Full Project Dipika

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS
A project report entitled
EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN

HINDUSTAN COCA-COLA BEVERAGES PVT LTD, RANINAGAR
By
Dipika Gupta
Submitted in partial fulfillment of the requirements
for the degree of
MBA
To
Sikkim-Manipal University, India

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(Student Declaration)
I hereby declare that the project report entitled

Submitted in partial fulfillment of the requirements for the degree of
MBA
To Sikkim-Manipal University, India,

is my original work and not submitted for the award of any other degree, diploma,
fellowship, or any other similar title or prizes
Place:
Date:
Sign: _______________
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(Name of candidate)
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The project report of
Dipika Gupta
on
MBA

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Reg. No.
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(University study Centre certificate)
This is to certify that the project report entitled

Submitted in partial fulfillment of the requirements for the degree of
MBA
of Sikkim-Manipal University
by
Dipika Gupta
has worked under my supervision and guidance and that no part of this report has been
submitted for the award of any other degree, Diploma, Fellowship or other similar titles or
prizes and that the work has not been published in any journal or Magazine.
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PREFACE
Coca-Cola is a carbonated soft drink sold in stores, restaurants, and vending
machines throughout the world. It is produced byThe Coca-Cola Company of Atlanta, Georgia,
and is often referred to simply as Coke (a registered trademark of The Coca-Cola Company in
the United States since March 27, 1944). Originally intended as a patent medicine when it was
invented in the late 19th century by John Pemberton, Coca-Cola was bought out by
businessman Asa Griggs Candler, whose marketing tactics led Coke to its dominance of the
world soft-drink market throughout the 20th century.
The company produces concentrate, which is then sold to licensed Coca-Cola bottlers
throughout the world. The bottlers, who hold territorially exclusive contracts with the
company, produce finished product in cans and bottles from the concentrate in combination
with filtered water and sweeteners. The bottlers then sell, distribute and merchandise CocaCola to retail stores and vending machines. The Coca-Cola Company also sells concentrate
for soda fountains to major restaurants and food service distributors.
The Coca-Cola Company has, on occasion, introduced other cola drinks under the
Coke brand name. The most common of these is Diet Coke, with others including CaffeineFree Coca-Cola, Diet Coke Caffeine-Free, Coca-Cola Cherry, Coca-Cola Zero, Coca-Cola
Vanilla, and special versions with lemon, lime or coffee. In 2013, Coke products could be
found in over 200 countries worldwide, with consumers downing more than 1.8 billion
company beverage servings each day.
Based on Interbrand's best global brand study of 2011, Coca-Cola was the world's most
valuable brand.
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ACKNOLEDGEMENT
On the very outset of this report, I would like to extend my sincere & heartfelt obligation
towards all the personages who have helped me in this endeavor.
Without their active
guidance, help, cooperation & encouragement, I would not have made headway in the project.
I am ineffably indebted to Supervisor Name for conscientious guidance and encouragement to
accomplish this assignment. I am extremely thankful and pay my gratitude to my faculty guide
Guidance Name, College Name for valuable guidance and support on completion of this
project in its presently. I extend my gratitude to Sikkim Manipal University for giving me this
opportunity. I also acknowledge with a deep sense of reverence, my gratitude towards my
parents and member of my family, who has always supported me morally as well as
economically.
At last but not least gratitude goes to all of my friends who directly or indirectly helped me to
complete this project report.
Any omission in this brief acknowledgement does not mean lack of gratitude.
Thanking You
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DECLARATION
I, Dipika Gupta hereby declare that the report of the project entitled PERFORMANCE
APPRAISAL AT JK ORGANIZATION has not presented as a part of any other academic
work to get my degree or certificate except Sikkim Manipal University for the fulfillment of
the requirements for the degree of MBA.
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Dipika Gupta
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CONTENTS:
CHAPTERS
PARTICULARS
PAGE NO.
CHAPTERS-1
INTRODUCTION
8 28
CHAPTERS-2
RESEARCH DESIGN
29 37
CHAPTERS-3
COMPANY PROFILE
38 51
CHAPTERS-4
ANALYSIS & INTERPRETATION OF

52 - 92
DATA
CHAPTERS-5
SUMMERY OF FINDINGS AND

93 95
CONCLUSION
CHAPTERS-6
RECOMMENDATIONS AND
96 - 98
SUGGESTION
ANNEXURE
BIBLIOGRAPHY
10
CHAPTER 1
INTRODUCTION
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HUMAN RESOURCE MANAGEMENT
INRTODUCTION:
Every business unit needs human resource (manpower) for the conduct of
different business activities. In fact, no organization can exist or operate efficiently
without the support of human resource. Such human resource includes top level
managers, executives, supervisors and other subordinate / lower level staff /
employees. A business organization has to estimate its future manpower needs and
adjust its manpower planning and development programmes accordingly. This is
called 'staffing' function of management. Human resource management is also
described as personnel management or manpower management.
According to Edwin Flippo, "Personnel Management is the planning, organising,

directing and controlling of the procurement, development, compensation,
integration and maintenance of people for the purpose of contributing to
organizational, individual and social goals".
Various areas such as recruitment and selection, wage payment and industrial
relations are covered under human resource management.
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Meaning of Human Resource

In an industrial unit, large number of persons is employed in order to conduct
various operations and activities. This is treated as human resource or manpower
employed. A business unit needs material resources as well as human resource for
the conduct of various activities. Of all the "M"s in management (such as
Materials, Machines, Methods and Money) the most important "M" stands for Men
i.e., manpower working in the organization. It is through manpower/employees
that all other ingredients of an enterprise-money, machines, materials, marketing,
etc., are managed. In brief, Human Resource (HR) constitutes the most important
and the most productive resource of an industrial / business unit.
It is rightly said that "machines are important in the production process but the man
behind the machines is more important". He transforms the lifeless factors of
production into useful products. Human resource (HR) is an important asset of a
business unit. Well-trained, loyal and efficient team of workers brings success and
stability to a business unit. This suggests the importance of human resource in
business. People and the organization in which they work are inter-related and
interdependent. Organization moves towards prosperity only by using its available
human resource purposefully. Similarly, employees get various monetary and other
benefits through the prosperity of their organization.
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What is Human Resource Development? HRD

