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Master of Business Administration: A Summer Training Project Report

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A
SUMMER TRAINING PROJECT REPORT ON
Submitted in partial fulfilment of the for the award of the degree of
Master of Business Administration
Under the guidance of Submitted by:-

Ms. Shiva Pandey Ishika Gupta
Batch:- 2018 - 2020
CSJM University Kanpur
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ACKNOWLEDGEMENT
Upload your documents to download.
Any accomplishment requires the effort OR of many people and this work is no
different. It has been my proud privilege to be attached to RSPL a branded
company.
Become a Scribd member for full access. Your
With due respect I would likefirst 30 days are
to express myfree.
indebtness to the management of
RSPL.
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I would like to express special thanks to Ms. Shiva Pandey. It would have been
difficult to go through this project without her help. They not only helped me in
collecting data but also supported me with their valuable knowledge and
experience in this successful completion of the project.
I would also thanks my professor who was always with me to cope up from the
doubts. And also helped me in collecting information from different sources in
efficient and effective form.
I would also thank almighty god for his grace and merry to successfully
complete this project.

PREFACE
People are a company’s most important assets. They can make or

OR
break the fortunes of a business. In today’s highly competitive
business environment placing the right people in the right position is
Become
very critical for the a Scribd
success of member for full access. Your
any organization.
first 30 days are free.
The recruitment and selection decision is of prime importance as it is
the vehicle for obtaining theContinue for Free person-to-job fit that will,
best possible
contribute significantly towards the Company's effectiveness. It is
also becoming increasingly important, as the Company evolves and
changes, that new recruits show a willingness to learn, adaptability
and ability to work as part of a team.
The Recruitment & Selection procedure ensures that these criteria are
addressed in this project I have studied Recruitment and Selection
process of RSPL and attempted to provide some ways so as to make
recruitment more effective and to reduce the cost of hiring an
employee. I am privileged to be one of the students who got an
opportunity to do my training with RSPL.
My involvement in the project has been very challenging and has

provided me a platform to leverage my potential in the most
constructive way. This project however is an attempt to share as best
as possible my experience in corporate world with all my colleagues
and my faculty. I would be delighted to receive reader’s comments
which maybe valuable lessons for my future projects.

ABSTRACT
In today’s rapidly changing business environment, organizations have to

OR
respond quickly to requirements for people. The market has been witnessing
growth which is manifold for last few years. Many players have entered the
economy thereby Become a Scribd
increasing the member
level offorcompetition.
full access. Your
In the competitive
first 30 days
scenario it has become a challenge are free.
for each company to adopt practices that
would help the organization stand out in the market.
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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.
Therefore a recruitment practice in an organization must be effective and

efficient in attracting the best manpower. Better recruitment and selection
strategies result in improved organizational outcomes. The main objective is to
identify general practices that organizations use to recruit and select employees
and, to determine how the recruitment and selecting practices effect
organizational outcomes..
It is very clear that the recruitment is considered as the basic process of HR,
needed by mangers and the employees. Recruitment helps in development of the
human resource by offering numerous opportunities of the carrier to the
applicants. In general, analysis of the job comprises determination of the
knowledge, attributes and skills that are needed for executing the particular
function. It has been noticed that the job analysis is considered as vital to
selection and recruitment because job analysis is the basis of high process of the
quality and when finished well searches not only knowledge and skills needed
to execute the function but the attributes also that may be implemented to
analyze the cultural fit in the organization.
You're
TableReading a Preview
of contents
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documents to download.
INTRODUCTION
OR ……………..7-12
1) Introduction of the industry profile
2) Introduction of the company (about RSPL)………………13-32
3) About Recruitment
Become a and Selection…………………………33-69
Scribd member for full access. Your
CHAPTER – 2
RESEARCH METHODOLOGY
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1) Research objective…………………………………………..71
2) Research design……………………………………………..71
3) Sampling size………………………………………………..71
4) Sampling area……………………………………………….72
CHAPTER – 3
DATA ANALYSIS AND FINDINGS
1) Analysis of data…………………………………………….73-86
2) Findings…………………………………………………….87-88
CHAPTER – 4
CONCLUSION AND RECOMMENDATIONS
1) Conclusion…………………………………………………..90
2) Suggestions …………………………………………………91
Annexure
1) Bibliography………………………………………………93
2) Annexure………………………………………………..94-97

