Summer Internship Project Report

STUDY ON RECRUITEMENT & SELECTION PROCESS IN

CEASEFIRE INDUSTRIES PVT. LTD.

A report submitted to
ASIAN BUSINESS SCHOOL, NOIDA
As a partial fullfilment of full time
Post Graduate Diploma in Management (PGDM)
Approved by AICTE, by ministry of HRD

Submitted to: Submitted by:

Dr. Sandhya Agarwal Zeba Parveen Siddiqui
Asian Business School Abs/PGDM/JULY17/177
Noida (Delhi-NCR) 2017-19

Asian Business School (ABS)

A2, Sector – 125, Noida (Delhi-NCR)
Website: www.abs.edu.in

1
 CERTIFICATE
This is to certify that ZEBA PARVEEN SIDDIQUI student of Asian Business
School (ABS), Noida (Delhi-NCR) has undergone Summer Internship in
CeaseFire Industries Pvt. Ltd. on RECRUITMENT & SELECTION. She has
done her Project Work under my guidance. The candidate has undergone
training from MAY 08, 2018 to JUNE 30, 2018 at our Corporate Office.

NAME OF GUIDE: DATE:

Stamp of the Organisation.

Address: Sector 135, Noida (Delhi-NCR)
Dr. Sandhya Agarwal Asian Business School
Dept. Of Management Plot A2, Sec125,
Noida-201303

CERTIFICATE

This is to certify that the project report entitled STUDY ON Recruitment &
Selection In Ceasefire Industries Pvt. Ltd. is submitted to Asian Business
School, in partial fulfillment of the requirements for the award of the Post
Graduate Diploma in Management, and is an original work by ZEBA
PARVEEN SIDDIQUI . The project has been done under my supervision &
guidance and the project has not formed the basis for the award of any degree or
other similar title to any candidate.

SIGNATURE SIGNATURE
Internal Examiner External Examiner
 DECLARATION

I, ZEBA PARVEEN SIDDIQUI, hereby declare that the research work presented in
this report entitled “STUDY ON RECRUITMENT AND SELECTION at CeaseFire
Industries Pvt. Ltd.” for the fulfillment of the award of Diploma in Post Graduate
Diploma Management (PGDM) from ASIAN BUSINESS SCHOOL, NOIDA, is
based on my work during the summer training in CeaseFire Industries Pvt. Ltd. Noida
(Delhi-NCR). The project embodies the result of the Original work and studies
carried out by me and the contents of the project do not form basis for the award of
any other degree to me or anybody else.

DATE: ZEBA PARVEEN SIDDIQUI

 ACKNOWLEDGEMENT

This is to acknowledge with sincere thanks for the assistance, guidance and support
that I have received during the Summer Training. I place on record my deep sense of
gratitude to the management of CeaseFire Industries Pvt. Ltd. for giving me an
opportunity to pursue my summer training. My very special thanks to
Ms. Hemlata for her constant advice and support.

I must also thank Ms. Deepti, Ms. Anjali, Mr. Ravi and Mr. Rajat for their valuable
help & support.

I wish to make a special mention of Dr. Sandhya Agarwal for her deep involvement
and continuous guidance. She has been of immense assistance.

Name of Student: Zeba Parveen Siddiqui

ABS/PGDM/JULY17/177
 EXECUTIVE SUMMARY

The firefighting industry has been on a constant rise since the early 2000s as
awareness amongst people has grown over the years they have come to realize the
essentiality of firefighting equipment which can not only save valuable goods but
human lives as well. Ceasefire entered the firefighting scene in 2002 and has been a
major player with the highest market share throughout India since then. Ceasefire has
been able to do so because of its early entry in the market and quick expansion
throughout India. Fire safety industry is still in its growth stage and ceasefire has
been taking steps to maintain its lead.

One of the key ways ceasefire maintains its lead is through the personnel it hires, that
is where the recruitment process comes into major play. An organisation like
Ceasefire has over three hundred types of job profiles with many of them highly
specialised, requiring personnel with special knowledge and skills. The recruitment
process plays a pivotal role ensuring that the right personnel for the right job.

Recruiting able and motivated employees has allowed ceasefire to rise head and
shoulders above the present competition and maintain its position for years as a
market leader. Ceasefire has centralised the recruitment process to better match the
company standards.

With the company now introducing a product line with the European certification
standards the quality control and personnel requirements have become even more
stringent than regular.

The essentiality of the recruitment process within an organisation was eye opening
and enlightening to me. Recruitment to me is somewhat like sales but the product on
sale is the organisation itself. Recruiters are the face of the organisation for any
prospective employee and thus are essential in any organisation.
 TABLE OF CONTENTS

Chapter Particulars
No.

Project Title

Certificate from the Industry

Certification from the College

Acknowledgement

Declaration By The Student

1 Executive Summary

2 Introduction

3 Company Profile

4 Recruitment-Definition, Process, Types Of Recruitment,

Alternatives and Factors Affecting Recruitment.

5 Selection & Training Development: Definition, Process, Culture Fit

and Employer Branding. Policies of Training & Development.

6 Human Resource Department, HR Policies, Separation Policies,

Professional Appearance Policy.

7 Conclusion, Observation In Terms Of Industry, Future Goals

8 Bibliography
 INTRODUCTION

Ceasefire is India's most confided in firefighting and safety brand today. It has
holistically integrated Fire Safety and Security arrangements combination. The
organization is a maker of a full range of lifesaving products including:
 Suppression System - Ceasefire Kitchen Hood Fire Suppression
Range (Wet Chemical Based systems & Water mist based
Systems)
 Special Application Extinguishers
 Micro Environment Suppression Systems (Systems for
Electrical Panels & Server Racks)
 Fire extinguishers (Water mist, ABC powderbased,
Clean Agent based, Water, Foam, CO2 based, in both portable &
plus sized variants)
 Total Flooding Systems (Water-mist Based Auto-Quell Systems,
FM 200 systems)

Having invested extensively in R&D, the organization has a spectrum of 400

progressive lifesaving items that traverse from prevention to early recognition to
firefighting to and post fire harm control. The pioneer in the domain, Ceasefire has
been the name synonymous with new age advances that have been a long way in front
of others. Today Ceasefire's green initiative and security frameworks proceed with
that pattern.

Ceasefire items are fabricated at best in class manufacturing facility in Dehradun,

India. Every one of our item experiences a progression of most stringent quality
checks and are designed to flawlessness to end up genuinely the lifesaving
arrangements that they are.

Each Ceasefire item conforms to the most astounding global standards and conveys a
large group of national and universal confirmations incorporating LPCB alongside
other presumed accreditations like CE, ISO 9001 and OHSAS.
This is motivation behind why a portion of the best blue-chip associations exist in
Ceasefire's customer list. At Ceasefire, a group of 2000 expert connects with make
3000 new clients consistently. No big surprise at that point, the Ceasefire client’s
family is today 5,00,000+. Today a Ceasefire item is sold every 61 seconds and is
utilized on a genuine fire every 5 minutes.
 Ceasefire Production Facility

Selakui, Dehradun, India.

Ceasefire's manufacturing office is a best in class, company owned & company

operated production set up that has a yearly ability to make 6,00,000 extinguishers.

The office is a totally backward integrated unit, that does an ISO 9002 certified tasks
process, and is kept an eye on by 200 skilled and semi-skilled labour.

The manufacturing procedure incorporates in-house container holder and valve

assembling and its paint shop is a standout amongst other found in the Indian
subcontinent.
 Distribution

Industry Analysis
The essential target of fire and safety hardware is to rescue life and shield property
from unwanted fire in industry, business or private foundations. The auxiliary goal of
fire and safety products is to limit intrusions that may happen in processes or
administrations because of fire. Fire and safety gear market in India is significantly
arranged in three fragments - firefighting, fire detection and fire security products.
Firefighting equipment are the ones which are required for base level firefighting, for
example, fire extinguishers, while fire detection hardware are those which help in
recognition of fire with the assistance of discovery sensors and alarms. The fire
security hardware constitutes the third and last categorisation of fire and safety gear
and they assume an essential part in protecting a person against any fire related peril.
 Industry Description

The global firefighting market is getting a lot of advantage from rising safety
concerns and acceptance and enforcement of fundamental measures to battle
coincidental fires. Legislative organizations in a few sections of the world have laid
safety rules that require private and business structures to be outfitted with
fundamental firefighting device to ensure the safety of life and property in case of an
eventuality.

Factors, for example, rising industrialization and the shift of individuals from rural to
urban territories for work openings have prompted the development of high rises for
business and private needs. These tall structures, however, are in scope of accidents,
and a minor electrical breakdown or short out could bring about a monstrous fire.
This in turn necessitates the establishment of fire safety gear, for example, fire
extinguishers, hoses, and reels in elevated structures to avoid death and property
damage in case of accidental fires.

