CONTENTS
Prefaces Declaration Acknowledgement Objective of the study
Research methodology About COCA COLA History of coca cola in india
Introduction of the organization Organizational set up Products
profile of coca cola About the topic Analysis and interpretation
Findings of the study Suggestions Conclusion Bibliography
Annexure
PREFACE
In present scenario it is true that we can obtain any
information regarding any matter or subject because of the
availability of different sources like books, journals, case
studies, and also through internet .we read a lot of principles,
strategies, processes and different ways to do a piece of work but
a practical training or exposure teaches much more to us. A
management student can understand in better way the different types
of situations of management and market by a practical task. During
their training, students come to know that how the different
decisions in different situations are taken by responsible
authority. Students get an opportunity to integrate their knowledge
and theoretical concepts with work assigned to them.In this report
and attempt has been made to co-relate the theoretical aspect of
the formal procedure of HR activities .
ROHIT KUMARMBA IV SEM
ACKNOWLEDGEMENT
No work can be done in vacuum; the accomplishment of this
project would have not been possible individually without the
assistance and valuable support from various sources.I take
opportunity to express my profound sense of gratitude and respect
to all those who helped me duration of this project.I owe my thanks
to my parents and my friends for their constant support and
encouragement during the work.I wish to say thank from the bottom
of my heart to (M.B.A Course coordinator) and to Professor for
providing me the opportunity to get the practical experience. I
also would like to thank to and all faculty members of RAJSHREE
INSTITUTE OF MANAGEMENT. M.B.A for their co-operation.
ROHIT KUMARMBA IV SEM
DECLARATION
I, ROHIT KUMAR, hereby declare that the project carried out in
the Summer Internship Project on the topic RECRUITMENT AND
SELECTION PROCESS IN COCA-COLA is my original work and all the
information furnished is containing an authentic fact. This piece
of work is only being submitted to RAJSHREE Institute of
Management, in partial fulfillment for degree of MBA. No part of
this report has been published or submitted to anybody or
University for award or any other Degree.
ROHIT KUMARMBA IV SEM
Objective of the project The basic objective of the project
undertaken will be as follows: -
To know the managerial satisfaction level about Recruitment and
Selection procedure. To critically analyze the functioning of the
recruitment and Selection procedure. Different method adopted
towards employees trained them and how it is followed. To access
the performance appraisal of COCA COLA LTD. What factors are
required to find out the training needs. In changing scenario, what
attributes are required in an individual. To know the training
procedures. To critically analyse the functions of training. To
identify a new areas by which workers do their work more
effectively. How company survives in competitive era with respect
of competence required in an individual.
RESEARCH METHODOLOGY
The purpose of the methodology is to describe the research
procedure. This includes overall research design, the sampling
procedure, the data collection method, and analysis procedure. Out
of total universe 15 respondents from coca-cola have been taken for
convenience. The sample procedure chosen for this are statistical
sampling method. Here randomly employees are selected and
interviewed. Information, which I collected, was based on the
questionnaires filled up by the sample employees. Under secondary
method I took the help of various reference books which I have
mentioned in bibliography and also by way of surfing through the
company website. Primary DataQuestionnaire: Corresponding to the
nature of the study direct, structured questionnaires with a
mixture of close and open-ended questions will be administered to
the relevant respondents within the Personnel and other Departments
of the organisation. Secondary DataOrganizational literature: Any
relevant literature available from the organisation on the Company
profile, recruitment & selection procedures, Job
specifications, department-wise break up of manpower strength and
the organisational structure. Other Sources: Appropriate journals,
magazines such as Human Capital, relevant newspaper articles,
company brochures and articles on www sites will also be used to
substantiate the identified objectives.
Sampling Plan and DesignA questionnaire will be used for the
purpose of research: Questionnaire: To test the validity and
effectiveness of the recruitment and selection procedures within
the organisation and to test th validity and effectiveness of the
policies and procedures within the organisation. The basic
rationale of Questionnaire is to ascertain the perception of the
non-HR departments in terms of the validity and effectiveness of
the policies and procedures used by the organisation. It is also in
line with the assessment of any suggestions/recommendations that
the respondents from these Departments might have in terms of the
use of an alternative source/device of recruitment and selection,
than what already forms the current practice of the HR Department.
Questionnaire would be administered to 15 respondents, holding a
senior designation within the Personnel Department of the
organisation. It will also be administered to at least 15
respondents belonging to typical Departments within the
organisation and holding senior designations within their
respective Departments. Sampling Element For the purpose of
administering the Questionnaire, the respondents would comprise of
personnel holding senior designations within the Personnel
Department of the organisation. The respondents for the
Questionnaire will also be preferably being panel members of the
Recruitment & Selection Board of the organisation. The
respondents would comprise of personnel holding senior designations
within certain typical Departments identified within the
organisation, namely: Stores Finance Operations
COMPANY PROFILE
HISTORY OF COCA-COLA.
In May, 1886, Coca Cola was invented by Doctor John Pemberton a
pharmacist from Atlanta, Georgia. John Pemberton concocted the Coca
Cola formula in a three legged brass kettle in his backyard. The
name was a suggestion given by John Pemberton's bookkeeper Frank
Robinson.
Birth of Coca ColaBeing a bookkeeper, Frank Robinson also had
excellent penmanship. It was he who first scripted "Coca Cola" into
the flowing letters which has become the famous logo of today. The
soft drink was first sold to the public at the soda fountain in
Jacob's Pharmacy in Atlanta on May 8, 1886. About nine servings of
the soft drink were sold each day. Sales for that first year added
up to a total of about $50. The funny thing was that it cost John
Pemberton over $70 in expanses, so the first year of sales were a
loss. Until 1905, the soft drink, marketed as a tonic, contained
extracts of cocaine as well as the caffeine-rich kola nut. Asa
CandlerIn 1887, another Atlanta pharmacist and businessman, Asa
Candler bought the formula for Coca Cola from inventor John
Pemberton for $2,300. By the late 1890s, Coca Cola was one of
America's most popular fountain drinks, largely due to Candler's
aggressive marketing of the product. With Asa Candler, now at the
helm, the Coca Cola Company increased syrup sales by over 4000%
between 1890 and 1900. Advertising was an important factor in John
Pemberton and Asa Candler's success and by the turn of the century,
the drink was sold across the United States and Canada. Around the
same time, the company began selling syrup to independent bottling
companies licensed to sell the drink. Even today, the US soft drink
industry is organized on this principle. Until the 1960s, both
small town and big city dwellers enjoyed carbonated beverages at
the local soda fountain or ice cream saloon. Often housed in the
drug store, the soda fountain counter served as a meeting place for
people of all ages. Often combined with lunch counters, the soda
fountain declined in popularity as commercial ice cream, bottled
soft drinks, and fast food restaurants became popular. On April 23,
1985, the trade secret "New Coke" formula was released. Today,
products of the Coca Cola Company are consumed at the rate of more
than one billion drinks per day.
