Final Ppt Recruitment and Selection

8/13/2019 Final Ppt Recruitment and Selection

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RECRUITMENT AND

SELECTION

PRESENTED BY:-

DALJIT KAUR

ROLL NO- 120425710

STUDENT MBA FINAL YEAR


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ABOUT BISLERI

A brand that pioneered the concept of mineral water,bottled with its distinct green label . Bisleri , is ahousehold name that has 60 % market share in packageddrinking water in India .

Bisleri was originally an Italian company createdby SIGNOR FELICE BISLERI, who first brought theidea of selling bottled water in India. Bisleri originated inItalyin a place called NOCERA UMBRAfrom a spring

called Angelica. In 1965, it was introduced in Mumbai inglass bottles in two varietes - bubbly & still. In 1969, itwas bought over by Parle. Later Parle switched over toPVC non-returnable bottles & finally advanced to PETcontainers.


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The original Parle company was split into threeseparate companies owned by the different factions ofthe original Chauhan family:

Parle Bisleri, led by Ramesh Chauhan

Parle products , led by Vijay, Sharad and AnupChauhan (owner of the brands Parle-G, Melody,Mango Bite, Poppins, Monaco and KrackJack)

Parle Agro, led by Prakash Chauhan and hisdaughters Schauna, Alisha and Nadia (owner of thebrands such as Frootiand Appy)


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Brief summary about bisleri history :

1949parle group founded by late jayantilal chuhan started

manufacturing soft drink1951parle group launches gold orange aerated drink

1965bisleri introduced in Mumbai in two varieties

1969parle bay bisleri ltd. Was bought from an Italian

enterprenuer named signor

Felice bisleri. It originated in place called nocera umbra from aspring called angelica .

1971parle group launch limca a lime flavor aerated drink

1974maaza , mango based drink is launched

1978thums up , a cola based aerated drink is launched byparle group


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2010bisleri launched limited addition of celebration

and celebrate cricket labels in 250 and 500 ml packs.

Also launched vedica natural mountain water fromHimalaya

2011bisleri launched stay protected campaign with

bissi spreading the message of protect the one you

love.

It introduced home product 15 ltr an ideal pack size

for home


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Vision

To become premium and excel brand among all mineral

water companiesAn India in which every person has uninterrupted access

to scientifically purified and fortified drinking water,

irrespective of geographical barriers or economic

limitations and to make dominant player within all brandsMission

The Aqua Green Revolution urges us to innovate

continuously, to provide every Indian access to

scientifically purified and fortified drinking water that isreadily available and easily affordable; and to support

initiatives that rejuvenate the Earth's natural sources of

pristine drinking water.


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Values

Trust: Build trust in every single individual who

interacts with the brand.

Innovation: Approach innovation not as a can-do,but as a must-do.

Seamlessness: Integrate smaller goals seamlessly toachieve the larger objective.

Commitment: Sow the seeds of commitment atevery step towards the goal.


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Bisleri management

Bisleri franchise - mineral water plant in

Ludhiana( asianlak health foods ltd.)

Board of directors

Radhe Sham poddar Executive chairmen

Mr. Neeraj poddar Management

director

Mr. Gopal poddar Management

director

Mr . Abhishek poddar GM

Senior operation


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Admin and HR head Mr. R. S. Katoch

Account manager Mr. Naresh Kumar

IT head Mr. Tirath Ram

Production manager Mr. H .K. Sachdeva

Excise and taxation head Mr. I M Oberai

Electric and maintenance head Mr. Gurpal Singh

Project manager Mr. Narayan

Quality manager Mr. Sukhwinder Singh


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sales marketing & dispatch Mr. Parminder singh

Moulding Mr. S. L. verma

Store department Mr. Amarjeet singh

transport Mr. Ranjeet singh


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Bisleri Products

It is available in 8 pack sizes: 250ml cups, 250ml bottles,

500ml, 1 litre, 1.5 litre, 2 litre, 5 litre, and 20 litre.


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Vedica- Every drop ofvedica mountain water fillsyou with natural

benediction.it fed by chastesnow , seasoned with herbs

and minerals and purified

by natural filters the water

gushes from the Himalayato fill your being with the

mysticism of ages gone by

Fizzy sodait is a most

recent product of bislery .It is a carbonated water and

comes under soft water

segment


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Facilities and accessoriesregarding product

Chotukool

Faucet

Stand


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Environmental program run by bisleri

One of the guiding principles of the Aqua Green

Revolution is to return profits to the environment'.

Bisleri has joined hands with governments, communities

and individuals, to preserve our planet's delicate

environmental balance.Diverting the rain water into tanks and ponds

JCERT (Jayanti Lal Chauhan Trust )

Water Harvesting

PET recycling


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INTRODUCTION

The human resources are the most important assets of

an organization. The success or failure of anorganization is largely dependent on the caliber of the

people working therein. In order to achieve the goalsor the activities of an organization, therefore, they needto recruit people with requisite skills, qualifications and

experience.The objective of the study is to analyze the actualrecruitment process in bislery, and to evaluate how farthis process confirms to the purposes underlying theoperational aspects of the industry. How far the process

is accepted by it? And what are the options of thefamily members of the organization? The study onrecruitment highlights the need of recruitment in

bislery.


