SUMMER INTERSHIP PROJECT REPORT ON

“TALENT MANAGEMENT”
IN
RSPL GROUP
A Project Report submitted in partial fulfillment of the requirements
for the degree of Master of Business Administration.

UNDER THE GUIDANCE OF: SUBMITTED BY:

Ms. SUMEGHA BHATIA STUDENT NAME
ASSISTANT PROFESSOR ROLL NUMBER

Dr. VIRENDRA SWARUP INSTITUTE OF COMPUTER STUDIES

SAKET NAGAR, KANPUR

i
 DECLARATION

I hereby declare that this Project Report titled “Talent Management” submitted by me is

based on actual work carried out by me. It contains no material previously published or

written by another person , nor has this material to a substantial extent been accepted for the

award of any other degree or diploma of the university or other institute of higher learning.

Submitted By :

AMAAN HASAN

ii
COMPANY CERTIFICATE

iii
 ACKNOWLEDGEMENT

To prepare this internship report considerable thinking & information input

from various sources involved. But at the beginning I would like to convey
my sincere appreciation to my honorable internship supervisor, Mr. Anand
Kumar Singh, Deputy Manager- HR, RSPL Limited, for his kind
patience, guidance and support for the preparation of this report. I will
always be grateful to him for the valuable suggestion and the time that he
had spent for guiding me through the report.

I would also like to thank other people associated with Human Resource
Department of RSPL Limited for supporting me throughout my one month
internship program.

Name-: Amaan Hasan

MBA Batch 2022-2024

PREFACE
iv
Talent management represents the strategic organizational effort to maximize

the efficiency and effectiveness of its workforce. It encompasses a series of

interconnected processes aimed at attracting, developing, retaining, and utilizing

employees with the necessary skills and aptitudes to achieve the company's

objectives. By fostering a culture that values individual contributions, talent

management endeavors to align personal goals with organizational goals,

thereby enhancing overall performance. This preface seeks to delve into the

critical facets of talent management, exploring its multifaceted dimensions,

from recruitment to succession planning, performance management, and

employee engagement. It aims to illuminate the significance of recognizing and

nurturing diverse talents, as well as implementing customized approaches to

optimize employee potential. Furthermore, it delves into the dynamic interplay

between talent management and broader organizational strategies, elucidating

the pivotal role it plays in fostering innovation, resilience, and sustainable

growth. This preface sets the stage for an in-depth exploration of the evolving

landscape of talent management, recognizing its indispensable role in driving

organizational excellence and long-term success.

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 TABLE OF CONTENT
INDEX

Sr. No. Contents Page No.

1.
Chapter 1: Introduction

1.1 Industry profile 12-19

20-29
1.2 Company Profile
30-32
1.3 About the Topic

2
Chapter 2: Literature Review

2.1 RSPL at a Glance 34-36

2.2 RSPL History 37-40

2.3 Financials’ of RSPL 41

2.4 Vision 42-43

2.5 Mission of RSPL 43

2.6 Core Value of RSPL 43

2.7 Management of RSPL Limited 44-45

2.8 Product Range of RSPL 46-56

3
Chapter 3: Study of the selected Research Problem

3.1 Statement of the Research Problem 59-62

3.2 Statement of Research Objective 63-64

3.3 Research Design and Methodology 65-66

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 3.4 Sampling (Sample Size, Sampling Technique, Sampling Unit, 67-68

Population)

3.5 Research Hypothesis

3.6 Data Collection ( Type of Data & Sources of Data ) 70-71

3.7 Scope of Study 72

3.8 Limitation of the Study 73

4 Chapter 4: Data Analysis and Finding

4.1 Analysis of the data collected with relevant table and graph. 75-84

4.2 Findings of the Data 85-86

5 Chapter 5: Conclusion and Recommendations

5.1 Conclusion 88

5.2 Questionnaire 89-91

5.3 Biblography 92

List of Figures :-
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Figure No. Title Page No.

1 SWOT of FMCG Sector 16

2 Top 10 FMCG Companies 17

3 FMCG Products 18-19

4 RSPL Brand 26

5 Location of RSPL 27

6 Present status of RSPL 28

7 Present Set-up 29

8 Current status of RSPL 35

9 RSPL Timeline 37-39

10 Financials Structure of RSPL 41

11 Product Range of RSPL 46

12 Detergent Market Segmentation 47

13 Personal Care & Hygiene Product 49-50

14 Footware Products 52

15 Dairy Products 53

16 Renewable Power 54-55

17 Real Estate 56

18 CSR Focus Area 57

19 Data Analysis 75-84

viii
CHAPTER 1 – INTRODUCTION

ix
 INDUSTRY PROFILE

FAST MOVING CONSUMER GOODS INDUSTRY:

Fast Moving Consumer Goods (FMCG) Industry in India is one of the fastest developing sectors in

the Indian economy. At present the FMCG Industry is worth US$ 13.1 billion and it is the 4th largest

in the Indian Economy. These products have very fast turnaround rate, i.e., the time from production

to the revenue from the sale of the product is very less. In the present economic scenario, time is

regarded as money, so the FMCG companies have to be very fast in manufacturing and supplying

these goods.

Fast Moving Consumer Goods (FMCG) Industry in India – Facts

The Fast-Moving Consumer Goods (FMCG) Industry in India include segments like cosmetics,

toiletries, glassware, batteries, bulbs, pharmaceuticals, packaged food products, white goods, house

care products, plastic goods, consumer non-durables, etc.

The FMCG market is highly concentrated in the urban areas as the rise in the income of the middle-

income group is one of the major factors for the growth of the Indian FMCG market.

The penetration in the rural areas in India is not high as yet and the opportunity of growth in these

areas is huge by means of enhanced penetration in to the rural market and conducting awareness

programs in these areas. The scopes for the growth of the FMCG industry are high as the per capita

consumption of the FMCG products in India is low in comparison to the other developed countries.

The manufacturing of the FMCG goods is concentrated in the western and southern belt of the

10
 country. There are other pockets of FMCG manufacturing hubs. Fast Moving Consumer Goods

(FMCG) Industry in India - Major Players

 Britannia India ltd

 Dabur India ltd.

 Marico

 Nirma ltd.

 Cadbury India ltd

 Nestle

 Cargill

 Coca-Cola

 Colgate-Palmolive India

 Heinz co.

 Unilever

 Nestle

 Pepsi co.

 Jyothi Laboratories

 Procter & Gamble

 Samsung

 LG

 Haier

 Sony

 Whirlpool

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 DEALING OF FMCG INDUSTRY

FMCG industry, alternatively called as CPG (Consumer packaged goods) industry primarily deals

with the production, distribution and marketing of consumer-packaged goods. The Fast-Moving

Consumer Goods (FMCG) are those consumables which are normally consumed by the consumers at

a regular interval. Some of the prime activities of FMCG industry are selling, marketing, financing,

purchasing, etc. The industry also engaged in operations, supply chain, production and general

management.

FMCG industry economy

FMCG industry provides a wide range of consumables and accordingly the amount of money

circulated against FMCG products is also very high. The competition among FMCG manufacturers is

also growing and as a result of this, investment in FMCG industry is also increasing, specifically in

India, where FMCG industry is regarded as the fourth largest sector with total market size of US$13.1

billion. FMCG Sector in India is estimated to grow 60% by 2010. FMCG industry is regarded as the

largest sector in New Zealand which accounts for 5% of Gross Domestic Product (GDP).

12
Common FMCG products

Some common FMCG product categories include food and dairy products, glassware, paper products,

pharmaceuticals, consumer electronics, packaged food products, plastic goods, printing and stationery,

household products, photography, drinks etc. and some of the examples of FMCG products are coffee,

tea, dry cells, greeting cards, gifts, detergents, tobacco and cigarettes, watches, soaps etc.

