Evaluation of Recruitment and Induction

Evaluation of Recruitment and Induction
VISVESVARAYA TECHNOLOGICAL UNIVERSITY

MATCHE, BELGAUM -590018 2009-2010
SUMMER PROJECT REPORT ON
Evaluation of Recruitment and Induction Process Undertaken at The Himalaya Drug Company, Bangalore
From 21st Dec 2009 to 28th Feb 2010
Submitted in partial fulfillment of the Requirement for the award of degree of
MASTER OF BUSINESS ADMINISTRATION

A Project Report Submitted by Mr. Ravi Patil
U.S.NO 5XE08MBA72
Internal Guide
Prof. A. V. Kapileshwar Faculty, VTU, Belgaum
External Guide
Mr. Raghavendra Kulkarni
Manager - Learning & Development The Himalaya Drug Company, Bangalore
Master of Business Administration

Department of Master of Business Administration PG Centre, Belgaum
CERTIFICATE
Certify that the project entitled The Himalaya Drug Company, Bangalore is a bonafide work carried out by Mr. Ravi Patil in partial fulfillment for the award of degree of MASTER OF BUSINESS ADMINISTRATION of VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELGAUM during the year 2009-10. It is certified that all correction/suggestion indicated for internal assessment have been incorporated in report deposited in the department library. Further I declare that no part of this report has been submitted for the award of any other Degree/Diploma/Fellowship or similar titles prizes and work has not been published.
Signature of the Guide Prof.A.V.Kapileshwar External Viva Name of the Examiners 1. 2.
Signature of the PG Coordinator Smt.Nandini .S.Sidnal
Signature with Date
Visvesvaraya Technological University P.G.Department (M.B.A) Matche, Belgaum
GUIDE CERTIFICATE
This is to certify that this project report is a record of work done by Mr. Ravi Patil during the period of his training under my guidance to the best of my knowledge and that it his not previously formed the basis of any award or any master degree or diploma in Visvesvaraya Technological University or elsewhere.
Place: Belgaum Date:
Signature of the guide Prof. A.V Kapileshwar
STUDENT DECLARATION
I declare that the Summer Project report on subject
Evaluation of Recruitment and Induction Process Undertaken at
(The Himalaya Drug Company, Bangalore) Submitted in partial fulfillment of the requirement for The award of the degree Master of Business Administration
Is my original work and not submitted for the award of any other degree diploma fellowship or other similar title. Name: - Ravi Patil U.S.No:-5XE08MBA72 Signature:-
ACKNOWLEDGEMENT
This dissertation would not be completed without expressing gratitude to those who extended their wholehearted support for the successful completion of the dissertation. I would like to articulate my heartfelt gratitude to all people stood behind throughout the work. Firstly, my wholehearted gratitude to our beloved principal Ms. Nandini Sidnal and guide Prof. A.V. Kapileshwar, for guiding and giving me an opportunity to take up this study.
I have immense gratitude to Mr. Raghavendra Kulkarni, Manager Learning & Development and Ms. Meetha Mahesh Kumar, Management trainee from The Himalaya Drug Company, Bangalore, for their guidance and co-operation during the study.
I am also thankful to all members of PG Department VTU Belgaum, for helping and supporting in completion of this study.
And finally I also thank to all my friends and well - wishers who helped me directly or indirectly in completion of this dissertation. Date: Place: Belgaum Ravi Patil 5XE08MBA72 VTU, BELGAUM
EXECUTIVE SUMMARY
This project is done at The Himalaya Drug Company Bangalore, as a part of MBA programme with the objective to study about Evaluation of recruitment and induction in the company. This report gives information about recruitment and induction. This report also includes the profile of the company and information about the effectiveness of recruitment and induction in the company.
The study was conducted systematically. The primary data required for the study was obtained from the employees with the help of structured questionnaire which was given to 25 employees randomly.
The secondary data was collected through internet, company hand book, journals.
The study was limited to period of ten weeks. The study also aims at providing suggestions for better recruitment and induction programme and over coming the problems of the same if any in the company.
CONTENTS
Chapter 1 Industry Profile
Evolution of Ayurveda Personal care industry Pharmaceutical industry and recent developments
Chapter - 2 Company Profile

Inspection and back ground of company Nature of the business Carried Vision, Mission and Quality Policy Product profile Area of operation Ownership pattern Competitors information Infrastructure facilities Future growth and prospectus Achievements and rewards Work flow model McKinseys 7S model 1. Structure
2. System 3. Strategy 4. Skills 5. Shared values
6. Style 7. Staff
SWOT analysis Learning experience
Chapter 3 Methodology Recruitment Induction Chapter 4 Analysis and Interpretation Conclusion Recommendations Bibliography
Chapter-1 Industry Profile
Evolution of Ayurveda in the world

Ayurvedas lasting influence in the Non-Indo-European sphere began after the rise and spread of Buddhism in the sixth century B.C. Buddhist monks introduced Ayurveda to China, Tibet, Korea, Mongolia and Srilanka leaving a lasting legacy in their medical system. More recently the German translation of an Ayurvedaic text that dates back to less than 1000B.C. The Susruta Samhita contributed to modern medicine, the discipline of plastic surgery and also mentions the eight branches in Ayurveda Genera medicine, Surgery, ENT, Eye disease, Toxicology, Psychiatry, Pediatrics, Gynecology, Sexology, and Virility. Ayurveda is a traditional science of medical treatment in India, traces its origin through the myths to the Puranas and Epics. According to the puranas the Ayurveda tradition was transferred from Brahma to Prajapathi and Ashwini Kumaras and through them to Indra. Sage Bharadwaj acquired the knowledge from Indra and taught sage Aathreya, through his disciples it was handed over to the Aryans. They landed on the banks of Sindhu river around 2000B.C, driving the Dravidian and laid the foundation of their culture. The excavations in these lands reveal the existence of a fairly developed science of medical treatment. The vedic literature works like Mantra, Brahmas and Aaranyaka Upanishads have references to Ayurveda. The word Ayurveda comes from the word AYUR meaning LIFE and the word VEDA meaning TO KNOW. Ayurveda means THE SCIENCE OF LIFE and is a medical system practiced in India, Srilanka and Nepal.. Ayurvedas mythological origins, though, are attributed to the Indo-European Nasatya or Aswins, twin physicians of the gods of the ancient Indo-European pantheon. Ayurveda is considered the Upaveda or accessory Veda to the ATHRVANA VEDA.
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Personal Care Industry in India

