ASSIGNMENT ON RECRUITMENT & SELECTION PROCESS OF DABUR

Submitted to
Lec azizinder sekhon

SUBMITTE D BY NITIN SHRIDHAR 5339

M.B.A I -D
SCHOOL OF MANAGEMENT STUDIES PUNJABI UNIVERSITY ACKNOWLEDGEMENT
When a person is help, guide and co-operated his or her heart is bound to pay gratitude. It is not a single mans effort which is sufficient for the accomplishment of a assignment . Various factors, situations and persons integrate to provide the background for accomplishment of a task requires the effort of so many people and the work is no different. I acknowledge here the names of those people who have been instrumental in preparation of this Research. I am sincerely indebted to lec miss azinder sekhon mam for his valuable suggestion and inspiration to undergo this study and his unstilted help which he gave for the completion of this assignment. I I would also like to thanks my institution and faculty members without whom this project have been a distant reality. I also extend my heartfelt thanks to my family members and well wishers. NITIN SHRIDHAR

TABLE OF CONTENTS

Company profile Meaning of recruitment and selection Recruitment & selection process in Dabur biblography

COMPANY PROFILE
WHAT IS LIFE WORTH WHICH CAN NOT BRING COMFORT TO OTHERS Dr. S.K. Bur man lays the foundation of what is today known as Dabur India Limited. Starting from a small shop in Calcutta, he began a direct mailing system to send his medicines to even the smallest of village in Bengal. The brand name is derived from the words Da for Daktar or doctor and bur from Bur man. The principal activities of the group are manufacturing of natural/herbal and ayurvedic product, healthcare and food product and pharmaceuticals. The Group export its products to middle-east and other countries which accounted for 9% of sale .Consumer goods accounted for 70% of 2002 gross revenues; Pharmaceuticals products,12%;Food products,6% Ayurvedic products,6%; and other ,6%. The founder SK BURMAN was a physician of par excellence who brought ayurvedic medicines to the ailing masses of Bengal. Dabur commenced operation in 1884 and is today a multinational multi-product enterprise. The company has major interest in health and beauty care. Dabur is a leader in ayurveda, the traditional Indian health care system. The company manufacturers and markets a range of oncologicals. Dabur is one of the few companies in the world to produce paclitaxel-an anti cancer drug. The company has 12 manufacturing plants in India, Nepal and Egypt. Dabur products are also manufactured in Dubai. It has a transactional network of 19 offices serving both rural and urban markets in India. The company has sales and marketing offices in Dubai and London. Dabur Products are available over 50 countries. It has collaborated with leaders in their fields to set up joint ventures in India. The joint ventures are with Agrolimen of Spain, general Deconfeteria India ltd., manufactures confectioneries. Dabur International ltd., the joint venture with Bongrain of France, will manufacture specialty cheese. Dabur has collaborated with Osem of Israel to manufacture bakery specialties & other food products. DABUR RESEARCH FOUNDATION I Incorporated in 1979, Dabur Research Foundation (DRF) is a premier research organization. It is possibly the only one of its kind in the country carrying out research in divergent field like Ayurvedic Herbal products; plant derived medicines allopathic, and bulk drugs, foods, cosmetics, oil & fats, as well as basic research bin the field of Pharmaceuticals DABUR FINANCE LIMITED Dabur finance ltd. is a well diversified non-banking finance company offering a full array of commercial finance & services. It focuses on transparency, commitment and high quality. Set up in 1992, DFL derives its skills and belief from its parent from its parent

organization, Dabur India ltd. It is involved in issue management, portfolio management, leasing and finance. ECO FRIENDLY DABUR Dabur is committed to maintain the ecological balance. The companys afforestation programs at planting medical herbs, plants and trees in the Himalayan range. Extending into Nepal this exercise is actively supported by an in-house tissue culture programs. CORPORATE OBJECTIVE Corporate goals for the next two years. This journey has been called the STARS PROGRAMME. The specific goals are: - Sales turnover of Rs. 3500 crores in 2009-10. - Profit after tax Rs. 334 crores in 2009-10. - MAC (Most admired FMCG Company) within the top 5.

