A Summer Internship Project Report

on
RECRUITMENT & SELECTION PROCESS OF GODREJ CONSUMER
PRODUCTS LIMITED, MALANPUR

Submitted to
Amity University Madhya Pradesh

In partial fulfillment of the requirements for the award of the degree of

Bachelor of Commerce (Honors)

in
Marketing Management

By

SURBHI SHARMA
Under the guidance of
Dr. Pankaj Mishra
Asstt. Professor

AMITY BUSINESS SCHOOL

AMITY UNIVERSITY MADHYA PRADESH

June-July 2019
 Amity Business School

DECLARATION

I Surbhi Sharma, student of B.Com. (H) hereby declare that the Summer Internship Project titled
“Recruitment and Selection process of Godrej Consumer Product Limited” which is
submitted by me to Amity Business School, Amity University Madhya Pradesh, in partial
fulfillment of requirement for the award of the degree of Bachelor of Commerce (H) has not been
previously formed the basis for the award of any degree, diploma or other similar title or
recognition.

Gwalior

Date: Surbhi Sharma

i
CERTIFICATE BY COMPANY

ii
 Amity Business School
CERTIFICATE

It is to certify that the Summer Internship Project titled “Recruitment and Selection Process of
Godrej Consumer Products Limited, Malanpur” which is submitted by Ms. Shurbhi Sharma
to Amity Business School, Amity University Madhya Pradesh, in partial fulfillment of the
requirement for the award of the degree of Bachelor of Commerce (H) is an original contribution
with existing knowledge and faithful record of work carried out by him/her under my guidance
and supervision.

To the best of my knowledge this work has not been submitted in part or full for any Degree or
Diploma to this University or elsewhere.

Gwalior
Date:
Dr. Pankaj Mishra
Asstt. Professor

HOI / HOD

Amity Business School

Amity University Madhya Pradesh, Gwalior

iii
 ACKNOWLEDGEMENT

I extend my deep sense of gratitude and sincere thanks to Prof. (Dr.) Anil Vashisht, Director,
Amity Business School for allowing me to take up this project. I would also like to thank Dr.
Pankaj Mishra, Asstt Professor, Amity Business School, for his continuous support in my project
work. I express my sincere gratitude to Mr. Avinash Mishra, General Manager-HR for providing
me this wonderful opportunity to do my Summer Internship Project work in “Godrej Consumer
Products Limited, Malanpur.” I sincerely thank to Mr. Hamid Ali, Asst. Manager- HR, Mr. Amit
Bahal, Executive-HR for their guidance and encouragement in carrying out this project work. I
also express my thanks to my friends and family who have helped me to carry out this work. I
thank almighty god for his blessing showed on me during this period.

SURBHI SHARMA

iv
 ABSTRACT
From past decade the business organizations are more concentrating on the Human capital because
they are the most valued and most treasured assets. While recruiting the candidates the
organizations has to map carefully the available human resources because they create the
competitive advantage for the organizations. The word recruitment has become as a logistic of
human resource capital for the many organizations. Business organizations are advancing modern
recruiting and selection methods due to the entry of multinational companies. The aim of the
internship is to study the recruitment and selection process followed at GODREJ Consumer
Product Limited. The best human capital availability in organizations makes them competitive
advantage and as well as they become the real life blood of the organizations. This research studies
the recruitment and selection procedures followed at organizations. The research was done using
both primary and secondary data. Primary data was collected from 40 employees using
questionnaire method. The results were obtained from percentage method. The research findings
reveal that Godrej Consumer Product Limited follows best recruitment and selection process and
they are satisfied with the organizational climate and the organization follows ethical recruitment
policy.

v
 CONTENTS

Front Page
Declaration by student i
Certificate by company ii
Certificate by supervisor (Forwarded by HOD/HOI) iii
Acknowledgement iv
Abstract v
Contents vi-vii
List of Figures viii
List of Tables ix
List of Abbreviations x

