PROJECT REPORT

ON RECRUITMENT: THE POWER OF MANPOWER

PLANNING

UNDER GUIDANCE OF: SUBMITTED BY: Mrs. Abhiruchi Pandey Richa Shukla Faculty of Management Department MBA (IIIrd Semester) S.R.M.C.E.M. HR Lucknow Roll no.: 1012270126 Session: 2010-12

COMPANY PROFILE:

MISSION:
To

serves as the standard against which they weigh their actions and decisions. To refresh the world... To inspire moments of optimism and happiness... To create value and make a difference.

VISION:
Vision serves as the framework of their Roadmap and guides every aspect of business by describing what need to accomplish in order to continue achieving sustainable, quality growth.

COMPANY PROFILE
Coca-Cola is a carbonated soft drink sold in stores, restaurants, and vending machines in more than 200 countries It has being the world's no.1 non alcoholic beverage company. The Coca-Cola Company (TCCC) owns four of the top five soft-drink brands (Coca-Cola, Diet Coke, Fanta, and Sprite). Its other brands include Minute Maid, Powerade, and Dasani water.

OBJECTIVES OF COMPANY
FOCUS ON THE MARKET: Focus on needs of our consumers, customers and franchise partners. Get out into the market and listen, observe and learn. Possess a world view. Focus on execution in the marketplace every day. Be insatiably curious

HISTORY:
was firstly produce by Dr. John Stith Pemberton in Atlanta, Georgia on May 8,1886. Trademark of -Frank M. Robinson 1892,Georgia corporation named the Coca cola company 1893, Coca-cola was registered in U.S. Patent Office. Coca-Cola was sold in bottles for the first time on March 12, 1894. Cans of Coke first appeared in 1955.

OBJECTIVE OF TRAINING
To develop the analytical abilities for understanding the implications of changes in the manpower situation of a company and the availability of HR within the organization and outside, so as to advise and assist the authorities concerned in their manpower planning and development activities.
Human resources are regarded as the only dynamic factor of production. Other factors like materials, methods, machines, money etc. are useless without their effective use by the human resources. Thus, it is logical that there should be proper manpower or human resource planning in the organization to use the other resources effectively. .

 Planning is one of the basic functions of management of any organization. In commercial and industrial undertakings, planning has been focused on profit making, procurement, production, marketing, quality control and only most recently, manpower. Manpower planning has now been recognized as an important part of the overall planning of any organization. Without the procurement and maintenance of adequate number of personnel, it is not possible to realize the goals of the organization. Manpower planning is essential to put the plans of the organization into action for the achievement of its goals or objectives.

INTRODUCTION TO RECRUITMENT

Recruitment forms first stage in the process, which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being the manpower planning. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organization. Recruiting is the discovering of potential applicants for actual or anticipated organization vacancies. In other words, it is a linking activity bringing together those with jobs and those seeking jobs.

DEFINITION OF RECRUITMENT

Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the selection ratio. Selection on the other hand tends to be negative because it rejects a good number of those, who apply, leaving only the best to be hired.

PROCESS OF RECRUITMENT
Planning,

Strategy development

Searching

Screening

Evaluation and control

SOURCES

SOURCES OF RECRUITMENT

TRAINING ROADMAP
COCA-COLA follows a unique approach to training. We see training from the perspective of a business case and try to get to the root of the problem. The focus on the development of a strategic direction for the client. This roadmap enables COCA-COLA to provide a holistic, comprehensive solution that takes into account the clients unique culture, background, etc. Design and Pedagogy

Preliminary Needs Assessment

Proposal

Detailed Needs Analysis

Iterative Process

Delivery

Feedback And Assessment

RECRUITMENT CAPABILITY

Strategy:Working together with our clients, we evaluate the situation and determine a search strategy for finding the best candidate. An important aspect to this process is a clear understanding of the clients culture, the position, responsibilities and necessary qualifications needed to do justice to the position. Once the profile is developed, we define our search strategy, including target sectors, companies as well as levels which result in finding the best person for the job.

Candidate Identification and Assessment:We conduct preliminary research for developing an initial candidate list.We contact, meet, assess and validate a short list of potential candidates through telephonic and personal interviews. Our team then prepares a confidential candidate assessment report, which is then presented to the client for review. When the client is ready to proceed on the list, our team assists with coordinating the interviews as well as taking & incorporating regular feedback.

Search Completion, follow up and hand holding:We consult with our clients to review top candidates and support the selection process. We frequently provide support in the negotiations between the client and candidate. Even after the position is filled, we conduct ongoing follow-up with both client and candidate to ensure success of the hired executive.