Expanding acceptance and implementation of fire safety measures that have been
ordered by governments and administrative offices in a few sections of the world are
probably going to move the firefighting market forward.
 Industry Trends

The firefighting technology and the market itself has been evolving and growing
respectively as the awareness levels in the public rises at a rapid pace apart from this
the government has been tightening the norms on almost every industry which is
prone to fire to acquire and adapt firefighting methods so that the lives and property
both can be saved. As indicated by "India Fire and Safety Equipment Market By
Type, By End User, Competition Forecast and Opportunities, 2011 – 2021", fire and
safety product showcase in India is anticipated to develop at a CAGR of more than
8% amid 2016 - 2021 by virtue of expanding industrialization, commercialization and
urbanization. In 2015, firefighting gear portion was the biggest section in the nation's
fire and safety products market. The portion snatched a share of over 60% in 2015
and is probably going to be driven by expanding government focus towards
industrialization, infrastructural improvement and business development. The
industrial segment is expected upon to hold the biggest share in the nation's fire and
safety gear market through 2021. Western Region overwhelms fire and safety
products market in India, driven by expanding request from refineries, petrochemical,
city gas distribution and gas based power plants in the district.
 Global Vs. India
With the rapid industrialisation throughout the world the need for firefighting
equipment is constantly on the rise. The worldwide fire battling equipment advertise
is anticipated to develop at a annual growth rate of 7.4% amid 2017-2022. Fire safety
frameworks and equipment market are foreseen to develop in the time frame because
of rising development activities and developing awareness. Europe and North
America have stringent rules related with fire security over all areas. Fire sprinkler
frameworks in the fire battling equipment portion hold a noteworthy income share in
the worldwide market as these are installed in hospitality, retail and business
segments.

The firefighting products market in India is anticipated to develop at a annual growth

rate of more than 8% amid 2017-2022 in light of expanding industrialization,
commercialization and urbanization. The interest for fire and safety equipment is
expanding because of rising awareness and expanding government focus towards
enhancing safety guidelines combined with rising new and additionally changing
demand from industrial, business and residential sector. The Government of India is
additionally intensely investing in framework and assembling divisions under its
'Make in India' campaign. These activities will undoubtedly help all firefighting
equipment producers in India towards creating and redesigning existing air terminals
and setting up new air ports and metro extends in different urban areas over India.
 Industry Size & Attractiveness

The Firefighting Industry has been on a constant rise since the 2000s and it is
expected to reach about USD 4. 94 billion, according TechSci research, by 2019 in
India alone. The firefighting market is very fragmented and is significantly ruled by
substantially sized regional players with solid regional presence. Currently, there are
just a couple of players in the organised market with all India presence. The market is
likewise overwhelmed with fake items and modest imports from China. In any case,
the Indian market has seen the approach of worldwide giants from the fire safety
industry in the course this decade. In any case the market is very attractive as can be
seen in the above but the use and utilization of fire safety equipment is persistently
expanding with companies and business elements laying more accentuation on fire
safety and security. Numerous state governments have now made it compulsory for
business foundations to guarantee appropriate consistence of fire safety standards.

With the strengthening of rivalry because of section of little domestic players and
additionally vast multinational players in the market, development and differentiation
are probably going to assume a key part over the following five years. There will be
intense competition amongst all players to grab that additional piece of the pie.
Ceasefire has thought through this well and have produced a new line of European
standards certified products which will undoubtedly let them stay ahead of the game.
 Target Market

Fire Fighting Industry is an almost all encompassing there are not many fields that
don’t require fire safety at all. This is the reason why the firefighting industry is
expected to grow globally, apart from some countries in south America and a few
African countries where the fire safety laws aren’t strict enough. Firefighting
Industry is involved in:
 Industrial Plants/Building
 Public buildings/Infrastructure
 Private Buildings
 Power Stations
 IT
 Hospitality
 Retail
 Banking & Finance
 Petrochemicals
 Pharmaceutical
 Others
The application for fire safety is virtually endless and it is something everyone should
have as well.
Competitors

The Indian firefighting industry is in a unique state as there are large number of
Regional players with few who have pan India Presence These Competitors include:

 Safex Fire Services Ltd.: Founded In 1972, majorly present in the Mumbai
region. Well known for its after sales services.
 Reliance Fire & Safety Ltd.: founded in 1996 in Secunderabad. The
company is well known for its various well engineered products.

 UTC Fire & Security India Ltd.: Founded in Mumbai in 1981. It is majorly
involved Fire protection and security like ceasefire.

 New Age Fire Protection Industries Pvt. Ltd.: One of the oldest firefighting
product manufacturer in India, it was founded in 1960 in Gujarat and has more
than 5 decades worth experience in firefighting.

 Safepro Fire Services Pvt. Ltd.: It is one of the more renowned competitors
of Ceasefire and was established in the year 2000 in Mumbai.

 ABC Fire India: Founded in the year 1997 in Coimbatore. It majorly works
on larger projects like hydrants systems, sprinkler systems, etc for residential
and commercial purposes.
 Company Profile

Ceasefire is India's most confided in firefighting and safety brand today. It has
holistically integrated Fire Safety and Security arrangements combination. Ceasefire
items are fabricated at best in class manufacturing facility in Dehradun, India. Having
invested extensively in R&D, the organization has a spectrum of 400 progressive
lifesaving items that traverse from prevention to early recognition to firefighting to
and post fire harm control. Each Ceasefire item conforms to the most astounding
global standards and conveys a large group of national and universal confirmations
incorporating LPCB alongside other presumed accreditations like CE, ISO 9001 and
OHSAS.

Ceasefire Industries Private Limited is a Private incorporated on 3rd June 2002. It is

classed as Non-govt. organization and is enlisted at Registrar of Companies, Mumbai.
Its approved share capital is Rs.1,00,00,000 and its paid up capital is Rs.5,00,000.

Ceasefire Industries Private Limited's last Annual General Meeting (AGM) was on
30th September 2016 and according to records from Ministry of Corporate Affairs
(MCA).

Chiefs of Ceasefire Industries Private Limited are Ashutosh Mangal, Pawan Arora,
Baskar Jayasekhar and Deepak Bhaskar Pradhan.

Vision & Mission

 To keep the infrastructure of India safe.

 Safe from the threat of fire.
 Safe from theft and crime.
 Safe to continue growing and fueling India’s growth.
Products of the Organisation.
 Organisation Structure

Ceasefire works with a Hybrid organisational structure within which each department
is headed by a separate manager who in turn further divides the work on the basis of
region below is the format of the recruitment team:

Mr. Ashwin (HR head)

Mr. Abhishek (Central)

Management
Trainee
Recruitment & Selection In CeaseFire Industries

Main Criteria is:

 A Bachelor’s Degree
 Experience as indicated by the manager
 Clearance of 2 Rounds of interviews
 Document & Reference Check

USP & Innovation

USP
 Brand reliability and quality assurance
 Wide Variety of products for all your needs
 Pan India Service
 Key Account managers
 Customisable Solutions for large scale projects
 Value Added Services like AMC & Refilling
 Only brand currently in India to have European standards certified firefighting
products.

Innovation
 Various Patented products
 Water mist based auto-quell Solutions
 Commercial Kitchen department for large scale hotels

21
 SWOT Analysis

Strength Weakness

Brand Low sales employee retention

Quality Less employee satisfaction
Pan India distribution Network Less Cohesion between
Best Firefighting technology with multiple departments
Certifications Low employee engagement
Only Brand in India to have European standards
certified product line
Opportunity Threat

Infrastructure development MNC Competitors

Newer Technology like cloud computing and Regional Players
Drones
Growing Awareness
Lower indirect taxes
 PESTLE Analysis

Factors Observations in the company

(P) Implementation of tax reforms in different

countries. GST
Political Make in India campaign
(E) Relationship between variable economic factors, manufacturing
and transportation cost.
Economic Fluctuation in raw material prices.
Overall economic growth resulting in better demands: 3000 new
customers each month are added
(S) Employee work – life balance is an issue
Social Employee engagement is less
(T) Adaption to technological advancement.
Development of consistent systems like HRMIS
Technology Seamless Information flow
(L) New fire safety regulations in place. Which are good for the
Legal business.
(E) Mostly Paper less system
Carbon footprint during production
Environment

23
 Drawing and Confirming the Business Process map (Recruitment)

Reporting Manager: Generates Manpower

HOD:Needs
Ascertains needs & raises an MRF
Manpower
if necessary
Requisition Form (MRF) raised through the HRMIS

Preliminary Screening: Cold Calling & Questioning. If shortlisted interviews are set on their convenience/lined up candidates Names &
Recruitement Team gathers data from various sources (job portals, ads,Resumes uploaded
etc.) based on MRFon HRMIS.
1st interview with reporting manager.

2nd interview with HOD Document Check Salary Negotiation

Reference Check from previous 2 Employers or from the institue for freshers.
Offer letter Rollout. Document Upload.

JOINING.
 The Business Process Approach

A business process is an exercise or set of exercises that will achieve a particular

authoritative objective. Business process Management (BPM) is an orderly way to
deal with enhancing those procedures. On the off chance that an association can't play
out certain business processes internally because of cost or other issues, the
organization may use business process outsourcing (BPO). Numerous associations
contract particular business assignments, for example, finance, (HR) or bookkeeping,
to an outsider specialist.
To quantify accomplishment of a business procedure, associations track effective
consummation of various strides inside the procedure, i. e. , benchmarks, or
achieving the end purpose of the procedure. At the point when a business procedure
isn't helping an association achieve an objective inside course of events or with the
current assets, there are various techniques to execute for changes. Business process
mapping is frequently attempted as an activity amid business process reengineering
and process change to enhance a perhaps unsuccessful business process. Associations
may likewise center around business process perceivability to recognize issues in
process execution or execution.

Job Profile
 Understanding various job profiles and the recruitment process.
 Calling the job applicants / Cold calling prospects from the data gathered on a
job portal.
 Explain them about the company and the job profile offered and further
question them (if interested) on the basis of a semi pre-defined structure.
Judging their communication skills & knowledge.
 Setting Up Interviews with shortlisted candidates and following up with them.
 Helping Out with Interview Process.

Domain Description
My core domain was HR (recruitment). Now HR is an extensive and vast domain
within which recruitment itself is an art as well a skill. The HR head MR. Ashwani
told me to master Recruitment you must master the profiles. That thought has stuck
with me ever since. Recruitment is not just plainly getting someone to do a job rather
it includes disciplines like psychology which enable us to look into what a person
wants and how to attract them.