Human Resource Development (HRD) means to develop available manpower
through suitable methods such as training, promotions, transfers and opportunities
for career development. HRD programmes create a team of well-trained, efficient
and capable managers and subordinates. Such team constitutes an important asset
of an enterprise. One organization is different from another mainly because of the
people (employees) working therein. According to Peter F. Druker, "the prosperity,
if not the survival of any business depends on the performance of its managers of
tomorrow." The human resource should be nurtured and used for the benefit of the
organization.
Importance of Human Resource in Management
Human resource is most important resource in management and needs to be used
efficiently. This is because success, stability and growth of an organization depend
on its ability in acquiring, utilizing and developing the human resources for the
benefit of the organization. In the final analysis, it is the people (i.e employees)
who produce promising results and generate a climate conductive to the growth
and development of an organization. HR is a highly productive corporate asset and
the overall performance of companies and corporations depends upon the extent to
which it is effectively developed and utilised. It is the most delicate factor of
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production and need not be treated merely as a commodity to be bought and used
in factories.
According to Peter Drucker, "The function of management is to manage managers,
workers and work". The importance of manpower in business management is now
universally accepted. Employees have a capacity to grow and develop, if suitable
opportunities are offered. They give positive response to monetary and nonmonetary incentives, training opportunities, favorable work environment and
motivation. According to Pigors and Myers, "Good management means getting
effective results with people". This suggests the importance of human resource.
Definitions of Human Resource Planning
Colemn has defined human resource planning as "the process of determining
manpower requirements and the means for meeting those requirements in order to
carry an integrated plan at the organization".
Stainer defines manpower planning as "strategy for the acquisition, utilisation,
improvement and preservation of an enterprise's human resources. It relates to
establishing job specifications or the quantitative requirements of jobs determining
the number of personnel required and developing resources of manpower".
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Advantages / Importance of HRP

Meeting manpower needs: Every Organisation needs adequate and properly
qualified staff for the conduct of regular business activities. Imaginative HRP is
needed in order to meet the growing and changing human resource needs of an
organization.
Replacement of manpower: The existing manpower in an Organisation is affected
due to various reasons such as retirement and removal of employees and labour
turnover. HRP is needed to estimate the shortfall in the manpower requirement and
also for making suitable arrangements for the recruitment and appointment of new
staff.
Meeting growing manpower needs: The expansion or modernization programme
may be undertaken by the enterprise. Manpower planning is needed in order to
forecast and meet additional manpower requirement due to expansion and growth
needs through recruitment and suitable training programmes.
Meeting challenges of technological environment: HRP is helpful in effective use
of technological progress. To meet the challenge of new technology existing
employees need to be retrained and new employees may be recruited.
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Coping with change: HRP enables an enterprise to cope with changes in

competitive forces, markets, products, and technology and government regulations.
Such changes generate changes in job content, skill, number and type of personals.
Increasing investment in HR: An employee who picks up skills and abilities
becomes a valuable resource because an organization makes investments in its
manpower either through direct training or job assignments.
Adjusting manpower requirements: A situation may develop in; an organization
when there will be surplus staff in one department and shortage of staff in some
other department. Transfers and promotions are made for meeting such situations.
Recruitment and selection of employees: HRP suggests the type of manpower
required in an organization with necessary details. This facilitates recruitment and
selection of suitable personnel for jobs in the Organisation. Introduction of
appropriate selection tests and procedures is also possible as per the manpower
requirements.
Placement of manpower: HRP is needed as it facilitates placement of newly
selected persons in different departments as per the qualifications and also as per
the need of different departments. Surplus or shortage of manpower is avoided and
this ensures optimum utilization of available manpower.
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Training of manpower: HRP is helpful in selection and training activities. It

ensures that adequate number of persons is trained to fill up the future vacancies in
the Organisation.
Meaning of Recruitment
Recruitment means to estimate the available vacancies and to make suitable
arrangements for their selection and appointment. In the recruitment process, the
available vacancies are given wide publicity and suitable candidates are
encouraged to submit applications so as to have a pool of eligible candidates for
scientific selection.
In recruitment, information is collected from interested candidates. For this
different source of recruitment such as newspaper advertisement, employment
exchanges, internal promotions, etc., are used. In the recruitment, a pool of eligible
and interested candidates is created for the selection of most suitable candidates.
Recruitment represents the first contact that a company makes with potential
employees.
Recruitment is a positive function in which publicity is given to the jobs available
in the organization and interested candidates (qualified job applicants) are
encouraged to submit applications for the purpose of selection.
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Definition of Recruitment
According to Edwin Flippo, "Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the Organisation."
Need for Recruitment
The need for recruitment may be due to the following reasons / situations:Vacancies: due to promotions, transfers, retirement, termination, permanent
disability, death and labour turnover.
Creation of new vacancies: due to growth, expansion and diversification of
business activities of an enterprise. In addition, new vacancies are possible due to
job specification.
Meaning of Selection
Selection is next to recruitment. It is the process of choosing the most suitable
candidates (Properly qualified and competent) out of many interested candidates. It
is a process of selecting the best and rejecting the rest. In this selection process,
interested applicants are differentiated in order to identify those with a greater
likelihood of success in a job. Such candidates are selected and appointed.
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Selection is a negative function as it relates to elimination of unsuitable candidates.

'Right man for the right job' is the basic principle in selection. Selection of suitable
candidates is a responsible type of work as selection of unsuitable persons for jobs
creates new problems before the business unit. For appropriate selection, scientific
procedure needs to be followed.
Recruitment and selection are Supplementary Activities
In recruitment prospective employees are encouraged to apply for the jobs and in
the selection; the most suitable candidates are selected out of the pool of
applicants. The purpose of both is to have the most suitable and most capable
candidates for the Organisation out of a pool of available and interested candidates.
The recruitment process widens the scope for selection and provides wide choice
for the selection of best candidates out of many interested. Recruitment and
selection need lengthy and scientific procedure particularly in the case of
managerial posts. Such lengthy procedure must be followed for scientific selection
of employees.
Steps in the Scientific Selection Process
In the selection procedure, out of the available / interested candidates, the best one
is selected through written test, psychological tests, personal interview and medical
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examination. Such lengthy procedure is followed in order to select the most

suitable candidate. Selection process is a screening process. It is a type of hurdle
race to the candidates. Final selection is possible only when the candidate
completes this hurdle race successfully. Lengthy selection procedure is needed for
scientific selection of candidates.
Steps involved in the selection procedure are:Job Analysis: job analysis prepares proper background for recruitment and
selection. It gives details of a job to be performed and the human qualities and
qualifications required for performing that job efficiently. Scientific selection is
possible only when it is made in the light of the details available from job analysis.
Job means an activity performed in one or the other department of a business unit.
A job includes various positions. Clear and detailed understanding of the job is
called job analysis or job study.
Advertisement: This medium is widely used for recruitment of all categories of
personnel. Though quite costly, it provides a wide choice as it attracts large
number of candidates from all over the country. The qualities and qualifications
expected from the candidates are usually mentioned in the advertisement.
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Collection of Applications Blanks: In this step, applications with necessary details

