MARKET SURVEY REPORT

ON

COCA-COLA
Session:2013-2016
Submitted for the partial fulfillment of the requirement for the
award of degree
Of
BACHELOR OF BUSINESS ADMINISTRATION
SUBMITTED BY:
SUBMITTD TO:
AVDHESH KUMAR
BBA. IV SEM.
ROLL NO.14138507

SUBMITTED TO:

UTKARSH SCHOOL OF
MANAGEMENT AND TECHNOLOGY,
BAREILLY
1

CONTENTS

Prefaces
Declaration
Acknowledgement
Objective of the study
Research methodology
About COCA COLA
History of coca cola in india
Introduction of the organization
Organizational set up
Products profile of coca cola
About the topic
Analysis and interpretation
Findings of the study
Suggestions
Conclusion
Bibliography
Annexure

PREFACE

In present scenario it is true that we can obtain any information regarding any matter or
subject because of the availability of different sources like books, journals, case studies,
and also through internet .we read a lot of principles, strategies, processes and different
ways to do a piece of work but a practical training or exposure teaches much more to us.
A management student can understand in better way the different types of situations
of management and market by a practical task. During their training, students come to
know that how the different decisions in different situations are taken by responsible
authority. Students get an opportunity to integrate their knowledge and theoretical
concepts with work assigned to them.
In this report and attempt has been made to co-relate the theoretical aspect of the formal
procedure of HR activities .

ROHIT KUMAR
MBA IV SEM

ACKNOWLEDGEMENT

No work can be done in vacuum; the accomplishment of this project would have not been
possible individually without the assistance and valuable support from various sources.
I take opportunity to express my profound sense of gratitude and respect to all those who
helped me duration of this project.
I owe my thanks to my parents and my friends for their constant support and
encouragement during the work.
I wish to say thank from the bottom of my heart to (M.B.A Course coordinator) and to
Professor for providing me the opportunity to get the practical experience. I also would
like to thank to and all faculty members of

RAJSHREE INSTITUTE OF

MANAGEMENT. M.B.A for their co-operation.

ROHIT KUMAR
MBA IV SEM

DECLARATION

I, ROHIT KUMAR, hereby declare that the project carried out in the Summer Internship
Project on the topic RECRUITMENT AND SELECTION PROCESS IN COCACOLA is my original work and all the information furnished is containing an authentic
fact. This piece of work is only being submitted to RAJSHREE Institute of Management,
in partial fulfillment for degree of MBA. No part of this report has been published or
submitted to anybody or University for award or any other Degree.

ROHIT KUMAR
MBA IV SEM

OBJECTIVE OF THE PROJECT

The basic objective of the project undertaken will be as follows: -

To know the managerial satisfaction level about Recruitment and Selection

procedure.

To critically analyze the functioning of the recruitment and Selection procedure.

Different method adopted towards employees trained them and how it is followed.

To access the performance appraisal of COCA COLA LTD.

What factors are required to find out the training needs.

In changing scenario, what attributes are required in an individual.

To know the training procedures.

To critically analyse the functions of training.

To identify a new areas by which workers do their work more effectively.

How company survives in competitive era with respect of competence required in

an individual.

RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure. This includes
overall research design, the sampling procedure, the data collection method, and analysis
procedure. Out of total universe 15 respondents from coca-cola have been taken for
convenience. The sample procedure chosen for this are statistical sampling method. Here
randomly employees are selected and interviewed. Information, which I collected, was
based on the questionnaires filled up by the sample employees.

Under secondary

method I took the help of various

reference books which I have mentioned in bibliography and also by way of surfing
through the company website.

Primary Data
Questionnaire: Corresponding to the nature of the study direct, structured questionnaires
with a mixture of close and open-ended questions will be administered to the relevant
respondents within the Personnel and other Departments of the organisation.

Secondary Data
Organizational literature: Any relevant literature available from the organisation on the
Company profile, recruitment & selection procedures, Job specifications, departmentwise break up of manpower strength and the organisational structure. Other Sources:
Appropriate journals, magazines such as Human Capital, relevant newspaper articles,

company brochures and articles on www sites will also be used to substantiate the
identified objectives.

Sampling Plan and Design

A questionnaire will be used for the purpose of research: Questionnaire: To test the
validity and effectiveness of the recruitment and selection procedures within the
organisation and to test th validity and effectiveness of the policies and procedures within
the organisation. The basic rationale of Questionnaire is to ascertain the perception of the
non-HR departments in terms of the validity and effectiveness of the policies and
procedures used by the organisation. It is also in line with the assessment of any
suggestions/recommendations that the respondents from
these Departments might have in terms of the use of an alternative source/device of
recruitment and selection, than what already forms the current practice of the HR
Department. Questionnaire would be administered to 15 respondents, holding a senior
designation within the Personnel
Department of the organisation. It will also be administered to at least 15 respondents
belonging to typical Departments within the organisation and holding senior designations
within their respective Departments. Sampling Element For the purpose of administering
the Questionnaire, the respondents would comprise of personnel holding senior
designations within the Personnel Department of the organisation. The respondents for
the Questionnaire will also be preferably being panel members of the Recruitment &
Selection Board of the organisation. The respondents would comprise of personnel
holding senior designations within certain typical Departments
identified within the organisation, namely:
Stores
Finance Operations

COMPANY
PROFILE

HISTORY OF COCA-COLA.

In May, 1886, Coca Cola was invented by Doctor John Pemberton a pharmacist from
Atlanta, Georgia. John Pemberton concocted the Coca Cola formula in a three legged

10

brass kettle in his backyard. The name was a suggestion given by John Pemberton's
bookkeeper Frank Robinson.

Birth of Coca Cola

Being a bookkeeper, Frank Robinson also had excellent penmanship. It was he who first
scripted "Coca Cola" into the flowing letters which has become the famous logo of today.
The soft drink was first sold to the public at the soda fountain in Jacob's Pharmacy in
Atlanta on May 8, 1886.
About nine servings of the soft drink were sold each day. Sales for that first year added
up to a total of about $50. The funny thing was that it cost John Pemberton over $70 in
expanses, so the first year of sales were a loss.
Until 1905, the soft drink, marketed as a tonic, contained extracts of cocaine as well as
the caffeine-rich kola nut.
Asa Candler
In 1887, another Atlanta pharmacist and businessman, Asa Candler bought the formula
for Coca Cola from inventor John Pemberton for $2,300. By the late 1890s, Coca Cola
was one of America's most popular fountain drinks, largely due to Candler's aggressive
marketing of the product. With Asa Candler, now at the helm, the Coca Cola Company
increased syrup sales by over 4000% between 1890 and 1900.
Advertising was an important factor in John Pemberton and Asa Candler's success and
by the turn of the century, the drink was sold across the United States and Canada.
Around the same time, the company began selling syrup to independent bottling
companies licensed to sell the drink. Even today, the US soft drink industry is organized
on this principle.