Process
Recruitment as a process is somewhat long from the beginning we need to assess our
manpower needs and convey those needs to the recruitment team through the official
Channel. Then the recruitment team can finally find and shortlist candidates adhering
to those needs who are then interviewed and if shortlisted have a salary negotiation
and document and reference check if cleared they are issued an offer letter.

Advantages:
 Adaptability and flexibility in divisions.

 Functional expertise and efficiency.

 Alignment of corporate and divisional goals.

Disadvantages:

 Slow response to exceptional situations.

 Excessive administration overhead.
 Conflicts between corporate departments and units.

Employee Profile:

 Mr. Ashwani – Departmental Head(HR)

 Mrs. Hemlata – HR Manager (TL-Recruitment)
 Ms. Deepti – HR Manager
 Understanding Various Organisation’s Functional Areas Selakui,
Dehradun, India.

Production Department

Ceasefire's manufacturing office is a best in class, company owned & company

operated production set up that has a yearly ability to make 6,00,000 extinguishers.
The office is a totally backward integrated unit, that does an ISO 9002 certified tasks
process, and is responsible for handling around 200 skilled and semi-skilled labour.
The manufacturing procedure incorporates in-house container holder and valve
assembling and its paint shop is a standout amongst other found in the Indian
subcontinent.
 Marketing Department

Ceasefire does have to focus a lot on its marketing and sales department as it is mostly
in a goods based industry. Ceasefire has separate marketing and sales departments
which allows them to focus on both. Ceasefire majorly focuses on mass marketing
via brochures, posters, pamphlets, online, etc. They have a great grasp over their
market and know the ins and outs of it.
The sales team works in tandem to the marketing department and is responsible
pitching and selling products to the customers. There are various types of sales
namely:

 Direct Sales: This is the department which directly approaches small and
medium enterprises and pitch them the products like extinguishers, Smoke
detectors, Fire alarms, Etc.

 Chain Sales: This department is generally involved in the upkeep and sales
through certified distributors each sales person is responsible for a certain
number of distributers in the area and a few certain key clients.

 Project Sales: In this department the sales person involved is generally into
large commercial and residential projects which require multi- faceted fire
prevention and suppression system to work in tandem. They are mostly
responsible for construction, hospitality and other such large-scale industries.
 Marketing Mix

Marketing Mix alludes to the arrangement of marketing tools which are required by
the organisation to achieve its objective. Historically just 4 marketing instruments
were considered which are place, price, promotion and the product. However, now
additional 3 tools have obtained their place in the marketing mix people, physical
environment and process. Service marketing mix requires each of the 7 P's for its
advancement.
Product
Price:
Ceasefire prices do start at a little above market price but what is offered is reliability
and peace of mind in their products. Being the market leader and one of the advanced
in its field it is understandable why the prices are higher for individuals as the
production process itself is expensive as well. Ceasefire ensures you get what you
pay for. In case of businesses the prices are negotiable (for bulk) and very much
reasonable for the products offered. People can Put a query on their website or can
call them directly on the number on the website where they can get quoted price.

Promotion:
Ceasefire majorly focuses on mass marketing via brochures, posters, pamphlets,
online, etc. Over a decade ceasefire has built its reputation from the ground up and
became the market leader pan India. In all of this the marketing department has
played a major role via putting ceasefire on the map.

Place:
Ceasefire has around 200 offices pan India which helps it to reach a broader spectrum
of customers and have presence everywhere in India. This makes ceasefire one of the
only few Fire & Safety Organisation with pan India presence. Ceasefire also does
export its products to various countries as well.
 Segmentation, Targeting, Positioning

Segmentation:

Ceasefire has segmented its market on the basis of scale of the work as it is visible
through the separation of sales teams to handle different kind of customers.
Targeting:

Ceasefire targets the customers on the basis of their demands for example special
attention is given to larger scale projects. While they give out Brochure and online
catalogues to smaller scale clients.

Positioning:

Ceasefire does get a lot of benefit from being the market leader and thus they position
themselves as such. Ceasefire promises and delivers quality. As such they have
positioned themselves on the basis of their quality and reliability.
 BCG (Product Portfolio Matrix)

Star Product
Question Mark
 Extinguishers
 Security systems
 Suppressor systems
 Detection Systems

Cash Cow Dog

 Marking Strips
 AMC
 Refilling
 Product Life Cycle

The Firefighting industry is still in its growing phase in India with a greater expected
growth in the coming years due to continuous development and the reformation of
rules and regulation regarding fire safety in India. Cease fire started introducing its
products in 2002 and since then the organization has been constantly improving itself
with the times and hence have grown to the stage where they are. There is still
undoubtedly a lot of room to grow as the awareness amongst public rises.
 HUMAN RESOURCE DEPARTMENT

Ceasefire puts stock in the commitment of every person and in this way, is building a
group that works in cohesion departmentally. Securing, creating and upgrading its
human potential is an ongoing process at Ceasefire. Enlistment and retention of
intellectual capital is a key administration exercise. Ceasefire's human capital
constitutes of an assorted pool of knowledge - a prudent blend of youth, creative
ability and experienced veterans of the field. It works both ways through this talent
pool ceasefire keeps up a solid brand name and high reputation which in turn attracts
more talents.
 RECRUITMENT

Recruitment refers to the process of finding possible candidates for a job or function,
usually undertaken by recruiters. It also may be undertaken by an employment
agency or a member of staff at the business or organization looking for recruits.
Advertising is commonly part of the recruiting process, and can occur through several
means: through online, newspapers, using newspaper dedicated to job advertisement,
through professional publication, using advertisements placed in windows, through a
job center, through campus graduate recruitment programs, etc. The Recruitment
programme is designed to attract more and more applicants such that the pool of
candidates applies for the job, and the organization has more options to select the best
out of them.

PROCESS

The recruitment process consists of five interrelated stages which are as follows:
 Recruitment Planning
 Strategy Development
 Searching
 Screening
 Evaluation & Control
 Recruitment Planning: The recruitment process begins with the planning
where in the vacant job positions are analyzed and then the comprehensive job
draft is prepared that includes: job specifications and its nature, skills,
qualifications, experience needed for the job, etc . Here, the recruitment
committee decides on the number and the type of applicants to be contacted.
The aim of any organization is to attract more candidates as some of them
might not be willing to join, or some might not qualify for the job position. So
the company has a sufficient number of candidates to choose amongst them.
The type of candidates required for the job is well specified in terms of the task
and responsibilities involved in a job along with the qualification and
experience expected.

 Strategy Development: Once the comprehensive job draft is prepared, and

the type and the number of recruits required are decided upon; the next step is
to decide a strategy that is adopted while recruiting the prospective candidates
in the organization. The following strategic considerations should be kept in
mind:

 Make or Buy Employees which means the firm either, decides to select less
skilled employees and invest in training and education programs or hire skilled
professionals.

 Methods of Recruitment the firm decide on the methods used for recruiting
the individuals. Such as the internet provides detailed information about the
prospective candidates and helps in shortlisting the best-qualified individuals.

 Geographical Area the next decision is related to the area from where the
candidates shall be searched. The firm looks for those areas where the handful
amount of qualified employees is concentrated, with a view to curtailing a
search cost.
  Sources of Recruitment there are two sources of recruitment: Internal source
(within the organization), external source (outside the organization). The firm
must decide the source from where the candidates are hired.

 Searching: Once the strategy is prepared the search for the candidates can be
initialized. It includes two steps: source activation and selling. The source
activation means, the search for the candidate activates on the employee
requisition i.e. until and unless the line manager verifies that the vacancy
exists, the search process cannot be initiated. The next point to be considered
is selling, which means the firm must judiciously select that media of
communication that successfully conveys the employment information to the
prospective candidates.

 Screening: The screening means to shortlist the applications of the candidates

for further selection process. Although, the screening is considered as the
starting point of selection but is integral to the recruitment process. This is
because the selection process begins only after the applications are scrutinized
and shortlisted on the basis of job requirements. The purpose of recruitment
here is to remove those applications at an early stage which clearly seems to be
unqualified for the job.

 Evaluation and Control: Evaluation and control is the last stage in the
recruitment process wherein the validity and effectiveness of the process and
the methods used therein is assessed. This stage is crucial because the firm has
to check the output in terms of the cost incurred.

The recruitment is a costly process as it includes the salaries of recruiters, time spent
by the management, cost of advertisement, cost of selection, a price paid for the
overtime and outsourcing in case the vacancy remains unfilled. Thus, a firm is
required to gather all these relevant information to evaluate the performance of a
recruitment process effectively.
 Internal Sources of Recruitment Used

The Internal Sources of Recruitment mean hiring people from within the
organization. In other words, seeking applicants for the job positions from those who
are currently employed with the firm. In orga nization, these are the most common
internal sources of recruitment:

 Transfer: Transfer means shifting an employee from one job to another,

typically of similar nature, without any change in his rank and responsibility.
The purpose of an employee transfer is to enable him to get well-versed with
the broad-based view of the organization which is essential for the promotions
in future.

 Promotion: Promotions are the most common form of internal recruitment

wherein the employees are moved to the upper levels of the organization with
more responsibility and prestige. When the higher level positions fall vacant
companies recruit from within the organization so as to capitalize one of the
following benefits:
 The employee is familiar with the working of the organization.
 Less cost is incurred as compared to hiring the person from the external
sources.
 The chances of selection are bright since the performance card of the
 individual is readily available with the firm.
 It boosts the morale of the employee.
 The others in the organization also get motivated to work harder to get
promoted to the higher levels of the organization.

