A Summer Training Report On

RECRUITMENT AND SELECTION PROCEDURE (DS GROUP)

Submitted in partial fulfillment of the requirements for the award of the degree of Bachelor of Business Administration (General) Of Guru Gobind Singh Indraprastha University, Delhi

Guide:
Mr. Barun Jha

Submitted by:
Khushboo Gupta Roll No.:08612201709 Semester- Vth

Delhi College of Advanced Studies B-7, Shankar Garden, Vikas Puri, New Delhi 110018

Certificate

I, Ms. Khushboo Gupta, Roll No. 08612201709 certify that the Summer Training Report (Paper Code 311) entitled Recruitment and Selection Procedure is done by me and it is an authentic work carried out by me at DS Group. The matter embodied in this has not been submitted earlier for the award of any degree or diploma to the best of my knowledge and belief.

Signature of the Student Date:

Certified that the Summer Training Report (Paper Code 311) entitled Recruitment and

Selection Procedure done by Ms Khushboo Gupta, Roll No. 08612201709 is completed under my guidance.

Signature of the Guide Date: Name of the Guide: Designation:

Countersigned Prof. (Dr.) J.P. Varshney) Director

Acknowledgement
I have taken efforts in this project. However, it would not have been possible without the kind support and help of many individuals. I would like to extend my sincere thanks to all of them. I am highly indebted to my mentor Mrs. Renu Mattoo Sr. Manager (HR), DS GROUP for their guidance and constant supervision as well as for providing necessary information regarding the project & also for their support in completing the project. I would like to express my gratitude towards my parents & member of Dharampal Satyapal Group (DS Group) for their kind co-operation and encouragement which help me in completion of this project. I would like to express my special gratitude and thanks to industry persons for giving me such attention and time. My thanks and appreciations also go to my Faculty guide Mr. Barun Jha in developing the project and people who have willingly helped me out with their abilities. I thanks Prof. (Dr.) J.P.Varshney (Director) of Delhi College Of Advance Studies for giving me this opportunity.

(Khushboo Gupta)

Contents
S.no 1 2 3 4 5 6 Topic Certificate Acknowledgement List of Tables List of Figures List of Abbreviations Chapter -1 Profile of the DS Group About DS Group History of DS Group Introduction of DS Group Company overview Founders DS Group Vision and mission of DS Group DS Business Size of DS Group Market share and position of the DS Group Present leadership Corporate Social Responsibility OF DS Group Page no

Key Milestones of DS Group Trendsetters Board of Directors Methodology

Chapter -2 SWOT Analysis of DS Group Strengths and Weaknesses of DS Group Opportunities and Threats that DS Group Faces

Chapter -3 Conceptual Framework Human Resources Management Recruitment Recruitment Needs Recruitment Process Purpose and importance of Recruitment Factors Affecting Recruitment Policy Sources of Recruitment Process of Making Decisions The HRM System Selection Types of Employment Test

Interview Checklist for conducting interviewer & Issuance of L.O.I of SS/SR level At DS Group Difference between Recruitment and Selection Recruitment process At DS Group

Chapter-4 Lesson Learnt Limitations of the study Recommendations/Suggestions Conclusion

10 11

Bibliography Appendices

List of Tables

S.no 1

Title Checklist for conducting interviewer & Issuance of L.O.I of SS/SR level At DS Group.

Page no

Difference between Recruitment and Selection

List of Figures

S.no 1 2 3 4 Process of Making Decisions The HRM System Steps to Interviewing

Title

Page no

Recruitment process At DS Group

List of Abbreviations

S.no 1 2 3 4 5

Abbreviated name DS Group HRM HR L.O.I. C.V.

Full name Dharampal Satyapal Group Human Resource Management Human Resource Letter of Intent Curriculum vita

Chapter-1 Profile of DS Group

About DS Group

Name of the company: Dharampal Satyapal Group (DS Group) Address of DS Group: DS GroupA-85, Sector 2,Noida 201301 Telephone number: 0120 4032200 , 3083333 Fax no: 0120 2522592 E-mail address: ds@dsgroupindia.com Website Name: www.dsgroup.com Identity of the Firm: National Corporate Office: DS Group A-85, Sector 2, Noida 201301

Geographical Areas of Operation of the company:

Haldwani,Delhi,Lucknow,Jaipur,Ahemdabad,Indore,Bhiwandi,Raipur,Ranchi, Bhuwneshwar, Howrah, Bangalore, Coimbtore,Aluva.

History of DS Group

In the early 20th century, when trade and commerce had not witnessed the advent of brands and marketing warfare in India, Shri Dharampalji the founder of DS Group, set up a small perfumery shop in Chandni Chowk, Delhi in the year 1929. The urge to create a business around consumer tastes and preferences led Dharampalji to innovate quality products.

His sagacity revolutionized the market of chewing tobacco and the shop in Chandni Chowk became renowned not only in Delhi but even amongst the connoisseurs of tobacco in other parts of India and the world. Blending modernity, technology and tradition, Dharampaljis son Satyapalji brought the dawn of a new era - an era that saw a revolution. Satyapalji inherited qualities of high virtues, innovation and aspiration for being the best in the business. His in-depth knowledge of perfumes honoured him the title of Sugandhi (perfumer). He is credited with blending tobacco with various exquisite fragrances. He is also known for bringing the element of quality and research hitherto unknown in this category. Under the able stewardship of Satyapalji, the nations first ever-branded chewing tobacco BABA was launched in 1964 which became an instant success and widely popular in its category. And what followed later was an array of premium brands like Tulsi and a host of others which have established their leadership in their own category and created new markets in its wake.

Continuing the fervour of innovation and quality, the Group set new benchmarks in Foods & Beverages. Innovative tabletop sprinklers changed the way Indian households had been enjoying salt and spices. Be it Catch spices or Catch Beverages, today catch stands for international quality and convenience. Mouth fresheners like Rajnigandha and Pass Pass created new offerings and established new categories.

