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EUREKA FORBES LTD.
PROJECT REPORT
ON“UNDERSTANDING THE RECRUITMENT & SELECTION PROCESS AT EUREKA FORBES : a study of selection of customer sales specialist in Kolkata”
In Partial fulfillment of the Master of Business Administration (HUMAN RESOURCE)
Submitted by : Arun Ghosh
Roll No – 09148009008
Academic Year -2009-2011
Under the Guidance of :
Mr.Unus Molla(HR Manager) Prof.Monodip Ray Chowdhury(Dean of MBA Dept.)
Company Guide Internal Guide
FUTURE INSTITUTE OF ENGINEERING AND MANAGEMENTSONARPUR STATION ROAD, KOLKATA – 700 150.
WEBSITE : www.fiemonline.org
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DECLARATION
The Summer project on “Understanding the selection process at Eureka Forbes : a study of selection of customer sales specialist in Kolkata” is the original work done by me. This is the property of the institute and use of the report without prior permission of the institute will be considered illegal and actionable.
(Arun Ghosh)
Date :
Place :Kolkata
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ACKNOWLEDGEMENT
The joy of ingenuity!!! This is doubtlessly what this project is about. Before getting to brass tacks of things. I would like to add a heartfelt word for the people who have helped me in bringing out the creativeness of this project.
To commence with things I would like to take this opportunity to gratefully and humbly thank to Mr. Unus Molla, Project guide, Eureka Forbes Ltd, Kolkata, for being appreciative enough by giving me an opportunity to undertake this project in Eureka Forbes.
Respected guide Mr Monodip Roy Chowdhury, Faculty, Future Institute Of Engineering and Management, Kolkata for his undeterred guidance for the completion of the report.
Mr.Shilajit Ghosh,Director of Future institute of Engineering and Management, and Professor(Dr)Mousumi Ghosh,Director of Future Business School, Kolkata, for their continuous support, encouragement and support.
I owe my gratitude to Mr.Subrata Chatterjee for expressing a keen interest in organizing the project and doing the needful.
My parent’s need special mentions here for their constant support and love in my life.
I also thank my friends and well wishers, who have provided their whole hearted support to me in this exercise. I believe that this Endeavor has prepared me for taking up new challenging opportunities in future.
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Executive Summary
The project titled “UNDERSTANDING THE RECRUITMENT AND SELECTION PROCESS AT EUREKA DORBES : A STUDY OF SELECTION OF CUSTOMER SALES SPECIALIST IN KOLKATA” Undertaken in Eureka Forbes Ltd.
Eureka Forbes is Asia’s largest direct selling organization. It is a part of Shapoorji Pallonji Group…Pioneer in vacuum cleaner and water purifier technology – operating from 220 branches, covering 100 cities, with over 7000 Euro champs in INDIA & ABROAD……
Eureka Forbes has achieved……4th rank as best employeer in 2007 (Hewitt Associates survey )
ISO 9001, 9002 and 14001 certified company
A case study of Harvard Business School since 2005
Award Make (Most Admired Knowledge Enterprise, U.K ) Award
Super Brand Award, Mera Brand Award….
International operation in 50 countries
The project report is about recruitment and selection process that is an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. It is a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career.
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There are two types of factors that affect the Recruitment of candidates for the company
Internal factors
External factors
The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.
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CONTENTSPAGE NO
DECLARATION 2
ACKNOWLEDGEMENT 3
EXECUTIVE SUMMARY 4 - 5
1.CHAPTER – 1 INTRODUCTION 10 - 19
1.1 INTRODUCING THE TOPIC
1.2 PROJECT OBJECTIVES
1.3 PROJECT SCOPES
1.4 RESEARCH METHODOLOGY
1.5 LIMITATION OF PROJECT
2. CHAPTER – 2 LITERATURE REVIEW 20 - 73
2.1 INTRODUCTION OF RECRUITMENT
AND SELECTION
2.2 MEANING OF RECRUITMENT
2.3 NEED OF RECRUITMENT
2.4 RECRUITMENT PROCESS
2.5 EVALUATION OF RECRUITMENT PROCESS
2.6 SOURCES OF RECRUITMENT
2.7 60- SECOND GOIDE TO HIRING
THE RIGHT PEOPLE
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2.8 SELECTION
2.9 SELECTION PROCESS
2.10 FOUR APPROCHES TO SELECTION
2.11 PROBLEM IN EFFECTIVE SELECTION
3. CHAPTER – 3 COMPANY PROFILE 74 - 113
3.1 EUREKA FORBES LTD. – THE ORGANIZATION
3.1.1 Vision
3.1.2 Mission
3.1.3 Value
3.2 PRODUCT CATEGORIES
3.2.1 Water Purification System
3.2.2 House Cleaning System
3.2.3 Water Purification System
3.2.4 Vaccum Cleaning System
3.2.5 Secure Homes
3.2.6 Industrial Water Purification System
3.3 STRATEGIC DIRECTION
3.4 ENVIRONMENT
3.5 MILESTONES
3.6 EUREKA FORBES INSTITUTE OF ENVIRONMENT
3.7 PEOPLE
3.8 EUREKA FORBES LTD. – RELATIONSHIP
3.9 EUREKA FAMILY
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3.10 NEW AVENUES
3.11 CARRER
3.12 DREAMS
3.13 FUTURE PLAN
3.14 THE TARGET
3.15 PRESS CENTRE
3.16 CASE STUDY IN HARVARD BUSINESS SCHOOL
4. CHAPTER – 4 RESEARCH STUDY AND ANALYSIS 114 - 127
4.1DEFINITION OF RESEARCH
4.2 RESEARCH DESIGN
4.3 DESCRIPTIVE RESEARCH DESIGN
4.4 DATA COLLECTION
4.5 DATA ANALYSIS
4.6 SOURCES OF DATA COLLECTION
4.7 DATA TYPE
4.8 PREPARING THE QUESTIONNAIRE
4.9 INTERVIEW
4.10 SAMPLE UNIT
4.11 SAMPLE SIZE
4.12 SAMPLE DESIGN
SECTION – 1 EUREKA FORBES CURRENT SCHENARIO 120 - 133
SECTION – 2 PROJECT STUDY 134 - 137
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SECTION – 3 COLLEGES VISITED 138 - 144
5. CHAPTER – 5 DATA ANALYSIS AND INTERPRETATION 145 - 162
5.1 PIE CHART – 1
5.2 PIE CHART – 2
5.3 PIE CHART – 3
5.4 PIECHART – 4
5.5 PIE CHART – 5
5.6 PIE CHART – 6
5.7 PIE CHART – 7
5.8 PIE CHART – 8
5.9 PIE CHART – 9
6. FINDINGS, RECOMMENDATIONS, CONCLUSIONS & CASE STUDY 163 - 169
6.1 FINDINGS
6.2 RECOMMENDATIONS
6.3 CONCLUSIONS
6.4 CASE STUDY
BIBLOGRAPHY 170
ANNEXURE 171 - 236
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Chapter – 1
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1.1 INTRODUCTION TO THE TOPIC
Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS:
“There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors”.
Meaning of HUMAN RESORCE MANAGEMENT
Human Resource plays a crucial role in the development process of the modern economics.
ARTHUR LEWIS observed
“There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors”.
Human resource management is the management of employee’s skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, labour management relationship, employee –employer relationship, industrial relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sence, human resource management means employing people, developing their resources, utilizing,
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maintaining and compensating their services in tune with the job and organizational requirements.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT :
Administration:
Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staff
Benefits:
Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others.
Compensation:
Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions
Employee relations:
Disciplinary processes, incident investigations, complaint/grievance procedures, labor-management relations.
Employee services:
Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards
Fiscal:
Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing.
Health and safety:
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Employee assistance, workers compensation claims, drug testing, safety compliance and training.
Leaves of absence:
State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods.
Payroll administration:
Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards
Performance appraisal:
Employee files, litigation files, payroll records, safety records and other administrative files
Record-keeping:
Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing.
Recruitment:
Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce.
Selection:
After identifying the sources of human resources, searching for prospective employees and stimulation helps too apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time.
Separations and terminations:
Rights upon termination of employment, severance benefits, unemployment compensation, exit interviews.
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Training and development:
County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Benefits orientation for new and transferring employees, Supervisory newsletter.
Salary and benefits:
Salary/wage plans, employee benefits.
IMPORTANCE OF HUMAN RESOURCE MANAGEMENT:
1: Attract highly qualified and competent people
2: Ensure that‟s the selected candidate stays longer with the company.
3: Make sue that there is match between cost and benefit.
4: Helps the organization to create more culturally diverse workforce
Whereas, the poor quality of selection means extra cost on training and supervision. Further in more , when recruitment fails to meet organizational needs for talent, a typically response is to raise entry level pay scales . This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success.
The project report is all about recruitment and selection process that’s an important part of any organization.
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Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individual will come to know a company, and eventually decide whether they wish to work for it. Organizations have to recruit people with requisite skills, qualification and experience, if they have to survive and flourish in a highly competitive environment. While doing so they have to be sensitive to economic, social, political and legal factors within a country. To be effective, they need to tap all the available sources of supply both internal and external.
In a highly competitive market every organization need to have very efficient and effective recruitment process, which should reduction in time and cost involved in the recruitment process. Longer the recruitment cycle time it leads to high cost to the companies.
Recruitment is a positive impact to an organization since it identifies and encourages applicants to apply for the jobs. Additionally, many managers start recruiting only when some one is leaving, so it’s better to establish an ongoing recruitment programme so that effective recruitment process with the less time and increased effort results in success to the organization.
Selection is the second step in the process of procurement of people. It is the process of choosing the individual who posses the necessary skill, abilities and personalities to successfully fill specific jobs in the organization.
Selection is a negative process as it involves the taking of suitable people for the organization and rejection or elimination of unsuitable applicants.
The selection procedure must be designed carefully because errors committed at the time of selection may prove to be very costly. So proper selection and placement of personnel will keep the rates of absenteeism and labour turn over low.
Eureka Forbes Limited is a hardcore marketing company and its annual turnover is 1600 core also a highly employment creating organization, one side it involves with manufacturing division and other side deals with selling so its requires a huge employee.
For that reason an ongoing recruitment process going on into the organization. As my project work deals with recruitment and selection process of the organization.
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1.2 PROJECT OBJECTIVES
1.To study the recruitment and selection procedure followed in EUREKA FORBES LTD.
2. To study the various sources of recruitment followed in EUREKA FORBES
3. To learn what is the process of recruitment and selection that should be followed.
4. To search or headhunt people whose skill fits into the company’s values.
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1.3 PROJECT SCOPES
1.To understand the complete Recruitment & Selection Process at Eureka Forbes Ltd.
2. To Study and analyze the recruitment season 2010.
3. To Find out the efficiencies of recruitment sources.
4. To Find out the effectiveness of Recruitment Process through various metrics.
5.To help the company to determine how they make their recruitment and selection programs more effective.
6.To provide a systematic recruitment process.
1.4 REASERCH METHODOLOGY
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In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out.
Research was carried out at Eureka Forbes Ltd. to find out the “Recruitment and selection process”.
DATA COLLECTION:
Primary Data:
Primary data was collected through survey method by distributing questionnaires to branch manager and other sales manager. The questionnaires were carefully designed by taking into account the parameters of my study.
Secondary Data:
Data was collected from books, magazines, web sites, going through the records of the organization, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.
1.5 LIMITATIONS OF PROJECTEvery research is conducted under some constraints and this research is not an exception. Limitations of the study are as fallows:
1. The study is limited to the areas of Kolkata.
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2.The sample size of only 20 was taken from a large Institutions and Colleges for the purpose of study, so can be difference results of the sample from total Institutions and Colleges in Kolkata.
3.Non availability of adequate data also limited the scope of the study to some extent.
4.I faced the limitation that respondents were unwilling to provide information.
5.Most of the faculty were reluctant to go into details because of their busy schedules.
6.Due to continuous change in environment, what is relevant today may be irrelevant tomorrow.
7.The project was conducted in the short period of 6-8week and so the findings can not be generalized for all times.
8.Some of the information being confidential was not included in the study.
9.The scope of the study by and large is very vast. It is difficult to satisfy all the area therefore an attempt is made to cover as much as possible.
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CHAPTER - 2
LITERATURE REVIEW
2.1 INTRODUCTION
Recruitment and Selection
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Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel.
Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function.
Every organization needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities.
‘Right person for the right job’ is the basic principle in recruitment and selection. Ever organization should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organization/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential. Human resource management in an organization will not be possible if unsuitable persons are selected and employment in a business unit.
2.2 MEANING:
RECRUITMENTRecruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected.
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A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection.
In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc. are used.
In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees.
Definition: According to EDWIN FLIPPO, ”Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”
2.3 Need for recruitment:
The need for recruitment may be due to the following reasons / situation:
a)Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover.
b)Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.
Purpose and importance of Recruitment:
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1. Determine the present and future requirements of the
organization on conjunction with its personnel-planning and job
analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by
reducing the number of visibly under qualified or overqualified
job applicants.
4. Help reduce the probability that job applicants, once recruited
and selected, will leave the organization only after a short period
of time.
5. Meet the organization’s legal and social obligations regarding the
composition of its work force.
6. Begin identifying and preparing potential job applicants who will
be appropriate candidates .
7. Increase organizational and individual effectiveness in the short
term and long term.
8. Evaluate the effectiveness of various recruiting techniques and
sources for all types of job applicants.
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Recruitment is a positive function in which publicity is given to the
jobs available in the organization and interested candidates are
encouraged to submit applications for the purpose of selection.
Recruitment represents the first contact that a company makes
with potential employees. It is through recruitment that many individuals
wil l come to know a company, and eventually decided whether they wish
to work for it . A well-planned and well-managed recruiting effort wil l
result in high quality applicants, whereas, a haphazard and piecemeal
efforts wil l result in mediocre ones.
Unscientific Recruitment and Selection:
Previously, the selection of candidates was influenced by
superstit ions, beliefs, personal prejudices of managers looking after the
recruitment and selection of the staff.
The net result of such unscientif ic recruitment and selection are:
(a) Low productivity of labour
(b) High turnover
(c) Excessive wastage of raw materials
(d) More accidents and corresponding loss to the organization
(e) Inefficient working of the whole organization and finally
(f) Ineffective executive of training and management development
programs
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Scientific recruitment and selection
The importance of selection recruitment and selection of staff is
now accepted in the business world. Selection is important as it has its
impact on work performance and employee cost. As result scientif ic
methods of recruitment and selection are extensively for the selection of
managers and the supervisory staff. The assistance of experts such as
industrial psychologist and management consultants are also taken for
the purpose of scientif ic selection. As a result, the objective of “right
man for the right job” is achieved in many organizations. Moreover,
“right job” is the basic principle in manpower procurement.
2.4 RECRUITMENT PROCESS
Recruitment refers to the process of identifying and attracting job
seekers so as to build a pool of qualif ied job applicants. The process
comprises f ive interrelated stages, viz,
1. Planning.
2. Strategy development.
3. Searching.
4. Screening.
5. Evaluation and control.
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The ideal recruitment programme is the one that attracts a
relatively larger number of qualif ied applicants who wil l survive the
screening process and accept positions with the organization, when
offered. Recruitment programmes can miss the ideal in many ways i .e. by
fai l ing to attract an adequate applicant pool, by under/over sell ing the
organization or by inadequate screening applicants before they enter the
selection process. Thus, to approach the ideal, individuals responsible for
the recruitment process must know how many and what types of
employees are needed, where and how to look for the individuals with
the appropriate qualif ications and interests, what inducement to use for
various types of applicants groups, how to distinguish applicants who are
qualif ied from those who have a reasonable chance of success and how to
evaluate their work.
STAGE 1:
RECRUITMENT PLANNING:
The first stage in the recruitment process is planning. Planning
involves the translation of l ikely job vacancies and information about the
nature of these jobs into set of objectives or targets that specify the (1)
Numbers and (2) Types of applicants to be contacted.
