SlideShare a Scribd company logo

SIP PROJECT REPORT

ekta chawla, profile picture
ekta chawla

This document provides an overview of recruitment and selection processes. It begins with definitions of recruitment and discusses key aspects of the process such as job analysis, descriptions, specifications, and trends like outsourcing. It then covers sources of recruitment, including internal sources like promotions, transfers, and notice boards, as well as external sources like advertisements, agencies, and colleges. The document discusses locating candidates from both internal and external sources and the merits and demerits of each.

1 of 98
1
2
3
4
5
6
7
8
9
10
Most read
11
Most read
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
83
84
85
86
87
88
89
90
91
92
93
94
95
96
97
98
Summer Internship Report On Recruitment & Selection Process Coca-Cola Submitted to: - Submitted by:- Prof. Dr. Nidhi S.Bisht Ekta Chawla PGDM (2014-2016) Roll No: - 1401022 Shri Ram Murti Smarak International Business School Lucknow- Kanpur Highway, Unnao
DECLARATION FORM I hereby declare that the Project work entitled RECRUITMENT AND SELECTION PROCESS submitted by me for the Summer Internship during the Post Graduate Diploma in Management Program to Shri Ram Murti Smarak International Business School is my own original work and has not been submitted earlier either to SRMS IBS or to any other Institution for the fulfillment of the requirement for any course of study. I also declare that no chapter of this manuscript in whole or in part is lifted and incorporated in this report from any earlier / other work done by me or others. Place: Lucknow Signature of the student Ekta Chawla Date: 10-July2015 Name of Student : Ekta Chawla Address : 34 Km on NH-25, Lucknow-Kanpur Highway Ashakhera, Unnao- 209 859, U.P.,
ACKNOWLEDGEMENTS I take this opportunity to express my profound gratitude and deep regards to the Director and faculties of SRMSIBS for their exemplary guidance, monitoring and constant encouragement throughout the course of PGDM. The blessing, help and guidance given by them, time to time shall carry me a long way in the journey of life on which I am about to embark. I am also thankful and acknowledged to Mr.DAYAKANT VERMA- HR HEAD for his cordial support, valuable information and guidance, which helped me in completing this task through various stages. I would also like to thank the staff members of Brindavan Agro Industries (P) LTD, for the valuable information provided by them in their respective fields. I am grateful for their cooperation during the period of my project. I would extend my heartfelt gratitude to my faculty mentor Prof. Dr. Nidhi S. Bisht who guided me throughout the project and gave me valuable suggestion, moral support and encouragement. Lastly I thank almighty, my parents and my relatives for their constant support.
INDEX CHAPTER No. TITLE 1 2 3 4 5 6 7 8 9 10 Executive Summary Introduction Research Methodology Company Profile  Human Resource Division of BAIPL Recruitment & Selection at BAIPL. Findings Limitations Conclusion Recommendations Bibliography Annexure
EXECUTIVE SUMMARY As a part of academic requirement and fulfilling my PGDM program, I have been assigned to complete internship report on “Recruitment and Selection process of Brindavan Agro Industries Pvt.Ltd. under the guidance of Prof.Dr.Nidhi S.Bisht. “Recruitment and Selection process” is a segment of human resource process. I have undertaken the project of Human Resource to learn and have a look on Recruitment and Selection program of a company. I have divided this report in some sub segments. As a young intern in a reputed Bottling Plant of Coca- Cola like “Brindavan Agro Industries Pvt.Ltd” I have tried my best to go through their Recruitment and Selection process within little tenure of 1.5 months. The report starts with a general introduction “COCA-COLA” Then this report proceeds onto the preliminary talk about “Brindavan Agro Industries Pvt.Ltd.”. Brindavan Agro is one of the top bottling plants of Coca-Cola in India. At first I introduced with the birth & history of Coca- Cola then I started its journey and principles of Coca- Cola in India. Then the introduction of Brindavan Agro Industries Pvt.Ltd. I have shown its vision & mission, HR policies as well as rules of the plant, certifications, and CSR activities. Then the objectives, need, scope of the studying Recruitment & Selection Process. Afterward here discuss about “Brindavan Agro Industries Pvt.Ltd” different Division and Department. Then the report proceeds with my main focus of the report- Brindavan Agro’s Recruitment and Selection process” describing the different steps of it. The first part is manpower requisition and each department gives requisition according to its HR planning to HR Department. After getting approval from GM, advertisement is given internally within the organization or in external media like naukri.com & private agencies.
Following steps are arranged: sorting suitable CVs, taking one or more interviews, and finally background checks & enquiries. A detail elaboration of selection of best candidate has been added in the project part and the contribution of HR department for selecting the most eligible employees for Brindavan Agro has been highlighted. In this report, some other important topics of their HR division are also discussed like HR hierarchy, the environment within the organization, recruitment cycle, etc. After completion of this report it can easily say that efficient, competent and active part in Recruitment and Selection process take a plant to the peak of the success.
CHAPTER 01 INTRODUCTION
THE HISTORY OF RECRUITMNT AND SELECTION Early History The U.S. Army in World War practiced some early methods of selection, using the IQ test to place recruits in specific positions. This use of a standardized test to rank individuals became adopted by many companies. Legislative Effects According to the Department of Labor, current interview practices must be structured to respect these protected classes. Modern Day Selection Modern day selection techniques revolve around finding the applicant most suitable for the position. Today for "Recruitment and Selection", 94 percent of companies use behavioral interviews to rank their applicants. These questions select applicants with the best skills for the position.
RECRUITMNT AND SELECTION PROCESS. Recruitment Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. It is undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programmes. Depending on the size and practices of the organization, recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. Alternatively, parts of the process may be undertaken by public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies. The use of internet-based services and computer technologies to support all aspects of recruitment activity and processes has become widespread and has revolutionized recruitment activities ranging from recruitment agencies sourcing candidates through online job boards and social media, or human resource professionals using assessment or job simulation programs as part of the selection process. There are several pieces to the recruitment and selection process: sourcing candidates, reviewing and tracking applicants, conducting interviews and selection for employment.
Job analysis The proper start to a recruitment effort is to perform a job analysis. Job Analysis is the systematic process of collecting information that identifies similarities and differences in the work. Job description This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success. A job description could be used as a job indicator for applicants for a job. Job specification A job specification goes beyond a mere description - in addition, it highlights the mental and physical attributes required of the job holder. For example, a job specification for a trainee manager's post in a retail store included the following: 'Managers at all levels would be expected to show responsibility. The company is looking for people who are tough and talented. They should have a flair for business; know how to sell, and to work in a team.' Job analysis, description, and specification can provide useful information to a business in addition to serving as recruitment instruments. For example, staff appraisal is a means of monitoring staff performance and is a feature of promotion in modern companies. In some companies, for example, employees and their immediate line managers discuss personal goals and targets for the coming time period (e.g. the next six months). The appraisal will then involve a review of performance during the previous six months, and setting new targets. Job details can serve as a useful basis for establishing dialogue and targets. Job descriptions can be used as reference points for arbitrating in disputes as to 'who does what' in a business
Latest Trends in Recruitment i. Outsourcing The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. in turn, the outsourcing firms or the intermediaries charge the organizations for their services. ii. Poaching/Raiding “Buying Talent” (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent
from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. iii. E- Recruitment Many big organizations use internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or CV’s through e mail using the internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements. Employees well selected and well placed would not only contribute to the efficient running of the organization but also offer significant potential for future replacement.
SOURCES OF RECRUITMENT A. Internal Sources Best employees can be found within the organization. When a vacancy arises in the organization, it may be given to an employee who is already on the pay-roll. Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organization to work hard. The employees can be informed of such a vacancy by internal advertisement. The most common internal sources of internal recruitment are: Inside Sources of Candidates 1 2 Notice boards Personal recommendations 3 Company’s newsletters/magazines Locating Inside Candidates
1) Personal References- The existing employees will probably know their friends or relatives or colleagues who could successfully fill the vacancy. Approaching them may be highly efficient method of recruitment but will almost certainly offend other workers who would have wished to have been considered for the job To keep employees satisfied make sure that potentially suitable employees are informed of the vacancy so that they can apply. Also anyone else who is likely to be interested is told about it as well so that they can apply for the job. 2) Notice Boards – This is the convenient and simple method of passing on important messages to the existing staff. A job advertisement pinned to a notice board will probably be seen and read by a sufficient number of appropriate employees at little or no cost. However many of the staff will probably not learn of the vacancy in this way either because the notice board poorly located or is full of out dated notices that they don’t bother to look at it, as they assume there is nothing new to find out. A notice board must be ensured that it is well suited. Wherever it is been placed it should be certain that it is seen by everyone. It means there must be equal opportunity to see to it and this happens when they kno0w that just important topical notices are on display. Attention must be paid to the design and contents of the notice if it is to catch the eye and make the employee read on and then want to apply for the job. 3) Newsletters – Many companies regularly produce in-house newsletters, magazines or journals for their staff to read. It is hoped that latest company news sheet is read avidly by all staff thus ensuring that everyone is aware of the job opportunity advertised in it. Unfortunately this is not always so, because it is sometimes not circulated widely enough and employees may find it boring and choose not to read it. Newsletter can be utilized as the source of recruitment if it is convinced that everybody will see a copy.
B. External Sources All organizations have to use external sources for recruitment to higher positions when existing employees are not suitable. More persons are needed when expansions are undertaken. There are many sources to choose from if you are seeking to recruit from outside the company. Outside Sources of Candidates 1 2 3 4 Advertising through telivison,radio,etc. Recruiting via the Internet Employment Agencies Outsourcing 5 6 7 Notices. College/institutions Recruiting Referrals Locating Outside Candidates Two or three points are discussed below: 1) Notices : Displaying notices in and around business premises is a simple and often overlooked method of advertising a job vacancy. They should be
seen by a large number of passerines, some actively looking for work. It can also be inexpensive with a notice varying from a carefully hand written post card up to a professionally produced poster. Pay attention to the appearance and contents of the notice if it is intended that it is applied by the right people. 2) Employment Agencies/Job Centers: Most large towns have a job center which offers employers a free recruitment service, trying to match their vacancies to job seekers. Staff will note information about a post and the types of person sought and then advertise the vacancy of notice boards within their premises. Job center employees can further help if requested to do so by issuing and assessing application forms and thus weeding out those applicants who are obviously unsuitable for the position. Short listed candidates are then sent out for the employer to interview on his business premises Recruiting internally and externally I. Internal Recruiting: Recruiting from among the existing workforce offers many advantages. Seeing your employees at work on a day-to-day basis will enable you to evaluate their particular strengths and weakness accurately and choose the most suitable person for the position. When the company recruits from within the organization the employees will feel important and highly valued since it appears that the organization immediately turns to them whenever a vacancy occurs. Their work rate and performance should improve as well as they will realize that increasing job opportunities are available to them if they are industrious and successful at their jobs. However any method has its own merits and demerits.
Merits: i. It improves the morale of the employees. ii. The employee is in better position to evaluate those presently employed than outside conditions. iii. It promotes loyalty among the employees, for it gives them a sense of job security and opportunities of advancement. iv. These people are tired and can be relied upon. Demerits: i. It often leads to inbreeding and discourages new blood from entering into an organization. ii. There are possibilities that internal sources may “dry up” and it may be difficult to find the requisite personnel from within an organization. iii. No innovations are made any new thinking so on new inputs which is very much essential for the growth of the organization. iv. Usually promotions are based on seniority so the danger is that really capable hands may not be chosen. II. External Recruitment When a company is involved in large expansions and is more oriented towards achieving high growth and high market share, with more focus on quality of the product and high customer satisfaction then it is inevitable for any organization to go for external recruiting. External recruiting is nothing but recruiting the people in your organization from outside the company. It will help the company to make best use of other sources that are lying outside the organization like for example campus recruits is an effective and efficient way of recruiting when a
company wants new minds that are more creative and go-getters for any task. If a company wants to concentrate only on its core activities and wants to relieve the burden of the task of recruitment then the more feasible option would be third party recruiting or recruitment process outsourcing RPO. The experienced persons but unemployed can be recruited into the company which may reduce the training cost if they are from same industry. Retired and experienced people can yield more by enhancing their prior experience in new business situations. Merits: i. New entrant to the labor force i.e., young mostly inexperienced potential employee’s fresh graduates or postgraduates can be taken and mould in accordance with company’s culture. ii. External recruiting results in best selection from the large sources. iii. In the long run this source proves economical because potential employees do not extra training. iv. Many different ways of recruiting is available. v. The excess applications generated for current requirement may be utilized for future vacancies. Demerits: i. Extra time is required by the people to adjust themselves to the present working situations. ii. If the recruiting is done from large source then it will be more time taking as the applications generated are more and short listing becomes critical. iii. Cost of recruiting will be comparatively more than internal recruiting.
iv. Sometimes it creates employee dissatisfaction as there may be mismatch between the employee expectation with the company and the company’s expectation with the employee. Before making a choice and making decisions as to which source should be adopted for recruiting both the sources should be thoroughly assessed and must be studied carefully the wide variety of individual sources of recruitment that are available whether Internal or External. The need for recruitment may arise either of the following situations:  Vacancies due to transfer,  Promotion, retirement,  Termination,  Permanent disability, or  Death. Creation of vacancies due to expansion, diversification, growth, or job re-specification.
Selection Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. Those candidates who have been screened from the Recruitment sources they are called for the Selection process. The selection process can be successful if the following requirements are satisfied: 1. Someone should have the authority to select. This authority comes from the employment requisition as developed by an analysis of the work-load and work force. 2. There must be some standard of personnel with which a prospective employee may be compared i.e., a comprehensive job description and job specification should be available beforehand. 3. There must be sufficient number of applicants from whom the required number of employees may be selected.
Step by Step (Selection Process) Step 7 Step 6 Step 5 Step 4 Step 3 Step 2 Step 1 Background checks MedicalExamination Selection Interview Application Form Screening Interview Reception SelectionTests (apptitude,personality,etc.) Hiring Decisions Step 8 The employment selection process takes place in the following order: 1. Reception: Those candidates who are shortlisted from recruitment sources are now told to wait at the reception area unless their names are not called for the screening interview.
2. Screening Interview: It is used to eliminate those candidates who do not meet the eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. 3. Application Form: The candidates who clear the screening interview are required to fill the application form. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. 4. Selection Test: Various organizations conduct tests during selection procedure like aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 5. Selection Interviews: Those candidates who are selected from the selection test they are called for the selection interview. This interview includes some comprehensive as well as technical questions. 6. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employees. It decreases chances of employee absenteeism.
7. Background Checks and Enquires: The references given in the candidate’s application will be taken up and a security check will be conducted. Security checks can take a while if the candidate has lived abroad for any period of time. 8. Hiring Decision: Those employees who get through successfully on all the steps of selection are now eligible to receive an offer of employment. The actual hiring decision should be made by the manager in the department that had the position open. A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.
CHAPTER 02 RESEARCH METHODOLOGY
OBJECTIVES  To understand the recruitment practices and selection criteria of BAIPL.  To analyze the functioning of recruitment and selection of the company.  To suggest measures to improve the recruitment and selection process for improved effectiveness. Source of Information: i. Primary: The primary information was collected through face to face interview, observation, and by participation in the recruitment and selection process. ii. Secondary: The secondary information was collected from website, magazines, memorandum, books and some other relevant sources. NEED OF THE STUDY There is no doubt that the world of work is rapidly changing. As part of an organization then, HRM must be equipped to deal with the effects of the changing world of work. For them this means understanding the implications of globalization, technology changes,
workforce diversity. Changing skill requirements, continuous improvement initiatives contingent workforce, decentralized work sites and employee involvement are the issue for confront. Now it is a big challenge for the HRM to support the organization by providing the best personnel for the suitable position in shortest possible time. Starting with recognizing the vacancies and planning for them is a great task. Moreover selecting attracting the suitable candidates and selecting the best person in time is a challenge. The cost of the recruitment is significant. So, proper planning and formulate those plan is the task that require more focus and improvement. Equal opportunity and sourcing is also a vital part. Realizing this need we tried to find the difference and similarities between theoretical aspects with the practical steps taken by the company. We took an attempt to demonstrate the feature for the further improvement. SCOPE The report deals with the recruitment and selection process in terms of theoretical point of view and the practical use. The study will allow learning about the recruitment and selection issues, importance, models used to make it more efficient. The study will help to learn the practical procedures followed by the organization. Moreover the study will help to differentiate between the practice and the theories that direct to realize how the organization can improve their recruitment and selection process.
RESEARCH DESIGN A research design is purely and simply the framework or plan for a study that guides the collection and analysis of the data. The function of research design is to ensure that the required data are collected accurately and economically. The Research design used in the study was EXPLORATORY RESEARCH. Exploratory Research Exploratory research is defined as the initial research into a hypothetical or theoretical idea. This is where a researcher has an idea or has observed something and seeks to understand more about it. An exploratory research project is an attempt to lay the groundwork that will lead to future studies, or to determine if what is being observed might be explained by a currently existing theory.
CHAPTER 03 COMPANY PROFILE
COMPANY PROFILE Birth of Refreshing Coca Cola John Styth Pemberton first introduces the refreshing taste of coca cola in Atlanta Georgia on May 8, 1886. Dr. John Styth stirred up fragrant concocted colored syrup in the tree-legged brass kettle in his backyard he first distributed the new product by carrying Coca Cola in jug down the street to Jacob pharmacy for five cents. Consumer could enjoy a glass of Coca Cola at soda fountain. Whether by design accident carbonated was teamed with new syrup, producing a drink was proclaimed –“DELICIOUS AND REFRESHING”. Dr. Pemberton’s partner and book-keeper, Frank M.Robinson suggested the name and penned Coca Cola. The trade mark “Coca Cola” was registered with the US patent and trademark 1 Jan 1983 followed by “Coke” in 1945. HISTORY OF COCA COLA In 1886, A THREE LEGGED BRASS KETTLE IN John Styth Pemberton’s Backyard in Atlanta was brewing the first “P” of marketing legend. Unaware, the pharmacist had given birth to the caramel-colored syrup, which is now the chief ingredient of the world’s favorite drink. The story of Coca Cola is the story of a drink and its charm with the consumer.
Pemberton was the first person who manages to sell average nine drinks in day to begin with, upping volumes as sales grew through a shop called Jacob’s pharmacy. After that an Atlanta based druggist, Candler brought Coca Cola for $2300 in 1891. The year after, along with four companions, he formed the Coca Cola Company. With the initial stock $100, 000, Coca Cola was registered at the US patent office in 1983, and begins selling at Soda Mountains for five cents a glass as sort of therapeutic refreshment. In 1894, it got into bottles, courtesy a candy merchant from Mississippi. Five years later the drink was being bottle on a regular basis, under a region wise franchising system. The unique taste of Cola was an outstanding success. GUIDING PRINCIPLES OF CCI I.We will conduct ourselves and our business activities with the highest standard of honesty, integrity and professionalism. II.We will recognize the positive contribution that we make as individuals and team member to produce our business success. III.We will encourage a learning environment where people can constant grow, develop and contribute. IV.We will strive for excellence and seek continuous improvement in everything.