The Group has also ventured into a rapidly growing hospitality sector with extensive five star properties in the larger cities and boutique & heritage properties at tourist destinations. The Group has also successfully ventured into Packaging, Rubber Thread, Steel in the last few years. Since the launch of BABA, the Group has never looked back, reaching for milestones year after year. Thus, evolving from a single product to multiple brands,

DS has successfully woven over eight decades legend of innovation and enterprise. And the quest for innovation continues..

Introduction of DS Group

Dharampal Satyapal Group (DS Group) is Rs.1850 crore rapidly growing multidiversified conglomerate that has a strong presence in sectors such as F&B, Hospitality, Mouth Fresheners, Tobacco, Packaging, Agro forestry Rubber Thread and Infrastructure. The Group has recently ventured into infrastructure with Steel, Cement and Power. Founded in year 1929, DS Group is committed towards premium quality products & credited with several innovations over last eight decades. The product portfolio of DS Group has evolved magnificently over the years and its undeterred pursuit for Quality & Innovation has given impetus to the consumer satisfaction and loyalty. From an assorted range of F&B products, to idyllic hospitality ventures; from splendid manufacturing units of Flexi Packaging to sprawling Plants for Rubber Thread production; the legacy of DS Group has indeed come full circle with the success of all its diverse endeavors. The group has more than 24 manufacturing units spread across Delhi, Noida, Himachal Pradesh, Assam & Tripura.

The Group successfully ventured into the rapidly growing hospitality sector with The Manu Maharani which is a super deluxe property in Nainital epitomizing impeccable service and premium facilities. Going forward with its extensive plans the Group has acquired the Kolkata Airport Hotel property. The construction of a five star, a budget hotel and a large convention center has started there and it will soon emerge as an International standard destination. Among other projects, the Group is coming up with the first five star hotel in the North East region, at Guwahati; a business hotel at Jaipur

and a resort at Jim Corbett. In addition to the above ventures, land has been acquired in other cities with plans to set up hotels & resorts in these destinations in future.

The Group leverages its strength through dealer network expansion and up gradation of production facilities, while reviewing its commitments to high quality, innovation and consumer satisfaction. Following a well-defined procedure for product development & quality assurance, constant improvisations are made in all its manufacturing components that lead to a perfect product. Be it the sourcing of raw materials, the process of production, or packaging of the final product, Research & Development remains the crux of DS Philosophy. HR department is set up under the leadership of hr manager who has specialized knowledge and skills. He performs managerials functions as well as operative functions. As he is manager so he performs managerial functions like planning, organising, coordinating, controlling to manage his department. He also performs operative function which other departments may entrust to him. He has to play multiple roles in effective management of human resources and human relations in the organisation. Ideally he should concentrate to draw managerial attention to human problems.

Company overview

DS Group has established and maintained its market leadership in the chewing tobacco segment, with brands like Baba & Tulsi. The Group entered the mouth freshener category with Rajnigandha and continued expanding the category with Pass Pass Indias first branded all herbal mouth freshener, Tansenthe connoisseurs choice and Meetha Maaza. Catch is recognized as the topmost premium F&B brands of the country today. Catch pepper and salt, marked its debut in the category in 1987, which is till date the leader in this segment and has been awarded the Super brand status. Today Catch offers a wide range of spices and seasonings. Catch is also the nations first ever Natural Spring Water bottled at the source in Himalayas followed by the launch of a popular range of Catch beverages. Packaging is another area of diversification for the Group. An eco friendly revolutionary packaging plant to make rigid biodegradable cans was set up in India in 2001, in association with Canpac a leading Switzerland based packaging major. Another ultra modern Flexible Packaging Unit at Assam, manufactures laminates and pouches used for packaging consumer products like snacks, soaps, shampoos, etc. The plant was set up in 2007 and has an installed capacity of 3600MT annually. A heat resistant Rubber Thread plant in Agartala, was added to the Group's portfolio in August 2006. Located on a sprawling area of 10 acres, the unit has a total installed capacity of 5000 MT per annum. It uses state-of-the-art Italian technology to manufacture

one of the best rubber thread products in Asia under the name of Unitex, which is the largest selling rubber thread brand in the country today. The recent foray of the DS Group has been in the year 2006, into Agro-Forestry; wherein wastelands/semi-arid/fallow ands are acquired to raise Medicinal & Aromatic plantations using modern technology. The yield is primarily used to meet the companys captive requirements of ingredients in food products. The Company has successfully regenerated one of the endangered forest species, Sandalwood in Central India and has established the largest Sandalwood plantation as an Agro-forestry model in India. DS is also the first to successfully cultivate horticultural crops in the non-conventional regions of Madhya Pradesh. The company is focusing on water harvesting & conservation to raise the watertable in the area. DS Group has chosen to mesh their social commitment into business vision. The Company has been working in Assam and Tripura, on a wide range of CSR programmes from education to health and self reliance for tribal and ethnic communities. They actively employ locals from the region across different levels and aim to generate employment through various secondary & tertiary operations. The company believe that economic empowerment of individuals transforms them into powerful agents of social change. The Company believes in standing by the people of the community where they do business because like business, care and development too, does not have any boundaries to work within. While DS Group pursues leadership in its business spheres; it simultaneously endeavors to promote common welfare through multidimensional activities.

Founders DS Group

1. Shri Dharampal Ji (1901-1964): Born on 01-01-1901, call it coincidence. Or call it destiny. Birth of a legend Shri Dharampal Ji remains the dawn of a new era. An era when the nation was to experience the taste of independence. Beginning with a modest perfume shop in Chandni Chowk, in the heart of Delhi, Shri Dharampal Ji was adding his personal touch in spreading fragrance to the nation. A self-starter and a visionary, he was farsighted to conceive the impossible.

