Dabur Company Slection

8/12/2019 Dabur Company Slection

1/57

AboutDabur

Dabur India Limitedis a leading Indian consumer goods company

with interests in Hair Care, Oral Care, Health Care, Skin Care,

Home Careand Foods. From its humble beginnings in the bylanes of

Calcutta way back in 1884 as an yur!edic medicines company,

Dabur India "td has come a long way today to become a leading

consumer products manufacturer in India. For the past 125 years, e

ha!e been dedi"ated to pro!idin# nature$based solutions %or a

healthy and holisti" li%estyle.

#hrough our comprehensi!e range of products, we touch the li!es of

all consumers, in all age groups, across all social boundaries. nd this

legacy has helped us de!elop a bond of trust with our consumers. #hat

#uaranteesyou the best in all produ"ts "arryin# the Dabur name.


2/57

Dabur India Ltd& $ Corporate 'ro%ile

Dabur India Ltd is one of India$s leading F%C& Companies with

(e!enues o% o!er (s ),1*) Crore' %arket Capitalisation of () *+

illion. uilding on a legacy of -uality and eperience of o!er 1/0

years, Dabur is today India+s most trusted name and the orld+s

lar#est Ayur!edi" and atural Health Care Company&

Dabur India is also a world leader in yur!eda with a portfolio of o!er

/+ 2erbal3yur!edic products. Daburs F%C& portfolio todayincludes %i!e %la#ship brandswith distinct brand identities 55 Daburas

the master brand for natural healthcare products, -atikafor premium

personal care, Ha.molafor digesti!es, (/alfor fruit 6uices and

be!erages and Femfor fairness bleaches and skin care products.

Dabur today operates in key consumer products categories like Hair

Care, Oral Care, Health Care, Skin Care, Home Careand Foods.

#he company has a wide distribution network, co!ering o!er 5&0

million retail outletswith a high penetration in both urban and rural

markets.

Daburs products also ha!e a huge presence in the o!erseas markets

and are today a!ailable in o!er ) "ountries a"ross the #lobe. Its

brands are highly popular in the %iddle 7ast, )C countries,

frica, (), 7urope and ussia. Daburs o!erseas re!enue today

a""ounts %or o!er 34 o% the total turno!er&.


3/57

#he 1/+5year5old company, promoted by the urman family, had

started operations in 1884 as an yur!edic medicines company. From

its humble beginnings in the bylanes of Calcutta, Dabur India "td has

come a long way today to become one of the biggest Indian5owned

consumer goods companies with the largest herbal and natural product

portfolio in the world. 9!erall, Dabur has su""ess%ully trans%ormed

itsel% %rom bein# a %amily$run business to be"ome a pro%essionally

mana#ed enterprise. :hat sets Dabur apart from the crowd is its

ability to change ahead of others and to always set new standards in

corporate go!ernance ' inno!ation.


4/57

oard o% Dire"tors

Dabur has an illustrious oard of Directors who are committed to take the

company to newer le!els of corporate go!ernance.

#he oard comprises of;

Chairman

-i"e$Chairman

Dr. nand urman %r. mit urman

6hole 7ime Dire"tors

%r.


5/57

%r. lbert :iseman


6/57

alsowitnessed a sharp increase in its market cap, which has increased

ten5fold from s 10 billion in /1 to more than s 10 billion in

/1. Infact, a %otilal 9swal study had recently ranked Dabur as the

biggestwealth creator in the F%C& @non5FoodA category during /4

to /B.s per another study by Dalal )treet ournal, Dabur was

ranked at the1Bth position amongst Indias est :ealth Creators. s

per this study,s. 1 lakh in!ested in Dabur in anuary /+, would

ha!e become s.+.4 lakh i.e. a gain of 44.#he management and

the employee are the base and the pillar of thecompany and company

is also doing so many things for its employee.#he company also gi!es

good amount of Eeturn to its shareholders.the in!ertors also knows

that the company is not a risky company itsshares do not fluctuate

much.