Market potentiality of FMCG industry

Some of the merits of FMCG industry, which made this industry as a potential one is low operational

cost, strong distribution networks, presence of renowned FMCG companies. Population growth is

another factor which is responsible behind the success of this industry.

Leading FMCG companies

Some of the well-known FMCG companies are Sara Lee, Nestlé, Reckitt Benckiser, Unilever, Procter

& Gamble, Coca-Cola, Carlsberg, Kleenex, General Mills, Pepsi and Mars etc.

Job opportunities in FMCG industry

FMCG industry creates a wide range of job opportunities. This industry is a stable, diverse,

challenging and high-profile industry providing a wide range of job categories like sales, supply

chain, finance, marketing, operations, purchasing, human resources, product development, general

management.
13
SWOT OF FMCG SECTOR

14
15
Top 10 FMCG Companies

16
Some other companies that offer good career prospects in the FMCG sector are:

Godrej, Parle, PepsiCo, Coca-Cola, Colgate-Palmolive, Revlon, J&J, Ghadi, Nirma etc.

Hindustan Unilever Limited

 Turn over exceeded Rs.20,000 Crores in 2009

 FMCG segment grew at 18.3%

 Reached around700 million consumers and covers 6.3 million retail outlets.

 Employs more than 15000 persons including 1300 managers.

ITC Limited

 FMCG turnover exceeded Rs 18000 Crores in 2009.

 Segment Revenue of FMCG grew by 20% over last segment.

 Reaches about 2 million retail outlets.

 Group employs more than 29000 persons.

17
 FIGURE NO:3

Nestle India Limited

 Turnover exceeded Rs 4400 crores in 2008.

 Reaches about 2 million retail outlets.

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 COMPANY PROFILE

RSPL Limited at a glance-:

Limited is a Non-govt company, incorporated on 22 Jun, 1988. It's a public unlisted RSPL company

and is classified as company limited by shares'.

Company is registered in Kanpur (Uttar Pradesh) Registrar Office. Rspl Limited registered

address is 119-121 (Part), Block P&T Fazal Ganj Kanpur UP 208012.

RSPL Limited is majorly in Manufacturing (Food stuffs) business from last 34 years and currently,

company operations are active. Current board members & directors are Rajinder Pal Singh, Jagannath

Gupta, Bansilal Gyanchandani, Murli Dhar Gyanchandani, Bimal kumar Gyanchandani, Manoj

Kumar, Rahul Gyanchandani, Rohit Gyanchandani, Renuka Gulati and Naresh Kumar Phoolwani

Company is registered in Kanpur (Uttar Pradesh) Registrar Office. Rspl Limited registered address is
119-121 (Part), Block P&T Fazal Ganj Kanpur UP 208012.

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RSPL manufactures detergent powder and cakes, which are sold under the Ghari brand. The company

has 21 detergent manufacturing units across Uttar Pradesh (UP), Madhya Pradesh (MP), Rajasthan,

Uttarakhand, Jharkhand, Karnataka, Bihar, Chhattisgarh and Maharashtra. RSPL also has a toilet-soap

manufacturing unit in Haridwar (Uttarakhand) which commenced production in fiscal 2008.

Additionally, the company has its own units in Greater Noida and Kanpur for manufacturing

packaging material, one unit for manufacturing of AOS in Dhar (MP), one unit in Haridwar for

manufacturing of home and personal care products, and one unit in Kasna, Greater Noida for hygiene

care products. RSPL also has 5 wind power plants with installed capacity of 50.1 megawatts (MW)

Ghadi Detergent brand is one of the fastest growing brands in the FMCG market. The RSPL Group

stands at approx Rs 6000 Crore today in-spite of competition, is making great strides in the Indian

Detergent Industry and is currently ranked as largest brand in its category with approx 20 % market

share and is striving to better its position by constant endeavor. A family business which started

around 1970 for manufacturing and marketing of oil soap with a turnover of a couple of Lacs turned

into a corporate in the year 1988 by entering in manufacture of Detergents.

its position by constant endeavor. A family business which started around 1970 for manufacturing and

marketing of oil soap with a turnover of a couple of Lacs turned into a corporate in the year 1988 by

entering in manufacture of Detergents.

With the passage of time, by adopting latest technology and using premium quality raw materials, it

developed a product under the brand name 'Ghadi' to the liking of the masses. The Company then

diversified into the dish wash bar segment and launched "XPERT". Further to the success, the

company entered into toilet soap segment and launched toilet soap under the brand name "VENUS",

which is available in various variants. The Company also through its brand Pro-ease is focusing on

female hygiene segment to leverage low penetration in India.

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RSPL Limited has achieved a turnover of more than Rupees 4500 Crores during 2018-19 from a mere

turnover of Rupees 1.39 Crores in the year 1988-89 with an average growth rate of 15 to 20%

OUR MISSION -:

To be a part of consumer's daily life by giving them best value for money through well

researched and ever evolving excellent products

Core values-:

 Consumer Centricity
 Continuous Improvement
 Integrity
 Thorough Planning and Execution

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Vision-:
 RSPL GROUP believes in sustained economic growth considering the environment with a

view towards holistic business expansion.

 RSPL GROUP understand that the growth of the Group should come with minimal impact on

the environment thus not being a burden on the Planet.

 RSPL GROUP work on the CSR activities on our own keeping in view of the scope and areas

covered under Companies Act,2013.

 In line with the aforesaid, RSPL GROUP have Trusts named Laxmi Devi Dayal Das

Charitable Trust and RSPL Welfare Foundation established by our Promoters through which

they undertake most of our CSR activities.

Focus area

Health & hygiene-:

 In the area of Health and Hygiene, the Group has set up a hospital named LAXMI DEVI
DAYAL DAS CHARITABLE HOSPITAL equipped with many modern facilities, top Doctors
and paramedical staff in Kanpur Area.
 It is equipped with the latest medical equipment facilitating accurate treatment to its patients
and distributes medicines absolutely free of cost on a daily basis to those people who cannot
afford to pay.
 The hospital through its specialized & committed doctors is dedicated to fulfilling its
objectives of complete and comprehensive health care and is inclined to work for the
betterment and upliftment of the society.
 It has also organized many Eye Camps for free operations and hospitalization of cataract
patients.
 The Group is also committed to contribute and give impetus to the Swachh Bharat Abhiyan
campaign, launched on 2 October 2014 on Gandhi Jayanti by Government of India, which

22
 aims to eradicate open defecation by 2 October 2019, the 150th anniversary of the birth of
Mahatma Gandhi, by constructing 90 million toilets in rural India. Accordingly, we have done
construction of individual household toilets in various villages in Uttar Pradesh and in Gujarat.

Water conservation-:

 Group has taken numerous initiatives for providing clean drinking water in many areas in

Kanpur by the installation of Hand pumps and submersible pumps including a plant of RO

Water. Pumphouse for irrigation purpose have been constructed and renovation and

maintenance of ponds have been our focus area being a step towards water conservation.

 The Company has laid down a 5252-meter pipeline for supply of drinking water in Vill.

Kuranga, Distt. Devbhoomi Dwarka, Gujarat. A Project is in progress for the supply of

drinking water at Vill. Kuranga, Distt. Devbhoomi Dwarka, Gujarat for Fishermen

community.

 The Company is involved in water conservation Activities through ‘Sujalam Sufalam

Abhiyan’ in Gujarat.

 We have constructed street-level Rain Water Harvesting (RWH) and Recharge Tank in Surat

Nagar, Gurugram to prevent street flooding during rains. This was Group’s initiative

implemented by TRCSS JNU and Gurgaon Water Forum (GWF) in collaboration with the

Municipal Corporation of Gurugram (MCG).

Rural Development and Animal Husbandry-:

 We strive towards rural development by contributing to the field of Animal Husbandry,

plantation, and protecting fauna and flora by various modes.