2. Shri Satyapal Ji (1929-1995): Shri Satyapal Ji was a visionary who made everything possible. He inherited high virtues and aspiration for being the best in one's own business. His in-depth knowledge of perfumes honoured him with the title of "Sugandhi" (Perfumer). Shri Satyapal Ji was skilled at blending tradition with modernity. He is credited with blending chewing tobacco with exquisite perfumes.

Vision and mission of DS Group

Vision To be a leading quality and innovation driven global conglomerate.

Mission We are constantly striving to achieve excellence in all our endeavors to create sustainable value for our stakeholders and the community at large.

DS Business Tobacco Baba: BABA flavoured Chewing Tobacco better known as BABA Zarda was launched in 1948. Being the first branded chewing tobacco in the world, BABA has an unwavering customer base across the world. BABA is popular for its refined taste, pleasing aroma, saffron and silver flakes. The brand has set global benchmarks for quality with its choice of finest natural ingredients, hygienically processing and global packaging standards. BABA chewing tobacco is available in a userfriendly metal packaging.

Tulsi: Tulsi Royal Chewing Tobacco (Zarda) is Indias only premium chewing tobacco. Well known of its matchless quality, it is rich blend of finest tobacco leaves, exquisite perfumes and fresh and natural indigents such as spices, menthol, saffron, herbs, raw kimam, vegetarian silver foil and sandalwood oil.

Mouth Fresheners

Rajnigandha: Rajnigandha, the worlds largest selling premium Pan Masala, is the flagship brand of DS group. This completely tobacco free pan masala is a rich blend of select ingredients such as Betel nut, Catechu, Lime, Cardamom, Menthol and added flavours. Its excellent quality has made it the taste of millions of Pan Masala connoisseurs around the world.

Pass-Pass: Pass Pass is Indias first all natural premium mouth freshener brand. Its 100% herbal ingredients- Dry dates, Saunf, Coconut, Saffron, Dhania seeds, Melon seeds and Silver-coated cardamom seeds assure a guilt free indulgence for people of all ages. With its fresh and crunchy feel, it has become Indias favourite mouth freshener.

Baba Elaichi and Supari: Baba Elaichi and Supari are all time favourites, 100% natural mouth fresheners assuring long lasting refreshment.

Meetha Mazaa: Rajnigandha Meetha Mazaa is a refreshing new mouth freshener for the young at heart. This refreshing Indian mouth freshener is a blend of choicest ingredients such as dry dates, elaichi seeds, saunf, katha powder and processed supari.

 Food and Beverages

Catch Spices: Catch Spices is Indias foremost spices brand known for its matchless product quality and innovative approach. Catch spices are ground using the unique state-of-the-art Low Temperature Grinding (LTG) technology, which prevents the evaporation of volatile & delicate oils from spices. Catch Spices thus retain the original aroma and wholesome flavour of authentic spices.

Catch Snacks: Catch Snacks is a premium range of sumptuous snacks launched primarily for the international markets and a niche high-end segment in India. The range comprises of top of the line world-class products such as Pistachios, Cashews, Green Grams, Green peas and especially imported Jumbo Corn which is retailed in two exciting spicy blends. Catch Snacks are packed in special composite cans that preserve their freshness and taste.

Catch Beverages: It includes variety of beverages such as Catch natural spring water, Catch flavoured spring water, Catch club soda, Catch tonic water, Catch spring-cola, lemon & orange.

Catch Silver & Gold foils: Catch Silver & Gold foils are Indias only pure vegetarian silver and gold foils. A world-class product of DS groups international alliance with Wallner, Germany, these are first electronically beaten silver and gold foils in India.

Packaging: Packaging is an important area of expansion for the DS Group. Today, packaging is absolutely critical to the success of a product. It has become a potent marketing tool available and has rapidly evolved into becoming the most important P in the marketing mix. It is what makes a brand or product stand out in a veritable jungle of competing brands or brand variants. Today, Packaging is not only a showcase for the end product but Packaging innovations have helped establish new markets in a big way.

Hospitality

The Manu Maharani: Nestled amidst the pristine lakes and lofty mountains of Nainital is the beautiful mountain retreat, Manu Maharani. Sitting at the top of Nainital, The Manu Maharani is popularly known as The Heart of Nainital.

 Swasthayagram: The center is dedicated to providing expert treatment for chronic and acute diseases like Asthma, arthritis, polio, paralysis, spondylitis, diabetes, gastro-intestinal problems & hypertension based on the principles of Naturopathy. The guiding ideology behind the setting up of this Health Villa is the belief that most chronic and acute disease can be effectively treated using natural resources.

Heat Resistant Latex Rubber Thread: DS group has set up a manufacturing unit for Heat Resistant Latex Rubber Thread at Agartala, Tripura with a total installed capacity of 5,000 MT annually. The choice of Agartala as the location for the plant was a strategic decision driven by factors such as - Tripura being the second largest producer of natural rubber in India and the location being close to Bangladesh, which is one of the major producers of hosiery in the world. The company follows stringent testing methodologies backed by rigorous Research and Development at every stage of production to ensure excellent end product .

Infrastructure:

Steel Plant: Dharampal Premchand commenced the operations of its first state-of-the-art Steel plant at Agartala. The Rs.250 crore plant has the capacity of 1, 50,000 tons per annum and is spread over 24 acres of land with the total covered area of the 24,000 Sq.Meters.

Cement Industry: In line with its vision of diversification, DS Group has entered the fast growing Cement Industry. The Project is located at the Khliehriat sub division of District Jaintia Hills in Meghalaya. The Company, Nilanchaal Cement Private Limited, a subsidiary of Dharampal Satyapal Limited, has already received various statutory approvals from the State Government. The capacity of the upcoming plant will be approximately 1 million tons Per Annum and will have a captive power plant of 20 MW capacity based on coal. This will be one of the largest investments on new projects, by the Group.