11

Until the 1960s, both small town and big city dwellers enjoyed carbonated beverages at
the local soda fountain or ice cream saloon. Often housed in the drug store, the soda
fountain counter served as a meeting place for people of all ages. Often combined with
lunch counters, the soda fountain declined in popularity as commercial ice cream, bottled
soft drinks, and fast food restaurants became popular.
On April 23, 1985, the trade secret "New Coke" formula was released. Today, products
of the Coca Cola Company are consumed at the rate of more than one billion drinks per
day.

LAUNCHING OF THE PRODUCTS.

In 1798 The term "soda water" first coined.

12

In 1810 First U.S. patent issued for the manufacture of imitation mineral waters.

In 819 The "soda fountain" patented by Samuel Fahnestock.

In 1835 The first bottled soda water in the U.S.

In 1850 A manual hand & foot operated filling & corking device, first used for bottling
soda water.

In 1851 Ginger ale created in Ireland.

In 1861 The term "pop" first coined.

In 1874 The first ice-cream soda sold.

In 1876 Root beer mass produced for public sale.

In 1881 The first cola-flavored beverage introduced.

In 1885 Charles Aderton invented "Dr Pepper" in Waco, Texas.

In 1886 Dr. John S. Pemberton invented "Coca-Cola" in Atlanta, Georgia.

In 1892 William Painter invented the crown bottle cap.

In 1898 "Pepsi-Cola" is invented by Caleb Bradham.

In 1899 The first patent issued for a glass blowing machine, used to produce glass
bottles.

13

In 1913 Gas motored trucks replaced horse drawn carriages as delivery vehicles.

In 1919 The American Bottlers of Carbonated Beverages formed.

In 1920 The U.S. Census reported that more than 5,000 bottlers now exist.

In Early 1920's The first automatic vending machines dispensed sodas into cups.

In 1923 Six-pack soft drink cartons called "Hom-Paks" created.

In 1929 The Howdy Company debuted its new drink "Bib-Label Lithia Ted Lemon-Lime
Sodas" later called "7 up" invented by Charles Leiper Grigg.

In 1934 Applied color labels first used on soft drink bottles, the coloring was baked on
the face of the bottle.

In 1952 The first diet soft drink sold called the "No-Cal Beverage" a ginger ale sold by
Kirsch.

In 1957 the first aluminum cans was used.

In 1959 The first Diet Cola sold.

In 1962 The pull-ring tab first marketed by the Pittsburgh Brewing Company of
Pittsburgh, PA. The pull-ring tab was invented by Alcoa.

In 1963 The Schlitz Brewing Company introduced the "Pop Top" beer can to the nation
in March, invented by Ermal Fraze of Kettering, Ohio.

14

In 1965 Soft drinks in cans dispensed from vending machines.

In 1965 The resalable top invented.

In 1966 The American Bottlers of Carbonated Beverages renamed The National Soft
Drink Association.

In 1970 Plastic bottles are used for soft drinks.

In 1973 The PET (Polyethylene Terephthalate) bottle created.

In 1974 The stay-on tab invented, introduced by the Falls City Brewing Company of
Louisville, KY.

In 1979 Mello Yellow soft drink is introduced by the Coca Cola Company as
competition against Mountain Dew.

HISTORY OF COCA-COLA IN INDIA.

As an MNC of the globe, Coca-Cola is one of the largest soft drink company in the world
with its head quarters in Atlanta, U.S.A.?

15

Coca-Cola was not a new company for India, it was operating in India since 70s but
because of Jan Singh government anti foreign investment policy, it has to close its
operation in India. After 16 year of absence, it returned in November 1993. Coca-Cola
India has made significant investment, plants, distribution system and marketing
equipment.
During the past decade Coca-Cola system has invested more than $1 billion in
India. It becomes country top international invested. Coca-Cola directly employs
approximately 8000 local people in India. It indirectly creates employment for more than
15000 people in India. All the goods & services required to produce and market CocaCola locally are made in India.
Coca-Cola in India produces about 10 brands including different types of product
like Sun fill in collaboration with other FMCG companies.
Coca-Cola is endorsing different types of culture program as well in India. CocaCola is also sponsoring the sports on India. Coca-Cola is helping India to develop the
culture and tradition of India.
Coca-Cola also participates an activity in the community activities in India. The
main aim of Coca-Cola India is to strive every day to refresh the market place, preserve
the environment and strengthen the communities along with satisfying the communities
along with satisfying the consumer of India.
All the heard of their business is the trust consumer place in them. They rightly
expect, that coca-cola is managing their business according to sound ethical principle that
they are enhancing the health of their communities and that they are using natural
resources responsibility.

16

India with a population of more than 100 crores is potentially one of the largest consumer
markets in the world with urbanization and development of economy. Tastes and interests
of the people change according to the advance nation.
Marketing is about winning this new environment. It is about understanding what
consumer wants and supplying it more efficiently and more conveniently.
The consumer market may be identified as the market for product and services
that are purchased by individuals as household for their personnel computation. Soft
drink is a typical consumer product purchased by individual primarily to quench their
thirst and also for refreshment.
Different types of soft drinks are available in the market and more and less
contents of all soft drinks are same. The market of soft drinks is facing a cutthroat
competition and many companies are floating in the market with their product with
different brand name. In such a situation different factors that influence the people choice
for soft drink are taste, quality, image easy availability and the product cost of
advertisement. The government of India has considered the soft drink industry as nonessential. As a result the excise duty levied by government on better soft drinks is very
high. A bottle of soft drink today cost Rs.6.00 the ultimate consumer.
Thus in the country like India where more than 50% of total population exist
below poverty line, lots of consumer cannot afford such price for soft drinks.
As a result the trading activity of soft drink industry concentrated in and around
those populations, whose purchasing power is considered comparatively high.
Soft drink industries in India has an annual sale of about 6000 crores with per capital
consumption of soft drink at a low of nine bottle per annum (even Pakistan has a per
capital consumption of 16) in china and USA. It is more than 800 bottle is due to price

17

factor. With price of all products is skyrocketing; soft drink at a rate of Rs.5.00 per bottle
is very low.
So, marketing is both philosophy and technology, it is technology because it suggests
ways and means for effective production and distribution of good and services in the
market to give maximum satisfaction to the consumer. The marketing manager is
responsible for both determining and suitability of goods and services presented by the
company to the market and also determining about potential market and make better
relation with retailer.
In the regard the marketing management will have to apply the marketing
technology in the conceptual philosophy of a system. It is the process of system analysis
in the marketing management for effective research and can be systematic objective and
exhaustive study of tasks relevant to any problem in the field of marketing.