V.We will respect all stakeholders, including employees, partners and suppliers and instill with a passion to deliver the highest quality goods and services. VI.We will foster initiative and creativity by empowering individuals to attain well defined objective. CCI’s PUNCH LINES 1929- The pause that refreshes. 1936-It’s the refreshing thing to do. 1942-It’s the real thing. 1944-Global high sign. 1959-Be real refreshed. 1963-Things go better with Coke. 1969-It’s the real thing. 1971-I did like to buy the world a Coke. 1976-Coke adds life. 1982-Coke is it. 1986-Catch the wave. 1993-Always Coca-Cola. 1998-Eat music, sleep music and drink Coca-Cola. 1999-Jo chaho ho jaye Coca-Cola enjoy. 2000-I want Hrithik and I want Coke. 2001-Thanda matlab Coca-Cola. 2002- Enjoy Coca-Cola.
2003-Piyo thanda jiyo thanda. 2004-Piyo sir uthake (Drink with pride) 2005-Make it real. 2006-The Coke side of life. 2009-Open happiness. 2015-Make it happy.
COKE IN INDIA The Coke Company entered in India in the early 1950’s.It set up four bottling plants at Mumbai, Calcutta, Kanpur and Delhi. In 1950’s as there were negligible companies in Indian market therefore Coca Cola didn’t face much competition and they were accepted in Indian market more easily. All age groups accepted the brand. By the end of 1977, Coca Cola had captured more than 45% of the market share in India. Then Coke Cola left India following public disputes over share holding structure and import permit. As per FERA regulations the company was required to close operations by May 5, 1978. Yet strangely enough, the company’s operations come to end in July 1977. “Focus, focus, focus and steamroller ahead” with the classic coke speak. Coca Cola re-entered into Indian marker after 17 years in 1993, by striking a $40million deal with Parle. Coke launched its first plant in Hathras near Agra on October 26. A strategic Alliance with Parle exports gave the company instant ownership of the nation’s top brands like Thums up, Limca and Maaza, access to Parle’s extensive 52 plants bottling network and a base for rapid introduction of the company’s international brands. This network of independently owned bottles in India is largest soft drink bottling system. Coke had launched 18 bottling plants of Coca Cola and Fanta in their territories in 1994, and this continued through 1995 and 1996.Coca Cola industry has the distribution of declaring break even in the first year of operations, in 1994 then. Coke is bullish in India.The reason is that it’s emerging market, which means, low consumption coupled with big population number that adds up to potential demand.
Making a successful $3.6 million bid for being the official drink, at the wills world cup cricket series is one part of the story. The other part is the mega money coke is expected to put into its advertisement (estimated at Rs.25 crores) which will dramatically increase its noise in media.
SWOT ANALYSIS OF COCA COLA Swot stands for strength for strength, weakness, opportunities and threats. Swot analysis is an overall evaluation of a company current state by looking at its strength, weakness, opportunities and threats. Swot analysis is considered to be a source of information for strategic planning which aims to develop full awareness of a company situation that will help in strategic planning and decision making of the company.
STRENGTH i. Better distribution network - covers whole of the India. ii. Brand recognition-brand image among customers. iii. Brand equity- high equity in the market. iv. Strong advertisement policy- Coca Cola Company has endorsed with famous personalities like Amir Khan, Hrithik Roshan, Salman Khan, Akshay Kumar, Priyanka Chopra, Aishwarya Rai, Kareena Kapoor and many more. Last year the brand brought in newcomers Alia Bhatt, Varun Dhawan, and Siddharth Malhotra to promote its Rs.8 price point. Currently, Deepika Padukone is the new face of Coca Cola, India. v. Promotional schemes- to activate sales company is providing Umbrellas, chairs, tables, racks, flanges, visicooler & glasses. vi. Bottling plants -27 wholly-owned bottling operations supplements by 17 franchisee-owned bottling operations and a network of 29 contract-packers to manufacture a range of products for the company. vii. Extensive diversifies range of products.
WEAKNESSES i. Weak and irregular supply. ii. Irregular visit of Executives. iii. Low product availablity. OPPORTUNITIES i. Greater opportunity in rural areas where coca cola can gain a substantial base. ii. 70% of total population lies in rural areas and market penetration os soft drinks is only 12% hence there is greater scope of increasing revenue of the Coca Cola Company.
iii. Opening new outleats in the areas where the coca cola’s share id less. iv. Company shouls offer schemes for long term profit to the retailer so that they get involved in long term assocaition. v. Covering graeter institutional areas as younger generation gets much facination out of such beverages. THREATS i. Impulsive customesr’s buy whatever is in the offer,so company has to give offers regularly. ii. Health conscious people are boycotting soft drinks. iii. Threats from competitors as they give offers at cheaper rates than coca cola. iv. Increasing competiton by local players.
COMPETITORS i. PEPSICO.INC. ii. NESTLE S.A.
iii. Dr PEPPER SNAPPLE GROUP,INC.
BRINDAVAN AGRO INDUSTRY PVT.LTD. Brindavan Agro Industries Pvt. Ltd is a renowned group and is the First Bottler for Coca-Cola India since 24th Oct 1993 and with its continuous efforts in 1994, it has been awarded as Best Bottler of Company for two successive years. Thirst of Success has led this group to be the Best Bottler in terms of Sales Growth in the years, 2003 and 2004 respectively. It took a long time and a lot of efforts to repeat the Golden History, but with their zeal they stood runner up to The Best Bottler of Year-2007 and in the Year 2009 they again become the Best Bottler of the Year with 82% Growth in Physical case. The bottling plant’s total plot area is 1, 18,700.00 sq.m situated in Chhata about 35 km from Mathura. The production capacity of the plant is 600 bottles per minute. Company deals with 100 to 150 vehicles for distribution purpose per day. The Crown of these achievements is to Mr. Gulab Chand Ladhani, Managing Director and Chairman, Brindavan Agro Industries (P) Ltd., one who has built the business from scratch to a Rs. 140 crores operation. In the year 2005 company entered into the field of Wind Power Generation by putting up 2 Wind Mills of 600KW each in Karnataka and later on 4 more Wind Mills of 800KW each were installed at Karnataka and 2 wind mills at Jaiselmer (Rajasthan) and at present the total installed capacity of wind Power Generation is 6 KW with generation 110 Lac unit of Green power. In the year 2008 the group has started construction of 141 Rooms Five Star hotel under the brand name of Country Inn & Suites By Carlson (one of the Brands of Carlson Hotels Worldwide, USA). They reviewed the project at length in 2010. Keeping in view, the size of the property and its grandeur, they decided to switch over to the brand 'RADISSON' which is an up market brand of Carlson Hotels
Worldwide. The Management o Carlson Hotels, USA agreed in principal to this with certain changes in exterior & interior of Hotel Building. Accordingly, they took up the restructuring of Front elevation & Public area and interior of the hotel. Finally, the property got operational on 1st April 2011 with the flagship of Radisson Hotel Agra. At present the Hotel is doing well and has made his solid presence in the market. In 2012, Coca Cola had announced an investment of $5 billion in India by 2020. The company has already invested around $2 billion in the country between 1993 and 2011.The investments in the country are being made to increase bottling lines, to add new bottling plants, and to enhance back-end chain infrastructure as well as marketing. Hence, In 2014 Brindavan Agro Industries (P) Ltd. has been awarded as The Best Bottler of Company for making 1 crore 10 lakhs cases. Mr. Ladhani is a visionary and a hardcore businessman who had diversified his business group by entering other industries of business, after the establishment of the Bottling Business. Mr. Ladhani has also been charitable in discharging his services to the community and the society in every possible way whether it is donations or community services. "The success of the group lies with the human resources who have made commendable efforts in every situation and delivered the desired results, thereby performing better and better over the years."
VISION AND MISSION “To become one of the fastest growing groups of India, pursuing excellence in all spheres of achieving it. With ideal diversification and innovation, the Group aims to become the most respectable, most sought after group in India where employee’s visions are fulfilled and planet is as significant as its profitability.” SALES LAPPETS To sale their products they started their sales lappets at: I. Aligarh II. Agra III. Gwalior IV. Etawaha V. Hathras VI. Mathura VII. Firozabad VIII. Menpuri
PRODUCTION OF FOLLOWING BRANDS OF COCA COLA IN BRINDAVAN AGRO INDUSTRY PVT.LTD. i. COKE ii. THUMS UP iii. LIMCA iv. SPRITE v. FANTA vi. KINLEY SODA BREIF DESCRIPTIN ABOUT THE BRANDS: COCA-COLA The world’s favorite drink and most valuable brand coca- cola has a truly remarkable heritage. From a humble beginning in 1886 in India Coca-Cola was leading soft drink till 1977 when government policy necessitated its departure. Imagination of the building strong association with cricket. Coca-Cola has been strongly associated with cricket sponsoring the World Cup in 1996 and various other tournament including Coca- Cola Cup in Sharjah. Now also every brands of Coca-Cola is going on very well.
THUMS UP Thums up is leading carbonated soft drink & most trusted brand in India. Originally introduced in 1977, Thums up was acquired by Coca- Cola Company in 1998 by Parle. Thums up is known strongly, fizzy taste and its confident, nature, and uniquely masculine attitude. This brand clearly seeks to separate the men from boys. LIMCA Limca was introduced in 1971, has the original thirst choice of millions of consumer for over 3 decades. The brand has been displacing healthy volume growth year on year and Limca continuous to be the leading flavor soft drink in the country.
FANTA Internationally Fanta, the orange drink of Coca-Cola Company, is seen as one of the favorite drinks since 1940’s.Fanta entered the Indian Market in the year 1993. Over the year’s Fanta occupied a strong market place and identified as a “the fun catalyst” perceived as fun youth brand. Fanta stands for its vibrant color tempting taste and tingling bubbles that not just up loft, feeling but also helps free. Thus encouraging one to indulge in the moment, this positive image is associated with happy cheerful and special time with friends. SPRITE Worldwide Sprite was launched in India in the year 1993 & today it has grown to be one of the fastest growing soft drink leading the clear lime category. Today Sprite s perceived as a youth icon. Why? With a strong appeal to the youth sprite for a straight forward and honest attitude. It’s clear, crisp, refresh; hung taste encourages the today’s youth to trust their instincts. Influence them to be true to who are and to obey their thirst.
PACK SIZE AND EXPIRY OF BRANDS: There are 2 kinds of bottles: KINDS OF BOTTLE QUALITY PACK SIZE EXPIRY RGB (Refilled Glass Bottle). GLASS 300 ML 250 ML 200 ML 6 Months PET Bottle. PLASTIC 500ML 600 ML 1000 ML 1.5 LITRES 2 LITRES 3 months SHIFTS: Category Hours A 7:00 AM - 3:00 PM B 3:00 PM – 11:00 PM C 11:00 PM – 7:00 AM General 9:30 AM – 5:30 PM
SOFTWARE: Every department mainly uses JAGUAR SOFTWARE but HR Department use STAR LINK TIME OFFICE and POIS PAYROLL. I. Star Link Time Office Software- This software is used to regulate and control the following information regarding employees: i. Attendance ii. week offs iii. shifts schedules (on daily/ monthly basis) iv. Overtimes v. Leaves II. Pois Payroll- In this, a transactions regarding employees and workers payment is recorded.
SOME IMPORTANT HR RULES & POLICIES: I. Working hours = 8 hours, an employee is not allowed to do more than 1 hour overtime as per law. II. Employee’s ID card: Sample format: III. Every employee shall keep his / her identity card while on duty. In case of any loss or damage, employees are expected to report and write an application for the same to HR department with an COCA-COLA Brindavan Agro Industries (P) Ltd. E.Code Name Card no. Designation Bld.Group Emrg.Cont.No. Issued by
immediate effect, if lost Rs.100 for new ID card and if any damage Rs.50 is chargeable. IV. Every employee has to get their finger registered in the finger machine, and then only ID card is given. On the basis of finger machine, entry and exit of every employees are recorded on the attendance register as well as in TIME OFFICE SOFTWARE. The register is called MUSTER ROLL. V. If an employee is working: VI. An employee is allowed only twice a month to move outside for some important work for that they are given Gate Pass (GP), after working 6 hours. VII. Some extra cards are issued to the visitors from outside 8 hrs Present 4 hrs Half day Below 4 hrs Absent RED Allowed in production as well as process area means accessible everywhere. BLUE Allowed In every area allowed except process area. WHITE Allowed only in accounts, transport and GM’s office; not in plant.
VIII. Procedures for dealing with visitors to the Company i. Employees who receive visitors will insist that they wear visitors pass issued to them. Employees are expected to attend to the visitors without making them wait for a long time. It is advisable to receive visitors normally with prior appointment. ii. All visitors, be it customers, suppliers or any other person should always be received with courtesy and extended all possible hospitality. iii. The employee concerned should receive visitors. In his/her absence, another employee should deal with the visitor from the department. IX. Personal Files and Record: i. All personal files will be prepared and stored in the HR Department. These are kept confidential and cannot be handed over to anybody, without written permission from the HR Head. ii. Any information pertaining to employees after their joining will be constantly updated.
X. Housekeeping and Workplace Hygiene: Company should maintain the highest standards of hygiene and cleanliness in its premises. This is not possible without the active involvement and cooperation of all employees. The following simple rules will help us achieve this objective: i. To enable ready access to information and documentation, employees must sort their papers and put them into files and folders. Unnecessary papers need to be shredded / disposed on a daily basis. Please avoid printing out or photocopying what is not necessary. “SAVE PAPER”. ii. Please dispose coffee cups in the pantry and not in your workstation bins since they stain the work place, smell and more importantly run the risk of attracting rats, cockroaches, etc. Employees’ cooperation is sought in the proper disposal of wastes, garbage, and trash and also in maintaining hygiene in the Pantry and Toilets. iii. Employees should put away all their work papers at the end of the day and leave behind a clean desk. This is in the interest of security and cleanliness.
XI. Dress code: i. Black pent ii. Light red shirt with dark red strips with coca-cola logo iii. Caps are also provided if needed. iv. Formal shoes for employees and safety shoes for workers are necessary. All Employees are required to attend office in Formal attire on all working days. However casual dresses (e.g. Jeans/T-shirts) may be worn on weekends or holidays. SAFETY & HEALTH MEASURES The company provides all the safety equipments like gloves, disposal caps, masks, etc. which are required by the workers who are working in the process area or lab. Without helmet no one can enter in the plant. If during work any employee or worker is injured or not well, it’s the responsibility of HR department to take that person to the hospital immediately, with that person HR Executive or Supervisor will go. Every expense will be bear by the company only.
DATE OF GIVING SALARY & WAGES 1000 manpower i. If below …………….7th of every month. ii. If above …………….between 7th to 10th of every month. LEAVES 3 TYPES OF LEAVES: i. Casual leave…..a leave which is given if an employee is having any sudden urgent work or personal work like sister’s marriage, children’s admission in school, parent teacher’s meeting, or applying for passport, rassion card, court proceeding etc. ii. Sick leave……..a leave which is given when a person is not well. iii. Earn leave……..a leave that a person actually earns after working 20 days in a month. RULES OF GIVING THESE LEAVES: i. Casual leave……………………...7 days leave in 1 year.
ii. Sick leave…………………………10 days leave in 1 year.(if leave exceed 3 days then medical is mandatory) iii. Earn leave………………………..after working 20 days in 1 month, 1 earn leave is given.(EL= No. of working Days in month /20 ) At the end of the year (If in case): i. CL or SL is remaining then those holidays will be lapse. ii. EL is remaining then those holidays will be carried forward to the next year. These all records are maintained in LEAVE REGISTER as well as in TIME OFFICE SOFTWARE. EMPLOYEE PROVIDENT FUND Employee Provident Fund EPF is an employee benefit scheme generally prescribed by a statutory body of the government which provides facilities to the employees of an organization with regard to medical assistance, retirement, education of children, insurance support and housing. In India, the Employees’ Provident Fund Organization (EPFO), which works under the Ministry of Labour and Employment, has the authority to mandate policies on EPF, pension and insurance schemes.
Here, if a person has salary: i. Above Rs.15000…………it depends on the employer he wants to cut PF or not. ii. Below Rs.15000…………then the employer’s & employee’s both contribution is must .(Only 12% contribution on basic or as per company policy ) As per law the employee blow the ceiling limit, he must fill the EPF Form. GRATUITY Gratuity is a part of salary that is received by an employee from his/her employer in gratitude for the services offered by the employee in the company. Gratuity is a defined benefit plan and is one of the many retirement benefits offered by the employer to the employee upon leaving his job. An employee may leave his job for various reasons, such as - retirement/superannuation, for a better job elsewhere, on being retrenched or by way of voluntary retirement. Here that employee who has completed his/her 5 years in the company enjoys the benefits of gratuity. For that an employee has to fill a Gratuity Nomination form (as per law).
INCENTIVES A monetary gift provided to an employee based on performance, which is thought of as one way to entice the employee to continue delivering positive results. Incentive pay may come in the form of bonus, profit- sharing, or commission Here incentives are given every month to encourage employees as well as workers working efficiency and are given in terms of cash. Every worker gets incentives between Rs 1000-Rs 2000. Certain Forms in the company related to HR are prescribed under Labour Laws and it varies from state to state like: FORMS DESCRIPTION OF THE FORM 2 P Provident fund nominations 10 Salary and Wages 11 Shifts 12 Attendance 14 Leaves F Gratuity nominations
CERTIFIACTIONS: Brindavan Agro Industries Pvt.Ltd. is honored with various renowned certificates like: ISO International Organization for Standardization is a non-profit, non- government organization, develop for product and services. These standards are accepted worldwide as the method to ensure that products and services are safe, reliable and if good quality. Brindavan Agro is certified with 2 standards of ISO: ISO 9001-2008 - Quality management. ISO 14001-2004-Environmental management. FSSC 22000-2011 The FSSC 22000 Food Safety Management System provides a framework for effectively managing your organization’s food safety responsibilities.FSSC 22000 is fully recognized by the Global Food Safety Initiative (GFSI) and is based on existing ISO Standards. It demonstrates your company has a robust Food Safety Management System in place that meets the requirements of your customers and consumers.
OHSAS 18001:2007 OHSAS 18001 is an Occupational Health and Safety Assessment Series for health and safety management system. It is intended to help organizations to control occupational health and safety risks. SGP AUDIT Supplier Guiding Principles communicate our values and expectations of suppliers and emphasize the importance of responsible workplace practices that respect human rights and comply, at as minimum, with applicable environmental and local labor laws and core international conventions. The Supplier Guiding Principles reflects our commitment to respect our commitment to respect human rights across our business system and global supply chain. GAO Quality Audit Global Audit Organization Certificate fulfills that a company is maintaining quality audit properly.
AWARDS i. Best Bottler of the yaear-1994, 2002, 2004, 2009& 2014. ii. Excellence in production-  Big Bang Award 2003,  Maxima-Minima Award 2003,  GATI Award 2012 iii.Lakshya Award H1 2009 & H1 2012. iv.Quality Excellent Award in 2009. v. Nominated for Group President’s Sustainability Award for 2011-2012 and 2012-2013[Stood 4th Position in Eurasia Group.]
CSR ACTIVITIES: Corporate Social Responsibility is a management concept whereby companies integrate social and environmental concerns in their business operations and interactions with their stakeholders. CSR is generally understood as being the way through which a company achieves a balance of economic, environmental and social imperatives (“Triple-Bottom-Line- Approach”), while at the same time addressing the expectations of shareholders and stakeholders. In this sense it is important to draw a distinction between CSR, which can be a strategic business management concept, and charity, sponsorships or philanthropy. Even though the latter can also make a valuable contribution to poverty reduction, will directly enhance the reputation of a company and strengthen its brand, the concept of CSR clearly goes beyond that. i. Here lot of world days are celebrated like: World water day. World Safety Day
World Environment Day Women’s Day On every world day, a poster competition is organized by the company from labor to employees, employees to top managements participates. And whoever wins they get prizes. ii. Blood donation camp is organized. iii. Medical checkup camp for every person in the company. iv. On world environment day, every employee as well as worker plant tress. v. Brindavan AGRO SUPPORTS MY SCHOOL CAMPAIGN in which basic amenities like toilets, access to water, sports infrastructure ,chair, fans, table etcs. are provided to the school. vi. Creating rain water harvesting facilities at school levels. vii. 2 big villages are adopted by Brindavan agro for the welfare basis.
viii. Brindavan agro members are educating women of the villages. ix. Visitors are also treated very well with good refreshments, free visiting in plant conveying knowledge.
HUMAN RESOURCE DIVISION HR is a key to ensuring: An Organization, that provides a competitive advantage by being simple, aligned and efficient. A Culture centered on the employee and characterized by diversity, generosity and an international mindset. Leaders, Who have a passion for business, excel at empowering people and never compromise on ethical standards. . People, Who perform at the peak of their ability because they feel a sense of mission, accomplishment and growth.
ORGANIZATIONAL STRUCTURE OF BRINDAVAN AGRO INDUSTRY PVT.LTD. SO Incharge Executive Electricia n Fitter Operator Supervisor Foreman Jnr. Executive Operator General Manager HR Mngr Finance Mngr Admin. Mngr Prod. Mngr Quality Mngr Electrical Mngr Maintenance Mngr Store& Purchase Mngr Shippi ng Mngr Snr. Executive Acct. Officer Snr. Executiv e Snr. Engg. Deputy manager Snr. Engg. Snr. Engg. Incharge Deputy manager Executi ve Executi ve Executiv e Engg. Asst. Manager Engg. Engg. Purchase r Supervis or Supervi sor Cashier CSO Superviso r Snr. Executi ve Jnr. Engg. Operator Keeper Incharge
CHAPTER 04 RECRUITMENT AND SELECTION AT BAIPL