OR

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CHAPTER–1
INTRODUCTION

OR

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Introduction on human
resource Industry

INTRODUCTION ABOUT HUMAN RESOURCE
OR
Human resources is the department or division of a business, corporation, or

organization that manages all aspects related to its personnel, including
recruiting employees, trainingfirst 30 days
and are free. development, overseeing
career
compensation packages, managing benefits plans, and other duties that serve to
maximize a company's business Continue
and its employees'
for Free satisfaction with their jobs.
Simply, the function of the human resources industry is to produce competent
personnel and to keep employees productive. More than 700,000 people work in
human resources and related fields today.
As an increasingly large portion of the U.S. economy has come to depend on

service industries—businesses in which the main product is not an item sold in
a store but rather is a set of actions performed for a client by the business's
employees—the growth of the human resources (HR) industry has increased
proportionally. Meeting these increased demands has resulted in the field of
human resources evolving from its early role whose primary responsibilities
included hiring and training workers, managing a company's payroll, and
dealing with labor issues to now being charged with a broader, more conceptual,
and strategic set of responsibilities that may include setting up job
classifications and employee benefits systems or working with top management
to develop plans to optimize use of company employees. In large, multinational
corporations, an international human resources department is often created to
meet the needs of U.S. citizens working in foreign countries, as well as people
from other countries working in the United States.
Human resources professionals are generally employed in one of two major

areas: large or medium-sized companies in any kind of industry; and personnel
consulting firms that help other companies find qualified employees, both on a
permanent and temporary basis. Any organization with many employees,
whether a bank, oil company, or fast food restaurant, needs personnel
specialists. Employment agencies, executive placement services, temporary help
services, labor contractors, and registries for chauffeurs, household workers,
models, nurses, ship crews, and teachers also need HR professionals.
Human resources encompasses a variety of jobs, including human resources

generalists, employment and placement managers, employer relations
representatives, personnel managers, industrial relations directors, job-

development specialists, job analysts, compensation managers, training
instructors, benefitsYou're Reading
managers, employeea Preview
health-maintenance specialists,
mediators, and employment, placement, and recruitment specialists. Other
occupations in HR include ergonomists, employment firm workers, and career
and employment counselors and technicians
OR
Background Become a Scribd member for full access. Your

first 30 days
In the 18th century, the U.S. economy wasare free.
primarily agricultural, dependent on
crops such as wheat and cotton. During the 19th and early 20th centuries,
however, the United States experienced an Industrial Revolution. With this
Continue for Free
revolution, the economy shifted largely toward production of raw materials,
such as iron and steel, and finished products, such as cars and refrigerators.
Although there were great differences between the agricultural society of the
18th century and the industrial society that followed, in both cases, the economy
was based on the goods produced.
Today, however, an increasingly large portion of the economy depends on

service industries. A service industry is one in which the main product is not
something that can be sold in a store but rather is a set of actions performed for
a client. The service itself is the product that is sold. This shift toward a service
economy has contributed to the growth of the human resources industry,
abbreviated to HR.
Just as agricultural and industrial economies thrive when there are plenty of
high-quality natural resources available, a service economy succeeds based on
the quality of its workforce. Therefore, the function of the human resources
industry is to produce competent personnel and to keep employees productive.
The increased emphasis on human resources is not limited only to service

industries. High-tech, goods-producing industries, such as the computer
industry, are placing greater importance on the quality of their personnel. Such
industries are especially vulnerable to human error, because the smallest
mistake in a complex computer system can make the entire system unusable.
The more technical skills involved in the design, manufacture, marketing, and
sales of a product, the more competent a company's workers must be. Meeting
these increased demands has caused new developments in the field of human
resources. In the past, human resources professionals, sometimes referred to
as personnel specialists,served primarily as technicians with such
responsibilities as hiring and training workers, managing payroll, and dealing
with labor issues.
9
Today, HR professionals are being entrusted with a broader, more conceptual,

