Recruitment and Selection Process of Nestle Tahliwal

A Synopsis of Six Weeks Summer Internship

Submitted for the Partial Fulfillment of the Degree of
Master of Business Administration

Under the Mentorship of

Mrs. Shurabhi
Human Resource Manger
Nestle India Limited Tahliwal
Submitted by

Anitika katoch,
University Roll No. 51MB5013510
3rd Semester, MBA
Academic Session, 2015-16

Himachal Pradesh Technical University Business School

Rajiv Gandhi Government Engineering College Kangra Campus at Nagrota
Bagwan District- Kangra, Himachal Pradesh-176047

ACKNOWLEDGEMENT
Acknowledgement is an art, one can write glib stanzas without meaning a word, and on the
other hand one can make a simple expression of gratitude
This project report and the learning process behind it would not have been possible without the
guidances of my company guide Mrs.Shurabhi at Nestle India Tahliwal,UNA who was able to
introduce me to the idea of Recruitment and Selection and what goes behind it.
I am also indebted to Dr. Puneet Sood (HOD) & Mr. Sanjeev and Suneet (Faculty) for
their valuable guidance. These past two months were of utmost importance as they

added value towards my path of knowledge. I would like to end this acknowledgement by
thanking the staff, clients, and people at large with whom I have interacted during the course of
my training.
Better understanding I am grateful for each and every valuable interaction that brought me to a of
the workings of the Recruitment and Selection Process in an organization forming the crux of my
report
I would also thankful to almighty god for his grace and mercy to successfully complete this
project.

Anitika katoch
MBA 3rdsemester

PREFACE
The purpose of my project was to learn the practical application of Recruitment and Selection
Process and its importance in Nestle India Tahliwal, UNA along with the HR policies of Nestle
which prides itself to be the market leader. While carrying out the study I have gained a good
amount of knowledge and insights of how HR department works but I have touched the tip of
iceberg. There was more to learn but due to constraint of time it was not possible. The HRD
manager has to work with the missionary spirit. Unlike many roles in an organization where
tangible short-term benefits can be obtained, it is difficult for HRD functionary to demonstrate
any tangible short- term accomplishment. Yet HRD managers are tempted to show to the top
management, line manager and themselves that they are making things happen through training
program, performance appraisal, reward systems and the like. In Nestle a meticulously natural
team stands at the very heart of the group.4, 000 Personnel evince perfect camaraderie. A stead
fast dedication to qualify an attainment of maximum team potential are the touchstones of the
company.The company is engaged in constant learning process through intensive selection and
training program. Indeed, the aspiration is to shape a winning team of self motivated,
empowered, professionals with knowledge and confidence to take independent decision. Nestle
recognizes each employees individuality, ability and efforts and also applauds for their
contribution to the success of the group.

CONTENTS

CONTENTS: FOR INTERNSHIP REPORT

CHAPTER 1

INTRODUCTION
Introduction to Industry
Introduction to Company
Introduction to Project

CHAPTER 2

STATEMENT OF OBJECTIVE
Rational
Objectives of the Study

CHAPTER 3

RESEARCH METHODLOGY
Sampling
Data Collection
Limitations of the Study

CHAPTER 4

FINDING

CHAPTER 5

CONCULSIONS AND SUGGESTIONS

Conclusion
Suggestions
BIBLOGRAPHY

PAGE NO.

EXECUTIVE SUMMARY
As in case of any other functional area like marketing, production or finance, the work personnel
department has also to be planned. Planning in the personnel area is mainly concerned with
crystallizing from where the right type of people can be secured for future anticipated vacancies.
Manpower planning is the process by which management determines how the organization
should move from its current manpower position to its desired manpower position. Through
planning, management strives to have the right number and the right kinds of people, at
the right places, at the right time, doing things, which result in the growth and success of boththe organization and the individual. The manpower planning is one of the basic steps in
the recruitment and selection procedure. Recruitment and Selection is the process wherein the
organisation finds the best candidate among the vast array of candidates. The function that
locates the sources where from the required human resources can be available and to attract them
towards the organisation is known as recruitment.
Selection can be defined as the process wherein the organisation has to select a small lot of
peoples who are useful to the organisation in terms of their capabilities and their qualifications.
The main aim of organisation at this stage is to have a well-equipped manpower efficient enough
to handle all the tasks gracefully. This project entitled "Recruitment and Selection in Nestle India
Ltd" aims at studying the recruitment and selection procedure undertaken at this ever growing
organisation. The project gives a brief idea as to how the whole process works. Every
organisation has different policies, at times unique and it is very rare that the policy of one
organisation matches to the policies of another organisation. It is true that the success of any
organisation depends upon the old dictum: RIGHT PERSON FOR THE RIGHT JOB

CHAPTER 1
INTRODUCTION
OF THE
COMPANY

Nestl was founded in 1866 by Henri Nestl and is today the world's biggest food and beverage
company. Sales at the end of 2005 were CHF 91 bn, with a net profit of CHF 8 bn. Nestl
employ around 250,000 people from more than 70 countries and have factories or operations in
almost every country in the world.