 Employee Referrals: The present employees can refer their friends and
family to the job. They are well aware of the organizational culture, working
conditions and job requirements. If they find their friends or family suitable
for such position can recommend their names to the management for
recruitment. The organizations encourage employee referrals as the cost and
time could be saved than from hiring people from the external sources. Some
organizations, in order to motivate employees to pay “finder’s fees” in the
form of incentives for each successful hire.
 Some New Internal Recruitment majorly helps

 Dependents of deceased employees: Usually, Banks follow this Policy. If

An Employee dies, his/her spouse or son or daughter is recruited in their place.
This is usually an effective way to fulfill social obligation and create goodwill.

 Recalls: When Management faces a problem which can be solved only by a

manager who has proceeded on long leave, it may be decided to recall that
persons after the problem is solved, his leave may be extended.

 Retirements: At times, management may not find suitable candidates in

place of the one who had retired, after meritorious service. Management may
decide to call retired managers with new extension.

The former employees are also considered as an internal source of recruitment.

These are the persons who have left the job and wants to come back to work on a
part-time or full-time basis.
 External Sources of Recruitment Used

The External Sources of Recruitment mean hiring people from outside the
organization. There are several methods for external recruiting. The firm must
carefully analyze the vacant positions and then use the method which best fulfills the
requirement. Following are the different types of external sources of recruitment:

 Media Advertisement: The advertisement is the most common and preferred

source of external recruiting. The ads in newspapers, professional journals,
give a comprehensive detail about the organization, type, and nature of job
position, skills required, qualification and experience expected, etc. This helps
an individual to self-evaluate himself against the job requirements and apply
for the jobs which best suits him.

 Employment Exchange: The employment exchange is the office run by the

government wherein the details about the job seekers such as name,
qualification, experience, etc. is stored and is given to the employers who are
searching for men for their organizations.

 Direct Recruitment: The direct recruitment also called as factory gate

recruitment is an important source of hiring, especially the unskilled workers
or badli workers who are paid on a daily-wage basis.

 Casual Callers: The casual callers, also called as unsolicited applications are
the job seekers who come to the well-renowned organizations casually and
either mail or drop in their job applications seeking the job opportunity.

 Educational Institutions or Campus Placement : Creating a close liaison

with the educational institutes for the recruitment of students with technical
and professional qualifications has become a common practice of external
recruitment

 Labor Contractors: This is the most common form of external recruitment

 wherein the labor contractors who are either employed with the firm or have
an agreement to supply workers to the firm for the completion of a specific
type of a task. This method is again used for hiring the unskilled and semi-
skilled workers. The contractor keeps in touch with the workers and sends
them to the places where their need arises. In doing so, the contractors get the
commission for each worker supplied.

 Walk-Ins: This is again a direct form of recruitment wherein the prospective

candidates are invited through an advertisement to come and apply for the job
vacancy. Here, the specified date, venue, and time are mentioned, and the
candidates are requested to come and give interviews directly without
submitting their applications in advance.
 Alternatives to Recruitment

It is the temporary ways of hiring people for the job position with a view to saving
cost incurred in recruiting process and meets the short-term demand for increased
work volume.

 Overtime: In case the demand for a product peaks due to the temporary
market fluctuations, then a firm asks its employees to work extra despite
recruiting new hands. The overtime benefits both the employee and the
employer as the former fetches extra income for the additional piece of work
while the latter saves cost incurred in recruiting new persons.

 Employee Leasing: The employee leasing is another form of alternative to

recruitment wherein the company pays a fee to the leasing firm or the
consultancy that handles employee benefits, payroll, and all other HR
functions on behalf of the client company.
The employee leasing is also called as “staff outsourcing” wherein the
permanent employees of other firms are hired due to their specialization in a
certain field on a lease basis to meet the short term requirements of the client
company. Here the individuals work for the leasing firm.
 Subcontracting: The subcontracting is a business practice wherein a certain
portion of the work is delegated to other specialized agencies to meet a surge
in the demand for goods and services. Here, the contractor with a mutual
consent assigns some task to some other specialist contractor who helps in
completing the project. The subcontracting is prevalent in the complex jobs
such as construction, building, and information technology.

 Temporary Employment: The temporary employees are those who are hired
for a specific time period until the task gets accomplished. Earlier the
temporary employment agencies were used in hiring the unskilled and semi-
skilled laborers, but nowadays the employees are readily available for the
technical, professional and executive positions as well. The temporary
employment is beneficial for the firms as the cost of labor is relatively less,
services of an experienced labor can be utilized, and there is flexibility in
responding to the future needs of workers. But however, temporary
employment lacks labor commitment to the organizational goals since the
workers hired do not know about the culture and workflow of the firm.

 Outsourcing: Often the companies outsource or assign the task of

recruitment to the third party specialist, who then carry out all the recruitment
activities which would have been done in-house otherwise. It is beneficial for
the firms which are small and have a lack of expertise in recruitment to
delegate the authority to the third party to carry out the recruitments on the
company’s behalf. But the responsibility lies with the client company itself
and must ensure that all the activities related to recruitment are performed
effectively by the third party.
 ALTERNATIVES & FACTOR AFFECTING RECRUITEMENT

There are two types of factors that affect the Recruitment of candidates for the
company.

Internal factors
 Company’s pay package
 Quality of work life
 Organizational culture
 Company’s size
 Company’s product
 Growth rate of the company
 Role of trade unions
 Cost of recruitment

External factor:
 Supply and demand factors
 Employment rate
 Labour market condition
 Political, legal and government factors
 Information system

Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the policies:
 Government polices
 Recruitment sources
 Recruitment needs
 Recruitment cost
 Organizational and personal policies
 SWOT Analysis Done Under CeaseFire

 Strength: Strong Patriotism, Word Of Mouth Promotion, Strong Distribution

Channel.
 Weakness: Over Dependency, Low number of Manufacturing Units, Low
Margin to Distributors.
 Opportunity: Growing Organic Sector, Expand Rural, Going Global,
Diversify.
 Threats: Increasing Competition, Negative Word of Mouth, Price War.
 SELECTION & TRAINING DEVELOPMENT

Selection

The Selection is the process of choosing the most suitable candidate for the vacant
position in the organization. In other words, selection means weeding out unsuitable
applicants and selecting those individuals with prerequisite qualifications and
capabilities to fill the jobs in the organization. Most often, the selection and
recruitment are used interchangeably but however both have different scope. The
former is a negative process that rejects as many unqualified applicants as possible so
as to hire the right candidate while the latter is a positive process that attracts more
and more candidates and stimulates them to apply for the jobs. Based on the
complexity of selecting the right candidate the selection process is comprised of
several steps in Ceasefire Industries Pvt. Ltd.:
 Preliminary Interview
 Receiving Applications
 Screening of Applications
 Employment Tests
 Interview
 Reference Checking
 Medical Examination
 Final Selection
 SELECTION PROCESS

The selection procedure comprises of following systematic steps:

 Preliminary Interview: The preliminary interview is also called as a screening

interview wherein those candidates are eliminated from the further selection
process who do not meet the minimum eligibility criteria as required by the
organization.
The individuals are checked for their academic qualifications, skill sets, family
backgrounds and their interest in working with the firm. The preliminary
interview is less formal and is basically done to weed out the unsuitable
candidates very much before proceeding with a full-fledged selection process.

 Receiving Applications: Once the individual qualifies the preliminary interview

 he is required to fill in the application form in the prescribed format. This
application contains the candidate data such as age, qualification, experience, etc.
This information helps the interviewer to get the fair idea about the candidate and
formulate questions to get more information about him.

 Screening Applications: Once the applications are received, these are screened
by the screening committee, who then prepare a list of those applicants whom they
find suitable for the interviews. The shortlisting criteria could be the age, sex,
qualification, experience of an individual. Once the list is prepared, the qualified
candidates are called for the interview either through a registered mail or e-mails.

 Employment Tests: In order to check the mental ability and skill set of an
individual, several tests are conducted. Such as intelligence tests, aptitude tests,
interest tests, psychological tests, personality tests, etc. These tests are conducted
to judge the suitability of the candidate for the job.

 Employment Interview: The one on one session with the candidate is conducted
to gain more insights about him. Here, the interviewer asks questions from the
applicant to discover more about him and to give him the accurate picture of the
kind of a job he is required to perform.
Also, the briefing of certain organizational policies is done, which is crucial in the
performance of the job. Through an interview, it is easier for the employer to
understand the candidate’s expectations from the job and also his communication
skills along with the confidence level can be checked at this stage.

 Checking References: The firms usually ask for the references from the
candidate to cross check the authenticity of the information provided by him.
These references could be from the education institute from where the candidate
has completed his studies or from his previous employment where he was
formerly engaged. These references are checked to know the conduct and
behavior of an individual and also his potential of learning new jobs.

 Medical Examination: Here the physical and mental fitness of the candidate are
 checked to ensure that he is capable of performing the job. In some organizations,
the medical examination is done at the very beginning of the selection process
while in some cases it is done after the final selection.
Thus, this stage is not rigid and can take place anywhere in the process. The
medical examination is an important step in the selection process as it helps in
ascertaining the applicant’s physical ability to fulfill the job requirements.

 Final Selection: Finally, the candidate who qualifies all the rounds of a selection
process is given the appointment letter to join the firm.
Thus, the selection is complex and a lengthy process as it involves several stages
than an individual has to qualify before getting finally selected for the job.
 Selection Test Were Used in Cease Fire Industries Pvt. Ltd.