9ob :mployment opportunity %or ;ana#ement Student in

Dabur&


7/57

Dabur India "imited is the fourth largest F%C& Company in India with

interests in 2ealth care, atika, 2a6mola, nmol ' eal. #he company is

growing at a fast pace and has ambitious plans ahead for sustained

growth

Desi#nation )ales 9fficer 5 )agar District 5 1 9pening@sA

9ob

Des"ription

H


8/57

H nalying and handling Competition and competitor

acti!ities.

H esol!ing Customer Complaints and grie!ances

H #raining, "eading ' moti!ating the Distributors

)alesman3#eam

H 7nsuring timely reporting through team in company

prescribed formats.

H 9n 6ob training and in!ol!ement in induction of team

members.H 2andling Distr )alesman effecti!ely and ensuring their

de!elopment..

Desired

'ro%ile


9/57

Doctorate =ot e-uired

Compensation I= G,, 5 +,+,


10/57

9ob

Des"ription

2andling distributors

2andling a team of )alesmens

Coordinating with Depot for proper flow and distribution of stock.

%aintaining up to date records of all the reports.

%onitoring market and competition trends.

#raining, De!eloping and %oti!ating the )ales #eam.

#racking filtrate ' implementing olume '

>alue


11/57


12/57


interests in 2ealth care, atika, 2a6mola, nmol ' eal. #he company is growing at a fast pace

and has ambitious plans ahead for sustained growth

Desi#nation #erritory %anager 5 #hane Foods 5 1 9pening@sA

9ob

Des"ription

H


13/57

stockiest management, retailer management and merchandisers

H


14/57

(ole )ales3usiness De!elopment %anager

Fun"tional

Area

)ales, etail, usiness De!elopment

:du"ation

(& 5 ny &raduate 5 ny )pecialiation


15/57

Conceptualiing and implementing %arketing


16/57

Lo"ation Indore

Conta"t2 %anager

Dabur India "imited




growth

Desi#nation )ales


17/57

company in terms of primary ' )econdary sales.

Desired 'ro%ile


18/57




growth

Desi#nation )ales


19/57

Fun"tional

Area


:du"ation

(& 5 ny &raduate 5 ny )pecialiation, &raduation =ot

e-uired


20/57



growth

Desi#nation )ales


21/57

:


22/57

-uality and eperience, today Dabur has a consolidated turno!er of

s.+/8G crore with powerful brands like Dabur mla, Dabur

Chyawanprash, >atika, 2a6mola, nmol ' eal. #he company is

growing at a fast pace and has ambitious plans ahead for sustainedgrowth


23/57


24/57

Desi#nation )ales epresentati!e 5 =a!i %umbai 5 Cosmetics 5 1 9pening@sA

9ob

Des"ription

Identified and networked with prospecti!e clients, generated business

from the eisting accounts and achie!ed profitability and increased

sales growth.

%aintained ecellent relations with clients to generate a!enues for

additional business.

%anaged customer centric operations ' ensured customer satisfactionby achie!ing deli!ery ' ser!ice -uality norms.

ttending to clients complaints and undertook steps for effecti!ely

resol!ing them.

Interacted with the customers to gather their feedback regarding the

product satisfaction. chie!ed #argets through a team of Distributor '

sales team as planned in the beginning of the year.

chie!ed distribution ' in5store eecution ob6ecti!e.

:as responsible of sourcing relationship for the key accounts.


25/57




growth

Desi#nation )ales Incharge5gt Foods

9ob

Des"ription

2andling distributors

2andling a team of )alesmens

Coordinating with Depot for proper flow and distribution of

stock.

%aintaining up to date records of all the reports.

%onitoring market and competition trends.