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Decentralized recruitment

It is the case of conglomerates

operating in different and diverse

business areas. With diverse andgeographically spread business

areas and offices, it becomes

important to understand the needs

of each department and frame the

recruitment policies and

procedures accordingly. Each

department carries out its own

recruitment. Choice between the

two will depend upon

management philosophy and

needs of particular organization.

In some cases combination of both

is used. Lower level staffs as well

as top level executives are

recruited in a decentralized

manner.

BENEFITS

Distribution of burden of

top executive

Increased motivation and

morale

Maintenance of Secrecy

Facilitate effective control

and quick decision


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Sources of recruitment

Internal sources

Persons already working in

an organization

Whenever any vacancy

arises, someone from within

the organization is

upgraded, transferred,

promoted or even demoted.

Candidates referred by

unions, friends, relativesand existing employees

Merits

Increase in Morale

Better Selection

Economical Internal

Labor- turnover is reduced

Better Labor-ManagementRelation

Demerits

Check on Young Blood

Limited choice

Encourages Favoritism


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EXTERNAL SOURCES

Students from reputed

educational institutions

Candidates forwarded by

search firms and contractors

Candidates responding to the

advertisements, issued by theorganization

walk-ins interviews

Merits

Entry of young blood Wide choice

Less Chances of Favoritism

Competition & motivation

Demerits

Decrease in Morale of

Existing Employees

Chances of Wrong Selection

Costly Source

Increase in Labour-turnover

Deterioration in Lab our-

Management Relationship


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FACTORS EFFECTING RECRUITMENT

the following are the two important factors affecting recruitment:-

INTERNAL FACTORS

recruiting policy

temporary and part-time employees

recruitment of local citizens

engagement of the company in hrp

companyssize

cost of recruitment company's growth and expansion

EXTERNAL FACTORS

supply and demand factors

unemployment rate

labour-market conditions

political and legal considerations

social factors

economic factors

technological factors


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GENERAL STEPS OF RECRUITMENT

1. Getting the job posted

2. Advertising

3. Receiving applications and resumes

4. Screening of applications and resumes

5. Interviewing candidate

6. Checking reference7. Requesting the hire of final candidate and submitting

the additional required information.

8. Approving the hire request

9. Extending job offers

10. Completing the administrative processes following the

acceptance of job offer


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ANALYSIS OF STUDY


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BEST WAY TO RECRUIT PEOPLE

40%

25%

20%

15%

Chart Showing the Best way to Recruit People is

Advertisement Walk-ins Variable Search Firms


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Sources used by company for recruitment

3%

35%

18%

12%

5%

25%

2%

campus consultants walk-ins advertismenta

job fairs job portals others


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factors that influenced you the most while

considering your current employment

14%

43%

43%

0%

Salary Package

Brand Image

Challenging Role

Benefits


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Does company disclose the job specification

at the time of selection of candidate

93%

0%7%

Yes

No

Partially


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FINDINGS

Major source for the recruitment of employee areconsultant, advertisement and job websites .

Advertisements is the most suitable source for hiringmiddle level employees.

Company is not making use of outsourcing forrecruitment.

Company is using conventional techniques for therecruitment of its employees

The company posts jobs on some job website andinternet services .

The databanks are not properly maintained. It is morefile based than computer based


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The dead bio-data are never being destroyed.

Salary comparison is not justifies

Manpowers are recruited from private placementconsultancy, who are demanding high amount of fees,

where as HRD Department is not fully utilised to recruit

manpower by advertisement.

Manpower is recruited from reliable source however

efficiency does not recognize


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Suggestion and Recommendation

Company should make use of modern techniques for the

recruitment of its employees.

Special emphasis should be given to the skills, knowledge

and experience of the applicants in their recruitment.

Employees should be well-informed regarding the

recruitment process and criteria for such recruitment.

The Data Banks should be computerized.

The dead CVs should be destroyed.

Salary comparison should be done adequately to retain theold employees.


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External source of recruitment should be given equal

importance with internal source

Proper inquiry should be done regarding previousemployment of a candidate before recruitment to

avoid industrial disputes.

Each level of employee should be formally inducted and

introduced to the Departmental Head. If not all levels, atleast Asst. Manager and above category of employees.

Manpower planning should be followed before

recruiting.


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CONCLUSION

Studying the recruitment procedures of Bisleri. Analyzingthe respondentsanswers, opinion survey and data analysisthe research I came to a conclusion that Bislery is agrowing Company. It has a separate personnel departmentwhich is entrusted with the task of carrying out the variousefficiently. The business of Bislery is carried on in a veryscientific manner. In the saturation point of business itneed not waste the time to diversify into the another

business. Management understands the business gamevery well. At the time of difficulty it takes necessaryaction to solve the problem. Now the personnel departmentof Bislery is in infancy stage. It always try to modernizethe department. It strongly believes in manpower positionof the organization because it knows in the absence of Mfor man all Mslike money, material, machines, methodsand motivation are failure. It always tries to develop thehuman resources. In the absence of right man, material,money, machines all things will not be properly utilized.So it always recruits manpower in a scientific manner.


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Documents

Final Ppt Recruitment and Selection