REPORT

ON

(EFFECTIVENESS RECRUITMENT)

At

ITC GRAND BHARAT

By: AMISHA AHLAWAT

BBA V Semester

Report submitted in partial fulfilment for the degree of

Bachelor of Commerce
FMS-WISDOM
Banasthali Vidyapith
2016
Training Certificate
This you will get from the company where you have done training. ( Do not put original in
binding You can put coloured/black and white copy)

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Declaration:
I Amisha ahlawat student of bachelor in commerce banasthali vidyapith university here
by declear that word done by me at itc grand bharat gurgaon and the report is done by me is
not copied from any other students.

(Signature)

Student Name

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Acknowledgements

No work can be completed by an individual without the help of other. In

every step of this study many individual and institutional experts sup-
ported me it gives me a immense pleasure to acknowledge them with
my gratitude.

I would like to express my sincere and immense gratitude to Miss

Trishna kaur HR Manager. I am deeply indebted to her whole hearted
supervision to me during the internship period. Her valuable sugges-
tions and guideline helped me a lot to prepare the report in a well orga-
nized manner.

I would like to thanks Mrs. Nupur singh HR Exceutive, Mr.Amit Metha

Learning Exceutive , Mr.Prashant Jaodon HR Coordinator.

I am also grateful to our dean Mr.Harsh Purohit who help while prepar-
ing the study by giving their suggestions asstainces supply of infor-
mation which were valuable to me and their helping hand supported
me to complete my report successfully.

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Executive Summary
The Human Resources are the most important assets of an organization. The success
or the failure of an organization is largely dependent on the caliber of the people
working therein. Without positive and creative contribution from people, organiza-
tions cannot progress and proper. In order to achieve the goals or the activities of an
organization, therefore, they need to recruit people with requisite skills, qualifica-
tions and experience. While doing so, they must keep the present as well as the future
requirements of the organization in mind.

ITC Hotels is Indias second largest hotel chain over 100 hotels. Based in the hotels
division headquarters at the ITC green center in Gurgaon, New Delhi , ITC hotels is
also exclusive franchisee of the Luxury collection brand of starwood hotels and re-
sorts in India.

Recruitment is defined as, a process to discover the sources of manpower to meet

the requirements of the staffing schedule and to employ effective measures for at-
tracting that manpower in adequate numbers to facilitate effective selection of an ef-
ficient work force.To attract people for the jobs, the organization must communicate
the position in such a way that job seekers respond. To be cost effective, the recruit-
ment process should attract qualified applicants and provide enough information for
unqualified persons to self-select themselves out. The term HR recruiter may
sound redundant, as both human resources managers and recruiters both find job
candidates and get them hired, this job is very specific. Recruiters will work from
resumes or by actively soliciting individuals qualified for position. A recruiters job
includes reviewing candidates job experiences, negotiating salaries, and placing
candidates in agreeable employment positions. Recruiters typically receive a fee
from the hiring employers.

Research is a careful investigation or enquiry through search for new facts in any
branch of knowledge.
Methodology of Study:
The project is a systematic presentation consisting of enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed conclusions in form
of recommendations.
The data has been collected from both the sources, primary and secondary sources.
data analytics and Big Data are beginning to shape the evolution of the recruit-
ment process. With availability of vast amounts of data aggregated from multiple
sourcesespecially social media channels where prospective candidates usually
leave their digital thought printsand the ability to transform all that information
into intelligence using powerful algorithms, recruiters now have the opportunity to
rely more on facts than on intuition before they issue job offers.

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Table of Contents
The table of contents below is automatically generated from the paragraphs of style Heading
N and Unnumbered N. To update this after revisions, right-click in the table and choose Up-
date Field for the entire table.

Certificate of the Company.................................................................................................... i

Declaration by the student .................................................................................................... ii
Acknowledgement .............................................................................................................. iii
Executive Summary............................................................................................................. iv
Table of contents. v
1 Introduction (its a brief about the company) ....................................................................
1.1 About the company ...................................................................................................
1.2 Management of the company ...................................................................................
1.3 Products of the company ...........................................................................................
1.4 Conclusion .................................................................................................................
2 Introduction to the topic( Theoretical introduction of the topic of report)
2.1 About the topic
2.2 Various aspects of the topic
3 Research Methodology ( Here you will introduce the research method adopted by you)3
3.1 First Section ............................................................................................................. 3
3.1.1 First Subsection .................................................................................................. 3
3.1.1.1 First Subsubsection ..................................................................................... 3
3.1.2 Second Subsection .............................................................................................. 3
3.2 Second Section ........................................................................................................ 3
4 Data Analysis (you will gather some data you need to present it here)........................... 5
5 Conclusion of the report
References ............................................................................................................................ 6
Appendix 1 ........................................................................................................................... 7

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List of Figures
Similarly you can automatically generate a list of figures from paragraphs of style Figure.
To update this after revisions, right-click in the table and choose Update Field for the entire
table.