MEANING OF RECRUITMENT AND SELECTION

Recruitment and selection are the most important functions in an organization because with the help of these functions the management selects the best available candidate from a batch of them. The organizations, in this growing competitive world, need to have the best of the manpower so as to have an edge over its competitive. According to Flippo, "Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization." In the words of Yoder,"Recrutiment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measured for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force." The recruitment needs can be classified into Planned. Anticipated. Unexpected. Planned need arise from changes in the organization and retirement policy. These occur due the expected changes in the organization so the management can make a proper policy for it. Anticipated need refer to the movements in personnel which an organisation can predict by studying the trends in the internal and external environments. Resignations, deaths, accidents and illness result in to the unexpected needs.

FEATURES:

Recruitment is a process or a series of activities rather than a single event. It is a linking activity as it brings together the employers and employees. It is positive process because in this activity the employers want to have the maximum number of job seekers so as to have a wider scope for choice ultimately leading in spotting right persons for job. It is an important function as it makes it possible to acquire the number and type of persons required for the effective functioning of the organization. It is an on going function in all the organizations, but the volume and nature of recruitment varies with the size, nature and environment of the organization. It is a complex process because a number of factors affect it --the nature of the job offered, image of the organization, organizational policies, working conditions etc.

SOURCES OF RECRUITMENT: The various sources of recruitment are

Internal Sources: Include

Present Employees who can be transferred or given promotions. The retired and retrenched employees who want to return to the company. Dependents and relatives of the deceased and disabled employees.

External Sources: Consist of Press advertisements. Campus Interviews. Placement Agencies. Recommendations. Recruitment at factory gate. Employment Exchanges.

During my short stint at DIL, it was observed that the recruitment need of DIL is diversified. It needs persons who have knowledge of use, processing of natural ingredients of number of varied products, technical know-how of latest industrial technical knowledge, and computer applications to pharmaceutical industry to manual workers. The importance of the process could be understood that the present work force of DIL is 2,500 employees. Hence, the recruitment and selection procedure should match the complexities of the need and at the same should commensurate with the complex need of the organization.

SELECTION
Selection is the process of choosing the best candidate out of the all the applicants. In this process, relevant information about the applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job so that the candidate can be entrusted with the task that matches with his credibility. It is a process of weeding out unsuitable candidates and finally identifying the most suitable candidates. This process divides the candidates into two categories-the suitable ones and the unsuitable ones. The suitable people prove to be the asset for the organization. Selection is a negative process because in this process the management tries to minimize the number of people at each step so that the final decision can be in the light of all the factors and at the end of it best candidate is selected. Selected candidate the has to pass through the following stages Preliminary Interview. Application Form. Selection Test. Selection Interview. Physical Examination. Reference Check. Final Approval. Employment. Preliminary Interview is the initial screening done to weed out the undesirable candidates. This is mainly a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organization. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids unnecessary waiting for the candidate and waste of money for further processing of an unsuitable candidate. Application Form is a traditional and widely used device for collecting information from candidates. This form asks the candidates to fill up the necessary information regarding their basic information like name, address, references, date of birth, marital status, educational qualifications, experience, salary structure in previous organization and other such information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the organization. It also helps in formulation of questions, which will be asked in the interview. These forms can also be stored for future references thus maintaining a databank of the applicants. Selection Tests are being increasingly used in employee selection. Tests are sample of some aspect of an individual's attitudes, behavior and performance. It also provides a systematic basis for comparing two or more persons. The tests help to reduce bias in selection by serving as a supplementary screening device. These are also helpful in better matching of candidate and the job. These reveal the qualifications, which remain covered in application form and interview. Selection Interview involves the interaction of the employer and the employee. Selection involves a personal, observational and face-to-face appraisal of candidates for employment. It is an essential element of the selection procedure. The information obtained through application form and test can be crosschecked in the interview.

The applicants who have crossed the above stages have to go through Physical Examination either by the company's physician or the medical officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found physically unfit are rejected. The next stage marks of checking the references. The applicant is asked to mention in his application form the names and addresses of two or three person who know him well. The organization contacts them by mail or telephone. They are requested to provide their frank opinion about the candidate without incurring a liability. The opinion of the references can be useful in judging the future behaviour and performance of a candidate. The executives of the concerned departments then finally approve the candidates shortlisted by the human resource department. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should join and other terms and conditions in brief. Appointment is generally made on probation of one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized. Selection is an important function as no organization can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organisation. Scientific selection and placement of personnel can go a long way in building up a stable workforce. It helps to reduce absenteeism and labour turnover. Proper selection is helpful in increasing the efficiency and productivity of the enterprise.