The history of Nestl began in Switzerland in 1867 when Henri Nestl, the pharmacist, launched
his product Farine Lacte Nestl, a nutritious gruel for children. Henri used his surname, which
means little nest, in both the company name and the logotype. The nest, which symbolizes
security, family and nourishment, still plays a central role in Nestls profile.
Since it began over 130 years ago, Nestls success with product innovations and business
acquisitions has turned it into the largest Food Company in the world. As the years have passed,
the Nestl family has grown to include chocolates, soups, coffee, cereals, frozen products,
yoghurts, mineral water and other food products. Beginning in the 70s, Nestl has continued to
expand its product portfolio to include pet foods, pharmaceutical products and cosmetics too.
Today, Nestl markets a great number of products, all with one thing in common: the high
quality for which Nestl has become renowned throughout the world The Company's strategy is
guided by several fundamental principles. Nestl's existing products grow through innovation
and renovation while maintaining a balance in geographic activities and product lines. Long-term
potential is never sacrificed for short-term performance. The Company's priority is to bring the
best and most relevant products to people, wherever they are, whatever their needs, throughout
their lives.
Taste of Nestl in each of the countries where Nestl sell products. Nestl is based
on the principle of decentralization, which means each country is responsible for the efficient
running of its business - including the recruitment of its staff.
That's not to say that every operating company can do as it wishes. Headquarters inVevey sets
the overall strategy and ensures that it is carried out. It's an approach that is best summed up as:
'centralize what you must, decentralize what you can'. Nestl is a company which is present in all

over the world but It has difference and unique motto to deal in all over the world. Nestl
believes that they should think about their organizations globally but they deal with people by
interacting with them locally.

Thinking globally - acting locally

COMPANY PROFILE

NESTL India is a subsidiary of NESTL S.A. of Switzerland. With eight factories and a large
number of co-packers, Nestl India is a vibrant Company that provides consumers in India with
products of global standards and is committed to long-term sustainable growth and shareholder
satisfaction.
The Company insists on honesty, integrity and fairness in all aspects of its business and expects
the same in its relationships. This has earned it the trust and respect of every strata of society that
it comes in contact with and is acknowledged amongst India's 'Most Respected Companies' and
amongst the 'Top Wealth Creators of India'.

The NESTL Corporate Business Principles are at the basis of our Companys culture,
developed over 150 years, which reflects the ideas of fairness, honesty and long-term thinking.
Nestl set up its operations in India, as a trading company, in1912 and began manufacturing at
the UNA THALIWAL factory on December of 2012. Production in this factory began in 2012
with the manufacture of Nestle instant Maggie and Munch. This factory employs 145 people and
is cited as a model in terms of environment protection.

NESTL India set up its first manufacturing facility at Moga (Punjab) in 1961 followed by its
manufacturing facilities at Choladi (Tamil Nadu), in 1967; Nanjangud (Karnataka), in 1989;
Samalkha (Haryana), in 1993; Ponda and Bicholim (Goa), in 1995 and 1997, respectively; and

Pantnagar (Uttarakhand), in 2006. In 2012, Nestl India set up its 8th manufacturing facility at
Tahliwal (Himachal Pradesh).
NESTL's relationship with India dates back to 1912, when it began trading as The NESTL
Anglo-Swiss Condensed Milk Company (Export) Limited, importing and selling finished
products in the Indian market.
After India's independence in 1947, the economic policies of the Indian Government emphasised
the need for local production. NESTL responded to India's aspirations by forming a company in
India and set up its first factory in 1961 at Moga, Punjab, where the Government wanted
NESTL to develop the milk economy. Progress in Moga required the introduction of NESTL's
Agricultural Services to educate, advise and help the farmer in a variety of aspects. From
increasing the milk yield of their cows through improved dairy farming methods, to irrigation,
scientific crop management practices and helping with the procurement of bank loans.
NESTL set up milk collection centres that would not only ensure prompt collection and pay fair
prices, but also instil amongst the community, a confidence in the dairy business. Progress
involved the creation of prosperity on an on-going and sustainable basis that has resulted in not
just the transformation of Moga into a prosperous and vibrant milk district today, but a thriving
hub of industrial activity, as well.
NESTL has been a partner in India's growth for over a century now and has built a very special
relationship of trust and commitment with the people of India. The Company's activities in India
have facilitated direct and indirect employment and provides livelihood to about one million
people including farmers, suppliers of packaging materials, services and other goods.
The Company continuously focuses its efforts to better understand the changing lifestyles of
India and anticipate consumer needs in order to provide Taste, Nutrition, Health and Wellness
through its product offerings. The culture of innovation and renovation within the Company and
access to the NESTL Group's proprietary technology/Brands expertise and the extensive
centralized Research and Development facilities gives it a distinct advantage in these efforts. It
helps the Company to create value that can be sustained over the long term by offering
consumers a wide variety of high quality, safe food products at affordable prices.