Power: As a significant step in Infrastructure Sector, DS Group has signed a MOA with state Govt. of Meghalaya to set up a 240 MW Thermal Power Plant, based on coal, which would be sourced locally. This is a landmark project for the State as it will reduce the dependability on Hydro Power from rain fed rivers on one side & capitalize on abundant coal reserve in the State.

Size of DS Group

Turnover: Dharampal Satyapal Group (DS Group) is Rs.1850 crore rapidly growing multi-diversified conglomerate.

Market share and position of the DS Group

Delhi-based Rs 1,850 crore DS Group aims to post a 45 per cent growth in its revenue to Rs 650 crore next year from Rs 450 crore this year a growth of nearly 45 per cent) by expanding its product portfolio in the FMCG category.

Present leadership

Name: Mrs. Renu Mattoo Position: Sr. HR Manager, DS Group

Name: Mr. Pranay Position: Assistant General Manager, DS Group

Corporate Social Responsibility OF DS Group

DS Group has chosen to mesh their social commitment into business vision. The Company has been working in Assam and Tripura, on a wide range of CSR programmes from education to health and self reliance for tribal and ethnic communities. They actively employ locals from the region across different levels and aim to generate employment through various secondary & tertiary operations. The company believe that economic empowerment of individuals transforms them into powerful agents of social change.

If education is manifestation of an individuals success in life, then proper infrastructure and environment is the backbone on which this is built upon. DS has been renovating local schools like Pallimangal H.S School to facilitate education for the village children. The objective of DS Group is to inculcate the value of education leading to better life for children. From the foundation to a sound basis for a better tomorrow for individuals as well as the society they live in, professional degrees are important too. Keeping this in mind, DS Group is setting up a State level Law College in Guwahati offering five year integrated course on lines of National Law College. DS Group has committed to donate funds to the State Medical College at Tripura. This College would provide avenues for students of this region to pursue higher education.

The need for understanding and promoting local culture plays an important role in acceptance of a company by the people. Taking this forward, DS Group has been promoting activities to enrich and highlight the salience of communities in North East. The Company has contributed towards the development works of Maa Kamakhya Temple to promote it as a heritage site.

DS has also assisted in the construction of a Singpho Eco Lodge at Magherita, as an initiative to make the tribal community self reliant and financially independent. The lodge is independently managed and run by this tribal community.

A lot of other Corporate Social Responsibility (CSR) projects, specially keeping the ethnic groups and tribals in mind, are on horizon in North Eastern states.

The Company believes in standing by the people of the community where they do business because like business, care and development too, does not have any boundaries to work within. While DS Group pursues leadership in its business spheres; it simultaneously endeavours to promote common welfare through multidimensional activities.

Key Milestones of DS Group 1987: Foray into F&B, catch salt and pepper sprinklers launched. 1999: Catch natural spring water launched. 2000: Catch kitchen Range of spices launched. 2001: Foray into snacks. 2002: Catch adds Fizz with the launch of Catch Club Soda. 2003: Catch clear flavoured Drink launched. 2005: Catch Spring Cola, Lime & Orange gives a refreshing range.

Trendsetters First to offer saffron flavoured chewing tobacco in the world. First to launch branded chewing tobacco in India in metal packaging. First and only chewing Tobacco Company in India to get ISO 9001:2000 certifications. First to introduce various kinds of spices in one-time use packaging. First to launch free flowing salt in revolutionary table top rotatory dispensers in India.

First to introduce 100 per cent biodegradable, composite cans packs which are pilfer proof, rust proof and leak proof using brine and through vacuum evaporation process for food products.

First to introduce electronically beaten finest malleable silver foils in India. First in India to bottle natural spring water which has been awarded NSF certification from FDA, US: a hallmark of quality and purity.

First to introduce soda processed with natural spring water. First to introduce zero calorie tonic water. First to launch 100% herbal mouth freshener - Pass Pass.

Board of Directors Mr. Ravinder Kumar, Chairman Mr. Rajiv Kumar, Managing Director

1. MR. Gaurav gupta 2. MR. R.K Kakraina 3. MR. Puesh Kumar 4. MR. Ajay Kumar 5. MR. Atul Kumar 6. MR. Rajesh Kumar 7. MR. Ritesh Kumar

Methodology

Methodology can be:

1. "The analysis of the principles of methods, rules, and postulates employed by a discipline"; 2. "The systematic study of methods that are, can be, or have been applied within a discipline". 3. A documented process for management of projects that contains procedures, definitions and explanations of techniques used to collect, store, analyze and present information as part of a research process in a given discipline. 4. The study or description of methods.

A project methodology tells us what we have to do, to manage our projects from start to finish. It describes every step in the project life cycle in depth, so we know exactly which tasks to complete, when and how. Whether we are an expert or a novice, it helps us to complete tasks faster than before.

In Primary data collection, we collect the data our self using methods such as interviews and questionnaires. The key point here is that the data we collect is unique to us and our research and, until we publish, no one else has access to it.

Secondary data is data taken by the researcher from secondary sources, internal or external. The researcher must thoroughly search secondary data sources before commissioning any efforts for collecting primary data. Secondary data is of two kinds,

internal and external. Secondary data whether internal or external is data already collected by others, for purposes other than the solution of the problem on hand.

Secondary data is data which has been collected by individuals or agencies for purposes other than those of our particular research study.

No marketing research study should be undertaken without a prior search of secondary sources (also termed desk research). There are several grounds for making such a bold statement.

Secondary data may be available which is entirely appropriate and wholly adequate to draw conclusions and answer the question or solve the problem. Sometimes primary data collection simply is not necessary.

It is far cheaper to collect secondary data than to obtain primary data. For the same level of research budget a thorough examination of secondary sources can yield a great deal more information than can be had through a primary data collection exercise.