RECRUITMENT AND SELECTION AT BRINDAN AGRO INDUSTRIES PVT.LTD. As we know recruitment refers to the process of finding possible candidates for the job or function, usually undertaken by recruiters. It also may be undertaken by the employment agency or a member of staff at the business or organization looking for recruits. And Selection is a process by which candidates employment are divided in to two classes those who will be offered employment and those who will not. There is a general process of recruitment and selection that companies follow. Recruitment and selection process varies from companies to companies, country to country. In Brindavan agro industries Pvt. ltd. recruitment and selection is done by a specific process and which is very much modern. It starts with the manpower planning and ends with appointment and after that they arrange training and development program for the employees to develop their skill and be able to understand the working environment. In true sense they follow a developed recruitment process for selecting right people in right place. Role of HR in Recruitment and Selection process starts now: In Recruitment and Selection process the main role is played by HR Division. The process starts with manpower requisition and end with appointment. When there is a need of manpower, the required departments send the manpower requisition to HR consist the approval of GM. Then HR starts the process. The process include some step or task that done by a sequential order. First step is manpower requisition. It comes from the division who has vacancies. It can be replacement or for the new candidates. In the second step the requisition comes to HR department. Then the third step starts, HR give advertisement for the job. After collecting CVs HR starts sorting suitable CVs for that post. After sorting of CV the forth step starts. The candidate has to face interview, sometimes they have to face two interviews. After interview a candidate is selected by the interviewers. Then comes reference check step. It is the fifth step. Lastly in sixth
step selected candidates fill up joining forms and then he/she gets the appointment letter. This is the procedure that HR follow to recruit people. Here the recruitment and selection is totally control by HR Division. HR Division makes the policy for recruitment and selection and also takes decision sometimes that a department required manpower. When the requisition comes HR starts the process. HR also supervise that Recruitment and Selection are not simply mechanisms for filling vacancies rather they are viewed as the key factor for suitable placements. For a better recruitment and selection process HR arrange some work like: - collecting suitable and better CVs. - arranging interviews. - Background checks and enquiries. - Appointment letter Basic Rule of Recruitment in Brindavan Agro For recruitment Coca-Cola HR follow some rules. These rules are set up by HR for the better of recruitment. The rules are: i. Here Recruitment is to hire the right kind of people at the right place selecting them through an effective process from the pool of candidates in the job .market. Effective recruitment shall ensure competency and high quality performance of the whole organization.  ii. Recruitment does not allow any favor or preferential treatment to anyone. iii. No one who is minor (below 18 years) can be hired as an employee on regular, contract or temporary status. iv. Under no circumstances a regular or contract employee of any other organization is allowed to undertake regular or long-term employment.
Recruitment & Selection Process at BRINDAVAN AGRO The Process of recruitment and selection consist of number of sequential steps. The following picture can show the process very clearly: Human Resource planning Manpower Requisition Joining Collecting CVs from sources:  Referrals  Internet  Advertisements  Private agencies Offer letter & Acceptance Sorting CVs that are suitable for the job. Background Checks & Enquiries. Interviews Final Selection & Salary Negotiation
Recruitment and Selection are not simply mechanisms for filling vacancies rather they are viewed as the key factor for suitable placements. With a view towards placing the right person at the position, in Brindavan agro following procedures in Recruitment and Selection will be practiced: I. Manpower Planning: Based on the HR Planning respective Division/Department Head will inform HR on personnel requirement through Manpower Requisition form, after obtaining necessary approvals from the General Manager. Employment Requisition Form must contain a JTOR (Job Terms of Reference), comprising Job Description and Job Specifications / Requirements of the position. If there is need of manpower in any division they will submit that in written form and on the basis of such requirement HR Division will prepare the upcoming recruitment plan of each Division/Department. Manpower may be needed within 2 days, 10 days and so on. Requisition form contain some information like  Name of the position  Status of the employment (replacement/fresher)  Job description  Job specification  Approval of the GM When the approval comes to HR, the process begins by collecting suitable candidates from sources it can be replacement or for the new candidates. First and foremost step of recruitment is collecting CVs from sources. The sources mainly used here are:  Internal References  Data Bank  Internet job site is used i.e., Naukri.com  Advertisements  Private agencies.
Here, there are three kinds of candidates they are: a. Skilled- candidates having knowledge and qualifications. b. Semi-skilled- candidates having knowledge but qualifications at least 10th pass. c. Unskilled- candidates with no knowledge, no qualifications Sources: i. Referral Basis, Here first and most often preference source used is candidates are taken on referral basis because mostly unskilled and semi-skilled people are required if existing employees know their friends or relatives or colleagues who could successfully fill the vacancy so they are first to be approached. And if requirement is of skilled candidates (knowledge and qualifications both) then external sources are used mean collecting CVs from outside. When there is a need to fill the senior position like Managers, Senior Managers and Above Positions in that case General Manager’s approval is necessary. All candidates who are coming on referral basis will have to go through with the same overall processes which are meant for others too. The most imperative thing, there is no guarantee that the candidates who are coming on referral basis they will be selected, if they are eligible for the respective post then only they will be selected. ii. Naukri.com, now a day every company has a tie-up with some of the well known websites and they collect CVs by those websites. Ever there is lots of job website and company can
send advertisement over there. Generally Brindavan Agro gives advertisement in www.naukri.com. The interested candidates whose profiles match with the requirements can apply for job over the net. iii. Data Bank, some companies has their own data bank. In this bank HR keeps the CVs of those candidates who were not selected and were good .Whenever there is a need of manpower,HR will make a call to confirm if they are still interested in doing job in our company ,if anyone is interested will be called and with basic introduction will be hired. iv. Advertisement is a well known and worldwide accepted source of recruitment. Like other company Brindavan Agro also has a career website from where applicants can fill up an application forms. When the job requirement is matched with the applicant’s CV then HR selects these applications for recruitment. As the recruitment sources are decided HR starts sorting suitable CVs job description for that post. The candidates whoever are suitable are called for the further Selection process. II. Pool Decision: After sorting CVs, candidates are called in the plant only for the further process. They are told to fill the application form and submit it in the reception area. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. They wait in the waiting room unless they are not called.
III. Interview Basically for the unskilled or semi-skilled candidate’s interview – HR and Consultant department takes the interview and for the skilled candidate with HR and Consultant department, GM also takes the interview. Interview includes two parts:  Comprehensive interview- Ist part of interview is comprehensive interview which is handled by HR Department when a candidate come for the interview first of all he is called in HR Department. The HR Head asks his/her Basic introduction, work efficiency and knowledge If HR is not satisfied they won’t move on the IInd part of the interview, as question round is over they will say simply THANK YOU and the next candidate is called and if they are impressed with the candidate they will move to IInd part of the interview.  Technical Questioning Round- Moving on to 2nd part of interview from here the candidate who is selected in 1st round will be taken to respective consultant department where there is vacancy. The technical round will handled by the respective consultant department, that the candidate will be asked technical questions. Questions may focus on his/her previous work or on real/hypothetical technical problems. It seen that the candidate proves himself/herself but also they admit to what they don’t know.
 Final Selection & Salary Negotiation- And if a candidate is selected in 2nd round also then the 3rd part is salary negotiation which is totally handled by HR Division in which questions regarding how much salary he/she was getting in previous company? On the basis of the previous salary and his/her work experience, the salary is decided. This time HR discuss about few things like:  salary,  location  post In Brindavan Agro, if the interview is for skilled candidates or fresher, is evaluated on the basis of RATING SCALE METHOD. In RATING SCALE METHOD, the HODs rate the employee’s interview performance itself on a labeled numeric measuring scale. Rating scales are perhaps the most commonly used method of evaluating an employee’s interview performance. On the basis of this scale a candidate is judged whether he/she is eligible or suitable to fill the vacancy. But before we use a rating scale to rate an employee’s interview, we need to:  Identify that on what parameters the interview will be evaluated.
In Brindavan Agro, on the basis of the 12 parameters a candidate is evaluated.  Personality- General Behavior & manners evidencing grooming & a balance mental maturity.  Intelligence- Mental alertness & capability, clarity of thought.  Job knowledge- Conceptual understanding of job.  Experience- Quality & quantity of know how & skills as evidenced from past achievements.  Communication- Ability to convey ideas to others in writing & orally.  Attitude- Positive mental outlook & disposition in relating to people & ideas.  Initiative- Ability to pursue goals on won accord.  Analytical ability- Ability to identify & evaluate all possible options.  Leadership- Ability to provide direction & persuade others to enthusiastically follow.  Achievement orientation- Motivation for accomplishment.  Job fit- Suitable to occupy the current job.
 The HODs develop the rating scale itself (design a rating scale for job interview basis evaluation) Rating scale is design in 5-point scale:  1= Excellent means exceeds requirements for the job vacancy.  2= Good means meets all requirements.  3= Average means meets most requirements.  4= Below Average means meets some requirements.  5= Poor means does not meet any requirements. Final Approval Like the requisition for appointing candidate, the approval of GM is needed. This time HR sends the approval to GM. that these candidates are selected in interview for this position and they are going to appoint these candidates for the post. Reference Checks When a candidate is selected for the job, his or her given reference has been checked by HR. Reference check may be conducted by HR Division upon acceptance of offer. Subject to satisfactory response joining will be accepted.
Offer Letter & Acceptance At last after reference is checked, the offer letter for the candidate has been issued. After that the candidate gets the call that he or she has been appointed and he or she has to collect the letter from HR. But sometimes situation arises when a candidate does not come to collect offer leter, may be he got much better offers from other job or whatever reasons. Then HR makes a confirmation call that he/she will join or not and gives time limit to that candidate that up to this day or date he/she must give his/her confirmation. If a candidate confirms that he/she is not joining, another candidate is selected who was kept on hold or standby means at the time of interview a backup is also made. With the final selected candidate a secondary candidate is also selected, if in case that selected candidate will not join due to whatever reason the candidate who was kept on hold or standby will be selected. The HR calls the secondary candidate, basic introduction will be there and offer letter will be issued to him/her. Joining The joining also has some procedure. In time of joining at first the candidates have accept the offer letter by signing it. When all this formalities are over the candidate will become one of the members of Coca-Cola. He join the company and induction starts, where HR Executive explains him the rules & regulation of the company his/her duty hours, how many leaves are allowed, profession timing, etc. Then the HR Executive takes the new employee to the consultant department, that department manager or executive explains him/her about the job he/she’ll be doing.
Recruitment Cycle Human Resources Division will take minimum 2 Days & maximum 15 Days to complete a recruitment process. Recruitment of Contractual & Others This policy governs the appointment of individuals on Contract/Causal basis and through Third Party service providers. Prior to process the employment on the above category, the Division/ Department concerned must obtain approval from the General Manager. The manpower requisition must contain the job specification with justification of the need along with the period. Contract Appointment i. Jobs which are temporary in nature and is likely to be for a limited period or need is for a long term but cannot be hired on a permanent basis due to headcount restrictions. The period of appointment will be of 1 (one) year to maximum 3 (three) years or it depends on the contractor. ii. Standard terms and conditions similar to permanent employee especially adherence of code of business ethics, confidentiality and full time engagement clauses must be included. iii. On no conditions or situations a contract employee is made permanent. iv. A contract employee will be entitled to get salary, wages, benefit as per UP minimum wages act. by their contractor only.
v. A contract employee’s personal files related to salary, wages, etc are maintained by HR. Casual Appointment i. Jobs that are totally causal in nature and are required for a short period (maximum 1 year) to cater the additional influx of work or emergency exigencies or filling up a permanent position that is temporarily vacant. ii. Casual appointment should be for a fixed period or until the completion of the special job/project and cannot be for long periods. Employing divisions/ department must obtain approval from the Division/ Department Head justifying the need, specifying the number of personnel and the required background. HR will process the hiring. iii. No written contract is required. Appointment will be on a daily worked basis. iv. The HR Executive will do the necessary arrangements for recruitment and appointment of Casuals keeping HR & Administration informed. v. Casual employee will not be eligible for any other standard benefits of the company and the payments can be on a daily/weekly/monthly basis. Recruitment for Fresher For a fresher, a profession period is 1 year. The candidates have to face the interview and if they get selected then they will be directly hired as fresher
CHAPTER 05 FINDINGS
Findings Brindavan Agro Industries Pvt.Ltd. Recruitment: 1. Brindavan Agro Industries Pvt. Ltd. mainly emphasizes on internal and external sources for recruitment. For the recruitment process Brindavan Agro mainly focuses on referral basis, naukri.com, data bank as well as advertisements.  IJPs: Internally the organization discloses the positions of the job and announces it to all current employees as IJPs. Nature of the position and the qualification needs for the job is described in the announcement so that the interested candidates can apply. Or sometimes informal communication among the managers also leads the discovery for the best candidates who are working in the other department of the firm. But the process is same for every applicant.  Referral Programme: All candidates who are coming on referral basis have to face the same overall processes which are meant for others too. The most imperative thing, there is no guarantee that the candidates who are coming on referral basis will be selected. The employee who gives the reference of any candidate is not entitled to get any benefit like bonus or something.
 Naukri.com : Brindavan Agro gives advertisements in www.naukri.com. The interested candidates whose profiles match with the requirements can apply for job.  Data Bank: In this bank HR keeps the CVs of those candidates who were not selected and were good .Whenever there is a need of manpower,HR will make a call to confirm if they are still interested in doing job in our company ,if anyone is interested will be called and with basic introduction will be hired.  Advertisements: Brindavan Agro also has a career website from where applicants can fill up an application forms. When the job requirement is matched with the applicant’s CV then HR selects these applications for recruitment. 2. Based on employee skills, educational background, experience of work; employee can be recruited in the organization. 3. Fresher/Interns/Trainees are recruited based on their performance. It depends upon the vacancy.
Selection: 1. Brindavan Agro has a structured and standard selection process. This is strictly followed by the selection board that is empowered by the organization. 2. After sorting CVs, the selection process is done by the selection criteria. The selection process takes place in the following order:  After sorting CVs, candidates are called in the plant only for the further process. They are told to fill the application form and submit it in the reception area and are told to wait at the reception.  The candidates are called for the interview. This interview includes some comprehensive as well as technical questions. The HR Head asks his/her Basic introduction, work efficiency and knowledge If HR is satisfied then only they’ll move towards the IInd part of the interview. The technical round is handled by the respective consultant department, that the candidate will be asked technical questions. Questions focus on his/her previous work or on real/hypothetical situation  The interviews are evaluated on the basis of RATING SCALE METHOD. On the basis of this scale a candidate is judged whether he/she is eligible or suitable to fill the vacancy. Identify that on what parameters the interview will be evaluated. The parameters are:
Personality, Intelligence, Job knowledge, Experience, Communication, Attitude, Initiative, Analytical ability, Leadership, Achievement orientation, Job fit. Rating scale is design in 5-point scale.  And if a candidate is selected. This time HR discuss about few things like: salary, location as well as post. In this, questions regarding how much salary he/she was getting in previous company? On the basis of the previous salary and his/her work experience, the salary is decided. 3. Once the recruitment and selection process is done. Offer letter are rolled out only after reference checks are being done. 4. Contractual as well as casual employees are hired.
CHAPTER 06 LIMITATIONS
Limitations Every project has limitations and it is wise to point them out instead of glossing over them, this project also has some limitations:  The main limitation of the study is the collection of information because most of the information was confidential so they don’t want to disclose the information.  Information took much time to get collected as there were no records related to project title.  Time was a constraint, as I was given only 45 days to understand overall recruitment & selection process of the company, so it was not possible to have in-depth knowledge of the same.  Due to time constraint the study is restricted only to limited respondents.
CHAPTER 07 CONCLUSION .
Conclusion Recruitment is an important issue for any organization. Recruitment and selection allows an organization to assess the vacancy and choose the best personnel who will lead the organization in future. So the organization should give more emphasize on selecting a person. A person who can carry forward the organization in terms of development, values and ethics. Mainly the precious resource for any organization is their knowledge based efficient workers. The organizations should more cautious on this issue to ensure the ethics. From the above discussion we can easily understand that Brindavan Agro Pvt.Ltd is one of the top bottling plants of Coca-Cola in India. It covers the whole India by its network. There are many product and services of Brindavan Agro is available in Market. At this moment the Plant is in growing position. But the strategies of the plant will make the plant “number one” Bottling plant of India. So we can easily find out the Human resource practice, recruitment and selection process, employee satisfaction and relations at Brindavan Agro is a developed and effective one. For making the process more effective Brindavan Agro should analyze the recruitment and selection process of other Bottling Plants of home and abroad. That can make Brindavan Agro perfect in recruiting people and the plant will get efficient professionals as well as workers which will increase the productivity as well as revenue. The most important key source factor of Brindavan Agro Pvt.Ltd. is its efficient human resource. Moreover, its decisions are based on facts from market research and coverage survey. The company also monitors it's competitor's activities and is proactive in marketing decisions.
CHAPTER 08 RECOMMENDATIONS
Recommendations i. Recruitment Software: Successful employment planning is designed to identify an organization human resources need. Brindavan Agro can use Human Resource Planning software to simplify the processes; which type of qualified employees they have; forecast future requirement of qualified employees. ii. Emphasizing on internal candidates and grooming them: Most of the time, Brindavan Agro filled the vacant positions from outside. But they can fill these by IJPs form time to time. They rely majorly on referral basis for recruiting purpose. They must attempt to develop their internal employees for higher positions. iii. Intensive and thorough background investigation: HR department should undertake a background investigation of applicants who appear to offer potential as employees. They should verify an individual legal status to previous work through checking credit reference, criminal records and so on. iv. Policies sync between Letter and Spirit : HR Department should try to implement their policies with full spirit. It should not only be on paper. Often happens, on one hand policies are made but employees are unaware. They don’t know what are the policies or why these policies been made, etc.
On the other hand, if policies are made and everyone is aware, just for sake of formality that should not be implemented, implementation should be with full spirit, zeal and enthusiasm. v. Proper scheduling of interviews: Candidates who are coming for the interviews should not wait in the waiting room for too long.Prpoer scheduling for interviews should be done.
CHAPTER 09 BIBLIOGRAPHY
Bibliography: 1. Human Resource Management college slide Human Resource Planning by Dr.Nidhi S.Bisht 2. www.coca-cola.com 3. Company Magazines 4. Sustainability (CSR) Report of Brindavan Agro Industries Pvt.Ltd.
CHAPTER 10 ANNEXURES I & II
SAMPLE OF APPLICATION FORM OF COCA-COLA APPLICATION FORM Application For The Post Of: Name:……………………………………………………………. Date of Birth (Enclose Proof): ……/……/……. Age: yrs…….… Contact Number: Present Address: …………………………………………………. ……………………………………………………………………. ………………….Phn.No…………………………………………. Permanent Address : ……………………………………. ……………………………………. ……………..Phn. No……………............... Father’s/Husband’s Name :………………………………………. Father’s/Husband’s Profession :……………………………………….. Emergency Contact Number :……………………………………….. Marital Status :Married/Single No. of children& Age Date of Marriage : Blood Group: …………… Pan Card No. :……………. Driving License No……………. Family Details: S.No Name D.O.B. Relation With Employee Education Qualifications(Increasing Order): Examination Passed Name of Institute/University Year of Passing Class/Rank obtained (Enclose Certificate copies in support of the qualifications mentioned above)
Any Certificate Course :………………………………………….... :…………………………………………… Total Experience : Years Months Experience Details(Starting from Present) : Organizations Served. Position Held Reporting to Serving Period Duties Performed Reason for Leaving (Enclose proof in support of above experience) REFEREES Give names, address and contact numbers of three persons known to you for the last past years. S.No. Name Address Contact number All the particulars mentioned above are true and best of my knowledge and the copies of certificates enclosed are genuine. Place: (Signature of Applicant) Date:
The Coca-Cola Interview Evaluation sheet is given below: Interview Evaluation Sheet S.No. Criteria 1 2 3 4 5 Remarks 1 Personality 2 Intelligence 3 Education 4 Job knowledge 5 Experience 6 Communication 7 Attitude 8 Initiative 9 Analytical Ability 10 Leadership 11 Achievement Orientation 12 Job Fit Overall Assessment Name of candidate: Position: Date of interview: Interviewed by:
1=Excellent 2= Good 3= Average 4= Below Average 5= Poor Exceeds Requirement Meets all Requirements Meets most Requirements Meets some Requirements Does not meet any Requirements Decision: Selected Rejected Wait Listed Reasons: HOD Signature G.M.Plant Signature Present Salary: Salary Offered: Joining Time: Remarks