Mission, Vision and Core Values of Nestle

Vision:
To rapidly build Nestle India as the Respected and Trustworthy leading food, Nutrition,
Health and Wellness Company ensuring long term sustainable and profitable growth

Mission:
Their mission is to provide consumers with the best tasting, most nutritious choices in a wide
range of food and beverage categories and eating occasions, from morning to night

Core Values:
Maintaining respect and trust in people is main core value to be kept in mind. To listen and
engage with people is also one kind of communication. To cooperate and helping others should
be done willingly which is the basic for advance and promotion of the company.

BOARD OF DIRECTORS OF NESTLE INDIALtd.

Name

Antonio Helio Waszyk

Pradip Baijia
Ravinder Narain
Rakesh Mohan

Christian Schmid

Shobinder Duggal

Designation
Chairman and Managing
director
Non Executive Director

Non Executive Director

Non Executive Director
Director (Technical)

Director

Michael W O Garrett

Non Executive Director

Richard Sykes

Alternate Director

Swati A Piramal

Non Executive Director

PURPOSE AND PRINCIPLES

The Nestl Corporate Business Principles are at the basis of companys culture, which has
developed over the span of 150 years. Since Henri Nestl first developed his successful infant
cereal Farine Lacte, we have built our business on the conviction that to have long-term
success for our shareholders, we not only have to comply with all applicable legal
requirements and ensure that all our activities are sustainable, but additionally we have to
create significant value for society. A modular training programme will be rolled out on the
various components of the Corporate Business Principles. The depth and focus of the
trainings will be established in accordance with the materiality for the different functions
within the company. For example, the training on the human rights components will focus on
managers and employees in countries of higher human rights risks as a priority, with the aim
to having completed the first training cycle by the end of the year.
Our Corporate Business Principles will continue to evolve and adapt to a changing world, our
basic foundation is unchanged from the time of the origins of our Company, and reflects the
basic ideas of fairness, honesty, and a general concern for people.
Nestl is committed to the following Business Principles in all countries, taking into account
local legislation, cultural and religious practices:

Nutrition, Health and Wellness

Quality Assurance and product safety

Consumer Communication

Human rights in business activities

Leadership and personal responsibility

Safety and health at work

Supplier and customer relations

Agriculture and rural development

Environmental sustainability

Water

NESTLE PRODUCT LINE

Milk Products & Nutrition
Beverages
Prepared Dishes & Cooking Aids
Chocolates & Confectionary
NESTL India manufactures products of truly international quality under internationally famous
brand names such as
NESCAF, MAGGI, MILKYBAR, KIT KAT, MUNCH, BAR-ONE, MILKMAID and
NESTEA and in recent years the Company has also introduced products of daily consumption
and use such as NESTL Milk, NESTL SLIM Milk, NESTL Dahi and NESTL Jeera Raita.

OUR BRAND

Milk Products & Nutrition

Chocolates & Confectionery

NESTL EVERYDAY Dairy Whitener

NESTL KITKAT

NESTL EVERYDAY Slim

NESTL KIT KAT LITE

NESTL EVERYDAY Ghee

NESTL MUNCH

NESTL Milk

NESTL MUNCH POP CHOC

NESTL Slim Milk

NESTL MILKYBAR

NESTL Fresh 'n' Natural Slim Dahi

NESTL MILKYBAR CHOO

NESTL Jeera Raita

NESTL BAR-ONE

NESTL NESVITA

NESTL FUNBAR

NESTL NIDO

NESTL Milk Chocolate

NESTL MILKMAID

NESTL clairs

NESTL MILKMAID Fruit yoghurt

POLO

NESTL MILKMAID FUNSHAKES

POLO Power mint

NESTL CEREVITA

POLO Zero
NESTL TANG EEZ

Beverages

Prepared Dishes & Cooking Aids

NESCAF CLASSIC

MAGGI 2-MINUTE Noodles

NESCAF SUNRISE

MAGGI Vegetable Atta Noodles

NESTL MILO

MAGGI Dal Atta Noodles

NESCAF Mild

MAGGI Rice Noodles Mania

MAGGI Sauces
MAGGI Pizza Mazza
MAGGI Healthy Soups
MAGGI Healthy Soup- Sanjeevni

OVERVIEW OF FACTORY LOCATION

Nestle has 8 factories in India. These are

1. Moga (Punjab) :

The Nestle factory in Moga has the pride of being the first and most

comprehensive factory of Nestle India. Set up in 1962, it represents the core competence
of Nestle India in the manufacture of milk products (Everyday, Milkmaid), beverages,
culinary products (Maggie sauces, noodles, soups etc.), weaning cereals (Cerelac) and infant
milk formulae.
2. Choladi (Tamil Nadu): The factory in Choladi started production in 1967.Situated about 60
miles from Calicut, the factory today has 81 employees and produces 1.5% of the total
turnover of Nestle India. It is a 100 percent export oriented unit which processes freshly
picked tea leaves into soluble instant tea.
3. Nanjagud (Karnataka): Production in this factory began in 1989 with the manufacture of
Nestle instant coffee and Sunrise. Today in addition to instant coffee the factory also

manufactures health beverages. The plant to manufacture MILO was also commissioned at
this factory. This factory employs 145 people and is cited as a model in terms of
environment protection for its installations to purify waste water as well as for its provisions
4.

for recycling coffee wastes.