and strategic set of responsibilities. They may set up job classifications and
You're
employee benefits systems. In Reading
addition, theyaoften
Preview
work with top management
to devise plans for the optimal use of human resources. For example, HR
professionals often advise management on policies to reduce absenteeism and
on methods to improve morale and productivity.
OR
In recent years human resources professionals have realized the importance of
having a good training and development program for their employees. By
teaching employees Become a Scribd
the latest member software
in computer for full access. Your sales techniques,
programs,
first 30 daysskills,
safety procedures, and other workplace are free.
the company ensures that it can
remain competitive in the future. New theories of adult education have
enhanced the effectiveness of such employee training and development
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programs, and today, human resources professionals can choose from several
different modes of instruction to find the educational program that best fits the
needs of their employees. Some of the different forms of instruction include
interactive CD-ROMs, DVDs and videos, and trainer-led workshops and
orientation sessions.
Another important responsibility of human resources professionals is the

employee benefits program. In order to attract the best employees, build loyalty,
and maintain employee morale, companies must offer attractive benefits
programs. HR professionals use their expertise to design benefits packages that
are most effective for their companies. In addition, HR professionals must be
sensitive to the needs of their employees and ensure a nonhostile workplace. In
large, multinational corporations, an international human resources department
is often created to meet the needs of U.S. citizens working in foreign countries,
as well as people from other countries working in the United States.
The essence of HR management is transforming an input, which is an employee

or group of employees, into an output, which is a job well done. To effect this
transformation, HR professionals use systems that acquire, develop, allocate,
conserve, utilize, evaluate, and reward workers.
Human resources management encompasses several job responsibilities, which

may be carried out by one person or by a number of specialists. Different kinds
of specialists includehuman resources generalists, employment and placement
managers, employer relations representatives, personnel managers, industrial
relations directors, job-development specialists, job analysts, compensation
managers, training instructors, benefits managers, employee health-maintenance
specialists, mediators, and employment, placement, and recruitment specialists.
Other occupations in the HR field include ergonomists, employment firm
workers, and career and employment counselors and technicians.

OR

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Structure
Human resources professionals are generally employed in one of two major
arenas. In the first, they work for large or medium-sized companies in any kind
of industry. Any organization with many employees, whether a bank, oil
company, or fast food restaurant, needs personnel specialists. The second major
arena is in personnel consulting firms that help other companies find qualified
employees, both on a permanent and temporary basis. Such companies provide
a service to both employers and those seeking employment. Employment
agencies, executive placement services, temporary help services, labor
contractors, and registries for chauffeurs, household workers, models, nurses,
ship crews, and teachers are all examples of this type of service firm. Many
human resource managers earn a certificate in Professional Human Resources
Management.
Industry Outlook
According to the U.S. Department of Labor, employment of human resources
and training specialists and managers is expected grow at around 8 percent
through 2022. The rising use of temporary workers and increasingly complex
employment laws will create most of the demand. Specific standards for
occupational safety and health, equal employment opportunity, wages, and
benefits make it necessary for many companies to have human resources
experts handling their personnel issues in order to avoid errors and omissions.
Of particular significance are rising health care costs, how implementation of
the federal Affordable Care Act will affect businesses, and the structural
11
changes that have taken place in many companies' insurance packages. As

benefits programs become more complex, human resources professionals who
You're
are familiar with program Reading
requirements a Preview
and options become more valuable. For
the same reasons, human resources manager can expect growth of 13 percent
through 2022. Labour relations specialists, however, may experience a decline
of 1 percent as a result of shrinking labour unions.
OR