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  We constructed 175 ‘Vermipits’ for making alternate and non-chemical fertilizer, further

Artificial Insemination was done to improve the breeding of Cows and Buffalos.

Education-:

 “Education is the most powerful weapon which you can use to change the world”. With this

Motto, the Group is committed to the noble cause of education, donating generously by paying

school fee(s) for the number of meritorious students including poor girl students of different

schools and scholarships to other needy students.

 Further, we have been involved in the construction of many buildings like Hostels in Tribal

areas for children, construction of Sport’s Hall, and a stage with Basement and Room in ‘Bal

Bhawan’ at Kanpur.

Involvement in Tribal Areas and Natural Disasters-:

 Every year our Group gives financial assistance and donations to various projects,

organizations, and other deserving persons. Further, we have distributed solar study lamps to

the economically backward section of the society.

 We have donated funds to the people in need in various disaster-hit areas during natural

calamities like floods, earthquakes, fire, etc.

CSR Under Other Heads-:

• We recognize and are deeply moved by the sacrifices of our Defence Forces and keeping in view

of this we provide financial assistance to the families of martyred Defence personnel(s) from time to

time and we stand shoulder to shoulder with the families of Martyrs.

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• We help various Old Age Homes by donating medicines, food, and other necessary things. We help

various Old Age Homes by donating medicines, food, and other necessary things. The Company has

given financial assistance in the construction of an old age home in ‘Orrisa’.

RSPL Brands

“In our endeavor to give superior brand experience and value for money to our
consumers”

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 Location of RSPL Head office

Address-: 119 - 121, Block P&T, Kalpi Rd, Fazalganj, Kanpur, Uttar Pradesh 208012

26
 Present status of RSPL

ORGANISATION STRUCTURE AND CHART

27
28
 About the Topic

Talent management, in the contemporary organizational context, has emerged as a critical framework

for enhancing workforce productivity and cultivating a sustainable competitive advantage. At its core,

talent management encapsulates a holistic approach to recruiting, developing, nurturing, and retaining

employees with the requisite skills, knowledge, and attributes to contribute significantly to an

organization's success. It goes beyond traditional HR functions, encompassing a strategic and proactive

process that aligns individual aspirations with corporate goals, fosters a culture of continuous learning,

and promotes employee engagement and empowerment.

One of the primary elements of talent management is the identification and recruitment of top-tier

talent. This initial step involves leveraging various recruitment strategies, including leveraging social

media platforms, job boards, and professional networks, to attract high-potential candidates who align

with the organization's culture and values. Implementing robust selection processes, such as

competency-based interviews and assessment centers, ensures that the most suitable individuals are

brought into the organization.

Once talent is acquired, the focus shifts to their development. This includes comprehensive training

programs, mentorship initiatives, and performance feedback mechanisms to hone their skills and

competencies. Organizations often invest in learning and development platforms that offer personalized

and targeted training modules to nurture specific areas of expertise. Providing employees with

opportunities for growth and advancement not only enhances their performance but also fosters a sense

of loyalty and commitment to the organization.

To optimize employee potential, talent management also emphasizes the importance of performance

management. Implementing regular performance reviews and goal-setting exercises facilitates the

alignment of individual objectives with organizational priorities. Constructive feedback sessions,

29
coupled with recognition and rewards for exemplary performance, motivate employees to continually

strive for excellence. Moreover, setting clear and measurable key performance indicators (KPIs)

enables employees to understand their roles and responsibilities within the broader organizational

context, fostering a sense of accountability and ownership.

In addition to development and performance management, talent management involves succession

planning to ensure a seamless transition of leadership within the organization. By identifying high-

potential employees and preparing them for future leadership roles, companies can mitigate potential

leadership gaps and maintain operational continuity. Succession planning entails mentoring, job

rotation, and exposure to diverse facets of the business to equip emerging leaders with a comprehensive

understanding of the organization's intricacies.

Furthermore, employee engagement stands as a cornerstone of effective talent management. Creating a

conducive work environment that promotes open communication, teamwork, and a healthy work-life

balance is crucial for fostering a sense of belonging and commitment among employees.

Organizational culture, inclusive policies, and initiatives that prioritize employee well-being contribute

to a positive workplace atmosphere, enhancing job satisfaction and reducing employee turnover.

Technology plays a pivotal role in modern talent management practices. Innovative human resource

management software, applicant tracking systems, and performance management tools facilitate

efficient data management, analytics, and decision-making processes. These technologies enable HR

professionals to track employee performance, identify skill gaps, and devise tailored training programs,

thereby streamlining the talent management process and enhancing its effectiveness.

Moreover, talent management is intricately linked with strategic workforce planning. Anticipating

future skill requirements and aligning talent acquisition and development strategies with long-term

business objectives is essential for sustaining a competitive edge in dynamic market landscapes. By

conducting comprehensive workforce analyses and forecasting future talent needs, organizations can
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proactively address potential talent shortages and align their talent pool with emerging industry trends

and technological advancements.

Globalization and the increasing prevalence of remote work have further necessitated the evolution of

talent management strategies. The virtual work environment requires the implementation of remote

collaboration tools, effective communication channels, and flexible work policies that accommodate

diverse employee needs and preferences. Adapting talent management practices to cater to a

geographically dispersed workforce is crucial for maintaining cohesion and synergy within the

organization.

Diversity and inclusion also form integral components of effective talent management. Embracing a

diverse workforce that reflects various backgrounds, perspectives, and experiences not only fosters

innovation and creativity but also contributes to a more inclusive and equitable work environment.

Implementing diversity initiatives, cultural sensitivity training, and inclusive policies fosters a sense of

belonging among employees, encouraging them to contribute their unique insights and ideas to the

organization.

In conclusion, talent management is a multifaceted and dynamic process that plays a pivotal role in

shaping the success and sustainability of modern organizations. By prioritizing the recruitment of top-

tier talent, investing in their development, implementing effective performance management strategies,

fostering employee engagement, leveraging technological advancements, and embracing diversity and

ethical principles, organizations can build a robust talent pipeline that drives innovation, resilience, and

long-term growth. Continuously adapting talent management practices to align with evolving industry

trends and global dynamics is crucial for maintaining a competitive edge in an ever-changing business

landscape.

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CHAPTER 2 – LITERATURE REVIEW

32
 Review of Literature

RSPL LIMITED

RSPL Group is a diversified Fast-moving Consumer Goods (FMCG) conglomerate committed to

delivering ‘value for money’ propositions. Today it is a billion-dollar empire, employing over 25000

team members, and with a presence across the country and internationally. RSPL Group believes in

sustained economic growth with due importance given to the environment and giving back to society,

showcasing a holistic business expansion plan.

The journey of RSPL Group started in 1988 when Shri. Murli Dhar Gyanchandani and Shri. Bimal

Kumar Gyanchandani started their journey from Kanpur with Ghadi Detergent. With a desire to create

a lasting and successful impact on millions of consumers across the country, RSPL Group today has a

presence in FMCG, Dairy & allied products, Real Estate, Footwear, Lifestyle & Fashion and Green

Power.

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Corporate Identity Number (CIN) U15111UP1988PLC009771

Date of Incorporation 22 Jun, 1988

Status Active

Company Category Company limited by Shares

Company Sub-category Non-govt company

Company Class Public

Industry type FMCG

Authorized Capital 100.00 cr

Paid-up Capital ₹42.78 cr

Company’s age 35 years

Registrar Office City Kanpur

Registered State Uttar Pradesh

Registration Number 9771

Registration Date 22 Jun, 1988

Listing Status Unlisted

AGM last held on 26 June 2023

Balance Sheet last updated on 31 March 2023

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RSPL Group is a FMCG diversified conglomerate committed to value for money propositions &

credited with several innovations over the last 3 decades. The sagacity to weave its business around

consumer needs has conferred RSPL Group with a distinct value and identity. Efficient capital

structure, cutting- edge technology, operational discipline, and a widespread distribution network, have

together attributed to enhancing RSPL Group and enabled the organization to deliver value to

consumers. RSPL have a strong presence in fabric care, personal care, and home care products for over

31 years of existence. In the laundry market, Ghari detergent (RSPL brand) is the largest brand with

approx. 20% market share.