The time involved in searching secondary sources is much less than that needed to complete primary data collection.

Secondary sources of information can yield more accurate data than that obtained through primary research. This is not always true but where a government or international agency has undertaken a large scale survey, or even a census, this is likely to yield far more accurate results than custom designed and executed surveys when these are based on relatively small sample sizes.

It should not be forgotten that secondary data can play a substantial role in the exploratory phase of the research when the task at hand is to define the research problem and to generate hypotheses. The assembly and analysis of secondary data almost invariably improves the researcher's understanding of the marketing problem, the various lines of inquiry that could or should be followed and the alternative courses of action which might be pursued.

Secondary sources help define the population. Secondary data can be extremely useful both in defining the population and in structuring the sample to be taken. For instance, government statistics on a country's agriculture will help decide how to stratify a sample and, once sample estimates have been calculated, these can be used to project those estimates to the population.

Chapter-2 SWOT Analysis of DS Group

Strengths and Weaknesses of DS Group Strengths Brand famous for its Quality products. Recognized by American First in India to bottle natural spring water which has been awarded NSF certification from FDA, US: a hallmark of quality and purity. First to introduce soda processed with natural spring water. Company provides zero calorie tonic water. The only company to sell flavoured mineral water. Mineral water has a natural sweetener and has zero calories.

Weakness Losses due to transport expenses. Less market for mineral water industry at the operating area i.e. Himachal Pradesh. Company not that much interested in selling the product yet. Un-experienced management and unskilled labour. Unavailability of other raw materials other than water. Company brand not known to people yet in mineral water industry (unlike catch masala and Pass- pass). Not much effort put into advertisement.

 There is no classification called natural spring water; so, everybody calls it mineral water. Opportunities and Threats that DS Group Faces Opportunities Huge opportunities in Mineral water industry. Lesser competition or say lesser or nil Cut throat competition. Company is still new therefore huge growth opportunities. Very less company sell mineral water hence huge growth opportunities for company in this segment. Railway, as according to a estimate railways ordered 10,000 cases (of 12 bottles each) a day. Threats Tata is an emerging threat in packaged mineral water industry with its purchase of Himalaya mineral water plant. Bisleri enjoys the highest market share and is planning to increase it by introducing flavoured mineral water. Aggressive selling by Coke and Pepsi. Many companies have realized the market potential and are entering into this business. Local companies are posing a huge threat as they are selling their product at prices lesser than the market price. Government policies and change in taxation and other policies.

Chapter-3 Conceptual Framework

Human Resources Management Human resources is a term used to describe the individuals who make up the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials "HR". Features of Human Resources Management HRM involves management functions like planning, organizing, directing and controlling. It involves procurement, development, maintenance of human resource. It helps to achieve individual, organizational and social objectives. HRM is a mighty disciplinary subject. It includes the study of management psychology communication, economics and sociology. It involves team spirit and team work.

HR Philosophies: HR Philosophy of DS Group revolves around transparency and empowerment of employees. HR Department is committed "To deliver increased value to DS employees by ensuring that the HR resources, knowledge, support and infrastructure are at the level necessary for the organization to achieve it's objectives. To achieve this, DS Group will continually strive to: 1. Develop relationships that celebrate diverse ideas, perspectives and cultures. 2. Help people realize their potential. 3. Support a balance between family and work life. 4. Recognize and reward individual and team achievement. 5. Provide appropriate working conditions and resources to enable people to do their work.

HR Corporative Plans: 1. Forecast HR Demand Forecasting the future employee needs can be done using several methods such as Delphi method, Unit Forecasting, Formal Expert Survey, Trend analysis etc. 2. Estimating the HR Supply HR supply is the internal employees who can be promoted and transferred using a Management or Skill inventory and the unemployed who are seeking jobs or the employed but seeking better opportunities. 3. Then the HR demand should be compared against the HR Supply. This will result in an excess or shortage of employees for the future.

4. Strategies should be formulated to avoid the excess/ shortage. Excess can be deal with by freezing recruitment, offering voluntary retirement, transferring to other branches etc while hiring employees, getting existing employees to do over time; out sourcing etc can be done for shortage of employees.

Recruitment Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment industry has four main types of agencies: employement agencies, recruitment websites and job search engines, headhunters" for executive and professional recruitment, and niche agencies which specialize in a particular area of staffing. Some organizations use employer branding strategy and in-house recruitment instead of agencies. Recruitment-related functions are generally carried out by an organization's human resources staff. The stages in recruitment include sourcing candidates by advertising or other methods, screening potential candidates using tests and/or interviews, selecting candidates based on the results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role effectively. According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment

is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

Recruitment Needs Planned i.e. the needs arising from changes in organization and retirement policy. Anticipated Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. Unexpected Resignation, deaths, accidents, illness give rise to unexpected needs.

Recruitment Process The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying people The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required

 Preparing the Job Description and Job Specification: Job Description is an organized factual statement of job contents in the form of duties and responsibilities of a specific job. The preparation of job description is very important before a vacancy is advertised. It tells in brief the nature and type of job. This type of document is descriptive in nature and it constitutes all those facts which are related to a job such as :

1. Title/ Designation of job and location in the concern. 2. The nature of duties and operations to be performed in that job. 3. The nature of authority- responsibility relationships. 4. Necessary qualifications those are required for job. 5. Relationship of that job with other jobs in a concern. 6. The provision of physical and working condition or the work environment required in performance of that job.

Job Specification is a statement which tells us minimum acceptable human qualities which helps to perform a job. Job specification translates the job description into human qualifications so that a job can be performed in a better manner. Job specification helps in hiring an appropriate person for an appropriate position. The contents are :

1. Job title and designation 2. Educational qualifications for that title 3. Physical and other related attributes 4. Physique and mental health

5. Special attributes and abilities 6. Maturity and dependability 7. Relationship of that job with other jobs in a concern.