HISTORY OF SOFT DRINKS IN INDIA

18

Around 1948 the first branded soft drink came in Indian market. The soft drink was
named as Gold Spot before Coca-Cola entered the country to dominate the scene in
1950s.
Parle exports (P.) Ltd., was the first Indian company to introduce a lemon soft
drink, this drink was known as Limca and it was introduced in 1970s However, before
this they had introduced Cola Pepino, which was withdrawn in face of tough competition
from Coca-Cola.
In the year 1979 Coca-Cola left Indian market and this brought in an opportunity
to various Indian companies to show their caliber. At this time a new Parle products
introduced soft drink and Parle products introduced this and this was named thumps-up.
This was Coca-Cola drink, which had a burnt sugar colour.
This drink was introduced with a mighty saying happy day are here again. As if
happy day went away with Coca-Cola. There was another company named pure drinks,
which introduced the soft drink named Campa Cola along with orange and lemon flavor.
Just after this many more companies entered the Indian soft drink market a sort
drink named company Modern bakers have introduced double-7. Another company,
Mohan Meakins also came with Thrill, Rush

INTRODUCTION OF ORGANIZATION-BBPL

19

Brindawan Beverages Ltd. (B.B.P.L.) a bottling company was started during the
year 1986 in Bangalore due to the humble services Mr. S.N. Ladhani, the Marketing
Director of the company, with an initial capital of Rs.25 Lacks B.B.L. has a franchise
agreement with Parle Exports Pvt. Ltd. for 10 years to manufacture and sell its products.
During November 1993, Parle Exports sold all its 60 franchises to Coca-Cola
India in order to compete with Pepsi. In the War B.B.L. has undergone in the territory of
Coca-Cola. The company is manufacturing and selling Thumps Up, Coke, Limca, Fanta,
Mazza, and Kinley Soda for Bareilly franchise. This is also serving the nearby cities like
Rampur, Moradabad, Badaun, Haldwani, Shahjahanpur, Lakhimpur, Almora, Chamoli,
Pithoragrah, Nainital, Ranikhet etc.
M/s Brindawan Beverages Ltd. has its production unit, having capacity of six
hundred bottles per minute, located at Parasakhera Industrial Area, its marketing office is
located at Swaley Nagar, Bareilly. The storage of filled bottles is done in the godown
which is located next to the production unit B.B.L. has 3 more bottling plants located at
Barabanki, Faizabad, and Hathras. All the activities are centralized from the head office
located at Bangalore. The director, marketing is the head of the organization and incharge
of all the administrative matter and General Manager, Production is incharge of the
production and takes care of the production department.

LOCATION OF THE PLANT:

20

Bottling plant of Brindawan Beverages Ltd. is located at a distance of 12 from

Bareilly-Rampur highway i.e. (Parsakhera Industrial Area).

DISTRIBUTION AREA OF THE PLANT:

Wide areas of 12 district of Uttar Pradesh are being served by this plant though its
85 distributors. Following are the districts covered by Brindawan beverages PVT. Ltd.
(B.B.L.)

Bareilly

Budaun

Rampur

Moradabad

Shahjahanpur

Nainital

Almora

Ranikhet

Chamoli

Lakhimpur

Pithoragarh

Haldwani

Various Brands sold under the seal of Brindawan Beverages Ltd.

Thums up

Coca-Cola (Coke)

Limca

Fanta

Maaza

Kinley Water

Kinley Soda

Sprite

21

BBPL is also running 3 more plants located at Barabanki, Faizabad, Hathras and the
following brand and packs are being supplied from these above three plants these are:

Maaza
Coke 1 liter

Thumps Up 1 liter.

22

23

PRODUCT PROFILE OF COCA-COLA.

COCA-COLA
Coca-Cola is the most popular and biggest-selling soft drink in history, as well as the
best-known product in the world. Created in Atlanta, Georgia by Dr. John S. Pemberton,
Coca-Cola was first offered as a fountain beverage by mixing Coca-Cola syrup with
carbonated water.

COCA-COLA

24

THUMS UP
Thums Up is a leading carbonated soft drink and most trusted brand in India. Originally
introduced in 1977, Thums Up was acquired by The Coca-Cola Companyin1993. Thums
Up is known for its strong, fizzy taste and its confident, mature and uniquely masculine
attitude. This brand clearly seeks to separate the men from the boys.

THUMS UP

25

SPRITE
Introduced in 1960, Sprite is the world's leading lemon-lime flavored soft drink. Sprite is
sold in more than 190 countries and ranks as the No. 4 soft drink worldwide, with a
strong

appeal

to

young

people.

Millions of people enjoy Sprite because of its crisp, clean taste that really quenches your
thirst. But Sprite also has an honest, straightforward attitude about things that sets it apart
from other soft drinks. Sprite encourages you to be true to who you are and to obey your
thirst.

SPRITE

26

FANTA

A favorite in Europe since the 1940s, Fanta was acquired by The Coca-Cola Company in
1960. Fanta Orange is the core flavor, representing about 70% of sales, but other citrus
and fruit flavors have their own solid fan base.

27

MAAZA

"Yaari-Dosti Taaza Maaza"

With the real fruit taste kids love, plus added calcium, Maaza's tagline, "Yaari-Dosti
Taaza Maaza" means "Friendship moments with fresh Maaza" in Hindi.
Maaza was introduced in India in 1984 as a noncarbonated mango fruit drink. It
was acquired by The Coca-Cola Company in 1993 and is currently available in three
flavors, mango, pineapple and orange -- plus added calcium.

MAAZA

LIMCA
28

This thirst-quenching beverage features a fresh, light lemon-lime taste and fun-loving
attitude. It's a home-grown, national treasure in India, where it was acquired by The
Coca-Cola Company in 1993. The product's invigorating taste and cloudy look haven't
changed, but the brand has been revitalized with a new marketing campaign.

KINLEY WATER
29

Introduced in India in August 2000, Kinley is purified bottled water. In a country where
many people are concerned about reliable drinking water, Kinley delivers a product that
is

safe

and

suitable

for

consumers.

Within ten months of its launch, Kinley had emerged as India's number two packaged
water and is currently the number three Coca-Cola product.