More Related Content

PDF
PROJECT - TRAINING AND DEVELOPMENT
Muzaffar Mohammed
 
PPTX
Ecommerce daraz
Deepak Rajak
 
PPTX
New marketing realities.
Nikhil Deshmukh
 
PPTX
Akshay patra
Vishnu Rajoriya
 
DOC
REPORT ON EMPLOYEE SATISFACTION
Dhaval Prajapati
 
DOCX
Project report on- "A study of digital marketing services"
MarketerBoard
 
DOCX
Recruitment And Selection Process Of Assignment / Report
Fakrul Hassan
 
DOCX
Honda cars
Sunny Singh
 
PROJECT - TRAINING AND DEVELOPMENT
Muzaffar Mohammed
 
Ecommerce daraz
Deepak Rajak
 
New marketing realities.
Nikhil Deshmukh
 
Akshay patra
Vishnu Rajoriya
 
REPORT ON EMPLOYEE SATISFACTION
Dhaval Prajapati
 
Project report on- "A study of digital marketing services"
MarketerBoard
 
Recruitment And Selection Process Of Assignment / Report
Fakrul Hassan
 
Honda cars
Sunny Singh
 

What's hot (20)

PDF
Analysis of recruitment and selection process
Neethu yadav
 
DOCX
Summer internship project hr mba mms
Sria
 
PDF
Employee Attrition Rate, MBA HR, Final Project Report.
GK Sinha
 
DOCX
Project Report on Performance Appraisal (College Copy)-Final
pmpankajpm
 
DOCX
summer internship report - sourcing and recruitment
SwetaSaroha
 
PDF
Sip Project Report
spragyaa
 
PDF
Recruitment and Selection Summer Internship Project Report
Rahul Maheshwari
 
PDF
Project report on Employee Satisfaction
Megha Sanghavi
 
PDF
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...
PS NEEMISH
 
DOCX
Project (employee engagement)
anuchin
 
DOCX
Employee engagement report
SripRiya Iduri
 
DOC
SUMMER TRAINING PROJECT ON HUMAN RESOURCE
Anurag Chakraborty
 
DOC
Final Project Report on Recruitment & Selection
Mdsamim143
 
PPTX
Hindustan Unilever Limited Performance Management System
Smrity Mishra
 
DOCX
Employee motivation FOR MBA FROJECT
John Ap
 
DOCX
Project report on evaluation of recruitment and selection process
Elina Pari
 
DOCX
hr project
bignu000
 
DOC
Mba project on recruitment and selection process
Anil Kumar Singh
 
DOC
Hr project recruitment %26 selection
AmAndeep SinGh BeDi
 
PPTX
Mahindra & Mahindra HRM PPT
Ajit Gupta
 
Analysis of recruitment and selection process
Neethu yadav
 
Summer internship project hr mba mms
Sria
 
Employee Attrition Rate, MBA HR, Final Project Report.
GK Sinha
 
Project Report on Performance Appraisal (College Copy)-Final
pmpankajpm
 
summer internship report - sourcing and recruitment
SwetaSaroha
 
Sip Project Report
spragyaa
 
Recruitment and Selection Summer Internship Project Report
Rahul Maheshwari
 
Project report on Employee Satisfaction
Megha Sanghavi
 
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...
PS NEEMISH
 
Project (employee engagement)
anuchin
 
Employee engagement report
SripRiya Iduri
 
SUMMER TRAINING PROJECT ON HUMAN RESOURCE
Anurag Chakraborty
 
Final Project Report on Recruitment & Selection
Mdsamim143
 
Hindustan Unilever Limited Performance Management System
Smrity Mishra
 
Employee motivation FOR MBA FROJECT
John Ap
 
Project report on evaluation of recruitment and selection process
Elina Pari
 
hr project
bignu000
 
Mba project on recruitment and selection process
Anil Kumar Singh
 
Hr project recruitment %26 selection
AmAndeep SinGh BeDi
 
Mahindra & Mahindra HRM PPT
Ajit Gupta
 
Ad

Similar to SIP PROJECT REPORT (20)