CHAPTER 1:
1.1 Recruitment……………………………………………………………...1-2
1.2 Selection………………………………………………………………....3-4
1.3 Introduction of GCPL……………………………………………………5-7
1.4 Organizational structure of GODREJ…………………………………...7-8
1.5 Recruitment process at GCPL………………………………….…….........9
1.6 Design Selection process…………………………………………............10

CHAPTER 2:

2.1 Review of literature…………………………………………………….15-16

CHAPTER 3:

3.1 Research Methodology………...………………………………………18-19

CHAPTER 4:

4.1 Result & Discussions…………………………………………………….20

vi
CHAPTER 5:

5.1 Conclusion………………………………………………………………..48
5.2 Future Prospects.…………………………………………………………49

CHAPTER 6:

6.1 Summary………………………………………………………………..50

References Appendix
Questionnaire

vii

LIST OF FIGURES
Figure 1.1 Recruitment Process in GCPL Pg. 9

Figure 4.1 Hours spent on recruitment Pg. 21

…………

………....

viii

LIST OF TABLES
Table 4.1 Hours spend on recruitment Pg. 21

Table

……….

………

ix

LIST OF ABBREBIATIONS
 x

Chapter 1
 INTRODUCTION
1.1 Recruitment
“The art off choosing men is not nearly as difficult as the art of enabling those ones has chosen to
attain their full worth”. Recruitment is the process of recruiting potential personnel to fill up the
existing requirement of the organization. It is the process of discovering potential applicants for
actual or anticipated job vacancies. Recruitment involves encouraging individuals with the needed
skills to make applicants for employment with the firm. Talking about the objective then it is to
increase the number of applications for the job available in the organization, to select the best
applicant who is the best fitted to the job.

1.1.1 Need for recruitment:

It makes possible to choose the right person in the right time at the right place. It also makes it
possible to acquire the number and type of people necessary to ensure the continued operation
of the organization. There are certain planned needs which arise from changes in the
organization creating an applicant pool using internal or external methods. Anticipated needs
are those movements in personnel which an organization can predict by studying trends in
internal or external need. Unexpected need arises due to illness, death and resignation.
Recruitment follows HR planning and goes hand with selection process by which organization
evaluates the suitability of candidates. With successful recruiting to create a sizeable pool of
candidates, even the most accurate selection system is of little use. Recruitment is an important
part of an organization’s human resources planning and their competitive strength. HRP helps
in determine the number and type of duties of jobs and the qualifications expected from
prospective jobholders. HR planning is the process( including forecasting, developing and
controlling) by which a firm ensures that it has the right number of people at the right time
doing work for which they are economically most useful. Job analysis may be understood as a
process of studying and collecting information relating to the operations and responsibilities
of a specific job. The immediate products of this analysis

1
are job descriptions and job specifications. Job description is a simple, concisely written
statement explaining the contents and essentials needs of a job and a summary of the duties to
be performed. It gives a precise picture of features of each job in terms of task contents and
occupational requirements. . It translates the job description into terms of the human
qualifications which are required for a successful performed a job. Recruitment is a process or
series of activities rather than a single act or event. Recruitment is a linking activity as it brings
together those with jobs and those seeking jobs.

There are recruit needs which is of three types i.e. planned which means the needs arising from
changes in organization and retirement policy, another one is anticipated i.e. needs are those
movements in personnel, which an organization can predict by studying trends in internal and
external environment, and the last one is unexpected that is resignation, deaths, accidents,
illness give rise to unexpected needs. The purpose of why recruitment takes place in the
organization and that is it creates a talent pool of candidates to enable the selection of best
candidates for the organization. It also determines present and future requirements of the
organization in conjunction with its personnel planning and job analysis activities. Recruitment
is the process which links the employees with the employees and increases the pool of job
candidates at minimum cost. As Godrej ia already an established brand therefore they need not
to do much of advertise they just have to update their official site for once regarding the job
vacancy and then desired candidates applied through many ways like by calling or filling forms
online and then the next step is to call those applied employees for their selection procedure
they go through many test like personality test, stress interview proper screening of employees
takes place and then the selected employees are sent to the personal interview round where the
senior staff takes their interview and announces the result. So we can say recruiting and
selecting best candidate for their organization is definitely a tough task sometimes the
candidate who has selected does not result in growth of the organization they can even be a
cause of failure or they just give more importance to their own interest rather than think about
the organization which is definitely a problem for any organization.