Human resource planning
Continue for Free

OR
INTRODUCTION Become a Scribd member for full access. Your

ABOUT Continue for Free
RSPL LIMITED
13
We live in fast pacedYou're Reading

ever changing world. a Preview
These changes affect our lives and
lifestyles and therefore it is crucial to learn to be resilient.
The driving force at RSPL Group is to understand profound changes in product
technology and consumer needs to make our brands the way consumer desires
them to be. We believe that the only ORconstant in the history of mankind is
evolution and so it is our endeavour to give superior brand experience and most
superior value for Become
consumer’sa Scribd member
money. Our for full access.
undeterred Your for evolution has
pursuit
led the company to progress onfirst the30
path ofare
days value
free.during our growth.
RSPL Group is more than 5000 crore diversified conglomerate, which is
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committed to value for money propositions & credited with several innovations
over 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 enhance RSPL Group and
enabled the organization to deliver value to consumers.
Keeping in line with its expansion programme, the company has established
detergent manufacturing units in various locations across India to enable the
company to fulfil the demand of its products across the country more
effectively.
The company is going to set up a new unit in Raipur, Chhattisgarh for the
manufacturing of detergent cake, powder and acid slurry. The company has
applied for necessary approvals to set up the unit. Within next couple of years
the Group’s installed capacity of detergents would cross 800000 MT PA.
To make its presence stronger in southern states, the company is planning to set
up a unit in Karnataka. The company has already acquired land at Bidar,
Karnataka for the purpose.
Keeping in view the expanding market of personal & home care products in
India, the company has set up a unit in Haridwar for the manufacturing of
products like Shampoo, Hair oil, Toothpaste, Moisturiser, Shaving Cream,
Liquid Hand Wash, Floor Cleaner, Liquid Detergent and Toilet Cleaner. The
Unit has become operational in March 2010 with an installed capacity of 123
MT per day for all products taken together.
You'reOF
MANAGEMENT Reading
RSPL a Preview
LIMITED
DIRECTORS ON BOARD
OR
RSPL Group is promoted by Gyanchandani family. The promoter directors are
Become a Scribd
combination of experienced member
and young for full access. Your
persons.
Shri Murli Dhar

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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
MurliDhar.
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 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
15
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 OR
Joint Managing Director

He was appointedBecome
Directora Scribd
of themember
company for in
fullthe
access.
yearYour
2004.
His present responsibilities arefirst 30 days are
operations free. & Detergent division of the
of Soap
Company. He is also actively involved in the planning of new projects. All the
expansion plans of soap & detergent division
Continue are moving smoothlyunder his
for Free
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.
PERFORMANCE IN PREVIOUS YEARS:-

OR

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17

OR

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PRODUCTS OF RSPL LIMITED

FMCG Division
HOUSEHOLD CARE & PERSONAL CARE PRODUCTS

➢ Household products
A. Ghari detergent cake
B. Ghari detergent powder
OR

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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.
19
You're
C. Xpert Dishwash bar Reading a Preview
D. Xpert Ultra gelUpload your documents to download.
(Liquid)
OR

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➢ Personal Care Products
A. Venus Bathing Soap
OR

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The company has successfully entered into toilet soap segment by launching
toilet soap under the brand name “VENUS” and foraying into homecare
segment.
21

➢ Hygiene Care Products
OR
A. Pro-ease Sanitary Pads
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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.

➢ Footwear products
A. Red Chief OR

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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.
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.
Perfection is a never ending pursuit for us. With quality as the hallmark,
it is our sincere endeavour that each product that comes through our
state-of-art production line should truly act as the ambassador of
goodwill, with the consumers-reinforcing their conviction in Red Chief.
23

➢ Renewable energy
OR

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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 also creates clean energy to meet the increasing demand for clean
electricity and to address the pressing challenges of global warming and energy
security. Their plan is to grow to 100mw operational capacity in the next few
years.

➢ Real estate projects
A. Nimmi buildtech
OR

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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.
25
➢ Dairy products
A. NamasteYou're
India Reading a Preview
OR

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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.
NAMASTE INDIA FOODS PVT. LTD.is an Indian Dairy Company that is

committed to supply pure milk & milk products. Situated at Shivrajpur,31 km
away from Kanpur Nagar, company has established a developed Agriculture &
Cattle Farm where Agriculture & Cattle Farming is done by the scientific
method. The unit is fully automated with international standards and plans to
collect, process and pasteurize 4 Lakh litre milk per day.
It has collection centres in hundred villages and will be extending to 1000

villages in another three years. Company is establishing milk chilling centres at
the distance of every 50 km from its Dairy Plant (around Kanpur). It strictly
follows the rules of cleanliness while processing/pasteurizing its products. The
product portfolio include Pasteurized Milk, Pure Ghee, SMP & Dairy Whitener,
Cheese, Curd, Flavoured Milk and other dairy products.