Figure 1. Graph Represnting ( calculation )......................................................................... 4

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Introduction

ITC was incorporated on August 24, 1910 under the name Imperial Tobacco Company of India Lim-
ited. As the Company's ownership progressively Indianised, the name of the Company was
changed from Imperial Tobacco Company of India Limited to India Tobacco Company Limited in
1970 and then to I.T.C. Limited in 1974. In recognition of the Company's multi-business portfolio en-
compassing a wide range of businesses - Fast Moving Consumer Goods comprising Foods, Person-
al Care, Cigarettes and Cigars, Branded Apparel, Education and Stationery Products, Incense Sticks
and Safety Matches, Hotels, Paperboards & Specialty Papers, Packaging, Agri-Business and In-
formation Technology - the full stops in the Company's name were removed effective September 18,
2001. The Company now stands rechristened 'ITC Limited,'where ITC is today no longer an ac-
ronym or an initialised form.

A Modest Beginning

The Company's beginnings were humble. A leased office on Radha Bazar Lane, Kolkata, was the cen-
tre of the Company's existence. The Company celebrated its 16th birthday on August 24, 1926, by pur-
chasing the plot of land situated at 37, Chowringhee, (now renamed J.L. Nehru Road) Kolkata, for the
sum of Rs 310,000. This decision of the Company was historic in more ways than one. It was to mark
the beginning of a long and eventful journey into India's future. The Company's headquarter building,
'Virginia House', which came up on that plot of land two years later, would go on to become one of Kol-
kata's most venerated landmarks.

1925: Packaging and Printing: Backward Integration

Though the first six decades of the Company's existence were primarily devoted to the growth and
consolidation of the Cigarettes and Leaf Tobacco businesses, ITC's Packaging & Printing Busi-
ness was set up in 1925 as a strategic backward integration for ITC's Cigarettes business. It is today
India's most sophisticated packaging house.

1975: Entry into the Hospitality Sector - A 'Welcom' Move

The Seventies witnessed the beginnings of a corporate transformation that would usher in momentous
changes in the life of the Company. In 1975, the Company launched its Hotels business with the ac-
quisition of a hotel in Chennai which was rechristened 'ITC-Welcomgroup Hotel Chola' (now renamed
My Fortune, Chennai). The objective of ITC's entry into the hotels business was rooted in the concept
of creating value for the nation. ITC chose the Hotels business for its potential to earn high levels of
foreign exchange, create tourism infrastructure and generate large scale direct and indirect employ-
ment. Since then ITC's Hotels business has grown to occupy a position of leadership, with over 100
owned and managed properties spread across India under four brands namely, ITC Hotels - Luxury
Collection, WelcomHotels, Fortune Hotels and WelcomHeritage.

ITC Hotels recently took its first step toward international expansion with an upcoming super pre-
mium luxury hotel in Colombo, Sri Lanka. In addition, ITC Hotels also recently tied up with RP
Group Hotels & Resorts to manage 5 hotels in Dubai and India under ITC Hotels' 5-star 'Wel-
comHotel' brand and the mid-market to upscale 'Fortune' brand.

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1979: Paperboards & Specialty Papers - Development of a Backward Area

In 1979, ITC entered the Paperboards business by promoting ITC Bhadrachalam Paperboards Lim-
ited. Bhadrachalam Paperboards amalgamated with the Company effective March 13, 2002 and be-
came a Division of the Company, Bhadrachalam Paperboards Division. In November 2002, this divi-
sion merged with the Company's Tribeni Tissues Division to form the Paperboards & Specialty Papers
Division. ITC's paperboards' technology, productivity, quality and manufacturing processes are compa-
rable to the best in the world. It has also made an immense contribution to the development of Sarapa-
ka, an economically backward area in the state of Andhra Pradesh. It is directly involved in education,
environmental protection and community development. In 2004, ITC acquired the paperboard manu-
facturing facility of BILT Industrial Packaging Co. Ltd (BIPCO), near Coimbatore, Tamil Nadu. The Ko-
vai Unit allows ITC to improve customer service with reduced lead time and a wider product range.

1985: Nepal Subsidiary - First Steps beyond National Borders

In 1985, ITC set up Surya Tobacco Co. in Nepal as an Indo-Nepal and British joint venture. In August
2002, Surya Tobacco became a subsidiary of ITC Limited and its name was changed to Surya Nepal
Private Limited (Surya Nepal). In 2004, the company diversified into manufacturing and exports of
garments.