RECRUITMENT AND SELECTION PROCEDURE IN DABUR INDIA

Dabur India Ltd. selects the future employees keeping everything in mind right from the qualification of the employees to the future prospects-both of the organisation and the employees. The first step involves the filling up of Manpower Indent Form. This form is filled up by the department, which is having the vacancy. The form consists of various questions which are to be answered like if the current vacancy is a replacement vacancy, its reason is to be specified -the factors which resulted it like death, retirement etc.The department is required to give the qualifications that the future candidate should possess. In the next step, this form is given to the Human Resource (HR) department; this department sees if the position can be filled through internal sources. The internal sources can be transfers, promotion etc. In the case of internal sources, the recommendations of the employees are not taken into consideration. If the HR department does not find suitable candidate within the organisation then this department has to give reasons for it. The form then goes to the Corporate HR for its approval. When the suitable candidate is not available within the organisation, the organisation then moves to the outside world for filling up the vacancies. If the number of employees required is large then the company has in its consideration three ways The Data bank of the organisation. Advertisements. Contacting large consultants. The company maintains a databank of the candidates, which is used when the number of vacancies to be filled up is large. The sources of databank can be the qualified candidates who had applied in the organisation earlier but due to some reasons could not join the organisation. Advertisements are the second big source to attract the candidates. These are having much larger scope and reach to a number of people. The qualifications required by the organisation and the criteria could be described in detail. Large number of consultants also constitutes a big source. Many people register themselves with these consultants and they act as a bridge between the organisation and the candidates. The consultants provide the company required details about all criteria. These consultants are fixed for the organisation, which are chosen on the basis of their performance. In case of overseas recruitment it is checked whether their Indian counterparts can perform the job efficiently or not. If need arises then they are also taken through consultants. But if the number of vacancies is very small then the organisation takes the help of the local consultants. The candidates are then required to fill up the Application Form. This form requires the candidate to fill the details regarding the previous employment, if any and his personal data. The form is having details regarding like the marital status, organisation structure, the position

held by the candidate, his salary structure, the top three deliveries to the organisation that proved to be beneficial to the organisation, career goals, his strengths and weaknesses etc. After the application form has been duly filled and submitted, the selection process starts wherein the candidate has to pass through various stages and interview. The interview panel consists of the persons from Corporate (HR), and other persons including the executives from the department for which the vacancy is to be filled. The selected candidates are then short-listed. The short listed candidates are then given priority numbers; this is due to the reason that sometimes the candidate who is having first priority is unable to join the organisation due to some reasons then in that case the candidate next in the priority list is given preference. The candidate has to under go medical examination and his credentials are verified. After qualifying these stages, the candidate is then absorbed in the organisation and explained his/her duties. This phase marks the end of the selection procedure. Dabur India Ltd.also performs Campus interviews as and when the need arises. The esteemed organisation also provides apprentice training-wherein the organisation trains the people in the working of the organisation and gives then stipend. If these trainees are found useful to the organisation then they are absorbed in the organisation else they are given certificate so that they can show this as an experience and get a job elsewhere.

RECRUITMENT AND SELECTION IN DABUR HIERARCHY OF DABUR

Deputy Director CEO Controller

C.G.M. (M&S)

C.G.M. (Operations)

Manager Personal

G.M (North)

G.M. (South)

Commercial Mrg.

R.S.M. Delhi
Manager FFP Department Manager International MRTG. Manager CSC & Automation

Manager Sales
Deputy Manager Sales Product Manater Brand Manater

Asst. Manager Sales

A.S.M. Delhi

A.S.M. Delhi

Senior Officer Sales

Senior Officer

Senior Officer

Officer Sales

Officer

Officer

BIBLIOGRAPHY

1. BOOKS Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition, Chapter 16, pages 636-641. Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th Edition, Chapter 11, pages 217-245. Prentice Hall, 3rd Edition, Chapters 6,7 & 8, pages 117-209. 2. Magazines India Today Todays traveller Business Today 3. News Paper Hindustan Times Economic Times 4. Web sites www.daburindia.com