LAUNCHING OF THE PRODUCTS.
In 1798 The term "soda water" first coined. In 1810 First U.S.
patent issued for the manufacture of imitation mineral waters. In
819 The "soda fountain" patented by Samuel Fahnestock. In 1835 The
first bottled soda water in the U.S. In 1850 A manual hand &
foot operated filling & corking device, first used for bottling
soda water. In 1851 Ginger ale created in Ireland. In 1861 The term
"pop" first coined. In 1874 The first ice-cream soda sold.In 1876
Root beer mass produced for public sale. In 1881 The first
cola-flavored beverage introduced. In 1885 Charles Aderton invented
"Dr Pepper" in Waco, Texas. In 1886 Dr. John S. Pemberton invented
"Coca-Cola" in Atlanta, Georgia. In 1892 William Painter invented
the crown bottle cap. In 1898 "Pepsi-Cola" is invented by Caleb
Bradham. In 1899 The first patent issued for a glass blowing
machine, used to produce glass bottles. In 1913 Gas motored trucks
replaced horse drawn carriages as delivery vehicles. In 1919 The
American Bottlers of Carbonated Beverages formed. In 1920 The U.S.
Census reported that more than 5,000 bottlers now exist. In Early
1920's The first automatic vending machines dispensed sodas into
cups. In 1923 Six-pack soft drink cartons called "Hom-Paks"
created. In 1929 The Howdy Company debuted its new drink "Bib-Label
Lithia Ted Lemon-Lime Sodas" later called "7 up" invented by
Charles Leiper Grigg. In 1934 Applied color labels first used on
soft drink bottles, the coloring was baked on the face of the
bottle. In 1952 The first diet soft drink sold called the "No-Cal
Beverage" a ginger ale sold by Kirsch. In 1957 the first aluminum
cans was used. In 1959 The first Diet Cola sold. In 1962 The
pull-ring tab first marketed by the Pittsburgh Brewing Company of
Pittsburgh, PA. The pull-ring tab was invented by Alcoa. In 1963
The Schlitz Brewing Company introduced the "Pop Top" beer can to
the nation in March, invented by Ermal Fraze of Kettering, Ohio. In
1965 Soft drinks in cans dispensed from vending machines. In 1965
The resalable top invented. In 1966 The American Bottlers of
Carbonated Beverages renamed The National Soft Drink Association.
In 1970 Plastic bottles are used for soft drinks. In 1973 The PET
(Polyethylene Terephthalate) bottle created. In 1974 The stay-on
tab invented, introduced by the Falls City Brewing Company of
Louisville, KY.In 1979 Mello Yellow soft drink is introduced by the
Coca Cola Company as competition against Mountain Dew.
HISTORY OF COCA-COLA IN INDIA.
As an MNC of the globe, Coca-Cola is one of the largest soft
drink company in the world with its head quarters in Atlanta,
U.S.A.?Coca-Cola was not a new company for India, it was operating
in India since 70s but because of Jan Singh government anti foreign
investment policy, it has to close its operation in India. After 16
year of absence, it returned in November 1993. Coca-Cola India has
made significant investment, plants, distribution system and
marketing equipment.During the past decade Coca-Cola system has
invested more than $1 billion in India. It becomes country top
international invested. Coca-Cola directly employs approximately
8000 local people in India. It indirectly creates employment for
more than 15000 people in India. All the goods & services
required to produce and market Coca-Cola locally are made in
India.Coca-Cola in India produces about 10 brands including
different types of product like Sun fill in collaboration with
other FMCG companies.Coca-Cola is endorsing different types of
culture program as well in India. Coca-Cola is also sponsoring the
sports on India. Coca-Cola is helping India to develop the culture
and tradition of India.Coca-Cola also participates an activity in
the community activities in India. The main aim of Coca-Cola India
is to strive every day to refresh the market place, preserve the
environment and strengthen the communities along with satisfying
the communities along with satisfying the consumer of India.All the
heard of their business is the trust consumer place in them. They
rightly expect, that coca-cola is managing their business according
to sound ethical principle that they are enhancing the health of
their communities and that they are using natural resources
responsibility.India with a population of more than 100 crores is
potentially one of the largest consumer markets in the world with
urbanization and development of economy. Tastes and interests of
the people change according to the advance nation.Marketing is
about winning this new environment. It is about understanding what
consumer wants and supplying it more efficiently and more
conveniently.The consumer market may be identified as the market
for product and services that are purchased by individuals as
household for their personnel computation. Soft drink is a typical
consumer product purchased by individual primarily to quench their
thirst and also for refreshment. Different types of soft drinks are
available in the market and more and less contents of all soft
drinks are same. The market of soft drinks is facing a cutthroat
competition and many companies are floating in the market with
their product with different brand name. In such a situation
different factors that influence the people choice for soft drink
are taste, quality, image easy availability and the product cost of
advertisement. The government of India has considered the soft
drink industry as non-essential. As a result the excise duty levied
by government on better soft drinks is very high. A bottle of soft
drink today cost Rs.6.00 the ultimate consumer. Thus in the country
like India where more than 50% of total population exist below
poverty line, lots of consumer cannot afford such price for soft
drinks.As a result the trading activity of soft drink industry
concentrated in and around those populations, whose purchasing
power is considered comparatively high.Soft drink industries in
India has an annual sale of about 6000 crores with per capital
consumption of soft drink at a low of nine bottle per annum (even
Pakistan has a per capital consumption of 16) in china and USA. It
is more than 800 bottle is due to price factor. With price of all
products is skyrocketing; soft drink at a rate of Rs.5.00 per
bottle is very low.So, marketing is both philosophy and technology,
it is technology because it suggests ways and means for effective
production and distribution of good and services in the market to
give maximum satisfaction to the consumer. The marketing manager is
responsible for both determining and suitability of goods and
services presented by the company to the market and also
determining about potential market and make better relation with
retailer.In the regard the marketing management will have to apply
the marketing technology in the conceptual philosophy of a system.
It is the process of system analysis in the marketing management
for effective research and can be systematic objective and
exhaustive study of tasks relevant to any problem in the field of
marketing.
