject he considers important.

silence. THE SYSTEMATIC DEPTH INTERVIEW: In this interview the interviewer has a plan of areas he wishes to cover. Ordinary. GROUP INTERVIEW: In this interview 5 or 6 applicants are placed together in a situation in which they must interact. Some times the applicant and the . criticism or a flurry of incisive follow-up question. PANEL OR BOARD INTERVIEW: In the board interview more than one person interviews an applicant at the same time. the interviewer exhausts one area before launching into the next so that he can be more certain of complete cover. The situation may be structured or unstructured.anger. Ordinary the interviewer exhausts one area before launching into the next so that he can be more certain of complete coverage. Areas of question are allocated to each interviewer before the interview starts.

time and place with their bio data and copy of their passport size photograph.selectors may live together for a few days thus providing a chance to the selectors to know about the personal idiosyncrasies of applicants better. WALK IN INTERVIEW: In this interview candidates are not required to apply for the post before hand they are asked to approach the employer for interview on the advertised date. This is known as the house party technique. PROCEDURE FOR AN INTERVIEW Follow steps are generally involved in an interview procedure: - 1. Conducting the interview . 2. Creating a helpful setting 4. Reviewing background information. Preparing a question plan 3.

Concluding the interview MERITIS AND DEMERITS OF INTERVIEWING: Interviewing has two big advantages over other methods. Hence they may match men and prejudice instead of men and job. It can fill information gaps and can correct questionable responses. . It can effectively bring out the behavior characteristics of the applicant.5. age etc. ethnic group. b) Interviews typically make some tentative decisions about candidates early in the interview. These are as follow: 1. The interviewer can easily find out whether the applicant is likely to get along with others in organizing or not where can talents be utilized most effectively and so on. 2. Following are some important reason which generally accounts for this difference: a) The interviewer differs in their bias related to sex.

interest tests. knowledge tests. personality tests and stimulation exercise Intelligence Tests: Intelligence quotient [IQ]=mental age [MA] / chronical age [CA]*100 ADVANTAGE AND LIMITATION OF PSYCHOLOGICAL TESTS: . Some important tests are: Intelligence tests. aptitude tests. From the above description it is clear that only unsystematic and pseudo-scientific interviews have little dependability.c) Interviews are mostly influenced by the impression of the preceding interviewee. TESTS: Another important devoice used in selection in psychological test. d) Interviewers are influenced by interview structure. ability tests. A psychological test is designed to measure such skills and abilities in a worker as are found by job analysis to be essential for successful job performance.

Major deficiencies may serve as a basis for rejection but minor deficiencies serve as a positive aid to selective placement and as indicating restrictions on the candidate’s transfer to other position. 4-REFERENCE: Requesting reference is a wild speed practice with substantial doubt as to its validity. One common weakness of all psychological test in that they cannot have a known zero point and equal intervals. Personality and interest tests suffer from one additional weakness. 5-PHYSICAL EXAMINATION: Physical examination reveals whether or not a candidate possesses the required stamina. Tests alone are inaccurate predictors of job success.Psychological tests as a selection technique have definite advantages over other methods of selection. . strength and tolerance of hard working condition. It’s difficult in their care to obtain truthful answers from the applicant. They are less time consuming and costly compared with interviews. Reference is usually obtained from the candidate’s friends or from his previous employer.

SUBJECT MATTER OF THE STUDY Should be remembered that in personate testing a manager is more interested in the capacity of his selection device to improve the over all performance of the selected Group than in its capacity to accrue tally predicts the performance of any single individual. .

e. there are only two jobs openings for every fen applicants. .e.00 i.One important factor.70) between predictor and criterion SR=1.20 i. there are eight job openings for every Ten applications. It is expressed as n/N. The selection ratio is they ratio of the number of applicants to be selected to the total number of applicants available. all applicants are being hired. Where n is the number of job to be field and N is the number of applicants for those jobs. (b) Same scatter plot when SR=0.80 i. Thus the lower 80% on predictor can be rejected. which helps in improving the overall performance of the selected groups in the selection ratio. Thus the lower 20 % on predictor can be rejected.e. (c)Same scatter plot when SR= 0. (a) Scatter plot showing relationship (r = 0. When this ratio is greater than 1.