2
 Chapter 2
REVIEW OF LITERATURE
The success of the organization does not solely rest on the huge investment made or availability
of the effective machinery for the process of evolving products. A talent pool of human capital is
a most vital ingredient that transforms the organization into a most cherished place to work and
assures the development of human resources to acquire competencies and to perform the present
job and also to face future challenges.
Blanchard and Johnson (1992), a manager is a person who believes that the results of an
organization can be attained only through people. Hence, managers care both for the people and
results which obviously go hand in hand. Effective managers are those could manage not only
themselves but also the people with whom they work
Batra (1996) mentioned in simpler terms, HR audit refers to ascertaining the performance of HR
professionals in evolving, enhancing and converting policies into action in tune with the best
interest of an organization to which they are part of.
Connolly (2008) has mentioned that the principles, values and ethics are the guiding issues
of every professionals, to serve as leaders, to optimize their work performance for the welfare of
self as well as the organization. Executives who are expected to adopt such sound human practices
must keep the principles and ethics ahead of self promotion or self interest. Then only will they be
an example for others thereby influencing his/her workforce for the greater good. Every aspect of
organizational culture should reflect an accepted belief system regarding one’s job performance
and behavior.
Chauhan and Chauhan (2009) have rightly stated that in a rapidly growing business
environment, the employees have to constantly update their competencies. Generally, managers
do not pursue life-long training to enhance their level of functional ability and they tend to become
obsolete with every passing year. While the causes are many, broadly they can be classified as
individual factors (cognitive and affective) and organizational factors (job related, relationship-
oriented, and systems-related).
Chakraborty (2010) has identified that in the initial stages there was a great appreciation for its
15
employee-friendly HR practices. During 1990s Microsoft started growing rapidly in size; but
lostout on the popular element of its work culture. In order to boost the morale of its employees,
the corporation has introduced a plan called ‘My Microsoft’ in 2006. The then new Vice-President
of HR identified four focus areas where change was needed to be implemented viz.,
communication with employees; performance appraisal and compensation system; employees’
benefit program; and workplace design. The HR practices brought dividends – Microsoft was able
to boost the morale of its employees and the attrition rate went down. The approach is a reflection
of the motto “we are here to serve you”

Sarkar (2012) carried out a literature review of Trade Unionism in Indian BPO-ITES industry.
The review reveals that, soon after the outsourcing market began an upward climb, organizing.

16
 Chapter 3
RESEARCH METHODOLOGY
3.1 Methodology
The study is been descriptive. This research is undertaken with an idea to see recruitment and
selection process of GCPL. The main aim of this design is to ensure that the required data which
has been collected is objectively, accurately and economically correct.

 OBJECTIVES OF STUDY

 SAMPLE SIZE
100 samples were selected for the study at GCPL, MALANPUR. Sample consists of officers,
superintendents & staff members.

 SAMPLE AREA
Gwalior is area from where all this information collected

 DATA COLLECTION
Both primary and secondary data were used.

i. Primary data: data regarding the topic is collected directly by interacting with the
employees by using structured questionnaire method.
ii. Secondary data: the secondary data was collected from the existing data sources,
catalogues, internet.

18
  SAMPLING
The questionnaire was initially pilot-tested by trainer. The results of the pilot test proved to be
satisfactory, since all the respondents found most of the questionnaire items understandable.
Nevertheless, some wording mistakes and unwanted questions were found, which were corrected
in the questionnaire’s version that was finally distributed in the field research. Respondents were
approached randomly. Respondents answering positively were then asked to fill in the
questionnaire considering their work.

 MODE OF ANALYSIS
The instrument used for data collection was in the form of questionnaire. The questionnaire was
used as it facilitated the tabulation and analysis of the data to be collected. The data collected was
subjected to simple frequency distribution and percentage analysis.