Samalakha (Haryana): This factory was set up in 1993. Located 70 kilometres from
Delhi, it manufactures weaning cereals, culinary products, health beverages and milk
products. Recently the expansion of manufacturing capacity for Milkmaid Dessert Mixes
was undertaken at this factory as this new and unique product category is viewed to have

great potential in the future.

5. Ponda (Goa): This Kit-Kat factory was set up in Goa in 1995 at a cost of Rs. 50 crores.
It represented a major step by Nestle towards becoming the Number 1 Chocolates and
Confectionery Company in India.
6. Bicholim (Goa) The construction work at this new factory is progressing with speed. This
factory will soon commence the manufacture of culinary products, which is a key thrust area
for the company and will include latest technological improvements relating to this category
of products.
7. Pantnagar (Uttarakhand): Nestle India limited is situated in sector 1 IIE Sidcul
Pantnagar Rudhrapur and is a very popular company. It deals in culinary products and
process foods.
8. Taliwhal (Una): Nestle India set up its 8th manufacturing facility at Tahliwal (Himachal
Pradesh), in 2012 .Production in this factory began in 2012 with the manufacture of Nestle
instant Maggie and Munch. This factory employs 145 people and is cited as a model in
terms of environment protection

CHAPTER 2
Review of
Literature

3.0 Introduction
A review of literature is a text of a scholarly paper, which includes the current knowledge including
substantive findings, as well as theoretical and methodological contributions to a particular topic.
Literature Reviews are Secondary sources, and do not report new or original experimental work.
Most often associated with academic-oriented literature, such reviews are found in academic journals,
and are not to be confused with book reviews that may also appear in the same publication. Literature
Reviews are a basis for research in nearly every academic field.
A narrow-scope literature review may be included as part of a peer-reviewed journal article
presenting new research, serving to situate the current study within the body of relevant literature and
to provide context for the reader. In such cases, the review usually precedes the methodology and
results sections of the work producing a literature review may also be part of graduate and post

graduate student work, including in the preparation of the thesis, dissertation, or a journal article.
Literature Review is also common in research proposal or prospects.

3.1 Meaning
A Review of Literature is a text of a scholarly paper, which includes the current knowledge
including substantive findings; as well as theoretical and methodological contributions to a
particular topic. These are secondary sources, and do not report new or original experiments work.

3.2 Review of Literature

Most employers recognize the fact that their staff is their greatest asset and the right recruitment and
induction processes are vital in ensuring that the new employee becomes effective in the shortest
time. The success of an organization depends on having the right number of staff with the right
skills and abilities Organizations may have a dedicated personnel/human resource function
overseeing this process or they may devolve these responsibilities to line managers and supervisors.
Many people may be involved and all should be aware of the principles of good practice. Even it is
essential to involve others in the task of recruitment and induction.
Bowen, ct al (l991) in his study examined that integrated recruitment process helps recruiters

to

choose the candidates to fit the characteristics of an organization culture

Beardwell, ct al (2003) in his study examined that. Recruitment is carried out by organizations as a
means of candidates potential and actual performance and the intake of employees will make the
most appropriate contribution to organization-now and in future.
Robert (2005). in his study titled Strategic HR Review 2004" states that successful recruitment
can improve organization performance. The meta-analysis of the research conducted by Chapman,
uggersler, carroll, piasentin8rJones (2005) concluded that timely responses from HR managers were
linked to greater applicant attraction to a job with an organization.
According to Robins in his study revealed that. The ideal recruitment effort will attract a large
number of qualified applicants who will take the job if it is offered. So recruiting is a process of
discovering the potential candidates for actual organizational vacancies".
Ms AmbikaVerma(2009) in their survey research on the use of technologies in recruiting.
Screening and selection processes for job candidates conducted in Dimension group found that
most organizations implemented technology based recruitment tools to improve efficiency, reduce
costs and expand the applicant pool.

In summary, for a company to succeed all it takes is the proper recruitment strategies
which also shapes the overall manpower management of the company. By conclude this
literature review, the study emphasizes on the fact that the recruitment process is integrated with
other processes such as strategic plan of the company, training and development schemes,
compensation, rewarding/incentive system, performance appraisal, and lastly, industrial relations.
Furthermore, according to Silzeretal (2010), there exist several reasons why the most apparent
information have been more promising; including the well-structured nature of interviews, the use
of questionnaires based on a job analysis, inclusion of panel of interviewers, the practice of notemaking during the interview, and the use of rating scale based on behavioral factors to gauge the
interviewee's answers all play an integral part in the improvement of the recruitment validity.