PDF
Hr recruitment and selection process in reliance communication
saranya mano
 
DOCX
Coromandel project report
sonam
 
PDF
A_PROJECT_REPORT_ON_RECRUITMENT_AND_SELE.pdf
SambhramBasu1
 
PDF
A PROJECT REPORT ON RECRUITMENT AND SELECTION
Jasmine Dixon
 
DOCX
recruitment and selection process VIVA TOYOTA (project work)
venucuteguy
 
PDF
A STUDY ON RECRUITMENT AND SELECTION PROCESS nandini gupta new updated (1).pdf
PrinceVerma938105
 
DOCX
A_SUMMER_TRAINING_REPORT_ON_RECRUITMENT.docx
Ravinderpunia4
 
DOCX
Recruitement And Selection Process
Ayesha Sultana
 
DOCX
Pooja MBA (2015-2017)
Pooja Singh
 
PDF
Effectiveness of recruitment process and analysis of employess settlement
Supa Buoy
 
PPT
icici
jayant24
 
PDF
Project on recruitment and selection process
ankit kumar
 
DOCX
Summer Training Report on recruitment channels evaluation
sunil pandey
 
DOCX
project sash
SASMITA BASA-DM
 
DOCX
project sash
SASMITA BASA-DM
 
DOCX
Internship report on appollo ispat complex on hrm
Ridwan Islam
 
PDF
A STUDY ON RECRUITMENT AND SELECTION ON - ABB
aadesh42
 
DOCX
40092775 project-report-on-recruitment-and-selection-by-preeti-converted
DeepVyas25
 
DOCX
HR RECRUITING Summer internship programme zinat
Zinat Jahan
 
DOCX
Recruitment prjt report mansi
Jimit Shah
 
Hr recruitment and selection process in reliance communication
saranya mano
 
Coromandel project report
sonam
 
A_PROJECT_REPORT_ON_RECRUITMENT_AND_SELE.pdf
SambhramBasu1
 
A PROJECT REPORT ON RECRUITMENT AND SELECTION
Jasmine Dixon
 
recruitment and selection process VIVA TOYOTA (project work)
venucuteguy
 
A STUDY ON RECRUITMENT AND SELECTION PROCESS nandini gupta new updated (1).pdf
PrinceVerma938105
 
A_SUMMER_TRAINING_REPORT_ON_RECRUITMENT.docx
Ravinderpunia4
 
Recruitement And Selection Process
Ayesha Sultana
 
Pooja MBA (2015-2017)
Pooja Singh
 
Effectiveness of recruitment process and analysis of employess settlement
Supa Buoy
 
icici
jayant24
 
Project on recruitment and selection process
ankit kumar
 
Summer Training Report on recruitment channels evaluation
sunil pandey
 
project sash
SASMITA BASA-DM
 
project sash
SASMITA BASA-DM
 
Internship report on appollo ispat complex on hrm
Ridwan Islam
 
A STUDY ON RECRUITMENT AND SELECTION ON - ABB
aadesh42
 
40092775 project-report-on-recruitment-and-selection-by-preeti-converted
DeepVyas25
 