1990: Paperboards & Specialty Papers - Consolidation and Expansion

In 1990, ITC acquired Tribeni Tissues Limited, a Specialty paper manufacturing company and a major
supplier of tissue paper to the cigarette industry. The merged entity was named the Tribeni Tissues
Division (TTD). To harness strategic and operational synergies, TTD was merged with the Bhadracha-
lam Paperboards Division to form the Paperboards & Specialty Papers Division in November 2002.

1990: Agri Business - Strengthening Farmer Linkages

Also in 1990, leveraging its agri-sourcing competency, ITC set up the Agri Business Division for ex-
port of agri-commodities. The Division is today one of India's largest exporters. ITC's unique and now
widely acknowledged e-Choupal initiative began in 2000 with soya farmers in Madhya Pradesh. Now it
extends to 10 states covering over 4 million farmers. Also, through the 'Choupal Pradarshan Khet' initi-
ative, the agri services vertical has been focusing on improving productivity of crops while deepening
the relationship with the farming community.

2002: Education & Stationery Products - Offering the Greenest products

ITC launched line of premium range of notebooks under brand Paperkraft in 2002. To augment its
offering and to reach a wider student population, the Classmate range of notebooks was launched in
2003. Classmate over the years has grown to become India's largest notebook brand and has also
increased its portfolio to occupy a greater share of the school bag. Years 2007- 2009 saw the launch of
Practical Books, Drawing Books, Geometry Boxes, Pens and Pencils under the 'Classmate' brand. In
2008, ITC positioned the business as the Education and Stationery Products Business and
launched India's first environment friendly premium business paper under
the 'Paperkraft' Brand. 'Paperkraft' offers a diverse portfolio in the premium executive stationery and
office consumables segment. In 2010, Colour Crew was launched as a new brand of art stationery.

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2000: Lifestyle Retailing - Premium Offerings

ITC also entered the Lifestyle Retailing business with the Wills Sport range of international quality
relaxed wear for men and women in 2000. The Wills Lifestyle chain of exclusive stores later expanded
its range to include Wills Classic formal wear (2002) and Wills Clublife evening wear (2003). ITC
also initiated a foray into the popular segment with its men's wear brand, John Players, in 2002. In
2006, Wills Lifestyle became title partner of the country's most premier fashion event - Wills Lifestyle
India Fashion Week - that has gained recognition from buyers and retailers as the single largest B-2-B
platform for the Fashion Design industry. To mark the occasion, ITC launched a special 'Wills Signa-
ture', taking the event forward to consumers.

2000: Information Technology - Business Friendly Solutions

In 2000, ITC spun off its information technology business into a wholly owned subsidiary, ITC Infotech
India Limited, to more aggressively pursue emerging opportunities in this area. Today ITC Infotech is
one of India's fastest growing global IT and IT-enabled services companies and has established itself
as a key player in offshore outsourcing, providing outsourced IT solutions and services to leading glob-
al customers across key focus verticals - Banking Financial Services & Insurance (BFSI), Consumer
Packaged Goods (CPG), Retail, Manufacturing, Engineering Services, Media & Entertainment, Travel,
Hospitality, Life Sciences and Transportation & Logistics.

2001: Branded Packaged Foods - Delighting Millions of Households

ITC's foray into the Foods business is an outstanding example of successfully blending multiple internal
competencies to create a new driver of business growth. It began in August 2001 with the introduction
of 'Kitchens of India' ready-to-eat Indian gourmet dishes. In 2002, ITC entered the confectionery and
staples segments with the launch of the brands mint-o and Candyman confectionery
and Aashirvaad atta (wheat flour). 2003 witnessed the introduction of Sunfeast as the Company en-
tered the biscuits segment. ITC entered the fast growing branded snacks category with Bingo! in 2007.
In 2010, ITC launched Sunfeast Yippee! to enter the Indian instant noodles market. In just over a dec-
ade, the Foods business has grown to a significant size under seven distinctive brands, with an envia-
ble distribution reach, a rapidly growing market share and a solid market standing.

2002: Agarbattis & Safety Matches - Supporting the Small and Cottage Sector

In 2002, ITC's philosophy of contributing to enhancing the competitiveness of the entire value chain
found yet another expression in the Safety Matches initiative. ITC now markets popular safety
matches brands like iKno, Mangaldeep and Aim.