Numbers of contact :
Organization, nearly always, plan to attract more applicants than they
wil l hire. Some of those contacted wil l be uninterested, unqualif ied or
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both. Each time a recruitment Programme is contemplated, one task is to
estimate the number of applicants necessary to f i l l al l vacancies with the
qualif ied people.
Types of contacts:
It is basically concerned with the types of people to be informed about job
openings. The type of people depends on the tasks and responsibilities
involved and the qualifications and experience expected. These details are
available through job description and job specification.
STAGE 2:
STRATEGY DEVELOPMENT :
When it is estimated that what types of recruitment and how many
are required then one has concentrate in (1). Make or Buy employees.
(2). Technological sophistication of recruitment and selection devices.
(3). Geographical distribution of labour markets comprising job
seekers. (4). Sources of recruitment. (5). Sequencing the activities in
the recruitment process.
‘Make’ or ‘Buy’:
Organization must decide whether to hire le skilled employees and
invest on training and education programmes, or they can hire skilled
labour and professional. Essentially, this is the ‘make’ or ‘buy’ decision.
Organizations, which hire skilled and professionals shall have to pay more
for these employees.
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Technological Sophistication:
The second decision in strategy development relates to the methods
used in recruitment and selection. This decision is mainly influenced by
the available technology. The advent of computers has made it possible
for employers to scan national and international applicant qualification.
Although impersonal, computers have given employers and ob seekers a
wider scope of options in the initial screening stage.
Where to look:
In order to reduce the costs, organizations look in to labour markets
most likely to offer the required job seekers. Generally, companies look in
to the national market for managerial and professional employees,
regional or local markets for technical employees and local markets
for the clerical and blue-collar employees.
When to look:
An effective recruiting strategy must determine when to look-decide
on the timings of events besides knowing where and how to look for job
applicants .
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STAGE 3:
SEARCHNG:
Once a recruitment plan and strategy are worked out, the search
process can begin. Search involves two steps
A). Source activation and
B). Sell ing.
A). SOURCE ACTIVATION:
Typically, sources and search methods are activated by the
issuance of an employee requisit ion. This means that no actual recruiting
takes place unti l lone managers have verif ied that vacancy does exist or
wil l exist.
If the organization has planned well and done a good job of
developing its sources and search methods, activation soon results in a
flood of applications and/or resumes.
The application received must be screened. Those who pass have to
be contacted and invited for interview. Unsuccessful applicants must be
sent letter of regret.
B). SELLING:
A second issue to be addressed in the searching process concerns
communications. Here, organization walks tightrope. On one hand, they
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want to do whatever they can to attract desirable applicants. On the other
hand, they must resist the temptation of overselling their virtues.
In sell ing the organization, both the message and the media
deserve attention. Message refers to the employment advertisement.
With regards to media, it may be stated that effectiveness of any
recruiting message depends on the media. Media are several-some have
low credibil ity, while others enjoy high credibil ity. Selection of medium
or media needs to be done with a lot of care.
STEP 4:
SCREENING:
Screening of applicants can be regarded as an integral part of the
recruiting process, though many view it as the first step in the selection
process. Even the definition on recruitment, we quoted in the beginning
of this chapter, excludes screening from its scope. However, we have
included screening in recruitment for valid reasons. The selection process
wil l begin after the applications have been scrutinized and short-l isted.
Hiring of professors in a university is a typical situation. Application
received in response to advertisements is screened and only el igible
applicants are called for an interview. A selection committee comprising
the Vice-chancellor, Registrar and subject experts conducts interview.
Here, the recruitment process extends up to screening the applications.
The selection process commences only later.
Purpose of screening
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The purpose of screening is to remove from the recruitment
process, at an early stage, those applicants who are visibly unqualif ied
for the job. Effective screening can save a great deal of t ime and money.
Care must be exercised, however, to assure that potential ly good
employees are not rejected without justif ication.
In screening, clear job specifications are invaluable. It is both good
practice and a legal necessity that applicant’s qualif ication is judged on
the basis of their knowledge, ski l ls, abil it ies and interest required to do
the job.
The techniques used to screen applicants vary depending on the
candidate sources and recruiting methods used. Interview and application
blanks may be used to screen walk-ins. Campus recruiters and agency
representatives use interviews and resumes. Reference checks are also
useful in screening.
STAGE 5:
EVALUATION AND CONTROL:
Evaluation and control is necessary as considerable costs are incurred in
the recruitment process. The costs generally incurred are: -
1. Salaries for recruiters.
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2. Management and professional time spent on preparing job
description, job specifications, advertisements, agency l iaison and so
forth.
3. The cost of advertisements or other recruitment methods, that is,
agency fees.
4. Recruitment overheads and administrative expenses.
5. Costs of overtime and outsourcing while the vacancies remain
unfil led.
6. Cost of recruiting unsuitable candidates for the selection process.
2.5 EVALUATION OF RECRUITMENT PROCESS
The recruitment has the objective of searching for and obtaining
applications for job seekers in sufficient number and quality. Keeping this
objective in the mind, the evaluation might include:
1. Return rate of application sent out.
2. Number of suitable candidates for selection.
3. Retention and performance of the candidates selected.
4. Cost of the recruitment process
5. Time lapsed data
6. Comments on image projected.
2.6 Sources of Recruitment
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SOURCES OF MANAGERIAL RECRUITMENT
INTERNAL SOURCES EXTERNAL SOURCES
1) Promotion 1) Campus recruitment
2) Transfers 2) Press advertisement
3) Internal notification 3) Management consultancy service
(Advertisement) & private employment exchanges
4) Retirement 4) Deputation of personnel or transfer from
one enterprise to another
5) Recall 5) Management training schemes
6) Former employees 6) Walk-ins, write-ins, talk-ins
7) Miscellaneous external sources
The sources of recruitment can be broadly categorized into internal and
external sources-
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(I) Internal Recruitment – Internal recruitment seeks
applicants for positions from within the company. The various internal
sources include
Promotions and Transfers –
Promotion is an effective means using job posting and
personnel records. Job posting requires notifying vacant positions by
posting notices, circulating publications or announcing at staff
meetings and inviting employees to apply. Personnel records help
discover employees who are doing jobs below their educational
qualifications or skill levels. Promotions has many advantages like it is
good public relations, builds morale, encourages competent individuals
who are ambitious, improves the probability of good selection since
information on the individual’s performance is readily available, is
cheaper than going outside to recruit, those chosen internally are
familiar with the organization thus reducing the orientation time and
energy and also acts as a training device for developing middle-level
and top-level managers. However, promotions restrict the field of
selection preventing fresh blood & ideas from entering the
organization. It also leads to inbreeding in the organization. Transfers
are also important in providing employees with a broad-based view of
the organization, necessary for future promotions.
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Employee referrals-
Employees can develop good prospects for their families and
friends by acquainting them with the advantages of a job with the
company, furnishing them with introduction and encouraging them to
apply. This is a very effective means as many qualified people can be
reached at a very low cost to the company. The other advantages are
that the employees would bring only those referrals that they feel
would be able to fit in the organization based on their own experience.
The organization can be assured of the reliability and the character of
the referrals. In this way, the organization can also fulfill social
obligations and create goodwill.
Former Employees-
These include retired employees who are willing to work on a
part-time basis, individuals who left work and are willing to come back
for higher compensations. Even retrenched employees are taken up
once again. The advantage here is that the people are already known to
the organization and there is no need to find out their past performance
and character. Also, there is no need of an orientation programme for
them, since they are familiar with the organization.
Dependents of deceased employees-
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Usually, banks follow this policy. If an employee dies, his /
her spouse or son or daughter is recruited in their place. This is usually
an effective way to fulfill social obligation and create goodwill.
Recalls : -
When management faces a problem, which can be solved only by a
manager who has proceeded on long leave, it may de decided to recall
that persons after the problem is solved, his leave may be extended.
Retirements : -
At times, management may not f ind suitable candidates in place of
the one who had retired, after meritorious service. Under the
circumstances, management may decide to call retired managers with
new extension.
Internal notification (advertisement) : -
Sometimes, management issues an internal notif ication for the
benefit of existing employees. Most employees know from their own
experience about the requirement of the job and what sort of person
the company is looking for. Often employees have friends or
acquaintances who meet these requirements. Suitable persons are
appointed at the vacant posts.
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(II) External Recruitment – External recruitment seeks applicants for
positions from sources outside the company. They have outnumbered the
internal methods. The various external sources include
Professional or Trade Associations :-
Many associations provide placement service to its
members. It consists of compiling job seeker’s lists and providing
access to members during regional or national conventions. Also, the
publications of these associations carry classified advertisements from
employers interested in recruiting their members. These are
particularly useful for attracting highly educated, experienced or
skilled personnel. Also, the recruiters can zero on in specific job
seekers, especially for hard-to-fill technical posts.
Advertisements :-
It is a popular method of seeking recruits, as many recruiters
prefer advertisements because of their wide reach. Want ads describe
the job benefits, identify the employer and tell those interested how to
apply. Newspaper is the most common medium but for highly
specialized recruits, advertisements may be placed in professional or
business journals.
Advertisements must contain proper information like the job
content, working conditions, location of job, compensation including
fringe benefits, job specifications, growth aspects, etc. The
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advertisement has to sell the idea that the company and job are perfect
for the candidate. Recruitment advertisements can also serve as
corporate advertisements to build company’ image. It also cost
effective.
Employment Exchanges:-
Employment Exchanges have been set up all over the country
in deference to the provision of the Employment Exchanges
(Compulsory Notification of Vacancies) Act, 1959. The Act applies to
all industrial establishments having 25 workers or more each. The Act
requires all the industrial establishments to notify the vacancies before
they are filled. The major functions of the exchanges are to increase
the pool of possible applicants and to do the preliminary screening.
Thus, employment exchanges act as a link between the employers and
the prospective employees. These offices are particularly useful to in
recruiting blue-collar, white collar and technical workers.
Campus Recruitments:-
Colleges, universities, research laboratories, sports fields
and institutes are fertile ground for recruiters, particularly the
institutes. Campus Recruitment is going global with companies like
HLL, Citibank, HCL-HP, ANZ Grindlays, L&T, Motorola and Reliance
looking for global markets. Some companies recruit a given number of
candidates from these institutes every year. Campus recruitment is so
much sought after that each college; university department or institute
will have a placement officer to handle recruitment functions.
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However, it is often an expensive process, even if recruiting process
produces job offers and acceptances eventually. A majority leave the
organization within the first five years of their employment. Yet, it is a
major source of recruitment for prestigious companies.
Walk-ins, Write-ins and Talk-ins-
The most common and least expensive approach for
candidates is direct applications, in which job seekers submit
unsolicited application letters or resumes. Direct applications can also
provide a pool of potential employees to meet future needs. From
employees’ viewpoint, walk-ins are preferable as they are free from the
hassles associated with other methods of recruitment. While direct
applications are particularly effective in filling entry-level and
unskilled vacancies, some organizations compile pools of potential
employees from direct applications for skilled positions. Write-ins are
those who send written enquiries. These jobseekers are asked to
complete application forms for further processing. Talk-ins involves
the job aspirants meeting the recruiter (on an appropriated date) for
detailed talks. No application is required to be submitted to the
recruiter.
Contractors:-
They are used to recruit casual workers. The names of the
workers are not entered in the company records and, to this extent;
difficulties experienced in maintaining permanent workers are avoided.
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Consultants:-
They are in the profession for recruiting and selecting
managerial and executive personnel. They are useful as they have
nationwide contacts and lend professionalism to the hiring process.
They also keep prospective employer and employee anonymous.
However, the cost can be a deterrent factor.
Head Hunters:-
They are useful in specialized and skilled candidate working
in a particular company. An agent is sent to represent the recruiting
company and offer is made to the candidate. This is a useful source
when both the companies involved are in the same field, and the
employee is reluctant to take the offer since he fears, that his company
is testing his loyalty.
Radio, Television and Internet:-
Radio and television are used to reach certain types of job
applicants such as skilled workers. Radio and television are used but
sparingly, and that too, by government departments only. Companies in
the private sector are hesitant to use the media because of high costs
and also because they fear that such advertising will make the
companies look desperate and damage their conservative image.
However, there is nothing inherently desperate about using radio and
television. It depends upon what is said and how it is delivered.
Internet is becoming a popular option for recruitment today. There are
specialized sites like naukri.com. Also, websites of companies have a
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separate section wherein; aspirants can submit their resumes and
applications. This provides a wider reach.
Competitors:-
This method is popularly known as “poaching” or “raiding”
which involves identifying the right people in rival companies,
offering them better terms and luring them away. For instance, several
executives of HMT left to join Titan Watch Company. There are legal
and ethical issues involved in raiding rival firms for potential
candidates. From the legal point of view, an employee is expected to
join a new organization only after obtaining a ‘no objection certificate’
from his/ her present employer. Violating this requirement shall bind
the employee to pay a few months’ salary to his/ her present employer
as a punishment. However, there are many ethical issues attached to it .
Mergers and Acquisitions:-
When organizations combine, they have a pool of employees,
out of whom some may not be necessary any longer. As a result, the
new organization has, in effect, a pool of qualified job applicants. As a
result, new jobs may be created. Both new and old jobs may be readily
staffed by drawing the best-qualified applicants from this employee
pool. This method facilitates the immediate implementation of an
organization’s strategic plan. It enables an organization to pursue a
business plan, However, the need to displace employees and to
integrate a large number of them rather quickly into a new organization
means that the personnel-planning and selection process becomes
critical more than ever.
Evaluation of External Recruitment:
External sources of recruitment have both merits and demerits.
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The merits are-
The organization will have the benefit of new skills, new
talents and new experiences, if people are hired from external
sources.
The management will be able to fulfill reservation
requirements in favour of the disadvantaged sections of the
society.
Scope for resentment, heartburn and jealousy can be avoided
by recruiting from outside.
The demerits are-
Better motivation and increased morale associated with
promoting own employees re lost to the organization.
External recruitment is costly.
If recruitment and selection processes are not properly
carried out, chances of right candidates being rejected and
wrong applicants being selected occur.
High training time is associated with external recruitment.
98% of organizational success depends upon efficient employee
selection
2.7 60-Second Guide to Hiring the Right People
0:60 Define the Duties:
To find promising employees, you must first determine what you want
them to do. Carefully consider all direct and associated responsibilities
and incorporate them into a written job description. Be careful with
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general titles such as typist or sales clerk, as they have different meanings
to different people.
0:49 …and What it Takes to do Them :
Fulfi l l ing these responsibil it ies wil l require some level of ski l l and
experience, even if it is an entry-level position. Be reasonable about your
expectations. Setting the bar too high may l imit your available talent
pool; setting it too low risks a f lood of applications from those
unqualif ied for the job.
0:37 Make it Worth their While:
Likewise, you don’t want to be overly generous or restrictive about
compensation. State and local chambers of commerce, employment
bureaus and professional associations can help you determine appropriate
wages and benefits. Scanning descriptions of comparable jobs in the
classified ads and other employment publications will also provide clues
about prevailing wage rates.
0:38 Spread the Word:
How you advertise your job opening depends on who you want to attract.
Some positions are as easy to promote as posting a “help wanted” sign in
your store window or placing an ad in your local newspaper. For jobs
requiring more special ized ski l ls, consider targeted channels such as
trade magazines, on-l ine job banks and employment agencies (though
these may require a fee). And don’t overlook sources such as friends,
neighbors, suppliers customers and present employees.
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0:25 Talk it Over:
Because you have clearly defined the role and requirements, you should
have little difficulty identifying candidates for interviews. Make sure you
schedule them when you have ample time to review the resume, prepare
your questions and give the candidate your undivided attention. After the
interview, jot down any impressions or key points while they’re still fresh
in your mind. This will be a valuable reference when it’s time to make a
decision.
0:12 Follow-up on Interviews:
You want to believe your candidates are being honest, but never assume.
Contact references to make sure you’re getting the facts or to clear up any
uncertainties. Professional background checks are a wise investment for
highly sensitive positions, or those that involve handling substantial
amounts of money and valuables.
0:03 You’ve Found Them; Now Keep Them:
Now that you’ve hired ideal employees, make sure they stay with you by
providing training and professional development opportunities. The small
business experts at SCORE can help you craft human resource policies and
incentive plans that will ensure your company remains the small business
employer of choice.