KINLEY WATER

PRODUCT RANGE:

30

Coca-Cola

200ml, 330ml, 300ml, 500ml, 1 liter, 1.5 liter, 2 liter

Thumps-Up

330ml, 300ml, 500ml, 1 liter, 1.5 liter

Limca

330ml, 300ml, 1 liter, 1.5 liter

Fanta

330ml, 300ml, 1 liter, 1.5 liter

Mazza

200ml

Sprite

330ml, 300ml, 1 liter, 1.5 liter

Diet Coke

330ml, 300ml, 1 liter, 1.5 liter

Kinley Soda

300ml

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Recruitment and
selection process

32

RECRUITMENT

All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit
people .The recruitment policy should, therefore, address itself to the key question; what
are the personnel/human resource requirement of the organization in terms of number,
skills, levels etc to meet present and future needs of production and technical and other
changes planned or anticipated in the next years.
Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the organization .To recruit means to enlist,
replenish or reinforce. It refers to the process of bringing together prospective employees
and employer with a view to stimulate and encourage the former to apply for a job with
the latter. The primary purpose of recruitment and selection is to achieve one desired aim
i.e. picking the right person for the right jobs.
The recruitment process begins when an employee is to be transferred or promoted
to another post, notice of resignation or dismissal is given or retirement is planned. The
five keyways to develop top quality people:
Recruitment-getting the right people in the right job
Developing people-through training & development.
Monitoring-to ensures long-term development and performance.
Developing Managers-ensuring that these key people are delivering what the
organization requires.
Managing for performance- techniques that ensure top quality performance.

33

Factors Affecting Recruitment: -

In recruiting new employees management must consider the nature of labor market, what
sort of potential labor are available and how do look for works.
The factor affecting can be summed up under the following heads:

Labor Market Boundaries:- The knowledge of the boundaries help management

in estimating the available supply of qualified personnel form, which it might
recruit. A labor market consists of a geographical area in which the forces of
demand and supply interact and thus affect the price of labor.

Available Skills:- Companies must locate the areas where they can find
employees who fit the jobs according to their skills.

Economic

Condition:

Economic

conditions

also

affect

recruitment.

Unemployment worker may swamp a new plan located in a depressed labor

market whereas a firm trying to establish it or to expand in an area where a few
qualified workers are out of wok has quite a different recruitment problem.

Attractiveness of the Company: The attractiveness of the company in terms of

higher wages, clean work, better fringe benefits and rapid promotions serves as
influencing factor in recruitment.

34

PROCESS OF RECRUITMENTS

SCOUTING

35

Recruitment begins by specifying the human resource recruitment, initiating activities

and action to identify the possible sources form where they can be met, communicating
the information about the jobs, terms and conditions and prospects they offer, and enthuse
the people who meet the recruitment to respond to the invitation by applying for jobs.
Thereafter the selection process begins. The process is as follows:

a) Decide on how many people you really need:

If everything is being done to improve performance and still there is a gap between
what the current performance is and the goals set, then the best way is to recruit more
people.

b) Analyzing the job:

Analyzing the job is the process of assembling and studying information relating to
all aspects of a particular post. Analysis is done to find possible details about:
Purpose: Identify the aims and objectives of job and what the employee is
expected to achieve within department and company.
Position: The job title, its position in the hierarchy and for whom it is responsible
ought to be recorded. A sample organization chart may be useful for this purpose.
Main Duties: A list of key tasks may be written out; standards that need to be
reached and maintained must also be maintained. Methods of recording, assessing
and recording the key tasks must be determined.
The work Environment: Study the physical and social environment in which the
work is out because the work environment influences the quantity and quality of
work.
36

c) Drafting a job description:

After job analysis is done, job description is made. Job description describes the job.
The job description decides upon the exact knowledge, skill and experience needed
to do the job.
Job description must be drafted around these heading:
Job title
Responsible to
Responsible for
Purpose of job
Duties
Responsibility
Signature and date
d) Drawing of employee specification:
Employee specification is also known as job, person or personnel specification. It lists
the skills; knowledge and experiences required doing the job successfully. Studying
the description makes it. An employee specification will help in deciding where to
advertise what to include in job advertisement to attach the right person. It is based
upon:

Physical make-up

Attainment

Specific aptitude

Interest

Disposition
SELECTING
QUALIFIED
PERSONNEL

37

Circumstances

e) Evaluation future needs

For Evaluation future needs manpower is drafting. A manpower plan evolves studying
the make-up of present work force, assessing forthcoming changes and calculating
future workforce, which is required. Manpower planning helps in devising long-term
recruitment plans.

f) Finding sources of recruitment:

The human resource requirement can be met from internal or external sources.

HUMAN RESOURCE
PLANNING

RECRUITTING
REQUIRED
PERSONNEL

PLACING
SELECTED
38
PERSONNEL
ON JOBS

SEARCH FOR PROSPECTIVE

FINDING AND
EMPLOYEES:
EVALUATING
DEVELOIPING SOURCES OF
a). DEVELOPING
EFFECTIVENESS
SOURCES OF RECRUITMENT
POTENTIAL
TECHNIQUES
OF
EMPLOYEES
b). ATTRACTING
RECRUITING
CANDIDATES

Internal Sources
INTERNAL SOURCES

TRANSFERING TO
NEW JOBS

PERSONNEL
RESARCH

These refer to persons already employed in the organization. Promoting persons from lower
levels may fill up vacancies at
higher
levels. Shortage of manpower in one
branch \ factory
JOB
POSTING
UPGRADING
IN may
SAME POSITION

be met by transferring surplus staff from another branch \ factory. Promotion means shifting of

EXTERNAL
SOURCESto higher post caring
an employee
greater salary, status and responsibility. On the other hand
EXPERIENCE
PROMOTING TO HIGHER JOBS

transfer refer to the shifting an employee with salary, status and responsibility. Some time exemployee of the organization
may be REFERALS
re-employed.
EMPLOYEE

PROVIDING INFORMATION
ADVERTISING

Advantages of Internal Sources:

CLARIFYING
DOUBTS

1. Filling vacancies for higher job by promoting employees from with in the organization
helps to motivate and improved the morale of the employees. This induces loyalty among
them.
2. Internal requirement has to minimize labor turnover and absenteeism. People wait for
promotion and the work force is more satisfied.
3. Candidates working in organization do not require induction training. They are already
familiar with organization and with the people working in it.

Disadvantages of Internal Sources:

1. There may be inbreeding, as fresh talent from outside is not obtained. Internal candidates
may not be given a new outlook and fresh ideas to business.
2. Unsuitable candidates may not be promoted to positions of higher responsibility because
the choice is limited.
3. The employees may become lethargic if they are sure of time bound promotion. There
may be infighting among those who aspires for promotion with in the organization.
4. Internal recruitment cannot be complete method in itself. The enterprise has to resort to
external recruitment at some stage because all vacancies cannot be filled from with in
organization.