ORGANIZATIONAL DESIGN AND RESTRUCTURING

We work with our clients to develop and design organization structures which enable speedier decision making, easier escalation of issues and resource optimization. We have helped organizations (entering new geographies) develop scalable organization structure. We have also helped mature organizations redefine/ modify their structure to keep it aligned to changing environment and business goals. We helped them plan out and implement sources to hire new talent, redeploy existing employees and manage exits where necessary. we provide the complete suite of solutions developing the Job Descriptions, defining the performance metrics and competency requirement for the new structures. We have helped our clients assess the current capability of the organization by using. Competency based assessment centers. Our varied experiences across industry verticals have helped us to develop industry specific solutions

RESEARCH METHODOLOGY

The purpose of the research methodology is to describe the research procedure. This includes over all research design and the data collective method. This selection is important because it is hard to discuss methodology without using technical terms yet, most of the readers for the report will not understand the technical languages.

RESEARCH DESIGN
A research design is the specification of measures and procedure for the information needed to structure to solve problems it the overall operational pattern of framework of the project that stipulates what information is to be collected from which sources, and by what procedure

TYPE OF RESEARCH
Descriptive research has been used; it involves surveys and fact-findings enquirer of different kinds the major purpose of descriptive research is the description of the state of affairs, as it exists at present. The main characteristics of this method are that the researcher has no control over the variable; can only report what had happened or what is happening. The methods of research utilized in descriptive research are survey methods of all kinds, including comparative and correlation methods

COLLECTION OF DATA
The data used for this study are both primary and secondary data. The source of primary data is the field where the researcher has collected a data from the employees of COCA COLA.

PRIMARY DATA :The primary data are those that are collected through questionnaire and direct personal interview. The questionnaire was framed in such a manner to obtain correct information, graded suitably for the study. SECONDARY DATA :The secondary data has been collected through oral communication. Secondary data about the company profile and collecting information of the industrial consulting side.

RESEARCH INSTRUMENT
The research instrument used in this study structured questionnaire. Structured questionnaire are those questionnaire in which there are predetermined question relating to the aspect for which the researcher collects data. The questions are presented with exactly the same wording and in the same order to all the respondents

SAMPLING PROCEDURE

Convenience sampling has been used in this study. Convenience It refers to candidates selection a sample of study. It is a non-probability sampling.

Thus research study may include study objects, which are conveniently located. Research findings based on convenient sampling however, cannot be generalized.

FINDINGS
Respondents are 20-25 age level Respondents are under Graduate level Physical fitness is very important in recruitment of candidate. Respondents are screen out in Aptitude.

Organization image influence applicants initial reactions to employers. Recruiter warmth has a large and positive effect on applicants decisions to accept a job.

SUGGESTIONS

The company needs to recruit high quality of candidates with the right skills on the appropriate contracts to deliver the key objectives of the position and organization. It needs to ensure that the equality of opportunity is considered as an integral part of the recruitment practices, thus encouraging diversity. The major issue due to which the candidates are skeptical joining the company is the bond problem. The company has to ensure that recruitment is fair, efficient and cost effective. Facilitate and encourage best practice by training those involved to follow a structured and systematic process of selection. Continuously monitor, review and improve the recruitment process in the light of experience and information obtained from those involved in the process.

CONCLUSION
The study has concentrated on the recruitment: The power process of in Coca Cola. The study has been conducted on the recruitment of candidates and is confirmed only to Recruitment: The Power of Manpower Planning at COCA COLA. The company seems to be moving in right lines as far as its recruitment strategy is concerned. However a few drawbacks were found and remedies are suggested.

QUESTIONNAIRE
1.What source you adopt to source candidates? a. Employee referral b. Campus recruitment c. Advertising d. Recruitment agencies e. Job portals f. Other 2. How many stages are involved in selecting the candidate? a. 1 b. 2 c. 3 d. 4 e. More 3.Do you use any of the following tests during the process of recruitment? a. Written b. Aptitude c. Group Discussion d. Personal Interview e. Psychometric test f. Other

4. How do you track the source of candidate? a. Manual b. Software c.Online d.Windows. Xls 5. Apart from the HR Manager, who all from the other departments are required to get involved in interviewing process? a. Sales b. Administration c. HR Executives d. Other 6. What is the average time spent by sales dept. during recruitment (each candidate)? a. 10mins. b. 10 to 20mins. c. 20 to 30mins. d. More

7. What is the average time spent by HR dept. during recruitment (each candidate)? a. 10mins. b. 10 to 20mins. c. 20 to 30mins. d. More 8.What is the average time spent by Admin dept. during recruitment (each candidate)? a. 10mins. b. 10 to 20mins. c. 20 to 30mins. d. More

Thank you