The driving force at RSPL Group is to understand profound changes in product technology and

consumer needs to make brands the way consumer desires them to be. We believe that the only

constant in the history of mankind is evolution and so we endeavour it is our endeavour to give a

superior brand experience and the most superior value for consumer's’ money. RSPL undeterred

pursuit of for evolution has led the company to progress on the path of value during their growth.

RSPL Group is driven by its principles of constant improvement and its strength lies in its unique

offerings, focus on putting the consumer first, eye for detail, transparency in dealings, and innovation.

With a rich heritage and domain knowledge, RSPL Group has built a huge conglomerate while

providing employment across the country. RSPL Group has created a diverse portfolio of products that

touch millions of Indians every day. Further, in 2011 RSPL hived off its Leather & Footwear division

to Leayan Global Pvt Ltd.

35
 RSPL’s History

RSPL Limited (formerly known as Rohit Surfactants Pvt Ltd) was established in 1988 in Kanpur (Uttar

Pradesh) by late Mr. Dayal Das and his sons, Mr. Murli Dhar and Mr. Bimal Kumar. The company was

renamed as RSPL Pvt Ltd and further reconstituted as a public limited company in August 2011 as

RSPL Ltd. During the past decade, RSPL’s promoters acquired several detergent manufacturing

companies. In the year 2006, four companies−Kanpur Detergents & Chemicals Pvt Ltd, Rahul

Detergents Pvt. Ltd., Singh Detergents Pvt Ltd and Rohit Soaps & Detergents Pvt Ltd were

amalgamated with RSPL. In 2008, the promoters amalgamated holding company, Ghari Industries Pvt

Ltd, and its subsidiary, Calcutta Detergents Pvt. Ltd. with RSPL and hived-off RSPL’s real estate

division to Nimmi Build Tech Pvt. Ltd. (earlier known as Poonam Developers & Infrastructure India

Pvt Ltd).

RSPL Timeline:

1988 RSPL was incorporated on June 22, 1988 as Shri Mahadeo Soap Industries
Private Limited. The company starts its journey as a small-scale soap and
detergent manufacturer.

In The company gains recognition for its brand and became a local household name.
1990’s

36
 In  The company diversified into the detergent and soap manufacturing
2000’s sector with the brand "Ghari Detergent." RSPL Group further expands its
operations and establishes a stronger presence in the FMCG sector.
 New manufacturing facilities and distribution networks are developed to
support growing demand.
 The company expands beyond India's borders, exporting its products to
international markets.

 Research and development efforts are intensified to innovate and improve

product quality.

2005 On June 17, 2005, the company's name was changed to Rohit Surfactants
Private Limited following the merger of four group companies, also engaged in
the manufacture of detergent cake and powder, with RSPL.

2006 In 2006, Citigroup Venture Capital India (CVCI) had approached RSPL (then
Kanpur Trading Chemicals) to pick up a roughly 14% stake. The deal didn't go
through due to valuation differences and RSPL decided to restructure its business
instead. It then had four companies operating in detergents, real estate and leather
products.

2008- In 2008, the group underwent a restructuring, which resulted in the detergent and
2010 leather business being consolidated in Rohit Surfactants, while the real estate
business of the group was separated.
The group merged Ghari Detergents and Calcutta Detergents into a single entity.
At the same time, it hived off real estate into a company called Nimmi Build
Tech Pvt Ltd. The group also forayed into dairy products and formed a separate
company for this called Namaste India Foods Pvt Ltd. The leather and footwear
division has been spun off as Leayan Global Pvt Ltd, a wholly owned
subsidiary of RSPL.

37
In  RSPL Group continues to grow and diversify, entering new segments of
2010’s the FMCG market.
 As of December 2010, Ghari had almost doubled its market share, taking
it up to 13.5% in the Rs 12,000-crore detergents segment.
 In early 2010’s the company invests in sustainable and eco-friendly
manufacturing practices.
 In late 2010’s the company's headquarters in Kanpur undergoes
expansion and renovation.
 RSPL Group receives awards and recognition for its corporate social
responsibility (CSR) initiatives and contributions to the community.

2011 In 2011, the leather business of the company was also hived off into a separate
entity and the company was converted into a public limited company from
August 29, 2011 and was renamed as RSPL Limited. The company is a
closely held
company held by the Gyanchandani family of Kanpur.

 RSPL Group inaugurates a state-of-the-art manufacturing unit, showcasing its

2013 commitment to modernization and efficiency.
 The company's flagship detergent brand, "Ghari Detergent," became one of the
top-selling detergent brands in India and overtook its competitors HUL.

2020’s RSPL Group adapts to changing consumer preferences by launching new product
lines and digital marketing strategies. The company focuses on sustainability,
introducing eco-friendly packaging and reducing its carbon footprint.

2023 In present date RSPL Group is a diversified Fast-moving Consumer Goods (FMCG).
Today it is a billion-dollar empire, employing over 25000 team members, and with a
presence across the country and internationally with paid up capital up to ₹42.78 cr.

38
The company has steadily expanded its operations over the years and currently has 25 manufacturing

units spread across India. Besides, the company also has its own packaging units at Greater Noida and

Kanpur. The company sells detergents in the economy segment under the “Ghadi” brand, toilet soaps

under the “Venus” brand and dish-wash bars under the “Xpert”

brand. RSPL has a large marketing set up with over 3,300 exclusive distributors. The company also has

wind energy units in five states with a total generation capacity of 50.1 MW.

39
Financials’ of RSPL
Summary of financial information of RSPL LIMITED for the financial year ending
on

31 March, 2023

Revenue / turnover of RSPL LIMITED is Over INR 500 cr

Net worth of the company has increased by 12.27 %

EBITDA of the company has decreased by -13.65 %

Total assets of the company have increased by 2.17 %

Liabilities of the company has increased by 18.76 %

RSPL Limited's operating revenues range is Over INR 500 cr for the financial year ending on 31

March, 2023. It's EBITDA has decreased by -13.65 % over the previous year. At the same time, it's

book net worth has increased by 12.27 %.

40
What does RSPL do

Driven by the passion to cater to the ever-evolving consumer needs, the Group’s consistent efforts to

weave its business around consumer needs have conferred RSPL Group a distinct value and identity.

Credited with several innovations over the last three decades, the Group’s efficient capital structure,

cutting-edge technology, operational discipline, and widespread distribution network have helped

enhance its brands.

RSPL Group’s constant endeavours emphasise giving a superior brand experience and the most superior

value for consumers’ money. The Group’s customer-centric approach helps it design brands that

correspond to consumers’ needs and requirements across various segments, enabling it to deliver value

to consumers.

RSPL manufactures detergent powder and cakes, which are sold under the Ghari brand. The company

has 21 detergent manufacturing units across Uttar Pradesh (UP), Madhya Pradesh (MP), Rajasthan,

Uttarakhand, Jharkhand, Karnataka, Bihar, Chhattisgarh and Maharashtra. RSPL also has a toilet-soap

manufacturing unit in Haridwar (Uttarakhand) which commenced production in fiscal 2008.

Additionally, the company has its own units in Greater Noida and Kanpur for manufacturing

packaging material, one unit for manufacturing of AOS in Dhar (MP), one unit in Haridwar for

manufacturing of home and personal care products, and one unit in Kasna, Greater Noida for hygiene

care products. RSPL also has 5 wind power plants with installed capacity of 50.1 megawatts (MW).