#raining, De!eloping and %oti!ating the )ales #eam.#racking filtrate ' implementing olume ' >alue


26/57

:


27/57

Des"ription

programs for the key accounts including ?FC, %ultiplees, #G

terminal and help eecute the plans

M Dri!e regional 9< ac-uisition and acti!ation agenda as per the

roll out by D%

M


28/57

(ole )ales 7ecuti!e39fficer

Fun"tional

Area


:du"ation

(& 5 ny &raduate


29/57

"eading consumer goods company in India with a turno!erof s.

/8G4.11 Crore @FJBA

G ma6or strategic business units @)(A 5 Consumer Care

Di!ision@CCDA, Consumer Health Di!ision@C2DA

and International usiness Di!ision@IDA

G )ubsidiary &roup companies 5 Dabur International,Fem Care

'harma and neu and 8 step down subsidiaries; Dabur epal '!t

Ltd @=epalA,Dabur :#ypt Ltd @7gyptA,Asian Consumer Care

?an#ladesh@,Asian Consumer Care ?'akistan@,A%ri"an

Consumer Care @=igeriaA, aturelle LLC @as l ?haimah5

(7A,6eik%ield International@(7A and 9auline In"&@()A.

10 ultra$modern manu%a"turin# unitsspread around the globe


30/57

Ha.mola5 #asty digesti!es

(/al5 Fruit 6uices ' be!erages

Fem5 Fairness bleaches ' skin care products.

B illion$(upeebrands; Dabur Amla, Dabur Chyaanprash,

-atika, (/al, Dabur (ed 7oothpaste, Dabur Lal Dant

;an.an,abool, Ha.molaand Dabur Honey

)trategic positioning of Honeyas food product, leading to market

leadership @o!er 54A in branded honey market

Dabur Chyawanprash the largest selling yur!edic medicine with

o!er K+ market share.

-atika )hampoo has been the %astest sellin# shampoo brand in

India %or three years in a ro

2a6mola tablets in command with K market share of digesti!e

tablets category. bout 2&5 "rore Ha.mola tablets are "onsumed in

India e!ery day

"eader in herbal digesti!es with B market share

Consumer Health Di!ision @C2DA offers a range

of classical Ayur!edi" medi"inesand yur!edic 9#C products that

deli!er the age5old benefits of yur!eda in modern ready5to5use formats

2as more than G products sold through prescriptions as well as

o!er the counter
http://www.dabur.com/Products-Ayurvedic%20Specialitieshttp://www.dabur.com/Products-Ayurvedic%20Specialities


31/57

%a6or categories in traditional formulations include;

5 sa! rishtas

5 as asayanas

5 Churnas

5 %edicated 9ils

atika

&rowing at a C& of GG in the last K years and contributes to

about / of total sales

HIS7O(E


32/57

#he story of Dabur goes back to 1884, to a young doctor armed with a

degree in medicine and a burning desire to ser!e mankind. #his young man,

Dr. ).?. urman, laid the foundations of what is today known as Dabur

India "imited. #he brand name Dabur is deri!ed from the words Da for

ODaktar$ or ODoctor$ and bur from urman. From those humble

beginnings, the company has grown into Indias leading manufacturer of

consumer healthcare, personal care and food products. 9!er its 1/+ years of

eistence, the Dabur brand has stood for goodness through a natural

lifestyle. n umbrella name for a !ariety of products, ranging from hair

care to honey, Dabur has consistently ranked among India$s top brands. Itsbrands are built on the foundation of trust that a Dabur offering will ne!er

cause anyone slightest of harm. #he trust le!els that this brand en6oys are

phenomenally high.


33/57

A"knoled#ement


34/57

De"laration

I declare that


35/57

Certi%i"ate

#he pro6ect report titled 9ob :mployment opportunity %or ;ana#ement

Student in DaburG is prepared by ;iss&ula%sha ee &&A& ?Hons&@ *th

)7% under the guidance and super!ision of ;rs& Ankita 9ain , for partial

fulfillment of the Degree ...