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2.8 SELECTION
Selection is defined as the process of differentiating between
applicants in order to identify (and hire) those with a greater
likelihood of success in a job.
Selection is basically picking an applicant from (a pool of applicants)
who has the appropriate qualification and competency to do the job.
The difference between recruitment and selection:
Recruitment is identifying n encouraging prospective employees to apply
for a job.
And
Selection is selecting the right candidate from the pool of applicants.
2.9 SELECTION PROCESS: Selection is along process, commencing from
the preliminary interview of the applicants and ending with the contract
of employment.
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The following chart gives an idea about selection process: -
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Employment Contract
External Environment
Job Offer
Physical Examination
Selection Decision
Reference and Background
Analysis
Employment Interview
Selection Tests
Preliminary Interview
Internal Environment
Evaluation
Rej
ecte
d A
pp
lica
tion
Environment factor affecting selection : -
Selection is influenced by several factors. More prominent among them are
supply and demand of specific skills in the labour market, unemployment rate,
labour- market conditions, legal and political considerations, company’s image,
company’s policy, human resources planning and cost of hiring. The last three
constitute the internal environment and the remaining form the external
environment of selection process.
STEP 1 : -
PRELIMINARY INTERVIEW
The applicants received from job seekers would be subject to scrutiny so
as to eliminate unqualified applicants. This is usually followed by a preliminary
interview the purpose of which is more or less the same as scrutiny of
application, that is, eliminate of unqualified applicants. Scrutiny enables the HR
specialists to eliminate unqualified jobseekers based on the information supplied
in their application forms. Preliminary interview, on the other hand, helps reject
misfits for reason, which did not appear in the application forms. Besides,
preliminary interview, often called ‘courtesy interview’, is a good public
relation exercise.
STEP 2 : -
SELECTION TEST:
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Job seekers who pass the screening and the preliminary interview are called
for tests. Different types of tests may be administered, depending on the job
and the company. Generally, tests are used to determine the applicant’s abil ity,
aptitude and personality.
The following are the type of tests taken:
1). Ability tests : -
Assist in determining how well an individual can perform tasks related
to the job. An excellent illustration of this is the typing tests given to a
prospective employer for secretarial job. Also called as ‘ACHEIVEMENT
TESTS’. It is concerned with what one has accomplished. When applicant
claims to know something, an achievement test is taken to measure how well
they know it. Trade tests are the most common type of achievement test
given. Questions have been prepared and tested for such trades as asbestos
worker, punch-press operators, electricians and machinists. There are, of
course, many unstandardised achievement tests given in industries, such as
typing or dictation tests for an applicant for a stenographic position.
2). Aptitude test : -
Aptitude tests measure whether an individuals has the capacity or latent
ability to learn a given job if given adequate training. The use of aptitude test
is advisable when an applicant has had little or no experience along the line of
the job opening. Aptitudes tests help determine a person’s potential to learn in
Page | 48
a given area. An example of such test is the general management aptitude tests
(GMAT), which many business students take prior to gaining admission to a
graduate business school programme.
Aptitude test indicates the ability or fitness of an individual to engage
successfully in any number of specialized activities. They cover such areas
clerical aptitude, numerical aptitude, mechanical aptitude, motor co-ordination,
finger dexterity and manual dexterity. These tests help to detect positive
negative points in a person’s sensory or intellectual ability. They focus attention
on a particular type of talent such as learning or reasoning in respect of a
particular field of work.
Forms of aptitude test:
1. Mental or intell igence tests :
They measure the overall intellectual ability of a person and
enable to know whether the person has the mental ability to deal
with certain problems.
2. Mechanical aptitude tests :
They measure the abil ity of a person to learn a particular
type of mechanical work. These tests helps to measure special ized
technical knowledge and problem solving abil it ies if the candidate.
They are useful in selection of mechanics, maintenance workers,
etc.
3. Psychomotor or skil ls tests :
They are those, which measure a person’s abil ity to do a
specific job. Such tests are conducted in respect of semi- ski l led
and repetitive jobs such as packing, testing and inspection, etc.
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3). Intell igence test :
This test helps to evaluate traits of intell igence. Mental abil ity, presence of
mind (alertness), numerical abil ity, memory and such other aspects can be
measured.
The intelligence is probably the most widely administered standardized test in
industry. It is taken to judge numerical, skills, reasoning, memory and such
other abilities.
4). Interest Test :
This is conducted to find out l ikes and disl ikes of candidates towards
occupations, hobbies, etc. such tests indicate which occupations are more in
l ine with a person’s interest. Such tests also enable the company to provide
vocational guidance to the selected candidates and even to the existing
employees.
These tests are used to measure an individual’s activity preferences. These
tests are particularly useful for students considering many careers or
employees deciding upon career changes.
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5). Personality Test :
The importance of personality to job success is undeniable. Often an individual
who possesses the intell igence, aptitude and experience for certain has fai led
because of inabil ity to get along with and motivate other people.
It is conducted to judge maturity, social or interpersonal ski l ls, behavior under
stress and strain, etc. this test is very much essential on case of selection of
sales force, public relation staff, etc. where personality plays an important
role.
Personality tests are similar to interest tests in that they, also, involve a
serious problem of obtaining an honest answer.
6). Projective Test :
This test requires interpretation of problems or situations. For example, a
photograph or a picture can be shown to the candidates and they are asked to
give their views, and opinions about the picture.
7). General knowledge Test :
Now days G.K. Tests are very common to find general awareness of the
candidates in the field of sports, polit ics, world affairs, current affairs.
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8). Perception Test :
At times perception tests can be conducted to find out beliefs, attitudes, and
mental sharpness.etc.
9). Graphology Test :
It is designed to analyze the handwriting of individual. It has been said that an
individual’s handwriting can suggest the degree of energy, inhibition and
spontaneity, as well as disclose the idiosyncrasies and elements of balance and
control. For example, big letters and emphasis on capital letters indicate a
tendency towards domination and competitiveness. A slant to the right,
moderate pressure and good legibil ity show leadership potential.
10). Polygraph Test :
Polygraph is a l ie detector, which is designed to ensure accuracy of the
information given in the applications. Department store, banks, treasury offices
and jewellery shops, that is, those highly vulnerable to theft or swindling may
find polygraph tests useful.
11). Medical Test:
It reveals physical f itness of a candidate. With the development of technology,
medical tests have become diversif ied. Medical servicing helps measure and
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monitor a candidate’s physical resi l ience upon exposure to hazardous
chemicals.
CHOOSING TESTS:
The test must be chosen in the criteria of rel iabil ity, val idity, objectivity and
standardization. They are: -
1. RELIABILITY : -
It refers to standardization of the procedure of administering and scoring
the test results. A person who takes tests one day and makes a certain score
should be able to take the same test the next day or the next week and make
more or less the same score. An individual’s intelligence, for example, is
generally a stable characteristic. So if we administer an intelligence test, a
person who scores 110 in March would score close to 110 if tested in July.
Tests, which produce wide variations in results, serve little purpose in selection.
2. VALIDITY : -
It is a test, which helps predict whether a person will be successful in a
given job. A test that has been validated can be helpful in differentiating
between prospective employees who will be able to perform the job well and
those who will not. Naturally, no test will be 100% accurate in predicting job
success. A validated test increases possibility of success.
There are three ways of validating a test. They are as follows: -
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1). Concurrent Validity : - this involves determining the factors that are
characteristics of successful employees and then using these factors as the
yardsticks.
2). Predictive Validity : - it involves using a selection test during the selection
process and then identifying the successful candidates. The characteristics of
both successful and less successful candidates are then identif ied.
3). Synthetic Validity : - it involves taking parts of several similar jobs rather
than one complete job to validate the selection test.
3. OBJECTIVITY: -
When two or more people can interpret the result of the same test and derive
the same conclusion(s), the test is said to be objective. Otherwise, the test
evaluators’ subjective opinions may render the test useless.
4. STANDARDRIZATION: -
A test that is standardized is administered under standard condit ion to a large
group of person who are representatives of the individuals for whom it is intended.
The purpose of standardization is to obtain norms or standard, so that a specif ic test
score can be meaningful when compared to other score in the group.
STEP 3 : -
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INTERVIEW:
The next step in the selection process is an interview. Interview is formal, in-
depth conversation conducted to evaluate the applicant’s acceptabil ity. It is
considered to be excellent selection device. It is face-to-face exchange of view,
ideas and opinion between the candidates and interviewers. Basically,
interview is nothing but an oral examination of candidates. Interview can be
adapted to unskil led, ski l led, managerial and profession employees.
Objectives of interview : -
Interview has at least three objectives and they are a fol lows: -
1) Helps obtain additional information from the applicants
2) Facil itates giving general information to the applicants such as company
policies, job, products manufactured and the l ike
3) Helps build the company’s image among the applicants.
Types of interview: -
Interviews can be of different types. There interviews employed by the
companies.
Following are the various types of interview: -
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1) Informal Interview :
An informal interview is an oral interview and may take place anywhere.
The employee or the manager or the personnel manager may ask a few
almost inconsequential questions l ike name, place of birth, names of relatives
etc. either in their respective offices or anywhere outside the plant of
company. It id not planned and nobody prepares for it . This is used widely
when the labour market is t ight and when you need workers badly.
2) Formal Interview :
Formal interviews may be held in the employment office by he
employment office in a more formal atmosphere, with the help of well
structured questions, the time and place of the interview wil l be stipulated
by the employment office.
3) Non-directive Interview :
Non-directive interview or unstructured interview is designed to let the
interviewee speak his mind freely. The interviewer has no formal or directive
questions, but his al l attention is to the candidate. He encourages the
candidate to talk by a l itt le prodding whenever he is si lent e.g. “Mr. Ray,
please tel l us about yourself after your graduated from high school”.
The idea is o give the candidate complete freedom to “sell” himself, without
the encumbrances of the interviewer’s question. But the interviewer must be
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of higher caliber and must guide and relate the information given by the
applicant to the objective of the interview.
4) Depth Interview :
It is designed to intensely examine the candidate’s background and thinking
and to go into considerable detail on particular subjects of an important
nature and of special interest to the candidates. For example, if the
candidate says that he is interested in tennis, a series of questions may be
asked to test the depth of understanding and interest of the candidate. These
probing questions must be asked with tact and through exhaustive analysis; it
is possible to get a good picture of the candidate.
5) Stress Interview :
It is designed to test the candidate and his conduct and behavior by him
under conditions of stress and strain. The interviewer may start with “Mr.
Joseph, we do not think your qualif ications and experience are adequate for
this position,’ and watch the reaction of the candidates. A good candidates
wil l not yield, on the contrary he may substantiate why he is qualif ied to
handle the job.
This type of interview is borrowed from the Mil itary organisation and this is
very useful to test behaviour of individuals when they are faced with
disagreeable and trying situations.
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6) Group Interview :
It is designed to save busy executive’s t ime and to see how the candidates
may be brought together in the employment office and they may be
interviewed.
7) Panel Interview :
A panel or interviewing board or selection committee may interview the
candidate, usually in the case of supervisory and managerial positions.
This type of interview pools the collective judgment and wisdom of the
panel in the assessment of the candidate and also in questioning the
faculties of the candidate.
8) Sequential Interview :
The sequential interview takes the one-to-one a step further and involves
a series of interview, usually uti l izing the strength and knowledgebase of
each interviewer, so that each interviewer can ask questions in relation to
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his or her subject area of each candidate, as the candidate moves from
room to room.
9) Structures Interview :
In a structured interview, the interviewer uses preset standardized
questions, which are put to al l the interviewees. This interview is also
called as ‘Guided’ or ‘Patterned’ interview. It is useful for valid results,
especial ly when dealing with the large number of applicants.
10) Unstructured Interview:
It is also known as ‘Unpatterned’ interview, the interview is largely
unplanned and the interviewee does most of the talking. Unguided
interview is advantageous in as much as it leads to a friendly conversation
between the interviewer and the interviewee and in the process, the later
reveals more of his or her desire and problems. But the Unpatterned
interview lacks uniformity and worse, this approach may overlook key
areas of the applicant’s ski l ls or background. It is useful when the
interviewer tries to probe personal details of the candidate it analyse why
they are not right for the job.
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11) Mixed Interview:
In practice, the interviewer while interviewing the job seekers uses a
blend of structured and structured and unstructured questions. This
approach is cal led the Mixed Interview. The structured questions provide a
base of interview more conventional and permit greater insights into the
unique differences between applicants.
12) Impromptu Interviews:
This interview commonly occurs when employers are approached directly
and tends to be very informal and unstructured. Applicants should be
prepared at al l t imes for on-the-spot interviews, especial ly in situations
such as a job fair or a cold call . It is an ideal t ime for employers to ask the
candidate some basic questions to determine whether he/she may be
interested in formally interviewing the candidate.
13) Dinner Interviews:
These interviews may be structured, informal, or social ly situated, such as
in a restaurant. Decide what to eat quickly, some interviewers wil l ask you
to order f irst (do not appear indecisive). Avoid potential ly messy foods,
such as spaghetti. Be prepared for the conversation to abruptly change
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from friendly chat to direct interview questions, however, do not
underestimate the value of casual discussion, some employers place a
great value on it. Be prepared to switch gears rapidly, from fun talk to
businesstalk.
14) Telephone Interviews :
Have a copy of your resume and any points you want to remember to say
nearby. If you are on your home telephone, make sure that al l roommates
or family members are aware of the interview (no loud stereos, barking
dogs etc.). Speak a bit slower than usual. It is crucial that you convey your
enthusiasm verbally, since the interviewer cannot see your face. If there
are pauses, do not worry; the interviewer is l ikely just taking some notes.
15) Second Interviews:
Job seekers are invited back after they have passed the first init ial interview.
Middle or senior management generally conducts the second interview,
together or separately. Applicants can expect more in-depth questions, and
the employer wil l be expecting a greater level of preparation on the part of
the candidates. Applicants should continue to research the employer
fol lowing the first interview, and be prepared to use any information gained
through the previous interview to their advantage.
STEP 4 : -
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REFERENCE CHECK:-
Many employers request names, addresses, and telephone numbers
of references for the purpose of verifying information and perhaps,
gaining additional background information on an applicant. Although
l isted on the application form, references are not usually checked unti l
an applicant has successfully reached the fourth stage of a sequential
selection process. When the labour market is very tight, organizations
sometimes hire applicants before checking references.
Previous employers, known as public f igures, university professors,
neighbours or friends can act as references. Previous employers are
preferable because they are already aware of the applicant’s
performance. But, the problem with this reference is the tendency on the
part of the previous employers to over-rate the applicant’s performance
just to get rid of the person.
Organizations normally seek letters of reference or telephone
references. The latter is advantageous because of its accuracy and low
cost. The telephone reference also has the advantage of solicit ing
immediate, relatively candid comments and attitude can sometimes be
inferred from hesitations and inflections in speech.
It may be stated that the information gathered through references
hardly influence selection decisions. The reasons are obvious:
1. The candidate approaches only those persons who would speak well
about him or her.
2. People may write favorably about the candidate in order to get rid of
him or her.
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3. People may not l ike to divulge the truth about a candidate, lest it
might damage or ruin his/her career.
STEP 5 : -
SELECTION DECISION:-
After obtaining information through the preceding steps, selection
decision- the most crit ical of al l the steps- must be made. The other
stages in the selection process have been used to narrow the number of
the candidates. The final decision has to be made the pool of individuals
who pas the tests, interviews and reference checks.
The view of the l ine manager wil l be generally considered in the final
selection because it is he/she who is responsible for the performance of
the new employee. The HR manager plays a crucial role in the final
selection.
STEP 6 : -
PHYSICAL EXAMINATION :-
After the selection decision and before the job offer is made, the
candidate is required to undergo a physical f itness test. A job offer is,
often, contingent upon the candidate being declared fit after the
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physical examination. The results of the medical f itness test are
recorded in a statement and are preserved in the personnel records.