are collected from interested candidates. Some companies give advertisement in
the press and ask interested candidates to submit applications on a prescribed form.
Scrutiny of Applications Received: After the last date fixed for the receipt of
applications, officer from the personnel department starts the scrutiny of
applications received. Incomplete applications are normally rejected. Applicants,
who do not possess required qualifications, experience, etc., are also rejected.
Along with this, the certificates, testimonials and references are checked.
Written Tests: After the scrutiny of applications, a final list of candidates for
written tests is prepared. The purpose of such tests is to judge the knowledge of the
candidate and also to find out his:Intelligence, Aptitude, Capacity, Interests and Suitability for a specific job
Trade test is particularly necessary in the case of technical jobs such as junior
engineer, computer engineer and research assistant and so on. At present, such test
is given in the case of all types of jobs. For example, written tests are used by
Banks and public sector organizations for selection purpose.
It is also possible to reject candidates whose performance in such written tests is
not up to the mark. Testing of candidates is a lengthy process particularly when the
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number of applicants is large. In such testing, the process of elimination can be

introduced. For example, all candidates may be invited for the first test and' the
candidates with poor performance in the first test need not be called for the second
test.
Psychological Tests: The psychological tests given to candidates include the
following tests:Intelligence test,
Aptitude test,
Interest test,
Achievement test,
Analytical test,
Performance test,
Synthetic test and
Personality test
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Human Resource Management of Hindustan Coca-Cola Beverages Pvt. Ltd.

Coca-Cola Company (NYSE: KO) is a beverage retailer, manufacturer and
marketer of non-alcoholic beverage concentrates and syrups. The company is best
known for its flagship product Coca-Cola, invented by pharmacist John Stith
Pemberton in 1886. The Coca-Cola formula and brand was bought in 1889 by Asa
Candler who incorporated The Coca-Cola Company in 1892. Besides its namesake
Coca-Cola beverage, Coca-Cola currently offers more than 500 brands in over 200
countries or territories and serves 1.6 billion servings each day.
The company operates a franchised distribution system dating from 1889 where
The Coca-Cola Company only produces syrup concentrate which is then sold to
various bottlers throughout the world who hold an exclusive territory. The CocaCola Company owns its anchor bottler in North America, Coca-Cola
Refreshments.
The Coca-Cola Company is headquartered in Atlanta, Georgia. Its stock is listed
on the NYSE and is part of DJIA, S&P 500 Index, the Russell 1000 Index and the
Russell 1000 Growth Stock Index. Its current chairman and CEO is Muhtar Kent.
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Human Resource Management within Coca Cola

Human Resource Management is an essential part for any organization. Moreover,
development of this department is the first step, the ground on which the future of
the company depends. It is essential for every single business unit and especially
for such international company as Coca Cola. It is people, not technology who
create the company. Human Resource Management at Coca Cola Company has
many advantages as well as disadvantage. It is the global company and it is
impossible to create certain policies or procedures applicable in all divisions of the
company, cultural and political differences need to be taken into account.
Therefore, the focus of this paper will be on four tasks and duties of Human
Resource Management (performance management, compensation, career
development, succession planning) based on the United States procedures.
Coca Cola is one of the leading beverage companies of the industry. It runs its
business campaigns all across the world. It deals with different types of products
such as soft drinks, bottled water, tea, sport juices, etc. Coca-Cola has a franchising
model for the production and distribution purposes. Only the syrup concentrate are
manufactured by the company which is sold to the bottlers who are its franchisers
(Coca-Cola Bottling, 2008).
It is important on the part of management to organize the activities of human
25
resources and organizing technology along with other resources such as physical
assets, monetary resources and knowledge of the employees and to establish
effective and efficient internal organizational structure of the business. The
organizing function focuses on division, coordination, and control of tasks and
flow of information within the organization. Moreover, managers distribute
responsibility and authority to job holders
Organizing Human resources at Coca Cola Company
Management at Coca Cola Company focuses on the acquisition and retention of
highly skilled and knowledgeable employees so that it can maintain its top position
in the market. It treats these resources as an asset. It provides such conditions of
employment and procedures that enables all employees to develop a sense of unity
with the enterprise and to carry out their duties in the most willing and effective
manner.
It also provides for the security of employment to the workers so that they may not
be distracted by the uncertainties of their future. These objectives, strategies,
policies, and programs are pre-specified by the company, which guides the
management and unions in taking decisions. Also they are in accordance with the
organizations mission, objectives, strategies, policies and its and internal external
environments.
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Human Resource Management within Coca Cola

Human Resource Management is an essential part for any organization. Moreover,
development of this department is the first step, the ground on which the future of
the company depends. It is essential for every single business unit and especially
for such international company as Coca Cola. It is people, not technology who
create the company. Human Resource Management at Coca Cola Company has
many advantages. It is the global company and it is impossible to create certain
policies or procedures applicable in all divisions of the company, cultural and
political differences need to be taken into account. Therefore, the focus of this
paper will be on four tasks and duties of Human Resource Management
(performance management, compensation, career development, succession
planning) based on the United States procedures.
Basically the HRM practices are necessary for every organization. But
unfortunately in Pakistan not so much used HRM practices. In multinational
companies like coca cola have their own separate department of HRM? According
senior executive of HR Waqar Mahmood our HR department consist of 29 people
in Gujranwala plant.
Every organization has its own policies and strategies by which they control the
functions of their departments. Similarly, we also have own policies and strategies
by which we control all the functions of our departments. coca cola HR department
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is also conducting all the practices of HRM like Job analysis and design of work,
recruitment and selection, training and development, performance appraisals,
compensation, employee relationships, staff welfare and medical policies and some
other things like that. These all practices are conducted by own policies and
strategies.
HR department not make decisions related of its own department, they also
conduct in companys decision.
JOB ANALYSIS AND DESIGN
Job analysis is the procedure for determining the duties and skill requirements of a
job and the kind of person who should be hire for it.
Job analysis consists of two products one is job description and second job
specification.
Job description: a list of job duties, responsibilities, reporting relationship, working
conditions, and supervisory responsibilities- one product of a job.
Job specification: a list of a jobs human requirements that is requisites education,
skills, personality, and so on-other product of a job analysis.
Coca cola company HR department check its own job description and job analysis
in which they get the information about employees work activities, human
behavior, performance standard, job context and human requirements and also
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other information related to this conduct.