Off the job training- It is also called Lecture method. Importance: Optimum utilization of human resource .It violates the principle of learning-by-doing and constitutes one way communication.TRAINING & DEVLOPMENT 1. But students may be permitted to ask questions. The lacture method can be easily used for training large groups. It is associated more with knowledge than with skills. It is generally theoretical in nature and is imparted [n a class-room type atmosphere.

On the job trainingUnder this method. Development of skills of employee Training helps in increasing the productivity of the employees. 2. This enable him to get training under the same working conditions and with the same processes. There are three forms of onthe-job training which are: • • • Coaching Understudy Position Rotation .Training helps in Optimizing the utilization human resource that further helps employees to achieve the organizational goals as well as their individual goals. the worker is trained on the job and at his work place. Quality Training helps in improving upon the quality of work and work life. Morale Training helps in improving the morale of the workforce. materials and equipment that he will be using ultimately.

• On. sales or office conditions. An attempt is made to create working conditions which are similar to the actual work environment. Vestibule training- The employees are taken through a short course under working conditions that are similar to actual shop. Vestibule schools are adopted to the same general type of training problem that is faced at the actual place of work. On the job developmentThe main feature of all on-the-job methods is to increase the ability of the executives to work while performing their duties.the -job Coaching: It is important to note that the superior only guides and does not teach. although he extends his assistance whenever . METHODS OF DEVELOPMENT 1.To continuously upgrade the knowledge of the employees to grain working efficiency 3.Objective: .

. • Understudy: In it the trainee is prepared to perform the work or fill the position of his superior.needed. retirement. He is a trainee who at a future time will assume the duties and responsibilities of the position currently by his immediate superior when the latter separates from the job because of transfer. etc. resignation. promotion. Each manager stays on for tow years in a committee. Periodic feedback and evaluation are also the part of coaching activity. The executive is given all the normal duties and responsibilities which go along with the job to which he is transferred. These committees study various problems and make recommendations to the higher management. • Multiple Management: Under this method. • Job Rotation: It consists of systematic and co-ordinated effort to transfer an executive from job to job and plant to plant. permanent advisory committees of the mangers are constituted.

Conference Training: . Syndicate Method: It enables an executives to acquire a proper perspective of his job in relation to the activities in areas other than his own and to give him practice in skills. Its main objective is the development of awareness and sensitivity to one’s own behavioral pattern through interactions with others. techniques and procedures which he has to use in his day-to-day work as he rises higher up a ladder of management. Sensitivity Training: It is also called T-group training.2. Role Playing: Role playing may be described as a technique of creating a life situation. Off the job developmentThe focus in off-the-job methods of development is to improve general behavioural and decision-making skills of the executives. usually one involving conflict between people and then having persons in a group play the parts or roles of specific personalities.

Recruitment . Placing the requisition 2. RECRUITMENT & SELECTION After the quality and quantity of personnel needed have been decided the task of its recruitments and selection beings. There are a number of steps involved in this task: 1.A conference is a group meeting conducted according to an organized plan in which the participants seek to develop knowledge and understanding by obtaining a considerable amount of oral participation.

3. Selection 4. Placement and 5. Induction A description of these steps is given below:

As soon as the blueprint for the future recruitment activities is ready the line manager or the head of the department can submit an indent for recruitment to the personnel department. An indent usually specifies the jobs or operation or positions for which persons are required the number to be recruited, the time by which the persons should be available, their duration of employment, the salary to be offered and any other terms and conditions of employment which the indenting officer feels necessary. This from is prepared in duplicate, one copy being sent to the personnel department, and the other retained by the requisitioning department for reference.

Once the requisition or the indent has been received the personnel department can be the process of recruitment.

Some people define the recruitment as the process of searching prospective workers and stimulating them to apply for jobs in the organizations according to this definition recruitment is a prospecting job where organization make search for prospective employees. Therefore the job of recruitment is based on the mating theory where success of both the parties is critically dependent on timing. Unless the two searches synchronies conditions are not ripe for

recruitment to succeed. The synchronization its turn depends on these factor:

1. There should be a common communication medium. If an organization advertises read vacancies in paper, which is never read by the job- seekers, its efforts will go waste. 2. There should be match between the job seeker’s personal characteristics and job characteristics. 3. The job seeker must be motivated to apply for the job.