HISTORY OF SOFT DRINKS IN INDIA
Around 1948 the first branded soft drink came in Indian market.
The soft drink was named as Gold Spot before Coca-Cola entered the
country to dominate the scene in 1950s.Parle exports (P.) Ltd., was
the first Indian company to introduce a lemon soft drink, this
drink was known as Limca and it was introduced in 1970s However,
before this they had introduced Cola Pepino, which was withdrawn in
face of tough competition from Coca-Cola.In the year 1979 Coca-Cola
left Indian market and this brought in an opportunity to various
Indian companies to show their caliber. At this time a new Parle
products introduced soft drink and Parle products introduced this
and this was named thumps-up. This was Coca-Cola drink, which had a
burnt sugar colour.This drink was introduced with a mighty saying
happy day are here again. As if happy day went away with Coca-Cola.
There was another company named pure drinks, which introduced the
soft drink named Campa Cola along with orange and lemon flavor.Just
after this many more companies entered the Indian soft drink market
a sort drink named company Modern bakers have introduced double-7.
Another company, Mohan Meakins also came with Thrill, Rush
INTRODUCTION OF ORGANIZATION-BBPL
Brindawan Beverages Ltd. (B.B.P.L.) a bottling company was
started during the year 1986 in Bangalore due to the humble
services Mr. S.N. Ladhani, the Marketing Director of the company,
with an initial capital of Rs.25 Lacks B.B.L. has a franchise
agreement with Parle Exports Pvt. Ltd. for 10 years to manufacture
and sell its products.During November 1993, Parle Exports sold all
its 60 franchises to Coca-Cola India in order to compete with
Pepsi. In the War B.B.L. has undergone in the territory of
Coca-Cola. The company is manufacturing and selling Thumps Up,
Coke, Limca, Fanta, Mazza, and Kinley Soda for Bareilly franchise.
This is also serving the nearby cities like Rampur, Moradabad,
Badaun, Haldwani, Shahjahanpur, Lakhimpur, Almora, Chamoli,
Pithoragrah, Nainital, Ranikhet etc.M/s Brindawan Beverages Ltd.
has its production unit, having capacity of six hundred bottles per
minute, located at Parasakhera Industrial Area, its marketing
office is located at Swaley Nagar, Bareilly. The storage of filled
bottles is done in the godown which is located next to the
production unit B.B.L. has 3 more bottling plants located at
Barabanki, Faizabad, and Hathras. All the activities are
centralized from the head office located at Bangalore. The
director, marketing is the head of the organization and incharge of
all the administrative matter and General Manager, Production is
incharge of the production and takes care of the production
department.
LOCATION OF THE PLANT:Bottling plant of Brindawan Beverages Ltd.
is located at a distance of 12 from Bareilly-Rampur highway i.e.
(Parsakhera Industrial Area).
DISTRIBUTION AREA OF THE PLANT:Wide areas of 12 district of
Uttar Pradesh are being served by this plant though its 85
distributors. Following are the districts covered by Brindawan
beverages PVT. Ltd. (B.B.L.)
Bareilly Budaun Rampur Moradabad Shahjahanpur Nainital Almora
Ranikhet Chamoli Lakhimpur Pithoragarh HaldwaniVarious Brands sold
under the seal of Brindawan Beverages Ltd.
Thums up Coca-Cola (Coke) Limca Fanta Maaza Kinley Water Kinley
Soda SpriteBBPL is also running 3 more plants located at Barabanki,
Faizabad, Hathras and the following brand and packs are being
supplied from these above three plants these are:
Maaza Coke 1 liter Thumps Up 1 liter.
PRODUCT PROFILE OF COCA-COLA.
COCA-COLACoca-Cola is the most popular and biggest-selling soft
drink in history, as well as the best-known product in the world.
Created in Atlanta, Georgia by Dr. John S. Pemberton, Coca-Cola was
first offered as a fountain beverage by mixing Coca-Cola syrup with
carbonated water.
COCA-COLA
THUMS UPThums Up is a leading carbonated soft drink and most
trusted brand in India. Originally introduced in 1977, Thums Up was
acquired by The Coca-Cola Companyin1993. Thums Up is known for its
strong, fizzy taste and its confident, mature and uniquely
masculine attitude. This brand clearly seeks to separate the men
from the boys.
THUMS UP
SPRITEIntroduced in 1960, Sprite is the world's leading
lemon-lime flavored soft drink. Sprite is sold in more than 190
countries and ranks as the No. 4 soft drink worldwide, with a
strong appeal to young people.
Millions of people enjoy Sprite because of its crisp, clean
taste that really quenches your thirst. But Sprite also has an
honest, straightforward attitude about things that sets it apart
from other soft drinks. Sprite encourages you to be true to who you
are and to obey your thirst.
SPRITE
FANTA
A favorite in Europe since the 1940s, Fanta was acquired by The
Coca-Cola Company in 1960. Fanta Orange is the core flavor,
representing about 70% of sales, but other citrus and fruit flavors
have their own solid fan base.
MAAZA
"Yaari-Dosti Taaza Maaza"With the real fruit taste kids love,
plus added calcium, Maaza's tagline, "Yaari-Dosti Taaza Maaza"
means "Friendship moments with fresh Maaza" in Hindi. Maaza was
introduced in India in 1984 as a noncarbonated mango fruit drink.
It was acquired by The Coca-Cola Company in 1993 and is currently
available in three flavors, mango, pineapple and orange -- plus
added calcium.
MAAZA
LIMCA
This thirst-quenching beverage features a fresh, light
lemon-lime taste and fun-loving attitude. It's a home-grown,
national treasure in India, where it was acquired by The Coca-Cola
Company in 1993. The product's invigorating taste and cloudy look
haven't changed, but the brand has been revitalized with a new
marketing campaign.
KINLEY WATER
Introduced in India in August 2000, Kinley is purified bottled
water. In a country where many people are concerned about reliable
drinking water, Kinley delivers a product that is safe and suitable
for consumers.
Within ten months of its launch, Kinley had emerged as India's
number two packaged water and is currently the number three
Coca-Cola product.