Si#nature o% super!isor Si#nature O% :


36/57

(:C(8I7;:7

ecruitment and selection are the most important functions in an

organiation because with the help of these functions the management

selects the best a!ailable candidate from a batch of them. #he

organiations, in this growing competiti!e world, need to ha!e the best of

the manpower so as to ha!e an edge o!er its competiti!e.

ccording to Flippo, Qecruitment is the process of searching for

prospecti!e employees and stimulating and encouraging them to apply for

6obs in an organiation.Q

In the words of Joder, Qecrutiment is a process to disco!er the sources

of manpower to meet the re-uirements of the staffing schedule and to

employ effecti!e measured for attracting that manpower in ade-uate

numbers to facilitate effecti!e selection of an efficient working force.Q

7he re"ruitment needs "an be "lassi%ied into$


37/57

F:A78(:S>

ecruitment is a process or a series of acti!ities rather than a single

e!ent.

It is a linking acti!ity as it brings together the employers and

employees.

It is positi!e process because in this acti!ity the employers want to

ha!e the maimum number of 6ob seekers so as to ha!e a wider

scope for choice ultimately leading in spotting right persons for 6ob.

It is an important function as it makes it possible to ac-uire the

number and type of persons re-uired for the effecti!e functioning of

the organiation.

It is an on going function in all the organiations, but the !olume andnature of recruitment !aries with the sie, nature and en!ironment of

the organiation.

It is a comple process because a number of factors affect it 55the

nature of the 6ob offered, image of the organiation, organiational

policies, working conditions etc.


38/57

SO8(C:S OF (:C(8I7;:7>

7he !arious sour"es o% re"ruitment are $

Internal )ources; Include5


39/57


40/57

S:L:C7IO

)election is the process of choosing the best candidate out of the all the

applicants. In this process, rele!ant information about the

applicants is collected through a series of steps so as to

e!aluate their suitability for the 6ob to be filled.

It is the process of matching the -ualifications with those re-uired for

the 6ob 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.

#his process di!ides the candidates into two categories5the suitable ones

and the unsuitable ones. #he suitable people pro!e to be the asset for the

organiation. )election is a negati!e process because in this process the

management tries to minimie 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. )elected candidate the has to pass through the

following stages5


41/57

7mployment.


42/57

supplementary screening de!ice. #hese are also helpful in better

matching of candidate and the 6ob. #hese re!eal the -ualifications,

which remain co!ered in application form and inter!iew.

)election Inter!iew in!ol!es the interaction of the employer and the

employee. )election in!ol!es a personal, obser!ational and face5to5face

appraisal of candidates for employment. It is an essential element of the

selection procedure. #he information obtained through application form

and test can be crosschecked in the inter!iew.

#he applicants who ha!e crossed the abo!e stages ha!e to go through


43/57

#he eecuti!es of the concerned departments then finally appro!e the

candidates short5listed by the human resource department. 7mployment

is offered in the form of an appointment letter mentioning the post, the

rank, the salary grade, the date by which the candidate should 6oin and

other terms and conditions in brief. ppointment is generally made on

probation of one or two years. fter satisfactory performance during this

period the candidate is finally confirmed in the 6ob on permanent basis

or regularied.

)election is an important function as no organiation can achie!e its

goals without selecting right persons for the re-uired 6ob. Faulty

selection leads to wastage of time and money and spoils the

en!ironment of an organisation. )cientific selection and placement of

personnel can go a long way in building up a stable workforce. It helps

to reduce absenteeism and labour turno!er.


44/57

FIDIS

B employees said that recruitment and selection procedure affects

the performance of the employees while 1 employees said that it

does not.

1 employees said )hri am


45/57

D( prefer the fresher only ++ in campus and 4+ =ot prefer

for fresher in campus.

D( recruit the people in other state.

%aimum 4+ persons are agree with D( and some G

persons are disagree.