 Performance Test
 Personality Test
 Aptitude Test
 Interest Test
 Projective Test

CeaseFire has able to analyze the following things after Recruitment & Selection
Process:

 Judging Mental Qualities

 Applicants Ability
 Character of Candidate
 Proper Placement
 Systematic & Reliable Method.
 E-Recruitment

The E-Recruitment, also called as Online Recruitment, is the process of hiring the
potential candidates for the vacant job positions, using the electronic resources,
particularly the internet.
Nowadays, CeaseFire make use of the internet to reach a large number of job seekers
and hire the best talent for the company at a less cost, as compared to the physical
recruitment process.

E-Recruitment includes the entire process of finding the prospective candidates,

assessing, interviewing and hiring them, as per the job requirement. Through this, the
recruitment is done more effectively and efficiently.
 CULTURE FIT AND EMPLOYER BRANDING

Culture fit is the glue that holds an organization together. Cultural fit is the likelihood
that someone will reflect and/or be able to adapt to the core beliefs, attitudes, and
behaviors that make up your organization. It revealed that employees who fit well
with their organization, coworkers, and supervisor had greater job satisfaction, were
more likely to remain with their organization, and showed superior job performance.
The word 'Employer Branding' may be split up as:

Employer Branding = Employer +

Branding

 Employer: means a person or an institution that hires people.

 Branding: means a strategy that allows an organization to differentiate itself

from competition and in the process, to bond with their customers to create
loyalty. Thus, a position is created in the marketplace that is much more difficult
from the competition to poach. A satisfied customer may leave, hut a loyal
customer is much less likely to leave.

Key factors influencing on Employer Brand Name

 Salary of the employee paid by the employer.
 Employee benefits given by employer.
 Job security.
 Pleasant working atmosphere.
 Work-life balance.
 POLICIES OF TRAINING & DEVELOPMENT

Equal Opportunity
Cease Fire is committed to a policy of equal employment and advancement
opportunities for all without regard to race, colour, religion, sex, age, marital status,
national origin or handicap, in order to encourage equal consideration all staff
members and applicants. All recruitments and promotions are done solely on the
basis of one’s qualification, experience and competence in relation to that position.
All reporting managers are responsible for enforcing this policy in their department.
Anyone who witnesses any kind of discrimination in the workplace must approach
their reporting manager, and/or HR department without any fear.

Personnel Records & Privacy

Every employee is bound to submit their documents either on the day of joining or
within a week of joining failing which their salary for the month would not be
processed. Personnel files are the property of CEASE FIRE and access to the
information is restricted.
Employee records maintained by the company will contain only information that is
relevant and necessary to meet various legal requirements and to ensure efficient
human resource administration.
Any changes in personal data such as phone number, address, must be informed to the
HR department. It is the responsibility of each employee to promptly notify their
manager or CEASE FIRE Human Resource Department of any changes in personnel
data such as:
 Mailing address
 Telephone numbers
 Name and number of dependents
 Individuals to be contacted in the event of an emergency.

An employee’s personnel data should be accurate and current at all times

Ceasefire Industries is an organization that values people. We greatly believe that
people are at the core of success of any organization, and as such it provides ample
scope for people to realize their true potential at the job that they are offered.

Employee Orientation
Employee Orientation is a formal process that is designed to welcome the new
employee to be informed about the policies and procedures of the company.
Employees are presented with all the required sources and procedures needed to
navigate within the workplace. Assimilation into ceasefire culture is very critical for
every new hire at ceasefire industries. Every new hiree is supposed to go through an
Orientation program that apprises an individual about the following:
 HR Policies & Code of Conduct
 Our Core Values.
 Joining Formalities and Submission of Records

A new joinee is required to submit the following records immediately after joining:
 Joining kit
 Four copies of passport size photographs.
 Copies of Educational Certificates
 Experience certificate from previous employers.
 Relieving letter from Last employer.
 Salary certificate and Appointment letter from Last employer.
 A copy of your Permanent Address proof (driving license, ration card, etc.)
 Investment proof within 3 months of joining to avoid Income Tax deduction
from salary (if applicable).
 A post card size photo of self and immediate family in case covered under ESI

Forms to be filled at the time of joining:

All documents contained in the joining kit such as:
 Personal information form
 PF Nomination Form
 Form 11
 Gratuity Form
 ESI Nomination Form
 Training Feedback Form (for Telemedicine Division)
 Declaration form

Employee Code number

On joining, the employee will be given an employee code number which should be
used and referred for all official purposes.

Employee Hiring Agreements

We are committed to being an innovative, value-centered and totally customer
(External and internal) oriented organization.
Whole Time Employment
You shall devote your entire time to the work of the company and shall not
undertake any other direct or indirect business or work, honorary or remuneratory
without the written permission from the company. If any such part time work
undertaken by you is brought to the notice of the Company, the company can
terminate you without any notice.

Transfer Policy
CeaseFire management, at its sole discretion, reserves the right, to transfer any
employee, in the interests of the organization, to a new function, division, activity or
location. Only when the transfer involves a major change of physical location
resulting in additional costs to the employee, will a suitable compensation be
provided. In such cases, the compensation will be worked out specific to that
employee, discussed and documented as part of the transfer letter. As far as possible,
all efforts will be made to ensure that the employee is comfortable with the transfer
and is adequately compensated for additional costs. However, refusal to accept a
transfer will amount to breach of discipline by an employee and can lead to a
summary dismissal.
 HR POLICIES

Compensations & Benefits Policy

Pay Day
Our salary cycle is from 1st to the last day (30th or 31st) of every month. Salary for the
preceding month shall be paid out by 7th of every month.
The salaries are confidential and should not be discussed with any other staff
members of the organization except your immediate Manager or the HRD Manager.
Any action to the contrary will be viewed seriously.
Salary for the previous month shall be given in the form of cheque/and or bank
transfer as deemed appropriate by the 7th of subsequent month. Any discrepancy in
the salary should be intimated to the HR/Accounts department as soon as possible so
that corrections/clarifications can be provided.
All members must ensure that the Income tax savings/Investments made by him/her
are submitted to the Accounts Department, so that the IT deduction, if any, is made
correctly and timely. All queries regarding salary and Income tax should be
addressed to the Accounts department.

Computation of number of days

For payment of salaries to employees, the actual number of days worked is known by
counting the attendance that has been actually registered. Having known the actual
number of days worked, the “value of one working day” is calculated by the number
of days in that month (28, 30 or 31, or even 29 in case of a leap year) and payment is
made for the actual number of days worked.

Tax Compliance
You shall be expected to comply with tax, exchange control and other legal
requirements applicable, at all times. The company reserves the right to deduct
income tax at source/other statutory contributions as required by law on a monthly
basis, from your salary.
Provident Fund
The employee Provident Fund provides social security benefit to you. The company
will contribute an amount equivalent to your own contribution to the fund, subject to a
maximum 12% of basic (up to 15000/-) per month. Only employees who are covered
under this benefit will avail PF.

The Employees’ State Insurance Act, 1948

"An Act to provide for certain benefits to employees in case of sickness, maternity
and employment injury and to make provision for certain other matters in relation
thereto”.
Employees who are covered under ESI will be issued an ESI card upon submission of
all relevant documents to the ESI office. Employee along with his immediate family
(dependents) would be able to seek free medical treatment (conditions apply) from the
nearest ESI hospital.
1.75% of an employee’s gross salary is contributed to the ESI and 4. 75% of the
gross salary is contributed from the employer’s side.
The company will be responsible just for the release of Temporary ESI cards and not
for the release of Master Card. The ESI office is totally responsible for the release of
MasterCard.

Medical Reimbursement
 Employees who are covered under Medical Reimbursement will be entitled to
claim medical reimbursement up to an amount of Rs.15000 in a year on
medical expenses incurred on self and family against submission of vouchers
or cash memos.
 Family includes self, spouse, dependent parents and children.
 Expenses on items such as baby food, perfumes, beauty aids etc. or any brand
name of toiletry items shall not qualify for reimbursement. However, contact
lenses, spectacles, hearing aid, and dentures can be included in reimbursement
if the doctor’s prescription for the same is submitted.
 This will be paid in the months of April, August and December.
 The medical entitlement will be applicable on a financial year basis (April -
 March) if unused will be carried forward for a maximum of one year after
which the unveiled amount will lapse.

Bonus
Bonus will be offered to employees whose basic salary is less than Rs.21,000, once a
year (before Diwali) which shall be paid to employees who are eligible in this
category. Bonus for the financial year April 2015 to March 2016 shall be paid before
Diwali 2016. It will be paid as per eligibility only.

Labour Welfare Fund

An amount of Rs.30 from each employee’s salary is deposited towards Labour
Welfare Fund every month.

Gratuity
The Gratuity facility will be offered to employees who have been stable with the
organization for at least 5 years continuously. Employees who have completed 5
years of continuous service will be paid gratuity amount equal to 15/26 days of salary
for every completed year based on the last drawn salary (Basic + Dearness
Allowance).
In an unforeseen, unfortunate case of death or disability, gratuity facility will be
provided to the employees before 5 years as per the norms.
 Whistle blowing Policy

Disciplinary Action means any action that can be taken on the completion or during
the investigation proceedings which may include warning, imposition of fine,
suspension from their official duties or any such action deemed to be fit considering
the gravity of the matter.

Disclosure means a complaint/suggestion raised through a written communication

that discloses information about any unethical or improper activity being carried on or
about to be carried on in the organization

The Management shall have the authority to change/review the policy from time to
time.

Guiding Principles
 Employee raising the issue will not be victimized
 Complete confidentiality needs to be ensured
 Justice and transparency of the issue
 Provide an opportunity to the accused to be heard.