We live in fast paced ever changing world. These changes affect our lives and lifestyles and therefore it

is crucial to learn to be resilient. Therefore, in an effort to backward integration, RSPL has set up a

plant in the Devbhumi, Dwarka District of Gujarat to manufacture soda ash (LSA) in Gujarat with an

investment of over Rs 40 billion. The plant has been commissioned in the current Financial Year 19-20.

The company is using the standard Solvay process of M/s. NIOCHIM (Ukraine) with dry lime

41
technology. LSA is the main raw material and contributes around 37% and 10% to the total raw

material cost of producing detergent powder and detergent cake, respectively.

Mission of RSPL
To be a part of consumer’s daily life by giving them best value for money through well researched and

ever evolving excellent products

Core values of RSPL

 Consumer Centricity

 Continuous Improvement

 Integrity

 Thorough Planning and Execution

42
 MANAGEMENT OF RSPL
LIMITED

DIRECTORS ON BOARD

RSPL Group is promoted by Gyanchandani family. The promoter directors are combination

of experienced and young persons.

Shri Murli Dhar (Executive Chairman)

Joined the family business of his father Late Dayal Das.

His vision and strong dedication laid the foundation of the ‘RSPL Limited’ Group. He has the

responsibilities of finalizing Corporate Strategy & Planning for the growth of the business of

the Group. Under his leadership the Group has established itself amongst the top

manufacturers of detergent products in a short period of nearly 3 decades. He provides

guidance to the younger generation to venture into new categories.

Bimal Kumar (Managing Director)

Joined the family business of his father with his elder brother Shri Murli Dhar.

His responsibilities are to supervise and control management of the entire group. His

contribution to the Human Resource Development in the Group has been enormous and his

media and advertisement strategies have proved to be very efficient in terms of sales

response. His ability to spot trends early has helped to identify new segments the company

43
should foray into.

Manoj Kumar (Director)

Joined the business in 1996 at a very young age.

His contribution to the group was the first business diversification in the leather industry.

After establishing Leather and Footwear venture and turning the business into Rs. 100 crores,

he is on his way to create new land marks in Dairy business.

Rahul Gyanchandani (Joint Managing Director)

He was appointed Director of the company in the year 2004.

His present responsibilities are operations of Soap & Detergent division of the Company. He

is also actively involved in the planning of new projects. All the expansion plans of soap &

detergent division are moving smoothly under his able direction. He has a vision for

backward integration. Under his able guidance, the company has successfully entered into

toilet soap segment by launching toilet soap under the brand name “VENUS” and foraying

into homecare segment.

Rohit Gyanchandani (Director)

He was inducted to the Board of the Company in the year 2005.

He has the responsibility of planning and monitoring advertising and evolving new strategies

for marketing. He is also looking after real estate business of the Group. One of the Group

company, Nimmi Build Tech Pvt Ltd. is developing residential projects in Kanpur and

Lucknow through SPV.

44
 PRODUCT RANGE OF RSPL
.

RSPL GROUP
FMCG FOOTWEAR DAIRY RENEWABLE REAL
PRODUCTS ENERGY ESTATE

Household Leayan NIF Private The Company has Nimmi

Products Global Limited seven wind farms Build
(Namaste India) in Karnataka Tech
 Ghadi  Furo Rajasthan, Tamil Private
detergent sports  Pasteurized Nadu, Gujarat, Limited
cake  Red Milk and Madhya
 Ghadi chief  Pure Ghee, Pradesh
detergent SMP &
Powder Dairy
 Ghadi Whitener
Machine  Paneer
Wash  Buttermilk
 Xpert  Sweet Lassi
Dishwash  Curd and
Bar, gel, other dairy
scrub and products.
other
kitchen
products
 Uniwash
Detergent
Powder

Personal care
products

 Venus
Crème Bar

Hygiene care
products

 Pro-ease
sanitary
Pads
 Pro-ease
lovingle
Luxury
Diaper
Pants

45
Household products

 Ghadi detergent cake

 Ghadi detergent Powder

 Ghadi Machine Wash

 Xpert Dishwash Bar

 Xpert ultra Dishwash gel

 Xpert sponge wipe

 Xpert steel scrubber

 Xpert maroon scrubber

 Uniwash Detergent Powder

Ghari Detergent powder and cake is manufactured by RSPL; Kanpur based is more than 5000 crore

diversified conglomerate in India. The detergent brand was founded by Muralidhar and Bimal Kumar

Gyanchandani in 1987. When Ghari was launched, market was already dominated by big brands like

Surf and Nirma.

Over the years since the launch of Ghari detergent powder, till date there have been introduction of

plethora of brands from biggies like HUL and P&G and many local players. It came to limelight in late

2012 when it surpassed HUL's wheel detergent and grabbed top spot in terms of market share. It took

almost 25 years for Ghari to be the market leader in detergent market.

Ghadi Detergent Powder Ghadi Detergent Bar

46
 Ghadi machine wash Uniwash detergent powder

Serving since 2006, Xpert dishwash brand has come a long way in removing utensil chores of

household women. In a limited span of time, Xpert dishwash products have become a household name

and are available across every nook and corner of the country. Being used by all strata of society and

considering its value for money proposition, you can pick Xpert dishwash products and see your

Kitchen Utensils shining in a snap.

47
 Xpert dishwash products

Personal Care and Hygiene Products

 Venus Crème Bar

 Pro-ease sanitary Pads

 Pro-ease lovingle Luxury Diaper Pants

Venus Crème Bar the brand was launched in 2008 as a bathing solution and very soon got wide

acceptance of our consumers. As per RSPL’S core value they continuously put their efforts to make

their product better so it was relaunched in 2014 with a new brand philosophy of 'satisfying a

prominent need gap of skin moisturisation in daily life of their consumers'. As the time passed they

acknowledged the changing need of consumers through thorough researches and consumer interactions

and in 2017 Venus premium moisturising soap became: VENUS CRÈME BAR.

Venus crème bar

Lovingle is the result of RSPL's long-held ritual of disruption, Lovingle - India's first Luxury Diaper

Pants aims to make a difference by serving those mothers who want the best for their babies but don't

find a luxurious product in the diaper category.

48
Pro-ease Lovingle Luxury Diaper Pants come with premium features like Diaper Change Indicator and

2X Absorption Power, along with additional features like Cottony Dry Top sheet, Airy Outer sheet,

Added Surge Layer Protection, Advanced Leakage Protection, Odour Control Technology and Indian

Baby Shape Fit.

Pro-ease lovingle Luxury Diaper Pants

The company has successfully entered into the sanitary napkins segment by launching sanitary pads

under the brand name “Pro-ease” and foraying into hygiene segment.

Pro-ease sanitary Pads

49
Footwear Products
 Red chief

 Furo sports

The footwear range of Leayan Global Pvt. Ltd was launched under the brand name RED CHIEF in

1997 to meet growing demand for branded high quality leather footwear. The company is a complete

leather and footwear manufacturer with its own tannery and two manufacturing plants. This recognition

is inspiring the team to increase its production capacity and fulfill the growing needs of consumers.

The company has also taken the fashion industry by storm with their venture in the apparel and

accessory sector. We are now offering solutions to all men's fashion and lifestyle requirements. Not

only are we diversified, we are offering designs which are unique and stand out from those of our

competitors; but we also stand united in our promise of delivering nothing but the best.

Red Chief is one of the leading footwear brands in India since 1997, manufacturing high quality

genuine leather footwear at unbeatable price. The company has recorded an impressive growth through

its enthusiastic and highly motivated marketing team; company has estimated sales figures of Rs. 900

million in benchmarking standards. In the domestic market it is one of the most admired footwear

brands and holds the valued market share for leather footwear.

50
Red Chief as a brand is constantly evolving to keep pace with the changing trends, styles, beliefs, and

aspirations of people while maintaining the sanctity of certain traditions like workmanship and good

value.