There are several objectives behind a physical test. Obviously, one
reason for a physical test is to detect if the individual carries any
infectious disease. Secondly, the test assists in determining whether an
applicant is physically f it to perform the work. Thirdly, the physical
examination information can be used to determine if there are certain
physical capabil it ies, which differentiate successful and less successful
employees. Fourth, medical check-up protects applicants with health
defects from undertaking work that could be detrimental to them or
might otherwise endanger the employer’s property. Finally, such an
examination wil l protect the employer from workers compensation
claims that are not valid because the injuries or i l lness were present
when the employee was hired.
STEP 7 : -
JOB OFFER :-
The next step in the selection process is job offer to those
applicants who have crossed al l the previous hurdles. Job offer is made
through a letter of appointed. Such a letter generally contains a date
by which the appointee must report on duty. The appointee must be
given reasonable time for reporting. Thos is particularly necessary
when he or she is already in employment, in which case the appointee
is required to obtain a rel ieving certif icate from the previous
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employer. Again, a new job may require movement to another city,
which means considerable preparation, and movement of property.
The company may also want the individual to delay the date of
reporting on duty. If the new employee’s f irst job upon joining the
company is to go on company unti l perhaps a week before such training
begins. Naturally, this practice cannot be abused, especial ly if the
individual is unemployed and does not have sufficient f inances.
Decency demands that the rejected applicants be informed about
their non-selection. Their applicants may be preserved for future use,
if any. It needs no emphasis that the applications of selected
candidates must also be preserved for the future references.
STEP 8 : -
CONTRACT OF EMPLOYMENT :-
After the job offer has bee mad and candidates accept the offer,
certain documents need to be executed by the employer and the
candidate. One such document is the attestation form. This form
contains vital details about the candidate, which are authenticated and
attested by him/her. Attestation form wil l be a valid record for the
future reference.
There is also a need for preparing a contract of employment. The
basic information that should be included in a written contract of
employment wil l vary according to the level of the job, but the
following checklist sets out the typical headings:
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1. Job title
2. Duties, including a parse such as “The employee will perform
such duties and will be responsible to such a person, as the
company may from time to time direct”.
3. Date when continuous employment starts and the basis for
calculating service.
4. Rate of pay, allowance, overtime and shift rates, method of
payments.
5. Hours of work including lunch break and overtime and shift
arrangements.
6. Holiday arrangements:
i.) Paid holidays per year.
i i .) Calculation of holiday pay.
i i i .) Qualifying period.
iv.) Accrual of holidays and holiday pay.
v.) Details of holiday year.
vi.) Dates when holidays can be taken.
vii.) Maximum holiday that can be take at any one time.
vii i .) Carry over of holiday entitlement.
ix.) Public holidays.
7 . Length of notice due to and from employee.
8. Grievances procedure (or reference to it).
9. Disciplinary procedure (or any reference to it).
10. Work rules (or any reference to them).
11. Arrangements for terminating employment.
12. Arrangements for union membership (if applicable).
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13. Special terms relating to rights to patent s and designs,
confidential information and restraints on trade after
termination of employment.
14. Employer’s right to vary terms of the contract subject to
proper notification being given.
Alternatively called employment agreements or simply bonds,
contracts of employment serve many useful purposes. Such contracts
seek to restrain job-hoppers, to protect knowledge and information that
might be vital to a company’s healthy bottom line and to prevent
competitors from poaching highly valued employees.
Great care is taken to draft the contract forms. Often, services of
law firms (prominent f irms in this category include Mulla, Craigie, Blunt
and Caroe, Crawford Bailey, Amarchand Mangaldas Hiralal, etc.) are
engag4d to get the forms drafted and finalized.
Most employers insist on agreements being signed by newly hired
employees. But high turnover sectors such as software, advertising and
media are more prone to use contracts.
The drawback with the contracts is that it is almost to enforce
them. A determined employee is bound to leave the organization,
contract or no contract. The employee is prepared to pay the penalty for
breaching the agreement or the new employer wil l provide
compensations. It is the reason that several companies have scrapped the
contracts altogether.
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STEP 9 : -
CONCLUDING THE SELECTION PROCESS : -
Contrary to popular perception, the selection process wil l not end
with executing the employment contract. There is another step – amore
sensitive one reassuring those candidates who have not selected, not
because of any serious deficiencies in their personality, but because their
profi le did not match the requirement of the organization. They must be
told that those who were selected were done purely on relative merit.
STEP 10 : -
EVALUATION OF SELECTION PROGRAMME : -
The broad test of the effectiveness of the selection process is the
quality of the personnel hired. An organization must have competent and
committed personnel. The selection process, if properly done, wil l ensure
availabil ity of such employees. How to evaluate the effectiveness of a
selection programme? A periodic audit is the answer. People who work
independent of HR department must conduct audit. The table below
contains an outl ine that highlights the areas and questions to be covered
in a systematic evaluation.
2.10 Four Approaches to Selection:
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1). Ethnocentric Selection :
In this approach, staffing decisions are made at the organization’s
headquarters. Subsidiaries have limited autonomy, and the employees from the
headquarters at home and abroad fill key jobs. Nationals from the parent country
dominate the organizations at home and abroad.
2). Polycentric Selection :
In polycentric selection, each subsidiary is treated as a distinct national
entity with local control key financial targets and investment decisions. Local
citizens manage subsidiaries, but the key jobs remain with staff from the parent
country. This is the approach, which is largely practiced in our country
3). Regiocentric Selection : -
Here, control within the group and the movements of staff are managed on
a regional basis, reflecting the particular disposition of business and operations
within the group. Regional managers have greater discretion in decision.
Movement of staff is largely restricted to specific geographical regions and
promotions to the jobs continue to be dominated by managers from the parents
company.
4). Geocentric Staffing : -
In this case, business strategy is integrated thoroughly on global basis.
Staff development and promotion are based on ability, not nationality. The broad
and other parts of the top management structure are thoroughly international in
composition. Needless to say, such organizations are uncommon.
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2.11 PROBLEMS IN EFFECTIVE SELECTION : -
The main objective of selection is to hire people having competence and
commitment. This objective s often defeated because of certain barriers. The
impediments, which check effectiveness of selection, are perception, fairness,
validity, reliability and pressure.
Perception: -
Our inability to understand others accurately is probably the most
fundamental barrier to selecting the right candidate.
Selection demands an individual or a group of people to assess and
compare the respective competencies of others, with the aim of choosing the
right persons for the jobs. But our views are highly personalized. We all
perceive the world differently. Our limited perceptual ability is obviously a
stumbling block to the objective and rational selection of the people.
Fairness: -
Fairness in selection requires that no individual should be discriminated
against on the basis of religion, region, race or gender. But the low numbers
of women and other less privileged sections of the society in middle and
senior management positions and open discrimination on the basis of age in
job advertisements and in the selection process would suggest that all the
efforts to minimize inequity have not been effective.
Validity: -
Validity, as explained earlier, is a test that helps predict job performance of
an incumbent. A test that has been validated can differentiate between the
employees who perform well and those who will not. However, a validated
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test does not predict job success accurately. It can only increase possibility
of success.
Reliability: -
A reliable method is one, which will produce consistent results when
repeated in similar situations. Like validated test, a reliable test may fail to
predict job performance with precision.
Pressure: -
Pressure is brought on the selectors by politicians, bureaucrats, relatives,
friends and peers to select particular candidates. Candidates selected
because of compulsions are obviously not the right ones. Appointments to
public sectors undertakings generally take place under such pressures.
2.12 Difference (Recruitment and Selection)
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1.) Recruitment is the process of searching for prospective candidates and
motivating them to apply for job in the organization
Whereas, selection is a process of choosing most suitable candidates out of
those, who are interested and also qualified for job.
2.) In the recruitment process, vacancies available are finalized, publicity is
given to them and applications are collected from interested candidates.
In the selection process, available applications are scrutinized. Tests,
interview and medical examination are conducted in order to select most
suitable candidates.
3.) In recruitment the purpose is to attract maximum numbers of suitable and
interested candidates through applications.
In selection process the purpose is that the best candidate out of those
qualified and interested in the appointment.
4.) Recruitment is prior to selection. It creates proper base for actual
selection.
Selection is next to recruitment. It is out of candidates’ available/interested.
5.) Recruitment is the positive function in which interested candidates are
encouraged to submit application.
Selection is a negative function in which unsuitable candidates are eliminated
and the best one is selected.
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6.) Recruitment is the short process. In recruitment publicity is given to
vacancies and applications are collected from different sources
Selection is a lengthy process. It involves scrutiny of applications, giving tests,
arranging interviews and medical examination.
7.) In recruitment services of expert is not required
Whereas in selection, services of expert is required
8.) Recruitment is not costly. Expenditure is required mainly for advertising
the posts.
Selection is a costly activity, as expenditure is needed for testing candidates
and conduct of
CHAPTER - 3Page | 73
COMPANY PROFILE
COMPANY PROFILECOMPANY PROFILE
The Organization
Company’s Vision
Company’s Mission
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Company’s Values
Company’s Products
Strategic Direction
Euro Helpline
Environment
People
Eureka Forbes-Relationship
Eureka Family
Aqua check
New avenues
Company’s Dreams
Future Plan
Press center
Company analysis
3.1 EUREKA FORBES LIMITED —the Organization.
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Eureka Forbes Ltd.-A part of the Shapoorji Palings Group which was set up in 1982, to market health and hygiene products to Indian consumers.
It revolutionized the Indian market by introducing products like Home Cleaning System (1982), Water Purification System (1984) and Air Purification System (1994).
A 5 billion multi-product, multi-channel corporation.
Operating in over 92 cities, with over 6000 employees.
Pioneers & leaders in water purification systems, vacuum cleaners & air purifiers.
Pioneers in direct selling - Asia's largest direct selling organization - 5,000 strong direct sales force touches 1.25 million Indian homes, adding 1,500 customers daily.
Customer family now numbers over 5 million - enduring relationships as 'Friends for Life'.
Expanded channels that reach out to customers to include A 3,800 strong dealer sales network;
A 58 distributor strong institutional sales network;
A security systems division;
A strong service network backs up sales efforts - 3,200 company-trained technicians make 10,000 kitchen visits daily, supported by call centers, customer care representatives & mobile service vans.
The customer has always been at the center of our business.
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3.1.1 Vision
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3.1.2Mission
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3.1.3Values
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3.2 PRODUCT CATEGORIES3.2 PRODUCT CATEGORIES
Page | 80
Eureka Forbes Limited has been the pioneer in the field of Water Purifications Systems, Home Cleaning Systems and Air Purification systems in India.
Eureka Forbes Ltd. revolutionized the Indian market by introducing products like Home Cleaning System (1982), Water Purification System (1984) and Air Purification System (1994).
The following are the basic products of Eureka Forbes Ltd., which has always promised to provide safe and healthy living.
1. Water Purification System.
2. Air Purification System.
3. Home Cleaning System (Vacuum Cleaners)
4. Home Security System.
5. Industrial Solutions (Industrial Water Purifiers)
3.2.1 Water Purification System.
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Specialists in 5 water technologies
Over 20 products available and million units sold
Addressing 17 diverse water conditions
World's largest manufacturer of Ultra Violet based water purification systems
Over 71 million liters of Aquaguard water is consumed daily.
3.2.2Home Cleaning System (Vacuum Cleaners)
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Dusting, sweeping & swabbing does not get rid of fine dust
Floats in the air & settles on pillows, mattresses, furniture, durries & even soft toys
Dust mites cause allergies like fatigue, runny noses, itches and even severe asthma
Ordinary cleaning does not get rid of dust mites - only powerful, thorough cleaning with a vacuum cleaner can
Infinitely superior than conventional cleaning methods and easy-to-use.
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Indoor air more polluted than the air outside
Causes maladies like allergies headaches, nausea, physical aches Asthma and allergy sufferers worst affected
Pollutants include cigarette smoke, dust, pollen, fibers, soot, airborne fungal & bacterial particles, indoor allergy stimuli odors
Industrial Solution---Picture
Comprehensive cleaning & water purification solutions
Contract cleaning service that effectively combines our products and cleaning chemicals
Numerous prestigious, satisfied customers including some of the country’s premier corporations.
3.2.3WATER PURIFICATION SYSTEM
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Products Features
AG-Compact
Unique E-Boiling +
2-in-1 compact cartridges.
EMS.
Decalcifier.
Auto Shut off.
Voltage Stabilizer.
AG-Classic
EMS.
Decalcifier.
Auto-shut off.
Voltage Stabilizer.
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AG-i-Nova
MCS.IQA & EMS.Auto Shut-off.Smart flow.Melodious Tunes.Auto Flush.Decalcifier.Convenient Water Tray.Dual Fitting OptionsUnique E-Boiling +
AG-Ultra
No Electricity required.
Advanced Ultrafication System.
Ideal for TDS levels; up to 500mg/ltr.
Works with loft tank.
High storage capacity.
AG-Reviva
The unique Reverse Osmosis Purification.6-stage purification.8-liter capacity.Reduce hardness, TDS, Heavy Metal Contaminants.Automatic storage tank level controller.Pressure regulating valve.Auto Pump Shut-off.
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AG-Booster
Special in-built pressure pump.
Unique E-Boiling +
EMS
Decalcifier.
Auto Shut-off.
Voltage Stabilizer.
AG-Designa
Elegant on-line water filter-cum-purifier.
Can be placed conveniently on the counter or mounted on the wall.
3 stage purification system.
Special dual filter cartridge which removes suspended impurities, odors, bacteria and viruses.
World proven UV technology destroys pathogenic bacteria and viruses.
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3.2.4 VACUUM CLEANING SYSTEM
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Futuro
Turbo Nozzle with 1300W of Deep Cleaning+.Eliminates microscopic dust mites.Designed according to international standards.Rotary Vario Power, to clean delicate electronic gadgets.Dust Bag "full" indicator.An on-board storage space to store accessories.Controls on the handle make cleaning more easily.
EuroClean Ace
Mite Buster: 100% protection against dreaded dust mitesMite Guard: Superior 5 stage air filtration processThe widest array of accessories for all cleaning needsStoring the Euro clean lot more easier - automatic cord winderSave on electricity - Variable power optionDurable - Mild steel body with a scratch resistant coveringBacked by nation - wide service
Two-year warranty.
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T-Compacta
CompactPowerful and efficient suction - 1200 watt motor power4-stage filtrationUnique in-built accessory tray facilityDust bag 'full' indicatorAutomatic cord winderLarge wheels for easy movement balanceSturdy handle for comfortable grip
Tornado Trendy
Powerful suction - 2000 mm water column
Auto cord winder
Dust bag full indicator
Unique 3-in-1 Home wash system
Washes
Vacuums
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Ultima Steam Sanitizes
Keep allergies at bay
Thorough cleaning
Ultima
Unique 3-in-1 Home wash system
Washes
Vacuums
Steam Sanitizes
Keep allergies at bay
Thorough cleaning
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WD
Thorough wet & dry cleaningMite Extractor: 1000 watts of deep cleaningMite Guard: Superior air filtration processRange of accessories for superior wet & dry cleaningStoring the Euro clean lot more easier - automatic cord winderSave on electricity - 2 power optionInternational styling - light weight and sturdy ABS plastic bodyBacked by nation - wide serviceOne year warranty
Euroair
Two optional filters to suit Users’ choice.
Electrostatic filter.
Three fan speeds.
4 stage purification system.
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Genius
Smart Sensors (SS) gauge theLevel and kind of pollution in you’re room before purifying it.
UV Lamp that effectively kills Bacteria and germs present in
the air.
International looks.A micro controller–based logic circuit that controls its operation.Higher air flow and more stages of filtration for faster and better cleaning rate.Bigger filter area, hence longer filter life.Rugged induction motor.Both tabletop and wall-mountable.
ECO FRIEND
Products Features
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Shine
For sparkling clean floors, tables, counter-tops and more.Excellent for cleaning all hard surfaces in the home.Cleans thoroughly in just one wipe.Leaves a lingering fresh lavender fragrance.Powerful disinfectant kills pathogenic organisms.Does not damage the original texture of surfaces.Economical, as it is used diluted for most applications.