HR department of coca cola used this information for Recruiting, selection,
compensation, performance appraisal, training, and employees relationship.
Planning and Forecasting
The process of deciding what positions the firm will have to fill, and how to fill
them.
Coca cola HR department involves in company strategic planning and they also
make sufficient planning for hiring new employees in the future. We forecast for
the expected employees needs in the organization. We forecast of employees on
the change technology and increasing in productivity.
After planning we send this report to the head office for approval. If we get
approval from the head office then we start recruitment process
Recruitment process
Our recruitment process is well established first of all we give ads in news papers,
company website, institutions etc. Once we receive an application form, from
candidates with required documents and C V.
1.Internal recruitment
2. External recruitment
External
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SELECTION PROCESS
The selection process will vary depending on the position youre applying for, as
one process cant fit all the different roles we have here at CCE. However, in most
cases a combination of any of the following tools will be used:
Interview
Group exercises
Presentations
Psychometric tests
Role plays/Situational Exercises
INTERVIEW
The interview is designed to reveal more about you and your experiences. Well
ask for examples of how you behaved in different situations, maybe at school,
university, at home or in previous jobs. This is not designed to 'catch you out' and
our interviewers will never try and trick you into an answer. Be honest, be yourself
and it should be an enjoyable experience.
Also, dont forget that this is your chance to find out more about us and ask
questions. Remember, interviews are a two-way process so use it to understand the
nature of the role and to make sure it really is what youre looking for.
GROUP DISCUSSION
were very much a team at CCE so these will show us how effectively you work
30
with people. Theyre a good opportunity for us to see how you communicate,
influence and involve other people in the workplace.
PRESENTATION
Presentations give you the chance to show your ability to communicate to a group
of people on a specific topic. You may be given a topic in advance or on the day,
but dont worry youll have plenty of time to prepare.
PSYCHOLOGICAL TEST
Psychometric tests are timed exercises that examine your abilities and potential.
On occasions, we may also use a personality assessment tool that is designed to
find out more specific things about you. If youre asked to complete a
psychometric test, well send you information and advice in advance on how to
prepare.
ROLE PLAYS / SETUATIONAL EXCERCISES
Designed to assess how you react in certain situations, these help to highlight
particular skills and how well your suited for a position. You may be given facts
and figures to review, or a report to complete; we may also have an assessor acting
as a customer or employee to simulate a situation that could occur in the
workplace. Dont worry, youll be given a brief and ample time to prepare.
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CHAPTER 2
RESEARCH DESIGN
32
TITLE OF THE STUDY

A study on EFFECTIVENESS OF RECRUITMENT AND SELECTION
PROCESS in HINDUSTAN COCA-COLA BEVERAGES PVT. LTD
Bangalore.
STATEMENT OF PROBLEM
1. For an industry to survive and prosper in the economy, quality resources
have to be utilized.
2. The quality aspect is such an important element in picking up the right kind
of human inputs to make HINDUSTAN COCA-COLA BEVERAGES
PVT. LTD success.
3. The activity of recruitment and selection takes care of the responsibility of
the much needs quality service sector professionals.
4. Service sector is very much felt the need for study and analysis of the
recruitment and selection process in the Hindustan Coca-cola Beverages Pvt.
Ltd as vital function of HRM to feed with quality workforce.
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OBJECTIVES OF THE STUDY

To analysis the study on recruitment and selection process in Hindustan
Coca-Cola Beverages Pvt. Ltd certain objectives are needed. They are as
followso To understand the recruitment and selection process with
respect to Hindustan Coca-Cola Beverages Pvt. Ltd.
o To compare the practiced process with the theoretical process.
o To find out the quality of the professional hired.
o To gain a practical exposure and hand on experience of the
recruitment and selection process.
o To study the effectiveness of the process practiced by this
company.
o To recommend suitable recommendation, if any, based on the
findings.
SCOPE OF THE STUDY
1. Recruitment is a process to discover the sources of man power to meet the
requirements of staffing schedule.
2. To employ effective measuring manpower in adequate numbers to
facilitate effective selection of an effective working force.
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3. Selection is the process of differenciating between applicants in order to

identify and hire those with a greater likelihood of success in a job.
RESEARCH DESIGN
A research design is the arrangement of conditions for collection and
analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure.
The study was carried on with the association. The information gathered
was through discussions with recruiters. The study is based on an
Random Sampling Method.
OPERATIONAL DEFINITION OF CONCEPTS
1. Recruitment Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the organization.
2. Management planning It is the process of determining the numbers and
type of people needed for particular job.
3. Job analysis It is the process of studying and collecting information
relating to operations and responsibilities of a specific job.
4. Head hunting The companies request the professional organizations to
search for the best candidates particularly for senior executive positions.
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The professional organization search for the best suitable candidates and
advice the company regarding the filling up of position.
5. Recession It is the general slow down in economic activity in a country
over a sustained period of time or a business cycle contraction.
METHODOLOGY
Sources of data collection:
Primary data:
This is the first hand data, which the researcher gets while interacting with
different people. Primary data is collected by a set of questionnaires which
contains open ended and close ended questions. Are original source from
which the researcher directly collects data that have not been previously
collected.
Service sector includes:
Personal observations.
Discussions with recruiters of consultancies.
36
Secondary data:
These are sources containing data, which have collected and complied for
another purpose. The secondary data consists of already compiled statistical
statements and reports whose data may be used by the researchers for the studies.
The data is collected through the following:
HRM textbooks.
HR magazines HRM review.
HR websites.
Other articles from web sites and newspapers.
SAMPLING METHOD
The sampling technique used for conducting the research study is simple random
sampling. In simple random sampling each unit of population has an equal chance
to be selected as a simple random sampling is the process of selecting a sample in
such way that all the individual in the defined population have an equal chance of
being selected for the sampling.
SAMPLING UNIT
All employees in Hindustan Coca-Cola Beverages Pvt. Ltd are selected as a
sampling unit.
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SAMPLE SIZE
The study conducted on Effectiveness of Recruitment and Selected process in
Hindustan Coca-Cola Beverages Pvt. Ltd., was restricted to four consultancies.
A structured questionnaire was used to collect data from 50 employees of the
consultancies. A convenience sampling technique was used. So the sample size for
the study is 50 employees. The study is restricted to four consultants.
TYPES OF RESEARCH
The type of research study done is respective descriptive research. Descriptive
research includes surveys and facts finding enquiries of different kind. The major
purpose of descriptive research is description of the state of affairs as it exists at
present.
TOOLS FOR DATA COLLECTION
A structured questionnaire with open ended and close ended questions was
designed as a tool for primary data collection and also interview was taken to
collect data.
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PLAN OF ANALYSIS
From gathered information (i.e. questionnaire) it was analyzed through tables and
graphs. The table implies the brief structure of information of questions, it
includes rows and columns , the table represents response, no : of responses and
percentage of responses for a particular question. In here same way graph shows
the graphical representation of the tables in a simple way by using chart diagrams.
REFERENCE PERIOD
The reference period of the research study is 45 days.
LMITATION OF THE STUDY
1. The constraint.
2. The study was limited to only four consultancies.
3. This is time consuming job.
4. This is more jobs.
CHAPTER SCHEME
1. INTRODUCTION - This includes title of the theoretical background of the
study.
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2. RESEARCH DESIGN - This includes the of the study, statement of the