CORPORATE SOCIAL
Upload your documentsRESPONSIBILITY
to download.
LAXMI DEVI DAYAL DAS CHARITABLE HOSPITAL

OR

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Inaugurated On April 2013, LAXMI DEVI DAYAL DAS CHARITABLE

HOSPITAL is a significant social initiative taken by RSPL Group to serve the
humanity.
Set up nearly 29 Km away from the city of Kanpur, the hospital aims at
providing medical assistance for ailments and surgeries to the poor and needy.
The hospital has set prescribed standards in both medical treatment & patient
comfort aiding quick and complete cure. It is equipped with latest medical
equipment’s facilitating accurate treatment to its patients. It offers medical
treatments to patients at nominal rates so that people from all walks of life can
afford to avail the medical facilities of the hospital and also 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 fulfil
its objectives of complete and comprehensive health care and is inclined to
work for the betterment and upliftment of the society.
27
SOME OTHERYou're Reading a Preview

CSR ACTIVITIES OF RSPL LIMITED:-
OR

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LOCATIONSYou're
ACROSSReading
INDIAa Preview
RSPL Group followsUpload your documents
the policy to download.
of penetrating its markets deep and then
focusing on geographical expansion. Having achieved strong distribution reach
in its core markets, it has now embarkedOR on strengthening its geographical
presence by establishing and expanding distribution in other states (most
notably in South India).
We are successfully running first
more thanare
30 days one manufacturing units at Alwar,
free.
Aurangabad, Chitradurg, Dhar, Ghaziabad, Greater Noida, Haridwar, Jamnagar,
Jamshedpur, Jhansi, Kanpur, New Delhi, Roorkee, Sagar and many more.
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Though preparing job description and job specification are not legal
requirements yet play a vital role in getting the desired outcome. These data sets
help in determining the necessity, worth and scope of a specific job.
29
Job DescriptionYou're Reading a Preview

Upload
Job description includes yourjob-related
basic documentsdatato download.
that is useful to advertise a
specific job and attract a pool of talent. It includes information such as job title,
job location, reporting to and of employees, job summary, nature and objectives
OR
of a job, tasks and duties to be performed, working conditions, machines, tools
and equipments to be used by a prospective worker and hazards involved in it.
Purpose of Job Description
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The main purpose of job description is to collect job-related data in order to
advertise for a particular job. It helps in attracting, targeting, recruiting and
selecting the right candidate for the right job.
It is done to determine what needs to be delivered in a particular job. It clarifies
what employees are supposed to do if selected for that particular job opening.
It gives recruiting staff a clear view what kind of candidate is required by a
particular department or division to perform a specific task or job.
It also clarifies who will report to whom.
Job Specification
Also known as employee specifications, a job specification is a written
statement of educational qualifications, specific qualities, level of experience,
physical, emotional, technical and communication skills required to perform a
job, responsibilities involved in a job and other unusual sensory demands. It
also includes general health, mental health, intelligence, aptitude, memory,
judgment, leadership skills, emotional ability, adaptability, flexibility, values
and ethics, manners and creativity, etc.
Purpose of Job You're Reading a Preview

Specification
Described on the basis of job description, job specification helps candidates

ORa particular job vacancy or not.
analyse whether are eligible to apply for
It helps recruiting team of an organization understand what level of
qualifications, qualities and set of characteristics should be present in a
candidate to make him or herfirst 30 daysfor
eligible arethe
free.
job opening. Job Specification
gives detailed information about any job including job responsibilities, desired
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technical and physical skills, conversational ability and much more.
It helps in selecting the most appropriate candidate for a particular job.
Job description and job specification are two integral parts of job analysis. They
define a job fully and guide both employer and employee on how to go about
the whole process of recruitment and selection. Both data sets are extremely
relevant for creating a right fit between job and talent, evaluate performance and
analyse training needs and measuring the worth of a particular job.
31

OR
Introduction
On
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Recruitment
And
Selection