INTRODUCTION
OF THE
PROJECT
2.1 Theoretical framework of Recruitment

2.1.1: Concept of Recruitment

Barber (1998) defines Employee recruitment as practices and activities carried on by an
organization for the purpose of identifying and attracting potential employees. Many large
corporations have employee recruitment plans that are designed to attract potential employees
that are not only capable of filling vacant positions but also add to the organizations culture.
According to Costello (2006) recruitment is described as the set of activities and processes used
to legally obtain a sufficient number of qualified people at the right place and time so that the
people and the organization can select each other in their own best short and long term interests.
According to Montgomery (1996) is on matching the capabilities and inclinations of prospective
candidates against the demands and rewards inherent in a given job. Jovanovic (2004) said
recruitment is a process of attracting a pool of high quality applicants so as to select the best
among them. For this reason, top performing companies devoted considerable resources and
energy to creating high quality selection systems. Due to the fact that organizations are always
fortified by information technology to be more competitive, it is natural to also consider utilizing
this technology to re-organize the traditional recruitment and selection process through proper
decision techniques, with that both the effectiveness and the efficiency of the processes can be
increased and the quality of the recruitment and selection decision improved.

The art of choosing men is no merely as difficult as the art of enabling those one has chosen to
attain their full worth.

3.01 INTRODUCTION
Recruitment plays a vital role in the organization in fulfilling its goals. Recruitment acts as a
strategic lever and is ultimately linked to all other subsequent human resource activities. It helps
to create a pool of prospective employees for the organization so that the management can select
the right candidate for the right job from this pool and expedite the selection process. The
recruitment and selection are the major functions of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations.
3.02 DEFINITION
Edwin B. Flippo defined recruitment as the process of searching for prospective employees
and stimulating them to apply for jobs in the organization.
In the words of Yoder, "Recruitment is a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measured for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force."
Recruitment is a linking function -joining together those with jobs to fill and those seeking
jobs. It is a joining process in that it tries to bring together job seekers and employer with a
view to encourage the former to apply for a job with the latter.
3.03 OBJECTIVE
The main objective of recruitment is to increase the number of applications for the job available
in the organization, to select the best applicant who is the best fitted to job.

3.04 Recruitment and Selection - A Challenging Task

The primary purpose of the recruitment and selection process is to achieve the right person for
the right job. An individual who fits with the organization, its culture and other employees and is

prepared and encouraged to develop and improve personal and organizational performance can
bring unpredictable benefits. But a poor or bad selection can bring severe consequences for an
organization. An employee may be at lower level who is a poor learner who is not in tune with
the organizations ethos and aims can damage production, customer satisfaction, relationships
with suppliers and the overall quality of service. The new appointee can adversely affect the
morale and commitment of co-workers and negate efforts to foster team working.

3.04 Recruitment Needs are of Three Types

It makes possible to choose the right person in the right time at the right place.it also makes it
possible to acquire the number and type of people necessary to ensure the continued operation of
the organization.
The recruitment needs can be classified into

Planned needs.

Anticipated needs.

Unexpected needs.

Planned needs: arise from changes in the organisation and retirement policy.These occur due the
expected changes in the organisation so the management can make a proper policy for it.
Anticipated needs: refer to the movements in personnel which an organization can predict by
studying the trends in the internal and external environments.
Unexpected needs: such need arises due to resignations, deaths, accidents and illness .

FEATURES OF RECRUITMENT:

Recruitment is a process or a series of activities rather than a single event.

It is a linking activity as it brings together the employers and employees.

It is positive process because in this activity the employers want to have the maximum
number of job seekers so as to have a wider scope for choice ultimately leading in
spotting right persons for job.

It is an important function as it makes it possible to acquire the number and type of

persons required for the effective functioning of the organisation.

It is an ongoing function in all the organizations, but the volume and nature of
recruitment varies with the size, nature and environment of the organisation.

It is a complex process because a number of factors affect it --the nature of the job
offered, image of the organisation, organizational policies, working conditions etc.

3.05 Purpose & Importance of Recruitment

Attracts and encourages more and more candidates to apply for a job opening in the
organization.

Creates a talent pool of candidates and enables selection of the best candidates for the
organisation.

Links the employers with the employees

Identifies the potential candidates.

3.06 Recruitment Process

A general recruitment process is as follows:
Identifying the Vacancy: The recruitment process begins with the receipt of requisition for
recruitment from different departments. This contains:

Posts to be filled

Number of persons required

Duties to be performed

Qualifications required

Preparing the job description and person specification

Locating and developing the sources of required number and types of employees

Encouraging them to apply for the job openings

Nestle India Ltd. selects the future employees keeping everything in mind right from the
qualification of the employees to the future prospects-both of the organisation and the
employeesThe first step involves the filling up of Manpower Indent Form. This form is filled
up by the department, which is having the vacancy. The form consists of various questions which
are to be answered like if the current vacancy is are placement vacancy, its reason is to be
specified -the factors which resulted it like death, retirement etc

Manpower Indent Form /Human Resource Requisition Form (HRRF)

Dept:
Position:
Reporting to:
Job Profile/description:
Job Requirements Qualification, Experience, Recruiting date/Onboard Time/Time lines/
Deadlines.

Signature of the Department:

Approved By:

SOURCES OFRECRUITMENT
The various sources of recruitment are
Internal Sources includes:

Present Employees who can be transferred or given promotions.