19
 Chapter 4
RESULTS AND DISCUSSIONS
4.1 Results
1. On average, how many hours does the HR staff spend on each recruitment?

Table 4.1 Hours spent on recruitment

between 1-5 between 6-10 between 16- between 21- between 31- more than 40
20 30 40

20.30% 21.60% 10.80% 11.70% 6.10% 29.40%

between 1-5
between 6-10
between 16-20
between 21-30
between 31-40
more than 40

Figure 4.1: Hours spend on recruitment

Interpretation : Here, hours staff spend on each recruitment is between 1-5 20.
3%, between 6-10 21.6%, between 16-20 29.4%, between 21-30 6.1%, between 31-40
11.7%, more than 40 10.8%.
 20

4.2 Discussion
Technology industry in India has come of age and competition between the various players has
been intensified. The main resource based on which IT companies define their core competencies
have always been “manpower”. Therefore attracting capable employees, developing them in the
organization, retaining them and maintaining the knowledge they create is a major strategic
objective for all the organizations in the sector. To do so the Human resource departments in these
companies has had to evolve and take on a more relevant role in the organization. With the top
management support, the HR function in IT organizations has taken to the new challenges posed
by the business environment by bringing in innovation in the Human Resource practices. While
trade papers intermittently record these efforts, research efforts have not been hither to undertaken
to understand the extent and impact of IHRM practices in India especially in the Information
Technology extent. The result of the study indicate that HR managers agree that including
innovative HR practices is extremely important especially in the process of attracting and
rewarding employees which are two of the largest challenges they face. Of all the major areas in
which function overseas, employee retention strategies were considered the most crucial area in
which innovation practices is required followed by rewards and recognition, compensation and
incentives and employee retention strategies. The areas which have they beenrated as least
important for Indian IT companies while investing in innovative practices are knowledge
management and CSR. The areas in which these managers are currently seeing extensive use of
IHRM practices include the compensation rewards and employee acquisition strategies. In
employee acquisition use of referral bonus and the social median is increasingly acceptable to
organizations if it means that they can retain talent. The main motivation for organizations to adopt
IHRM is to remain in competitive in the market according to the HR managers interviewed in this
study. Moreover the external environmental factors including competition and the customers
compel organization to incorporate innovative practices. The other major reasons include attempt
to provide a satisfying work environment.
 21

Chapter 5
CONCLUSION AND FUTURE PROSPECTS
5.1 Conclusion
This study suggest that when recruitment and selection process is properly established and
implemented then organization will must grow because all the employees will be according to the
requirements recruitment and selection process affects a lot on the organizational activities
regarding its growth because if the people will be according to the requirements and skillful then
cost will reduce and organization must grow. In case of fresh candidates, where work experience
is not applicable as a criterion, merit is considered. More than 40% of the selected employees
accepted that class room method of induction is followed in the company; remaining feels that in
addition to classroom method, other methods like pamphlets, discussion with superiors and online
circulation of information are also used in the company. More than 95 percent of the employees,
selected for the purpose, are either fully satisfied or satisfied with various aspects of acquisition
function in the company. Irrespective of education, gender and designation a great majority of the
respondents have registered themselves with online employment agencies. This shows how
popular are the online employment agencies. On the basis of the responses to the question that “In
your opinion which source of recruitment is better ? it can be said that a majority of people think
that campus recruitment is better than the other sources. An overwhelming majority of the
respondents think that campus recruitment is useful. Now, talking about the selection process than
there are five stages generally used in the selection process i.e. which are written examination,
group discussion, technical round, HR round. Many respondents think that selection process is
unbiased and comprehensive. A majority of people are satisfied with placement, probation and
confirmation in the organization as a starting phase of their working life. Many people also think
that they are sufficiently informed of their duties, responsibilities and nature of the work. Overall
the respondents carry a high level of satisfaction with acquisition function of the respondents.
More than 99% of the respondents are of the opinion that executive take interest and spend time
with new recruits during induction. All the project leaders/ managers and more than 74% of others
know recruitment policy to the company.
 48

5.2 Future Prospectus

The quest for knowledge is unending. Whatever may be the research carried on till now there exists
a scope for further research. In fact the existing research pens the doors for further research. This
study is not an exception to that.