The sources of recruitment can broadly be classified into two: • Internal • External

Internal sources refer to the present working force of a company. In the event of a vacancy, some one already on the payroll is prompted. Thus at the Tata engineering and locomotive company and at Hindustan lever. Outside

recruitment is resorted to only when requirement cannot be met form internal promotions. There are three advantage of internal recruitment: 1. It results into promoting people and they’re by increasing their morale, commitment and satisfaction. 2. It is less costly than external recruitment. 3. It recruits people about whom organizing typically have a better knowledge

Three disadvantage of this method are as follow: 1. It encourages inter-personal politics and bickering. 2. It perpetuates the old concept and way of doing things. 3. It promotes competition among different section of the same organization for getting the same individual.

Among the more commonly used external source are the following:

Senior posts are largely filled by this method.

There are some companies, which do not know their own advertising.

There is some companies which although do their own advertising but give only box numbers.


which are known to contain the kinds of employees.There are some companies in which divulge their names in their advertisements which hide employer’s identity are known as blind advertisements. qualification etc. Employment exchanges register unemployment people and nation the record pf their names. FIELD TRIPS: An interviewing team makes trips to towns and cities. 2. EDUCATIONAL INSTITUTION: Sometimes recruiters are sent to educational institutions where they meet the members of the faculty and persons in charge of placement services who recommend suitable candidates. required arrival dates and the time and venue of interview. are advertised in advance. . EMPLOYMENT EXCHANGE: An employment exchange is an office setup by the government for bringing together as quickly as possible those men who are in search of employment and those employers who are looking for men.

PMCG and manufacturing are now a days. POACHING: Another source that is gaining prominences is the recruitment of key personnel from competitor’s organizing. Poaching has become a common practice in the IT industry. RESUME: The use of resume database is the popular method of recruitment. outsourcing their entire human resources requirements to professional head-hunters. OUTSOURCING: An increasing number of large companies in sectors like automobiles. cement. . retail. real e state.EMPLOYEE REFERRALS: Some industries [taking talent search] with a record of good personal relations encourage their employees to bring suitable candidates for various openings in the organizing LABOUR UNIONS: Some times workers are recruited through unions in pursuance to closed shop agreement.

Sub sequent on SMS would be sent to the recruitment firm for getting in touch with the caller.CELL PHONES: Some mobile companies [hutch in west Bengal] are toying with the idea of teaming up with recruitment and staffing firms to provide to their subscribers jobs on phones. .

and consequently it selects people for specifics jobs . In selection the task is to match people with positions. Selection is best done where the number of available jobs in large relative to the number of selected individuals. selection and placement are often inseparable parts of a single process.PLACEMENT So far we have focused on selection. As a rule. accident rates etc. Proper placement of a worker reduces employee turnover. that is.In large companies. In placement the task is to much positions with people so that each individual is assigned to that potion where he is likely to make the best use of his abilities consistent with the requirements of his total working group. . absenteeism. a small company has only a few vacancies at any one time. a decision to accept or reject each applicant on the basis of his performance in some selection techniques. selection and placement may become distinct processes . and improves morale and motivation. Now we are going to focus on placement that is a decision to place a selected individual in one job than in other. where there are a number of vacancies . however. As the time of employment.

sales. This may involve some workers being assigned to jobs for which their talents are secondary but the composite assignments collectively are optimum.In such situations the individual is already “employed” and the placement decision is then made to assign him to the job for which he considered to be best qualified.Placement problems arise when large –scale transfer or promotions are being made or when some people rendered surplus from some parts of the organization are being placed elsewhere in the organization or when executive trainees on completion of their general training programme are being assigned to jobs in production . In making placements of individuals are the principle that each individual should be placed on that job for which he has the greater ability should not be rigidly followed because this may result in some jobs being filled by unqualified persons .The aim should be to realise the abilities and talents of the largest number of individuals . . marketing or some other functional area and so on .

42. 36% and 42.BUNTY BABLI 2. total BL of different concentrations (25%. 375ml. 750ml) All bottles are packed in cases. LEMON 2.8%. The current 42.MR. 36%.8% 1.MAUJ MASTI (All products available in 180ml. of units (bottles) in a case containing 180ml bottles=48 Total no.WAH ORANGE 3. of units (bottles) in a case containing 375ml bottles=24 Total no.1 4. which are as follows: 25% 1. The 3 different levels of concentration are 25%.BULLET NO.8%) are converted to that of 36% and then it is multiplied to the excise duty per BL which is fixed by the excise department.MIRCH MASALA . IGL produces 7 brands of country liquor.IGL’s COUNTRY LIQUOR PRODUCTS The country liquor products are categorized into 3 different levels of concentration as per the standards fixed by the excise department. of units (bottles) in a case containing 750ml bottles=12 Trade is carried out in terms of Bulk Liters (BL). To calculate the total excise duty to be paid to the department: Firstly. Total no.GURU 36% 1.