The retired and retrenched the employees who want to return to the company.

Dependents and relatives of the deceased and disabled employees.

External Sources Consist of:

Press advertisements.
Campus Interviews.
Placement Agencies.
Recommendations.
Recruitment at factory gate.
Employment Exchanges.

During my short stint at Nestle Ltd, it was observed that the recruitment need of Nestle Ltd is
diversified .it needs persons who have knowledge of use, processing of natural ingredients of
number of varied products, technical know-how of latest industrial technical knowledge, and
computer applications to pharmaceutical industry to manual workers. The importance of the
process could be understood that the present work force of Nestle Ltd is 450 employees. Hence,
the recruitment and the recruitment and selection procedure should match the complexities of the
need at the same should commensurate with the complex need of the organization

SELECTION
Selection is the process of choosing the best candidate out of the all the applicants .In this
process of choosing the best candidate out of the all the applicants. In this process, relevant
information about the applicants is collected through a series of steps so as to evaluate their
suitability for the job to be filled. It is the process of matching the qualifications with those
required for the job candidate can be entrusted with the task that matches with his credibility. It is

a process of weeding out unsuitable candidates and finally identifying the most suitable
candidates. This process divides the candidates into two categories the suitable ones and the
unsuitable one. Selection is a negative process because in this process the management tries to
minimize the number of people at each step so that the final decision can be in the light of all the
factors and at the end of it best candidate is selected.
DEFINITION
To select mean to choose. Selection is the process of picking individuals who have relevant
qualifications to fill jobs in an organization. The basic purpose is to choose the individual who
can most successfully perform the job from the pool of qualified candidates.
SELECTION PROCESS
Selected candidate the has to pass through the following stages

Preliminary Interview.

Application Form.

Selection Test.

Selection Interview.

Physical Examination.

Reference Check.

Final Approval.

Employment.

Preliminary Interview is the initial screening done to weed out the undesirable candidates.
This is mainly a sorting process in which the prospective candidates are given the
necessary information about the nature of the job and the organisation. Necessary information
about the candidate is also taken. If the candidate is found suitable then he is selected for further
screening else he is dropped. This stage saves the time and effort of both the company and the
candidate. It avoids unnecessary waiting for the candidate and waste of money for further
processing of an unsuitable candidate.
Application Form is a traditional and widely used device for collecting information from
candidates. This form asks the candidates to fill up the necessary information regarding

their basic information like name, address, references, date of birth, marital status, educational
qualifications, experience, salary structure in previous organisation and other such information.
This form is of great help because the scrutiny of this form helps to weed out candidate who
are lacking in education, experience or any other criterion provided by the organisation. It also
helps in formulation of questions, which will ask in the interview. These forms can also be
stored for future references thus maintaining a databank of the applicants.
Selection Tests are being increasingly used in employee selection. Tests are sample of some
aspect of an individual's attitudes, behaviour and performance.It also provides asystematic basis
for comparing two or more persons. The tests help to reduce bias in selection by serving as a
supplementary screening device. These are also helpful in better matching of candidate and
the job. These reveal the qualifications, which remain covered in application form and interview.
Selection Interview involves the interaction of the employer and the employee. Selections
involve a personal, observational and face to face appraisal of candidates for employment. It is
an essential element of the selection procedure. The information obtained through application
form and test can be cross checked in the interview.
The applicants who have crossed the above stages have to go through Physical Examination
either by the company's physician or the medical officer approved for the purpose. The main aim
is to ensure that the candidate is physically fit to perform the job. Those who are found
physically unfit are rejected.
The next stage marks of checking the references. The applicant is asked to mention in his
application form the names and addresses of two or three person who know him well. The
organisation contacts them by mail or telephone they are requested to provide their frank opinion
about the candidate without incurring any liability. The opinion of the references can be useful
in judging the future behavior and performance of a candidate. The executives of the concerned
departments then finally approved the candidates shortlisted by the human resource department.

Employment is offered in the form of an appointment letter mentioning the post, the rank, the
salary grade, the date by which the candidate should join and other terms and conditions in
brief. Appointment is generally made on probation of one or two years. After satisfactory
performance during this period the candidate is finally confirmed in the job on permanent basis
or regularized. Selection is an important function as no organisation can achieve its goals
without selecting right persons for the required job. Faulty selection leads to wastage of time
and money and spoils the environment of an organisation. Scientific selection and placement of
personnel

can

go

long

way

in

buildingup a stable workforce. It helps to reduce absenteeism and labour turnover.Proper

selection is helpful in increasing the efficiency and productivity of the enterprise
The department is required to give the qualifications that the future candidate should possess. In
the next step, this form is given to the Human Resource (HR) department; this department sees if
the position can be filled through internal sources. The internal sources can be transfers,
promotion etc. In the case of internal sources, the recommendations of the employees are not
taken into consideration. If the HR department does not find suitable candidate within the
organisation then this department has to give reasons for it. The form then goes to the Corporate
HR for its approval. When the suitable candidate is not available within the organisation, the
organisation then moves to the outside world for filling up the vacancies.
If the number of employees required is large then the company has in its consideration three
ways

The Data bank of the organisation.