External Sources
It refers to recruitment of employees from outside the organization. External sources provide
wide choice of the required number of the employees having the desired qualification. It also
provides the people with new ideas and specialized skills required to cope with new challenge
and to ensure growth of the organization. Internal competitors have to compete with the
outsiders. However, existing employees resent the policy of filling higher-level vacancies from
outsiders. Moreover it is time consuming and expensive to recruit peoples from outside.
Recruitment from the outside may create frustration among the existing employees that aspires
for promotions. There is no guarantee that the organizations will attract sufficient number of
suitable candidates.

Advantages of External Sources:

1. The entry of fresh talent in to the organization is encouraged. New employees bring
new ideas to the organization.
2. External sources provide wider sources of personnel to choose from.
3. Requisite type of personnel having the required qualifications, training and skill are
available from the external sources.
Disadvantages of External Sources:
1. The enterprise can make the best selection since selection is made from among a large
number of applicants.
2. There is a greater decoration in employer- employee relationship, resulting in industrial
strikes, unrest, and lockouts.
3. The personnels selected from outside may suffer from the danger of adjustment to the
new work environment.

METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:

a) Direct method
b) Indirect method
c) Third-party method

a) Direct Method:
These include the campus interview and keeping a live register of job seekers. Usually under
this method, information about jobs and profile of persons available for jobs is exchanged
and preliminary screening is done. The short listed candidates are then subjected to the
remainder of the selection process. Some organization maintains live registers or record of
applicants and refers to them as and when the need arises.

b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional journals,
technical journals and brochures.
When qualified and experienced persons are not available through other sources, advertising
in newspapers and professional and technical journals in made. Whereas all types of
advertisements can be made in newspapers and magazines, only particular types of posts
should be advertised in the professional and technical journals.

A well thought-out and planned advertisement for appointments reduces the possibility of
unqualified people applying. If the advertisement is clear and to the point, candidates can
assess their abilities and suitability for the position and only those who possess the requisite
qualifications will apply.
c) Third Party Method:
Various agencies are used for recruitment under these methods. These include
commercial and private employment agencies, state agencies, and placement offices of schools,
colleges and professional associations, recruiting firms, management consulting firms,
indoctrination seminars for college professors, friends and relatives.

Employment Agencies:
They are specializing in specific occupation like general office help, salesman, technical
workers, accountants, computer staff, engineers and executives and suitable persons available
for a job. Because of their specialization, they can interpret the needs of their clients and seek
out particular types of persons.

State or Public Employment Agencies:

They also knew as Employment or Labor Exchanges, are the main agencies for public
employment. They also provide a wide range of services, like counseling, assistance in
getting jobs, information about the labor market, labor and wage rates, etc.

Executive Research Agencies:

They maintain a complete information records about employed executives and recommend
persons of high caliber for managerial, marketing and production engineers posts. These
agencies are looked upon as head hunters, raiders, and pirates.

Trade Unions:
The employers to supply whatever additional employees may be needed often call on Trade
Unions. Unions may be asked for recommendations largely as a matter of courtesy and an
evidence of goodwill and cooperation.

Professional Societies:
They may provide leads and clues in providing promising candidates for engineering,
technical and management positions. Some of these maintain mail order placement services.

SELECTION

Selection is the process of carefully screening the candidates to choose the most suitable person
for the job vacancies to be filled. Under it qualifications, training, experience, and background of
applicant are evaluated in the light of job requirement. It divides the candidates into two
categories namely,
a) Those who are employed
b) Those who are to be rejected.

A formal definition of selection is as following:

It is the process of differentiating between applicants in order to identify (and hire) those with a
greater likelihood of success in a job.
Selection process assumes and rightly so, that there are more number of candidate
actually selected candidates are made available through recruitment process.

BARRIERS TO EFFECTIVE SELECTION

The main objectives of selection are to hire people having competence and commitment.
This objective is often defeated because of certain barriers. The impediments, which check
effectiveness of selection, are perception, fairness, validity, reliability and pressure.

Fairness: Fairness is selection requires that no individual should be discriminated against on the
basis of religion, region, race or gender. But the low numbers of women and other less-privileged
sections of the society in middle and senior management positions and open discrimination on
the basis of age in job advertisements and in the selection process would suggest that all the
efforts to minimize inequity have not been very effective.

Reliability: A reliable method is one that will produce consistent results when repeated in similar
situations. Like a validated test, a reliable test may fail to predict job performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends and
peers to select particular candidates. Candidates selected because of compulsions are obviously
not the rights ones. Appointments to public sector undertakings generally take place under such
pressures.

SELECTION PROCEDEURE

The selection procedure is concerned with securing relevant information about an applicant. This
information is secured in a number of steps and stages. The objective of selection process is to
determine whether an applicant needs the qualification for a specific job and to choose the
applicant who is most likely to perform in that job.
The hiring procedures not a single acts but it is essentially a series of methods or steps or
stages by which additional information is secured about the applicant. At each stage, facts may
come to light, which lead to the rejection of the applicant. A procedure may be considered to a
series of successive hurdles or barriers, which an applicant must cross.
These are indented as screens and they are designed to eliminate an unqualified applicant at
any point in this process. That technique is known as the successive hurdle technique. Not all
selection process includes all these hurdles. The complexity of process usually increases with the
level and responsibility of the position to be fulfilled.
A well-organized selection procedure should be designed to select sustainable candidates
for various jobs. Each step in the selection process should help in getting more and more
information about the candidate. There is no idle selection procedure appropriate for all cases.

Steps in the selection process:

Preliminary Screening
Application Blank
Employment Tests
Selection Interview

 Medical or Physical Examination

Checking Reference
Final Approval

Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum qualification. The
preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate.
The job seekers are received at the reception counter of the company. The receptionists or other
official interviews the candidates to determine whether he is worthwhile or the candidate to fill
up the application blank. Candidates processing the minimum qualification and having some
chances of being selected are given the prescribed application form known as application blank.

Application Blank:
The candidates are required to give full information about their age, qualification, experience,
family background, aptitude and interests act in the application blank. The application blank
provides a written record about the candidate. The application form should be designed to obtain
all relevant information about the candidates. All applications received from the candidates are
carefully scrutinized. After the scrutiny more suitable candidates among the applicants are shortlisted for written tests and others are rejected.

Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular
screening devices. These tests are based on the assumption that human traits and work

behaviors can be predicted by sampling, however tests are not fully reliable and they also
involve time and money. Test is more useful in identifying and eliminating unsuitable
candidates therefore should be used only as supplements rather than an independent
technique of selection. The main types of tests are
Intelligence tests
Aptitude Test
Interest Test
Personality Test
Dexterity Test

Selection Interview:
It involves a face-to-face conversation between the employer and the candidate; the selector asks
a job related and general questions. The way in which a candidate responds to the question is
evaluated. The objectives of the interview are as following:
To find out the candidates overall suitability for the job.
To cross-check the information obtained through application blank and tests, and
To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interview suffers from
several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the personality of
the candidate and not his skill for the job. Thirdly, the interviewer may not be an expert and may

fill to extract all relevant information from the candidate. Fourthly, the personal judgment or bias
of the interviewer may make the result of the interviews inaccurate.
Interview should be properly conducted in a proper physical environment. The interview room
should be free from noise and interruptions. The environment should be confident and quite.
People generally talk freely and frankly when there is privacy and comfort. Therefore, candidates
should be put at ease. The interviewer should pay full attention to what the candidates have to
say.

Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical examination. A Panel
of doctors to insure that they are healthy and physically fit for the job does a medical check-up of
such candidates. A proper medical examination will also ensure that the candidates selected do
not suffer from any serious desirous which may create problems in future.

Checking Reference:
Generally, every candidate if required to state in the application form, the name and address of at
least two responsible persons who know him. The reference may not give their Frank opinion
unless promises made that in all information will be kept strictly confidential. Moreover the
information given by them may be biased in the form of candidate.

Final Approval:
The candidates who are found suitable after the medical check-up and background investigation
are formally appointed by issuing appointment letter to them. They are asked to join duty by the
specified date. No selection procedure is foolproof and the best way judge a person is by
observing him working on the job. Candidate who gives satisfactory during the probationary
period are made permanent.

SUCCESSIVE HURDLES IN THE SELECTION PROCESS

Suggested Selection Criteria for Students

It is imperative to not only recruit those students who do well academically but also those who
possess a winning attitude but may not have done as well academically. The following selection
criteria can be used as a guide:

a. Academics Focus on students who have consistently done exceptionally well

b. Extra and Co curricular activities Focus on Leadership, Initiative
c. Personality and Attitude Focus on Communication, Presentation and Teamwork

At the end of the selection process, the Campus Recruitment Team will compile a list of selected
candidates and handover the same to the Placement Officer. An announcement can also be made
to inform students at the same time.

Offer Letters:
Offer Letters will be sent to the selected candidates within 7 days of the selection process at the
Campus. Candidates have to indicate his/her acceptance by signing and returning the copy of the
letter to HR not more than15 days after receipt of the letter. Where required blank offer letters
will be carried to the Campus and given at the time of placement itself.

A. Trainee Scheme (A)

Once selected, all trainees will be provided with an HR brochure that lists the details of the
trainee scheme as outlined below:
Travel: Management Trainees will be provided with AC class Train Fare from home to the
company. Conveyance expenses such as travel (taxi) from the Railway station to the place of
posting etc. will be provided.
Accommodation:

Trainees

will

be

provided

with

shared

accommodation

(for

bachelors/spinsters). Guest House (twin sharing) will be provided for one month for outstation
candidates. Any accommodation required after this period will be deducted from the trainees
stipend.

TYPICAL REASONS FOR EMPLOYEE TRAINING AND

DEVELOPMENT

Training and development can be initiated for a variety of reasons for an employee or group of
employees, e.g.

1.) When a performance appraisal indicates performance improvement is needed

2) To "benchmark" the status of improvement so far in a performance improvement effort

3) As part of an overall professional development program

4) As part of succession planning to help an employee be eligible for a

planned change in role in the organization

5) To "pilot", or test, the operation of a new performance management system

6) To train about a specific topic (see below)

TYPICAL TOPICS OF EMPLOYEE TRAINING

1. Communications: The increasing diversity of today's workforce brings a wide variety of

languages and customs.
2. Computer skills: Computer skills are becoming a necessity for conducting administrative and
office tasks.
3. Customer service: Increased competition in today's global marketplace makes it critical that
employees understand and meet the needs of customers.
4. Diversity: Diversity training usually includes explanation about how people have different
perspectives and views, and includes techniques to value diversity.
5. Ethics: Today's society has increasing expectations about corporate social responsibility.
Also, today's diverse workforce brings a wide variety of values and morals to the workplace.
6. Human relations: The increased stresses of today's workplace can include misunderstandings
and conflict. Training can people to get along in the workplace.
7. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles,
benchmarking, etc., require basic training about quality concepts, guidelines and standards for
quality, etc.
8. Safety: Safety training is critical where working with heavy equipment , hazardous chemicals,
repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.
9. Sexual harassment: Sexual harassment training usually includes careful description of the
organization's policies about sexual harassment, especially about what are inappropriate
behaviors.

GENERAL BENEFITS FROM EMPLOYEE TRAINING AND

DEVELPOMENT

There are numerous sources of on-line information about training and development. Several of
these sites (they're listed later on in this library) suggest reasons for supervisors to conduct
training among employees. These reasons include:
1. Increased job satisfaction and morale among employees
2. Increased employee motivation
3. Increased efficiencies in processes, resulting in financial gain
4. Increased capacity to adopt new technologies and methods
5. Increased innovation in strategies and products
6. Reduced employee turnover
7. Enhanced company image, e.g., conducting ethics training (not a good reason for ethics
training!)
8. Risk management, e.g., training about sexual harassment, diversity training
Every time I see a recruitment ad or manual that makes a reference to "on the job training," I
cringe. Would this be one of those situations where there is effectively "no training?" Designing
a program for employee training and development is not a trivial process that can be left to
chance. It is not enough to "hope" that employees will get trained "on the job."
But, before I make a case for effective employee training and development, let us examine the
reasons for developing employees.

You will be perceived as a premium employer as employees' skill sets will be enhanced
while they are with you.

Superior employee training and development will ensure that serious succession related
issues do not creep up.

The organization will be able to constantly adapt to changes in technology, regulation,

and the business environment in general.

The list can go on and on. But, since I have made an effective case for organizations to take
interest in employee training and development, let us look at some of the don't dos:

Employee training and employee development are not goals in themselves. There is the
risk of the HR function developing a divergent set of objectives from the objective set of
the organization.

Budgeting for employee training and development is a very tricky process. On the one
hand, I have noticed enthusiastic organizations which, in a fit, allocate as much as 40% of
personnel budgets on training. On the other, I have seen employee training and
development budgets being the first victim of budget cuts. The ideal situation would be to
budget moderately, making sure that the development program can be sustained.

Gee-whiz and buzz word training can be fun (especially for the trainer), but does not
result in employee development. Care must be taken to ensure that the trainer and the
training program designer are the best that money / time / effort can buy.

Keeping some of these ideas in mind, the human resource manager can help senior management
chart out the organizational strategy for personnel planning.
Management training programs can be very beneficial for your business and your employees.

Ongoing education is a key ingredient to any firm's ability to grow, both as a business and in
terms of a competitive advantage.
If the employees are nurtured and provided with opportunities once on-board, it will not only
lead to a greater retention rate, but also growth potential in your industry.