CL5 – Retailer’s shop.excise duty per BL (which is fixed for 36%) = Rs.92. of cases (n) X no. of units per case X Volume per unit TERMINOLOGY BUSINESS: • • • • • • Pieces = bottles USED IN COUNTRY LIQUOR Bulk Liter (BL) per case of 180ml bottles = 48x0. In a case there are 48 units of 180 ml bottle.375 = 9 BL BL per case of 750ml bottles =12x0.75 = 9 BL CL2 – Office where C & F agent sits. or 12 units of 750 ml bottle.64 BL BL per case of 375ml bottles = 24x0. In a truck there are 600 cases. or 24 units of 375 ml bottle. Wholesaling outlet. The formula for converting BL of different concentrations to 36% is: BL in n cases = [(Concentration)/36] X No.18 = 8. .


which are as follows: 1. IGL No. 375ml. 1 Dry Gin (Available in 750ml. 180ml & 90ml) 3. IGL No. 180ml & 90ml) 2. 180ml & 90ml) 5. 375ml. IGL No. 180ml & 90ml) 6. IGL Excellence Select Whisky (Available in 375ml. IGL Supreme Whisky (Available in 750ml. OB Deluxe Whisky . 375ml. 180ml & 90ml) 4. 1 Whisky (Available in 750ml. 1 XXX Rum (Available in 750ml. IGL No. 1 – Gold Whisky (Available in 90ml) 7. 375ml.IGL’s INDIAN MADE FOREIGN LIQUORS PRODUCTS IGL produces 17 brands of Indian made foreign liquor.

Saturday’s Aged 1 Whisky (Available in 180ml & 90ml) 14. Silky Studs Extra Dry Gin . 375ml & 180ml) 8. OB Orange Tango Gin (Available in 750ml. OB Whisky (Aailable in 90ml) 12. OB Deluxe Orange Tango Gin (Available in 90ml) 11. OB Lemon Duet Gin (Available in 750ml. 375ml. 180ml & 90ml) 9.(Available in 750ml. 375ml & 180ml) 10. Silky Studs Prestige Whisky (Available in 375ml & 180ml) 15. Saturday’s Deluxe Whisky (Available in 750ml & 375ml) 13.

Medium. These are: Cheap. 375ml & 180ml) 16. the customers of cheap brands buy a brand on the basis of its price. 1 and Silky are cheap brands. Among these brand segments. . 375ml & 180ml) IMFL can be divided into 5 segments according to their brands. Among above brands of IGL. 375ml & 180ml) 17. Regular. The customers of medium and regular brands are generally split loyal. whereas all others are medium brands. They don’t consider price as a factor. brands with name starting with IGL No. Premium and Prestigious.(Available in 750ml. Silky Studs Deluxe Whisky (Available in 750ml. The customers of premium and prestigious brands are brand loyal. Silky Studs XXX Rum (Available in 750ml. They substitute a brand with other when it is not available.

it is only when they are made available to consumers who want them and willing to buy them. NO OUTDOOR PUBLICITY: Advertising is limited to putting up banners and posters in retail shops only. Their number is strictly limited area wise. they assume any value. Goods produced have no value in themselves. other providing an outlet for production. LIMITED OULETS: Retail and wholesale outlets are controlled or owned by the Government.LIQUOR MARKETING Marketing normally provides two functions: one the satisfaction of consumer needs and wants. Liquor marketers face several restrictions: 1. . 2. Marketing of liquor is although a different ball game.

Complaints. 4.3. Also this may lead to fall in quality. NO DIRECT MARKETING: No door to door selling can be taken up in liquor as in other consumer goods. This restricts the option of increasing sales by lowering price. if any can be . Advertising brand name through other related products like soda. so that customers see and retain the brand name. liquor sales can be performed through the following strategies only: 1. lime juice. etc. Banners and posters displayed at outlets are made more eyes catching. 3. 4. 2. Sales promotion could be effected by giving incentives to retailers like distributing free gifts or giving larger profit margins in the states where retail outlets are own by Government. PRICE RESTRICTIONS: Prices of liquor are controlled by the Government. Frequent visit of personals to the retail outlets could also help to increase the sales. In the light of above constraints.