Advertisements.

Contacting large consultants like Niyukti.

The company maintains a databank of the candidates, which is used when the number of
vacancies to be filled up is large. The sources of databank can be the qualified candidates who
had applied in the organisation earlier but due to some reasons could not join the organisation.
Advertisements are the second big source to attract the candidates. These are having much larger
scope and reach to a number of people. The qualifications required by the organisation and the
criteria could be described in detail. Large number of consultants also constitutes a big source.

Many people register themselves with these consultants and they act as a bridge between the
organisation and the candidates. The consultants provide the company required details about all
criteria. These consultants are fixed for the organisation, which are chosen on the basis of their
performance. In case of overseas recruitment it is checked whether their Indian counterparts can
perform the job efficiently or not. If need arises then they are also taken through consultants. But
if the number of vacancies is very small then the organisation takes the help of the local
consultants.
The candidates are then required to fill up the Application Form. This form requires the
candidate to fill the details regarding the previous employment, if any and his personal data. The
form is having details regarding like the marital status, organisation structure, the position held
by the candidate, his salary structure, the top three deliveries to the organisation that proved to be
beneficial to the organisation, career goals, his strengths and weaknesses etc.
After the application form has been duly filled and submitted, the selection process
starts wherein the candidate has to pass through various stages and

interview. The

interview

panel consists of the persons from Corporate (HR), and other persons including the executives
from the department for which the vacancy is to be filled. The selected candidates are then shortlisted. The shortlisted candidates are then given priority numbers; this is due to the reason
that sometimes the candidate who is having first priority is unable to join the organisation due to
some reasons then in that case the candidate next in the priority list is given preference. The
candidate has to undergo medical examination and his credentials are verified. After qualifying
these stages, the candidate is then absorbed in the organisation and explained his/her duties.
This phase marks the end of the selection procedure. Nestle Tahaliwal India Ltd. also performs
Campus interviews as and when the need arises. The esteemed organisation also provides
apprentice training-wherein the organisation trains the people in the working of the organisation
and gives then stipend. If these trainees are found useful to the organisation then they are
absorbed in the organisation else they are given certificate so that they can show this as an
experience and get a job elsewhere.

CHAPTER 2
STATEMENT OF OBJECTIVES
This project entitled Recruitment and Selection in Nestle Tahliwal India Ltd .is aimed at studying
the recruitment and selection procedures at Nestle Tahliwal India Ltd. Recruitment and
selection procedures of any organization are very important functions because these decides the
most suitable manpower which steers the industry to its desired goals.

RATIONALE
This project was undertaken as a part of the curriculum of MBA course, of HPTU Business
School, Nagrota bagwan, which is compulsory for each student to have the training in any
organisation so as to gain firsthand knowledge of the organisation. This exposure enables
the trainees to learn effective and efficient ways and means to solve the real problems faced by
the organisation and also to understand its dynamics.

RESEARCH OBJECTIVE
The main objectives of this project are:

To study the Recruitment and Selections procedures used at Nestle Tahliwal India Ltd,
UNA.

To analyze the effectiveness of this very important function in terms of development of

the organisation and the individual

CHAPTER 3
METHODOLOGY OF THE SUDY
An empirical study has been undertaken to understand and study the process of Recruitment and
Selection process employed in Nestle India Ltd. Data to be collected for the project titled
RECRUITMENT AND SELECTION at Nestle India Ltd Tahliwal, UNA.
Primary data was collected for the project report.
PRIMARY DATA:
First hand information was collected by personally visiting the Nestle India Ltd Tahliwal,
UNA. Information regarding the Recruitment and Selection process was obtained through
personal discussion with PERSONNELASSISTANT of HR Department.

Questionnaire

was

administered and based on the analysis of those questionnaires the research has been carried
forward. 200 employees at the administrative level and 50 employers of the company have filled
up the questionnaire.

METHODOLGY FOR COLLECTING THE DATA

Defining the problem:

Recruitment and Selection procedure in any organization is vital, as it helps in selecting the right
candidate for the right job. Therefore the effective of Recruitment and Selection procedure is
depending upon the extent of inter linkage with the other HRD systems. The Recruitment and
Selection procedure for Nestle India Ltd Tahliwal, UNA r has been evolved with a view of
meeting the individual and organizational needs. The current Recruitment and Selection
procedure in Nestle India has been studied. With the help of questionnaires, executives opinion,
their priorities and their expectations were studied.

Planning the sample:

The total population i.e. some of the executives, managers, and some people from the middle and
lower level management was the sample of the research study.

Sampling Technique:
Simple random sampling technique was used in order to get the data. To facilitate easy
availability of the data, respondents were the executives of the top management and of various
other divisions were approached.

Tools of Data collection:

The tools of collecting data included questionnaires, interviews and personal observation.