AREAS OF TRAINING

Areas of training can be classified into the following categories:

1. Training in company policies and procedures (induction training)
2. Training in particular skills
3. Training in human relations
4. Training in problem solving
5. Managerial and supervisory training
6. Apprentice training

HYPOTHESIS

This survey is conducted under the presumption of the functioning of the Recruitment and
Selection Procedure in COCA COLA .
In testing the above hypothesis the following aspects will be considered: -

Manpower Planning
Recruitment Policy
Sources of Recruitment
Latest Techniques of Recruitment
Recruitment of Summer/In-plant Trainees
Selection Policy
Feedback of Recruitment and Selection Procedure

QUESTIONNAIREManpower Planning
1. Does your company make forecast of future manpower planning requirement?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

30

100%

2.

No

0%

Manpower Forcasting
0%
Yes
No
100%

100% people said that the company makes forecast of future manpower forecasting.

2. If yes, then please specify the time period(s) for which the estimates are made?
S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.
2.

0-2years
2-3years

30%

20%

3.

3-4years

30%

4.

4&above years

20%

Time Period for Estimate

20%

30%

0-2years
2-3years
3-4years

30%

20%

4&above years

20% people said that the company specify 0-2 year for making estimation of forecasting.
30% people said that the company specifies 2-3 years for making estimation.
30% people said that the company specifies 3-4 years for making the estimation of forecasting.
20% people said that the company specifies 4 & above time period for making forecasting.

3. What do you suggest should be the basis of forecasting?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Total cost of the

20%

project
2.

Past experience

12

40%

3.

Different phases of the

30%

10%

project
4.

All of the above

Basic Forcasting

10%

20%

30%
40%

Total cost of the

project
Past experience
Different phases of
the project
All of the above

20% people said that their company forecast on the bases of Total cost of the project.
40% people said that the company forecast on the bases of past experiences.
30% people said that the company forecast on the bases of the Different phases of the project.
10% people said that the company forecast on the bases on of the above.
4. Does your organization plan the recruitment policy?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

30

100%

2.

No

0%

Written Recriutment Policy

0%
Yes
No
100%

100% people said that the plan the requirement policy.

5. Do you think the present recruitment policy is helpful in achieving the goals of the
company?

S.NO
.

OPINION

NO. OF
RESPONDENT

PERCENTAGE

1.

Yes

15

50%

2.

No

20%

3.

To some extent

30%

Recruitment Policy

30%

Yes
No

50%

To some extent

20%

50% people said that the companys recruitment policy is helpful in achieving the goals.
20% people said that the companys recruitment policy is not helpful in achieving the goals.
30% people said that the companys recruitment policy is helpful to some extent in achieving the
goals.

6. Does the companys recruitment policy enable to identify the following areas?
S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Recruitment needs of the

organization

20%

2.

Preferred sources of

30%

30%

20%

recruitment
3.

Appropriate criteria for

selection

4.

Identification of the cost

of recruitment

Recruitment Policy

20%

20%

Recruitment needs of
the organization
Preferred sources of
recruitment

30%

30%

Appropriate criteria for

selection
Identification of the cost
of recruitment

20% people said that the companys recruitment policy enables to identify the recruitment needs
of the company.
30% people said that the companys recruitment policy enables to identify the preferred sources
of recruitment.
30% people said that the companys recruitment policy enables to identify the appropriate
criteria for selection.
20% people said that the companys recruitment policy enables to identify the identification of
cost of recruitment.

Sources of Recruitment

7. Through which source your organizations recruit the employees?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Internally

20%

2.

Externally

18

60%

3.

Both

20%

Sources of Recruitment

20%

20%
Internally
Externally
Both
60%

20% people said that the company recruits the employee from the internal sources.
60% people said that the company recruits the employee from the external sources.
20% people said that the company recruits the employee from the both sources.
8. Which of the following external sources you choose for the recruitment of the
employees?

S.NO.

OPINION

NO. OF

PER

RESPONDENT
1.

Employee Exchange

20%

Consultant
2.

Private Employee Agencies

20%

3.

Advertisement

10%

4.

Internet

12

40%

5.

Any other

10%

External Sources

10%

Employee Exchange
Consultant
Private Employee
Agencies
Advertisement

20%

40%

20%

Internet

10%
Any other

20% people said that the company uses the employee exchange consultants.
20% people said that the company uses private employment agencies.
10% people said that the company uses the advertisement method.
40% people said that the company uses the Internet method.
10% people said that the company uses the any other way.

Latest Techniques of Recruitment

9. Does your organization recruit employees through latest method of recruitment through
Internet?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

30

100%

2.

No

0%

Latest Reqruitment Policy

0%
Yes
No
100%

100% people said that the company uses the latest method of recruitment.10. If yes then the
company use own web site for this purpose.

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

27

90%

2.

No

10%

Use Own Web Site

10%
Yes
No
90%

90% people said that the company uses his own web site for recruitment.
10% people said that the company not uses his own web site

11. Does your company hire the service portal?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

18

60%

2.

No

12

40%

Hire some Other Portal

40%
Yes
60%

60% people said that the company hire service portal.

No

40% people said the company not hires the service portal. 12. If yes, which service portal
your organization has hired?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Naukri.com

12

40%

2.

Timesjob.com

20%

3.

Jobesahead.com

20%

4.

Any other

20%

service Portal

20%
40%

naukri.com
timesjob.com
jobesahead.com

20%
20%

Any other

40% people said that the company hires the naukari.com.

20% people said that the company uses the timesjob.com.
20% people said that the company uses the jobesahead.com.
20% people said that the company uses any other web site.

13. Is Internet recruitment is effective in your opinion?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

24

80%

2.

No

20%

Internel Recruitment

20%
Yes
No
80%

80% people said that the Internet recruitment is effective sources of recruiting the employee.
20% people are not in favor of recruiting the employee through Internet.

Recruitment of Summer/In Plant Trainees

14. Is there any provision for recruitment of summer/in plant trainees?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

0%

2.

No

100

100%

Recruitment Of Summer Trainees

0%
Yes
No
100%

100% people said that there is no provision to recruiting summer/in-plant trainees.

15. How much number of employees you train in a year?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

5-10 Emp.

0%

2.

10-15 Emp.

20%

3.

15& above Emp.

24

80%

No. of Employees Trainned in a year

20%
5-10 Emp.

10-15 Emp.

15& above Emp.

80%

80% people said that the company trains 10-15 Employees in a year.
20% people said that the company trains 15&above Employees in a year.

16. Is there any facility for absorbing the trainees in your organization?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

100

100%

2.