Grease-off
Quickly dissolves grease from kitchen counter-tops, cooking utensils, ovens and other greasy surfaces.Advanced non-butyl formula tough on difficult to dislodge grime.Leaves surface shining clean.Made from imported ingredients.Easy to use.
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3.2.5 SECURE HOMES
Products Features
S P R
Water resistant, high security, high durability and low identification
error rate.
Can be mounted directly on metalWithout affecting its reading
Performance
SYRIS proximity reader is able toInterface with all existing access
Systems by WiegandTM formats,
RS485 formats etc.
SY200NT2
Max 6000 card holdersControl up to 4 doors with in/out readerSmall and compact in sizeSMD technologyStand alone system with group anti pass backMultiple group anti-pass back function with PCProgrammable for different access level within
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SH-4 PR
Standard size Proximity Reader.
Operates indoors or outdoors.
Beige colour
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3.2.6 INDUSTRIAL WATER
PURIFICATIONSYSTEM
Products Features
Pureguard
5-stage online water purificationRound-the-clock safe drinking waterBubble-top attachment optionCold waterHot waterNormal water
Commercial
Retains natural quality of waterEffective 3-stage purification processInternational technologySpecial power-saving featureHigh volume. Low costBuilt-in voltage stabilizerBuilt-in safety mechanismUser-friendly featuresSleek design and tough bodyWater control sensorUnique flow of waterEfficient after sales service at your
doorstep
Naturally wholesome water.Advanced 3-stage purification process.Last point purification.International Technology.Aquaguard's 2 money-saving features.Instant cooling.Choice of room temperature water.Built-in safety features.In-built voltage stabiliser.Sleek design and tough body.Efficient after sales service at your
doorstep
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Cooler-Purifier Aquaguard's international acclaimed product
3.3 Strategic Direction
Eureka Forbes Ltd . -the Strategic Direction
One stop shop for health and home care products.
Becoming a preferred partner for the best in the world Euro champs.
Build on our core competency of direct sales.
Flanking strategy on retail shelf.
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Leverage on customer database.
Total cleaning approach for industrial and institutional customer.
3.4Environment
The intention of the institute is not to play role of an activist; but to concentrate on two of the most important environmental factors namely “Water and Air“, to leverage the expertise of its parent company, i.e., Eureka Forbes Ltd. For doing social good towards society, to have non commercial interaction with leading social bodies in achieving its goal and put maximum efforts in conserving the root of my living existence, i.e., Water and Air.
3.5Milestones
In a short span of its inception, Eureka Forbes Institute of Environment (EFIF) has achieved some major milestones, like…
(A) Tie up with NDTV
EFIE generates and supplies data to NDTV for an on screen plug which is then produced into “Report” by NDTV and supplied to Star News for a fee, who in turn telecasts the same “Report” to the cable owners for a change.
The result of this consequent with NDTV has been…
That there was a debate in Delhi on CNG application resulting.
In to formation of new rules.
Various school children have taken an oath to not buy or burn firecrackers.
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There has also been a good amount of change in the attitude of the Government Pollution Boards, which was earlier skeptical, but now, has become more lenient and cooperative.
(B) Pollution watch Tests have been carried out in various cities
Across India such as…..
Delhi, Kolkata, Mumbai, Chennai, Bangalore, Ahmedabad, Hyderabad, Guahati, Lucknow, Chandigarh.
3.6Eureka Forbes Institute of Environment
It is a young and unique institute that was started in the year 2000. To gain quick visibility, it was launched through television. The main agenda behind starting this institute was to give knowledge about the various benefits that exceed cost on the issues related to “pollution Watch”.
As every journey has its destination, the ultimate destination of Eureka Forbes Institute of Environment is to be an institution that has a life of its own, its own vision, mission and philosophy; its manpower, space, infrastructure and resources; its ownresponsibility, reputation and credibility based on track record; its own set of committed core team workers and donor friends.
By own face and recognition, it means to gain media and public credibility by aligning its activists, mainly to its cause, distance itself from commercial work and other related causes, and to build a strong track record of social contribution and the activities related to such cause alignment.
The Institute has built a strong mission, which says: -
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To promote an AWARENESS of the benefits of conserving and managing the quality of our natural water and air resources. To do so by collecting and disseminating information/materials through our own resources or those of our like-minded allies who could be individuals, corporate, NGO’s, government of civic bodies.
To become an instrument of influencing Indian society and its constituents to act in a manner that reflects that these resources are not to legacy of our fore fathers that we can take for granted, but a loan we have taken from our grand children, to be repaid with interest.
To believe that the unpolluted water and air is the birth right of every Indian citizen.
3.7People
1. Eureka Forbes people are the perfect example of a dynamic, highly motivated individual.
2. At the entry level, people with a fire in their belly come and join the company.
3. At the forefront of the employee, complement is their salesman who they call “Euro Champs”, which is known to our customers as the friendly man from Eureka Forbes. They bring to Indian families, everywhere, innovative hygiene and convenient products backed by excellent service and building lasting relationship with its customers.
4. In Eureka Forbes, they believe in promoting internal talent, grooming people from becoming successful sales personnel to become a successful leader.
5. They understand the importance of this asset and great stress is laid on HRD and training.
6. They satisfy the lifestyle expectation of evolving Indian homes through innovative and value of money products have been the hallmark of Eureka Forbes Limited, and the sales divisions are committed to this mission.
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7. Eureka Forbes is a fine example of a strong organization built by its people.
8. Eureka Forbes strongly believes in the old Chinese proverb.
3.8Eureka Forbes Limited-Relationship
Relationship begins with listening to the customers and addressing their priorities and inhibitions. It has 140 customer response centers across 98 cities ensure that customers are never left out in the cold.
A 4000 strong dealer network distributing the Forbes range of water purification system and home cleaning system.
1. An industrial sales division which distributes the nilfisk range of cleaning equipments.
2. It has got 4 manufacturing facilities at Hyderabad, Bhimtal, Meghalaya and Bommasandra with ISO 9002 certification.
3. A network of water testing laboratories across the country.
4. A government recognized R 7 D center at Bommasandra, alliances with global leaders.
5. Certification from prestigious independent water laboratories in India and abroad for our range of WPS. Plus, a growing exports market.
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6. Market leaders in Aqua guard WPS. Euro clean home cleaning system EAPS and Euro vigil electronic security solution.
3.9Eureka Family
5700 Euro Champs make 40 calls a day (2.3 lakh contacts).
32000 Euro Smile champs make 10000kitchens visit a day for product services.
Over 450 franchised direct operators covering small towns over 1200 sales people.
3800 strong dealer network.
Over 220 distributors for industrial and commercial segment.
Existing 5 million friends for life. (Customer database.)
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3.10
Forbes Newell range of wellness products
To strengthen our relationships with existing customers by providing them with a new means to improve their quality of lifeFirst category offered - cooking appliances.Tapping the potential of women - a whole new sales force.
Forbes Aqua sure , an exciting new range of economical water purification products.To penetrate the low end of the market, especially areas where there is no power and waterTo pre-empt competitive entry.Eureka range of Eco-friendly cleaning solutions.
3.11CAREER
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Recruit young, dynamic, ambitious people; encourage them to harness their potential.
Each one aptly christened Euro champ.
Nursery of Direct Selling; the single largest institution of its kind in the world.
Professionalized direct selling and raised it to a fruitful career.
Over 20,000 people and 500 business leaders started out as Euro champs.
Numerous success stories of Euro champs rising to top management positions.
It believes in the philosophy of encouraging growth from within; it also facilitates cross functional movement in the organization to further career prospects.
It consistently featured in the “Best Employer”, surveyed by premier business publications.
3.12 Dreams
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3.13Future Plan
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Eureka Forbes Ltd. should be taken in the market abroad both for household and industrial cleaning equipment.
They will be ready with faster customer response through electronic contacts. By making a transition from distributors to marketers of industrial cleaning equipment.
Emerging as a preferred employee for youth. Establishing Eureka Forbes as a water purifying Specialist Company.
Becoming a gateway to multi-national company looking to set up base in India.
Introducing innovations and being perceived as the best service providers in the country; and having our ability to respond to the ever-changing demand of the customers.
3.14The Target
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Becoming a Rs.10 billion company in the next 5 years.
Double customer based in the next 5 years.
Customer will know the euro champs by name.
Our people will grow and share higher responsibility.
Our people will live comfortably and make a responsible amount of money that satisfies there at home.
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3.15
. Most Trusted Brand Award: Platinum Category for your very own Superbrand: Aquaguard!!!!!
"Aquaguard Water Purifier and Euroclean Vacuum Cleaner once again awarded the Mera Brand"
Celebrate summer the healthy way as Aquaguard RO Health Yatra comes to town!
Cambridge School from Noida city is Winner of the 4 th Euro Enviro Quiz 2006, the largest ever National school quiz on Environment !
Eureka Forbes Runs for A Cause - Save Water and Harvest it!
Recruiting and Staffing Best in Class Awards 2005
Protecting the Environment - Let us learn it from Children!!!
Eureka Forbes Limited awarded for Customer Responsiveness
Eureka Forbes Limited wins Asian MAKE Award Eureka Forbes is now a Case Study In Harvard Business School -
Boston (USA), November 11, 2005
3.16Eureka Forbes is now a Case Study in Harvard Business School
Boston (USA) November 11, 2005 Eureka Forbes Limited, the pioneer of Direct Sales in India, entered the hallowed portals of Harvard Business School by joining the band of select companies which have become a case study in its MBA classrooms. Today,
Page | 109
900 students at this globally recognized centre of business education, began studying a case based on Eureka Forbes, titled "Managing The Sales Effort" written by Professor Das Narayandas of this school; assisted by Senior Researcher Kerry Hermann from the Global Research Group. Mr. Suresh Goklaney, Managing Director of Eureka Forbes, himself an alumnus, was in Boston today on invitation from the Harvard Business School and said "The 5500 salespersons working for Eureka Forbes - whom we fondly call Euro Champs - will be delighted that the unique and young company which they have created over the last 24 years has been found worthy by Harvard Business School to write a case study on". Eureka Forbes, about to go into its Silver Jubilee year, has notched up an impressive turnover of Rs. 6.1 Billion (Rs. 610 Crores) selling premium life style products like water purifiers and vacuum cleaners which bring better health to the families of their customers. In the growing sunrise markets of water purification and vacuum cleaning, Eureka Forbes enjoys market shares upwards of 70% through its brands Aqua Guard and Euro Clean respectively. In the year 2004, Aqua Guard was chosen as a "Super brand" by a panel of eminent persons in the Indian industry. To achieve this success, it followed a marketing system very different from those adopted by most consumer product companies. It did not set up a dealer network to sell its products but it set up a "Direct Sales" system instead. The Harvard Business School case takes a look at this unique business model which creates value for the customers - not through pricing and discounting and offers as dealer network marketers do - but through a very different contact system, a different contact site, and a different company culture. Mr. Suresh Goklaney explained the uniqueness of the system as follows "Relationship Marketing may have become a buzzword now but we at Eureka Forbes started it 24 years ago. Our process of acquiring customers is not by luring them into the stores
through discounts and offers but by contacting them in the comfort of their homes where it is possible for us to find them unhurried, where we can understand them and their circumstances and then suggest
appropriate solutions for their health and hygiene and safety needs. We then demonstrate how these solutions perform in their home conditions, answer every question they may have and we deliver these solutions right at their doorstep. Even the after sales service is provided at their doorstep. This is the difference between them and us".
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Apart from achieving sales and profits, according to Mr. Suresh Goklaney, what may have impressed Harvard Business School, is "Over the last 24 years we have created a huge intangible asset of over 4 million customers who have welcomed us into their houses to see our demonstrations, to buy our products and then to get them serviced. They have seen us inside their homes! That is quite an exceptional example of relationship marketing, it is for reason that our slogan is 'Your friend for life'". The case study focuses on the innovative practices Eureka Forbes has employed in translating this philosophy of becoming friend for life, into actual operational practices. In particular the case explores whether sales force should be motivated by setting goals for the results of the sales efforts or for the efforts themselves. It explores how a superstructure of direct sales field force was built employing 5500 EuroChamps (salespersons fondly called so) who operate out of 150 offices of the company in about 100 cities; and the systems created for recruiting, inducting, training, motivating, compensating and leading them. In the year 2004, Eureka Forbes was recognised as the "16th Best Employer" of India in the Hewitt Survey. The vision of the company is "To create a happy, healthy and pollution free world based on long lasting customer relationships" and is realized not only through the sales force but also through a structure of 900 service locations. "For 80% of our customers, we have a service centre within 5 km radius". That is a tough act indeed for any competitor to duplicate. The efforts of the company in giving franchised service were recognized in 2005 through the "Best Franchisor" award it received. Mr. Suresh Goklaney said "We attribute our success to our unique culture and people
orientation. The four pillars of our employee orientation are "Earning, Learning, Pride and Fun". We believe in developing business through developing people. We have an in-house "Academy of Learning" and also have tie-ups with business schools which help train our talent. To create a "Learning Organization" we created Knowledge Management function within the company just 4 years ago and feel amply rewarded by the journey because recently, at Seoul in Korea, we were given a MAKE (Most Admired Knowledge Enterprise) award for Asia".
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CHAPTER - 4
RESEARCH STUDY AND ANALYSIS
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4.1 Research Methodology :
Definition :Research is common parlance refers to a search knowledge. The advanced learner’s dictionary of current English lays down the meaning of research as “a careful investigation of specially through search for new facts in any branch of knowledge.”
The systematic approach concerning generalizations and the formulation of a theory is also research. The purpose of research is to discover answers to questions through the application of scientific procedures.
Research Design :“A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.”
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- JHON.W.BEST“Research may be defined as any organized inquiry designed and carried out to provide information for solving a problem.”
- EMORY
- “Research is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining knowledge.”
-ROBERTROSS
4.2Descriptive Research Design :Descriptive research design studies are those studies, which are concerned with describing the character of a group.
The researcher makes a plan of the study his research work. That will enable the researcher to save the resources such a plan of study or blue print or study is called a research design.
4.3Data collection :A sample size 20 institution’s and college’s are studied for this purpose. Institution and colleges of different unit where randomly administrated the questionnaire.
4.4Data Analysis :The analysis of data was done on the basis of candidate eligibility, age, number of post and profile.
Profile of candidate-Good personality, dynamic, intelligent, sociable, can work in team, good communication skill, future leadership potential etc.
4.5Sources of Data collection :
The primary as well as the secondary sources was used for collection of data. In primary source of data collection the interview schedule and questionnaire and opinion survey were used in secondary source of data collection relevant records, books, journals, magazines were used.
Thus the source of data collection were as follows :
Primary- Secondary-
1.Interview Schedule 1.Books
2.Questionnaire 2.Magazines
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3.Opinion Survey 3.Journals
4.Other records
I have used structural interview schedule, questionnaire and opinion survey for collection of data from primary source. Interview schedule and questionnaire were used for candidate’s and opinion survey was used to know the perception, thoughts, and reaction of the placement officer and professor of the institutions and colleges.
I have used secondary source like books, magazines, journals, internet and other relevant records for collection of data to know about the Institutions and Colleges as well as respondents.
4.6 DATA TYPE :
Primary as well as secondary data was collected.
RESEARCH APPROACH :
Condition a field survey did a subjective assessment of the qualitative & interview for primary data & an extensive literature survey for secondary data.
RESEARCH INSTRUMENT :
The questionnaire was used as the primary instrument for the collection of primary data which contained open-ended questions to chance response. In addition the personal interview was employed to draw out answers to subjective questions, which could not be adequately, answered through the use questionnaire.
4.7 Preparing the questionnaire :
The first task in the process of measuring the level of recruitment of the candidates in Eureka Forbes was to prepare questionnaire. For this purpose a number of questionnaire I studied and finally a questionnaire where framed.
The questions where grouped under five categories :
1.Company Related
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2.Environment Related
3.Supervision Related
4.Growth Related
5.Job Related
The questionnaire are also ask the candidates for the demographic details regarding
6.Age
7.Number of years of experience
8.Department of study
9. Grade
e-consist of the following things :
Which focused on the employee awareness levels regarding benefits provide which & outside the organization assessing his overall satisfaction level. This prepared ground for further enquiry & enabled better analysis of the questions, which followed-
Which focused on specific policies & judged them from different aspects making the questionnaire in-depth & specific.
