DECLARATION I NIDHI BHADANA hereby declare that the project titled “RECRUITMENT AND SELECTION PROCESS IN DABUR” is my own work and efforts which is completed under the supervision of Mr. PARITOSH SHARMA. The Research report has been submitted to Vidya , Ghaziabad for the purpose of the compliance of any requirement of any examination or any degree earlier. NIDHI BHADANA MBA III Sem Roll No. - 0821002281 1
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Dabur India Limited Recruitment and Selection Process1
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DECLARATION
I NIDHI BHADANA hereby declare that the project titled “RECRUITMENT AND
SELECTION PROCESS IN DABUR” is my own work and efforts which is
completed under the supervision of Mr. PARITOSH SHARMA.
The Research report has been submitted to Vidya , Ghaziabad for the purpose of the
compliance of any requirement of any examination or any degree earlier.
NIDHI BHADANA
MBA III Sem
Roll No. - 0821002281
1
ACKNOWLEDGEMENT
‘When a person is help, guide and co-operated his or her heart is bound to
pay gratitude.’
It is not a single man’s effort which is sufficient for the accomplishment of
a Research. Various factors, situations and persons integrate to provide the
background for accomplishment of a task requires the effort of so many
people and the work is no different.
I acknowledge here the names of those people who have been instrumental
in preparation of this Research.
I am sincerely indebted to Mr. Paritosh Sharma (Asst. H.R. Manager,
Dabur India Limited) for his valuable suggestion and inspiration to undergo
this study and his unstilted help which he gave for the completion of this
Research.
My grateful thanks are also due to various others technocrats, who inspire
of there multifarious pre-occupation, were kind enough to spare time to
grant me personal help and others cooperative activities. I would also like
to thanks co-operation for providing the recruitment & selection and
supplemental information used in this study.
2
JUHI SHARMA
PREFACE
The purpose of my research report was to learn the
practical application of Recruitment and Selection
Process and its importance in Dabur along with the
HR policies of Dabur which prides itself to be the
market leader.
While carrying out the study I have gained a good
amount of knowledge and insights of how HR
department works but I have touched the tip of
iceberg. There was more to learn but due to constraint
of time it was not possible. The HRD manager has to
work with the missionary spirit. Unlike many roles in
an organization where tangible short- term benefits
can be obtained, it is difficult for HRD functionary to
demonstrate any tangible short- term
accomplishment. Yet HRD managers are tempted to
show to the top management, line manager and
themselves that they are making things happen
through training program, recruitment& selection.
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In Dabur a meticulously natural team stands at the
very heart of the group. 4,000 Personnel evince perfect
camaraderie. A steadfast dedication to qualify an
attainment of maximum team potential is the
touchstones of the company.
The company is engaged in constant learning process
through intensive selection and training program.
Indeed, the aspiration is to shape a winning team of
self motivated, empowered, professionals with
knowledge and confidence to take independent
decision. Dabur recognizes each employee’s
individuality, ability and efforts and also applauds for
their contribution to the success of the group.
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TABLE OF CONTENTS Preface 3
Executive summary 6
Objective of Study 8
Introduction 9
Company profile 21
Recruitment & selection process in Dabur 44
Research methodology 49
o Research design
o Data collection
Data Analysis 53
Findings 73
Conclusion 75
Recommendations 77
Limitations 80
Bibliography 81
Questionnaire 82
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EXECUTIVE SUMMARY
The recruitment and selection procedure of the company determines the level
of achieving organizational goals in the long run. As per definition it is stated
that which is all about selecting right person for the right job at the right time
at the best possible position. Although it sounds quite simple but it is also not
an easier job to evaluate a person with his ability and skills that may satisfy
the core competency for the job so that his degree of willingness to pursue a
job becomes positive. From job seeker’s prospective it is the core
competencies, which matter much for a job. So it is the effective recruitment
and selection procedure, which determines not only the right candidature for
a job but also a long-term accomplishment of organizational goals.
I have chosen Dabur for studying their methods of recruitment and
selection function. In the course of study I came to know that, it has the
probability of achieving more than 50% of the people to be placed for the
right job, which reflects some of the unique ways for recruiting the
candidates to fill up various vacancies.