problem, objectives of the study ,scope of the study ,operational definition of
concepts sources of data, sample design , methodology, types of research plus
tools for data collection ,plan of analysis, reference period, limitation and
chapter scheme.
3. COMPANY PROFILE - This includes history of the company, business
operations, service profile market share , competitors and organizational chart.
4. DATA ANALYSIS AND INTERPRETATION - This includes title of the
table , data table , inference of the table, graphical representation.
5. SUMMARY OF FINDINGS AND CONCLUSION - It includes summary of
findings and conclusion.
6 .RECOMMENDATIONS AND SUGGESTIONS -This chapter includes the
recommendations and suggestions by the researcher.
7. APPENDICES AND ANNEXURES This includes the copy of
questionnaire.
BIBLIOGRAPHY The references made from text books, journals,
newspapers and magazines are listed in this chapter.
40
CHAPTER 3
COMPANY PROFILE
41
An Introduction to Hindustan Coca-Cola Beverages Pvt. Ltd, Raninagar

Location: This plant is situated at nearly 9 km away from Jalpaiguri and 36 km
away from Siliguri. It is located at Raninagar Industrial Growth Center.
Address: Hindustan Coca-Cola Beverages Pvt. Ltd.
WBIIDC,
Raninagar Industrial Growth Center,
Raninagar, Mouza: Patkata,
P.O. & Dt : Jalpaiguri,
West Bengal.
Area: The total area of the plant is 11.3 acres.
Status: Authorized bottlers of the Coca-Cola company:
1, Coca-Cola Plaza, Atlanta, GA 30313, USA.
History: This plant started in April, 2000 with six different products namely
42
Coca-Cola (Coke)
Thums Up
Sprite
Fanta
Limca
Kinley Soda
Production: The manufacturing facility is capable of producing 200ml and 300ml
RGB and 600ml, 1.25L, 1.50L and 2.00L PET bottles for the six different flavours
that are produced here.
Production Capacity: 600 BPM (RGB), 300 BPM (New PET) AND 100 BPM
(New PET).
International Standards:
ISO-9001:2008- For quality.
ISO-14001:1996- For environment.
ISO-22000- For food safety.
OHASAS 18001:2007- For occupational health and safety.
Awards Received: The plant is awarded by Citizenship Challenged Award for
Pet Recycling Project, Environmental Excellence Award, Max Glass Award etc.
43
It has also received recognition for Excellence in Water Management and Other
Environmental Initiatives.
CRS Activities: The plant is also highly active in CRS or the social activities. It
has provided scholarship to meritorious poor students, celebrating Childrens Day
and Environment Day along with arranging competition like Sit-n-Draw for the
childrens. It also actively participates in Rain water harvesting, PET recycling,
Working with District Disable Rehabilitation Centre etc.
Food Safety Management: All associates of HCCBPL, Raninagar are committed
to produce beverages in hygienic conditions and safe to consume by common
people every time by implementing HACCP, GMP, GLP, GHK from receiving of
raw materials to storage of finished products.
TABULATIO
Acme
What is
Inducting
Recruitment
manpower to fill
Fairgrowth
Contactx
Choosing the best Sourcing the right

candidate
up current and
Candidate for the

right job.
future vacant
44
position on
ensuring a right fit
How often the
As required
Twice in a year
process takes
As and when
there is
requirement of
place
manpower with a
client.
Main sources of
Placement
Job Portals and
Job Portals,
Recruitment
agencies,
Head Hunting
referencing,
Selection Criteria
Newspaper Ads,
networking,
Referral, Portals
internal database.
Domain
Confidence and
Communication,
knowledge,
ability to commit
Qualification, Job
profile,
Competency,
employment
Family
history and most
45
important his
Background,
attitude.
Track Record,
Etc.
Openness to
NO
Very much
Negotiation is
very important on
negotiate
both fronts with

the candidate and
clients.
Problems during
Cultural
Candidates not
Sourcing the right
Recruitment and
Background
joining after offer
candidate for a
Selection
issues, Salary
acceptance
technical position
,candidates not
band problems,
attending the
interview ,lack of
feedback from the
46
clients
Does MONEY
make you MOVE
Profile,
Not so much but
Job Scope and
Compensation
definitely a factor
satisfaction,
and benefits along to be considered.
remuneration,
with money is
growth makes me
important
switch.
Note: The above table shows details about various companies Opinion about
Recruitment and Selection on the basis of the mentioned criteria. They are
highly subjective as they are personal opinion
THE QUALITY ASSURENCE DEPARTMENT
The quality assurance department is an integral part of Coca-Cola Company. It has
its importance because it provides assurance to the consumers that the products
they are consuming it safe to the extent that they are accepted by the Government
of India and worldwide.
The department is headed by the quality incharge Mr. Rudra Mohan Thakur, with
quality associates Microbiologists, Line Chemists, Process Chemists and operators.
47
The quality department controls mainly three departments:

The Water Treatment Plant.
The Effluent Treatment Plant.
The Syrup Preparation Room.
The department also checks the quality of different products received from the
suppliers and thus we can conclude that it works not only in factory but also
managers the status of the company outside.
Product and Services:
The business system of the Company in India directly employs approximately
6,000 people, and indirectly creates employment for many more in related
industries through our vast procurement, supply and distribution system. The vast
Indian operations comprise 25 company-owned bottling operations and 24
franchisee-owned bottling operations. That apart, a network of contract-packers
also manufactures a range of products for the Company.
Coca-Cola
Diet Coke
48
Sprite
Fanta
Thums Up
Limca
Maaza and Kinley are Trademarks of The Coca-Cola Company
Cultures and Values:
The Secret Of Formula
Commitment, tempered by Passion and seasoned with a great deal of Fun is the
Coke way of life. Drawing upon our collective energies, this Secret Formula drives
us to achieve greater results collaboratively and thoroughly enjoy ourselves while
doing it! The pace, energy and passion of our people constitute the invisible glue
that make us one of the most sought after workplaces.
Participative Leadership
Right from our interactions in the market, our Business Planning and our Brand
launches, to our Employee Engagement Programs, our Values Agenda, and
employee processes, every system is available for continuous improvement. A
49
learning atmosphere, enabled by our Manifesto for Growth, helps us seek and
replicate the learnings from within and outside our organization. Our Engagement
programs enable us to examine, validate and improve ourselves, constantly. Our
colleagues involve themselves in our opportunities for participative leadership
volunteering for work groups that assist decision-making in critical processes.
Values
We are guided by the shared values that guide us a Company and as individuals
Leadership The courage to shape a better future
Passion Committed in heart and mind
Integrity Be real
Accountability If it is to be, its up to me
Collaboration Leverage collective genius
Innovation Seek, imagine, create, delight
Quality What we do, we do well
50
Number of Departments in PCS

1.
Technical Department
2.
Administration
3.
Human Resource
4.
Finance& Accounts
5.
Quality Department
6.
Sale & Marketing

SOURCES OF RECRUITMENT
INTERNAL SOURCES
Internal sources are used by this organization such as present employees, former
employees, employee referrals, previous applicant for recruitment purpose.
These internal sources are used but very rarely whereas external sources are used
frequently.
EXTERNAL SOURCES
Advertisement:News papers used by this organization for recruitment purpose:-
51
1) Times of India
2) Mumbai mirror
Deputation:Deputation is done in case of well performing employees who can go in other
industries and understand new techniques of work. Normally these employees are
sent abroad countries such as U.S.A., Dubai, Norway etc.
Other external sources such as Professional Associations, Raiding or Poaching,
Word-of-mouth are not used by the organization.
SELECTION PROCESS
Its selection process is quite different from the other manufacturing companies.
Selection process is based on technical knowledge of the candidate.
Main things taken into consideration while selecting the candidate are: Basic qualification
Technical qualification
Job experience
Specialized working area
52
There normally selection is done in two levels.

Middle and top level selection
Lower level selection
Lower level selection:For selecting lower level employees such as cad operators, designers, etc. the
preliminary test is conducted. The candidates who scores higher marks are called
for interview.
In interview many things are asked and decided such as: Candidates recruitment on temporary basis or contract basis.
Candidates to be paid on hourly basis or monthly basis.
Candidate to be sent to abroad for training or project.
Candidates readiness to work on shifts.
After confirmation of all these things final decision regarding giving appointment
letter is taken and at last letter of appointment is given.
Top level selection:While selecting middle or top level employees job experience is main element and
interview is given most importance. As top level employee is going to manage
people in the organization his personal skills are also given importance with his
53
technical knowledge. While selecting top level employees many things are taken
into consideration such as: Abilities to understand the people,
Abilities to handle the people,
Abilities to take right decisions,
Abilities to give training to the lower level employees, etc.
Generally top level employees are selected on long period contract basis.
54
CHAPTER 4
ANALYSIS
& INTERPRETATION OF
DATA
55
1. What is the major source to recruiting the candidates?

s. no
Opinion
No. of
Percentage
respondents
1
Campus recruitment
Walk-in
20
40
Data bank
All
30
60
Total
50
100
56
70
60
50
40
30
20
10
0
Respondents
ll
A
nk
s
ba
ta
lk
-in
D
a
W
a
C
a
m
p
us
re
cr
u
itm
en
Percentage
INTERPRETATION:
The above graph indicates that the major source of recruitment
of the organization are walk-in 20% and other sources are campus selection,
data banks, walk-in are found to be 30% .
57
2. Who takes hiring decision in your organization?
S. no
Opinion
No of
percentage
respondents
1
Line manager
10
20
HR manager
30
60
Both
10
20
Total
50
100
58
70
60
50
40
Respondents
30
Percentage
20
10
ot
h
B
H
R
Li
ne
an
an
ag
er
ag
er
INTERPRETATION:
The above graph indicates that the hiring decision mostly taken
by the HR manager and sometimes line manager also takes the decision in the
organization.
59
3. What type of interview is conducted during the selection process?
S. no
Opinion
No of
percentage
respondents
1
Panel interview
50
100
Structured interview
Un structured
50
100
interview
Total
60
120
100
80
Respondents
60
Percentage
40
20
in
te
rv
ie
w
U
n
st
ru
ct
ur
ed
tr u
ct
ur
ed
S
an
el
i
nt
er
vi
ew
in
te
rv
ie
w
INTERPRETATION:
The above graph indicates that the organization only concentrate
on conducting the panel interview.
61
4. Does your organization rehire the employees who have already left?
S. no
Opinion
No of respondents
percentage
Yes
30
60
No
20
40
Total
50
100
62
70
60
50
40
Respondents
30
percentage
20
10
0
Yes
No
INTERPRETATION:
The above graph indicates that 60% of the respondents stated
that the organization rehire the employees who have already left.
63
5. Are you satisfied with your organizations recruitment and selection

processes?
S. no
Opinion
No of respondents
percentage
Yes
40
80
No
10
20
Total
50
100
64
90
80
70
60
50
Respondents
40
Percentage
30
20
10
0
Yes
No
INTERPRETATION:
The above graph indicates that the 80% of the employees are
satisfied and remaining 20% of the employees are not satisfied with the
organizations recruitment and selection processes.
65
6. Who will give the approval for selected candidates?

S. no
Opinion
No of respondents
percentage
Chairman
40
80
HR manager
10
20
Departmental
All
Total
50
100
head
4
66
90
80
70
60
50
40
30
20
10
0
Respondents
ll
en
ta
lh
ea
d
D
ep
ar
tm
m
H
R
C
ha
irm
an
an
ag
er
Percentage
INTERPRETATION:
The above graph indicates that in the organization mostly the
chairman give the approval to the selected candidates and sometimes the HR
manager will give the approval to the selected candidates.
67
7. Does your organization prefer internal recruitment?
S. no
Opinion
No of respondents
percentage
Yes
50
100
No
Total
50
100
68
120
100
80
Respondents
60
Percentage
40
20
0
Yes
No
INTERPRETATION:
The above graph indicates that the organization prefers the
internal recruitment process.
69
8. Most of the manpower required due to vacancy created by.