Which consisted of open-ended question, inviting views & suggestions.
4.8 INTERVIEW :
Interview lead to a better insight to subjective & open questions almost all interview responded.
4.9 SAMPLE UNIT :
The sample unit consisted of the customer sales department in Eureka Forbes Ltd.
4.10 SAMPLE FRAME :
Consisted of comprehensive list of all the institutions, colleges and candidates in Eureka Forbes Ltd.
4.11 SAMPLE SIZE :
Sample size 20
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4.12 SAMPLE DESIGN :
Care was taken to the sample based on considerations like age, department of study, communication skills, intelligence and experience of Candidate’s and Chief Corporate Relations of Institutions and Colleges.
CHAPTER - 4
SECTION – 1
EUREKA FORBES CURRENT SCHENARIO
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“Southend Conclave”, 2nd Fl.1582, Rajdanga Main Rd, Kolakata-700107
Tel- +91 33 2442 8933/ 34/ 35,
E-mail:[email protected], Web: www.eurekaforbes.com
Eureka Forbes is Asia’s largest direct selling organization. It is a part of Shapoorji Pallonji Group …Pioneer in vacuum cleaner and water purifier technology - operating from 220 branches, covering 100 cities, with over 7000 Euro champs in INDIA & ABROAD …..
Our organization has achieved….
4th rank, as best employer in 2007 ( Hewitt Associates survey) ISO 9001,9002 and 14001 certified company A case study of Harvard Business School since 2005 Awarded MAKE ( Most Admired Knowledge Enterprise, U.K) Award
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Super Brand Award, Mera Brand Award …….. International operation in 50 countries …..
SELECTION PROCEDURE :
TOTAL MARKS=100
a)WRITTEN TEST(MANAGEMENT QUESTION TEST)………………………..25%b)ACADEMIC ACHIEVEMENT………..25%c)PERSONAL INTERVIEW…………….25%d)PPT PRESENTATION…………………25%
THE TOPIC OF PPT PRESENTATION IS :-
QUALITIES OF SUCCESSFUL BUSINESS LEADER
OR
STRATEGIES TO INCREASE BUSINESS OF SECURITY SOLUTION PRODUCTS (20 - 30 SLITES).
AFTER QUALIFY THE ABOVE CRITERIA –
BUSINESS APTITUDE TEST (BAT-7DAYS)
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PLACE OF POSTING : CALCUTTA BHUBANAESWAR CUTTACK RANCHI JAMSHEDPUR
EARLIEST DATE OF JOINING : AS PER COMPANY RULE.
JOB PROFILE :
Meeting with prospective customer in Calcutta/BBSR/Cuttak, to increase Business for Security Solution Product- CCTV, Wireless Intrusion Alarm System, Access Control, VDP, Different Detectors.
BUSINESS TARGET :
There is specific business target in each month. Min target : 1 and 2 lakh per month…
UPGRADATION / PROMOTION : After each 6 months achieving the norms.
ATTENDANCE : 6 days in a week.
OUR PREFERENCE :
We prefer candidates with right business attitude for recruitment . We don’t like casual candidate have attitude to work only for 2-3 months & get the appointment letter & training …
Minimum stay period …6 months
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The EUREKA FORBES has the following way which it follows for recruiting the person
A.PURPOSE :
The purpose of the company is to define the procedure of Recruitment & Selection in the company.
B.SCOPE :
The scope of the company is to find the individuals seeking employment in the company.
C.RESPONSIBILITY :
The Responsibility is on the Manager-HRD/ SSD Manager.
D.AUTHORITY
The Authority in the company is commenstrate with responsibility
E.PROCEDURE STEPS
1.MAN POWER RECRUITMENT
• As and when the need arises , the Manpower Requirement Form is dually filled by the Divisional Head,SSD of the concerned department and forwarded to the HRD Department.
• The HRD Department initiates activity on the recruitment once the "Manpower Requirement" form is approved by MD.
• All "Manpower Requirement "Forms are maintained by the HRD Department.
2.IDENTIFYING SOURCES OF RECRUITMENT
On the basis of Manpower Requirement Form a recruitment source is identified. The source of recruitment could be external or internal.
INTERNAL SOURCE OF RECRUITMENT
• Internal Transfer/Promotion with necessary screening, training and selection to meet the specified requirement. It would be desirable to utilize the internal sources before going outside to attract the candidates.
The two categories of internal sources including a review of the
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present employees and nomination of the candidates by employees.
The COMPANY suggests that the effective utilization of internal sources necessitates an understanding of their skills and information regarding relationships of jobs. This will provide possibilities for horizontal and vertical transfers within the enterprise eliminating simultaneous attempts to lay off employees in one department and recruitment of employees with similar qualification for another department in the company. Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems.
These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs demanding similar employee characteristics. Again, employee can be requested to suggest promising candidates. Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. The usefulness of this system in the form of loyalty and its wide practice, it has been pointed that it gives rise to cliques posing difficulty to management.
Therefore, in this company before utilizing the system attempts should be made to determine through research whether or not employees thus recruited are effective on particular jobs. Usually, internal sources can be used effectively if the number of vacancies are not very large, adequate, employee records are maintained, jobs do not demand originality lacking in the internal sources, and employees have prepared themselves for promotion
EXTERNA L SOURCE S OF RECRUITMENT
An external source of Recruitment is considered from the combination of
the following options:
1.CAMPUS RECRUITMENT :
Educational and technical institutes are effective source of manpower supply. There is an increasing emphasis on recruiting students from different management institutes and Graduate
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Colleges by recruiters for positions in customer sales specialist in Eureka Forbes Ltd. These students are recruited as management trainees and then placed in special company training programmes. They are not recruited for particular positions but for development as future supervisors and executive.
Indeed , this source provides a constant flow of new personnel with leadership personalities. Vocational schools and industrial training institutes provides specialized employees, apprentices, and trainees for semiskilled and skilled jobs. Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. However, recruitment of these candidates must be based on realistic and differential standards established through research reducing turnover and enhancing productivity.
The candidates may appear personally at the company's employment office or send their applications for possible vacancies. According to company the quality and quantity of such candidates depend on the image of the company in community.
Prompt response to these applicants proves very useful for the company. The company find that this source is uncertain, and applicants reveal a wide range of abilities necessitating a careful screening. Despite these limitations, it forms a highly inexpensive source as the candidates themselves come to the gate of the company. It also provides measures for a good public relations and accordingly , the candidates visiting the company must be received cordially.
2.ADVERTISEMENT
• All recruitment advertisements are placed centrally by the HRD Department.
• The advertisement is drafted by HRD Department in consultation with the concerned Department.
• All related documents of Advertisements released are maintained in the
"Advertisement" file.
In addition to the above sources, several organizations develop sources through voluntary organizations such as clubs, attracts employees of competitors looking for a change or good
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prospectus for employment, older workers and physically handicapped for specific positions where they are best suitable, and use the "situation wanted" advertisement in newspapers
3.SELECTION
A .SCREENING/SHORTLISING
Resumes received from Management Institutes and Graduate Colleges/or from the advertisements released in Newspaper/Magazine are screened by HRD Department in consultation with the concerned department.
B.INTERVIEW CALL
The shortlisted candidates are contacted for interview through an interview call letter/telephone call/e-mai l or through the Chief Corporate Relations of Business Schools and Graduate Colleges.
C.INTERVIEW SCHEDULE
Interview schedule is prepared and sent to the concerned Department's HOD, Interview panel and a copy is kept for HRD Department records. The Interview Schedule include the following requirement.
INTERVIEW SCHEDULE
Authorized SignatoryPreliminary interview of the candidates is conducted by HRD basedon Personal Data Format given below filled up by the candidate withthe help of technical person along with the Dept.
Date:Venue:Position:
NAME OF THE CANDIDATE
TIME
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REMARKS
E.CONDUCTING INTERVIEWS
Interviews are conducted by an panel, which includes a Divisional Head,SSD and staff member from the concerned department.
F.INTERVIEW ASSESSMENT
Interview assessment Format is filled up by the interview panel immediately after the interview and all the relevant papers are forwarded to the HRD Department at the earliest.
G.SALARY FIXATION
"Staff comparison statement" and " salary proposal" formats are used for this purpose.
H.OFFER AND APPOINTMENT LETTER
A candidate selected for appointment is issued an offer letter mentioning the expected date of joining.
• Extension of time to join duties is granted to the candidate purely at Management discretion.
• A Detailed Appointment letter is issued after the individuals joins and fills the joining report.
• The offer and appointment letters are signed to all new joiners.
4.JOINING FORMALITIES
All the new joinees are required to fill-up the relevant papers such as Nominations under Insurance and Gratuity schemes, PF Declaration Forms etc. and all these records are maintained in their personal files.
Induction Training is organized for the new joinees. Induction is organized internally by HRD Department depending on the number of joinees in a month. Training needs o f the new joinees are identified as per the procedure.
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CHAPTER – 4SECTION – 2
PROJECT STUDY
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Eureka Forbes is Asia’s largest direct selling organisation. It is a part of the Shapoorji pallonji Group which was set up in 1982, to market health and hygiene products to Indian consumers, operating from 220 branches, covering 100 cities, with over 7000 Euro champs in India & abroad. Company follow the philosophy of Earning, Learning, Pride and Fun.
Company recruits only male candidate whose age between 21-28 and must hold at least graduation degree. There is no particular season for recruitment in the Organisation, it is done as and when the need arises and according to the order which company gets.
Recruitment Process:
As Eureka Forbes is a hardcore selling company it recruits young, dynamic, ambitious people; encourage them to harness their potential. As the situation matures we have to think more carefully bout the picking up the right candidate.
Sources Of Recruitment:Recruitment is basically attracting the right candidate for employment. The company relies on internal as well as external sources.
While doing project work we are asked to use educational institute as our sources of recruitment. Through this method Company comes to the campus itself of reputed engineering colleges and business school and select candidates by interviewing them or by written test and also followed by group discussion and personal interview. This is the very important source of recruitment for the organisation as the company requires highly skilled engineers and MBA’s which can be directly picked from such reputed institute and company also saves its lump sum Advertisement Cost.
To complete this project work we follow some step those are given respectively.
As my project deals with campus recruitment so the first thing which I followed is planning. It is a nothing but just a guideline towards the attainment of accepted goals and objective.
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Company gave a recruitment letter (attached in Annexure) in which company profile and eligibility of the candidate is written over there.
We visited 20 educational institute including, Business School and College.
We used to make an appointment with the placement coordinator in the Business School and with the principle in case of College respectively.
We got immense importance from the faculty of the institute and they are very interested to organise the next step. Some time we also mail the recruitment letter directly to the institute web address.
After that we fixed a date of written test and interview.
The next and final stage will be the selection process.
Selection Process:
Selection Process of the candidate involves 4vway process which include :
Written Test Personal Interview Power Point Presentation (PPT) Business Aptitude Test (BAT-7days )
Firstly, all the candidate are required to send his C.V to our office web address from which we short list C.Vs according to the nature of the job and qualification of the candidate if required.
In the second stage there is certain test which the candidate needs to be qualify. These test include knowledge test, IQ test, awareness test, and specialization test, etc.These test are conducted because Eureka Forbes generally requires a kind of candidate who have some knowledge about the current situation of the market. Once the tests are conducted, those who qualify the test are called for Personal Interview.
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Third Stage is basically carried out for further Short listing of the candidate through PPT presentation. This stage also measures the presentation capability of the candidate. As the company is a hardcore sales division so the presentation capability of the candidate takes much importance.
In Fourth Stage candidate is provided training by the Company for 7 days. Here all the procedures and selling tactics are to be thought to the candidate. This process known as BAT test. This is the final stage of selection. After that candidate is given a letter of appointment.
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CHAPTER – 4SECTION – 3
INSTITUTION’S AND
COLLEGE’S VISITED
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MBA/BBA COLLEGES
BENGAL INSTITUTE OF BUSINESS STUDIES,
18D LAKE VIEW ROAD,KOLKATA-700 029,
PH-033- 24669 236.
INSTITUTE OF BUSINESS MANAGEMENT,
JADAVPUR CAMPUS,KOLKATA,WESTBENGAL,INDIA.
PHONE NO- 033 24146810.
NIILM SCHOOL OF BUSINESS (NSB)
Behind South City College, Golpark,
47/H/1, Ballygunge Terrace,Kolkata-700 029
Phone no- 033 2406 12263
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EIILM, 6 WATERLOO STREET,KOLKATA-700 069.
CONTACT NO- 033 22100911,FAX- 033 22100909,
EMAIL- [email protected], WEBSITE- www.eiilm.edu.in
INTERNATIONAL BUSINESS SCHOOL, 20/1ASUTOSH CHOWDHURY AVENUE,KOLKATA-700
019.
DINABANDHU ANDREWS INSTITUTE OFTECHNOLOG&MANAGEMENT,
RAJA S.C.MULLICK ROAD,GARIA,KOLKATA-700 084.
PH-033-2430 4678/4876.E-MAIL [email protected],www.daitm.org.
NETAJI SUBASH ENGNIEERING COLLEGE,
PANCHPOTHA POLICE PARA,GARIA,KOLKATA-700 084.
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George college ,
Budge Budge Trunk Road, Mollargate, Maheshtala, Kolkata – 700 141.
Tel/Fax :( 033) 2401 8687/2289/3500.
Institute of Engineering & Management,
120 SDF Building, Salt Lake, Koalkata 700091,
Phone no- 033 23578189
Heritage Institute of Technology,
Chowbaga Road, Anandapur, P.O.East Kolkata Township, Kolkata –700 107, West Bengal. Tel : (033) 2443-1255/56/57/58; Fax- (033) 2443-
1259.
Email : [email protected]; Website : www.heritageit.edu
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NSHM Business School,
60(124) B.L Saha Road, Kolkata-700 053.
Ph/Fax +91 33 2403 2300/01.
Camellia School of Business Management,Madhyamgram, Kolkata – 700 029. Tel – (033) 64551146, Email : [email protected], Website : camelliagroup.org
IBRAD School of Management and Sustainable Development
VIP Road, Prafulla Kanan – 700 101,Ph: (033) 2711 6330/6422/6424/6425Email : [email protected], Web : www.ibrad-managementschool.org
B.A/B.sc./B.com. COLLEGES
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Surendranath College, Esstd-188424/2 Mahatma Gandhi Rd, Kolkata - 700 009, West Bengal,
Tele # (91 33) 2350-2864/2354-3876/ 2352 3285 Email:[email protected]
BANGABASI COLLEGE,19, RAJKUMAR CHAKROBORTY SARANI, KOLKATA- 700 009,PHONE NO – 033 235 00273.
RAMAKRISHNA MISSION,
GOLPARK,GARIAHAT,KOLKATA – 700 029.
PRAFULLA CHANDRA COLLEGE,
23/49 GARIAHAT ROAD,KOLKATA-700 029
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Bijoygarh Jyotish Roy College (1950)
8/2 Bijoygarh. Jadavpur, Kolkata-700032,
Phone no- 033 24124082.
BRAINWARE,GARIA,KOLKATA-700 084,CONTACTED PERSON-Somnath Gayan, E-mail:somnath@brainware_india.com.Mob-
9804551193.
NIIT,Garia Centre,
63/1 Kanungo Park,1st Floor,Kolkata-700 084.
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CHAPTER - 5
DATA ANALYSIS AND
INTERPRETATION
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5.1QUESTION : 1) Candidate willingness to join the company ?
a) Reputation of the company b) Salary package c) Working environment d) Job prospect e) Location of the company f) Carrer growth oppourtunity.
Reputation of the Company 17%Working Environment 28%Salary Package 16%Job Prospects 11%Location of the Company 5%Carrer Growth Oppourtunity 23%
17%
28%
16%11%
5%
23%
Chart Showing Candidate Willingness to join the company
Reputation of the CompanyWorking EnvironmentSalary PackageJob ProspectsLocation of the CompanyCarrer Growth Oppourtunity
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From the chart it can be understood that most of the candidates are inspired by the working environment of the company(28%) which resembles the personal traits of the Indians. I can also see that matters much followed reputation of the company and salary package which comprised 17% and 16% respectively. Job prospects plays a minor role in the minds of a candidate who had already joined the company location of the company (which comprised 5%of the sample size ) where majority of the employees are qualified with technical who in most of the cases dare to bother it.