1 manpower is based on pre!ious production data.

%aimum 8 is linked of !ision of the company.

%aimum cases 8 medical test is done at the time in D( but

in some cases medical test is not re-uired.

%aimum D( conducted the inter!iews is free from bais.

D( check all the information before inter!iew.

%aimum cases D( not conduct the physical eaminationbefore selection but in some cases D( conduct the physical

eamination.

%aimum 0+ persons are satisfied with recruitment process in

D( but /+ persons are not satisfied with recruitment process

in D(. In the sur!ey

%aimum D( recruitment process for the people for future

needs.

%aimum ++ fa!oritism is not done at the recruitment process but

in some cases 4+ can done.


46/57

COCL8SIO

O=ecessity is the mother of In!ention$ this is true e!erywhere. In the

study first of all I tried to find out the cause of the process of

ecruitment and selection.

I got the answer from Dabur that here in Dabur ma6or cause for the

process is its 7pansion program as Dabur is growing !astly. Few other

reasons are eplacement !acancy etirement hardly takes place here.

n organiation$s ecellence depends upon its employee$s performance,

which has not only to be maintained on a consistent le!el, but also must

be impro!ed constantly. ll this can be achie!ed if suitable employees

are selected, through proper ecruitment and )election procedure.

For the recruitment and selection !arious test include for e.g. aptitude

test ,personality test and group discussion. s we all know that, in

today$s highly competiti!e age the biggest problem is of retention of its

highly skilled employees in the organiation. ecruitment plays a !ital

role in this regard. ut it should be seen that no system is without any

flaws. 7!ery system has its strong and weak points and is open for

change at any time.

D( a well5de!eloped )election )ystem for its employee$s

de!elopment. #hus, the company pro!ides scope for employees on

future growth, career planning, training and de!elopment.


47/57


48/57

LI;I7A7IOS

#he scope of the study in terms of co!erage is limited to the Delhi

operations of the Dabur

:ithin the organisation the study is limited to the top5le!el management

of the


49/57

ILIO(A'HE

OO=S

;a#aines

India #oday

#oday$s tra!eller

usiness #oday

=es 'aper

#imes of India

2industan #imes

7conomic #imes

6eb sites

www.daburindia.com

www.indiatimes.com

(:C(8I7;:7 AD S:L:C7IO '(OC:D8(:
http://www.daburindia.com/http://www.indiatimes.com/http://www.daburindia.com/http://www.indiatimes.com/


50/57

I DA8( IDIA

Dabur India "td. selects the future employees keeping e!erything in mind

right from the -ualification of the employees to the future prospects5both of

the organisation and the employees.

#he first step in!ol!es the filling up of %anpower Indent Form. #his form

is filled up by the department, which is ha!ing the !acancy. #he form

consists of !arious -uestions which are to be answered like if the current

!acancy is a replacement !acancy, its reason is to be specified 5the factors

which resulted it like death, retirement etc.

#he department is re-uired to gi!e the -ualifications that the future

candidate should possess.

In the net step, this form is gi!en to the 2uman esource @2A

departmentR this department sees if the position can be filled through

internal sources. #he 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 2 department does not find suitable

candidate within the organisation then this department has to gi!e reasons

for it. #he form then goes to the Corporate 2 for its appro!al.

:hen the suitable candidate is not a!ailable within the organisation, the

organisation then mo!es to the outside world for filling up the !acancies.


51/57

If the number of employees re-uired is large then the company has in its

consideration three ways5

#he Data bank of the organisation.

d!ertisements.

Contacting large consultants.

#he company maintains a databank of the candidates, which is used when

the number of !acancies to be filled up is large. #he sources of databank

can be the -ualified candidates who had applied in the organisation earlier

but due to some reasons could not 6oin the organisation.

d!ertisements are the second big source to attract the candidates. #hese

are ha!ing much larger scope and reach to a number of people. #he

-ualifications re-uired by the organisation and the criteria could bedescribed in detail.