Sources of Recruitment:

Locating and developing the sources of required number and type of employees (Advertising etc).

Identifying the Prospective Employee:

Short-listing and identifying the prospective employee with required characteristics.

Communication of Information:

Information about the organization, the job, the terms & conditions is committed to the candidate so that they know about the vacancy in the organization.

Encouraging Candidates:

The next step is to encourage the candidate to apply for the job in the organization. This is the main function of recruiter so that vacancies can be filled.

Purpose and importance of Recruitment

Determine the Present and Future Requirements in Conjunction with Personnel Planning and Job Analysis Activities Increase the Pool of Job Candidates at Minimum Cost Help Increase Success Rate of Selection Process by Reducing Number of UnderQualified or Over-Qualified Applications. Reduce the Probability That Job Applicants Once Selected Would Leave Shortly

Factors Affecting Recruitment Policy

Organizational Objectives Personnel policies of the organization and its competitors.

Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

Sources of Recruitment

Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

Internal Sources:

Present employee: Permanent, temporary & casual employees already on the pay of organizations are good sources of recruitment. Vacancies may be filled up from such employees through promotion, transfer, upgrading & even demotions.

Retired and retrenched employee: Those who want to return to company may be re-hired.

Advantages of internal recruitment Cheaper and quicker to recruit. People already familiar with the business and how it operates. Provides opportunities for promotion with in the business can be motivating. Business already knows the strengths and weaknesses of candidates.

Disadvantages of internal recruitment Limits the number of potential applicants. No new ideas can be introduced from outside the business. External candidates might be better suited / qualified for the job. May cause resentment amongst candidates not appointed. Creates another vacancy which needs to be filled. Longer process.

External Sources:

External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include - Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labour contractors, recommendations etc.

Employment at Factory Level - This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers.

Advertisement - It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.

Employment Exchanges - There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.

Employment Agencies - There are certain professional organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.

Educational Institutions - There are certain professional Institutions which serve as an external source for recruiting fresh graduates from these institutes. This kind of recruitment done through such educational institutions is called as Campus Recruitment. They have a special recruitment cell which helps in providing jobs to fresh candidates.

Recommendations - There are certain people who have experience in a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filled by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient.

Advantages of external recruitment: Outside people bring in new ideas Larger pool of workers from which to find the best candidate People have a wider range of experience

Disadvantages of external recruitment: Longer process More expensive process due to advertisements and interviews required Selection process may not be effective enough to reveal the best candidate.

Process of Making Decisions

Vacancy announced

Informal enquiry

Information supplied informally

Formal expression of interest

Further information provided

Application submitted

Application considered & compared Proceed reject or withdraw

Decision to apply

Long list drawn up

Proceed reject or withdraw

Initial meeting between parties.

The HRM System Human Resource Management

HR Philosophies HR strategies, practices, policies, process & programmes Resourcing Learning & development HR Planning Design Recruitment Development section Talent Job/ role design Management Health & safety development Employee Performance well being HR Services Management Knowledge Management Individual learning Management learning Grade & pay structure Contingent Pay Employee Benefits Communication Organization Evaluation relations Employe e voice Reward Mgt. Job Industrial

Human Capital Management

Corporate & social responsibility

Organization

Employee relations

Selection

Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both. So, selection process assumes rightly that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process

The selection process consists of various steps. At each stage facts may come to light which may lead to rejection of the applicant. Steps involved in the selection are: application.

Preliminary interview: - Initial screening is done to weed out totally undesirable/unqualified candidates at the outset. It is essentially a sorting process in which prospective candidates are given necessary information about the nature of the job.

Application blank: - Application form is a traditional and widely used device for collecting information from candidates. The application form should provide all the information relevant to selection.

Selection test: - Psychological are being increasingly used in employee selection. A test is sample of some aspects of an individuals attitude, behavior and performance. It also provides systematic basis fro comparing the behavior, performance and attitudes of two persons.

Employment interview: - An interview is a conversation between two persons. In selection it involves a personal, observational and face to face appraisal of candidates for employment.

Medical examination: - Applicants who have crossed the above stages are sent for a physical examination either to the companys physician or to a medical officer approved for the purpose.

Reference checks: - The applicant is asked to mention in his application form the names and addresses of two or three persons who know him well.

Final approval: - The shortlisted candidates by the department are finally approved by the executives of the concerned department. Employment is offered in the form of appointment letter mentioning the post, the rank, the grade, the date by which the candidate should join and other terms and conditions in brief.

Importance of selection test

Employers often use tests and other selection procedures to screen applicants for hire. The types of tests and selection procedures utilized include cognitive tests, personality tests, medical examinations, credit checks, and background checks.

Companies can legally use these tests, as long as they dont use to them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). Employment tests must be validated for the jobs they are being used to hire for and for the purposes for which they are being used.

Advantages of selection tests

1. Selection test can be used to weed out the large number of candidates who may not be considered for the employment. Normally organization receives a large number of applications so these tests help to find out the

suitable candidates having required characteristics for the position. Selection test will provide cut off point above which candidates may be called for the interview. 2. Selection test can provide the information about the qualities and potential of the prospective employees which can not be known through other methods including personal interviews. These tests also help for the promotion of the potential candidates. 3. Selection tests are standardized and unbiased method of selecting the candidate. Thus a person who is not selected on the basis of test can not argue for the partiality in selection process. Impartiality is very important for organizations like public sector.