KINLEY WATER
PRODUCT RANGE:Coca-Cola200ml, 330ml, 300ml, 500ml, 1 liter, 1.5
liter, 2 literThumps-Up330ml, 300ml, 500ml, 1 liter, 1.5
literLimca330ml, 300ml, 1 liter, 1.5 literFanta330ml, 300ml, 1
liter, 1.5 literMazza200mlSprite330ml, 300ml, 1 liter, 1.5
literDiet Coke330ml, 300ml, 1 liter, 1.5 literKinley Soda300ml
Recruitment and selection process
RECRUITMENT
All organizations are basically human organizations. They need
people to carry out the organizational mission, goals and
objectives. Every organization needs to recruit people .The
recruitment policy should, therefore, address itself to the key
question; what are the personnel/human resource requirement of the
organization in terms of number, skills, levels etc to meet present
and future needs of production and technical and other changes
planned or anticipated in the next years. Recruitment is the
process of searching for prospective employees and stimulating them
to apply for jobs in the organization .To recruit means to enlist,
replenish or reinforce. It refers to the process of bringing
together prospective employees and employer with a view to
stimulate and encourage the former to apply for a job with the
latter. The primary purpose of recruitment and selection is to
achieve one desired aim i.e. picking the right person for the right
jobs. The recruitment process begins when an employee is to be
transferred or promoted to another post, notice of resignation or
dismissal is given or retirement is planned. The five keyways to
develop top quality people: Recruitment-getting the right people in
the right job Developing people-through training & development.
Monitoring-to ensures long-term development and performance.
Developing Managers-ensuring that these key people are delivering
what the organization requires. Managing for performance-
techniques that ensure top quality performance.
Factors Affecting Recruitment: -
In recruiting new employees management must consider the nature
of labor market, what sort of potential labor are available and how
do look for works. The factor affecting can be summed up under the
following heads:
Labor Market Boundaries:- The knowledge of the boundaries help
management in estimating the available supply of qualified
personnel form, which it might recruit. A labor market consists of
a geographical area in which the forces of demand and supply
interact and thus affect the price of labor.
Available Skills:- Companies must locate the areas where they
can find employees who fit the jobs according to their skills.
Economic Condition: Economic conditions also affect recruitment.
Unemployment worker may swamp a new plan located in a depressed
labor market whereas a firm trying to establish it or to expand in
an area where a few qualified workers are out of wok has quite a
different recruitment problem.
Attractiveness of the Company: The attractiveness of the company
in terms of higher wages, clean work, better fringe benefits and
rapid promotions serves as influencing factor in recruitment.
PROCESS OF RECRUITMENTS
HUMAN RESOURCEPLANNINGRECRUITTING REQUIRED
PERSONNELPLACINGSELECTEDPERSONNELON JOBSFINDING ANDDEVELOIPING
SOURCES OF POTENTIALEMPLOYEESSEARCH FOR PROSPECTIVEEMPLOYEES:a).
DEVELOPING TECHNIQUESb). ATTRACTING
CANDIDATESEVALUATINGEFFECTIVENESSOFRECRUITINGINTERNAL
SOURCESEXTERNALSOURCESPERSONNELRESARCHJOB POSTINGEXPERIENCEEMPLOYEE
REFERALSADVERTISINGTRANSFERING TONEW JOBSUPGRADING INSAME
POSITIONPROMOTING TO HIGHER JOBSPROVIDING
INFORMATIONCLARIFYINGDOUBTSSELECTING QUALIFIEDPERSONNELSCOUTING
Recruitment begins by specifying the human resource recruitment,
initiating activities and action to identify the possible sources
form where they can be met, communicating the information about the
jobs, terms and conditions and prospects they offer, and enthuse
the people who meet the recruitment to respond to the invitation by
applying for jobs. Thereafter the selection process begins. The
process is as follows:
a) Decide on how many people you really need: If everything is
being done to improve performance and still there is a gap between
what the current performance is and the goals set, then the best
way is to recruit more people.
b) Analyzing the job: Analyzing the job is the process of
assembling and studying information relating to all aspects of a
particular post. Analysis is done to find possible details about:
Purpose: Identify the aims and objectives of job and what the
employee is expected to achieve within department and company.
Position: The job title, its position in the hierarchy and for whom
it is responsible ought to be recorded. A sample organization chart
may be useful for this purpose. Main Duties: A list of key tasks
may be written out; standards that need to be reached and
maintained must also be maintained. Methods of recording, assessing
and recording the key tasks must be determined. The work
Environment: Study the physical and social environment in which the
work is out because the work environment influences the quantity
and quality of work.c) Drafting a job description:After job
analysis is done, job description is made. Job description
describes the job. The job description decides upon the exact
knowledge, skill and experience needed to do the job.Job
description must be drafted around these heading: Job title
Responsible to Responsible for Purpose of job Duties Responsibility
Signature and dated) Drawing of employee specification:Employee
specification is also known as job, person or personnel
specification. It lists the skills; knowledge and experiences
required doing the job successfully. Studying the description makes
it. An employee specification will help in deciding where to
advertise what to include in job advertisement to attach the right
person. It is based upon: Physical make-up Attainment Specific
aptitude Interest Disposition Circumstancese) Evaluation future
needsFor Evaluation future needs manpower is drafting. A manpower
plan evolves studying the make-up of present work force, assessing
forthcoming changes and calculating future workforce, which is
required. Manpower planning helps in devising long-term recruitment
plans.
f) Finding sources of recruitment: The human resource
requirement can be met from internal or external sources.
3
SOURCES OF RECRUITMENT
Internal Sources
These refer to persons already employed in the organization.
Promoting persons from lower levels may fill up vacancies at higher
levels. Shortage of manpower in one branch \ factory may be met by
transferring surplus staff from another branch \ factory. Promotion
means shifting of an employee to higher post caring greater salary,
status and responsibility. On the other hand transfer refer to the
shifting an employee with salary, status and responsibility. Some
time ex-employee of the organization may be re-employed.
Advantages of Internal Sources:
1. Filling vacancies for higher job by promoting employees from
with in the organization helps to motivate and improved the morale
of the employees. This induces loyalty among them.2. Internal
requirement has to minimize labor turnover and absenteeism. People
wait for promotion and the work force is more satisfied.3.
Candidates working in organization do not require induction
training. They are already familiar with organization and with the
people working in it.
Disadvantages of Internal Sources:1. There may be inbreeding, as
fresh talent from outside is not obtained. Internal candidates may
not be given a new outlook and fresh ideas to business. 2.
Unsuitable candidates may not be promoted to positions of higher
responsibility because the choice is limited. 3. The employees may
become lethargic if they are sure of time bound promotion. There
may be infighting among those who aspires for promotion with in the
organization. 4. Internal recruitment cannot be complete method in
itself. The enterprise has to resort to external recruitment at
some stage because all vacancies cannot be filled from with in
organization.