Data Analysis:
The data collected has been analyzed in the theoretical form.
LIMITATIONS OF STUDY
It is said, Nothing is perfect and if the quite is true, I am sure that there will be few
shortcomings in this project also. Sincere efforts will be made to eliminate discrepancies as far as
possible but few will be reminded due to limitations of the study. These are:

The research will be carried out for a short period.

Information in the internal records may be biased.

Some of the respondents could not spare much time to answer the questionnaire because of lack
of their valuable time.

Complete information has not revealed by the companies for administrative reasons.

As the project is prepared for academic purpose only, it suffers from the limitations of time and
money, due to which analytical study into all the strategies adopted by the organization was not
possible.

All this study is limited to Nestle ltd Tahliwal , UNA Himachal Pardesh only.

CHAPTER 4
ANALYSIS OF DATA

70% of employees accepted that recruitment & selection procedureaffects the

performance of the employees.

65% of employees as per analysis are satisfied that a job specification basically depends
on the job profile of the candidate.

50% of employees said that the company spends about 10%-20% of its total expenditure
on recruitment and selection. The analysis clearly shows that company spends about 20%
- 30% of its total expenditure on recruitment and selection.

As per responses 70% of employees said that company asks for references at the time of
selection and rest of them said no.

From the responses, it is clear that up to 80% of employers accepted that the references
provided by the candidates are verified.

90% of employer said that company positions on the job sites and Internet searches.

90% of employers said that company maintains and manage candidates file
including maintenance of database to ensure comprehensive data collection data
collection of candidate.

As per the responses 45% of employers believe that the employee's productivity gets
hampered due to his marital status to a large extent.

CONCLUSION
REQUIREMENT:Necessity is the mother of Invention this is true everywhere. In the study first of all I tried to
find out the cause of the process of Recruitment and Selection.
I got the answer from NESTLE that here in Nestle major cause for the process is its Expansion
program as Nestle is growing vastly. Few other reasons are Replacement vacancy, Retirement
hardly takes place here.
SOURCES:An organizations excellence depends upon its employees performance, which has not only to be
maintained on a consistent level, but also must be improved constantly. All this can be
achieved if suitable employees are selected, through proper Recruitment and Selection
procedure.
METHODS:For the recruitment and selection various test include for e.g. aptitude test, personality test and
group discussion. As we all know that, in todays highly competitive age the biggest problem is
of retention of its highly skilled employees in the organization. Recruitment plays a vital role in

this regard .But it should be seen that no system is without any flaws. Every system has its strong
and weak points and is open for change at any time.
IMPROVEMENT:Nestle a well-developed Selection System for its employees development. Thus, the company
provides scope for employees on future growth, career planning, training and development.

ANNEXURE
Form 1- Employment application form (New)
Form 2- Interview Assessment Form
QUESTIONNAIRE
Q.1 How much of the total monitory expenditure does the company spends on recruitment and
selection procedure?
Below 10%

10% - 20%
20% - 30%
30% & above
Q.2 How do you rate the importance of recruitment and selection procedure in your
organization?
Formality
Important
Very Important
Use less
Q.3 How far do you think does the productivity of the employees get hampered due to his/her
martial?
To a large extent

somewhat affects

Does not affect at all

Cant Say

Q.4) Does your company maintains and manage candidates file including maintenance
of database to ensure comprehensive data collection of candidates?
Yes

No

Q. 5 Does the company hire consultancy firms or recruitment agency for hiring candidates?
Yes

No

Q.6 Are the references provided by the candidates verified?

Yes

No

Q.7 Does your company postpositions on the job sites and internet searches?

Yes

No

QUESTIONNAIRE ON RECRUITMENT & SELECTION FORTHEEMPLOYEES

NAME
ORGANISATION
DESIGNATION
AGE
DATE
Q.1 Does NESTLE follows any Recruitment and Selection Procedure?
Yes

No

Q.2 Does the recruitment and selection procedure affects the performance of the employees?
Yes

No

Q.3 Does the company recruit employees internally?

Yes

No

Q.4 Is the recruitment and selection procedure followed by the company appropriate?
T.A. (Totally Agree)

S.A. (Some What Agree),

S.D.(Some What Disagree)

T.D.(Totally Disagree)

T.A.

S.A.

S.D.

T.D.

If not, then suggest the appropriate changes required in the recruitment and selection procedure
followed by the company
Q.5 Does your company disclose the job specifications at the time of selection of a
candidate?
Yes

No

Q.6 which type of interview methods does your company usually follows?
Direct Computerized Group Panel Stress Any other

BIBLIOGRAPHY

GUPTA C.B., HUMAN RESOURCE MANAGEMENT, SULTAN CHAND & SONS, NEW DELHI.
DCENZO& ROBBINS HUMAN RESOURCE MANAGEMENT, PRENTICE-HALL

INTERNATIONAL.
MONAPPA, ARUN MANAGING HUMAN RESOURCES, MCMILLAN INDIA
WWW.NESTLE.COM
WWW.CITEHR.COM
PERSONNEL & HUMAN RESOURCE MANAGEMENT BY P. SUBBA RAO.
K.ASHWATHAPA ,HUMAN RESOURCE AND PERSONNEL MANAGEMENT