"arge number of consultants also constitutes a big source. %any people

register themsel!es with these consultants and they act as a bridge between

the organisation and the candidates. #he consultants pro!ide the company

re-uired details about all criteria. #hese consultants are fied for theorganisation, which are chosen on the basis of their performance. In case of

o!erseas recruitment it is checked whether their Indian counterparts can

perform the 6ob efficiently or not. If need arises then they are also taken

through consultants.


52/57

ut if the number of !acancies is !ery small then the organisation takes the

help of the local consultants.

#he candidates are then re-uired to fill up the pplication Form. #his form

re-uires the candidate to fill the details regarding the pre!ious employment,

if any and his personal data. #he form is ha!ing details regarding like the

marital status, organisation structure, the position held by the candidate, his

salary structure, the top three deli!eries to the organisation that pro!ed to

be beneficial to the organisation, career goals, his strengths and weaknesses

etc.

fter the application form has been duly filled and submitted, the selection

process starts wherein the candidate has to pass through !arious stages and

inter!iew. #he inter!iew panel consists of the persons from Corporate

@2A, and other persons including the eecuti!es from the department for

which the !acancy is to be filled.

#he selected candidates are then short5listed. #he short listed candidates are

then gi!en priority numbersR this is due to the reason that sometimes the

candidate who is ha!ing first priority is unable to 6oin the organisation due

to some reasons then in that case the candidate net in the priority list is

gi!en preference. #he candidate has to under go medical eamination and

his credentials are !erified.


53/57

fter -ualifying these stages, the candidate is then absorbed in the

organisation and eplained his3her duties. #his phase marks the end of the

selection procedure.

Dabur India "td.also performs Campus inter!iews as and when the need

arises. #he esteemed organisation also pro!ides apprentice training5wherein

the organisation trains the people in the working of the organisation and

gi!es then stipend. If these trainees are found useful to the organisation

then they are absorbed in the organisation else they are gi!en certificate so

that they can show this as an eperience and get a 6ob elsewhere.


54/57

R:C(8I7;:7 AD S:L:C7IO I DA8(

HI:(A(CHE OF DA8(

%rs. >andana harga!a Deputy dDirector

%r. (.?. ose C79

%r. )amir harga!e Controller

%r. ?apil ?aul C.&.%. @%')A Capt. ).


55/57

're%a"e

I am


56/57

(:S:A(CH ;:7HODOLOE

6HA7 IS (:S:A(CH ;:7HODOLOE

It is the s"ien"e that tells the method o% doin# resear"h &it mainly

"onsists o% %olloin# steps>

S De!eloping research design

S Determining the data collection method

S De!eloping sampling plan

S Conducting field work

esearch in common parlance refers to a search for

knowledge one can also define research as a specific topicS

#he word research has been deri!ed from French word

researcher means to searchS

D:FII7IO OF(:S:A(CH ;:7HODOLOE>

esearch may be defined as a careful in!estigation of en-uiry

specially through search for new facts in any branch of knowledge in a

technical sense research comprise defining problems, formulating

hypothesis or suggested solutionsR collecting, organiing ' e!aluating dataR

making deductions' reaching conclusion 'at last carefully testing the

conclusion to determine weather they fit the formulating hypothesis.


57/57

(:S:A(CH D:SI> esearch design is the conceptual structure within which research

is conducted. It constitutes the blueprint for collection, %easurement and

analysis of data. #he design use forcarrying out this research is descripti!e.

DA7A COLL:C7IO>

7ypes o% Data>

1. 'rimary Data$

primary data are those are fresh and collected for

the first and thus happen to be original characters.

/. Se"ondary Data5

It is the data that is already been collected by

someone else.

DA7A SO8(C:>

#he sources of collection of secondary data are;

J ooksJ 6ebsites

J ;a#aine

Documents

Dabur Company Slection