No

0%

Facility for Obsorvation for Trainees

Yes

No

100%

100% people said that the company has the facility for absorbing the trainees.

Selection Policy

17. Which type of technique is used for selection employees?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Interview

30%

2.

Reference

10%

12

40%

20%

3.
Test
4.

All of the
above

Technique for Selection

20%
Interview

Reference

40%

30%
Test

All of the above

10%

30% people said that the company the company uses the interview method for selection.
10% people said that the company the company uses the references method for selection.

40% people said that the company the company uses the test method for selection.
20% people said that the company the company uses the all of the above method for selection.

18. Which type of technique is used for interview?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Structured

18

60%

2.

Unstructured

10%

3.

Both

30%

Fechnique for Selection

30%
Structured

10%

Unstructured

60%

Both

60% people said that the company uses the structure technique for selection.
10% people said that the company uses the unstructured technique for selection.
30% people said that the company uses both the technique for selection.
19. Which type of tests is used in the selection of an employee?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Intelligence Test

20%

2.

Aptitude Test

20%

3.

Personality Test

20%

4.

All of the above

12

40%

20% people said that the company uses the intelligence test for selection.
20% people said that the company uses the Aptitude Test for selection.
20% people said that the company uses the Personality Test for selection.
20% people said that the company uses the all of the above tests for selection.

Feedback of Recruitment and Selection Procedure

20 Is there any provision for evaluation and control of recruitment and selection process?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

24

80%

2.

No

20%

.
Evalvation and Control of Recruitment & Selection Process

20%
Yes

No

80%

80% people said that the company has the provision for evaluation and control of recruitment
and selection.
20% people said that the company does not have the provision for evaluation and control of
recruitment and selection.

21. Does the procedure adopted for recruitment and selection of employees enables to give
right person at the right job?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

21

70%

2.

No

10%

3.

To some extent

20%

Placement of Right Men to the Right Job

20%
Yes10%

No

To some extent

70%

70% people said that the procedure adopted for recruitment and selection of employees enable to
place the right person for at the right job.

10% people said that the procedure adopted for recruitment and selection of employees does not
enable to place the right person for at the right job.
20% people said that the procedure adopted for recruitment and selection of employees enable to
some extent to place the right person for at the right job.

ANALYSIS AND FINDINGS

The analysis of the various sources of recruitment and selection devices is presented on the
following pages. The response entailed from the HR Department (as analysed from
Questionnaire) represents current practice within the organisation in terms of the sources of
recruitment and selection devices used. The analysis of the response entailed from all the other
departments (as analysed from Questionnaire) forming the sample, represents the perception of
the respondents from these Departments in terms of the validity and effectiveness of the various
sources/devices of recruitment/selection (specific to these Departments) The analysis further
entails any suggestions/recommendations given by these non-HR Departments (forming the
sample for administering Questionnaire), in terms of any recruitment source and/or selection
device

that

should

be

deployed

by

the

organisation

International

Innovation,Management and Technology, Vol. 1, No. 4, October 2010

Journal

of

RECOMMENDATIONS FOR THE

IMPROVEMENTOF THE
RECRUITMENT AND SELECTION PROCEDURE

Based on the survey analysis and suggestion from the respondents, the following are the
proposed recommendation to improve the existing system and practices of recruitment and
selection procedures:

Recruitment Policy
Apart from the director of the company, the operational head should have the authority
for sanctioning the vacancy of a right to recruit the candidates as per the decisions.

Recruitment of summer/in-plant trainees

There should be a provision for the recruitment of summer/in-plant trainees in the
organization.

Internet Recruitment
Advertisement of jobs on Internet should be an accessible to maximum job seekers.
Service portal like monster.com, jobsahead.com, naukri.com etc should be used.

Sources of recruitment
Company must recruit the individuals through valuable sources of recruitment.

Selection Policy
Test developed by the company for the purpose of selection of the candidates should not
be of complex nature.
There must be proper communication between the interviewer and interviewee at the time
of interview.
The reference procedure if adopting, should be analyzed properly before recruitment
them.

Selection Process
During the selection process not only the experienced candidates but also the fresh
candidate should be selected so as to avail the innovation and enthusiasm of new
candidates. These candidates should be kept on the job for some time period; if suitable they
should be recruited. During the selection process, the candidates should be made relaxed
and at ease.

Summer/In plant Management Trainees

In the organization where summer/in-plant/management training facility prevailing then
such kind of practices must be adopted so that the student can learn and again from their
practical views.

Steps of Recruitment and Selection

Company should follow all the steps of recruitment and selection for the selection of the
candidates. Selection process should be less time consuming.

Interview
The interview should not be boring, monotonous. It should be made interesting. There must
be proper communication between the Interviewer and the Interviewee any the time of
interview.

Evaluation and Control

Evaluation and control of recruitment and selection should be done fair judgment.

Methods
Methods used for selection of candidates should be done carefully and systematically.

Fair Selection
The attainment of goals and objective of any organization depend on the type and quality
of its manpower. To have right type of men at right job and at right time, the recruitment
and selection procedure should be fair and impartial.

Group Discussion for better assessment

This is indeed an important suggestion and authorities concerned should immediately look
into it and try to implement it.

The Problems and Limitations of the Study

Even though every effort has been done to minimize the variations and present a factual
picture with the help of statistical method, but still there are some limitations: -

Availability of less time in meager economical support also acted as a constraint towards
improving the quality of the report.

Due to busy schedule of the HR Officers, they were not able to give more time and
attention.

Certain important information was kept secret; this is because of the reason certain
hypothesis were taken.

The respondents may not have marked all responses honestly, being apprehensive of
adverse management reaction.

CONCLUSION

Based on the analysis through the questionnaire responses the following is the conclusion of the
study.

The organization follows the rules and regulation involved in their Recruitment and Selection
Procedure of the organization. However, there is some scope for improvement with regard to
following:

1. The managers are fully satisfied with the existing Recruitment and Selection procedure.

2. The recruitment and Selection procedure should not be lengthy.

3. To some extent a clear picture of required candidates should be made in order to search
for appropriate candidates.

4. The Recruitment and Selection procedure should be impartial.

5. In COCA COLA, a proper Recruitment and Selection procedure is followed.

BIBLIOGRAPHY
S. S. Khanka, Organisational Behaviour, Third Edition, S. Chand
& Company
C. R. Kothari, Research Methodology, Second Revised Edition,
New Age International Publishers
Fred Luthans, Organisational Behaviour, Eighth Edition, Mc
Graw Hill
Stephen p. Robbins & Seema Sanghi, organizational Behaviour,
Eleventh Edition, Pearson Education

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www.google.com
www.managementparadise.com
www.naukri.com

www.citehr.com
www.wikipedia.com
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