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5.2QUESTION:2)Most reliable type of interview?
a) Behavioralb) Situationalc) Structuredd) Stress
Behavioral 7%
Situational 36%
Structured 21%
Stress 36%
7%
36%
21%
36%
Chart showing the Reliable Type of Interview is
BehavioralSituationalStructuredStress
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I tried to find out the most reliable type of interview according the candidates. They expressed different view. According to the sample candidates. I found that behavioral interview is most reliable and this view was supported by 36% of the sample candidates. Similar support was begged by the situational interview, while 26% structured interview and only 7% favoured stress interview. Corresponding to this data I have drawn a pie chart above: -
In EUREKA FORBES all the applications received in each branch of MBA, BBA, B.A, B.sc and B.com will be separately arranged in descending order of merit i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of MBA,BBA, B.A, B.sc and B.com . In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English. Based on merit and requirement, the short-listed candidates will have to appear for Psychometric Test and/or Behavioral Assessment Interview followed by Personal Interview. Candidates will be invited for Psychometric Test and/or Behavioral Assessment Interview followed by personal interview, in order of merit on the basis of Written Test performance. In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for interview.
The candidates are advised to ensure while applying that they fulfill the eligibility criteria and other requirements mentioned in this advertisement and that the particulars furnished by them are correct in all respects. In case it is detected at any stage of recruitment process that the candidate does not fulfill the eligibility criteria and/or does not comply with other requirements of this advertisement and/ or he/she has furnished any incorrect/ false information or has suppressed any material fact(s), his/her candidature is liable to be rejected. If any of the above shortcomings is/are detected, even after appointment, his/her services are liable to be terminated without any no.
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5.3QUESTION: 3) Best way to recruit people? a) Advertisement b) Walks – ins c) Variable d) Search firms
Advertisement 40%
Walks – ins 25%
Variable 20%
Search firms 15%
40%
25%
20%
15%
Chart Showing the Best way to Recruit People is
AdvertisementWalk-insVariableSearch Firms
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Chief of Corporate Relations and Candidates expressed their varied views about the best way, according to them, to recruit people. Chief of Corporate Relations bear an opinion (about 40% of the sample) that advertisement is the best way to recruit people. While to 25% of the sample Chief of Corporate Relations and Candidates feel that walk-ins is best way while 20% feel that variable ways are the best. Others feel that recruiting people from search firms in a best way. Corresponding to this data I have drawn a pie chart above:
The aim of advertising is to make people aware that a vacancy exists and to persuade them to apply for the position. Advertising helps to define exactly the need of the company, and what separates it from its competitors. Often the people you want to attract are not openly looking for a new job, so you need to think of ways to sell the attributes of the company, e.g. what makes It unique, its culture, values, philosophy and so on.
Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants. It is worth making your advertisement effective and attractive, as there is a high correlation between advertisements with accurate and complete information and recruitment success.
5.4QUESTION:4) Response given by the candidate’s about their query?
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Agree/Disagree.
Agree 94%
Disagree 6%
94%
6%
Chart Showing Response given by the Chief Corporate Relations about Query
AgreeDisagree
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My survey clearly concludes that response of the company to any query made by the Chief Corporate Relations was absolutely good since 94% of my survey favors to this. 6% ratio of unsatisfied can also be further reduced if communication system is further improved.Corresponding to this data I have drawn a pie chart.
I hereby submit my suggestion that every query by any Corporate Relations and candidates should be seriously considered and it should be dealt in depth and if at any particular time of query if proper reply/material is not available, even than the answer must be given at a later stage after getting full information from the source available .
5.5QUESTION: 5) How candidates are recruited in the company?
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a) Written examb) Written exam & Interviewc) Written exam, G.D, & Interview.d) Others
Written Exam 85%
Written Exam & Interview 6%
Written Exam, G.D, & Interview 6%
Others 3%
There are various ways of recruiting candidates in the company as depicted in the chart below :-
85%
6%
6%3%
Chart Showing Candidates Recruitment Process
Written ExamWritten Exam and InterviewWritten Exam,GD & InterviewOthers
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From the chart it is quiet clear that the company adopts various processes for recruiting the right candidate. Actual recruitment procedure followed by the company is by conducting written examination followed by interview which comprised 85% of my sample survey of 25 candidates. But still some candidates are also chosen through written exam, GD& interview comprising only 6% and others comprising only 3%. These ‘others’ include the reference of the existing employees within the organization itself.
Eligible candidates will be invited for objective type written test at their own expense. In Other words all the applications received in each candidate will be separately arranged in descending order of merit i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test. In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English.
WRITTEN TEST CENTRES :
The Written Test conducted at Kolkata .EUREKA FORBES reserves the right to change or delete any of the above mentioned test center at its discretion.
5.6QUESTION: 6) Job specification of the response of the Candidate?
Yes/No
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Yes 97%
No 3%
97%
3%
Chart Showing Job Specification of the Response of the Candidate
YesNo
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Almost all the candidates got the specified jobs offered to them. This implies that thecompany has the organized manpower planning and well organized recruitment policy asshown in the following chart: -
From the chart above it crystal clear that the candidates get exactly the same job asspecified. So from the company’s perspective it is a good sign for the overall growth &development. Still some employees who comprised only 2.33% of my sample study.
5.7 QUESTION : 7) Attitude of Chief Corporate Relations manager ?a) Goodb) Very Good
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c) Excellent
Good 13%
Very Good 30%
Excellent 57%
13%
30%57%
Chart Showing fell about Attitude of Chief Corporate Relations Manager
GoodVery GoodExcellent
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The chart above depicts that the satisfied with the attitude of Chief Corporate Relations Manager of Business Schools and Graduate Colleges. 13% was Good attitude, 30% was Very Good and 45% was the attitude of Chief Corporate Relations Manager is excellent.
Corresponding to this data I have drawn a pie chart
From the chart it is crystal clear that the attitude of Chief Corporate Relations Manager is whole heartedly accepted . This will definitely boost the morale by me, which ultimately will increase efficiency, & working for my project resulting in better growth of the company. Thus by every means company is profitable. Moreover such behavior of H.R. Manager can become the ideal of their colleagues & subordinates.
5.8QUESTION : 8) The primary source of information for recruiting people should be ?
a) Managerialb) Testingc) Recruiters themselvesd) Job analysis
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Managerial 40%Testing 20%Recruiters themselves 15%Job analysis 25%
40%
20%
15%
25%
Chart Showing thePrimary Source of In-formation of Recruiting People
ManagerialTestingRecruiters ThemselvesJob Analysis
THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE
SHOULD BE :-
According to the sample ,the primary source of recruiting people is Managerial.However, Testing & Recruiters Themselves source are the second most favored source ofRecruiting people. Whenever the process of Recruitment is to be carried out. Managerialsource of Recruiting people should be heavily considered.
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Advertisement in publications and recruitment booklets and information sheets forapplicants were found to be the most frequently and the least frequently used method ofmanagerial recruitment.
Newspaper advertisement was found to be the most preferred technique, whileadvertisement in the technical and professional journals was the least preferred techniquefor managerial recruitment in EUREKA FORBES.
5.9QUESTION : 9) Opinion about Eureka Forbes ?a) Goodb) Very Goodc) Excellent
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Good 10%
Very Good 35%
Excellent 55%
10%
35%55%
Chart Showing Opinion about Eurekaforbes
GoodVery GoodExcellent
OPINION ABOUT EUREKA FORBES :
From the chart it is crystal clear that the opinion about Eureka Forbes of Chief corporate Relations Managers and students of Business school and Graduate colleges were 10% was Good, 35% was Very Good and 55% was Excellent.
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CHAPTER - 6Page | 155
FINDINGS ,RECOMMENDATIONS, CONCLUSION
AND
CASE STUDY
6.1 FINDINGS
1. In Eureka Forbes, the most effective way of recruitment is Campus Recruitment.
2. Eureka Forbes is currently filling the post of Customer Sales Specialist.
3. Eureka Forbes scan the resumes mostly based on educational qualification and experience.
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4. Length of recruitment cycle is between 1 – 6 months.
5. External recruitment and internal recruitment are the methods of Recruitment in Eureka Forbes.
6. Employee referrals is the important component in internal recruitment.
7. Campus Recruitmet in External Recruitment is mostly used in Eureka forbes.
8. Recruitment procedure is not fully computerized.
9. Manpower’s are recruited from private placement consultancy, who are demanding high amount of fees, where as HRD Department is not fully utilised to recruit manpower by advertisement.
6.2 RECOMMENDATIONS
1.Fresh requisition requires approval and not replacement.
2.The dead CVs should be destroyed.
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3.Each level of employee should be formally inducted and introduced to the Departmental Head. If not all levels, at least Asst. Manager and above category of employees.
4.Salary comparison should be seriously done to retain the old employees.
5.Proper salary structure to be structured to attract people and make it tax effective.
6.Cost benefit analysis should be alone before creating a position or recruitment of manpower.
7.External source should be given equal importance with internal source. By which new brain will be inducted in the company with skill, talent, efficiency etc.
8.Manpower planning should be followed before recruiting.
9.Proper enquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes.
6.3 CONCLUSION
Studying the recruitment procedures of EUREKA FORBES., analysing the respondents answers,
opinion survey and data analysis it came to conclusion that EUREKA FORBES is a growing
Company. It has a separate personnel department which is entrusted with the task of carrying
out its various roles efficiently. The business of EUREKA FORBES is carried on in a very scientific
manner. In the saturation point of business it need not waste the time to diversify into the
Page | 158
another business. Management understands the business game very well. At the time of
difficulty it takes necessary action to solve the problem. Now the personnel department of
Eureka Forbes is in infancy stage. It always try to modernize the department. It strongly believes in manpower position of the organization because it knows in the absence of ‘M’ for man all ‘Ms’ like money, material, machines, methods and motivation are failure. It always tries to develop the human 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.
6.4 CASE STUDY
The Applicant Databank is A Central Repository of Applicant related information.
The Recruitment Process has different options- Direct and Through Requisition
Direct
: The Candidate required for a vacant position in the organization is
Searched from the applicant Data Bank and given offer.
Through Requisitions: The Requisition Process(an official written demand) comprises
of Manpower Requisitions from the organization.
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After Approval of the Requisitions the Applicants are short listed from the Applicant DataBlank based on the position, Experience, skill set, Qualification as required from theRequisition.
The Short Listed Applicants are then called for an evaluation process that is based on pre-
defined steps for the respective positions.
After clearing the evaluation process an offer letter is given to the selected applicants. If the Applicant is rejected or on Hold during Evaluation process, the Applicant goes back to the Applicant Data Bank with appropriate status.
In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. These case lets discuss the importance of having an effective recruitment and selection policy.
They discuss the importance of a good recruitment and selection process that starts with gathering complete information about the applicant from his application form and ends with inducting the candidate into the organization.
Norms of EUREKA FORBES recruitment :
EUREKA FORBES mainly recruits Sales person’s, whenevervacancies for these positions are sanctioned. Once vacancies are sanctioned, therecruitment for these position is conducted according to the process which will bedescribed in detail in open advertisement issued. You may look out for suchadvertisements in the “Employment News”, and also at this website, where it will also behosted when issued. However, some broad features are given below:
Page | 160
1.For the positions of-
CUSTOMER SALES SPECIALIST
Normally above recruitments are centrally conducted for various units of EUREKA FORBES and detailed advertisement, containing no. of vacancies, job-specifications, selection process etc., is published in National Dailies.
For these positions, generally recruitment is conducted leveraging technology, which requires submission of applications ‘on-line’ only. The broad job-specifications are as under:
JOB SPECIFICATIONS
For CUSTOMER SALES SPECIALIST
Full time regular Bachelor’s Degree in B.A/B.sc/B.com from a recognized Indian University/Institute in the relevant discipline with minimum 60% marks in the aggregate of marks of all years.
Full time regular Diploma in engineering in the relevant discipline with minimum 60% marks in the aggregate of marks of all years/semesters (relaxable to 55% for SC/ST candidates) from a recognized Indian university/institute.
Upper Age Limit :
27 years for Graduates29 years for Post-Graduate
The selection process involves on All India based written test followed by interview.The process by which the candidates, who apply, are shortlisted for inviting forwritten test and interview, is described in detail in the advertisements issued.
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BIBLIOGRAPHY
BOOKS : Aswathappa k (2005) Human Resource And Personal Management,
Tata McGrow-Hill Publishing Company Limited, New Delhi, Fifth Edition.
Subba Rao.P (2007) Personnel And Human Resource Management, Himalaya Publishing House, Mumbai, Seventh Edition.
Rao. V.S.P (2005) Human Resource Management, Excel Books, New Delhi, Second Edition.
Mamoria C.V.,Gankar S.V.,(2005) Personnel Management, Himalaya Publishing House, Fourth Edition.
Subba Rao,Essential of Human Resource Management & Industrial Relations, Fourth Edition,
Page | 162
MAGAZINE & JOURNAL : The Indian Management – A journal of Indian Management Association – July, 2010,
Volume 41, Issue 10. People Management – 26th July, 2010. Business Today – July, 2010.
INTERNET : www.google.com www.googleimage.com www.eurekaforbes.com www.humanresuorceabout.com
ANNEXURE
Page | 163
ANNEXURE – A
EUREKA FORBES RECRUITMENT LETTER
“Southend Conclave”, 2nd Fl.1582, Rajdanga Main Rd, Kolakata-700107
Tel- +91 33 2442 8933/ 34/ 35, Mob:9331013523
E-mail:[email protected], Web: www.eurekaforbes.com
To, Dated : 25th June’2010.
Sub:- Recruitment for Eureka Forbes
Page | 164
Dear Sir/Madam
Eureka Forbes is Asia’s largest direct selling organization. It is a part of Shapoorji Pallonji Group …Pioneer in vacuum cleaner and water purifier technology - operating from 220 branches, covering 100 cities, with over 7000 Euro champs in INDIA & ABROAD ….. Our organization has achieved….
4th rank, as best employer in 2007 ( Hewitt Associates survey) ISO 9001,9002 and 14001 certified company A case study of Harvard Business School since 2005 Awarded MAKE ( Most Admired Knowledge Enterprise, U.K) Award Super Brand Award, Mera Brand Award …….. International operation in 50 countries …..
We follow the philosophy of Earning , Learning, Pride and Fun.To enhance our people strength, we are recruiting Eurochamps to our organization in June’2010 A crisp ad for recruitment is enclosed for your kind perusal.
Thanking you
Unus Molla , Divisional Head , SSD , Esat-2 (W.B,Orissa,Jharkhand,Chhattisgarh )
Eureka Forbes ltd
Off. Ph-033-2442 8933/ 34/ 35 ( 10 A.M -5 P.M ) ,Mob : 9331013523(11a.m-3p.m)
E-mail : [email protected]
REQUIRED CUSTOMER SALES SPECIALIST
Page | 165
for Security Solution Division (SSD)
in
Eureka Forbes Ltd
Eligibility: BSC/BA/BCOM
(Pass Out/Awaiting for final results)
Age: 21-28 year
Profile of candidate:
Good personality, dynamic , intelligent, Sociable, can work in team, good communication skill ,future leadership potential.
EARNINGS : Expected earnings, Rs 10,000/-Rs.12,000/-per month for good performer ( Min. business target-1Lakhs/p.m).
Facilities : PF, Bonus, Mediclaim, ESI, Scope for studying MANAGEMENT at NMIMS-MUMBAI, Own your Bike Scheme, Tour in Abroad for club100 qualifiers.
Submit your bio-data with colour passport photo with tie to the under mentioned person for interview within 10th JULY 2010..