HR RECRUITING Summer internship programme zinat
Zinat Jahan
 
Recruitment prjt report mansi
Jimit Shah
 
Ad

SIP PROJECT REPORT

  • 1. Summer Internship Report On Recruitment & Selection Process Coca-Cola Submitted to: - Submitted by:- Prof. Dr. Nidhi S.Bisht Ekta Chawla PGDM (2014-2016) Roll No: - 1401022 Shri Ram Murti Smarak International Business School Lucknow- Kanpur Highway, Unnao
  • 2. DECLARATION FORM I hereby declare that the Project work entitled RECRUITMENT AND SELECTION PROCESS submitted by me for the Summer Internship during the Post Graduate Diploma in Management Program to Shri Ram Murti Smarak International Business School is my own original work and has not been submitted earlier either to SRMS IBS or to any other Institution for the fulfillment of the requirement for any course of study. I also declare that no chapter of this manuscript in whole or in part is lifted and incorporated in this report from any earlier / other work done by me or others. Place: Lucknow Signature of the student Ekta Chawla Date: 10-July2015 Name of Student : Ekta Chawla Address : 34 Km on NH-25, Lucknow-Kanpur Highway Ashakhera, Unnao- 209 859, U.P.,
  • 3. ACKNOWLEDGEMENTS I take this opportunity to express my profound gratitude and deep regards to the Director and faculties of SRMSIBS for their exemplary guidance, monitoring and constant encouragement throughout the course of PGDM. The blessing, help and guidance given by them, time to time shall carry me a long way in the journey of life on which I am about to embark. I am also thankful and acknowledged to Mr.DAYAKANT VERMA- HR HEAD for his cordial support, valuable information and guidance, which helped me in completing this task through various stages. I would also like to thank the staff members of Brindavan Agro Industries (P) LTD, for the valuable information provided by them in their respective fields. I am grateful for their cooperation during the period of my project. I would extend my heartfelt gratitude to my faculty mentor Prof. Dr. Nidhi S. Bisht who guided me throughout the project and gave me valuable suggestion, moral support and encouragement. Lastly I thank almighty, my parents and my relatives for their constant support.
  • 4. INDEX CHAPTER No. TITLE 1 2 3 4 5 6 7 8 9 10 Executive Summary Introduction Research Methodology Company Profile  Human Resource Division of BAIPL Recruitment & Selection at BAIPL. Findings Limitations Conclusion Recommendations Bibliography Annexure
  • 5. EXECUTIVE SUMMARY As a part of academic requirement and fulfilling my PGDM program, I have been assigned to complete internship report on “Recruitment and Selection process of Brindavan Agro Industries Pvt.Ltd. under the guidance of Prof.Dr.Nidhi S.Bisht. “Recruitment and Selection process” is a segment of human resource process. I have undertaken the project of Human Resource to learn and have a look on Recruitment and Selection program of a company. I have divided this report in some sub segments. As a young intern in a reputed Bottling Plant of Coca- Cola like “Brindavan Agro Industries Pvt.Ltd” I have tried my best to go through their Recruitment and Selection process within little tenure of 1.5 months. The report starts with a general introduction “COCA-COLA” Then this report proceeds onto the preliminary talk about “Brindavan Agro Industries Pvt.Ltd.”. Brindavan Agro is one of the top bottling plants of Coca-Cola in India. At first I introduced with the birth & history of Coca- Cola then I started its journey and principles of Coca- Cola in India. Then the introduction of Brindavan Agro Industries Pvt.Ltd. I have shown its vision & mission, HR policies as well as rules of the plant, certifications, and CSR activities. Then the objectives, need, scope of the studying Recruitment & Selection Process. Afterward here discuss about “Brindavan Agro Industries Pvt.Ltd” different Division and Department. Then the report proceeds with my main focus of the report- Brindavan Agro’s Recruitment and Selection process” describing the different steps of it. The first part is manpower requisition and each department gives requisition according to its HR planning to HR Department. After getting approval from GM, advertisement is given internally within the organization or in external media like naukri.com & private agencies.
  • 6. Following steps are arranged: sorting suitable CVs, taking one or more interviews, and finally background checks & enquiries. A detail elaboration of selection of best candidate has been added in the project part and the contribution of HR department for selecting the most eligible employees for Brindavan Agro has been highlighted. In this report, some other important topics of their HR division are also discussed like HR hierarchy, the environment within the organization, recruitment cycle, etc. After completion of this report it can easily say that efficient, competent and active part in Recruitment and Selection process take a plant to the peak of the success.
  • 8. THE HISTORY OF RECRUITMNT AND SELECTION Early History The U.S. Army in World War practiced some early methods of selection, using the IQ test to place recruits in specific positions. This use of a standardized test to rank individuals became adopted by many companies. Legislative Effects According to the Department of Labor, current interview practices must be structured to respect these protected classes. Modern Day Selection Modern day selection techniques revolve around finding the applicant most suitable for the position. Today for "Recruitment and Selection", 94 percent of companies use behavioral interviews to rank their applicants. These questions select applicants with the best skills for the position.
  • 9. RECRUITMNT AND SELECTION PROCESS. Recruitment Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. It is undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programmes. Depending on the size and practices of the organization, recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. Alternatively, parts of the process may be undertaken by public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies. The use of internet-based services and computer technologies to support all aspects of recruitment activity and processes has become widespread and has revolutionized recruitment activities ranging from recruitment agencies sourcing candidates through online job boards and social media, or human resource professionals using assessment or job simulation programs as part of the selection process. There are several pieces to the recruitment and selection process: sourcing candidates, reviewing and tracking applicants, conducting interviews and selection for employment.
  • 10. Job analysis The proper start to a recruitment effort is to perform a job analysis. Job Analysis is the systematic process of collecting information that identifies similarities and differences in the work. Job description This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success. A job description could be used as a job indicator for applicants for a job. Job specification A job specification goes beyond a mere description - in addition, it highlights the mental and physical attributes required of the job holder. For example, a job specification for a trainee manager's post in a retail store included the following: 'Managers at all levels would be expected to show responsibility. The company is looking for people who are tough and talented. They should have a flair for business; know how to sell, and to work in a team.' Job analysis, description, and specification can provide useful information to a business in addition to serving as recruitment instruments. For example, staff appraisal is a means of monitoring staff performance and is a feature of promotion in modern companies. In some companies, for example, employees and their immediate line managers discuss personal goals and targets for the coming time period (e.g. the next six months). The appraisal will then involve a review of performance during the previous six months, and setting new targets. Job details can serve as a useful basis for establishing dialogue and targets. Job descriptions can be used as reference points for arbitrating in disputes as to 'who does what' in a business
  • 11. Latest Trends in Recruitment i. Outsourcing The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. in turn, the outsourcing firms or the intermediaries charge the organizations for their services. ii. Poaching/Raiding “Buying Talent” (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent
  • 12. from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. iii. E- Recruitment Many big organizations use internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or CV’s through e mail using the internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements. Employees well selected and well placed would not only contribute to the efficient running of the organization but also offer significant potential for future replacement.
  • 13. SOURCES OF RECRUITMENT A. Internal Sources Best employees can be found within the organization. When a vacancy arises in the organization, it may be given to an employee who is already on the pay-roll. Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organization to work hard. The employees can be informed of such a vacancy by internal advertisement. The most common internal sources of internal recruitment are: Inside Sources of Candidates 1 2 Notice boards Personal recommendations 3 Company’s newsletters/magazines Locating Inside Candidates
  • 14. 1) Personal References- The existing employees will probably know their friends or relatives or colleagues who could successfully fill the vacancy. Approaching them may be highly efficient method of recruitment but will almost certainly offend other workers who would have wished to have been considered for the job To keep employees satisfied make sure that potentially suitable employees are informed of the vacancy so that they can apply. Also anyone else who is likely to be interested is told about it as well so that they can apply for the job. 2) Notice Boards – This is the convenient and simple method of passing on important messages to the existing staff. A job advertisement pinned to a notice board will probably be seen and read by a sufficient number of appropriate employees at little or no cost. However many of the staff will probably not learn of the vacancy in this way either because the notice board poorly located or is full of out dated notices that they don’t bother to look at it, as they assume there is nothing new to find out. A notice board must be ensured that it is well suited. Wherever it is been placed it should be certain that it is seen by everyone. It means there must be equal opportunity to see to it and this happens when they kno0w that just important topical notices are on display. Attention must be paid to the design and contents of the notice if it is to catch the eye and make the employee read on and then want to apply for the job. 3) Newsletters – Many companies regularly produce in-house newsletters, magazines or journals for their staff to read. It is hoped that latest company news sheet is read avidly by all staff thus ensuring that everyone is aware of the job opportunity advertised in it. Unfortunately this is not always so, because it is sometimes not circulated widely enough and employees may find it boring and choose not to read it. Newsletter can be utilized as the source of recruitment if it is convinced that everybody will see a copy.
  • 15. B. External Sources All organizations have to use external sources for recruitment to higher positions when existing employees are not suitable. More persons are needed when expansions are undertaken. There are many sources to choose from if you are seeking to recruit from outside the company. Outside Sources of Candidates 1 2 3 4 Advertising through telivison,radio,etc. Recruiting via the Internet Employment Agencies Outsourcing 5 6 7 Notices. College/institutions Recruiting Referrals Locating Outside Candidates Two or three points are discussed below: 1) Notices : Displaying notices in and around business premises is a simple and often overlooked method of advertising a job vacancy. They should be
  • 16. seen by a large number of passerines, some actively looking for work. It can also be inexpensive with a notice varying from a carefully hand written post card up to a professionally produced poster. Pay attention to the appearance and contents of the notice if it is intended that it is applied by the right people. 2) Employment Agencies/Job Centers: Most large towns have a job center which offers employers a free recruitment service, trying to match their vacancies to job seekers. Staff will note information about a post and the types of person sought and then advertise the vacancy of notice boards within their premises. Job center employees can further help if requested to do so by issuing and assessing application forms and thus weeding out those applicants who are obviously unsuitable for the position. Short listed candidates are then sent out for the employer to interview on his business premises Recruiting internally and externally I. Internal Recruiting: Recruiting from among the existing workforce offers many advantages. Seeing your employees at work on a day-to-day basis will enable you to evaluate their particular strengths and weakness accurately and choose the most suitable person for the position. When the company recruits from within the organization the employees will feel important and highly valued since it appears that the organization immediately turns to them whenever a vacancy occurs. Their work rate and performance should improve as well as they will realize that increasing job opportunities are available to them if they are industrious and successful at their jobs. However any method has its own merits and demerits.
  • 17. Merits: i. It improves the morale of the employees. ii. The employee is in better position to evaluate those presently employed than outside conditions. iii. It promotes loyalty among the employees, for it gives them a sense of job security and opportunities of advancement. iv. These people are tired and can be relied upon. Demerits: i. It often leads to inbreeding and discourages new blood from entering into an organization. ii. There are possibilities that internal sources may “dry up” and it may be difficult to find the requisite personnel from within an organization. iii. No innovations are made any new thinking so on new inputs which is very much essential for the growth of the organization. iv. Usually promotions are based on seniority so the danger is that really capable hands may not be chosen. II. External Recruitment When a company is involved in large expansions and is more oriented towards achieving high growth and high market share, with more focus on quality of the product and high customer satisfaction then it is inevitable for any organization to go for external recruiting. External recruiting is nothing but recruiting the people in your organization from outside the company. It will help the company to make best use of other sources that are lying outside the organization like for example campus recruits is an effective and efficient way of recruiting when a
  • 18. company wants new minds that are more creative and go-getters for any task. If a company wants to concentrate only on its core activities and wants to relieve the burden of the task of recruitment then the more feasible option would be third party recruiting or recruitment process outsourcing RPO. The experienced persons but unemployed can be recruited into the company which may reduce the training cost if they are from same industry. Retired and experienced people can yield more by enhancing their prior experience in new business situations. Merits: i. New entrant to the labor force i.e., young mostly inexperienced potential employee’s fresh graduates or postgraduates can be taken and mould in accordance with company’s culture. ii. External recruiting results in best selection from the large sources. iii. In the long run this source proves economical because potential employees do not extra training. iv. Many different ways of recruiting is available. v. The excess applications generated for current requirement may be utilized for future vacancies. Demerits: i. Extra time is required by the people to adjust themselves to the present working situations. ii. If the recruiting is done from large source then it will be more time taking as the applications generated are more and short listing becomes critical. iii. Cost of recruiting will be comparatively more than internal recruiting.
  • 19. iv. Sometimes it creates employee dissatisfaction as there may be mismatch between the employee expectation with the company and the company’s expectation with the employee. Before making a choice and making decisions as to which source should be adopted for recruiting both the sources should be thoroughly assessed and must be studied carefully the wide variety of individual sources of recruitment that are available whether Internal or External. The need for recruitment may arise either of the following situations:  Vacancies due to transfer,  Promotion, retirement,  Termination,  Permanent disability, or  Death. Creation of vacancies due to expansion, diversification, growth, or job re-specification.
  • 20. Selection Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. Those candidates who have been screened from the Recruitment sources they are called for the Selection process. The selection process can be successful if the following requirements are satisfied: 1. Someone should have the authority to select. This authority comes from the employment requisition as developed by an analysis of the work-load and work force. 2. There must be some standard of personnel with which a prospective employee may be compared i.e., a comprehensive job description and job specification should be available beforehand. 3. There must be sufficient number of applicants from whom the required number of employees may be selected.
  • 21. Step by Step (Selection Process) Step 7 Step 6 Step 5 Step 4 Step 3 Step 2 Step 1 Background checks MedicalExamination Selection Interview Application Form Screening Interview Reception SelectionTests (apptitude,personality,etc.) Hiring Decisions Step 8 The employment selection process takes place in the following order: 1. Reception: Those candidates who are shortlisted from recruitment sources are now told to wait at the reception area unless their names are not called for the screening interview.
  • 22. 2. Screening Interview: It is used to eliminate those candidates who do not meet the eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. 3. Application Form: The candidates who clear the screening interview are required to fill the application form. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. 4. Selection Test: Various organizations conduct tests during selection procedure like aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 5. Selection Interviews: Those candidates who are selected from the selection test they are called for the selection interview. This interview includes some comprehensive as well as technical questions. 6. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employees. It decreases chances of employee absenteeism.
  • 23. 7. Background Checks and Enquires: The references given in the candidate’s application will be taken up and a security check will be conducted. Security checks can take a while if the candidate has lived abroad for any period of time. 8. Hiring Decision: Those employees who get through successfully on all the steps of selection are now eligible to receive an offer of employment. The actual hiring decision should be made by the manager in the department that had the position open. A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.
  • 25. OBJECTIVES  To understand the recruitment practices and selection criteria of BAIPL.  To analyze the functioning of recruitment and selection of the company.  To suggest measures to improve the recruitment and selection process for improved effectiveness. Source of Information: i. Primary: The primary information was collected through face to face interview, observation, and by participation in the recruitment and selection process. ii. Secondary: The secondary information was collected from website, magazines, memorandum, books and some other relevant sources. NEED OF THE STUDY There is no doubt that the world of work is rapidly changing. As part of an organization then, HRM must be equipped to deal with the effects of the changing world of work. For them this means understanding the implications of globalization, technology changes,
  • 26. workforce diversity. Changing skill requirements, continuous improvement initiatives contingent workforce, decentralized work sites and employee involvement are the issue for confront. Now it is a big challenge for the HRM to support the organization by providing the best personnel for the suitable position in shortest possible time. Starting with recognizing the vacancies and planning for them is a great task. Moreover selecting attracting the suitable candidates and selecting the best person in time is a challenge. The cost of the recruitment is significant. So, proper planning and formulate those plan is the task that require more focus and improvement. Equal opportunity and sourcing is also a vital part. Realizing this need we tried to find the difference and similarities between theoretical aspects with the practical steps taken by the company. We took an attempt to demonstrate the feature for the further improvement. SCOPE The report deals with the recruitment and selection process in terms of theoretical point of view and the practical use. The study will allow learning about the recruitment and selection issues, importance, models used to make it more efficient. The study will help to learn the practical procedures followed by the organization. Moreover the study will help to differentiate between the practice and the theories that direct to realize how the organization can improve their recruitment and selection process.
  • 27. RESEARCH DESIGN A research design is purely and simply the framework or plan for a study that guides the collection and analysis of the data. The function of research design is to ensure that the required data are collected accurately and economically. The Research design used in the study was EXPLORATORY RESEARCH. Exploratory Research Exploratory research is defined as the initial research into a hypothetical or theoretical idea. This is where a researcher has an idea or has observed something and seeks to understand more about it. An exploratory research project is an attempt to lay the groundwork that will lead to future studies, or to determine if what is being observed might be explained by a currently existing theory.
  • 29. COMPANY PROFILE Birth of Refreshing Coca Cola John Styth Pemberton first introduces the refreshing taste of coca cola in Atlanta Georgia on May 8, 1886. Dr. John Styth stirred up fragrant concocted colored syrup in the tree-legged brass kettle in his backyard he first distributed the new product by carrying Coca Cola in jug down the street to Jacob pharmacy for five cents. Consumer could enjoy a glass of Coca Cola at soda fountain. Whether by design accident carbonated was teamed with new syrup, producing a drink was proclaimed –“DELICIOUS AND REFRESHING”. Dr. Pemberton’s partner and book-keeper, Frank M.Robinson suggested the name and penned Coca Cola. The trade mark “Coca Cola” was registered with the US patent and trademark 1 Jan 1983 followed by “Coke” in 1945. HISTORY OF COCA COLA In 1886, A THREE LEGGED BRASS KETTLE IN John Styth Pemberton’s Backyard in Atlanta was brewing the first “P” of marketing legend. Unaware, the pharmacist had given birth to the caramel-colored syrup, which is now the chief ingredient of the world’s favorite drink. The story of Coca Cola is the story of a drink and its charm with the consumer.
  • 30. Pemberton was the first person who manages to sell average nine drinks in day to begin with, upping volumes as sales grew through a shop called Jacob’s pharmacy. After that an Atlanta based druggist, Candler brought Coca Cola for $2300 in 1891. The year after, along with four companions, he formed the Coca Cola Company. With the initial stock $100, 000, Coca Cola was registered at the US patent office in 1983, and begins selling at Soda Mountains for five cents a glass as sort of therapeutic refreshment. In 1894, it got into bottles, courtesy a candy merchant from Mississippi. Five years later the drink was being bottle on a regular basis, under a region wise franchising system. The unique taste of Cola was an outstanding success. GUIDING PRINCIPLES OF CCI I.We will conduct ourselves and our business activities with the highest standard of honesty, integrity and professionalism. II.We will recognize the positive contribution that we make as individuals and team member to produce our business success. III.We will encourage a learning environment where people can constant grow, develop and contribute. IV.We will strive for excellence and seek continuous improvement in everything.