Types of Employment Test

1. Assessment Centers Assessment centers can be designed to measure many different types of job related skills and abilities, but are often used to assess interpersonal skills, communication skills, planning and organizing, and analytical skills. The assessment center typically consists of exercises that reflect job content and types of problems faced on the job. For example, individuals might be evaluated on their ability to make a sales

presentation or on their behavior in a simulated meeting. In addition to these simulation exercises, assessment centers often include other kinds of tests such as cognitive ability tests, personality inventories, and job knowledge tests

2. Biographical Data

The content of biographical data instruments varies widely, and may include such areas as leadership, teamwork skills, specific job knowledge and specific skills (e.g., knowledge of certain software, specific mechanical tool use), interpersonal skills, extraversion, creativity, etc. Biographical data typically uses questions about education, training, work experience, and interests to predict success on the job. Some biographical data instruments also ask about an individuals attitude, personal assessments of skills, and personality.

3.

Cognitive Ability Tests

Cognitive ability tests typically use questions or problems to measure ability to learn quickly, logic, reasoning, reading comprehension and other enduring mental abilities that are fundamental to success in many different jobs. Cognitive ability tests assess a persons aptitude or potential to solve job-related problems by providing information about their mental abilities such as verbal or mathematical reasoning and perceptual abilities like speed in recognizing letters of the alphabet.

4.

Integrity Tests Integrity tests assess attitudes and experiences related to a persons honesty, dependability, trustworthiness, reliability, and pro-social behavior. These tests

typically ask direct questions about previous experiences related to ethics and integrity OR ask questions about preferences and interests from which inferences are drawn about future behavior in these areas. Integrity tests are used to identify individuals who are likely to engage in inappropriate, dishonest, and antisocial behavior at work.

5.

Interviews

Interviews vary greatly in their content, but are often used to assess such things as interpersonal skills, communication skills, and teamwork skills, and can be used to assess job knowledge. Well-designed interviews typically use a standard set of questions to evaluate knowledge, skills, abilities, and other qualities required for the job. The interview is the most commonly used type of test. Employers generally conduct interviews either face-to-face or by phone.

6.

Job Knowledge Tests

Job knowledge tests typically use multiple choice questions or essay type items to evaluate technical or professional expertise and knowledge required for specific jobs or professions. Examples of job knowledge tests include tests of basic accounting principles, A+/Net+ programming, and blueprint reading.

7. Personality Tests

Some commonly measured personality traits in work settings are extraversion, conscientiousness, openness to new experiences, optimism, agreeableness, service orientation, stress tolerance, emotional stability, and initiative or proactivity. Personality tests typically measure traits related to behavior at work, interpersonal interactions, and satisfaction with different aspects of work. Personality tests are often used to assess whether individuals have the potential to be successful in jobs where performance requires a great deal of interpersonal interaction or work in team settings.

8. Physical Ability Tests

Physical ability tests typically use tasks or exercises that require physical ability to perform. These tests typically measure physical attributes and capabilities, such as strength, balance, and speed.

9. Work Samples and Simulations

These tests typically focus on measuring specific job skills or job knowledge, but can also access more general skills such as organizational skill, analytic skills, and interpersonal skills. Work samples and simulations typically require performance of tasks that are the same or similar to those performed on the job to assess their level of skill or competence. For example, work samples might involve installing a telephone line, creating a document in Word, or tuning an engine.

Interview

Interview is a conversation between two parties or people (the interviewer & the interviewee) where questions are asked by the interviewer to obtain information from the interviewee.

Steps to Interviewing

Prospect

Approach

Present

Overcome objectives

Close

Follow-up

Checklist for conducting interviewer & Issuance of L.O.I of SS/SR level At DS Group

S.no 1 Candidate approval 2 3

Particulars assessment summary for

Responsibility Zonal sales coordinates

Interview evaluation sheet Interview evaluation sheet-B (to be filled by interviewer)

Zonal sales coordinates Interviewer

4 5

Organization structure Checking the application form [dully filled with photograph]

Zonal sales coordinates Interviewer

Verification provided)

of

salary

proof-A

(if

Interviewer

The verification of salary proof-B (if not provided) then the Sr. G.M. sales will signed the to whom it may concerned after the recommendations of the zonal sales head.

Interviewer

8 9

Bio-data checking & verification Education qualification certificates - to be checked by the interview

Interviewer

10

Experience - checking & verification

Interviewer

11 12 13

CASA Submission of papers to HR Issuance of LOI. HR to be issued the LOI within 48 hrs from the date of submission of papers.

Zonal sales coordinates Zonal sales coordinates HR

3.8 Difference between Recruitment and Selection

Basis Meaning

Recruitment It is an activity of establishing contact between employers and applicants.

Selection It is a process of picking up more competent and suitable employees.

Objective

It encourages large number of Candidates for a job.

It

attempts

at

rejecting

unsuitable candidates.

Process

It is a simple process.

It is a complicated process.

Hurdles

The candidates have not to cross over many hurdles.

Many crossed.

hurdles

have

to

be

Approach

It is a positive approach.

It is a negative approach.

Sequence

It proceeds selection.

It follows recruitment.

Economy Time Consuming

It is an economical method. Less time is required.

It is an expensive method. More

3.9 Recruitment process At DS Group Position Identification in the department RES:HOD Replacement Position

Is Replacement Required Prepare new organizational chart & get it by HOD? renewed from Respective director and approved from Respective Heads. No

Approval
GRANTED

No

Take sign from HOD & stop the process.

Yes Forward the duly approved org. YES chart & position description to corporate head HR.

Corporate head HR to analyze & forward the required to recruitment team with target date.

Identify various sources based on the position, urgency as suggested by Corporate Head HR.

Call CVs collection & initial screening of the CV received through various sources.

Touch Base with candidate:

Introduce with DS profile. Seek interest level. Understand present profile.

Get other Details. Make comparative sheet.

Send selected CVs to the HOD.

Add the CVs Meeting REQUIRED

Plan the assessment

Mode of interview. Panel of interview Date of Training.

VENUE OF TRAINING.

Shortlist the CV & Send back to HR

Telephonic interview (if reqd.)