For the purpose of this study only one company has been taken, but the same research can be
carried on by taking more number of units to make inter firm comparison by taking different units
belonging to different sectors to make inter sector comparison, by taking units of different areas
to find out differences if any or by taking firms of different sizes to compare HR practices in the
firms of different sizes etc. further research can be conducted by expanding horizon of the aspects
or by using different methodologies and techniques
 49

Chapter 6
SUMMARY
In today’s rapidly changing business environment organizations have to be respond quickly to
requirement for people. The market has been witnessing growth which is manifold for last few
years. Many players have entered the economy thereby increasing the level of competition. In the
competitive scenario it has become a challenge for each company to adopt practices that would
help the organization stand out in the market. The competitiveness of a company of an organization
is measured through the quality of products and services offered to customers that are unique from
others.

Thus the best services offered to the consumers are result of the genius brains working behind
them. Human resource in this regard has become an important function in any organization. All
practices of marketing and finances can be easily emulated but the capability, the skills and talent
of a person cannot be emulated. Hence, it is important to have well-defined recruitment policy in
place, which can be executed effectively to get the best fits for the vacant positions. Se4lecting the
wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the
organization.

.
 50

REFERENCE
Journals

1. Absar, M., & Mahmood, M. (2011). New Human Resource Management Practices in the
Public & Private Sector Industrial Enterprises of Bangladesh: A comparative assessment.
International Review of Business Research Papers, 7(3), 118-136.
2. Ballate D.,Link A. N.(1981). Are Public Sector Workers More Risk Averse Than Private
Sector Workers. Industrial and Labor Relations Review 34(3), 408-412.
3. Charlotte, P. (2005). Job Satisfaction of Hospital Nursing Staff. SA Journal of Human
Resource Management, 3(2), 19-25.
4. Dave, S., K. (2014). Research Paper on Performance Appraisal of Nurses in Hospitals
(With specific Reference to Saurashtra Region) , Indian Journal of Applied Research, 4
(5), 110-124.
5. Varo, D., J. (2005). The Labour Market Effects of Employer recruitment Choice, Labour
and Demography, American Journal of Industrial and Business Management, 7(10 ), 255-
281.
Books:

6. Armstrong, M. (2006). A Handbook of Human resource Management Practice, (10th ed)

Kogan Page Publishing, London.

7. C.B. Gupta C.B., (2012). Human Resource Management, Sultan Chand & Sons
Educational Publishing, New Delhi.
8. Chhabra, T. (2005). Human Resource Management Concepts and Issues. Delhi, Dhanpat
Rai and Co.Ltd.

Web Sources:

9. Satalkar, B. (2010, July 15). Water aerobics. Retrieved from http://www.buzzle.com

 QUESTIONNAIRE
Name of the employee…………………………..

Designation………………………………………..

Contact no…………………………………………..

1. How many recruiters are assigned to one HR employee at any given time?
a) Between 1-3
b) Between 4-6
c) Between 7-10
d) Between 11-20

2. On average, how many hours does the HR staff spend on each recruitment?
a) 1-5
b) 6-10
c) 16-20
d) 21-30
e) 31-40
f) More than 40

3. Average time it takes from notification of vacancy until new hire reports to
work;
a) Jobs in general
b) Professional jobs
c) Trades jobs
d) It jobs

4. Does the company give considerable importance to training programs?

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Godrej Selection and Recruitment Process
ORIGINALITY REPORT

6 %
SIMILARITY INDEX
6%
INTERNET SOURCES
2%
PUBLICATIONS
1%
STUDENT PAPERS

PRIMARY SOURCES

1 en.wikipedia.org
Internet Source
2%
2 www.slideshare.net
Internet Source
1%
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e":"News Links of Media Coverage As on 26.07.2018 AUMP Gwalior","IsInline":false}]}

3 www.retailyatra.info
Internet Source
1%
4 en.allexperts.com
Internet Source
1%
5 www.outsourcepayroll.us
Internet Source
1%