FURO was launched in 2017 from the house of Red Chief Shoes (estd. 1997). To give people an

experience of an unparalleled performance, Furo introduces the world’s first tyre- inspired ‘Hi-grip

technology’ achieved through the use of specially compounded rubber, in adherence to international

quality standards, ensure to put our best foot forward when it comes to sports shoes. Be it for running,

walking, basketball, tennis or hiking, Furo have everything available for all your gripping adventures.

Ready to take on the world with a simple motto “Got FURO Got Grip”

51
Dairy products

 Pasteurized Milk

 Pure Ghee

 Paneer

 Buttermilk

 Sweet Lassi

 Curd

 Ice cream

 Milkshakes and flavoured milk

 Fresh cream and other dairy product

RSPL Limited is all set to further consolidate its position in the dairy business with the name of

Namaste India Foods Private Ltd. Along with the taste, the milk is full of calcium, protein,

carbohydrates, vitamins, etc., for healthy growth of human body. The Company aims to provide

remunerative returns to the farmers and also serve the interest of consumers by providing quality

products which are good value for money.

52
 Renewable Energy

RSPL also creates clean energy to meet the increasing demand for clean electricity and to address the

pressing challenges of global warming and energy security. RSPL plans to grow to 100MW operational

capacity in the next few years.

In the year 2008, with a view to expand the Wind Power Project, the Group has also established another

Wind Power generation project in Gujarat. The capacity of the project is 9.60 MW with 12WECs’ of

800 KW each.

During the Financial Year 2010-11, the Company has set up another Wind Power Farm, having a

capacity of 10.5 MW, in Tamil Nadu. It has been set up in technical collaboration with Suzlon Energy

Limited. Presently the company has installed capacity of producing 26.1 MW wind energy. The Wind

Energy Project is enjoying 100% exemption from the Income tax for 10 years.

The Company has seven wind farms in Karnataka Rajasthan, Tamil Nadu, Gujarat, and Madhya

Pradesh with a consolidated wind energy generation capacity of 50.1 megawatts. The 6 megawatts
53
wind power plant at Hiriyur, Chitradurga Dist (Karnataka) & 9.6 -megawatt at Gujarat wind farm

spread across the two sites namely Dhun Dohraji and Jamvali, 9 megawatts wind power plant at

Jaisalmer, Rajasthan, 10.5 megawatts wind power plant at Tamil Nadu and 15 megawatts at Madya

Pradesh wind farm spread across the two sites namely Hathuniya and Gathiya Phase-1. All the projects

Operation and Maintenance (O&M) taking care of by OEM’s (Original Equipment Manufacturer) have

Long Term PPAs of 20 to 25 years.

54
Real Estate

The Group has interest in Real Estate industry. One of the group companies, Nimmi Build Tech Private

Limited (formerly known as Poonam Developers & Infrastructure India Private Limited), is engaged in

the business of construction and real estate.

The Company has set up an IT Software Technology Park in Noida. The company is developing

residential projects in Kanpur and one residential project in Lucknow through SPV.

Corporate Social Responsibility

RSPL GROUP believes in sustained economic growth considering the environment with a view

towards holistic business expansion. RSPL work on the CSR activities on their own keeping in view of

the scope and areas covered under Companies Act,2013 and in accordance with the Companies (CSR

Policy) Rules, 2014 (Rules) notified by Ministry of Corporate Affairs, Government of India and

subsequent amendments in the (Rules) and the Companies (Corporate Social Responsibility Policy)

Amendment Rules, 2021 notified by the Ministry of Corporate Affairs, Government of India in

January 2021 and Guidelines on Corporate Social Responsibility.

55
In line with the aforesaid, RSPL have Trusts named Laxmi Devi Dayal Das Charitable Trust and RSPL

Welfare Foundation established by our Promoters through which we undertake most of our CSR

activities.

CSR Focus Areas of RSPL are:

 Health and sanitation programme

 Primary education
 Environment sustainability
 Rural development and animal husbandry
 Involvement in Tribal Areas and Natural Disasters

Laxmi Devi Dayal Das Charitable Hospital

56
CHAPTER 3– Research Methodology

57
 Research Methodology

STATEMENT OF THE RESEARCH PROBLEM

Remember problems come along with solutions. Identically we will discuss recruitment problems and

solutions as well.

1. Talent shortage :

The market is competitive and candidate-driven, so the candidates have the upper hand. However, the

main issue is the ratio of skilled candidates is less in the rapid technology development.

In 2023, the lack of qualified candidates is the No 1 hiring challenge recruiters are facing. Also, the

problem will only get worse. According to the McKinsey Global Institute study, companies in Europe

and North America will need 16 to 18 million more educated employees that are going to be

available.

However, with a strong hiring process and good perks, recruiters can overcome this bigger

recruitment challenge. Let’s see the recruitment solution to tackle this problem which recruiters can

implement.

Organizations have no choice but to survive and thrive in the fiercely competitive market to hire the

best talent faster and effectively. Hence, they are providing attractive perks and benefits to draw

potential talent. A survey by CR Magazine

58
found that 92% of people would consider changing jobs if offered a role with a company with an

excellent employer brand.

Also, Nearly 3 in 5 organizations (57%) plan to offer more flexibility for when or where work is done

as talent scarcity grows, and 26% offer joining bonuses, according to a survey by Manpower Group.

So, companies must offer amazing benefits to attract and retain the best candidate.

2. Attracting the right candidates

Finding the right candidate that fits the job can be a difficult and tedious task. Hence, we recorded it in

recruitment challenges.

The options are limited when you try to locate the right person in a pool of unqualified talents, and in

the end, you often end up settling for a candidate that is the best person at the time despite them not

the best fit for the job. To avoid such situations, the best way is to form a smaller pipeline of more

qualified talent over a more significant number of applications.

Finding the right candidate that fits the job can be a difficult and tedious task. Hence, we recorded it in

recruitment challenges.

The options are limited when you try to locate the right person in a pool of unqualified talents, and in

the end, you often end up settling for a candidate that is the best person at the time despite them not

the best fit for the job. To avoid such situations, the best way is to form a smaller pipeline of more

qualified talent over a more significant number of applications.

3. Targeting passive candidates

59
When targeting passive candidates, the hiring market for the executive and senior-level roles becomes

fiercely competitive. It's a challenging endeavour to identify and attract individuals who are not

actively seeking job opportunities. However, the use of executive search software provides a powerful

solution to overcome this recruitment challenge.

According to LinkedIn's survey, passive candidates make up a significant portion of the global

workforce, accounting for 70%, while active candidates comprise the remaining 30%. This statistic

highlights the daunting task of tapping into this vast talent pool.

Recruiters implement passive recruitment strategies to hire people for managerial roles, and 49% of

passive talent want to hear about new opportunities, according to LinkedIn.

Recruiters must leverage the fruitful benefits of social media, job boards and candidate databases to

source the most suitable candidates. Also, the organisation need to arrange employee referral

programs that offer amazing bonuses and incentives to those who refer potential talent.

Candidate interaction is the key to hiring a passive employee. Hence, recruiters and HR professionals

must find ways to do effectively communicate with candidates. Cold emailing and cold calling are the

best way to start engaging with the talent. Also, they must update their career page and make it more

compelling and post content on social media that adds value.

4. Engaging with qualified candidates

Engaging qualified candidates is one of the recruitment challenges. It is essential to reach out to

suitable candidates and be noticed by them. A well-qualified candidate is swamped with emails from

multiple recruiters. You have to make your email stand out in the sea, especially when the candidate

60
has several offers under their belt. You have to put in more effort to attract and persuade you to

choose your company in this sea of competitors, especially when it comes to passive candidates.

Passive candidates are the ones who are not eager for the opportunity, or we can say they are not

interested in changing their job. Therefore, to remove this challenge from the list of recruitment

challenges, first, create a scenario that seems interesting to them. Let them know what you are

offering instead of what they will do for your company.