OR

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RECRUITMENT
33

“The art of choosing men is not nearlyORas difficult as the art of enabling those
one has chosen to attain their full worth”. Recruitment or manpower selection
process is the Become
first astep
Scribdin
member for full access. Your
the employment of labor and the
first
methods through which labor is 30 days are
brought free.
into industry has much to do with
the ultimate success or failure of such employment. Despite
Continue for Free
tremendous unemployment it is not easy to find the right type of labor.
Careful recruitment of employees is particularly important in India for two

reasons: First, under the existing legal conditions, when
an industrial worker is discharged, and industrial dispute can be raised by
the workman in regard to such discharge and the Labor Court adjudicating
such disputes would determine whether the termination of service
was justified and to order reinstatement if such order was appropriate. As a
precaution against unreasonable discharge by way of punishment, certain
rules of procedure are required to be strictly followed by the employees
before the order of discharge is passed. Failure to carry out this
procedure undermines the case if it goes to an industrial court.
Secondly, the chances of mismatching the job and the person are much
higher in India, under the present labor market conditions in India, the
employee’s choice is very much limited and he will accept any job
irrespective of his suitability. Under these conditions, the pressure to
properly match man to job is only one-sided, that is, from employer’s
side only.

Definition:- Upload your documents to download.
Recruitment is the process of recruiting potential personnel to fill up the
existing requirement of the organization.
OR It is the process of discovering
potential applicants for actual or anticipated job vacancies. Recruitment
involves encouraging individuals with the needed skills to make applications for
employment with the firm.
Objective:- Continue for Free
The main objective of recruitment 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.
History:-
Nowadays, when talking about the different methods to find a job, no one
would ignore the Internet. It is amazing how the Internet has taken over
the world in less than 20 years. But how were the companies recruiting
before that ? How would they let people know about their job
opportunities?
Recruitment is as old as the beginning of organizations. Mass recruitment

had its very dirty side, and I will spare the paragraph on recruitment
methods used to build the pyramids, the Great Wall or even the Panama
Channel, as this would take much more than myself and a 500 words post
to make sure the topic is addressed properly. My point is rather to focus on
work as we consider it today : willing people getting money to use their
skills in order to reach their employers objectives.
35

Before the industrial revolution, large organizations were those specialized
Upload
in trading and mining. yourrecruitment
But documents towas
download.
widely focused on local
workers, the management positions being generally reserved for noble or
distinguished men. OR

From the second half of first
the30nineteenth
days are free.century, major technologic
innovations fostered economic development and wealth in what we call
Continue for Free
nowadays "developed countries".
This industrial revolution created the first industrial giants. With the larger
size of the company and growing needs for mass consumption, the
complexity of internal processes increased considerably, and the working
processes started to get more specific : production, business development,
management. At some extent, companies had to find large amounts of
specific people able to handle very specific issues. And these people were
not necessarily from the nearest village, so it was necessary to reach them
in a new and efficient way. Modern mass recruitment was about to emerge.
Until the late 1990's, the best way to hire people that were not necessarily
your daughter or your nephew was to post an announcement in the
newspapers. Almost all the newspapers had a job section, or "job board". At
the time, companies had to pay for the surfaces of their announcements ! So
they were keeping it simple and straight. And no Google search engine to
help you know more about the position or the company.
When Internet started to get big, a lot of "job boards" made their apparition
on the web. Many of them still exist today, and Monster.com, created in
1999, is probably the best example of how the business has grown since
then. In 2012, the company generated over a billion US dollars turnover.

Thousands of online recruitment websites were born and died during the
last 15 years, as it is aUpload your documents
very competitive andtoaggressive
download.market.
Back in 1999, online recruitment was basically the exact same