The Indian personal care industry through its many stages of transformation it evolved from being one catering seemingly luxury items, to one, which encompasses a wide range of products of daily use and one, which essential for healthy living. Till 90s the industry was reeling under a closed economy where a few multinational like Hindustan Lever Limited, Ponds and Colgate competed with domestic players like Godrej, Balsara etc. As economic liberalization was ushered-in, in the early 90s the industry began to hot up with entry of a number of players, both multinational like Henkel, Revlon and Gillette and domestic players like Marico and Cavin Care. The current scenario is one of a decline in the fast growth rates so far. On one hand the mature urban market is slowly reaching a stage of saturation and companies are increasingly targeting the rural market for volume sales. On the other there has been significant increase in promotional efforts to lure customers into buying products. The major players in India are. a. Procter and Gamble b. Revlon c. Dabur d. Cavin Care e. Marico f. Johnson & Johnson g. Colgate h. Pepsodent i. j. Ponds Charak Pharma
k. TTK Pharma l. Ozone
m. HUL n. Wipro o. Garnier
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Personal care products are generally used for personal health and hygiene. It includes products like body talc, body scrub, tooth paste, tooth brush; tongue cleaner, tooth powder, bathing salts, bathing gel, essential oils, moisturizer, skin creams, face wash, hair oil, hair shampoo, hair conditioner, soap, nail and cuticle care products. The personal care product market was a success on all counts in 2005-2006 with good performances from each of the big five markets. In recent years, consumer health awareness has slowly been increasing and this has led people trying to take better care of them. The major demands for the products are of basic need for the consumers like soap, shampoo, hair oil etc. The personal care products industry consists of four major sub-sectors manufacturing a range of products. These sub-sectors and their products are highlighted below: Face cream products-Face is the reflection of an individuals physical appearance. Generally, the beauty of a person is described by the look of ones face. Thus, to enhance the beauty of the face people use face care products whose market is growing at double digits. The industry manufactures products like astringent, face cream, scrub, face toner, moisturizer, cleanser, etc. Some of these products are used for clarification and purification of the facial skin from dust and purification of the facial skin dust and harmful rays of the sun while others are used for toni- ng. Hand and foot care products-As the name suggest these products are used to enhance the beauty of hands and feet, the hand and feet care product market segment, grew 5.9%in 2005 to a total of 338.2 million dollars, and included many successful product introduction. These included herbal and organic products, as well as products for youthful skin; men are also starting to take better care of themselves, resulting in growth in the mens foot care products market segment. Hand and foot care products are broadly categorized into cuticle care products, foot scrub, hand and foot cream; nail care products etc. the diagram given below shows the various market segments:
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Hair care products-Hair care is the largest market segment, both in 2004 and 2005 with sales reaching 350 million dollars. The price war had its impact on the shampoo and styling categories. Sales in hair repair products showed significant growth, consumers were willing to buy special, more costly, products, because these products are used for many purposes like hair cleansing, hair conditioning and hair coloring. Some important hair care products are shampoo, conditioner, oil, styling gel, glaze, spray, colors. Cosmetics: The global cosmetics market continues to benefit from a combination of strong macroeconomic trends creating opportunities for new product niches. The strongest growth in the global cosmetics market in 2005 was derived from developing regions such as Eastern Europe and Latin America and key markets in Asia-Pacific, with expansion linked to large populations, rising disposable incomes, modernizing retail and distribution networks and increased industry awareness amongst consumers. Cosmetics are items to enhance or protect the appearance or odor of the human body. The products included in this category are; Eye make up product, face make up product, lip make up product.
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Pharmaceutical industry in India

The pharmaceutical industry in India is highly fragmented with over 20,000 registered units. About 300 firms constitute the organized sector. Over the last 30 years the industry has made impressive strides and today it accounts for the production of over 400 bulk drugs and about 60,000 formulations. India has emerged as a world leader in the production of high quality, low-cost generic drugs. According to projections made by McKinsey, the Indian pharmaceuticals industry is forecast to grow to USD 25 billion by 2010. Formulations account for 78% of the total sales of the industry. Many companies are competing in the formulations segment, but only a few are successful, as this segment is considered delicate when compared to the more risk free bulk drug segment. To come out successfully with a formulation and establish it as a brand, the pharmaceutical firm has to put the formulation through various trials to prove that the product is a cure for a particular symptom or disease. Drug price control, a stringent patent law, counterfeiting of drugs, R & D costs involved in discovery of new drugs and the existence of a huge unorganized segment within the industry are some of the major challenges faced by the formulations manufacturers
Marketing Strategies and Challenges:

Lets look at strategies adopted and the challenges addressed by pharmaceutical firms in marketing of formulations. The pharmaceutical industry has a large number of players 300 units in the organized sector alone and this signals a highly competitive environment. Strategies in Customer Relationship Management (CRM), sales force management, branding of products, promotion of products in the doctors chambers and streamlining of the distribution set-up are some of the key issues that are constantly kept in view for the achievement of successful outcomes. At the same time, challenges involved in arresting the sale of spurious/counterfeit drugs and the formation of grey markets are addressed by progressive pharmaceutical companies, jointly with the Government machinery, if necessary.
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Recent developments in pharmaceutical industry:

Recently the domestic pharma market has registered a robust growth of 17%, the highest in two years after 2006, buoyed by a strong increase posted by all major companies and expansion into rural markets. The industry closed the year 2009 on a high note recording a healthy growth-the highest during the year-27.6% in December according to consultancy ORG-IMS data. The industry growth had dropped to 10% in 2008 due to economic slowdown, after a strong growth of 14% in 2007 and 18% in 2006. Almost all companies exceeded the industry growth, by growing over 20% during the month, while mid-tier firms grew in the range 20%-30%, implying that the growth has come in irrespective of scale. This augurs well for the industry as all players are participating equally and driving the growth momentum, analyst says. The Rs 40,000-crore organized domestic retail market is highly fragmented with the largest company having a market share around 5-6%. Cipla which has topped the list in terms of market share for the last couple of years, ended the year with 5.38%, with Ranbaxy closely following at 4.96%.The top seven companies were Cipla, Ranbaxy, Glaxo, Nicholas Piramal, Zyndus Cadila, Sun Pharma and Alkem. Commenting on the industrys outlook, Ganesh Nayak, ED, Zyndus Cadila said,not only economic recovery helped markets to grow during last three to four months, but it is also due to expansion strategy adopted by many companies during the middle of this year. All topranking companies increased their field force to tap into semi-urban and rural markets and added new marketing divisions to expand their reach to new customers that resulted in highest sales during the period. The trend of high growth rate is expected to continue this year as well, with companies focusing on these markets.
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Chapter-2 Company Profile
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A. Inception and background of the company

The Himalaya Drug Company has a history of eighty long years. The Himalaya Drug Company was founded in the year1930 by Mr. M. Manal with a clear vision to bring Ayurveda to society in a contemporary form and to unravel the mystery behind the 5,000 year old system of medicine. This included referring to ancient ayurvedic texts, selecting indigenous herbs and subjecting the formulations to modern pharmacological, toxicological and safety tests to create new drugs and therapies. Eighty years ago, on a visit to Burma, Mr. Manal saw restless elephants being fed with a root to pacify them. The plant from which this was taken is Rauwolfia serpentina. Fascinated by the plant's effect on elephants, he had it scientifically evaluated. After extensive research, Serpina , the world's first anti-hypertensive drug, was launched in 1934.Mr.Manal young man with a very curious mind pondered the idea of presenting herbal medicine in a contemporary form. He spent his days riding his bicycle through the forests and learning about herbs from the local healers. He knew he must scientifically prove that herbal medicines do work. He also wondered how to make herbal tablets. He was advised to add kerosene to the powdered herb to help the tablet keep its form. And he tried it too, only to quickly realize that he had been tricked! He continued his efforts on his hand-operated tabletcompressing machine. At night, his shoulders would ache after struggling to manually produce a few hundred tablets, one tablet at a time. Simple as it may sound, the reality was that in his time this had never been done. His continuous dedication, effort and long vision resulted as a gift to the world of Ayurveda.
Business Philosophy:
Mr. M. Manals main philosophy was to put ayurveda on par with modern medicine. His desire was to create an awareness of significance of traditional system, to prove the Ayurveda scientifically and to show that it is equally competent, effective to that of modern medicine.
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Business Objectives:
Legacy of researching nature forms and to use it for mankind. To make use of tools of modern science to create pharmaceutical-grade ayurvedic products. To become pioneer in research that has converted Ayurvedas herbal tradition into a complete range of proprietary formulations dedicated to healthy living and longevity. Establish Himalaya as a science-based, problem-solving, head-to-heel brand, harnessed from nature's wealth and characterized by trust and healthy lives.
B. Nature of business carried