S .no
Opinion
No of respondents
percentage
Expansion
10
20
Transfer
Resignation
All
40
80
Total
50
100
70
90
80
70
60
50
40
30
20
10
0
Respondents
ll
at
io
si
gn
ra
T
R
e
xp
a
ns
io
ns
fe
r
Percentage
INTERPRETATION:
The above graph indicates that in the organization 20% of the
vacancies are created by expansion of business; remaining vacancies are
created by all the factors.
71
9. How long it takes to inform to the selected candidates that they have been
selected?
S. no
Opinion
No of respondents
percentage
Immediate
10
20
One week
10
20
15 days
10
20
Above 15 days
20
40
Total
50
100
72
45
40
35
30
25
20
15
10
5
0
Respondents
da
ys
bo
ve
15
15
da
ys
ek
w
e
1
Im
m
di
at
e
Percentage
INTERPRETATION:
The above graph indicates that the organization informs the
selected candidates that they have been selected within 15 days.
73
10. According to your opinion is competition plays an important role at the

time of selection.
S. no
Opinion
No of respondents
percentage
Yes
50
100
No
Total
50
100
74
120
100
80
Respondents
60
Percentage
c
40
20
0
Yes
No
INTERPRETATION:
The above graph indicates that competition plays an important
role in the selection process.
75
11. Do you think that the recruitment in your organization is?
S. no
Opinion
No of respondents
percentage
Best
Better
30
60
Good
20
40
Average
Total
50
100
76
70
60
50
40
Respondents
30
Percentage
20
10
0
Best
Better
Good
Average
INTERPRETATION:
The above graph indicates that 60% of the people say that the
organizations recruitment process is better and remaining say that the
organizations recruitment process is good.
77
12. What type of tests do you follow in your organization to select candidates?
S. no
Opinion
No of respondents
percentage
Written test
Technical
interview
3
Personal interview
All
50
100
Total
50
100
78
120
100
80
Respondents
60
Percentage
40
20
ll
A
ew
nt
er
vi
li
er
so
na
P
al
i
ec
hn
ic
T
W
rit
te
n
te
st
nt
er
vi
ew
INTERPRETATION:
The above graph indicates that the organization follows all types
of tests in selecting candidates.
79
13. How do you think that the candidates come to know about the vacancy?
S. no Opinion
No
of percentage
respondents
1
Advertisement
Employee referrals
Campus
All
50
100
Total
50
100
recruitment
4
80
120
100
80
Respondents
60
Percentage
40
20
ll
A
J
C
a m ob
po
pu
st
s
in
re
g
cr
ui
tm
en
t
pl
oy
ee
m
E
dv
er
t is
em
en
ts
re
fe
rr
al
s
INTERPRETATION:
The above graph indicates that the candidates know about
vacancy through all the media like advertisements, employee referrals, job
posting etc.
81
14. On which base your organization recruits the candidates?
S. no
Opinion
No of respondents
percentage
Contract base
Permanent
20
40
Both
30
60
Total
50
100
base
3
82
70
60
50
40
Respondents
30
Percentage
20
10
C
o
er
m
an
nt
ra
ct
en
tb
ot
h
as
e
ba
se
INTERPRETATION:
The above graph indicates that the organization recruits both
types of employees.
83
15. What are the key factors consider recruiting the candidates?
S. no
Opinion
No of respondents
percentage
Merit
Qualification
Experience
All
50
100
Total
50
100
84
120
100
80
Respondents
60
Percentage
40
20
ll
A
xp
er
ie
nc
e
E
ifi
ca
to
in
Q
ua
l
er
it
INTERPRETATION:
The above graph indicates that the organization considers all the
factors like merit, qualification and experience of candidates.
85
16. Is there any induction program for selected candidate in your company?
S. no
Opinion
No of respondents
percentage
Yes
30
60
No
20
40
Total
50
100
86
70
60
50
40
Respondents
30
Percentage
20
10
0
Yes
No
INTERPRETATION:
The above graph indicates that most of the respondents say that
there induction program to the selected candidates in their organization.
87
17. Selection process for managerial level is taken by?
S. no
Opinion
No of respondents
percentage
Chairman
30
60
Departmental
head
3
HR manager
All
20
40
Total
50
100
88
70
60
50
Respondents
40
30
Percentage
20
10
ll
an
ag
er
m
H
R
en
ta
lh
ea
d
D
ep
ar
tm
C
ha
irm
an
INTERPRETATION:
The above graph indicates that selection process for managerial
level is mostly taken by chairman and sometimes by remaining persons.
89
18. Is internal source of recruitment benefit to the organization?
S. no
Opinion
No of respondents
percentage
Yes
50
100
No
Total
50
100
90
120
100
80
Respondents
60
Percentage
40
20
0
Yes
No
INTERPRETATION:
The above graph indicates that the internal source of recruitment
is more benefit to this organization.
91
19. Does your organization prefer campus recruitment?
S. no
Opinion
No of respondents
percentage
Yes
40
80
No
10
20
Total
50
100
92
90
80
70
60
50
Respondents
40
Percentage
30
20
10
0
Yes
No
INTERPRETATION:
The above graph indicates that 80% of the respondents say that
their organization prefers the campus recruitment. And 20% respondents say
that their organization does not prefer campus recruitment.
93
20. Which recruitment policy does your organization follow?
S. no
Opinion
No of respondents
percentage
Centralized
10
20
decentralized
20
40
Both
20
40
Total
50
100
94
45
40
35
30
25
Respondents
20
Percentage
15
10
5
0
Centralized
Dcentralised
Both
INTERPRETATION:
The above graph indicates that most of the people say that their
organization prefers both recruitment policies.
95
CHAPTER 5
SUMMERY OF FINDINGS
&
CONCLUSION
96
FINDINGS:
Under noted are the findings and suggestions drawn out of the data analysis, which
can be used for the further benefits of the organization.
1. 1. Out of the data analysis, it is found that the organization is mostly focusing
on the employee referrals.
2. In this organization vacancy is created due to expansion of business,
retirement, transfers, and resignations.
3. Company have preplan about recruitment & selection process.
4. Company uses internal & external sources of recruitment.
5. HINDUSTAN COCA-COLA BEVERAGES PVT. LTD. follows centralized &
decentralized recruitment policies.
6. The organization is found to be considering the present employee references
for recruiting the new man power.
7. The time taken for recruitment process carried by the organization is found to
be 1 month.
8. The organization is found to be following no promotion system for the
employees to fill the vacancies other than job rotation within the same level.
97
9. The time taken for the selection process in the organization is found to be 15
days.
Man power of HINDUSTAN COCA-COLA BEVERAGES PVT. LTD. is
above 6000.
CONCLUSION:
This project presents that the process and various methods of
RECRUITMENT& SELECTION that undergoes in HINDUSTAN COCA-COLA
BEVERAGES PVT. LTD.
In this follow both the internal and external sources for the hiring of
new
people.
The
recruitment
policy
at
HINDUSTAN
COCA-COLA
BEVERAGES PVT. LTD. is tailored around what they have, new skill sets
required to accomplish the pre-set goals and how the new one fit in with the plans
of the professionals.
HINDUSTAN COCA-COLA BEVERAGES PVT. LTD. attracts the
job applicants with their policies and offering good salaries.
98
CHAPTER 6
RECOMMENDATION
&
SUGGESION
99
RECOMMENDATIONS AND SUGGESIONS:

The following are the suggestions given for the above noted findings.
1. It is suggested that the organization should concentrate not only on the
employee referrals but also go to campuses to recruit freshers.
2. The organization is suggested to concentrate on the walk-ins also besides the
employee references.
3. The organization should concentrate on the time factor under the recruitment
process.
4. It is suggested to the organization that it also follow the promotion system,
for the employees so that they get motivated and work effectively.
5. Due to the contract basis of recruitment of the employees, the fresher
candidates may not feel interested. Hence the organization has to give a
chance to the fresher candidates by providing the minimum contract period.
6. It is suggested to the organization that it should concentrate on the time
factor for the selection process.
7. It is suggested to the organization that it should follow a full pledged
induction program.
100
8. If third parties to the organization conducts exit interviews it will benefit to

the organization. Because departing employee may not give accurate
feedback to company interviewer.
101
APPENDICES
&
ANNEXURES
102
APPENDICES AND ANNEXURES
Dear Sir / Madam,

I Gourab Saha of 6th semester student of a BBM from
ACHARYA INSTITUTE OF MANAGEMENT and SCIENCES, Bangalore
University. As a part of my academic curriculum, I have to complete a project for
6th semester. I have chosen the topic as EFFECTIVENESS OF
RECRUITMENT AND SELECTION PROCESS done by HINDUSTAN
COCA-COLA BEVERAGES PVT LTD, I request your kind co-operation in
filling up the enclosed questionnaire.
Thanks and regards,

Gourab Saha
103
QUESTIONNAIRE
COMPANY NAME: HINDUSTAN COCA-COLA BEVERAGES PVT. LTD.
PROJECT TITLE: RECRUITMENT AND SELECTION
Dear sir/madam,
I am conducting this entitled survey recruitment and selection as a
project work in BBM course. I request you to kindly fill up the following
questionnaire, giving your free and frank option. The given information will
be kept confidential and used for academic purposes. I will be thankful for
your positive response.
1.
What
is
the
major
source
a. Campus recruitment
to
recruiting
candidates?
b. Walk-in
a. Data banks
2.
the
d. All
What are the key factors consider recruiting the candidates?

a. Merit
b. Qualification
c. Experience
d. All
104
3.
On what base your organization recruits the candidates?

a. Contract base
4.
b. Decentralized
b. NO
Does your organization prefer campus Recruitment?

a. Yes
7.
b. No
Most of the manpower required due to vacancy created by?

a. Expansion
8.
c. Both
Is internal source of recruitment benefit to the organization?

a. Yes
6.
c. Both
Which recruitment policy does your organization follow?

a. Centralized
5.
b. Permanent base
b. Transfer
c. Both
d. Resignation
Do you think that the recruitment in your organization is ?

a. Best
b. Excellent
105
c. Good
d. Average
9.
How do you think that the candidates come to know about the
Vacancy?
10.
a. Advertisements
b. Employee referrals
c. Campus Recruitment
d. All
What type of tests do you follow in your organization in selection
candidate?
a. Written test
b. Technical interview
c. Personal interview
11.
d. All
Does your organization prefer internal recruitment?

a. Yes
12
b. No
What type of interview is conducted during the selection process?

a. Panel interview
b. structured interview
c. Un Structured interview
13.
Does the candidate undergo any preliminary interview before
screening of CVs?
a)
Yes
b)
106
No
14.
How long it takes to inform to the selected candidates that they have
been selected?
15.
16.
17.
a. Immediate
b. One week
c. 15 days
d. Above 15 days
Selection process for managerial level is taken by?

a. Chairman
b. Departmental head
c. HR head
d. All
Who will give the approval for selected candidates?

a. Chairman/Director
b. HR-Head
c. Departmental head
d. All
Who takes hiring decision in your organization?

a. Unit-Head
b. HR-Head
c. Both
18.
d. Department head
Does your organization rehire the employees who have already left?
a. Yes
b. No
107
19.
Are you satisfied with your organizations recruitment and selection
processes?
a. Yes
20.
b. No
Is there any induction program for selected candidate in our
company?
a. Yes
b. No
THANK YOU.
108
BIBLIOGRAPHY
109
BOOKS:
1. Human resource management by P. Subba Rao.
2. A.K Aswathappa, Human Resource
& Personal Management, Tata
Mc,Graw Hill Publication, New Delhi,2003.

3. Wayne F . Cascio, Managing HR, Tata Mc Graw Hill Publication,6 th Edition.
4. Gary Bessler, HRM, Hall of India Pvt Ltd Publication. 10 th edition ,New
Delhi.
5. Bernardin John HRM, Mc Graw Hill Publication, New York,2003.
WEBSITES VISITED:
1. www.citehr.com
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EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

A project report entitled

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN

Submitted in partial fulfillment of the requirements

for the degree of

Sikkim-Manipal University, India

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

I hereby declare that the project report entitled

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN

Submitted in partial fulfillment of the requirements for the degree of

To Sikkim-Manipal University, India,

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN

Submitted in partial fulfillment of the requirements for the degree of

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

Without their active

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

ANALYSIS & INTERPRETATION OF

SUMMERY OF FINDINGS AND

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

HUMAN RESOURCE MANAGEMENT

According to Edwin Flippo, "Personnel Management is the planning, organising,

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

Meaning of Human Resource

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

What is Human Resource Development? HRD

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

Advantages / Importance of HRP

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

Coping with change: HRP enables an enterprise to cope with changes in

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

Training of manpower: HRP is helpful in selection and training activities. It

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

Selection is a negative function as it relates to elimination of unsuitable candidates.

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

examination. Such lengthy procedure is followed in order to select the most

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

Collection of Applications Blanks: In this step, applications with necessary details

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

number of applicants is large. In such testing, the process of elimination can be

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

Human Resource Management of Hindustan Coca-Cola Beverages Pvt. Ltd.

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

Human Resource Management within Coca Cola

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

Human Resource Management within Coca Cola

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

other information related to this conduct.

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

TITLE OF THE STUDY