The aim of the company is to achieve overall organizational goal not only
by way of fulfilling the targeted top-line but also employee satisfaction
towards various position of job to the maximum level. This I will see as I
proceed subsequently in my Research.
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Basically recruiting is the discovering of potential candidates for actual or
anticipated organizational vacancies. It also can be said in another way that
bringing together those with jobs to fill and those seeking jobs.
It is important to study Recruitment and Selection because through it I
can identify our human resource needs. I can know what kind of people must
be select to fill up the specified vacancies.
The ideal recruitment effort will attract a large number of qualified
applicants who will take the job if it is offered. It should also provide
information so that unqualified applicants can self select themselves out of
job candidacy, that is, a good recruiting program should attract the qualified
and not attract the unqualified.
Recruiting people is done by various ways, for the study first I have to
know the recruiting sources. There are internal and external sources as well
as employee referrals/recommendation.
In this Research I am studying recruitment and selection process of
Dabur. To find out actual recruitment and selection process of Company is
my main objective of study.
Through this kind of surveys I will be able to achieve real recruitment
program of the company where for all kinds of operational level technical
qualification is needed. I also have the picture of Selection cost of the
company. It is very interesting to study recruitment and selection process as
it will give me clearer picture of the process.
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Objective of Study
The basic objective of this report is to “Recruitment and selection
process In Dabur”. Following fundamental objectives have been
identified as the sub-objectives of the study:-
1. To study the identity of the recruitment & selection process in the
organization as a whole.
2. To find out the employees as per company’s vacancies.
3. To find out the various sources of advertisement of vacancies
like-media (electronic or paper or both), schools, posters etc.
4. To study the work environment and select the pattern of
interview, which can help out to select the suitable employee for
the organization.
5. To study the interpersonal relationship.
INTRODUCTION
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Recruitment is the discovering of potential applicants for actual or anticipated
organizational vacancies. Certain influences constrain managers in determining
recruiting sources such as image of the organisation, internal policies,
attractiveness of the job, union requirements, government requirements and
recruiting budgets.
Popular sources of recruiting employees include internal search,
advertisements, employee referrals, employment agencies, schools, colleges and
universities; professional organizations and casual or unsolicited applicants. In
practice, recruitment methods appear to vary according to job level and skill.
Proper selection can minimize the costs of replacement and training, reduce
legal challenges, and result in more productive workforce. The primary purpose
of selection activities is to predict which job applicant will be successful if
hired. During the selection process, candidates are also informed about the job
and the organisation.
The discrete selection process would include the following: initial screening
interview, completion of the application form, employment tests,
comprehensive interview, background investigations, physical examination and
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final employment decision. In the discrete selection process, an unsuccessful
performance at any stage results in the rejection of the applicant.
An alternative to the discrete selection process is the comprehensive approach,
where all applicants go through every step in the selection process and the final
decision is based on a comprehensive evaluation of the results of each stage. To
be an effective predictor, a selection device should be reliable, valid and predict
a relevant criterion.
Selection devices provide managers with information that will help them predict
whether an applicant will prove to be a successful job performer. The
application blank is effective for acquiring hard biographical data, while the
weighted application can provide information for predicting job success.
Traditional tests that assess intelligence, abilities and personality traits can
predict job proficiency but suffer from being non-job related. On the other
hand, interviews consistently achieve low marks for reliability and validity.
Background investigations are valuable when they verify hard data from the
application, although they offer little practical value as selection devices.
Physical examinations are valid when certain physical characteristics are
required to be able to perform a job effectively.
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SCOPE OF STUDY
The scope of study is to observe the degree of satisfaction levels of the
employer as well as the employees towards the process of recruitment and
selection techniques adopted by the company. It will also show the deviations if
any, towards this affect that will be experienced in research. Apart from getting
an idea of the techniques and methods in the recruitment procedures it will also
give a close look at the insight of corporate culture prevailing out there in the
organization. This would not only help to aquanaut with the corporate
environment but it would also enable to get a close look at the various levels
authority responsibility relationship prevailing in the organization. Also the
stipulated time for the research is insufficient to undergo an exhaustive study
about the topic assigned and moreover the scope of the topic (recruitment and
selection) is wide enough, so it is difficult to cover all the topic within the
stipulated time.