The Himalaya Drug Company is a pharmaceutical, animal health care, personal care and health care consumer goods manufacturing company.
C. Vision, Mission and Quality policy. Vision : Wellness in every home through herbal health care
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Mission:
Establish Himalaya as a science-based, problem-solving, head-to-heel brand, harnessed from nature's wealth and characterized by trust and healthy lives. Develop markets worldwide with an in-depth and long-term approach, maintaining at each step the highest ethical standards. Respect, collaborate with and utilize the talents of each member of the Himalaya family and the local communities where Himalaya products are developed and/or consumed, to drive the seed-to-shelf policy and to rigorously adopt eco-friendly practices to support the environment we inhabit. Ensure that each Himalaya employee strongly backs the Himalaya promise to exceed the expectations of the consumer, each time and every time. Nothing less is acceptable.
Quality policy:
Developing safe and efficacious pharmaceutical grade herbal health care and personal care products. Quality at Himalaya is achieved through teamwork and continuous learning and improvement. Measuring the quality from seed to shelf ensuring commitment to quality from herb cultivator to the finished products. Conforming to stringent quality standards and exceeding the customer expectations. Any one who comes in touch with Himalaya must be pleased with his or her experience, nothing less is acceptable.
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Environmental Policy:
The Himalaya Drug Company is engaged in developing and manufacturing safe and efficacious pharmaceutical-grade herbal healthcare and personal care products. Caring for the environmental policy aims at reducing our environmental impact, adopting best practices and technologies in environment management, complying with legal requirement and raising environmental consciousness amongst employees and the communities in which we operate. We are committed to: 1. Applying environment management system such as ISO 14001 to all our operations. 2. Promoting environment-friendly practices through the supply chain. 3. Accounting for environmental impact of our product and taking steps to reduce the same. 4. Designing and developing products that are energy efficient and eco-friendly. 5. Training personnel in environment management with clearly defined roles and responsibilities. 6. Identifying, evaluating, and controlling environmental impact from every activity. 7. Waste minimization and wherever possible, promoting waste reuse and recycling. 8. Reducing noise pollution. 9. Managing emission to air, water and land by observing the principle of eliminate, reduce, re-use, re-cycle, dispose. 10. Increasing the use of renewable energy to meet our energy requirements. 11. Maintaining transparency in reporting on environmental management.
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Brand Identity :
The promise of health, well-being and a prescription for good living. The Himalaya brand has much in common with the mountain range from which it draws its name. For centuries, the Himalayas have been an icon of aspiration, of man's quest to unlock Nature's secrets. They represent purity and lofty ideals. The fact that the Himalayas are the source of many of the herbs that are used in our products makes our brand name all the more appropriate.
The Himalaya logo is a visual definition of its brand identity. The leaf that forms the crossbar of the letter H evokes the company's focus on herbal healthcare. The teal green represents proximity to nature, while the orange is evocative of warmth, vibrancy and commitment to caring. The Himalaya brand carries with it the promise of good health and well-being.
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d. Product/service profile
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Quality products start with quality raw materials, The Himalaya Drug Company is on a mission to bring about healthy lives, to achieve its mission it has its own Research and Development Centre with state of art technology work to improve the product yield. The worlds latest longing for alternative medicine like Ayurveda/Herbal, Reiki and Homeopathy has been a grandmothers recipe in India for ages. It was Indias natural henna, which gave the world the concept of body decoration, the hair shampoo and body tattoos. The story goes the Indian royal families used to take bath in rose petal for special occasions. It is common knowledge today rose petals extract are used for variety of cosmetic products. Indian sense of ornamentation is so versatile in approach and so rich in content that it is next to impossible to explain.
Product definition:
A product is any tangible, intangible offering that might satisfy the needs or aspirations of consumer. The Himalaya Drug Company has used its wealth of knowledge and research, in natural herbal remedies, to formulate a personal care range, that cater to our daily health needs. This range offers the goodness of natural solutions for daily use with no side effects. The products of The Himalaya Drug Company carry the hall mark of quality and consistency. It has pioneered the scientific validation of Ayurveda formulations. At The Himalaya Drug Company, they respect the tradition but apply modern standard of analysis, formulation, safety and clinical effectiveness to create products that are well balanced and can be taken by any one. The Himalaya Drug Company formulations are manufactured according to the rigid standards of the pharmaceutical industry. Extensive toxicological studies are carried out to ensure the absence of pesticides, fungicides and microbial toxins in the final products.
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Few main products of The Himalaya Drug Company are....
Product Forest Honey- Pure, fresh honey, from the forest of India: neem Himalaya-The derma specialist:
Properties
Offers antibacterial, antifungle and blood- purifying properties and also influencing healthy and growing skin.
ashvagandha Himalaya-Calms nerves, revives mind and body: karela Himalaya-Secure glycemic control from nature: shallaki Himalaya The key to healthy joints:
Increases endurance and energy and counteracts anxiety and stress. Helps lower blood sugar and provides antioxidant and detoxifying properties. Useful for Diabetics and patients with prediabetes. Plays useful role in relieving joint aches and arthritic pains. Shallaki Himalaya maintains and supports healthy joints.
triphala Himalaya-The prokinetic cleanser: brahmi Himalaya-The cerebral herb:
Strengthens the week digestion and exerts the gentle laxative action. Improves the mental abilities, promotes clarity of thought, calmness,memory,concentration and learning
amalaki Himalaya-Natures prime antioxidant: bael Himalaya-Offers efficient management of intestinal infections: arjuna Himalaya- Comprehensive control of hypertension: gokshura Himalaya-Revives libido, intensifies performance : guduchi Himalaya-Strengthens antiinfective response:
It provides restorative and balancing effects on body functioning. Has role in weakness and convalescence. It has digestive, anthelmitic and anti-inflammatory properties. Helps to regulate blood circulation and promotes cardiac health. Strengthens the genitourinary system. It improves male sexual desire and performance. Build the bodys resistance to infections, enhances the activity of white blood cells and improves the immune systems.
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Haridra Himalaya-The versatile cytoprotective in
Offers ant allergic, anti-inflammatory, and antimicrobial
chronic diseases.of Recruitment and Induction properties and is useful in skin infections, allergies and Evaluation oxidative stress-like leukoplakia, diabetes and tissue injury. Haritaki Himalaya The gentle laxative. Offers gentle laxative action and promotes smooth bowel evacuation, helps to provide good health through relief from simple constipation. Kapikachhu Himalaya-Elevates sperm count. Helps improve mood and exerts aphrodisiac qualities and boost count. Lasuna Himalaya-Improves perfusion in vascular disease. Helps improve the blood flow in patients affected with blood vessel disease, influences the lowering of cholesterol levels and for patients with atherosclerosis. mandukaparni Himalaya-Enhances mental concentration. manjishtha Himalaya-Effective in skin pigmentation disorders. meshashringi Himalaya-Invaluable for Diabetes. Helps to detoxify the blood and to reduce the skin allergies and heal skin lesions. Helps for carbohydrate metabolism and lowering blood sugar levels. punarnava Himalaya-Comprehensive control of UTI. Shatavari Himalaya- The Queen of herbs for women. shigru Himalaya-Alleviates joint inflammation. Promotes well-being in women during and after menopause. Helps provide relief from painful and inflamed joints through anti-inflammatory and anti-anti-arthritic activities. shuddha guggulu Himalaya-The effective lipid regulator. sunthi Himalaya-Dependable anti-nausea therapy . Helps in lipid metabolism and helping lower blood cholesterol levels. Provide reliable relief from nausea associated with motion sickness, indigestion, migraine, headache and post-surgery. tagara Himalaya- Relaxes the mind, promotes sleep. trikatu Himalaya-Digestive par excellence. tulasi Himalaya Ensures rapid control of URTI. Helps to calm nervous unrest and emotional troubles and promotes sleep. Improves digestion. Offers complementary restorative actions to help recover faster from common cold, sore throat and other upper respiratory tract infections (URTI). Supports for healthy Urinary system. Improves mental functioning and alertness.
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vasaka Himalaya-Effective respiratory care.
Provides respiratory comforts by exerting expectorant action.
vrikshamala Himalaya-For successful weight control. yashtimadhu Himalaya-For holistic management of acid peptic disease. Few Skin Care Products
Helps to decrease the body weight by improving metabolism and oxidation of fats. Useful in heartburn and hyperacidity.
CLEANSERS
SOAPS
EYE CARE
TONER
MOISTURIZERS
SUN PROTECTION
EXFOLIATORS
FACE PACKS
SKIN NOURISHERS
Gentle Face Wash Gel
Moisturizing Almond Soap
Kajal
Gentle Refreshing Toner
Intensive Face Moisturizing Lotion Face Moisturizing Lotion Soothing Body Lotion
Protective Sunscreen Lotion Fairness Cream
Gentle Exfoliating Walnut Scrub Gentle Exfoliating Apricot Scrub
Refreshing Fruit Pack
Nourishing Skin Cream
Gentle Face Wash Cream Purifying Neem Face Wash Neem Foaming Face Wash
Refreshing Cucumber Soap Cream & Honey Soap
Under eye cream
Purifying Mud Pack
AntiWrinkle Cream
Neem Face Pack
Revitalizing Night Cream
Protective Neem & Turmeric Soap
Almond and Cucumber Peel Off Mask
Lip Balm
Gentle Exfoliating Daily Face Wash Deep Cleansing Milk
Few Hair Care Products.
HAIR NOURISHEERS Revitalizing
CLEANSERS
HAIR CONDITIONER
HAIR LOSS CONTROL Hair Loss
DANDRUFF CONTROL Anti-Dandruff
Protein
Protein
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Hair Oil Protein Hair Cream
Shampoo
Conditioner Hair Detangler & Conditioner
Cream
Hair Oil Anti-Dandruff Hair Cream Anti-Dandruff Hair Shampoo
Few Health Care Products Anti-stress Massage Oil Acne-n-Pimple Cream Antiseptic Cream Few Cold Care Products Cold Balm Few Pain Care Products Pain Balm Pain Massage Oil Muscle and Joint Rub Few Weight Control Products AyurSlim Capsules Few Oral Care Products Dental Cream dipper rash cream Himalaya nourishing baby oil Himalaya gentle baby shampoo Himalaya baby lotion baby Himalaya baby cream Himalaya
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Animal Health Care