ITC's foray into the marketing of Agarbattis (incense sticks) in 2003 marked the manifestation of its
partnership with the cottage sector. Mangaldeep is a highly established national brand and is available
across a range of fragrances like Rose, Jasmine, Bouquet, Sandalwood and 'Fragrance of Temple'.

2005: Personal Care Products - Expert Solutions for Discerning Consumers

ITC entered the Personal Care Business in 2005. In eight years, the Personal Care portfolio has grown
under 'Essenza Di Wills', 'Fiama', 'Vivel' and 'Superia' brands which have received encouraging
consumer response and have been progressively extended nationally. In May 2013, the business ex-
panded its product portfolio with the launch of Engage - one of India's first range of 'couple deodorants'

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Introduce your Topic

Effective research cannot be accomplished without studying critically what already

exists in the form of general literature and specific studies. Therefore, it is considered
as an important perquisite for actual planning and execution of research projects. The
review of existing literature helps to formulate hypothesis, identify research gaps and
formulate a framework for further investigation.
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 com-
panies devoted considerable resources and energy to creating high quality selection
systems. Due to the fact that organizations are always fortified by information tech-
nology to be more competitive, it is natural to also consider utilizing this technology
to re-organize the traditional recruitment and selection process through proper deci-
sion 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.
Need of the Recruitment and Selection Process
Dessler, (2000) found in his study that the Recruitment and selection forms a core
part of the central activities underlying human resource management: namely, the
acquisition, development 34 and reward of the workers. It frequently forms an im-
portant part of the work of human resource managers or designated specialists
within work organizations. However, and importantly, recruitment and selection de-
cisions are often for good reason taken by non-specialists, by the line managers. Re-
cruitment and selection also have an important role to play in ensuring worker per-
formance and positive organizational outcomes. Recruitment and selection had the
capacity to
form a key part of the process of managing and leading people as a routine part of
organizational life, it is suggested here that recruitment and selection has become ev-
er more important as organizations increasingly regard their workforce as a source of
competitive advantage. Ofcourse, not all employers engage with this proposition
even at the rhetorical level. However, there is evidence of increased interest in the
utilization of employee selection methods which are valid, reliable and fair. Dessler
listing the essence of these in the following; build a pool of candidates for the job,
have the applicants fill out application forms, utilize various selection
techniques to identify viable job candidates, send one or more viable job candidates
to their supervisor, have the candidate(s) go through selection interviews, and deter-
mine to which candidate(s) an offer should be made.
Mullins (1999) indicated that to be a high performing organization, human resource

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management must be able to assist the organization to place the right person in the
right job. The human resource management practices include recruitment, selection,
placement, evaluation, training and development, compensation and benefits, and
retention of the employees of an organization. Businesses have developed human
resource information systems that support: (i) recruitment, selection, and hiring, (ii)
job placement, (iii) performance appraisals, (iv) employee benefits analysis, (v) train-
ing and development, and (vi) health, safety, and security.
Process of Recruitment
Odiorne (1984) indicated that the quality of new recruits depends upon an organiza-
tion's recruitment practice, and that the relative effectiveness of the selection phase is
inherently dependent upon the caliber of candidates attracted.
Smith et al. (1989) argue that the more effectively the recruitment stage is carried
out, the less important the actual selection process becomes. When an organization
makes the decision to fill an existing vacancy through recruitment, the first stage in
the process involves conducting 35 job analysis. This may already have been con-
ducted through the human resource planning process, particularly where recruitment
is a relatively frequent occurrence. Once a job analysis has been conducted, the or-
ganization has a clear indication of the particular
requirements of the job, where that job fits into the overall organization structure,
and can then begin the process of recruitment to attract suitable candidates for the
particular vacancy.
According to Odiorne, (1984) one result of effective recruitment and selection is
reduced labour turnover and good employee morale. Recruiting ineffectively is cost-
ly, since poor recruits may perform badly and/or leave their employment, thus requir-
ing further recruitment. In a cross national study of recruitment practices, suggests
that, in reality, recruitment practices involve little or no attempt to validate practices.
Personnel managers tend to rely on feedback from line managers and probationary
periods and disciplinary procedures to weed out mistakes. Firms with high quit rates
live with them and tend to build them into their recruitment practices and they do
not analyze the constitution of their labor turnover. A number of recent studies have
suggested that some recruitment methods are more effective than others in terms of
the value of the employees recruited.
Miyake, (2002) indicated that while advertising is usual for job vacancies, applicants
were sometimes recruited by word of mouth, through existing employees. Besides
being cheaper, the grapevine finds employees who stay longer (low voluntary
turnover) and who are less likely to be dismissed (low involuntary turnover). People
recruited by word of mouth stay longer becausethey have a clearer idea of what the
job really involves. The study reviewed five studies in which average labor turnover
of those recruited by advertising was 51 percent. The labor turnover for
spontaneous applicants was 37 per cent and turnover for applicants recommended by
existing employees was 30 percent. One hypothesis proposed to account for this was
the best information hypothesis. It was argued that people who were suggested by
other employees were
better and more realistically informed about the job than those who applied through
newspapers and agencies. Thus, they were in a better position to assess their own
suitability. Better informed candidates are likely to have a more realistic view of the
job, culture of the organization and job prospects.