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HISTORY OF COMPANY
MILESTONES TO SUCCESS
Dabur India Ltd. made its beginnings with a small pharmacy, but has continued
to learn and grow to a commanding status in the industry. The Company has
gone a long way in popularizing and making easily available a whole range of
products based on the traditional science of Ayurveda. And it has set very high
standards in developing products and processes that meet stringent quality
norms. As it grows even further, Dabur will continue to mark up on major
milestones along the way, setting the road for others to follow.
1884 - Established by Dr. S K Burman at Kolkata
1896 - First production unit established at Garhia
1919 - First R&D unit established
Early 1900s - Production of Ayurvedic medicines Dabur identifies nature-based
Ayurvedic medicines as its area of specializations. It is the first Company to
provide health care through scientifically tested and automated production of
formulations based on our traditional science.
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1930 - Automation and upgradation of Ayurvedic products manufacturing
initiated
1936 - Dabur (Dr. S K Burman) Pvt. Ltd. Incorporated
1940 - Personal care through Ayurveda Dabur introduces Indian consumers to
personal care through Ayurveda, with the launch of Dabur Amla Hair Oil. So
popular is the product that it becomes the largest selling hair oil brand in India.
1949 - Launched Dabur Chyawanprash in tin pack Widening the popularity and
usage of traditional Ayurvedic products continues. The ancient restorative
Chyawanprash is launched in packaged form, and becomes the first branded
Chyawanprash in India.
1957 - Computerization of operations initiated
1970 - Entered Oral Care & Digestives segment Addressing rural markets where
homemade oral care is more popular than multinational brands, Dabur
introduces Lal Dant Manjan. With this a conveniently packaged herbal
toothpowder is made available at affordable costs to the masses.
1972 - Shifts base to Delhi from Calcutta
1978 - Launches Hajmola tablet Dabur continues to make innovative products
based on traditional formulations that can provide holistic care in our daily life.
An Ayurvedic medicine used as a digestive aid is branded and launched as the
popular Hajmola tablet.
1979 - Dabur Research Foundation set up
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1979 - Commercial production starts at Sahibabad, the most modern herbal
medicines plant at that time
1984 - Dabur completes 100 years
1988 - Launches pharmaceutical medicines
1989 - Care with fun The Ayurvedic digestive formulation is converted into a
children's fun product with the launch of Hajmola Candy. In an innovative
move, a curative product is converted to a confectionary item for wider usage.
1994 - Comes out with first public issue
1994 - Enters oncology segment
1994 - Leadership in health care Dabur establishes its leadership in health care
as one of only two companies worldwide to launch the anti-cancer drug Intaxel
(Paclitaxel). Dabur Research Foundation develops an eco-friendly process to
extract the drug from its plant source
1996 - Enters foods business with the launch of Real Fruit Juice
1996 - Real blitzkrieg Dabur captures the imagination of young Indian
consumers with the launch of Real Fruit Juices - a new concept in the Indian
foods market. The first local brand of 100% pure natural fruit juices made to
international standards, Real becomes the fastest growing and largest selling
brand in the country.
1998 - Burman family hands over management of the company to professionals
2000 - The 1,000 crore mark Dabur establishes its market leadership status by
staging a turnover of Rs.1, 000 crores. Across a span of over a 100 years, Dabur
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has grown from a small beginning based on traditional health care. To a
commanding position amongst an august league of large corporate businesses.
2001 - Super specialty drugs with the setting up of Dabur Oncology's sterile
cytotoxic facility, the Company gains entry into the highly specialized area of
cancer therapy. The state-of-the-art plant and laboratory in the UK have
approval from the MCA of UK. They follow FDA guidelines for production of
drugs specifically for European and American markets.
2002 - Dabur record sales of Rs 1163.19 crore on a net profit of Rs 64.4 crore
2003 - Dabur demerges Pharmaceuticals business
2005-Dabur acquires balsara
2006-Dabur announces bonus after 12 years
2006-Dabur crosses $2 bin market cap, adopts US GAAP
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MAINTAINING GLOBAL STANDARDS
As a reflection of its constant efforts at achieving superior quality standards,
Dabur became the first Ayurvedic products company to get ISO 9002
certification.