Himalaya is bringing its expertise in health care to animal care by leveraging R&D strengths in creating natural drugs and therapies daily care for sensitive pets like cats & dogs. The Himalaya Drug Company legacy extends to animal health as well. The Company offers well-researched, safe, animal health products, harnessed from nature's wealth to alleviate the suffering of animals, to improve their health and to increase their productivity. World-wide there is a growing concern about the presence of chemical contaminants in dairy, meat and poultry products. Concern for animal welfare prompted The Himalaya Drug Company to launch the animal health range of products for commercial livestock in July 1998. The products in this range alleviate the suffering of animals and improve their health. This results in healthy livestock whose animal products are safe for human consumption. Realizing the importance of companion animals in today's life, The Himalaya Drug Company launched the Companion Animal Care Range of products in 2000. Livestock: Appetonic Vet, Appetonic forte Vet, Diarex Vet, Galactin Vet, Himfertin Vet, Himpyrin Vet, HimROP Vet, Inflamin Vet, Liv.52 Vet, Liv.52 Protec, Rumalaya Vet, Scavon Vet, Speman Vet, Styplon Vet, Tentex forte Vet. Poultry: Diarex PFS, Geriforte Vet, Liv.52 Protec, Nefrotec Vet, Speman Vet, Speman forte Vet, Tentex forte Vet. Aquaculture: Geriforte Aqua, Liv.52 Protec. Companion: Anxocare, Canisep, Digyton, Erina, Erina EP, Erina Plus, Himpyrin, Immunol, Liv.52 Vet, Nefrotec, Regurin, Scavon.
E. Area of Operation:
The Himalaya Drug Company is a Globalized company having its hub offices in various countries.
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F. Ownership pattern:
The Himalaya Drug Company is closely held partnership company in private sector.
G. Competitors Profile:
Pharmaceuticals Personal care : Amilpharma, Dabur, Charaka and TIK.
Animal care division: Natural remedies,Indianimmunology,Vetcare,wockhardt,Pfizer. : Lotus, Ozone, HUL, Dabur, Wipro, Loreal (Garnier), P&G.
H. Achievement and rewards
In March 2001,The Himalaya Drug Company were granted a "Good Manufacturing Practices (GMP)" Certificate, issued by the Licensing Authority, Directorate of Indian Systems of Medicine, Bangalore. Himalaya is the first Ayurvedic facility to get GMP certification in the country.
The Himalaya Drug Company, the only phytopharmaceutical company whose ayurvedic product, Liv.52, a hepato-protective formula, is registered as a 'pharmaceutical specialty' in Switzerland.
Their R&D wing has been recognized as a Research Center by the Rajiv Gandhi University of Health Sciences, Karnataka, India.
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May 11th 2006 was a special day for the Himalaya herbals as the company launched its exclusive retail outlet at C4C3 Kuala Lumpur City Center (KLCC) Park, the landmark twin tower complex in KL, making the first Indian brand to have a stand-alone store in this premium shopping complex. This has been Himalayas long time dream in Malaysia as it gives the company ideal platform to present its powerful brand of Modern Scientific Ayurveda to the health conscious Malaysian consumer. KLCC boutique extends the Himalaya universe in Malaysia and reinforce the essence of a popular brand with premium appeal Himalaya decided to partner with Shristi Special Academy(SSA), Bangalore based NGO involved in developing and implementing technically designed intervention programs to help special needs children, including severely intellectually challenged, autistic, down syndrome, become self-reliant independent by imparting vocational training, and from the engagement with SSA may empowers the residents economically. The Himalaya Drug Company agreed to buy candles made by the residents. Which help them to earn revenues and at the same time ensure that the residents enjoy the feeling of making their own money. Himalaya has also set up an agrotech division in South India, where it is in the process of growing geographically compatible endangered herbs. The Himalaya drug company also initiated a nationwide educational campaign, aimed at raising the bar for Ayurvedic students. This awareness building program involves free distribution of Himalaya published Infoline, a magazine containing information on developments in ayurveda, to over 230 Ayurvedic colleges across India, Nepal and Srilanka. The focus of this educational drive is to mainstream ayurveda by bringing it into the fold of modern science. This was started in 2001; infoline is also distributed to pharmacists and other
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Himalaya franchisees in Malaysia and Singapore to give them in-depth information on recent ayurvedic trends, snippets of latest news within the industry and information on different ayurvedic herbs and their medical properties.
I. Infrastructure Facilities
Today The Himalaya Drug Company is largest tablet-coating unit in the country Starting off operations in Dehradun way back in the 1930s, the company later spread its wings to Mumbai and across the country. In 1975, the company set up an advanced manufacturing facility in Makali, Bangalore, India, which today houses the Corporate headquarters. In 1991, the company relocated its R&D facility to Bangalore. The manufacturing facility at Makali has the largest tablet-coating unit in the country. Over one crore tablets are punched every day.
J. Future Growth and Prospectus