External SourcesIt refers to recruitment of employees from
outside the organization. External sources provide wide choice of
the required number of the employees having the desired
qualification. It also provides the people with new ideas and
specialized skills required to cope with new challenge and to
ensure growth of the organization. Internal competitors have to
compete with the outsiders. However, existing employees resent the
policy of filling higher-level vacancies from outsiders. Moreover
it is time consuming and expensive to recruit peoples from outside.
Recruitment from the outside may create frustration among the
existing employees that aspires for promotions. There is no
guarantee that the organizations will attract sufficient number of
suitable candidates. Advantages of External Sources:1. The entry of
fresh talent in to the organization is encouraged. New employees
bring new ideas to the organization. 2. External sources provide
wider sources of personnel to choose from. 3. Requisite type of
personnel having the required qualifications, training and skill
are available from the external sources. Disadvantages of External
Sources:1. The enterprise can make the best selection since
selection is made from among a large number of applicants. 2. There
is a greater decoration in employer- employee relationship,
resulting in industrial strikes, unrest, and lockouts. 3. The
personnels selected from outside may suffer from the danger of
adjustment to the new work environment.
METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories:a)
Direct methodb) Indirect methodc) Third-party method
a) Direct Method:These include the campus interview and keeping
a live register of job seekers. Usually under this method,
information about jobs and profile of persons available for jobs is
exchanged and preliminary screening is done. The short listed
candidates are then subjected to the remainder of the selection
process. Some organization maintains live registers or record of
applicants and refers to them as and when the need arises.
b) Indirect Method:They cover advertising in newspapers, on the
radio, in trade and professional journals, technical journals and
brochures.When qualified and experienced persons are not available
through other sources, advertising in newspapers and professional
and technical journals in made. Whereas all types of advertisements
can be made in newspapers and magazines, only particular types of
posts should be advertised in the professional and technical
journals.A well thought-out and planned advertisement for
appointments reduces the possibility of unqualified people
applying. If the advertisement is clear and to the point,
candidates can assess their abilities and suitability for the
position and only those who possess the requisite qualifications
will apply.c) Third Party Method: Various agencies are used for
recruitment under these methods. These include commercial and
private employment agencies, state agencies, and placement offices
of schools, colleges and professional associations, recruiting
firms, management consulting firms, indoctrination seminars for
college professors, friends and relatives.
Employment Agencies:They are specializing in specific occupation
like general office help, salesman, technical workers, accountants,
computer staff, engineers and executives and suitable persons
available for a job. Because of their specialization, they can
interpret the needs of their clients and seek out particular types
of persons.
State or Public Employment Agencies:They also knew as Employment
or Labor Exchanges, are the main agencies for public employment.
They also provide a wide range of services, like counseling,
assistance in getting jobs, information about the labor market,
labor and wage rates, etc.
Executive Research Agencies:They maintain a complete information
records about employed executives and recommend persons of high
caliber for managerial, marketing and production engineers posts.
These agencies are looked upon as head hunters, raiders, and
pirates.
Trade Unions: The employers to supply whatever additional
employees may be needed often call on Trade Unions. Unions may be
asked for recommendations largely as a matter of courtesy and an
evidence of goodwill and cooperation.
Professional Societies: They may provide leads and clues in
providing promising candidates for engineering, technical and
management positions. Some of these maintain mail order placement
services.
SELECTION Selection is the process of carefully screening the
candidates to choose the most suitable person for the job vacancies
to be filled. Under it qualifications, training, experience, and
background of applicant are evaluated in the light of job
requirement. It divides the candidates into two categories namely,
a) Those who are employedb) Those who are to be rejected.
A formal definition of selection is as following:It is the
process of differentiating between applicants in order to identify
(and hire) those with a greater likelihood of success in a job.
Selection process assumes and rightly so, that there are more
number of candidate actually selected candidates are made available
through recruitment process.
BARRIERS TO EFFECTIVE SELECTION
The main objectives of selection are to hire people having
competence and commitment. This objective is often defeated because
of certain barriers. The impediments, which check effectiveness of
selection, are perception, fairness, validity, reliability and
pressure.
Fairness: Fairness is selection requires that no individual
should be discriminated against on the basis of religion, region,
race or gender. But the low numbers of women and other
less-privileged sections of the society in middle and senior
management positions and open discrimination on the basis of age in
job advertisements and in the selection process would suggest that
all the efforts to minimize inequity have not been very
effective.
Reliability: A reliable method is one that will produce
consistent results when repeated in similar situations. Like a
validated test, a reliable test may fail to predict job performance
with precision.
Pressure: Pressure is brought on the selectors by politicians,
bureaucrats, relatives, friends and peers to select particular
candidates. Candidates selected because of compulsions are
obviously not the rights ones. Appointments to public sector
undertakings generally take place under such pressures.
SELECTION PROCEDEURE
The selection procedure is concerned with securing relevant
information about an applicant. This information is secured in a
number of steps and stages. The objective of selection process is
to determine whether an applicant needs the qualification for a
specific job and to choose the applicant who is most likely to
perform in that job. The hiring procedures not a single acts but it
is essentially a series of methods or steps or stages by which
additional information is secured about the applicant. At each
stage, facts may come to light, which lead to the rejection of the
applicant. A procedure may be considered to a series of successive
hurdles or barriers, which an applicant must cross. These are
indented as screens and they are designed to eliminate an
unqualified applicant at any point in this process. That technique
is known as the successive hurdle technique. Not all selection
process includes all these hurdles. The complexity of process
usually increases with the level and responsibility of the position
to be fulfilled. A well-organized selection procedure should be
designed to select sustainable candidates for various jobs. Each
step in the selection process should help in getting more and more
information about the candidate. There is no idle selection
procedure appropriate for all cases.
Steps in the selection process: Preliminary Screening
Application Blank Employment Tests Selection Interview Medical or
Physical Examination Checking Reference Final Approval
Preliminary Screening:This is essentially to check whether the
candidate fulfills the minimum qualification. The preliminary
interview is generally quite brief. Its aim is to eliminate the
unsuitable candidate. The job seekers are received at the reception
counter of the company. The receptionists or other official
interviews the candidates to determine whether he is worthwhile or
the candidate to fill up the application blank. Candidates
processing the minimum qualification and having some chances of
being selected are given the prescribed application form known as
application blank.
Application Blank:The candidates are required to give full
information about their age, qualification, experience, family
background, aptitude and interests act in the application blank.
The application blank provides a written record about the
candidate. The application form should be designed to obtain all
relevant information about the candidates. All applications
received from the candidates are carefully scrutinized. After the
scrutiny more suitable candidates among the applicants are
short-listed for written tests and others are rejected.