Confirm date & time. Telephonic interview format.

Profile of the candidate Record of the feedback

Main Interview Planning

Confirm date, time & venue. Forward the employment applications Form.
H.O.D. to prepare test paper. Keep org. chart & parity sheet. Keep interview panel sheet.

Conduct Written Test

Conduct interview

Classify candidate as
Shortlisted

Negotiations

Salary
DATE OF JOINING

Conduct Reference Check Prepare candidate assessment sheet. No: INFOR:

Inform the candidate and search Approval Granted for more.

YES

Prepare L.O.I. (Letter Of Intent)

Send L.O.I.

To Candidate File L.O.I.

SEND INFORMATION OF HOD

Filling of interviews document.

Chapter-4 Lesson Learnt

Limitations of the study

As we know each and everything has its own limitation. No study can be free from impediments. The major limitations of internship report are as follows:

1. Scope: Limited to the study of Foods Division of DS Group 2. Focus: Study of recruitment process of: a. Sales b. Production c. Marketing 3. Preferences: Candidates which preferred must have the experience of FMCG industry only. 4. Accuracy: Projecting manpower needs over a period of time is a risky one. Its not possible to track the current and future needs correctly and convert the same into meaningful action guidelines. Factors such as absenteeism, labor turnover, seasonal trends in demand, competitive pressures, technological changes and a host of other factors may turn the rest of manpower plans as fashionable, decorative pieces. 5. Confidentiality: Confidentiality of certain information at unit level which is not disclosed.

Recommendations/Suggestions.

After analyzing the recruitment & selection procedure of DS Group I got to know about some suggestions, that I would like to give in order to make the procedure much better than before:

Recruitment procedure is totally centralized, if there is any vacancy in units or any other department or in any zone than it is first finalized by Corporate HR Department, so this prevalent procedure must be changed, and to be converted as Department Head can make his own decisions for their candidate as on the recommendation of corporate.

Candidate must be given the result on the date of interview, or as soon as possible, so that a qualified candidate dont shift to any other job.

As all the interviews of different zone will be conducted in HQ of DS Group in Noida, so for the convenience of the candidate, interviews can be conducted at the place of requirement.

Resume will be kept in data bank for 6 months; it must be reduced to 3 months.

Physical examination is also important aspect of selection process which was missing here in DS Group Page.

DS Group can go in for aggressive promotions and advertising to make a presence in the market.

There must be career development opportunity for the employees so that they can work energetically in the organization as there is high turnover due to lack of information in the related sector.

DS Group also adopts recruitment methods through institutional areas like colleges, universities.

The recruitment and selection procedure should not to lengthy and time consuming.

Conclusion

People form an integral part of the organization. The efficiency and quality of its people determines the fate of the organization. Hence choice of right people and placing them at right place becomes essential. Hiring comes at this point of time in the picture. Hiring is a strategic function for HR department. Recruitment and selection form the process of hiring the employees. Recruitment is the systematic process of generating a pool of qualified applicant for organization job. The process includes the step like HR planning attracting applicant and screening them. This step is affected by various factors, which can be internal as well as external. The organization makes use of various methods and sources for this purpose. Selection is carried from the screen applicant during the recruitment process. There is also some specific process is involved. By the way of conducting preliminary interview and conducting the various tests, if required reference check and further final interview is conducted. During the process there are certain difficulties and barriers that are to be overcome. Different organization adopts different approaches and techniques for their employees.

Bibliography
Books Elearn ltd, Recruitment & selection, Pergamon Flexible Learning, 2009. Marget Dale,Managers guide to Recruitment & selection, Kogan Page Publishers, 2004. Kotler Philip, Management-Li, Pearson Education India, 2010. Talwar Prakash , Human Resource Management, Gyan Publishing House, 2006 Mamoria C.B. and Gankar S.V., Personal Management Text and Cases, Himalaya Publication, 2004.

Websites:

www.dsgroupindia.com http://en.wikipedia.org/wiki/Recruitment http://en.wikipedia.org/wiki/Selection www.wikipidia.com

Appendices
Forms and Format, With Guidelines for the Employees:

1. Leave Application Form:

Procure The Form From The Personnel Department. Fill The Form And Get It Sanctioned From H.O.D. Send The Form After Getting Leave Sanctioned To The Personnel Department.

2. Out Going Pass:

Required, if leaving the work place within office time for personal purpose. Mention your name, purpose & place of visit as well as the expected duration of absence

Get the pass signed by the H.O.D.

3. On Duty Slip:

Required, If Leaving The Work Place Within The Office Time For Office Purpose.

Mention Your Name, Purpose & Place Of Visit As Well As The Expected Duration Of Absence

Get The Pass Signed By The H.O.D.

4. Requisition for Vehicle:

This format is to be filled in case a company vehicle is required for some official purpose.

Fill the forms with all the details & then it has to be sanctioned by the administration head.

5. Out Station Duty Authorization:

Required if going on an official tour.

Mention your name, purpose & place of visit as well as the expected duration of absence

Get the pass signed by the H.O.D.

HRIS Master- Cadre & Band

Cadre Master Cadre M0 Top cadre 1 2 M1 Senior management 3 cadre 4 5 M2 Middle management 6 cadre 7 8 M3 Managerial cadre 9 10 11 O cadre Executive cadre 12 13 14 Officer cadre 15 M2-Middle Band M2-Initial Band M3-Top Band M3-Middle Band M3-Initial Band O1-TOP BAND O1-Middle Band O1-Initial Band O2-Top Band M1-Middle Band M1-Initial Band M2-Top Band M0-Middle Band M0-Initial Band M1-Top Band Description management 0 Band Band Master Description M0-Top Band

16 17 S1 S2 S3 Staff-1 Staff-2 Staff-3 NA NA NA

02-Middle Band O2-Initial Band