When to blow the Whistle

The whistle can be blown for anything against the company's:
 Code of Conduct, and
 Code of Ethics
And other irregularities which cover malpractices and events that have taken
place/suspected to take place involving as in the Whistleblower’s Cross diagram.
How to Blow the Whistle

Document the problem identified and write it on a piece of paper and either hand over
or email the document to HR Manager, or else drop it in the Suggestion box kept at
reception.
 All Grievances/Suggestions will at least be checked once a week.

 In case of a serious matter, the investigation would be conducted in a fair &

prudent manner without any presumption of guilt & a written report of the
same would be made.

 The identity of the Employee disclosing the information shall be kept

confidential. He she shall be suitably rewarded.

 In case the alleged disclosure is proved, disciplinary action would be taken as

deemed fit, along with the preventive measures to avoid the re-occurrence of
 the matter.
 In case the disclosure is not proved, the matter shall be extinguished.

 In exceptional cases, where the Employee is not satisfied with the outcome of
the investigation and the decision, he/she can make a direct appeal to the HR
Manager.

Secrecy/Confidentiality
The Whistle Blower and everyone involved in the process shall:
 Maintain complete confidentiality / secrecy of the matter

 No discussion about the matter in any informal/social gatherings/meetings

 Not keeping the papers unattended anywhere at any point of time.

If anyone is found not complying with the above, he/she shall be held liable for such
disciplinary action as is considered fit.
 Office Equipment Usage & Security Policy

Internet Usage
Company provided systems, computer files, the e-mail system, Internet access and the
software furnished to employees are the company property and are to be used for
company business only. Employees should not use chat or instant messaging for any
reason other than work tasks.

E-mail Usage
The following guidelines on electronic mail usage must be followed:
 Use this mail service effectively only for business communication purpose and
avoid usage of the Email service for any means of entertainment through
graphic images, jokes, etc.
 To control the size and manageability of the mailbox, continuously delete
large messages and messages with attachments immediately upon reading
them.
 For important and relevant business mail messages create the corresponding
archive files and store it on the local desktop system. The email service
should not be used for:
 Chain letters, junk mail, spamming or any use of distribution lists to any
person who has not given specific permission to be included in such a process.
 Any unlawful, harassing, libelous, abusive, threatening, harmful, vulgar,
obscene or otherwise.
 Objectionable material of any kind or nature.
 Any material that encourages conduct that could constitute a criminal offense,
give rise to civil liability or otherwise violate any applicable law or regulation.

Printer and Photocopier Usage

 Request the owner of the printer to whom the printer has been assigned to use.
 Handle the machines in a smooth manner and avoid rough handling.
 In case of cartridge shortage or any other trouble please inform the IT
 personnel regarding the same.
 For rough usage or for informal usage, use one-sided papers from the Paper
Bin.
 Personal usage of printer or photocopier is not allowed.

Using Paper Bins

Employees are requested to use papers efficiently. We encourage use of paper on
both sides instead of using on one side and throwing it in the dustbin. Please use
these sheets whenever you take print outs, for informal use.

Other Points
Employee shall not:
 Use the organization's equipment, resources, and facilities for any personal
purposes.
 Engage in job hunting and resume creation using the organization's facilities
 For any items that leave CEASE FIRE premises, a challan shall be issued at
the gate.
 Employee must recognize that not heeding the above terms and conditions
may result in immediate and strict actions, not excluding dismissal.
 HUMAN RESOURCE POLICIES

Personnel Records & Privacy

Every employee is bound to submit their documents either on the day of joining or
within a week of joining failing which their salary for the month would not be
processed. Personnel files are the property of CEASE FIRE and access to the
information is restricted. The documents to be submitted at the time of joining are
already mentioned above.
Employee records maintained by the company will contain only information that is
relevant and necessary to meet various legal requirements and to ensure efficient
human resource administration.
It is the responsibility of each employee to promptly notify their manager or the
Human Resource Department of any changes in personnel data such as:
 Mailing address
 Telephone numbers
 Name and number of dependents and
 Individuals to be contacted in the event of an emergency.
An employee’s personnel data should be accurate and current at all times.

Work Days
All employees at CEASE FIRE will be required to work from Monday to Saturday.
The Holiday List consists of minimum 10 Holidays in a year including National
Holidays. The Holiday List for the calendar year will be circulated in the beginning
of the month of January to all the employees.

Hours of Work
Your normal office hours would be communicated to you by the HR department.
You can avail half an hour of lunch break. Your immediate/ reporting manager is to
be consulted if there are any questions about work hours or if any variation is
required.
Food at Workstations
You are advised not to consume food at your work station. We seek your cooperation
to keep your work area as neat as possible. Employees are allowed a half an hour
lunch break at the Cafeteria.

Attendance and Punctuality

Please punch your attendance every day, failing which you will be marked absent.
Habitual late coming will be treated as misconduct and the management reserves the
right to take any appropriate action.

Shift Timings
You must adhere to the shift timings assigned to you at the time of joining. However,
the nature of work may require some variation and extension of these times.

Late Arrival Policy

 All employees are expected to report to office at least 15 minutes before their
scheduled start of work hours.
 Only in case of uncontrollable circumstances, a leverage of 15 minutes from
the time of scheduled start of work hours is provided. In case of work hours
not being complete, there would be an applicable deduction
 Any employee coming between 16 to 25 minutes of scheduled start of work
for more than 4 days in a month shall be liable for half day deduction in
salary.
 Any employee coming more than 26 minutes late would be liable for half day
deduction in salary for each instance.
 The employee may apply for a leave, as per the leave balance available to
avoid any deductions in salary

Official Duty
If you are on official duty (OD), make sure that information is passed on to your
Reporting Manager as well as HR, so that HR makes a note of it and does not treat it
as late coming.
If you are not able to pass on information to your Reporting Manager in advance due
to some reason, please ensure that information is given to Reporting Manager at least
one-hour advance before duty commences. HR will mark the OD in the Employee
Attendance Sheet.

Time Off In Lieu

Under normal circumstances, the Manager / Supervisor will assign task and establish
realistic deadlines for the completion of the tasks to avoid the necessity of overtime
work. However, it is the responsibility of the employee to complete his target
assigned within the stated time period. You are expected to do your best and
sometimes to put in an extra effort to get the job done in a timely manner.
In the event of the employee’s working extra hours on a continuous, sustained basis at
the request of the company, the company rewards dedication, hard work and superior
performance.
 LEAVE POLICIES

Classification of leaves are as follows:

Casual/Sick Leaves
You are entitled to casual/sick leaves of up to 8 working days in a calendar year. This
leave is for an employee to attend to his/her personal tasks or when an employee is
unwell. Short leaves of a day or two must be applied at least two days in advance,
and long leaves must be applied and approved by the Reporting Manager at least 15
days in advance.
For the employee joining in between the calendar year Casual Leave is credited to
their leave balance on a Pro-rata Basis. Not more than three consecutive days of leave
will be approved in the case of CL. This leave has to be consumed in the same year,
or else it will lapse on 31st December every year. CL/SL can be clubbed with the
Earned Leave.
In case of sick leave, a medical certificate from a doctor is required for absence on
account of illness for more than three consecutive days. The organization reserves the
right to examine the medical fitness of the employee through a medical practitioner.

Short Leave
This is only applicable in case of an exigency and not a right of any employee.
You can apply for a maximum of 2 short leaves in a month of up to a maximum of 2
hours each after sharing specific reasons of the application with HR and reporting
manager.
Approval of short leave is at the discretion of the reporting manager and HR. Both
short leaves can’t be combined.
The employee may apply for a leave, as per the leave balance available to avoid any
deductions in salary. In case leave balance is not available and the requirement to
take leave is of utmost importance, then the employee would have to be liable for
deductions

Part Time
A part time employee is someone who is working for less than 8. 5 hours. Part time
employees are entitled to six casual / sick leaves per year.

Earned Leave (EL)

Full Time Staff
 EL is the leave that the employees earn during the period of their service.
 All employees who have completed six months of continuous employment in
the organization, and are confirmed employees, are eligible for 12 working
days of earned leave in a calendar year.
 Earned leave can be carried forward to the next year subject to a maximum
accumulation of 30 days.
 Every employee will be eligible for twelve (12) days of Earned Leave in a
calendar year at 1 day per month.
 An employee will be entitled to EL on a pro-rata basis computed after one
month from joining and accrued in the account on a monthly basis. An
employee is eligible to take earned leave after completion of six months from
 date of joining. It is mandatory for an employee to be present for a minimum
of 15 working days to avail earned leave for that month.
 An employee will be entitled for EL credit for that particular month only when
he/she has worked for a minimum of 15 working days.
 Earned leave can be clubbed with casual/sick leaves.
 An employee can avail maximum 7 days as EL, with the permission of the
Functional Head.

Part time staff

 Employees working for less than 8. 5 hours are considered as part time
employees, and will be eligible for 9 earned leaves in a calendar year.
 Only confirmed employees are eligible for this type of leave.
 Earned leave can be carried forward to the next year subject to a maximum
accumulation of 20 days.

Leave Without Pay

When an employee takes excess leaves than available in his leave account, that is
considered as Leave Without Pay. Such leaves are not paid for.

Maternity Leave
Maternity Leave is applicable to female employees who are not covered under the ESI
Act and has worked continuously for a minimum of 12 months before the expected
date of delivery in the preceding 12 month period at the discretion of the company
and on production of an application along with a medical certificate, be given ML,
without pay not exceeding 12 weeks (including week offs and holidays).