Employment Tests: Candidates are asked to appear for written or
other tests. Tests have become popular screening devices. These
tests are based on the assumption that human traits and work
behaviors can be predicted by sampling, however tests are not fully
reliable and they also involve time and money. Test is more useful
in identifying and eliminating unsuitable candidates therefore
should be used only as supplements rather than an independent
technique of selection. The main types of tests are Intelligence
tests Aptitude Test Interest Test Personality Test Dexterity
Test
Selection Interview: It involves a face-to-face conversation
between the employer and the candidate; the selector asks a job
related and general questions. The way in which a candidate
responds to the question is evaluated. The objectives of the
interview are as following: To find out the candidates overall
suitability for the job. To cross-check the information obtained
through application blank and tests, and To give an accurate
picture of the job and the company.
Interview is the most widely used step in employee selection.
However, interview suffers from several drawbacks:Firstly, it is a
time consuming and expensive device. Secondly, it can test only the
personality of the candidate and not his skill for the job.
Thirdly, the interviewer may not be an expert and may fill to
extract all relevant information from the candidate. Fourthly, the
personal judgment or bias of the interviewer may make the result of
the interviews inaccurate.Interview should be properly conducted in
a proper physical environment. The interview room should be free
from noise and interruptions. The environment should be confident
and quite. People generally talk freely and frankly when there is
privacy and comfort. Therefore, candidates should be put at ease.
The interviewer should pay full attention to what the candidates
have to say.
Medical or Physical Examination: Candidates who are found
suitable after interview are called for physical examination. A
Panel of doctors to insure that they are healthy and physically fit
for the job does a medical check-up of such candidates. A proper
medical examination will also ensure that the candidates selected
do not suffer from any serious desirous which may create problems
in future.
Checking Reference:Generally, every candidate if required to
state in the application form, the name and address of at least two
responsible persons who know him. The reference may not give their
Frank opinion unless promises made that in all information will be
kept strictly confidential. Moreover the information given by them
may be biased in the form of candidate.
Final Approval:The candidates who are found suitable after the
medical check-up and background investigation are formally
appointed by issuing appointment letter to them. They are asked to
join duty by the specified date. No selection procedure is
foolproof and the best way judge a person is by observing him
working on the job. Candidate who gives satisfactory during the
probationary period are made permanent.
SUCCESSIVE HURDLES IN THE SELECTION PROCESS
Suggested Selection Criteria for Students
It is imperative to not only recruit those students who do well
academically but also those who possess a winning attitude but may
not have done as well academically. The following selection
criteria can be used as a guide:
a. Academics Focus on students who have consistently done
exceptionally wellb. Extra and Co curricular activities Focus on
Leadership, Initiativec. Personality and Attitude Focus on
Communication, Presentation and Teamwork
At the end of the selection process, the Campus Recruitment Team
will compile a list of selected candidates and handover the same to
the Placement Officer. An announcement can also be made to inform
students at the same time.
Offer Letters:Offer Letters will be sent to the selected
candidates within 7 days of the selection process at the Campus.
Candidates have to indicate his/her acceptance by signing and
returning the copy of the letter to HR not more than15 days after
receipt of the letter. Where required blank offer letters will be
carried to the Campus and given at the time of placement
itself.
A. Trainee Scheme (A)Once selected, all trainees will be
provided with an HR brochure that lists the details of the trainee
scheme as outlined below:Travel: Management Trainees will be
provided with AC class Train Fare from home to the company.
Conveyance expenses such as travel (taxi) from the Railway station
to the place of posting etc. will be provided.Accommodation:
Trainees will be provided with shared accommodation (for
bachelors/spinsters). Guest House (twin sharing) will be provided
for one month for outstation candidates. Any accommodation required
after this period will be deducted from the trainees stipend.
TYPICAL REASONS FOR EMPLOYEE TRAINING AND DEVELOPMENT
Training and development can be initiated for a variety of
reasons for an employee or group of employees, e.g.
1.) When a performance appraisal indicates performance
improvement is needed
2) To "benchmark" the status of improvement so far in a
performance improvement effort
3) As part of an overall professional development program
4) As part of succession planning to help an employee be
eligible for a planned change in role in the organization
5) To "pilot", or test, the operation of a new performance
management system
6) To train about a specific topic (see below)
TYPICAL TOPICS OF EMPLOYEE TRAINING
1. Communications: The increasing diversity of today's workforce
brings a wide variety of languages and customs.2. Computer skills:
Computer skills are becoming a necessity for conducting
administrative and office tasks.3. Customer service: Increased
competition in today's global marketplace makes it critical that
employees understand and meet the needs of customers.4. Diversity:
Diversity training usually includes explanation about how people
have different perspectives and views, and includes techniques to
value diversity.5. Ethics: Today's society has increasing
expectations about corporate social responsibility. Also, today's
diverse workforce brings a wide variety of values and morals to the
workplace.6. Human relations: The increased stresses of today's
workplace can include misunderstandings and conflict. Training can
people to get along in the workplace.7. Quality initiatives:
Initiatives such as Total Quality Management, Quality Circles,
benchmarking, etc., require basic training about quality concepts,
guidelines and standards for quality, etc.8. Safety: Safety
training is critical where working with heavy equipment , hazardous
chemicals, repetitive activities, etc., but can also be useful with
practical advice for avoiding assaults, etc.9. Sexual harassment:
Sexual harassment training usually includes careful description of
the organization's policies about sexual harassment, especially
about what are inappropriate behaviors.GENERAL BENEFITS FROM
EMPLOYEE TRAINING AND DEVELPOMENT
There are numerous sources of on-line information about training
and development. Several of these sites (they're listed later on in
this library) suggest reasons for supervisors to conduct training
among employees. These reasons include:1. Increased job
satisfaction and morale among employees2. Increased employee
motivation3. Increased efficiencies in processes, resulting in
financial gain4. Increased capacity to adopt new technologies and
methods5. Increased innovation in strategies and products6. Reduced
employee turnover7. Enhanced company image, e.g., conducting ethics
training (not a good reason for ethics training!)8. Risk
management, e.g., training about sexual harassment, diversity
trainingEvery time I see a recruitment ad or manual that makes a
reference to "on the job training," I cringe. Would this be one of
those situations where there is effectively "no training?"
Designing a program for employee training and development is not a
trivial process that can be left to chance. It is not enough to
"hope" that employees will get trained "on the job."But, before I
make a case for effective employee training and development, let us
examine the reasons for developing employees. You will be perceived
as a premium employer as employees' skill sets will be enhanced
while they are with you. Superior employee training and development
will ensure that serious succession related issues do not creep up.