SCIENCE FOR NATURE
Reinforcing its commitment to nature and its conservation, Dabur Nepal, a
subsidiary of Dabur India, has set up fully automated greenhouses in Nepal.
This scientific landmark helps to produce saplings of rare medicinal plants that
are under threat of extinction due to ecological degradation.
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RECRUITMENT
Recruitment and selection are the most important
functions in an organization because with the help of
these functions the management selects the best
available candidate from a batch of them. The
organizations, in this growing competitive world, need to
have the best of the manpower so as to have an edge
over its competitive.
According to Flippo, "Recruitment is the process of
searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization."
In the words of Yoder,"Recrutiment is a process to
discover the sources of manpower to meet the
requirements of the staffing schedule and to employ
effective measured for attracting that manpower in
adequate numbers to facilitate effective selection of an
efficient working force."
The recruitment needs can be classified into-
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Planned.
Anticipated.
Unexpected.
Planned need arise from changes in the organization
and retirement policy. These occur due the expected
changes in the organization so the management can
make a proper policy for it.
Anticipated need refer to the movements in personnel
which an organisation can predict by studying the trends
in the internal and external environments.
Resignations, deaths, accidents and illness result in to
the unexpected needs.
FEATURES:
Recruitment is a process or a series of activities
rather than a single event.
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It is a linking activity as it brings together the
employers and employees.
It is positive process because in this activity the
employers want to have the maximum number of job
seekers so as to have a wider scope for choice
ultimately leading in spotting right persons for job.
It is an important function as it makes it possible to
acquire the number and type of persons required for
the effective functioning of the organization.
It is an on going function in all the organizations,
but the volume and nature of recruitment varies
with the size, nature and environment of the
organization.
It is a complex process because a number of
factors affect it --the nature of the job offered,
image of the organization, organizational policies,
working conditions etc.
SOURCES OF RECRUITMENT:
The various sources of recruitment are -
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Internal Sources : Include-
Present Employees who can be transferred or given
promotions.
The retired and retrenched employees who want to
return to the company.
Dependents and relatives of the deceased and
disabled employees.
External Sources : Consist of-
Press advertisements.
Campus Interviews.
Placement Agencies.
Recommendations.
Recruitment at factory gate.
Employment Exchanges.
During my short stint at DIL, it was observed that the
recruitment need of DIL is diversified. It needs
persons who have knowledge of use, processing of
natural ingredients of number of varied products,
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technical know-how of latest industrial technical
knowledge, and computer applications to
pharmaceutical industry to manual workers. The
importance of the process could be understood that
the present work force of DIL is 2,500 employees.
Hence, the recruitment and selection procedure
should match the complexities of the need and at the
same should commensurate with the complex need of
the organization.
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SELECTION
Selection is the process of choosing the best candidate out of the all the
applicants. In this process, relevant information about the applicants is collected
through a series of steps so as to evaluate their suitability for the job to be filled.
It is the process of matching the qualifications with
those required for the job so that the candidate can be
entrusted with the task that matches with his credibility.
It is a process of weeding out unsuitable candidates and
finally identifying the most suitable candidates.
This process divides the candidates into two
categories-the suitable ones and the unsuitable ones.
The suitable people prove to be the asset for the
organization. Selection is a negative process because in
this process the management tries to minimize the
number of people at each step so that the final decision
can be in the light of all the factors and at the end of it
best candidate is selected. Selected candidate the has to
pass through the following stages-
Preliminary Interview.
Application Form.
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Selection Test.
Selection Interview.
Physical Examination.
Reference Check.
Final Approval.
Employment.
Preliminary Interview is the initial screening
done to weed out the undesirable candidates. This is
mainly a sorting process in which the prospective
candidates are given the necessary information about
the nature of the job and the organization. Necessary
information about the candidate is also taken. If the
candidate is found suitable then he is selected for
further screening else he is dropped. This stage saves
the time and effort of both the company and the
candidate. It avoids unnecessary waiting for the
candidate and waste of money for further processing
of an unsuitable candidate.
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Application Form is a traditional and widely used
device for collecting information from candidates.
This form asks the candidates to fill up the necessary
information regarding their basic information like