  • 31. V.We will respect all stakeholders, including employees, partners and suppliers and instill with a passion to deliver the highest quality goods and services. VI.We will foster initiative and creativity by empowering individuals to attain well defined objective. CCI’s PUNCH LINES 1929- The pause that refreshes. 1936-It’s the refreshing thing to do. 1942-It’s the real thing. 1944-Global high sign. 1959-Be real refreshed. 1963-Things go better with Coke. 1969-It’s the real thing. 1971-I did like to buy the world a Coke. 1976-Coke adds life. 1982-Coke is it. 1986-Catch the wave. 1993-Always Coca-Cola. 1998-Eat music, sleep music and drink Coca-Cola. 1999-Jo chaho ho jaye Coca-Cola enjoy. 2000-I want Hrithik and I want Coke. 2001-Thanda matlab Coca-Cola. 2002- Enjoy Coca-Cola.
  • 32. 2003-Piyo thanda jiyo thanda. 2004-Piyo sir uthake (Drink with pride) 2005-Make it real. 2006-The Coke side of life. 2009-Open happiness. 2015-Make it happy.
  • 33. COKE IN INDIA The Coke Company entered in India in the early 1950’s.It set up four bottling plants at Mumbai, Calcutta, Kanpur and Delhi. In 1950’s as there were negligible companies in Indian market therefore Coca Cola didn’t face much competition and they were accepted in Indian market more easily. All age groups accepted the brand. By the end of 1977, Coca Cola had captured more than 45% of the market share in India. Then Coke Cola left India following public disputes over share holding structure and import permit. As per FERA regulations the company was required to close operations by May 5, 1978. Yet strangely enough, the company’s operations come to end in July 1977. “Focus, focus, focus and steamroller ahead” with the classic coke speak. Coca Cola re-entered into Indian marker after 17 years in 1993, by striking a $40million deal with Parle. Coke launched its first plant in Hathras near Agra on October 26. A strategic Alliance with Parle exports gave the company instant ownership of the nation’s top brands like Thums up, Limca and Maaza, access to Parle’s extensive 52 plants bottling network and a base for rapid introduction of the company’s international brands. This network of independently owned bottles in India is largest soft drink bottling system. Coke had launched 18 bottling plants of Coca Cola and Fanta in their territories in 1994, and this continued through 1995 and 1996.Coca Cola industry has the distribution of declaring break even in the first year of operations, in 1994 then. Coke is bullish in India.The reason is that it’s emerging market, which means, low consumption coupled with big population number that adds up to potential demand.
  • 34. Making a successful $3.6 million bid for being the official drink, at the wills world cup cricket series is one part of the story. The other part is the mega money coke is expected to put into its advertisement (estimated at Rs.25 crores) which will dramatically increase its noise in media.
  • 35. SWOT ANALYSIS OF COCA COLA Swot stands for strength for strength, weakness, opportunities and threats. Swot analysis is an overall evaluation of a company current state by looking at its strength, weakness, opportunities and threats. Swot analysis is considered to be a source of information for strategic planning which aims to develop full awareness of a company situation that will help in strategic planning and decision making of the company.
  • 36. STRENGTH i. Better distribution network - covers whole of the India. ii. Brand recognition-brand image among customers. iii. Brand equity- high equity in the market. iv. Strong advertisement policy- Coca Cola Company has endorsed with famous personalities like Amir Khan, Hrithik Roshan, Salman Khan, Akshay Kumar, Priyanka Chopra, Aishwarya Rai, Kareena Kapoor and many more. Last year the brand brought in newcomers Alia Bhatt, Varun Dhawan, and Siddharth Malhotra to promote its Rs.8 price point. Currently, Deepika Padukone is the new face of Coca Cola, India. v. Promotional schemes- to activate sales company is providing Umbrellas, chairs, tables, racks, flanges, visicooler & glasses. vi. Bottling plants -27 wholly-owned bottling operations supplements by 17 franchisee-owned bottling operations and a network of 29 contract-packers to manufacture a range of products for the company. vii. Extensive diversifies range of products.
  • 37. WEAKNESSES i. Weak and irregular supply. ii. Irregular visit of Executives. iii. Low product availablity. OPPORTUNITIES i. Greater opportunity in rural areas where coca cola can gain a substantial base. ii. 70% of total population lies in rural areas and market penetration os soft drinks is only 12% hence there is greater scope of increasing revenue of the Coca Cola Company.
  • 38. iii. Opening new outleats in the areas where the coca cola’s share id less. iv. Company shouls offer schemes for long term profit to the retailer so that they get involved in long term assocaition. v. Covering graeter institutional areas as younger generation gets much facination out of such beverages. THREATS i. Impulsive customesr’s buy whatever is in the offer,so company has to give offers regularly. ii. Health conscious people are boycotting soft drinks. iii. Threats from competitors as they give offers at cheaper rates than coca cola. iv. Increasing competiton by local players.
  • 40. iii. Dr PEPPER SNAPPLE GROUP,INC.
  • 41. BRINDAVAN AGRO INDUSTRY PVT.LTD. Brindavan Agro Industries Pvt. Ltd is a renowned group and is the First Bottler for Coca-Cola India since 24th Oct 1993 and with its continuous efforts in 1994, it has been awarded as Best Bottler of Company for two successive years. Thirst of Success has led this group to be the Best Bottler in terms of Sales Growth in the years, 2003 and 2004 respectively. It took a long time and a lot of efforts to repeat the Golden History, but with their zeal they stood runner up to The Best Bottler of Year-2007 and in the Year 2009 they again become the Best Bottler of the Year with 82% Growth in Physical case. The bottling plant’s total plot area is 1, 18,700.00 sq.m situated in Chhata about 35 km from Mathura. The production capacity of the plant is 600 bottles per minute. Company deals with 100 to 150 vehicles for distribution purpose per day. The Crown of these achievements is to Mr. Gulab Chand Ladhani, Managing Director and Chairman, Brindavan Agro Industries (P) Ltd., one who has built the business from scratch to a Rs. 140 crores operation. In the year 2005 company entered into the field of Wind Power Generation by putting up 2 Wind Mills of 600KW each in Karnataka and later on 4 more Wind Mills of 800KW each were installed at Karnataka and 2 wind mills at Jaiselmer (Rajasthan) and at present the total installed capacity of wind Power Generation is 6 KW with generation 110 Lac unit of Green power. In the year 2008 the group has started construction of 141 Rooms Five Star hotel under the brand name of Country Inn & Suites By Carlson (one of the Brands of Carlson Hotels Worldwide, USA). They reviewed the project at length in 2010. Keeping in view, the size of the property and its grandeur, they decided to switch over to the brand 'RADISSON' which is an up market brand of Carlson Hotels
  • 42. Worldwide. The Management o Carlson Hotels, USA agreed in principal to this with certain changes in exterior & interior of Hotel Building. Accordingly, they took up the restructuring of Front elevation & Public area and interior of the hotel. Finally, the property got operational on 1st April 2011 with the flagship of Radisson Hotel Agra. At present the Hotel is doing well and has made his solid presence in the market. In 2012, Coca Cola had announced an investment of $5 billion in India by 2020. The company has already invested around $2 billion in the country between 1993 and 2011.The investments in the country are being made to increase bottling lines, to add new bottling plants, and to enhance back-end chain infrastructure as well as marketing. Hence, In 2014 Brindavan Agro Industries (P) Ltd. has been awarded as The Best Bottler of Company for making 1 crore 10 lakhs cases. Mr. Ladhani is a visionary and a hardcore businessman who had diversified his business group by entering other industries of business, after the establishment of the Bottling Business. Mr. Ladhani has also been charitable in discharging his services to the community and the society in every possible way whether it is donations or community services. "The success of the group lies with the human resources who have made commendable efforts in every situation and delivered the desired results, thereby performing better and better over the years."
  • 43. VISION AND MISSION “To become one of the fastest growing groups of India, pursuing excellence in all spheres of achieving it. With ideal diversification and innovation, the Group aims to become the most respectable, most sought after group in India where employee’s visions are fulfilled and planet is as significant as its profitability.” SALES LAPPETS To sale their products they started their sales lappets at: I. Aligarh II. Agra III. Gwalior IV. Etawaha V. Hathras VI. Mathura VII. Firozabad VIII. Menpuri
  • 44. PRODUCTION OF FOLLOWING BRANDS OF COCA COLA IN BRINDAVAN AGRO INDUSTRY PVT.LTD. i. COKE ii. THUMS UP iii. LIMCA iv. SPRITE v. FANTA vi. KINLEY SODA BREIF DESCRIPTIN ABOUT THE BRANDS: COCA-COLA The world’s favorite drink and most valuable brand coca- cola has a truly remarkable heritage. From a humble beginning in 1886 in India Coca-Cola was leading soft drink till 1977 when government policy necessitated its departure. Imagination of the building strong association with cricket. Coca-Cola has been strongly associated with cricket sponsoring the World Cup in 1996 and various other tournament including Coca- Cola Cup in Sharjah. Now also every brands of Coca-Cola is going on very well.
  • 45. THUMS UP Thums up is leading carbonated soft drink & most trusted brand in India. Originally introduced in 1977, Thums up was acquired by Coca- Cola Company in 1998 by Parle. Thums up is known strongly, fizzy taste and its confident, nature, and uniquely masculine attitude. This brand clearly seeks to separate the men from boys. LIMCA Limca was introduced in 1971, has the original thirst choice of millions of consumer for over 3 decades. The brand has been displacing healthy volume growth year on year and Limca continuous to be the leading flavor soft drink in the country.
  • 46. FANTA Internationally Fanta, the orange drink of Coca-Cola Company, is seen as one of the favorite drinks since 1940’s.Fanta entered the Indian Market in the year 1993. Over the year’s Fanta occupied a strong market place and identified as a “the fun catalyst” perceived as fun youth brand. Fanta stands for its vibrant color tempting taste and tingling bubbles that not just up loft, feeling but also helps free. Thus encouraging one to indulge in the moment, this positive image is associated with happy cheerful and special time with friends. SPRITE Worldwide Sprite was launched in India in the year 1993 & today it has grown to be one of the fastest growing soft drink leading the clear lime category. Today Sprite s perceived as a youth icon. Why? With a strong appeal to the youth sprite for a straight forward and honest attitude. It’s clear, crisp, refresh; hung taste encourages the today’s youth to trust their instincts. Influence them to be true to who are and to obey their thirst.
  • 47. PACK SIZE AND EXPIRY OF BRANDS: There are 2 kinds of bottles: KINDS OF BOTTLE QUALITY PACK SIZE EXPIRY RGB (Refilled Glass Bottle). GLASS 300 ML 250 ML 200 ML 6 Months PET Bottle. PLASTIC 500ML 600 ML 1000 ML 1.5 LITRES 2 LITRES 3 months SHIFTS: Category Hours A 7:00 AM - 3:00 PM B 3:00 PM – 11:00 PM C 11:00 PM – 7:00 AM General 9:30 AM – 5:30 PM
  • 48. SOFTWARE: Every department mainly uses JAGUAR SOFTWARE but HR Department use STAR LINK TIME OFFICE and POIS PAYROLL. I. Star Link Time Office Software- This software is used to regulate and control the following information regarding employees: i. Attendance ii. week offs iii. shifts schedules (on daily/ monthly basis) iv. Overtimes v. Leaves II. Pois Payroll- In this, a transactions regarding employees and workers payment is recorded.
  • 49. SOME IMPORTANT HR RULES & POLICIES: I. Working hours = 8 hours, an employee is not allowed to do more than 1 hour overtime as per law. II. Employee’s ID card: Sample format: III. Every employee shall keep his / her identity card while on duty. In case of any loss or damage, employees are expected to report and write an application for the same to HR department with an COCA-COLA Brindavan Agro Industries (P) Ltd. E.Code Name Card no. Designation Bld.Group Emrg.Cont.No. Issued by
  • 50. immediate effect, if lost Rs.100 for new ID card and if any damage Rs.50 is chargeable. IV. Every employee has to get their finger registered in the finger machine, and then only ID card is given. On the basis of finger machine, entry and exit of every employees are recorded on the attendance register as well as in TIME OFFICE SOFTWARE. The register is called MUSTER ROLL. V. If an employee is working: VI. An employee is allowed only twice a month to move outside for some important work for that they are given Gate Pass (GP), after working 6 hours. VII. Some extra cards are issued to the visitors from outside 8 hrs Present 4 hrs Half day Below 4 hrs Absent RED Allowed in production as well as process area means accessible everywhere. BLUE Allowed In every area allowed except process area. WHITE Allowed only in accounts, transport and GM’s office; not in plant.
  • 51. VIII. Procedures for dealing with visitors to the Company i. Employees who receive visitors will insist that they wear visitors pass issued to them. Employees are expected to attend to the visitors without making them wait for a long time. It is advisable to receive visitors normally with prior appointment. ii. All visitors, be it customers, suppliers or any other person should always be received with courtesy and extended all possible hospitality. iii. The employee concerned should receive visitors. In his/her absence, another employee should deal with the visitor from the department. IX. Personal Files and Record: i. All personal files will be prepared and stored in the HR Department. These are kept confidential and cannot be handed over to anybody, without written permission from the HR Head. ii. Any information pertaining to employees after their joining will be constantly updated.
  • 52. X. Housekeeping and Workplace Hygiene: Company should maintain the highest standards of hygiene and cleanliness in its premises. This is not possible without the active involvement and cooperation of all employees. The following simple rules will help us achieve this objective: i. To enable ready access to information and documentation, employees must sort their papers and put them into files and folders. Unnecessary papers need to be shredded / disposed on a daily basis. Please avoid printing out or photocopying what is not necessary. “SAVE PAPER”. ii. Please dispose coffee cups in the pantry and not in your workstation bins since they stain the work place, smell and more importantly run the risk of attracting rats, cockroaches, etc. Employees’ cooperation is sought in the proper disposal of wastes, garbage, and trash and also in maintaining hygiene in the Pantry and Toilets. iii. Employees should put away all their work papers at the end of the day and leave behind a clean desk. This is in the interest of security and cleanliness.
  • 53. XI. Dress code: i. Black pent ii. Light red shirt with dark red strips with coca-cola logo iii. Caps are also provided if needed. iv. Formal shoes for employees and safety shoes for workers are necessary. All Employees are required to attend office in Formal attire on all working days. However casual dresses (e.g. Jeans/T-shirts) may be worn on weekends or holidays. SAFETY & HEALTH MEASURES The company provides all the safety equipments like gloves, disposal caps, masks, etc. which are required by the workers who are working in the process area or lab. Without helmet no one can enter in the plant. If during work any employee or worker is injured or not well, it’s the responsibility of HR department to take that person to the hospital immediately, with that person HR Executive or Supervisor will go. Every expense will be bear by the company only.
  • 54. DATE OF GIVING SALARY & WAGES 1000 manpower i. If below …………….7th of every month. ii. If above …………….between 7th to 10th of every month. LEAVES 3 TYPES OF LEAVES: i. Casual leave…..a leave which is given if an employee is having any sudden urgent work or personal work like sister’s marriage, children’s admission in school, parent teacher’s meeting, or applying for passport, rassion card, court proceeding etc. ii. Sick leave……..a leave which is given when a person is not well. iii. Earn leave……..a leave that a person actually earns after working 20 days in a month. RULES OF GIVING THESE LEAVES: i. Casual leave……………………...7 days leave in 1 year.
  • 55. ii. Sick leave…………………………10 days leave in 1 year.(if leave exceed 3 days then medical is mandatory) iii. Earn leave………………………..after working 20 days in 1 month, 1 earn leave is given.(EL= No. of working Days in month /20 ) At the end of the year (If in case): i. CL or SL is remaining then those holidays will be lapse. ii. EL is remaining then those holidays will be carried forward to the next year. These all records are maintained in LEAVE REGISTER as well as in TIME OFFICE SOFTWARE. EMPLOYEE PROVIDENT FUND Employee Provident Fund EPF is an employee benefit scheme generally prescribed by a statutory body of the government which provides facilities to the employees of an organization with regard to medical assistance, retirement, education of children, insurance support and housing. In India, the Employees’ Provident Fund Organization (EPFO), which works under the Ministry of Labour and Employment, has the authority to mandate policies on EPF, pension and insurance schemes.
  • 56. Here, if a person has salary: i. Above Rs.15000…………it depends on the employer he wants to cut PF or not. ii. Below Rs.15000…………then the employer’s & employee’s both contribution is must .(Only 12% contribution on basic or as per company policy ) As per law the employee blow the ceiling limit, he must fill the EPF Form. GRATUITY Gratuity is a part of salary that is received by an employee from his/her employer in gratitude for the services offered by the employee in the company. Gratuity is a defined benefit plan and is one of the many retirement benefits offered by the employer to the employee upon leaving his job. An employee may leave his job for various reasons, such as - retirement/superannuation, for a better job elsewhere, on being retrenched or by way of voluntary retirement. Here that employee who has completed his/her 5 years in the company enjoys the benefits of gratuity. For that an employee has to fill a Gratuity Nomination form (as per law).
  • 57. INCENTIVES A monetary gift provided to an employee based on performance, which is thought of as one way to entice the employee to continue delivering positive results. Incentive pay may come in the form of bonus, profit- sharing, or commission Here incentives are given every month to encourage employees as well as workers working efficiency and are given in terms of cash. Every worker gets incentives between Rs 1000-Rs 2000. Certain Forms in the company related to HR are prescribed under Labour Laws and it varies from state to state like: FORMS DESCRIPTION OF THE FORM 2 P Provident fund nominations 10 Salary and Wages 11 Shifts 12 Attendance 14 Leaves F Gratuity nominations
  • 58. CERTIFIACTIONS: Brindavan Agro Industries Pvt.Ltd. is honored with various renowned certificates like: ISO International Organization for Standardization is a non-profit, non- government organization, develop for product and services. These standards are accepted worldwide as the method to ensure that products and services are safe, reliable and if good quality. Brindavan Agro is certified with 2 standards of ISO: ISO 9001-2008 - Quality management. ISO 14001-2004-Environmental management. FSSC 22000-2011 The FSSC 22000 Food Safety Management System provides a framework for effectively managing your organization’s food safety responsibilities.FSSC 22000 is fully recognized by the Global Food Safety Initiative (GFSI) and is based on existing ISO Standards. It demonstrates your company has a robust Food Safety Management System in place that meets the requirements of your customers and consumers.
  • 59. OHSAS 18001:2007 OHSAS 18001 is an Occupational Health and Safety Assessment Series for health and safety management system. It is intended to help organizations to control occupational health and safety risks. SGP AUDIT Supplier Guiding Principles communicate our values and expectations of suppliers and emphasize the importance of responsible workplace practices that respect human rights and comply, at as minimum, with applicable environmental and local labor laws and core international conventions. The Supplier Guiding Principles reflects our commitment to respect our commitment to respect human rights across our business system and global supply chain. GAO Quality Audit Global Audit Organization Certificate fulfills that a company is maintaining quality audit properly.
  • 60. AWARDS i. Best Bottler of the yaear-1994, 2002, 2004, 2009& 2014. ii. Excellence in production-  Big Bang Award 2003,  Maxima-Minima Award 2003,  GATI Award 2012 iii.Lakshya Award H1 2009 & H1 2012. iv.Quality Excellent Award in 2009. v. Nominated for Group President’s Sustainability Award for 2011-2012 and 2012-2013[Stood 4th Position in Eurasia Group.]
  • 61. CSR ACTIVITIES: Corporate Social Responsibility is a management concept whereby companies integrate social and environmental concerns in their business operations and interactions with their stakeholders. CSR is generally understood as being the way through which a company achieves a balance of economic, environmental and social imperatives (“Triple-Bottom-Line- Approach”), while at the same time addressing the expectations of shareholders and stakeholders. In this sense it is important to draw a distinction between CSR, which can be a strategic business management concept, and charity, sponsorships or philanthropy. Even though the latter can also make a valuable contribution to poverty reduction, will directly enhance the reputation of a company and strengthen its brand, the concept of CSR clearly goes beyond that. i. Here lot of world days are celebrated like: World water day. World Safety Day
  • 62. World Environment Day Women’s Day On every world day, a poster competition is organized by the company from labor to employees, employees to top managements participates. And whoever wins they get prizes. ii. Blood donation camp is organized. iii. Medical checkup camp for every person in the company. iv. On world environment day, every employee as well as worker plant tress. v. Brindavan AGRO SUPPORTS MY SCHOOL CAMPAIGN in which basic amenities like toilets, access to water, sports infrastructure ,chair, fans, table etcs. are provided to the school. vi. Creating rain water harvesting facilities at school levels. vii. 2 big villages are adopted by Brindavan agro for the welfare basis.
  • 63. viii. Brindavan agro members are educating women of the villages. ix. Visitors are also treated very well with good refreshments, free visiting in plant conveying knowledge.
  • 64. HUMAN RESOURCE DIVISION HR is a key to ensuring: An Organization, that provides a competitive advantage by being simple, aligned and efficient. A Culture centered on the employee and characterized by diversity, generosity and an international mindset. Leaders, Who have a passion for business, excel at empowering people and never compromise on ethical standards. . People, Who perform at the peak of their ability because they feel a sense of mission, accomplishment and growth.
  • 65. ORGANIZATIONAL STRUCTURE OF BRINDAVAN AGRO INDUSTRY PVT.LTD. SO Incharge Executive Electricia n Fitter Operator Supervisor Foreman Jnr. Executive Operator General Manager HR Mngr Finance Mngr Admin. Mngr Prod. Mngr Quality Mngr Electrical Mngr Maintenance Mngr Store& Purchase Mngr Shippi ng Mngr Snr. Executive Acct. Officer Snr. Executiv e Snr. Engg. Deputy manager Snr. Engg. Snr. Engg. Incharge Deputy manager Executi ve Executi ve Executiv e Engg. Asst. Manager Engg. Engg. Purchase r Supervis or Supervi sor Cashier CSO Superviso r Snr. Executi ve Jnr. Engg. Operator Keeper Incharge
  • 67. RECRUITMENT AND SELECTION AT BRINDAN AGRO INDUSTRIES PVT.LTD. As we know recruitment refers to the process of finding possible candidates for the job or function, usually undertaken by recruiters. It also may be undertaken by the employment agency or a member of staff at the business or organization looking for recruits. And Selection is a process by which candidates employment are divided in to two classes those who will be offered employment and those who will not. There is a general process of recruitment and selection that companies follow. Recruitment and selection process varies from companies to companies, country to country. In Brindavan agro industries Pvt. ltd. recruitment and selection is done by a specific process and which is very much modern. It starts with the manpower planning and ends with appointment and after that they arrange training and development program for the employees to develop their skill and be able to understand the working environment. In true sense they follow a developed recruitment process for selecting right people in right place. Role of HR in Recruitment and Selection process starts now: In Recruitment and Selection process the main role is played by HR Division. The process starts with manpower requisition and end with appointment. When there is a need of manpower, the required departments send the manpower requisition to HR consist the approval of GM. Then HR starts the process. The process include some step or task that done by a sequential order. First step is manpower requisition. It comes from the division who has vacancies. It can be replacement or for the new candidates. In the second step the requisition comes to HR department. Then the third step starts, HR give advertisement for the job. After collecting CVs HR starts sorting suitable CVs for that post. After sorting of CV the forth step starts. The candidate has to face interview, sometimes they have to face two interviews. After interview a candidate is selected by the interviewers. Then comes reference check step. It is the fifth step. Lastly in sixth