Candidate engagement is a continuous process throughout the hiring procedure; thus, this is one of

the best recruitment practices to maintain distance from recruitment challenges.

5.Creating an efficient recruiting process

The fifth challenge from the book of recruitment challenges is creating an efficient recruiting process.

The recruitment process can be tricky, so it is mandatory to have an efficient recruiting process to hire

the right candidate. Hiring teams must communicate proficiently and fast to evaluate candidates

quickly, and they should be aware of all the steps during the process. Their main task is coordinating

all this communication which is not always easy. Also, administrative tasks take up too much time

that they can use in the hiring process instead and provide a good candidate experience.

One thing you need to invest in for this recruitment challenge is technology. Adopt the best applicant

tracking system or CRM that brings accuracy and streamlines your process. Moreover, reduce the

time of hiring due to its automation recruiting features. Thus, its prominent features diminish the

manual tasks of the team member.

61
STATEMENT OF THE RESEARCH OBJECTIVE

OBJECTIVES OF THE STUDY

I n the current scenario , every company has to survive to satisfy its customers by providing them

quality products and services . The Summer its customers by providing them quality products and

services. The summer training at RSPL , was undertaken with a view to study certain fundamentals as

well as commercial and operational aspects of the company .

The training involved the study of the following:

 To understand the entire procedure of Recruitment and Selection.

 To understand the need of Recruitment and selection.

 To accuracy and quality of work of employees by recruitment procedure.

 To study the possible improvement in Recruitment process.

 To study the barriers to recruitment and selection process.

The research objective of Talent Management is to investigate and understand the strategies, practices,

and frameworks employed by organizations to effectively attract, develop, retain, and optimize their

human capital. This multifaceted field seeks to explore how companies can identify, nurture, and

leverage the unique skills, knowledge, and potential of their employees to achieve long-term

organizational goals and maintain a competitive edge in the ever-evolving global business landscape.

62
Research in Talent Management aims to provide insights into the best practices for recruitment,

training, performance assessment, succession planning, and employee engagement, ultimately

contributing to the enhancement of both individual career development and the overall success of the

organization. Through empirical studies and theoretical analyses, researchers in this field strive to

shed light on the complex dynamics of talent management, thereby offering valuable insights for

practitioners, HR professionals, and policymakers to make informed decisions in the management of

their most valuable asset – their human capital.

Talent management, a critical aspect of contemporary organizational strategies, encompasses a series

of integrated human resource processes designed to attract, develop, motivate, and retain high-

performing individuals within a company. As organizations increasingly recognize the direct

correlation between effective talent management and sustained competitive advantage, it is imperative

to outline a clear research objective that can enhance our understanding of this dynamic field.

Therefore, the primary objective of this research is to comprehensively investigate the nuanced

interplay between talent acquisition, development, and retention strategies, aiming to discern the most

effective methods for identifying, nurturing, and harnessing the potential of employees. Through an

examination of best practices and the exploration of innovative approaches in talent management, this

study seeks to provide actionable insights that can inform the design of tailored talent management

frameworks, ultimately contributing to the cultivation of a skilled and motivated workforce capable of

driving organizational success in the ever-evolving global business landscape.

63
RESEARCH DESIGN AND METHODOLOGY

RESEARCH DESIGN:

A research design is the set of methods and procedure used in collecting and analyzing measure of the

variables specified in the research problem research

The design of the study defines the study type ( descriptive , correlation , semi –experimental ,

experimental, review,) and sub-types (descriptive , longitudinal case study ), research problem ,

hypotheses , independent and dependent variable, experimental design and if applicable , data

collection methods and a statistical analysis plan. A research design is aframe work that has been

created to find answer to research question.

There are many ways to classify research design , but sometimes the distinction is artificial and other

times different design are combined .

A research design is an arrangement of conditions or collection .

 Descriptive ( case study, naturalistic, observation, survey)

 Correlation ( case control study, observational study)
 Semi experimental (field experiment , quasi experiment)

64
  Experimental (experiment with random assignment)
 Review (literature review, systematic review)

RESEARCH METHODOLOGY:

Research Methodology is a way to systematically solve the research problem. It may be understand as

a science of studying how research is done scientifically. In it we are studying his research problem

along with the logic behind them. It is necessary the researcher to know not only the research method

techniques but also the methodology.

Research Design:

A research design is the set of methods and procedures used in collecting and analyzing measures of

the variables specified in the research problem research. The design of a study defines the study type

(descriptive, correlation, semi-experimental, experimental, review, meta-analytic) and sub-type (e.g.,

descriptive-longitudinal case study), research problem, hypotheses, independent and dependent

variables, experimental design, and, if applicable, data collection methods and a statistical analysis

plan. A research design is a framework that has been created to find answers to research questions

There are many ways to classify research designs, but sometimes the distinction is artificial and other

times different designs are combined. Nonetheless, the list below offers a number of useful

65
distinctions between possible research designs. A research design is an arrangement of conditions or

collections.[1]

Descriptive (e.g., case-study, naturalistic observation, survey)

 Correlation (e.g., case-control study, observational study)

 Semi-experimental (e.g., field experiment, quasi-experiment)

 Experimental (experiment with random assignment)

 Review (literature review, systematic review)

 Meta-analytic (meta-analysis)

TYPE OF RESEARCH USED:

It is descriptive type of research. Descriptive Research The major purpose of descriptive research is to

describe the data and characteristics about what is being studied.

It does not answer questions about how/when/why the characteristics occurred. Rather it addresses the

"what" question (what are the characteristics of the population or situation being studied?) The

66
characteristics used to describe the situation or population are usually some kind of categorical

scheme also known as descriptive categories.

For example, the periodic table categorizes the elements. Scientists use knowledge about the nature of

electrons, protons and neutrons to devise this categorical scheme. We now take for granted the

periodic table, yet it took descriptive research to devise it.

Descriptive research generally precedes explanatory research. For example, over time the periodic

table’s description of the elements allowed scientists to explain chemical reaction and make sound

prediction when elements were combined. Hence, descriptive research cannot describe what caused a

situation.

Thus, descriptive research cannot be used as the basis of a causal relationship, where one variable

affects another. In other words, descriptive research can be said to have a low requirement for internal

validity.

Research Methodology is a way to systematically solve the research problem . It may be understand

as a science of studying how research is done scientifically.

In it we are studying his research problem along with the logic behind them . It is necessary the

researcher to know not only the research method techniques but also the methodology.

67
 SAMPLING

SAMPLE SIZE-52
Sample size refers to the number of individuals or item included in a sample. It is crucial in research

as it affects the reliability and generalizability of finding. A large sample size generally leads to more

accurate results with reduce margin of error . Sample size in this study is 52.

SAMPLING TECHNIQUES :

 Sampling is the selection of a subsets of individuals from within a statistical population to

estimate characteristics of the whole population.

 Two advantages of sampling are the cost is lower and data collection is faster than measuring

the entire population .

68
  In survey sampling weights can be applied to the data to adjust for the sample design ,

particularly stratified sampling.

SAMPLING TECHNIQUES USED:

(Random Sampling ):

DATA ANAYSIS:

The data is analyzed with the help of several statistical tool like pie chart, Graph.
Percentage analysis etc.

PERIOD OF STUDY:

This study has been carried out for a maximum 45 days

SAMPLING UNIT :
A sample unit refers to the individuals element or entity that is selected from a population to be

included in a sample. It can be a person, a household, an organization, a product, or any other distinct

unit that represents a part of the population under study. The sampling unit is the basic building block

of a sample and serves as the basis for making inferences about the larger population. The selection of

appropriate sampling units depends on the research objectives and the characteristics of the population

being studied.

69
 Data Collection:

DATA SOURCE:

The source of project depends on accurate data that’s why collecting the accurate data , which differ

considerable in context money, time, and other resources at the disposal researcher.