The organization will be able to constantly adapt to changes in
technology, regulation, and the business environment in general.
The list can go on and on. But, since I have made an effective case
for organizations to take interest in employee training and
development, let us look at some of the don't dos: Employee
training and employee development are not goals in themselves.
There is the risk of the HR function developing a divergent set of
objectives from the objective set of the organization. Budgeting
for employee training and development is a very tricky process. On
the one hand, I have noticed enthusiastic organizations which, in a
fit, allocate as much as 40% of personnel budgets on training. On
the other, I have seen employee training and development budgets
being the first victim of budget cuts. The ideal situation would be
to budget moderately, making sure that the development program can
be sustained. Gee-whiz and buzz word training can be fun
(especially for the trainer), but does not result in employee
development. Care must be taken to ensure that the trainer and the
training program designer are the best that money / time / effort
can buy. Keeping some of these ideas in mind, the human resource
manager can help senior management chart out the organizational
strategy for personnel planning.Management training programs can be
very beneficial for your business and your employees. Ongoing
education is a key ingredient to any firm's ability to grow, both
as a business and in terms of a competitive advantage. If the
employees are nurtured and provided with opportunities once
on-board, it will not only lead to a greater retention rate, but
also growth potential in your industry.
AREAS OF TRAINING
Areas of training can be classified into the following
categories:1. Training in company policies and procedures
(induction training)2. Training in particular skills3. Training in
human relations4. Training in problem solving5. Managerial and
supervisory training6. Apprentice training
HYPOTHESIS
This survey is conducted under the presumption of the
functioning of the Recruitment and Selection Procedure in COCA COLA
. In testing the above hypothesis the following aspects will be
considered: -
Manpower Planning Recruitment Policy Sources of Recruitment
Latest Techniques of Recruitment Recruitment of Summer/In-plant
Trainees Selection Policy Feedback of Recruitment and Selection
Procedure
QUESTIONNAIREManpower Planning1. Does your company make forecast
of future manpower planning requirement?
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Yes30100%
2.No00%
100% people said that the company makes forecast of future
manpower forecasting.
2. If yes, then please specify the time period(s) for which the
estimates are made?S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.0-2years930%
2. 2-3years620%
3.3-4years930%
4.4&above years620%
20% people said that the company specify 0-2 year for making
estimation of forecasting.30% people said that the company
specifies 2-3 years for making estimation.30% people said that the
company specifies 3-4 years for making the estimation of
forecasting.20% people said that the company specifies 4 &
above time period for making forecasting.
3. What do you suggest should be the basis of
forecasting?S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Total cost of the project620%
2.Past experience1240%
3.Different phases of the project930%
4.All of the above310%
20% people said that their company forecast on the bases of
Total cost of the project.40% people said that the company forecast
on the bases of past experiences. 30% people said that the company
forecast on the bases of the Different phases of the project.10%
people said that the company forecast on the bases on of the
above.4. Does your organization plan the recruitment policy?
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Yes30100%
2.No00%
100% people said that the plan the requirement policy.
5. Do you think the present recruitment policy is helpful in
achieving the goals of the company?S.NO.OPINIONNO. OF
RESPONDENTPERCENTAGE
1.Yes1550%
2.No620%
3.To some extent 930%
50% people said that the companys recruitment policy is helpful
in achieving the goals.20% people said that the companys
recruitment policy is not helpful in achieving the goals.30% people
said that the companys recruitment policy is helpful to some extent
in achieving the goals.6. Does the companys recruitment policy
enable to identify the following areas?S.NO.OPINIONNO. OF
RESPONDENTPERCENTAGE
1.Recruitment needs of the organization620%
2.Preferred sources of recruitment930%
3.Appropriate criteria for selection930%
4.Identification of the cost of recruitment620%
20% people said that the companys recruitment policy enables to
identify the recruitment needs of the company.30% people said that
the companys recruitment policy enables to identify the preferred
sources of recruitment.30% people said that the companys
recruitment policy enables to identify the appropriate criteria for
selection. 20% people said that the companys recruitment policy
enables to identify the identification of cost of recruitment.
Sources of Recruitment
7. Through which source your organizations recruit the
employees?S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Internally 620%
2.Externally1860%
3.Both620%
20% people said that the company recruits the employee from the
internal sources.60% people said that the company recruits the
employee from the external sources.20% people said that the company
recruits the employee from the both sources.8. Which of the
following external sources you choose for the recruitment of the
employees?S.NO.OPINIONNO. OF RESPONDENTPER
1.Employee Exchange Consultant620%
2.Private Employee Agencies620%
3.Advertisement310%
4.Internet1240%
5.Any other310%
20% people said that the company uses the employee exchange
consultants.20% people said that the company uses private
employment agencies.10% people said that the company uses the
advertisement method.40% people said that the company uses the
Internet method.10% people said that the company uses the any other
way.
Latest Techniques of Recruitment9. Does your organization
recruit employees through latest method of recruitment through
Internet?
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Yes30100%
2.No00%
100% people said that the company uses the latest method of
recruitment.10. If yes then the company use own web site for this
purpose.S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Yes2790%
2.No310%
90% people said that the company uses his own web site for
recruitment.10% people said that the company not uses his own web
site
11. Does your company hire the service portal?S.NO.OPINIONNO. OF
RESPONDENTPERCENTAGE
1.Yes1860%
2.No1240%
60% people said that the company hire service portal.40% people
said the company not hires the service portal. 12. If yes, which
service portal your organization has hired?S.NO.OPINIONNO. OF
RESPONDENTPERCENTAGE
1.Naukri.com1240%
2.Timesjob.com620%
3.Jobesahead.com620%
4.Any other620%
40% people said that the company hires the naukari.com.20%
people said that the company uses the timesjob.com.20% people said
that the company uses the jobesahead.com.20% people said that the
company uses any other web site.
13. Is Internet recruitment is effective in your
opinion?S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Yes2480%
2.No620%
80% people said that the Internet recruitment is effective
sources of recruiting the employee.20% people are not in favor of
recruiting the employee through Internet. Recruitment of Summer/In
Plant Trainees
14. Is there any provision for recruitment of summer/in plant
trainees?S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Yes 00%
2.No 100100%
100% people said that there is no provision to recruiting
summer/in-plant trainees.
15. How much number of employees you train in a
year?S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.5-10 Emp.00%
2.10-15 Emp. 620%
3.15& above Emp. 2480%
80% people said that the company trains 10-15 Employees in a
year.20% people said that the company trains 15&above Employees
in a year.