In the unfortunate event of miscarriage, a maximum of 40 days leave without pay

(including week offs and holidays) will be allowed starting immediately after such
miscarriage.
For employees who have completed two years of service in the organization while
proceeding on maternity leave, an extension of 4 weeks (subject to availability of
earned leaves) may be considered.
Maternity Leave would be guided by the provision of Maternity Benefits Act 1961
and in case of any difference in this handbook from the above Act, benefits as
applicable in the Act would override the benefits contained herein.

The above ML will, however, be subject to the following conditions:

 The birth is to be notified to the company with a certificate from the Medical
practitioner/hospital.
 Absence from work due to miscarriage or any other illness arising out of
pregnancy will not be considered as maternity leave, but as normal medical
leave.
 In case of female employees covered by the Employees’ State Insurance
Scheme, the leave will be governed by the ESIC rules.
 Maternity leave is restricted to two live births. Female employee already
having two children will not be entitled for maternity leave.

Compensatory Off
 In case an employee works on their weekly off due to business requirements,
they are entitled to claim a compensatory off against the day worked via ESS.
 The employee must have taken prior approval from the manager, who in turn
must provide the details of the business requirements to HR.
 The compensatory off must be claimed and availed within 40 days of the day
worked, else it would lapse automatically.

Accrual and Encashment

Casual / Sick Leave
 All employees are entitles to 8 casual leaves a year, which are provided as 2
per quarter. This is further divided as JFM (0. 5,0. 5,1. 0), AMJ (0. 5,0.
5,1. 0), JAS (0. 5,0. 5,1. 0), OND (0. 5,0. 5,1. 0)
 These are given on a pro rata basis from your Date of Joining
 In case the leave balance is not available and the employee needs to take a
leave, the would be liable for a deduction in salary
 All CL balance lapse on 31-Dec
Earned Leave
 EL will continue to get accumulated and any excess above 30 days can be
encashed for full time employees and 20 days for part time employees and
workers.
 Encashment of earned leaves is allowed once in a calendar year, during
January, keeping a minimum of 30 leaves in balance (20 in case of part time
employees and workers) or at the time of leaving. Encashment shall be on the
basis of last drawn basic pay.
 For calculation of encashment of EL, only Basic component of the salary will
be considered.
 The rules of encashment of Earned leave shall be on the basis of basic salary
only & as per formula given below:

(basic salary on 1st January of the year of Encashment

∗ No. of days to be Encashed)/30

 Money encashed on account of EL will be treated as Special Allowance and

will be taxed as per prevalent Income Tax rules.
 If an employee resigns in an improper way (does not serve complete notice
period) , or absconds from his or her services or is terminated from his/her
services on disciplinary grounds, and claims for the final settlement at a later
late, he or she, shall not be eligible for the encashment of any earned leaves.
 An employee cannot get EL adjusted in lieu of the notice period. An
employee has to serve complete notice period at the time of separation.
Management has the right to make recovery from EL if required.
 If employee avails advance earned leave, under special circumstances and
resigns from the company during the calendar year, an amount proportionate
to the advance earned leave will be deducted from the full and final settlement
of the employee. Deductions shall be based on the Basic Salary of the
employee at the time of resignation.

Absence from Duty

  Excessive Absenteeism is strictly prohibited, and will be subject to
disciplinary action. It could either adversely affect your annual appraisal,
or even lead to your termination from the company.
 All leaves without written approval will be considered as absence.

Unauthorized Absence / Absconding

 Any unreported absence from the office will be treated as unauthorized leave
and will be treated as misconduct therefore the management reserves the right
to take appropriate action.
 In case employee fails to return to duty on the agreed upon date, and does not
intimate his superior or the HR Department in writing the reason to failure to
comply, the company may issue a show cause/warning notice.
 Unauthorized leave of absence of more than seven days will be considered as
absconding. Absconding is not encouraged and will be dealt with as per the
Code of Conduct Policy. Unintimated leaves for more than seven days will be
treated as automatic resignation.
 Procedure for Taking Leaves

The leave application is made through Leave Module available in Intranet portal,
which will be available to the Reporting Manager to approve/reject. Automated mail
will be sent to reporting manager for approval.

On approval from the reporting manager, an automated mail will be triggered to the
employee with a copy to the HR for information.

If the reporting manager is on leave or in case not in a position to approve, employee

can get the leave approved from his reporting manager’s manager.
It is the responsibility for the employee to get the leave approved from his reporting
manager, failing which he will not be able to apply for the next leave, till his previous
leave gets approved.

In case of any emergency where prior sanction cannot be obtained, it must be done on
the day of reporting to duty.

If an employee after proceeding on leave desires extension thereof, she shall apply to
the authority concerned for the extension of leave, who shall send a written reply
either granting or refusing the extension of the leave, if such reply is likely to reach
before the expiry of the leave originally granted to him otherwise it will be conveyed
via phone.
 Procedure for Cancellation of leave

Any cancellation of leave before or after approval should be done through the Online
Leave module only

Saturday Off
 This is applicable only for staff at DLF and 21B. It does not include doctors,
agents, Retail Clinics and Area Managers, L&P staff and Factory
 JMRC Operations: only Managers and above at JMRC Faridabad only
 Corporate Staff: At a grade of Senior Executives and Above
 The Saturdays would be assigned to team members on a Roster basis.
 It is only applicable for full time staff.
 If work situation demands that employee’s presence is required, then the
employee must be present in the office. There will be no compensation for
this day.
 This day cannot be split over two half days.
 It is the prerogative of the Reporting manager to grant this leave.
Organization reserves the right to refuse leave based on work exigencies.

Holidays
Holidays commemorating events of national, social and religious significance are
offered to employees. Apart from scheduled weekend/ sick & casual leaves there are
minimum 10 days declared as paid holidays every year. The Holidays list will be put
up every year in January.
 SEPARATION POLICIES

Introduction
Separation occurs when an employee leaves the organization for any of the following
reasons:
 Expiry of training period/contract
 Non-confirmation in services on completion of probation
 Resignation
 Termination
 Death
 Closure of business following due process of law

Coverage
All the employees of CEASE FIRE are applicable for this policy

Notice Period
Notice Period refers to the time specified in the terms and conditions of employment
that an employee shall work after submitting the resignation i. e. for the period from
resignation to the last working date.

Resignation
Resignation occurs when an employee willingly leaves the services of the company
for personal / professional / other reasons. It is Voluntary Termination of association
with the organization.

Termination
Termination occurs when the Management decides to terminate the contract of
services of the employee for following reasons:
 Violations of code of conduct
 Financial irregularities
 Moral turpitude, etc. as defined in Code of Conduct section of this policy.
  Performance is not up to expectations of the management.
 The role for the employee ceases to exist on account of Organization
Restructuring

Voluntary Abandonment of Service

Voluntary Abandonment of Service occurs when an employee absents himself from
the job without communicating with the supervisor and / or fails to come to work
within 7 days after an authorized leave of absence. The details pertaining to this form
of separation are given in subsequent section of this policy.

If the employee does not resign in an appropriate way, he or will not be entitled for
any incentives. He or she cannot claim for any incentives later.

Death
Death of an employee while on the payroll of the company.

Retirement
The normal retirement age is 58 years. As per the requirements of the company,
retirement age of any employee can be extended and the same needs to be accepted by
the employee.

Resignation
If you wish to leave the services of the company after the completion of the Minimum
Commitment Period (MCP) given in the Service Agreement at the time of joining,
you will have to submit a resignation letter serving notice period as mentioned in your
Terms and Conditions.

Your resignation letter will have to be handed over to your reporting manager and a
copy of the same forwarded to the HR Manager. Only after the concurrence of the
Functional Head, will the separation process be initiated. Once an employee resigns,
he/she will not be covered under any ongoing review.

Upon separation from the company, you are required to return all property,
equipment, materials, records and documents that have been borrowed from the
company. You should also obtain clearance of all outstanding dues (NDC) to/from
the company.

Acceptance of Resignation
Reporting Manager or Senior Manager of that particular division can grant acceptance
of a resignation. This is to be done after the Reporting Manager has had a meeting
with the employee who wishes to resign. No commitments will be made orally to an
employee who has resigned.

A note must accompany the letter of resignation from the Reporting Manager
elaborating the reasons for the resignation and the date of relieving. Resignations are
accepted taking into consideration the replacement plans for the position and planned
for an effective handover.

Notice Period
Employees must serve a notice period as stated in their terms and conditions at the
time of joining. Leave cannot be taken /granted when an associate is serving the
notice period.

For unavoidable situations, a leave if available can be availed with the due approval
of the Reporting Manager. However the notice period served will be extended by
those many working days equal to the number of leaves availed.

The notice period starts from the day the written resignation is accepted by the
immediate Reporting Manager / Senior Manager. For this reason, the heads are
requested to inform HR as soon as the first intimation is received.
If the employee does not complete the notice period, the company reserves the right to
recover the amount of the notice period not served from the incentives of the
employee.

Clearance Procedure
A resignation acceptance will be sent to the HR Manager from the Reporting
Manager. HR would provide a Clearance Form to the employee which he has to get
signed from all the departments for obtaining clearance.

Obtaining the necessary clearances from all departments is the employee’s

responsibility. Finally the form has to be submitted to the HR department.

Employee should begin this procedure about three days in advance to his last date in
the organization and send it to HR for generation of relieving documents.

If you are in possession of company assets, (for example, Cell

phone/Laptop/Corporate Credit Card/ Data Cards) full & final settlement will be
initiated only after you hand them back in perfect condition to the Company, along
with the duly filled “No Dues Certificate”, which can be obtained from the HR
department.