The Himalaya Drug Company intends focus on strong growth in every aspect of business. It will focus on new market in future which can segment the business to bring out high profitability State of the art manufacturing in company is concerned with bringing effectiveness in production. Hence The Himalaya Drug Company in future intends to improve the infrasrtcture facility.
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K. Work flow Model

R&D RETAIL BRANDING
S U R V E Y
F O R M U L A TI O
IT INFRASTRUCTURE &ERP
CORPORATE COMMUNIC ATION HELP DRIVE CUSTOMER SERVICE RESPONSIB-ILITY
MARKETING AND SALES

E N D P R O D U C T
FORECAST
PRODUCTION PLANNING & INVENTORY CONTROL

I N D E N T
RAW MATERIAL TO PRODUCTION
HR& ADMINISTRATION
PURCHASE
P R O C u r e S
DO-DISRTRIBUTION
Issue
Transfer to
PRODUCTION Projection mechanics electronic air conditioning engineering service
IN PROCESS CHECK
QA
Checks
Goods received note
STORES
PROCESS FLOW MODEL
RECEIVABLE PAYABLE PAYROLL, FINANCE
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L. MCKENSYS 7 S FRAMEWORK
THE 7- S MODEL:
The 7-S model is better known as McKinsey 7S this is because the two individuals who developed this model, Tom Peters and Robert Waterman, had been consultants at Mc Kinsey & Co during that time. They published their 7s model in their article Structure is not organization(1980), in their books The art of Japanese management(1981) and In search of excellence (1982). The model starts on the premise that an organization is not just structure, but consists of seven elements: The seven elements are distinguished in so called hard Ss and soft Ss. The hard elements: Strategy, Structure and Systems are feasible and easy to identify. They can be found in Strategy statements, corporate plans, organizational charts and other documents. The four soft Ss: Skills, Staff, Style and Shared values however are hardly feasible. They are difficult to describe since capabilities, values and corporate elements are continuously developed and changed, and the people who work in the organization determine these. Therefore it is much more difficult to plan or to influence the characteristics of the soft elements, although the soft factors are below the surface, they can have a great impact
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of the hard structures.
STRATEGY:
It is more important to do what is strategically right than what is immediately profitable It is the means to achieve organizational purpose. Strategy refers to decisions bearing on the future of an enterprise defining its direction and scope in the long run. These decisions ideally involve matching of resources to the changing environment, and determining what the enterprise ought to be doing in the years to come and how it should position itself to take advantage of the future market opportunities. Strategy is the course of actions through which organization relates itself with its environment so as to attain its objectives. COMPANYS STRATEGY The Himalaya Drug Company has restructured its pharma division into as marketing business unit. They are, a. Zenith (The Horizon) Focuses on general practitioners, surgeons, pediatrician etc. b. Zandra (Helper of human kind) Focus on Gynecologists. c. Zindel (Defender of Human Kind) Focus on pure herbs and baby care ranges. d. Zera (Seed) Focus on rural markets. e. Zeal (Enthusiasm) Focus on gastro intensive and dermocare.
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SYSTEM: Rules, regulations and procedures constitute Systems in the 7-S framework. Systems can be described as the procedures, process, and routines that characterize all the important work is to be done. A system is an assemblage of things connected or interrelated so as to form a complete unity; a whole composed of parts and sub-parts in orderly arrangement accordingly to some scheme or plan. A system is not merely the totality of parts and sub-parts but their arrangement is more important. The whole becomes greater than the total of individual parts because of the type of arrangement made in these parts and sub-parts. Thus, a system is an interdependent framework in which varies parts are arranged. COMPANY SYSTEM The company is a ISO9000-2001certified for its manufacturing process. Along with this it also certified ISO14001 for its Environmental management system. The company has a different department for its smooth functioning ex HR, Marketing, Finance, engineering services etc. Few policies which company has adopted are. Employee annual leave policy Leave Travel Assistance Special MIS systems Customer service policies Online Services Telephone Charges and Mobile charges
STRUCTURE It is one which shows the structural flow of the organization. Communication and reporting formalities can be derived out of it. The Himalaya Drug Company has shown the uniqueness in its structure which can be analyzed follows.
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STRUCTURE OR ORGANOGRAM OF THE COMPANY:
CHAIRMAN
DEPUTY CHAIRMAN
President & CEO pharm aceutical (Asia pacific)
Business head consumer production division
Direct R&D
Functional Food Development
Director technical operation

Head of photochemistry Head quality assurance
President of bulk manufacture Head production planning & production
Business head animal health care division
Head of human resource
Head new drug discovery Head medical service &clinical trial
Head new product initiative
Chief financial office Manager of international operation
Head formulation development (pharmaceutical)
Manager corporate communication
Head packaging development
Head of packaging innovation
Senior manager material
Head engineering service
Head international regulatory affairs
STYLE It is another variable, which may determine the effectiveness of organizational change effort. It tries to explain the culture and style of working in an organization. It also explains about the behavior and attitude of key person or manager in achieving the Organizations Goals. It is the process of influencing people so that they will contribute to organization and at the same time in achieving its goals.
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COMPANY STYLE Strong organization brand High level of commitment Strong leadership by management Unique Selling Proposition (USP) not diversifying into other category The Himalaya Drug Company conducts the departmental wise meeting whenever necessary. All the departments of the organization interact with each other for proper communication and running the business smoothly. The company has participative style of leadership where every one is open to express their own thoughts. Top down communication could be seen for goals and objective and down-up communication for suggestions and opinions. STAFF Staffing is the process of acquiring, developing, employing, appraising, remunerating, and retaining people so that right type of people are available at right positions and at right time in the organization. It is clear that staffing must be closely linked to organizing, that is, the setting up of intentional structures of roles and positions. To be sure, this department provides valuable assistance, but it is the job of managers to fill the positions in their organization and to keep them filled with qualified people. COMPANY STAFF The company does a man power planning once a year. Companys HR department coordinates with all the other departments and estimates the staff requirement for the future. Based upon this the HR department seeks for the candidate. Qualification required B.Pharm, M.Pharm and M.Sc. PhD for R&D MBA or MSW for managerial post. The company pays an average salary level based upon the post and responsibility. The Himalaya Drug company provides better carrier development opportunity to its employees and has an employee health and safety policy as well. Company has an annual appraisal policy and 360 feed back system. The company has the least attrition rate.
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Career Graph at The Himalaya Drug Company:

E1 Executive level E2 Executive level E3 Executive level M5 Manager Level M4 Manager Level M3 Senior Manager Level M2 Senior Manager Level M1 Divisional Head
M0 CEO/Director There are three executive hierarchy levels leading to manager and senior manager level which is governed by divisional head and CEO/ Director. SKILLS: Skill refers to Distinctive Competence, which reflects the dominant skills of an organization and may consist of competence in terms of customer services, quality commitments, market potentiality and so on. Skills refer to expertness, practical ability or facility in an action or doing something. It is also the capacity of doing or performing something individually, independently, or in a group so as to attain some pre-determined goals. COMPANY SKILL: As this company is one of the pharmaceutical company in the global region, the various type of skills required for smooth and continuous functioning of the organization. Since the companys core competency is herbal health care it is imperative to have the skills to have competitive advantage.
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The Himalaya Drug Company has a very good Research and Development centre deals with extraction of new herbs, new technology for quality products and has a good clinical research and trial centre, Practical knowledge regarding current market trends (Demand, Competitors information etc). To achieve the efficacious products the Himalaya Drug Company has different training programme for staff, workmen to gain required skills. SHARED VALUES: Value is Global beliefs that guide actions and judgments across a Varity of situations. It refers to the set of values and aspirations that go beyond the formal statement of corporate objectives. In other words, these are fundamental ideas around which a business is built and which constitutes its main values. The inter-connecting center of McKinseys model is Shared Values, it emphasizes on- what does the organization stands for and what believes in central beliefs and attitudes COMPANY VALUE: The Himalaya Drug Company is the strong ethical and transference in the shared value. Clear understanding of the organization values the company having the following alignment with these five core values: Integrity Transparency Empathy Leadership Respect Beside that The Himalaya drug companys values and culture are stated below; Our success depends entirely on the creativity, performance and achievements of our associates at all levels. We value challenge, innovation, collaboration and learning. Challenging and exciting engagements and an organizational culture that emphasizes learning, drives every Himalayan to excel in their individual and as team players. Build an organization that is continuously learning and changing to suit the dynamic business environment. Develop and nurture who shall bring out the best in themselves and their teams.
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Promote the spirit of teamwork in the workplace-innovation is a process that needs the contribution of many The Himalaya Drug Companys commitment to the community is part of their core values. Their mission is to make a positive difference to the communities in which they operate.They believe that every human being has a fundamental right to a good quality of life. This involves access to health, education, a clean environment and freedom from poverty.Through their several community initiatives, which include programs aimed at ensuring better health, education, sustainable development and economic empowerment, they dot heir best to bring happiness to the lives of people who are marginalized and poor.Their social philosophy is very simple - if we want to prosper as a business they need to ensure that the community prospers with them. By investing in the community they are investing in their business.
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M.SWOT analysis of The Himalaya Drug Company:

Strength:
Consumer loyalty and trust towards the ayurvedic products are the base for the company due to its least side effects, hence which can retain its customer as potential towards the Himalaya Drug Company. Effective Research and Development team with 100s of scientists who are contributing towards this segment. High market share. Low attrition rate. Focus on niche market in the field of ayurveda can be regarded as the strength of the company. The Himalaya Drug Company has got strong brand image in the market. Experienced, skilled human resource.
Weakness:
Company focus on niche segment, not concentrating on low class of society. Products of the company are not diversified.
There is less advertisement done by the company which makes it difficult to attract
new customers.
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Opportunities:
Collaboration with foreign companys can lead to expansion and also some provision regarding technology. Diversifying the products can bring fame in several fields and which can make the company more competent in all aspects. Opening of more retail outlets in various urban areas can create profits to the company. Creating awareness about new products through advertisements. Rural market is another opportunity where company can cater. Collaborating ayurveda with allopathic medicine can generate new trends in the field of pharmaceuticals.
Threats:
Customers tendency is to switch on to new product is a big threat which may result in new players or competitors. Global competition in the field of the pharmaceuticals, personal care etc. Scarcity for the raw material mainly herbs. Customer tendency while investing in products.
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LEARNING EXPERIENCE
Inplant Training is the practical orientation programme which every MBA student has to undergo as per the rule of Visvesvaraya Technological University. It is conducted with a view to help the students understand the working culture of an organization in different areas. Students have got Inplant training in the organization, which enriches their practical knowledge, about the functioning of the organization. The scope of the training covers the various aspects of an organization like how they work authority responsibility, distribution and functioning of different departments.
Objective of Inplant Training:

The main objective of undergoing this training is to get practical exposure of functional department of organization such as marketing, human resource, production department etc and to know how the theoretical knowledge is practically applied in different departments of organization
Experience:
I have got the practical orientation of the functions of the various departments of the company. I would able to analyze the performance of the company. I understood the application of theoretical concepts into business decisions in the organization. I understood the aspects of delegation of authority, responsibility, co-ordination, and team work etc. I have gained knowledge about all round view of the management operation. I got the knowledge about the analysis of the present status & future strategies of the company. I understood the behaviour and culture of an organization.
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Chapter-3 Study on recruitment and induction process
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Objectives of study:
1) To study the recruitment and induction process at The Himalaya Drug Company. 2) To assess the employees opinion on various aspects of recruitment and induction procedure of the company. 3) To analyze the effectiveness of the recruitment and induction. 4) To make constructive suggestions based on the findings made.
Scope of Study:
Result of my survey and analysis would provide very useful inputs to the management. The Himalaya Drug company wants to evaluate its recruitment and induction programmes and it wants to upgrade it. They have welcomed my effort and are looking forward to collect all available data for examining in totality. My survey will enhance the sourcing, candidate interaction and better execution of above programme mentioned in the company. It will also help in winning trust of the employees towards the company
Research Design:
Statement of problem:
A study on the evaluation of the recruitment and induction programme adopted by The Himalaya Drug Company with reference to the employees. Evaluation here is referred to, in terms of the satisfaction with respect to the programme of recruitment and induction.
Methodology of Data Collection:

This study was conducted in The Himalaya Drug Company for a period of ten weeks. The information was collected with the help of questionnaire. A quantitative analysis of the collected data was carried out to arrive at the findings. To understand the problem undertaken for the research study, the following methodology was applied.
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Sources of Data:
Data, facts, figures, other relevant material of past and present and surveying are the basis for study and analysis. Without an analysis of factual data no specific inference can be drawn on the questions under study. Inferences based on the imagination or guesses can not provide correct answer to research questions. The relevance adequacy and reliability of data determine the quality of the findings of the study. For the purpose of present study, data from two sources has been collected, viz primary and secondary data.
Primary Data:
Primary data is a source from which the researcher collects the data. It is a first hand data, which is used directly to analyze purpose. Primary data always give the researcher a fairer picture. In the present study primary data has been collected using questionnaires. For the purpose of collecting the same, 25 employees have been selected randomly and their responses were taken into consideration. In this study, primary data plays a vital role for analysis, interpretation, conclusion and suggestion. The primary sources used to collect are 1, Personal Interviews 2, Questionnaires
Secondary data:
Secondary data is data which is collected and complied for the purposes. Secondary data also plays a key factor in providing various other information which will influence the analysis. Few of the main sources are 1, Company records 2, Reference books 3, Articles in news papers 4, Magazines and Journals 5, Internet
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Sample Design:
A part of population is known as sample. The process of drawing a sample from a large population is known as sampling. The type of sample design used is simple random sampling. The sample design is formulated at The Himalaya Drug Company.
Sample Size:
The sample size for the survey are 25 respondents who are from The Himalaya Drug Company.
Tools and Techniques of Data collection:

The following techniques are adopted,
1, Personal Interviews:
Approaching employees personally and interviewing directly.
2, Questionnaires:
Design the questions in such a way that it should cover various opinions and views about The Himalaya Drug Companys recruitment and induction process. The questionnaires consisted of various types of questions for example open ended questions and multiple choice questions.
3, Observations:
Observation include, Study of company records, published reports and journals. Analysis of data through editing, coding and tabulation.
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Methodological Assumptions:
For the purpose of study, following assumptions are made: It has been assumed that the information given by the respondents are authentic, bonafide and genuine. The sources of the data are the basis, from which the actual required information can be extracted
The sampling procedure adopted will help in choosing an appropriate sample that truly represents that actual population
It has also been assumed that Interview-Questionnaire is more suitable for collecting data for the present day.
Limitations of the Study:

The sample size was fixed at 25, based on judgmental sampling which may not represent the entire population. The study is based entirely on the data collected. I have tried to be as objective as possible. However, the bias of the employees may have introduced some errors in the findings, on which I had no control. Originally it was intended to interview the employees personally. But their preoccupation with their hectic schedule made it rather impossible to have a one-to-one talk with them.
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RECRUITMENT:
INTRODUCTION
The company is known by the people it employs Human resource is the combination of quantitative and qualitative assessment of human beings in the society. It does not mean only the number of people working in the organization; it is the aggregate of employees, employee skills, knowledge, ability, talents, aptitude and creativity. The success and failure of an organization depends to an extent as to how much efficient, experienced and capable employees are procured and recruited. The war for talent has never and can never end. Most of the companies try to find the best talents. It is an interesting paradigm and more so a critical impediment for HR professional today to identify the talent. Hence, for identifying the source of human resource and searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function selecting the right employees at the right time adopting the best possible procedure. Thus recruitment process is the obvious guiding policy and is the most important function of the Human resource department. Human resource planning helps to determine the number and type of people of an organization needs. Job analysis and job design specifies the task and duties of job and the qualifications expected from prospective jobholders.
Human Resource Planning Determine Recruitment And Selection Needs
Job Analysis
The logical step is to hire the right number of people of the right type to fill the jobs.
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RECRUITMENT
Recruitment forms the first stage in the process, which continues with selection. Recruitment makes it possible to acquire the number and type of people necessary to ensure continued operation of the organization. Meaning and Definition: In simple terms recruitment is understood as a process for searching for and obtaining applicants for jobs, from among whom the right person can be selected. A formal definition of Recruitment is: It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when the applicants are submitted. The result is a pool of applicants from which new; employees are selected.
Recruitment Process:
The recruitment process informs qualified individuals about employment opportunities creates a positive image of company; provides enough information about the job so that applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for vacant positions. The effectiveness of recruitment process can play a major role in determining the resources that must be expended on other HR activities for the ultimate success. Therefore, the first step in the development of a firms personnel activity is to acquire the key resource people to operate the organization. This is the most critical in the establishment and expansion of business. The process comprises five interrelated stages: Planning Strategy Development Searching Screening Evaluation and Control
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Recruitment planning:
The first stage in the recruitment process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives that specify the number and type of applicants to be counted.
Strategy development
Strategy development includes the following: Make or buy employees: Organizations must decide to hire less skilled employees and invest on training and education programs, or they can hire skilled labor and professional. Essentially this is the Make (Hire less skilled workers) or Buy (Hire skilled workers and professionals). Technological sophistication of recruitment. The second division in strategy development relates to the methods used in recruitment. This decision mainly influenced by the available technology. The advent of technological advancement has made it possible for employers to scan national and international applicant qualifications and also for the job seekers to gain better access. Geographic distribution of labor markets comprising job seekers :
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Where to look : In order to reduce cost, organizations look into labor markets most likely to offer the required job seekers. Generally, companies look into the national market for managerial and professional employees, regional or local markets for technical employees and local markets for clerical blue color employees. How to look : It refers to the methods of recruitment. The most important challenge for an organization is to attract qualified candidates through sound and appropriate recruitment methods. There are several sources and they may be broadly categorized into: Sources of recruitment Internal recruitment:
Internal recruitment seeks applicants for positions from those who are currently employed. Internal sources include present employees, employee referrals, former employees and former applicants.
External recruitment: External sources of an organization are professional or trade associations, advertisements, employment exchanges, college/university/institute placement service, walk-ins and write-ins, consultancy, contractors, displaced persons, radio and television, acquisitions and mergers and competitors. Searching: The search process involves two steps Source activation: Source activation takes place when a job vacancy exists in the organization. If the organization has planned and well and done a good job of developing its source and search methods, activation soon results in a flood of application.
Selling: In selling the organization, both the message and media deserve attention. Message refers to the employment advertisements. Media refers to the source
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of any recruiting message. For example, Employment Exchanges, Advertises in Business magazines Screening: The purpose of screening is to remove from the recruitment process at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised to assure that potentially good employees are not lost. Evaluation and Control: It is necessary as considerable costs are incurred in the recruitment process.Statistical information should be gathered and evaluated to know the suitability of the recruitment process.
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Induction:
An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role.An induction programme is an important process for bringing staff into an organization. It provides an introduction to the working environment and the set-up of the employee within the organization. The process will cover the employer and employee rights and the terms and conditions of employment. As a priority the induction programme must cover any legal and compliance requirements for working at the company and pay attention to the health and safety of the new employee. An induction programme is part of an organizations knowledge management process and is intended to enable the new starter to become a useful, integrated member of the team, rather than being "thrown in at the deep end" without understanding how to do their job, or how their role fits in with the rest of the company. A typical induction programme will include at least some of the following:
any legal requirements any regulatory requirements introduction to terms and conditions a basic introduction to the company, and how the particular department fits in a guided tour of the building completion of government requirements set-up of payroll details introductions to key members of staff specific job-role training
In order to fully benefit the company and employee, the induction programme should be planned in advance. A timetable should be prepared, detailing the induction activities for a set period of time (ideally at least a week) for the new employee, including a named member of staff who will be responsible for each activity. This plan should be circulated to everyone involved in the induction process, including the new starter. If possible it should be sent to the new starter in advance.
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Recruitment and Induction process at Himalaya:

The recruitment and induction process at The Himalaya Drug Company begins with Man Power Planning the process is as fallows, It is noted that employee attrition rate is around 20% at The Himalaya Drug Company When any department has vacancy to be substituted they will go for man power requisition form, which is characterized by details like job profile, qualification, job description etc. The man power requisition form is sent to the Human Resource Department to hunt for candidates. Employee data base are used as a source, the HR department also looks into the registration done at the Himalaya website by different job aspirants. The other sources are job portals, consultancy, employee reference etc. Candidate is scrutinized primarily based on the resume. The sourced profiles are then sent to the department and concerned department sends the name of short listed candidate to HR department. HR department schedules appropriate date for interview and intimates the candidates about interview. Interview date and time is fixed and informed to all respective candidates and guidelines to arrive to the company. Interview is held with panel members constituting a HR and representative of concern department. If candidate has arrived from outside the state then traveling expenses are reimbursed. If the candidates are selected in the interview, then a salary negotiation is done and is informed about the joining date. Joining day will be usually Monday of every week. The candidates are welcomed with the flower bouquet and joining formalities are carried out. Then switching on to induction process which involves introducing joinee to various departments of the company. The induction process involves showing documentary about the company and presentation which gives information about rules and regulation of company.
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MAN POWER REQUISITION FORM:
Dept. / Division New /Replacement No. of posts Male / Female Requirement profile
: : : : :
Reporting date (approx. ) : Designation Reporting manager Regular / temporary : : :
Qualification
Experience
Suggested Salary
Age limit
Other requisites Job Description:
Reason for replacement / New Addition:
If replacement:
For whom:
Date of leaving:
Date:
Division / Department head
Approved by
To be filled by Human Resources Division only:
Budgeted strength
: Current strength :
Action taken
Date
Executive HR
Head - HR
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Chapter-4 Analysis and Interpretation
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Questionnaire:
A. Recruitment:
1. I am happy that security had the information about my arrival for interview. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 18 06 01 Nil Nil Percentage of Sample 72% 25% 4% -
Interpretation through Pie chart:
4% 0%
25%
71%
S trongly agree Disagree
Agree S trongly disagree
Moderately Agree
Inference of Study: The analysis shows that 72% of new recruits strongly agree, 25% agree and3% moderately agree that the security had intimation about the arrival of candidates coming for interview.
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2. I was given proper directions to reach the HR department.
Parameter Strongly agree Agree Moderate Disagree Strongly Disagree
No of People 21 04 NIL Nil Nil
Percentage of Sample 84% 16% -
16%
0%
P ropotion
S trongly agree A gree Moderate Dis agree S trongly dis agree
84%
Inference of study: Analysis shows, 84% respondents strongly agree and 16% agree that they were given proper directions to reach HR department.
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3. Interview was well planned. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 21 04 Nil Nil Nil Percentage of Sample 84% 16% -
0% 16%
P rpotion
84%
Inference of Study: Result shows, 84% recruits strongly agree and 16% agree that interview conducted by HR department. was well planned.
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4. Panel members were courteous and focused during interview. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 21 04 Nil Nil Nil Percentage of Sample 84% 16% -
16%
0%
P ropotion
S trongly Agree Agree Moderate Disagree S trongly disagree 84%
Inference of study: The analysis shows, 84% respondents strongly agree and 16% agree that the panel members who conducted interview were courteous.
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5. Waiting time for meeting the interview panel members was minimal. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 13 10 02 Nil Nil Percentage of Sample 52% 40% 08% -
8%
0%
P ropotion
S trongly agree Agree Moderate 52% 40% Disagree S trongly disagree
Inference of study: We may conclude that 52% and 40% of new recruits strongly agree and agree respectively to the fact that the waiting time for interview was minimal. Only 8% said, it was moderate.
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6. Medical check up was completed with a minimum waiting time. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No answer No of People 24 Nil Nil Nil Nil 01 Percentage of Sample 96% 04%
P ropotion
0% 4%
S trongly agree Agree Moderate Disagree S trongly Disagree No Answer
96%
Inference of study: It is found, 96% respondents strongly agree that the waiting time for medical check up was minimum and rest 4% being neutral.
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7. I am happy that my offer letter was sent within the time promised by HR representative. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 19 06 Nil Nil Nil Percentage of Sample 76% 24% -
P ropotion
0% 24%
S trongly agree Agree Moderate Disagree S trongly Disagree 76%
Inference of study: Here, 76% strongly agree and 24% agree to the fact that their offer letter was being sent well within time promised by HR representative.
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8. HR representative was in regular touch with me after the issue of letter and before joining. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 22 03 Nil Nil Nil Percentage of Sample 88% 12% -
P ropotion
12% 0%
S trongly agree Agree Moderate Disagree S trongly disagree
88%
Inference of study: Result shows, 88% and 12% of respondents strongly agree and agree respectively that the HR representatives were in regular touch after issue of letter and before joining
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B. Induction
9. I am happy that security had the information about my joining. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 21 02 01 Nil 01 Percentage of Sample 84% 08% 04% 04%
4% 8%
0%
4%
P ropotion
S trongly agree Agree Moderate Disagree S trongly disagree 84%
Inference of study: Result shows, 84%strongly agree, 08% agree, 04% moderately agree and 04% not satisfied that the security had information about their joining.
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10. I was welcomed by the HR representative when I entered the organization. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 24 01 Nil Nil Nil Percentage of Sample 96% 04% -
P ropotion
4% 0%
96%
Inference of study: Result shows, 96% respondents strongly agree and 4% agree that they were welcomed by HR representative as they entered organization.
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11. I believe that welcoming a new joinee with a flower bouquet is good initiative. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 25 Nil Nil Nil Nil Percentage of Sample 100% -
Interpretation through Pie Chart:
P ropotion
0%
S trongly Agree Agree Moderate Disagree S trongly disagree
100%
Inference of study: All respondents strongly agree that welcoming new recruits with a flower bouquet is good initiative.
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12. Joining formalities were very well explained and executed (including bank a/c open and transport) Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 25 Nil Nil Nil Nil Percentage of Sample 100% -
Interpretation through Pie-chart:
P ropotion
0%
S trongly Agree Agree Moderate Disagree S trongly disagree
100%
Inference of study: A complete satisfaction could be seen in above case where the joining formalities were very well explained and executed.
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13. Induction presentation was very well structured and comprehensive. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 24 01 Nil Nil Nil Percentage of Sample 96% 04% -
P ropotion
4% 0%
S trongly A gree A gree Moderate Dis agree S trongly Dis agree
96%
Inference of study: Analysis shows, 96% and 04% respondents strongly agree and agree respectively to the fact that induction presentation was well structured and comprehensive.
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14. All the policies and procedures of organization were clearly explained. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 23 02 Nil Nil Nil Percentage of Sample 92% 08% -
P ropotion
8% 0%
92%
Inference of study: Result shows, 92% and 08% new recruits strongly agree and agree respectively to the point that the policies and procedures of organization were clearly explained.
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15. I have clearly understood policies, procedures, rules and regulations of the company. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 16 09 Nil Nil Nil Percentage of Sample 64% 36% --
0%
P ropotion
36% S trongly A gree A gree Moderate Dis agree S trongly dis agree 64%
Inference of study: Analysis shows, 64% and 36% strongly agree and agree that they were clear about the policies, procedures, rules and regulations of the company.
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16. I am happy that all my questions were answered by the HR department Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 23 02 Nil Nil Nil Percentage of Sample 92% 08% -
8%
0%
P ropotion
92%
Inference of study: Above analysis shows, 92% respondents strongly agree and 08% agree that all their queries were answered by the HR department.
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17. I was delighted to see my profile on notice board on the day I joined. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 23 02 Nil Nil Nil Percentage of Sample 92% 08% -
P ropotion
8% 0%
92%
Inference of study: 92% and 8% of sample population strongly agree and agree respectively that they were delighted to see their profiles on notice board on the day of joining company.
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18. Campus visit was well organized. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 23 02 Nil Nil Nil Percentage of Sample 92% 08% -
P ropotion
8% 0%
92%
Inference of study: We can conclude, 92% and 8% respondents strongly agree and agree respectively that the campus visit was well organized.
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19. My induction with other departments was well planned. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 24 01 Nil Nil Nil Percentage of Sample 96% 04% -
P ropotion
4% 0%
96%
Inference of study: 96% respondents strongly agree and 4% agree that the induction with other departments was well planned for new recruits.
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20. I was comfortably placed in my department after completion of Induction. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 24 01 Nil Nil Nil Percentage of Sample 96% 04% -
P ropotion
4% 0%
96%
Inference of study: 96% new recruits strongly agree and 4% agree that they were comfortably placed in their departments after completion of induction programme.
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21. I am satisfied with the overall induction programme at Himalaya. Parameter Strongly agree Agree Moderate Disagree Strongly Disagree No of People 21 04 Nil Nil Nil Percentage of Sample 84% 16% -
16%
0%
P ropotion
S trongly agree Agree Moderate Disagree S trongly disagree 84%
Inference of study: The above responses shows that 84% new recruits strongly agree that induction programme conducted was satisfactory and rest 16% agree to the same.
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Conclusions:
From above analysis it is concluded that The Himalaya Drug Company is effectively carrying out recruitment and induction programme. All new recruits are satisfied with programme running at Company. Few things where it could have been better are mentioned below.
Recommendations:
On personal interaction with the new recruits following recommendations are made, A booklet from the company stating comprehensive history and milestone, achievements of the company is to be provided. A small brochure highlighting departments, staff designation and their contacts would be helpful for new joinee. A small writing note having dos and donts (rules and regulations) in the company is to be provided. The duration of the campus induction can be increase. Lack of prior notification to all the departments about the arrival of HR with new recruits. This could be improved. Conduction of Research & Development induction programme.
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Bibliography:
www. google.com www.himalayahealthcare.com News Paper: Times of India Text book on recruitment and induction- by,K. Aswathappa (1997) Human Resource and Personal management,Tata McGraw-Hill publications
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Evaluation of Recruitment and Induction

VISVESVARAYA TECHNOLOGICAL UNIVERSITY

SUMMER PROJECT REPORT ON

Submitted in partial fulfillment of the Requirement for the award of degree of

MASTER OF BUSINESS ADMINISTRATION

Manager - Learning & Development The Himalaya Drug Company, Bangalore

Master of Business Administration