OR
announcements than in the newspapers, except that they were accessible
on the web. It means that when you had to look for a job, you were
proposed a list of offers, written in the same style and with a poor interface.
Oh, wait a minute, did I say "back in 1999 ?", because it looks like what we
still find on 90% of the recruitment websites... Indeed, the amazing part is
Continue for Free
how this industry managed not to innovate until the recent financial crisis,
when a new generation of entrepreneurs decided to address the market
and leverage the new technologies to disrupt the existing models. Let's
make it clear, I try to be one of those.
Just like the dating websites, some recruitment websites started to

consider candidates and companies as parties looking for one another. It is
actually the personal and professional social networks that made this
evolution possible. By making less taboo the professional world (on
LinkedIn, you can check the profile of your N+3, and even connect with
her/him), people and companies have started accepting that online
recruitment could be more than job boards, to become actual professional
matching websites. And as innovations always come in grapes, such
websites rapidly evolved to become smarter and closer to the actual needs
and expectations of both companies and candidates. This last generation is
called "affinity matching". A sort of "Attractive World" for recruitment.
37
You're Reading
Need for recruitment:- a Preview
Uploadthe
It makes possible to choose your documents
right to the
person in download.
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.
OR
1. Planned needs:Become
- a Scribd member for full access. Your
Such needs arise from changes in the organizational policies.
2. Anticipated needs: -
Continue for Free
It refers to those movements in personnel which an organization can predict by
studying trends in internal or external need.
3. Unexpected needs: -
Such need arises due to illness, death and resignation.
Recruitment follows HR planning and goes hand in hand with selection process
by which organizations evaluate the suitability of candidates. With successful
recruiting to create a sizeable pool of candidates, even the most accurate
selection system is of little use.
Recruiting begins when a vacancy occurs and the recruiter receives

authorization to fill it. The next step is careful examination of the job and
enumeration of skills, abilities and experience needed to perform the job
successfully. Other steps follow:
creating an applicant pool using internal or external methods
Evaluate candidates via selection
Convince the candidate
And finally make an offer
Scope: -
To define the process and flow of activities while recruiting, selecting and
appointing personnel on the permanent rolls of an organization.

RECRUITMENT PROCEDURE
Recruitment process of defining a jobOR and attracting applicants for the vacant
post. It is the process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and ends when
their applications are submitted. The result is a pool of applicants from which
new applicants are selected.
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• Identify Vacancy
• Prepare Job Description and person

Specification
• Advertise
• Managing the Response
• Short-listing
• References
• Arrange Interviews
• Conduct The Interview
• Decision Making
• Convey The Decision
• Appointment Action
39
You're
Rules and Regulations Reading
of Recruitment a Preview
& Selection Process in Organization:-

➢ To provide clarification and detail of the core commitments laid down in
the organization code of PracticeOR
for Recruitment and Selection.
➢ To offer step by step support to all those involved in the recruitment and
selection of Become a Scribd member for full access. Your
organisation.
➢ To ensure that there is Continue for Free

a consistent and unbiased procedure for the
recruitment and selection in the organization.
➢ To act as the basis of an informal contract between recruiters and

organization administration to make the recruitment process as speedy
and efficient as possible.

OR

Continue for Free
SELECTION
41

SELECTION
OR
Personnel selection practices (e.g., interviews, ability and personality tests)

continue to captureBecome a Scribd
the most member
attention fromfor full access.
staffing Your There are several
scholars.
first 30practices,
comprehensive reviews of selection days are free.
as well as discussions of research
and practical applications. Rather than review all this research, the present
review summarizes the major new developments.
Continue for Free
It is the methodological process used to hire (or, less commonly, promote)

individuals. Although the term can apply to all aspects of the process
(recruitment, selection, hiring, acculturation, etc.) the most common meaning
focuses on the selection of workers. In this respect, selected prospects are
separated from rejected applicants with the intention of choosing the person
who will be the most valuable contributions to the organization.
Selection Process :-
Selection is the process of choosing the most appropriate candidate to fill the
post from among all those who apply.
Selection is the pivot point between recruitment and retention. Hopefully your
efforts have gained you several qualified candidates. Now you have to decide
who is the best fit for the job is. You need to plan a process that is fair and
objective and results in choosing the best person for the job. Taking some time
to plan ahead will help you to find an individual whose skills and talents will be
an asset to your organization, a person who will want to keep you as an
employer as well.
You'reJob
Reading a Preview
advertisement