There are two types of data collection methods available:

TYPES OF DATA COLLECTION METHOD

 PRIMARY DATA COLLECTION METHOD

 SECONDARY DATA COLLECTION METHOD

70
  Primary Data Collection Method:
Primary data are those that are obtain by the user for fulfillment their purpose. I have taken primary

data through visiting the HR head and HR Executive of the RSPL LTD. At all the levels and

observations methods to get more reliable information.I have collected the primary data by the

prepared questionnaires filled by the employees of the company. This data helped me to justify the

statements that have made in this project.

 Secondary Data Collection Method:

The secondary data is that which is already collected and stored or we can say already saved or ready

data by others. I got secondary data from internet, their journals, articles, newspaper etc. I have

collected the data from the website of the RSPL LTD.

 Company brochure

 Internet

 Website

 Organizational report & records

 Journals etc

71
 SCOPE OF THE STUDY

In the recent days, the HR Department of any organisation is vested with the responsibility of

managing the Talent in addition to its conventional function of providing good human capital to an

organization.

In order to perform this function, they use the following methods :-

Identifying the Talent which is required.

Right Selection of the Talent.

Implementing competitive compensation plans.

4.Training and continual development of Competencies.

5 . Practicing state-of-the–art performance appraisal systems

6. Aligning the acquired Talent

7. Developing and nurturing the Talent.

8. Retaining the Talent .

72
The scope of Talent Management is quite wide and adopts an integrative approach to the functions

mentioned above. The purpose is to have a synergistic effect between the various activities so as to

ensure a maxi-maxi effect.

LIMITATION OF THE STUDY:

The project has certain limitations such as:

All function are only related with personnel department.

Time constraint and Absenteeism.

Company not allowing to discloser the confidential information.

73
CHAPTER 4 – DATA ANALYSIS & FINDINGS

74
 DATA ANALYSIS

INTERPRETATION OF QUESTIONNAIRE

The analysis of the data is represented graphically along with the interpretations,

Which are as follows:

1) How do you come to know about openings in RSPL Limited ?

a) RSPL Employees

b) News Paper Ads

c) Consultants

75
d) Job Portal

76
2) Are applicants treated fairly with courtesy?

a) Poor

b) Adequate

c) Excellent

77
3)Does the HR team act as a consultant to enhance the quality of the

applicant during prescreening process?

a) Yes

b) No

78
4) Does the organization clearly define the roles and responsibilities of the position

being interviewed for?

a) Well defined

b) Partially defined

c) Undefined

79
5) Are the panel members competent enough for the role they are interviewing?

a) Yes

b) No

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6) Are the HR people trained for making the best hiring decisions?

a) Yes

b) No

81
7) Do you feel that selection process in RSPL is connected with the values of

the Organization?

a) Poor

b) Adequate

c) Excellent

82
8) Do you think the organization’s the recruitment and selection process are

planned and achieved as per the timelines?

a) Yes

b) No

c) Sometimes

83
9) Rate how well HR finds good candidates from nontraditional sources

(LinkedIn) when necessary?

a) Poor

b) Adequate

c) Excellent

84
10) Should the present hiring process be enhanced?

a) Yes

b) No

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 FINDINGS, RECOMMENDATIONS

Findings of the study-:

Human resource department is very alert for selecting candidates and also the process is very

transparent so that they can choose the best candidates among applicants.

When RSPL Limited search for any experienced people they give more concentration on

Previous experienced, Educational background, length of services etc. so that human resource

department can select the most suitable experienced people.

When human resource department of RSPL Limited select entry level candidates than they

concentrate more on pro-activeness, creativeness, ideas which related with the post.

Human resource department of RSPL Limited have its own drop box. At the time of selection

process they collect CV drop box.

In the recruitment process there is no bias so there are higher possibilities to be selected

without having any back up.

Basic pay and job security are the two main areas for retaining talent in coming years . Other

than this training plays an important role in motivating the employee

Rspl is using the certification for improving the training programme.

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 In rspl budget for recruiting and developing and retaining the employees is going to increase in

next three years.

Recommendations-:

Different sources of recruitment should be utilized.

Make proper succession planning to ensure right people are placed right place at right

time.

Make salary structure more attractive to the employees by doing competitor analysis yearly

so that company can attract more candidates for recruitment.

Rspl must have meaningful description of the capabilities( skills behavior abilities and

knowledge) required throughout the organization.

Organization must be able to relate those skills and capabilities to a role of center of demand

such as job promotion project or leadership role.

Talent management process must create a comprehensive profile of their talent. They must be

able to track meaningful talent related information about all of their people employee

contractor or candidates.

The working culture of the organization should be improved to retain the talent.

More certified training should be given to the employee to boost their effectiveness and

efficiency.it should be used as a tool for motivation.

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The organization should recognize the crucial talent initiative to attract and retain the

employees . they should know which talent element can have the greatest impact on business

and therefore provide a better basis for prioritization and implementation.

CHAPTER 5 – CONCLUSIONS AND RECOMMENDATIONS

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 Conclusion-:

My internship experience at RSPL LIMITED provided me with invaluable insights into the complexity

of the corporate world, particularly in the realm of recruitment and selection. One of the most

significant takeaways from this internship is the realization that textbooks and theoretical knowledge

often fall short when confronted with the complex and nuanced realities of the business environment.

Within the corporate landscape, there exist unwritten policies and standard operating procedures that

every employee must adhere to, and the overarching objective for any business entity is profit

maximization.

During my tenure at RSPL, I actively participated in the recruitment process, gaining hands- on

experience in various aspects such as candidate sourcing, shortlisting, and conducting initial telephonic

interviews. The primary job portal utilized for candidate recruitment was NAUKRI.COM. This

practical exposure allowed me to appreciate the intricate nature of the recruitment and selection process

at RSPL, which is marked by its attention to detail.

One profound insight that emerged from my experience is that every employee, especially those

involved in recruitment, plays a crucial role in the company's overall revenue generation. While

generating employment is essential, recruiting the right workforce with the appropriate skills is equally

critical.

In conclusion, my internship at RSPL LIMITED was a transformative experience that exposed me to

the practical realities of the corporate world, especially in the context of recruitment and selection. It

emphasized the importance of adaptability, attention to detail, and a profound understanding of both

organizational and candidate needs in the dynamic landscape of human resource management. This

experience has undoubtedly enriched my perspective and prepared me for the challenges and

complexities of the business world.

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 QUESTIONNAIRE

1) How did you come to know about openings in RSPL Limited ?

a) RSPL Employees

b) News Paper Ads

c) Consultants

d) Job portal

2) Are applicants treated fairly with courtesy ?

a) Poor

b) Adequate

c) Excellent

3) Does the HR team act as a consultant to enhance the quality of the applicant

during prescreening process?

a) Yes

b) No

4) Does the organization clearly define the roles and responsibilities of the position

being interviewed for?

a) Well Defined
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 b) Partially Defined

c) Undefined

5)Are the panel members competent enough for the role they are interviewing?

a) Yes

b) No

6) Are the HR people trained for making the best hiring decisions?

a) Yes

b) No

7) Do you feel that selection process in RSPL is connected with the values of the

Organization?

a) Poor

b) Adequate

c) Excellent

8) Do you think the organization’s recruitment and selection process are planned

and achieved as per the timelines?

a) Yes

b) No

91
9) Rate how well HR finds good candidates from nontraditional sources

(LinkedIn) when necessary?

a) Poor

b) Adequate

c) Excellent

10) Should the present hiring process be enhanced?

a) Yes

b) No

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 BIBLOGRAPHY

https://economictimes.indiatimes.com/company/rspl-limited/
https://in.linkedin.com/company/rspl-group http://www.gharidetergent.com/
https://www.bloomberg.com/profile/company/ https://www.tofler.in/rspl-
limited/company/ https://en.wikipedia.org/wiki/Ghari_Detergent

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