. This could help in remedying the state of affairs before it is too late.rectified faster and early assessment of the product’s market position can be made.

. and take decision regarding changing pattern in society. along with tax structure are usually headed by the General Manager who is responsible for the sale of the products in the market. The General Manager is assisted by the required sales managers who are responsible for a defined region. This ladder like system functions in a synchronized manner to achieve the best possible results. They are intern assisted by area sales manager of the particular area in the region. The authority increases as one move upward and so also the duties. He has to operate whole marketing system of the company with skills and efforts. The Government policies regarding to the licensing of distilleries. responsibilities and remuneration.MARKETING SETUP The marketing department is set up by all the companies to facilitate distribution and sale of their products. consumer demand and competitive condition. The duties of each marketing personnel and its position is well defined.

5: GENERAL ORGANIZATION CHART .Area sales manager co-ordinate and instruct the field staff and they report about the market position. market share of different products. FIG. and also give the idea for sales and promotional activities necessary for the market. consumer’s expectations. competitive activities.

For any product 3A’s play a vital role in the market. threats and opportunities of our targeted IGL country liquor products for the research work and study.ANALYSIS OF DATA SWOT ANALYSIS With the help of this analysis. 3A’s = Availability Affordability Acceptability . we are able to know the strengths and weaknesses.

STRENGTHS • IGL is the largest producer of alcohol in Asia. • Better quality. compared to other distilleries. • Highly skilled sales force. is closely located to the city. • The distillery. .

. • People are not much aware about its all product. banners. • Weaker brand names such as Guru.WEAKNESSES • No promotional activities such as postures. • Taste and smell of Bunty-Bubbly registered not up to the expectations of the customers. • No schemes for the sales persons. • Unavailability of IGL products at many shops.

OPPORTUNITIES • Coverage of virgin areas. . • Product sales with unique customer attracting techniques. • Schemes for salesmen like commission on sales or gifts. • Product development to meet them with customer expectations.

THREATS • The biggest threats are: PRIMARY COMPETITORS: As the liquor of 25% sells most. . Sarraiya distillery’s Laila and also products by Redico and Ojus.

• Poor conditions of road which cause damage while transportation.r. labor or a washer man has less job opportunities. The population in the area is highly fanatic for its religion. painter. taking liquor is a sin. In Islam also. . During this period due to less work. the buyer has a limited income.p. • Between the months of July to October as an average customer who is a farmer. • Various religious laws and rituals.SECONDARY COMPETITOR: I llegal sale of raw liquor at lower price and administration’s ignorance towards it. So he is forced to shift to cheaper forms of liquor which is raw liquor (available @ Rs. laundry works and agriculture are less practiced during the months of July to October due to reasons like monsoons.g. • Inadaptability of customers to emerging brands. Construction works. e.20 / 750ml). • Some shops related to syndicate sell liquor at less m. A month long period defined by the Hindu customs as ‘Malmas’ when people don’t drink.


• The success of a brand depends mainly on customer demand and its availability at different CL-5s. E. the company has . But there is still a great scope for expansion of the market. This unit is closely situated to Gorakhpur city. Customers generally take home those brands which retailers offer and retailers offer as per their demands. Since there is a lack of IGL products at many CL-5s in the area. on an average. Even if the customer demands for a specific brand and it is unavailable at that moment. when a customer goes to a CL-5 to buy 36% liquor.FINDINGS & CONCLUSIONS • IGL is the biggest largest producer of alcohol in Asia.g. This implies that customers. he buys the competitors’ brands. However Laila is the most successful brand and it has drawn away a large number of customers. the retailer offers the brands available at his shop. are not brand loyal they are CL-5 loyal. There are 52% of the CL-5s in Gorakhpur district that IGL country liquor brands.

been unable to reach out to a significant number of customers. Lime of Sarraiya distillery. • Customers are highly inadaptable to new brands or tastes. is making its market slowly. is unable to make its name and is not sold in Gorakhpur. banners etc. Mr. another product of IGL in 25%. a product of IGL in 25%. Orange. • 25 % country liquor has the maximum demand in the area and the highest selling brand is Laila (which is in 25%). Lemon and Mr. • Taste remains the most important criteria for customers at the time of purchase however taste is an unstated . Bunty-Bubbly. • Retailers do not take any interest in promoting brands. • Due to quite similar name and packaging some shops and many customers don’t distinguished between Wah Orange. Mr. But Guru. • Company has not adopted strong promotional techniques such as motivational schemes for salesmen or posters. On the other hand.