Exit Interview
An exit interview will be conducted by HR and/or the Reporting Manager/Senior
Manager (depending on circumstances), before the employee leaves the company.
The exit interview will provide us with information on the continuation or cessation
of their association.

It will also provide the company with information, which may form the basis for
improving the work environment. Except in cases of business necessity, the
anonymity of the source of information obtained during an exit interview will remain
strictly confidential.

Full and Final Settlement

Full & Final settlements will be done only through the Accounts department of the
Head Office. The full and final settlements will be done within 40 working days of
the employee leaving the organization. A copy of Full and Final Settlement Form is
enclosed in Annexure.

For PF transfer or withdrawal, Form 13 and Form 19 / Form 10 C need to filled,

which will be submitted to the PF office after two months of employee’s relieving.

In full and final settlements any dues payable by the employee to the employer by
way of advances taken, notice period compensation amount, non-serving of Minimum
Commitment period, etc. will be deducted and if any amount payable / receivable to /
from employee has to settled and only then the F & F Cheque will be settled.

The filing for withdrawal from the company’s end would be done after 60 days of
exit. After which the Provident Fund Office would take approximately 45 days for
processing of the application.

The full and final amount is paid to the employee after recovering all
advances/outstanding dues. This will be subject to the employee concerned having
completed handing over formalities to the satisfaction of his immediate reporting
superior and having obtained clearances from all concerned departments as given in
the Clearance Form.
 PROFESSIONAL APPEARANCE POLICY

Dress Code
How we look and present ourselves is how outsiders will perceive CEASEFIRE.
All the people working in CEASE FIRE will be required to abide by the Dress code
rules. CEASE FIRE has adopted a ‘business formals’ dress code. ‘Smart casuals’
will be allowed on Saturdays and in case an employee is required to work on a weekly
/ public holiday. All employees should use discretion in wearing attire that is
appropriate for the office and customer interaction. Work attire should compliment
an environment that reflects an efficient, orderly and professionally operated
organization.

Staff Males Females

Customer facing Formal trousers and shirt, Suits / Sarees / Trousers
role Formal shoes with Formal shirt
Non Customer FORMAL FORMAL
facing roles Formal
Formal Trousers, Plain
Sarees/Suits/Chudidaars
Shirt, Tie, Coat, Formal
/ Other formal traditional
Sweaters Formal Shoes
wear
/ Formal shoes / Formal
CASUAL
Sweaters , Trousers and
Sport coats or blazers /
Shirt
Sweaters and cardigans
/ T-shirts with collars /
CASUAL
Sports shoes / informal
Colorful Suits / Colorful
shoes
Sarees / T-shirt / Long
skirts with T-shirt or top /
Polo shirts / Denim jeans /
Dress shoes
Note:
 Wearing capris or shorts is not permitted in casuals.
Males should not wear any accessories in their ears.

Enforcement
Managers and supervisors are responsible for monitoring and enforcing this policy.
The policy will be administered according to the following action steps:
 If questionable attire is worn in the office, the respective manager will hold a
personal, private discussion with the employee to advice and counsel the
employee regarding the inappropriateness of the attire.
 If an obvious policy violation occurs, the manager will hold a private
discussion with the employee and ask the employee to go home and change
his/her attire immediately.
 Repeated policy violations will result in disciplinary action, up to and
including termination.

Conduct & Discipline Procedures

Violation of Company Policy

It is important that all our employees conduct themselves in a professional, mature
and responsible manner. If behavior continues to fall below expectations after
informal and/or formal counseling, then termination of the employee may result.
CEASE FIRE may also immediately terminate the employment of an employee
without progressive discipline if it is deemed necessary in the judgment of
management, including but not limited to the following:
 Engaging in fraud, embezzlement, defalcations, or other dishonest practices
 Records falsification
 Company policies and/or laws violated.
 Threatening, intimidating or insubordinate behaviour or physical violence.
 Removing or destroying company records or property, releasing confidential
or proprietary information without appropriate approval.
  Within company premises influence of or use, possession, or sale of
intoxicating substance or illegal drugs in company premises.
 Within company premises possessing weapons or firearms or gambling.
 Engaging in other acts, this would be contrary to the best interest of the
Company.
 Improper use of Company equipment and systems.
 Violations of government laws and regulations of our Industry type.
 Breach of Customer and/ or Company confidentiality. Conduct similar to but
not limited to the following may result in disciplinary proceedings up to and
including termination:
 Gambling/ consuming alcohol on company premises.
 Sexual Harassment
 Dishonesty
 Taking drugs / smoking marijuana (any harmful intoxicating substances) in the
premises or coming in to work under the influence of substances
 Theft
 Failure to meet performance goals
 Excessive absenteeism
 Violation of safety rules
 Excessive tardiness
 Inappropriate dress
 Unauthorized absence
 Excessive unauthorized personal phone calls
 Unkempt work area
 Profanity in the work place
 Discrimination based on caste, creed, colour, religion etc.
Termination decisions will be made in consideration of all the facts in consultation
with HR and all such incidents will be placed in the employee’s personnel file.

Code of Conduct Policy

Misconduct means wrongful, improper or unlawful conduct.
Level-1 Verbal cum Employee Correction Form
Manager /HR will give a verbal warning with an Employee Correction form recording
what happened which will be placed in the Personnel file. The letter will contain the
following information:
 The nature of the misconduct
 The nature of the corrective behaviour expected

Level-2 Written Warning

With the mutual decision of Functional Head, Reporting Manager and HRD a written
warning letter will be issued.

Level 3-Disciplinary Action: Dismissal / Termination

With the mutual decision of Functional Head, Reporting Manager and HRD a
termination letter of will issued only after close investigation.
In case of a legal issue- the case would be forwarded to concerned department for
further action.
 CONCLUSION

 The employees of any organization are its life blood, without doubt. With the
dawn of this realization upon the present day business organizations, there
appears to be a major shift towards human resource management.
 In fact, the employees of today are encouraged to participate in the major
decisions and thus play a vital role in the management of the firm.
 The performance of the organization depends on the efficiency that its
employees exhibit. Hence it is of crucial importance that employees with the
most suitable qualifications be selected. This is where the processes
of recruitment and selection come in. It is difficult to separate one from the
other. In fact, it is not only the HR department that is involved. The finance
departmentprovides the budget for the processes and the manpower gap isdeter
mined by inputs from all the departments.
 Also the grueling procedure through which the candidate goes through is, in
itself, an indicator of the significance of these processes in the efficient
functioning of the organization.
 Workforce planning is vital if a business is to meet its future demands for
staff. It allows a business time to train existing staff to take on new
responsibilities and to recruit new staff to fill vacancies or to meet skill
shortages
 Cease Fire is a major international company with many job opportunities,
including management, graduate, school leaver and apprentice posts. Cease
Fire needs to have people with the right skills and behaviors to support its
growth and development.
 Cease Fire has clear organizational structures, detailed job descriptions and
person specifications. It provides user-friendly ways of applying for jobs and
a consistent approach to recruitment and selection.
 OBSERVATION IN TERMS OF INDUSTRY

 Ceasefire gets its business mostly from other businesses and not from common
household consumers, though they do try to sell designer extinguishers to
individuals through amazon and their own websitebut the penetration is not as
good with common people as it is with businesses. I have personally talked
over 1500 when I was recruiting them and very few people actually knew
about the company. Though B2B gets Ceasefire a good chunk of business,
Ceasefire should also focus on B2C and spread awareness amongst common
people too. If successful, it can be a huge volume based income source for
them as it is virtually an untapped market.
 Ceasefire can put more focus on employee engagement. Though they do
celebrate birthday of each employee but better steps could be taken. This
suggestion was in lieu of the various reviews of the company I have seen on
various site on the Internet. Ceasefire could maybe have a few hours of games
day on the last Saturday (or any other day) of the month so as to let all
employees interact with one another.
 There is great cohesion within departments but the cohesion is lesser amongst
the departments. Inter departmental interactions could bring in more cohesion
and better workflow
 From the reviews I also found out that there is a little lack of transparency
which can bring in doubt and trust issues amongst the employees so even well-
meaning decisions can be seen as bad if they pass through the rumor mill.
 To further mitigate this ceasefire can maybe have a suggestion board where
the employees can put in their suggestions and people can vote on it if it is
deemed feasible it can be implemented. This would encourage the people to be
open and discuss their issues as well as serve as a great way of employee
engagement.
 This is an optional one but I believe it would serve the organisation well in
future. Employee Satisfaction / Happiness surveys should be conducted
through an unbiased third party. Though this can be very expensive but it can
help the organisation pinpoint the source of the problem and help to better
eradicate it and develop better in thefuture.
 FUTURE GOALS

 The Firefighting Industry is ever expanding and is forecasted to grow up to

USD 5 Billion in India in 2019 with an annual growth rate of 8%.
 Ceasefire has done very well in the diverse Indian market their patented
technologies helping it to achieve the market leader position but there is the
threat of MNC players. To mitigate this Ceasefire has launched
 Ceasefire is taking a lot of steps in the right direction but if they make changes
to improve employee satisfaction and engagement they can grow and progress
a lot faster.
 There are a lot of changes in the technology of firefighting products with
newer and more innovative gel based solutions, Cloud-based detection
systems to further improve response times, focus on prevention technology
rather than suppression are just some of them. Ceasefire Should look into
these changes as well.
 BIBLIOGRAPHY
http://www.ceasefire.in/
https://www.wikipedia.org/
https://www.google.com/

Books & Journals:

 Principles of Management: By R. N. Gupta.

 Business Management: By Reddy and Appanaiah
 Personal Management and Industrial Relations: By Dr. T. N. Bhagoliwali