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METHODOLOGY

Research is a careful investigation or enquiry through search for new facts in any
branch of knowledge.
Methodology of Study:
The project is a systematic presentation consisting of enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed conclusions in form
of recommendations.
The data has been collected from both the sources, primary and secondary sources.
Data Collection:
Primary Data:
Primary data was collected through survey method by distributing questionnaires to
the candidates coming for the interview in The Oberoi, Gurgaon. The questionnaires
were carefully designed by taking into account the parameters of my study.
Secondary Data:
Data was collected from web sites, going through the records of the organization, etc.
it is the data which has been collected by an individual or someone else for the pur-
pose of other than those of our particular research study. Or in other words, we can
say that secondary data is the data used previously for the analysis and the results are
undertaken for the next process.

Kind of Research
The research is done by Exploratory Research
This kind of research has the primary objective of development of insights into the
problem. It studies the main area where the problem lies and also tries to evaluate
some appropriate courses of action.
Sample Design:
A complete interaction and enumeration of all the employees was not possible so a
sample was chosen that consisted of 30 employees. The research was taken by neces-
sary steps to avoid any biased while collecting the data.
Tools of Analysis:
The data was collected from both the sources is analyzed and interpreted in the sys-
tematic manner with the help of statistical tool like percentages and pie charts.

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4 Technical chapter (Data analysis and interpretation)
This chapter deals with the data collected and the analysis to be done along with the interpre-
tation of the finding. The data will be presented in the tabulated form and after the data is
analysed using various statistical and mathematical tools the interpretation will be mentioned
after the table. In case there is requirement of a pictorial presentation than the chart will
come after the table of results which will be further followed by the discussion. For e.g.

Q1. Which is the brand of the phones the girls use and there cost range

Brand of phone Less than 10000 More than 10000

Samsung 15 25

Nokia 10 5

Total 25 30

12
10
8
Column 1
6
Column 2
4 Column 3
2
0
Row 1 Row 2 Row 3 Row 4

Write the interpretation after this

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5. Conclusion

5.1 Summary

Summarise what you have achieved.

5.2 Evaluation

Stand back and evaluate what you have achieved and how well you have met the objectives.
Evaluate your achievements against your objectives in section a) Demonstrate that you have
tackled the project in a professional manner. b) Validate the objectives that are set. c) con-
clude the study and mention whether the hypotheses were accepted or rejected.

5.2 Future Work

Explain any limitations in your results and how things might be improved. Discuss how your
work might be developed further. Reflect on your results in isolation and in relation to what
others have achieved in the same field. This self-analysis is particularly important. You
should give a critical evaluation of what went well, and what might be improved.

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References
Use the APA style to enter the references. Books 0, standards 0, reports 0, journal articles 0,
conference papers 0, and web pages 0 are conventionally presented in slightly different
ways.

Greene, D. and Williams, P. C. Linear Accelerators for Radiation Therapy, Second Edition.
IOP Publishing Ltd., Bristol and Philadelphia, 1997.
ISO. Language Of Temporal Ordering Specification, ISO 8807, International Organization
for Standardization, Geneva, 1989.
Jacobson, J. and Andersen, O., 1997. Software Controlled Medical Devices. Swedish Na-
tional Testing and Research Institute, Sweden, 8(2), 142-147
Turner, K. J. The Rules for Sailing Races on PDAs, J. Navigation, 23(5):114-240, May 2002.
Ji, H. and Turner, K. J. Specification and Verification of Synchronous Hardware using LO-
TOS. Formal Methods for Protocol Engineering and Distributed Systems(FORTE
XII/PSTV XIX), pages 295-312, Kluwer Academic Publishers, London, UK, October
1999.
Shivkumar, S. (2015, September 23). Economy. Retrieved from the Wire:
http://thewire.in/2015/06/19/basel-ii-as-excuse-for-bank-privatisation-4273/

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Appendix 1
This section will contain the documents that will give information in relation to the study
done but which is not the main part to be mentioned in the report. Like questionnaire, bal-
ance sheet etc. needs to attached here

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