  • 68. step selected candidates fill up joining forms and then he/she gets the appointment letter. This is the procedure that HR follow to recruit people. Here the recruitment and selection is totally control by HR Division. HR Division makes the policy for recruitment and selection and also takes decision sometimes that a department required manpower. When the requisition comes HR starts the process. HR also supervise that Recruitment and Selection are not simply mechanisms for filling vacancies rather they are viewed as the key factor for suitable placements. For a better recruitment and selection process HR arrange some work like: - collecting suitable and better CVs. - arranging interviews. - Background checks and enquiries. - Appointment letter Basic Rule of Recruitment in Brindavan Agro For recruitment Coca-Cola HR follow some rules. These rules are set up by HR for the better of recruitment. The rules are: i. Here Recruitment is to hire the right kind of people at the right place selecting them through an effective process from the pool of candidates in the job .market. Effective recruitment shall ensure competency and high quality performance of the whole organization.  ii. Recruitment does not allow any favor or preferential treatment to anyone. iii. No one who is minor (below 18 years) can be hired as an employee on regular, contract or temporary status. iv. Under no circumstances a regular or contract employee of any other organization is allowed to undertake regular or long-term employment.
  • 69. Recruitment & Selection Process at BRINDAVAN AGRO The Process of recruitment and selection consist of number of sequential steps. The following picture can show the process very clearly: Human Resource planning Manpower Requisition Joining Collecting CVs from sources:  Referrals  Internet  Advertisements  Private agencies Offer letter & Acceptance Sorting CVs that are suitable for the job. Background Checks & Enquiries. Interviews Final Selection & Salary Negotiation
  • 70. Recruitment and Selection are not simply mechanisms for filling vacancies rather they are viewed as the key factor for suitable placements. With a view towards placing the right person at the position, in Brindavan agro following procedures in Recruitment and Selection will be practiced: I. Manpower Planning: Based on the HR Planning respective Division/Department Head will inform HR on personnel requirement through Manpower Requisition form, after obtaining necessary approvals from the General Manager. Employment Requisition Form must contain a JTOR (Job Terms of Reference), comprising Job Description and Job Specifications / Requirements of the position. If there is need of manpower in any division they will submit that in written form and on the basis of such requirement HR Division will prepare the upcoming recruitment plan of each Division/Department. Manpower may be needed within 2 days, 10 days and so on. Requisition form contain some information like  Name of the position  Status of the employment (replacement/fresher)  Job description  Job specification  Approval of the GM When the approval comes to HR, the process begins by collecting suitable candidates from sources it can be replacement or for the new candidates. First and foremost step of recruitment is collecting CVs from sources. The sources mainly used here are:  Internal References  Data Bank  Internet job site is used i.e., Naukri.com  Advertisements  Private agencies.
  • 71. Here, there are three kinds of candidates they are: a. Skilled- candidates having knowledge and qualifications. b. Semi-skilled- candidates having knowledge but qualifications at least 10th pass. c. Unskilled- candidates with no knowledge, no qualifications Sources: i. Referral Basis, Here first and most often preference source used is candidates are taken on referral basis because mostly unskilled and semi-skilled people are required if existing employees know their friends or relatives or colleagues who could successfully fill the vacancy so they are first to be approached. And if requirement is of skilled candidates (knowledge and qualifications both) then external sources are used mean collecting CVs from outside. When there is a need to fill the senior position like Managers, Senior Managers and Above Positions in that case General Manager’s approval is necessary. All candidates who are coming on referral basis will have to go through with the same overall processes which are meant for others too. The most imperative thing, there is no guarantee that the candidates who are coming on referral basis they will be selected, if they are eligible for the respective post then only they will be selected. ii. Naukri.com, now a day every company has a tie-up with some of the well known websites and they collect CVs by those websites. Ever there is lots of job website and company can
  • 72. send advertisement over there. Generally Brindavan Agro gives advertisement in www.naukri.com. The interested candidates whose profiles match with the requirements can apply for job over the net. iii. Data Bank, some companies has their own data bank. In this bank HR keeps the CVs of those candidates who were not selected and were good .Whenever there is a need of manpower,HR will make a call to confirm if they are still interested in doing job in our company ,if anyone is interested will be called and with basic introduction will be hired. iv. Advertisement is a well known and worldwide accepted source of recruitment. Like other company Brindavan Agro also has a career website from where applicants can fill up an application forms. When the job requirement is matched with the applicant’s CV then HR selects these applications for recruitment. As the recruitment sources are decided HR starts sorting suitable CVs job description for that post. The candidates whoever are suitable are called for the further Selection process. II. Pool Decision: After sorting CVs, candidates are called in the plant only for the further process. They are told to fill the application form and submit it in the reception area. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. They wait in the waiting room unless they are not called.
  • 73. III. Interview Basically for the unskilled or semi-skilled candidate’s interview – HR and Consultant department takes the interview and for the skilled candidate with HR and Consultant department, GM also takes the interview. Interview includes two parts:  Comprehensive interview- Ist part of interview is comprehensive interview which is handled by HR Department when a candidate come for the interview first of all he is called in HR Department. The HR Head asks his/her Basic introduction, work efficiency and knowledge If HR is not satisfied they won’t move on the IInd part of the interview, as question round is over they will say simply THANK YOU and the next candidate is called and if they are impressed with the candidate they will move to IInd part of the interview.  Technical Questioning Round- Moving on to 2nd part of interview from here the candidate who is selected in 1st round will be taken to respective consultant department where there is vacancy. The technical round will handled by the respective consultant department, that the candidate will be asked technical questions. Questions may focus on his/her previous work or on real/hypothetical technical problems. It seen that the candidate proves himself/herself but also they admit to what they don’t know.
  • 74.  Final Selection & Salary Negotiation- And if a candidate is selected in 2nd round also then the 3rd part is salary negotiation which is totally handled by HR Division in which questions regarding how much salary he/she was getting in previous company? On the basis of the previous salary and his/her work experience, the salary is decided. This time HR discuss about few things like:  salary,  location  post In Brindavan Agro, if the interview is for skilled candidates or fresher, is evaluated on the basis of RATING SCALE METHOD. In RATING SCALE METHOD, the HODs rate the employee’s interview performance itself on a labeled numeric measuring scale. Rating scales are perhaps the most commonly used method of evaluating an employee’s interview performance. On the basis of this scale a candidate is judged whether he/she is eligible or suitable to fill the vacancy. But before we use a rating scale to rate an employee’s interview, we need to:  Identify that on what parameters the interview will be evaluated.
  • 75. In Brindavan Agro, on the basis of the 12 parameters a candidate is evaluated.  Personality- General Behavior & manners evidencing grooming & a balance mental maturity.  Intelligence- Mental alertness & capability, clarity of thought.  Job knowledge- Conceptual understanding of job.  Experience- Quality & quantity of know how & skills as evidenced from past achievements.  Communication- Ability to convey ideas to others in writing & orally.  Attitude- Positive mental outlook & disposition in relating to people & ideas.  Initiative- Ability to pursue goals on won accord.  Analytical ability- Ability to identify & evaluate all possible options.  Leadership- Ability to provide direction & persuade others to enthusiastically follow.  Achievement orientation- Motivation for accomplishment.  Job fit- Suitable to occupy the current job.
  • 76.  The HODs develop the rating scale itself (design a rating scale for job interview basis evaluation) Rating scale is design in 5-point scale:  1= Excellent means exceeds requirements for the job vacancy.  2= Good means meets all requirements.  3= Average means meets most requirements.  4= Below Average means meets some requirements.  5= Poor means does not meet any requirements. Final Approval Like the requisition for appointing candidate, the approval of GM is needed. This time HR sends the approval to GM. that these candidates are selected in interview for this position and they are going to appoint these candidates for the post. Reference Checks When a candidate is selected for the job, his or her given reference has been checked by HR. Reference check may be conducted by HR Division upon acceptance of offer. Subject to satisfactory response joining will be accepted.
  • 77. Offer Letter & Acceptance At last after reference is checked, the offer letter for the candidate has been issued. After that the candidate gets the call that he or she has been appointed and he or she has to collect the letter from HR. But sometimes situation arises when a candidate does not come to collect offer leter, may be he got much better offers from other job or whatever reasons. Then HR makes a confirmation call that he/she will join or not and gives time limit to that candidate that up to this day or date he/she must give his/her confirmation. If a candidate confirms that he/she is not joining, another candidate is selected who was kept on hold or standby means at the time of interview a backup is also made. With the final selected candidate a secondary candidate is also selected, if in case that selected candidate will not join due to whatever reason the candidate who was kept on hold or standby will be selected. The HR calls the secondary candidate, basic introduction will be there and offer letter will be issued to him/her. Joining The joining also has some procedure. In time of joining at first the candidates have accept the offer letter by signing it. When all this formalities are over the candidate will become one of the members of Coca-Cola. He join the company and induction starts, where HR Executive explains him the rules & regulation of the company his/her duty hours, how many leaves are allowed, profession timing, etc. Then the HR Executive takes the new employee to the consultant department, that department manager or executive explains him/her about the job he/she’ll be doing.
  • 78. Recruitment Cycle Human Resources Division will take minimum 2 Days & maximum 15 Days to complete a recruitment process. Recruitment of Contractual & Others This policy governs the appointment of individuals on Contract/Causal basis and through Third Party service providers. Prior to process the employment on the above category, the Division/ Department concerned must obtain approval from the General Manager. The manpower requisition must contain the job specification with justification of the need along with the period. Contract Appointment i. Jobs which are temporary in nature and is likely to be for a limited period or need is for a long term but cannot be hired on a permanent basis due to headcount restrictions. The period of appointment will be of 1 (one) year to maximum 3 (three) years or it depends on the contractor. ii. Standard terms and conditions similar to permanent employee especially adherence of code of business ethics, confidentiality and full time engagement clauses must be included. iii. On no conditions or situations a contract employee is made permanent. iv. A contract employee will be entitled to get salary, wages, benefit as per UP minimum wages act. by their contractor only.
  • 79. v. A contract employee’s personal files related to salary, wages, etc are maintained by HR. Casual Appointment i. Jobs that are totally causal in nature and are required for a short period (maximum 1 year) to cater the additional influx of work or emergency exigencies or filling up a permanent position that is temporarily vacant. ii. Casual appointment should be for a fixed period or until the completion of the special job/project and cannot be for long periods. Employing divisions/ department must obtain approval from the Division/ Department Head justifying the need, specifying the number of personnel and the required background. HR will process the hiring. iii. No written contract is required. Appointment will be on a daily worked basis. iv. The HR Executive will do the necessary arrangements for recruitment and appointment of Casuals keeping HR & Administration informed. v. Casual employee will not be eligible for any other standard benefits of the company and the payments can be on a daily/weekly/monthly basis. Recruitment for Fresher For a fresher, a profession period is 1 year. The candidates have to face the interview and if they get selected then they will be directly hired as fresher
  • 81. Findings Brindavan Agro Industries Pvt.Ltd. Recruitment: 1. Brindavan Agro Industries Pvt. Ltd. mainly emphasizes on internal and external sources for recruitment. For the recruitment process Brindavan Agro mainly focuses on referral basis, naukri.com, data bank as well as advertisements.  IJPs: Internally the organization discloses the positions of the job and announces it to all current employees as IJPs. Nature of the position and the qualification needs for the job is described in the announcement so that the interested candidates can apply. Or sometimes informal communication among the managers also leads the discovery for the best candidates who are working in the other department of the firm. But the process is same for every applicant.  Referral Programme: All candidates who are coming on referral basis have to face the same overall processes which are meant for others too. The most imperative thing, there is no guarantee that the candidates who are coming on referral basis will be selected. The employee who gives the reference of any candidate is not entitled to get any benefit like bonus or something.
  • 82.  Naukri.com : Brindavan Agro gives advertisements in www.naukri.com. The interested candidates whose profiles match with the requirements can apply for job.  Data Bank: In this bank HR keeps the CVs of those candidates who were not selected and were good .Whenever there is a need of manpower,HR will make a call to confirm if they are still interested in doing job in our company ,if anyone is interested will be called and with basic introduction will be hired.  Advertisements: Brindavan Agro also has a career website from where applicants can fill up an application forms. When the job requirement is matched with the applicant’s CV then HR selects these applications for recruitment. 2. Based on employee skills, educational background, experience of work; employee can be recruited in the organization. 3. Fresher/Interns/Trainees are recruited based on their performance. It depends upon the vacancy.
  • 83. Selection: 1. Brindavan Agro has a structured and standard selection process. This is strictly followed by the selection board that is empowered by the organization. 2. After sorting CVs, the selection process is done by the selection criteria. The selection process takes place in the following order:  After sorting CVs, candidates are called in the plant only for the further process. They are told to fill the application form and submit it in the reception area and are told to wait at the reception.  The candidates are called for the interview. This interview includes some comprehensive as well as technical questions. The HR Head asks his/her Basic introduction, work efficiency and knowledge If HR is satisfied then only they’ll move towards the IInd part of the interview. The technical round is handled by the respective consultant department, that the candidate will be asked technical questions. Questions focus on his/her previous work or on real/hypothetical situation  The interviews are evaluated on the basis of RATING SCALE METHOD. On the basis of this scale a candidate is judged whether he/she is eligible or suitable to fill the vacancy. Identify that on what parameters the interview will be evaluated. The parameters are:
  • 84. Personality, Intelligence, Job knowledge, Experience, Communication, Attitude, Initiative, Analytical ability, Leadership, Achievement orientation, Job fit. Rating scale is design in 5-point scale.  And if a candidate is selected. This time HR discuss about few things like: salary, location as well as post. In this, questions regarding how much salary he/she was getting in previous company? On the basis of the previous salary and his/her work experience, the salary is decided. 3. Once the recruitment and selection process is done. Offer letter are rolled out only after reference checks are being done. 4. Contractual as well as casual employees are hired.
  • 86. Limitations Every project has limitations and it is wise to point them out instead of glossing over them, this project also has some limitations:  The main limitation of the study is the collection of information because most of the information was confidential so they don’t want to disclose the information.  Information took much time to get collected as there were no records related to project title.  Time was a constraint, as I was given only 45 days to understand overall recruitment & selection process of the company, so it was not possible to have in-depth knowledge of the same.  Due to time constraint the study is restricted only to limited respondents.
  • 88. Conclusion Recruitment is an important issue for any organization. Recruitment and selection allows an organization to assess the vacancy and choose the best personnel who will lead the organization in future. So the organization should give more emphasize on selecting a person. A person who can carry forward the organization in terms of development, values and ethics. Mainly the precious resource for any organization is their knowledge based efficient workers. The organizations should more cautious on this issue to ensure the ethics. From the above discussion we can easily understand that Brindavan Agro Pvt.Ltd is one of the top bottling plants of Coca-Cola in India. It covers the whole India by its network. There are many product and services of Brindavan Agro is available in Market. At this moment the Plant is in growing position. But the strategies of the plant will make the plant “number one” Bottling plant of India. So we can easily find out the Human resource practice, recruitment and selection process, employee satisfaction and relations at Brindavan Agro is a developed and effective one. For making the process more effective Brindavan Agro should analyze the recruitment and selection process of other Bottling Plants of home and abroad. That can make Brindavan Agro perfect in recruiting people and the plant will get efficient professionals as well as workers which will increase the productivity as well as revenue. The most important key source factor of Brindavan Agro Pvt.Ltd. is its efficient human resource. Moreover, its decisions are based on facts from market research and coverage survey. The company also monitors it's competitor's activities and is proactive in marketing decisions.
  • 90. Recommendations i. Recruitment Software: Successful employment planning is designed to identify an organization human resources need. Brindavan Agro can use Human Resource Planning software to simplify the processes; which type of qualified employees they have; forecast future requirement of qualified employees. ii. Emphasizing on internal candidates and grooming them: Most of the time, Brindavan Agro filled the vacant positions from outside. But they can fill these by IJPs form time to time. They rely majorly on referral basis for recruiting purpose. They must attempt to develop their internal employees for higher positions. iii. Intensive and thorough background investigation: HR department should undertake a background investigation of applicants who appear to offer potential as employees. They should verify an individual legal status to previous work through checking credit reference, criminal records and so on. iv. Policies sync between Letter and Spirit : HR Department should try to implement their policies with full spirit. It should not only be on paper. Often happens, on one hand policies are made but employees are unaware. They don’t know what are the policies or why these policies been made, etc.
  • 91. On the other hand, if policies are made and everyone is aware, just for sake of formality that should not be implemented, implementation should be with full spirit, zeal and enthusiasm. v. Proper scheduling of interviews: Candidates who are coming for the interviews should not wait in the waiting room for too long.Prpoer scheduling for interviews should be done.
  • 93. Bibliography: 1. Human Resource Management college slide Human Resource Planning by Dr.Nidhi S.Bisht 2. www.coca-cola.com 3. Company Magazines 4. Sustainability (CSR) Report of Brindavan Agro Industries Pvt.Ltd.
  • 95. SAMPLE OF APPLICATION FORM OF COCA-COLA APPLICATION FORM Application For The Post Of: Name:……………………………………………………………. Date of Birth (Enclose Proof): ……/……/……. Age: yrs…….… Contact Number: Present Address: …………………………………………………. ……………………………………………………………………. ………………….Phn.No…………………………………………. Permanent Address : ……………………………………. ……………………………………. ……………..Phn. No……………............... Father’s/Husband’s Name :………………………………………. Father’s/Husband’s Profession :……………………………………….. Emergency Contact Number :……………………………………….. Marital Status :Married/Single No. of children& Age Date of Marriage : Blood Group: …………… Pan Card No. :……………. Driving License No……………. Family Details: S.No Name D.O.B. Relation With Employee Education Qualifications(Increasing Order): Examination Passed Name of Institute/University Year of Passing Class/Rank obtained (Enclose Certificate copies in support of the qualifications mentioned above)
  • 96. Any Certificate Course :………………………………………….... :…………………………………………… Total Experience : Years Months Experience Details(Starting from Present) : Organizations Served. Position Held Reporting to Serving Period Duties Performed Reason for Leaving (Enclose proof in support of above experience) REFEREES Give names, address and contact numbers of three persons known to you for the last past years. S.No. Name Address Contact number All the particulars mentioned above are true and best of my knowledge and the copies of certificates enclosed are genuine. Place: (Signature of Applicant) Date:
  • 97. The Coca-Cola Interview Evaluation sheet is given below: Interview Evaluation Sheet S.No. Criteria 1 2 3 4 5 Remarks 1 Personality 2 Intelligence 3 Education 4 Job knowledge 5 Experience 6 Communication 7 Attitude 8 Initiative 9 Analytical Ability 10 Leadership 11 Achievement Orientation 12 Job Fit Overall Assessment Name of candidate: Position: Date of interview: Interviewed by:
  • 98. 1=Excellent 2= Good 3= Average 4= Below Average 5= Poor Exceeds Requirement Meets all Requirements Meets most Requirements Meets some Requirements Does not meet any Requirements Decision: Selected Rejected Wait Listed Reasons: HOD Signature G.M.Plant Signature Present Salary: Salary Offered: Joining Time: Remarks