• Some companies promises to give benefits to the salesmen.8% liquor brands record comparatively lower sales and illegal sale of cheap raw liquor is at its peak. • Sarraiya distillery’s products happen to be the favorite of the local customers as it is oldest among the distilleries active in Gorakhpur. This is the reason why 42. but they don’t provide it. Yet a lot more can be achieved by improving the taste and smell of IGL brands. . Such type of practices make a negative image of company in salesmen mind. • A decent percentage of retailers are satisfied with IGL services. • Some customers also complaint that they want IGL brands but the CL-5 from where they buy liquor cannot have the brands. So he don’t cannot bother much about convincing the customer to buy a brand.factor up to great extent as most of them belong to economically weaker sections of the society. • Salesmen don’t get any reward from the company on selling its brands. IGL is second in the race.

the company should provide the best quality products. Inside the case.g.SUGGESTIONS & RECOMMENDATIONS On the basis of market experience and market survey. I would like to suggest the following to increase the sales of IGL country liquor products: PRODUCT: Since the company is in the introduction phase. a provision can be made to ensure safety and least damages to the bottles. bottles can be covered by a cardboard sheet. Even the trucks in which the cases are transported to the CL-2. The company can adopt better packaging techniques (e. . The base spirit being used for country liquor production should be of potable grade. or any form of spongy material).

Don with packaging similar to that of English liquor bottles to draw attention of more and more customers because it was seen that the name in itself acts as a big magnet to pull the buyers towards itself. So the company can take up this issue and check this problem. A lot of customers were unsatisfied with it. Since Laila is in the market for a long time now.P. Janam. Customers have been drinking Laila which comes in rose flavor. The entire eastern U. The company has already launched a product in the same flavor with the name of Guru. they have got used to this taste available in 25% liquor. Masuka.During the survey it was found out that. Hir-Ranjha. But Guru has been comparatively unpopular. so what the company can do is give Guru some striking name such as Majnu. taste and smell of Bunty-Bubbly was not registered up to the customer’s satisfaction. PLACE: Unlike the conventional norms of the introduction phase. belt is a 25% country liquor dominated market. the company should increase its coverage area so that it can reach out to more customers since it was found out from the survey .

watches. To attract more customers. cameras. Still 48% of the retailers don’t sell IGL. and small pack of chips or namkeen. the retailers can get rewards such as family trip. The survey shows that a number of salesmen demanded some kind of motivational schemes for themselves too. there should be scheme under which salesmen should get something too. television sets etc. steel glasses. the company can adopt heavy promotional tools.that large number of people have still not tasted IGL products. IGL can distribute freebies such as openers. PROMOTION: Since IGL brands are not as popular among the customers as Laila or other brands. Various promotional schemes can be adopted such as. MOTIVATION TO CHANNEL MEMBERS: Company can set up certain targets for retailers which on meeting. on collecting 10 bottle caps or on purchase of 3 bottles one more for free. It should start ‘Lucky Draw’ schemes for . It can also paint the refrigerators with IGL logo. The company can put up attractive and colorful postures at shops or boards outside. And just as retailers get certain rebates.

Company should follow various sales promotion schemes like money back scheme. lucky coupons scheme etc.retailers and salesmen. 2. Company should not send the promoters to retailers regularly. . Company should follow following suggestions: 1. incentive to retailers because they play an important role in selling the product. 3. IGL can pursue ‘Push Marketing’ techniques. Company should give some special gift. The company can also distribute free ‘IGL’ t-shirts or caps to the vendors who sell snakes or any kind of eatables within or outside the CL-5 premises.

markwebtest.netfirms. Annual Report of IGL 2006-2007 . ♦ www.answers.cems.Prof. Human Resources ♦ www.BIBLIOGRAPHY ♦ www.indiaglycols. www. Tripathi ♦ www.C. 3.

a) Yearly b) Thrice a week c) Weekly d) Occasionally .QUESTIONNAIRE Name: Address: M/S: AREA: - Age: Sex: Contact No: - 1) How many time you use the selection process.

e) Others. please specify 2) Can you name any 3 process of selection? a) b) c) 3) Which method the HR Manager recruited the employee? 4) Do you have any suggestions to improve the employee motivation? .

5) Do you want any new employee in the company? 6) According to you. what steps should be taken by the organization to increase your morale of employee? Thank you for sparing your valuable time .

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