16. Is there any facility for absorbing the trainees in your
organization?
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Yes 100100%
2.No 00%
100% people said that the company has the facility for absorbing
the trainees.Selection Policy
17. Which type of technique is used for selection
employees?S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Interview930%
2.Reference310%
3.Test1240%
4.All of the above620%
30% people said that the company the company uses the interview
method for selection.10% people said that the company the company
uses the references method for selection.40% people said that the
company the company uses the test method for selection.20% people
said that the company the company uses the all of the above method
for selection.
18. Which type of technique is used for
interview?S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Structured 1860%
2.Unstructured 310%
3.Both930%
60% people said that the company uses the structure technique
for selection.10% people said that the company uses the
unstructured technique for selection.30% people said that the
company uses both the technique for selection.19. Which type of
tests is used in the selection of an employee?S.NO.OPINIONNO. OF
RESPONDENTPERCENTAGE
1.Intelligence Test620%
2.Aptitude Test620%
3.Personality Test620%
4.All of the above1240%
20% people said that the company uses the intelligence test for
selection.20% people said that the company uses the Aptitude Test
for selection.20% people said that the company uses the Personality
Test for selection.20% people said that the company uses the all of
the above tests for selection.
Feedback of Recruitment and Selection Procedure20 Is there any
provision for evaluation and control of recruitment and selection
process?S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Yes 2480%
2.No 620%
.
80% people said that the company has the provision for
evaluation and control of recruitment and selection.20% people said
that the company does not have the provision for evaluation and
control of recruitment and selection.21. Does the procedure adopted
for recruitment and selection of employees enables to give right
person at the right job?S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE
1.Yes 2170%
2.No 310%
3.To some extent620%
70% people said that the procedure adopted for recruitment and
selection of employees enable to place the right person for at the
right job. 10% people said that the procedure adopted for
recruitment and selection of employees does not enable to place the
right person for at the right job. 20% people said that the
procedure adopted for recruitment and selection of employees enable
to some extent to place the right person for at the right job.
ANALYSIS AND FINDINGS
The analysis of the various sources of recruitment and selection
devices is presented on the following pages. The response entailed
from the HR Department (as analysed from Questionnaire) represents
current practice within the organisation in terms of the sources of
recruitment and selection devices used. The analysis of the
response entailed from all the other departments (as analysed from
Questionnaire) forming the sample, represents the perception of the
respondents from these Departments in terms of the validity and
effectiveness of the various sources/devices of
recruitment/selection (specific to these Departments) The analysis
further entails any suggestions/recommendations given by these
non-HR Departments (forming the sample for administering
Questionnaire), in terms of any recruitment source and/or selection
device that should be deployed by the organisation International
Journal of Innovation,Management and Technology, Vol. 1, No. 4,
October 2010
RECOMMENDATIONS FOR THEIMPROVEMENTOF THERECRUITMENT AND
SELECTION PROCEDURE
Based on the survey analysis and suggestion from the
respondents, the following are the proposed recommendation to
improve the existing system and practices of recruitment and
selection procedures:
Recruitment PolicyApart from the director of the company, the
operational head should have the authority for sanctioning the
vacancy of a right to recruit the candidates as per the
decisions.
Recruitment of summer/in-plant traineesThere should be a
provision for the recruitment of summer/in-plant trainees in the
organization.
Internet Recruitment Advertisement of jobs on Internet should be
an accessible to maximum job seekers. Service portal like
monster.com, jobsahead.com, naukri.com etc should be used.
Sources of recruitmentCompany must recruit the individuals
through valuable sources of recruitment.
Selection Policy Test developed by the company for the purpose
of selection of the candidates should not be of complex
nature.There must be proper communication between the interviewer
and interviewee at the time of interview.The reference procedure if
adopting, should be analyzed properly before recruitment them.
Selection Process During the selection process not only the
experienced candidates but also the fresh candidate should be
selected so as to avail the innovation and enthusiasm of new
candidates. These candidates should be kept on the job for some
time period; if suitable they should be recruited. During the
selection process, the candidates should be made relaxed and at
ease.
Summer/In plant Management Trainees In the organization where
summer/in-plant/management training facility prevailing then such
kind of practices must be adopted so that the student can learn and
again from their practical views.
Steps of Recruitment and Selection Company should follow all the
steps of recruitment and selection for the selection of the
candidates. Selection process should be less time consuming.
InterviewThe interview should not be boring, monotonous. It
should be made interesting. There must be proper communication
between the Interviewer and the Interviewee any the time of
interview.
Evaluation and ControlEvaluation and control of recruitment and
selection should be done fair judgment.
Methods Methods used for selection of candidates should be done
carefully and systematically.
Fair Selection The attainment of goals and objective of any
organization depend on the type and quality of its manpower. To
have right type of men at right job and at right time, the
recruitment and selection procedure should be fair and
impartial.
Group Discussion for better assessmentThis is indeed an
important suggestion and authorities concerned should immediately
look into it and try to implement it.
The Problems and Limitations of the Study
Even though every effort has been done to minimize the
variations and present a factual picture with the help of
statistical method, but still there are some limitations: -
Availability of less time in meager economical support also
acted as a constraint towards improving the quality of the
report.
Due to busy schedule of the HR Officers, they were not able to
give more time and attention.
Certain important information was kept secret; this is because
of the reason certain hypothesis were taken.
The respondents may not have marked all responses honestly,
being apprehensive of adverse management reaction.
CONCLUSION
Based on the analysis through the questionnaire responses the
following is the conclusion of the study.
The organization follows the rules and regulation involved in
their Recruitment and Selection Procedure of the organization.
However, there is some scope for improvement with regard to
following:
1. The managers are fully satisfied with the existing
Recruitment and Selection procedure.
2. The recruitment and Selection procedure should not be
lengthy.
3. To some extent a clear picture of required candidates should
be made in order to search for appropriate candidates.
4. The Recruitment and Selection procedure should be
impartial.
5. In COCA COLA, a proper Recruitment and Selection procedure is
followed.
BIBLIOGRAPHY
S. S. Khanka, Organisational Behaviour, Third Edition, S. Chand
& CompanyC. R. Kothari, Research Methodology, Second Revised
Edition, New Age International PublishersFred Luthans,
Organisational Behaviour, Eighth Edition, Mc Graw HillStephen p.
Robbins & Seema Sanghi, organizational Behaviour, Eleventh
Edition, Pearson Education
WEB
SITES:www.google.comwww.managementparadise.comwww.naukri.comwww.citehr.comwww.wikipedia.comwww.hr.com