Analysis of position and requirement
OR
Candidate’s generation
Pre-screen (phone or web)
Continue for Free
Coaching Testing and evolution Candidate pool
Final selection
Assurance of appointment
Pre-joining
Successful placement
43
The recruitment and You're Reading

selection process belowaare
Preview
designed to withstand scrutiny
and to fulfill the legal obligations placed on all recruiters. Adherence to the
guidelines will provide Upload your documents
protection to download.
for individuals involved in selection.
Recruiters represent the organisation and the organisation is liable for the
actions of recruiters. OR

Pre-selection:- first 30 days are free.
1. The selection of candidates for membership in an organization shall be
advertised through a call Continue
for expressions
for Free of interest in accordance with
the present procedures. The call for expressions of interest shall be
published in the Official Journal (OJ), in relevant leading academic
publications as well as the Agency’s website. The closing deadline for
submission of candidates’ expressions of interest shall be fixed six weeks
after the above mentioned publication.
2. The Director of the Agency shall prepare and organize the work for there-
selection of the members of the Scientific Committee. He or she shall
chair a pre-selection panel, composed of the Heads of Unit of the Agency
and a person appointed for the purpose by the Council. Two members of
organization may attend the pre-selection panel’s observers.
3. The pre-selection panel shall verify the eligibility of the candidates, in

accordance with the eligibility requirements. Failure to comply with one
of these requirements will result in the exclusion of the concerned
candidate from the next steps of the selection process.
4. The pre-selection panel shall then assess each eligible candidate

according to the requirements for selection. It will draw up an ‘Individual
Assessment Form’ for each candidate which will include a short
comment, highlighting the specific values/shortcomings of the person.
You're
5. The Director shall Reading
present the results aofPreview
the pre-selection process to the
organization’s Executive Board, including information on the candidates
deemed ineligible.
OR

Selection: first 30 days are free.
Continue for Free

1. The Executive Board shall assess all the candidates on the basis of the
established selection requirements.
2. In this assessment the Executive Board shall take into account:

• The work of the pre-selection panel
• The need that the specialist fields of the members of the Scientific
Committee shall cover the most relevant scientific fields linked to
fundamental rights, in accordance with the mission and objectives of
organization;
• The need to ensure even geographical and gender balance.
3. The Executive Board shall submit to the Management Board a list of

most eligible candidates. This list should include more than eleven and
fewer than twenty-two names. This list will also include merit points and
a conclusion concerning the suitability as a member of the Scientific
Committee for each candidate.
4. The Chair of the Executive Board shall present the results of the selection
process to the Management Board, including a record of the candidates
not included in the lists mentioned above as well as on candidates deemed
ineligible.
45
5. The Agency services shall provide technical and logistic support for the
selection process.
Appointment:
1. On the basis of the list submitted by the Executive Board, the Agency’s
Management Board shall appoint the members of the Scientific Committee,
after having consulted the competent committee. The candidates not
appo
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Master of Business Administration: A Summer Training Project Report

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Submitted in partial fulfilment of the for the award of the degree of

Master of Business Administration

Under the guidance of Submitted by:-

CSJM University Kanpur

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People are a company’s most important assets. They can make or

My involvement in the project has been very challenging and has

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In today’s rapidly changing business environment, organizations have to

The competitiveness of a company of an organization is measured through the

Therefore a recruitment practice in an organization must be effective and

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Human resources is the department or division of a business, corporation, or

As an increasingly large portion of the U.S. economy has come to depend on

Human resources professionals are generally employed in one of two major

Human resources encompasses a variety of jobs, including human resources

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representatives, personnel managers, industrial relations directors, job-

Background Become a Scribd member for full access. Your

Today, however, an increasingly large portion of the economy depends on

The increased emphasis on human resources is not limited only to service

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Today, HR professionals are being entrusted with a broader, more conceptual,

Another important responsibility of human resources professionals is the

The essence of HR management is transforming an input, which is an employee

Human resources management encompasses several job responsibilities, which

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changes that have taken place in many companies' insurance packages. As

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INTRODUCTION Become a Scribd member for full access. Your

ABOUT Continue for Free

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We live in fast pacedYou're Reading

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Shri Murli Dhar

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Joint Managing Director

PERFORMANCE IN PREVIOUS YEARS:-

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