Unus Molla
Divisional Head ,SSD ,(W.B,Orissa,Jharkhand,Chhattisgarh)
Eureka Forbes Ltd, Southend Conclave, 2nd Floor,
Page | 166
1582, Rajdanga Main Road,Kolkata-700107
Ph: 033-24428933/34/35 E-mail: [email protected]
Web: www.eurekaforbes.com
A FEW INFORMATION
1. Mode of Selection:
Personal Interview/ Business Aptitude Test (BAT-7days ) /Written Test/PPT PRESENTATION
2. Place of Posting : Calcutta / Bhubaneswar /Cuttack/Ranchi/Jamshedpur
3. Earliest Date of Joining : as per company decision.
4. Job Profile:
Page | 167
Meeting with prospective customer in Calcutta /BBSR/CUTTAK, to increase Business for Security Solution Products- CCTV, Wireless Intrusion Alarm System , Access Control, VDP, Different Detectors ..
We prefer institutional/corporate customer interaction in Calcutta ….
They have to interact 20 Prospective customer daily .and 3 demos/Product Presentation to customer …
5.Business target: there is specific business target in each month.
Min target : 1 lakhs per month…
6. Upgradation / promotion : after each 6 months achieving the norms.
7.Attendance : 6 days in a week.
8.Our preference: We prefer candidates with right business attitude for recruitment . We don’t like casual candidate have attitude to work only for 2-3 months & get the appointment letter & training …
Minimum stay period …6 months
9. Further Query :
Any specific queries will be answered on one to one basis at final counseling session before joining. You may phone me to clarify specific query ( off ph: 2442-8935/34 Mob: 9331013523 )
Unus Molla
Eureka Forbes Ltd,Southend Conclave, 2nd Floor,
1582, Rajdanga Main Road,Kolkata-700107
Ph: 033-24428933/34/35 E-mail: [email protected]
Page | 168
Web: www.eurekaforbes.com
10. Date & Place of Interview :
23rd July-10th July,2010
Our office between 10.00am-1p.m Or Manangement School campus for more than 20 students ..
11. Documents required before final joining:
1. Colour photo stamp size with tie -5 copies2. xerox copies of all academic qualifications3. 2 copies of colour photograph ,size-4”x6”4. blood group certificate 5. 2 copies reference letter ..in A4 size paper with name ,residence & office address,
phone no of refree6. extracurricular certificates (if any)
7. Xerox copy of ration card /voter card
Page | 169
ANNEXURE - B
EUREKA FORBES RECRUITMENT AND SELECTION PROCEDURE FORM
2.1Management Quotient Test
Name……………………………….. D.O.B:………………………………….
E-mail:……………………………… Mob:……………………………………
Institute:……………………………. Date:……………………………………
Answer all questions. Each question carry equal marks
Full Mark : 100 Time : 60 Minutes
1.Expand :
CII……………………………………. P&G…………………………………………
ITES………………………………….. RILL………………………………………...
CKO………………………………….. COO…………………………………………
BIFR…………………………………. M&M…………………………………………
Page | 170
SEBI…………………………………. SDR…………………………………………..
IBM………………………………….. FIAT………………………………………….
2.Write down the punch line..
Microsoft……………………………… Philips…………………………………………
Panasonic……………………………… BOSCHO……………………………………..
HDFC…………………………………. BPL……………………………………………
TOI……………………………………. ARCELOR……………………………………
WIPRO……………………………….. ITC……………………………………………
PEPSI………………………………… AMWAY……………………………………..
3.Write down 10 names of Fortune 500 Company with country name (except Indian co ).
4.Write the company name of the brands.
SPEED……………………………… S-CLASS………………………………………
MATRIX…………………………… Expression……………………………………...
X-TRAIL…………………………… SUPERNOVA…………………………………
ACROBAT…………………………. SHOCK………………………………………..
MONDEO…………………………... SAVLON………………………………………
5.Explain:
Esparento…………………………………………………………………………………
GATT…………………………………………………………………………………….
ASEAN………………………………………………………………………………….
MBO……………………………………………………………………………………..
Page | 171
MBE……………………………………………………………………………………...
LPP……………………………………………………………………………………….
KAIZEN…………………………………………………………………………………
ISO……………………………………………………………………………………….
Six Sigma…………………………………………………………………………………
EOQ………………………………………………………………………………………
6.Name the Writer :
Stay Hungry , Stay Foolish:……………………………….Winning……………………
Re-imagine……………………………………………….. Code Name God…………..
Business World(editor)……………………………………Business Today(editor)……
Bonsai Manager…………………………………Business at the speed of mind……….
The greatness guide2……………………………Good to Great………………………..
GUTS………………………………………….. Execution…………………………….
7.Find out the association :
3/4th of Earth is Water…………………………. Passport………………………………
Forever New Frontiers…………………………. Growth is life…………………………
Making tomorrow brighter…………………….. Free .Fair .Fearless……………………
Profit from it…………………………………… Passion for excellence………………..
Capitalists Tool………………………………… Time & Timeless…………………….
8.Write down the M.D/CEO/CHAIRMAN(any one name)
Hindustan Lever………………………………. ITC…………………………………….
MRF…………………………………………… SP GROUP……………………………
PWC…………………………………………… PLANMAN……………………………
SONY…………………………………………. ONGC………………………………….
Page | 172
ICICI…………………………………………... NOKIA…………………………………
BICON…………………………………………. GSK…………………………………….
VLCC…………………………………………… DABUR………………………………..
9.Write down your ideal corporate business leader(living) & Why?
10.Analysis of self “SWOT”
2.2 JOB ANALYSIS FORM
Job Title………………………………….…… Date………………..Location………………………..
Department…………………………………… Analyst………………………….……………………………
Code No…………………………… Reason for the job…………………………… Supervised..……………………Wage or salary range…………………………………………………
Relation to other jobs: Promotion from……….. Promotion to…………………..
Job summary:
Work performed:………………………………………………………
Major duties :……………………………………………………….Other tasks :…………………………………………………………Equipment/Machines used:…………………………………………….
Working Condition……………………………………………………
Skill Requirements:
Education: (Grade or Year)
Training :
Page | 173
Job experience :
(a)Type of experience……………………..
(b)Length of experience……………………
Supervision :
(a) Positions supervised…………………….
(b) Extent of supervision…………………..
Job knowledge :
(a) General……………………………
(b) Technical………………………………
(c) Special…………………………………………
Responsibility :
(a) For product and material……………………. (b)For equipment and machinery…………… (c)For work of others…………………………. (d)For safety of others………………………………
Physical Demands :
Physical efforts :
Surroundings :
Hazards :
Resource fulness :
Page | 174
2.3 JOB SPECIFICATIONS FORM
Job Title : Drill Operator
Department………………………
Job Code……………………
Date……………………………..
REQUIREMENTS
1. EDUCATION : Ability to read and understand production orders
and to make simple calculations. Preferably High School Certificate.
2. TRAINING AND EXPERIENCE: No special training required . Requires one month experience to learn job duties and to attain acceptable degree of proficiency.
3. PHYCIAL EFFORT: No special physical effort is required.
4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. Must be able to concentrate when operating.
5. SUPERVISION : Routine checking and no close supervision required.
Specific but no detailed instructions.
6. Responsible for own work only. Only routine responsibility for
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safety of others.
2.4 INTERVIEW CALL LETTER
Date----------------
Dear Sir,
“___________________________________________________”
This has reference to your application for the above mentioned
position in our organization.
We are pleased to invite you for a meeting with the undersigned on…
………………….at………a.m./p.m. please confirm this appointment.
We have enclosed a blank personal Data Form. Please fill this in and
bring with you along with your educational and experience certificates /
testimonials in original for the meeting.
No TA/DA shall be admissible for attending this interview.You will be reimbursed to and for train fare by 1st / 2nd class for attendingthis interview.
We take this opportunity to thank for the interest you have shown in
joining our organization.
Page | 176
Yours sincerely,
For EUREKA FORBES
2.5 APPLICATION FORM FOR EMPLOYMENT
CONFIDENTIAL
Refrence (including advt. ref. if any) Position Applied for …………………………….
Time for Joining ………………………………………………………………………..
PERSONAL DETAILS:
Name: ( in Block letters as registered in school certificate)
……………………………………………………………………………………………
(First Name) (Middle Name) (Last Name)
Present Address: …………………………………………………………………………
Permanent Address ……………………………………………………………………….
Tel. Res……………………………….Mob…………….................
Tel. Off………………………………. E-mail (Personal)………………………………..
Date of Birth…………………………….. Age…………………………………………
Place of Birth…………………………………………. State ……………………………
Martial Status: Married/ Single Children: Male................. of age………………
Female……………. of age …………..
EDUCATION: Details of all examination passed from matriculation or equivalant onwards :-
Page | 177
Exam/Degree/Diploma/Certificate
School/College/University
Year ofPassing
Branch of Study Electives/SpecializationSubject
Class/Grade/Division & % of marks
Regular/Part Time/Correspondence
State reasons for gaps in studies, if any:
Academic Achievements:
PROJECT WORK/PUBLICATION/THESIS
Organization Details From To
BRIEF DETAILS OF ANY PRESENTATION/ PUBLICATION/ THESIS,
IF ANY
WORK EXPERIENCE:
Present/ Last Job
Organization ………………………Period of Employment………………………….
Address ………………………………..From:……………… To: ………………………
Nature of Business ……………………………….Telephone ……………………………….
Current Position/ ………………………………..Position held…………………………….
Page | 178
Sales Turnover of the organization …………………………………………………
No. of employees in the orgn……………………………………………………..
Sales Turnover of your unit ………………………………………………………………..
No. of employees in your unit ……………………………………………………………
No. of employees in the Dept. you work …………………………………………………..
No. of Executive……………………… No.of -Non- Executive …………………………..
No. of Direct report: ……………………..No. of Executives ………………………………….
No. of Non-Executive …………………………………….
List your 3 core competencies :1.
2.
3.
List 3 Key Achievements in your career :
1.
2.
3.
Please draw a brief organization chart of your dept./ Division and outline
your responsibilities (Attach sheets giving details if required)
Organisation Chart:
Current Responsibilities
Previous Employment Details :(Start from recent employment)
Nature of Organizationon
PeriodFrom To
PositionJoined
Position Last Held
Brief DescriptionOf Responsibilities
LastDrawnGross SalaryPer month
Page | 179
Present Remuneration Drawn :
A. Monthly :Basic DA HRA/Lease Conveyance Any Other
(Mention Details)
Totalp.m.
B. Annual :LTA Variable pay/
BonusMedical Any Other Total
p.a.
C.Other Terminal Benefit p.a. :
Pf Super annuation Gratuity Total p.a.
D.Gross p.a.
(Total of A,B,&C)
E. Other perk not included in Gross
Page | 180
Due date of next increment. Any other information relating to the above
GENERAL
Language Known
Language………………………………………………………………………
Read ……………………..
Write ……………………..
Speak ……………………..
Declaration
I declare that the information given by me in this application is true and complete to the best of any knowledge and belief. I am not aware of any circumstances which might affect my fitness for employment. If any time, later, it is found that I have not disclosed any material information or have given incorrect or false information, the company will be liberty to terminate my appointment without any notice or compensation.
Date:
Place: Kolkata
Signature of Applicant
Page | 181
ANNEXURE - C
INTERVIEW QUESTIONAIRE
1.Have you any relative working in EUREKA FORBES ?Yes/No
If yes please give details : Name
Relationship -
Designation-
Unit-
/ Department -
2. Have you earlier applied for any position in any of our factories/ Offices?
Yes/No
3.Is your spouse employed?
Yes/No
4. Have you any locational constraints?
Yes/No
If yes, please give details/ reasons
Page | 182
5. Can you undertake frequent t travels:
Yes/No
6. Extra Curricular Activities:
7. Interests/Hobbies:
8. References: Please give names, addresses & Telephone Nos., of two Persons other than relatives to whom we may refer about you.
1.
2.
Annexure - D
SURVEY QUESTIONAIRE
Questionnaire :
1.Candidate willingness to join the company
a)Reputation of the company
b)Salary package
c)Working Environment
d)Job Prospect
e)Location of the company f)Carrer growth oppourtunity.
2.Most reliable type of interview
a)Behavioral
b)Situational c)Stress
3.Best way to recruit people
Page | 183
a)Advertisement
b)Walk-ins
c)Search firms
4.Response given by the candidates about their query
Agree/Disagree
5.How candidates are recruited in the company
a)Written Exam
b)Written Exam & Interview
c)Written Exam, G.D and interview
6.Job specification of the response of the candidates
Yes/No
7.Attitude of H.R. Manager
a)Good
b)Very good
c)Excellent
8.The primary source of information for recruiting people should be
a)Managerial
b)Testing
Page | 184
c)Recruiters themselves
d)Job analysis
9.Opinion about Eureka Forbes
a)Good
b)Very good
c)Excellent.
ANNEXTURE - E
LIST OF COLLEGES
Management COLLEGES
Indian Institute of Management
Diamond Harbour Rd. Joka. Kolkata 700104,Phone no- 033 2467 8300-6
IBS (ICFAI Business School)
J3, Block GP, Sector-V, Salt Lake. Kolkata 700091, Phone no- 033 23577124
Army Institute of Management
Judges Court Rd. Alipore. Kolkata 700027, Phone no- 033 24794494
Dept of Business Management.
Calcutta University.1, Reformatory Street (6th & 7th Floors) Kolkata 700 027,
Page | 185
Phone no- 033 24499418
Institute of Business Management
Jadavpur University. Kolkata 700032, Phone no- 033 24146810
Indian Institute of Social Welfare & Business ManagementManagement House.
College Square West. Kolkata 700073, Phone no- 033 22413648
Institute of Engineering & Management,
120 SDF Building, Salt Lake, Koalkata 700091, Phone no- 033 23578189
Bharatiya Vidya Bhavan Institute of Management Science
Block - FA Sector - III, Salt Lake. Kolkata 700097, Phone no- 033 23358754
B.P. Poddar Inst. of Management and Technology
137, VIP Road. Kolkata 700052
EN 31, Sector V, Salt Lake. Kolkata 700091
Phone no- 033 25739608/09/10 23572508/9
Nopany Institute of Management Studies
2-D Nando Mullick Lane. Kolkata 700006, Phone no- 033 25338503
NSHM College of Management & Technology
Arrah, Shibtala. Muchipara. Durgapur 713212, Phone no- 033 343-2533813
Page | 186
Syamaprasad Institute of Technology & Management
5/B, R Dasgupta Road. Kolkata 700026, Phone no- 033 24542289
Pailan College of Management & Technology
Bengal Pailan Park, off D.H Rd, Kolkata 700104, Phone no- 033 24535605
George College
136 B.B. Ganguly Street, Kolkata 700012, Phone no- 033 22272605, 22176143
Birla School of Management
11, Lower Rawdon Street. Kolkata 700020, Phone no- 033 24543243
Gurukul Management School
HN 203 Salt Lake. Kolkata 700106, Phone no- 033 2337 2122
NPC College of Science & Management
Rushpunj, Bakhrahat Rd. Thakurpukur. Kolkata 700104, Phone no- 033 22110259
GRADUATE COLLEGE :
Acharya Girish Chandra Bose College(Bangabasi College of Commerce)
35, Raj Kumar Chakrabarty Sarani (Scott Lane), Kolkata- 700009,
Page | 187
Phone no- 033 23501426
Acharya J. C. Bose College (Birla College of Science & Education)
1/1B, A. J. C. Bose Road, Kolkata- 700020, Phone no- 033 22825181
Anandamohan College [City College] (1961)
102/1, Raja Rammohan Sarani, Kolkata- 700009, Phone no- 033 23501565
Asutosh College (1916)
92, S.P. Mukherjee Road, Kolkata-700026, Phone no- 033 24554504
Bangabasi College (1896)
19, Rajkumar Chakraborty Sarani , Kolkata-700009, Phone no- 033 23500273
Behala College (1963)
Parnasree. Behala, Kolkata- 700060, Phone no- 033 24069714
Bhairab Ganguly College (1968)
2, Feeder Road, Belghoria, Kolkata-700056, Phone no- 033 25532280
Bhawanipore Education Society College (1966)
5, Lala Lajpat Rai Sarani, Kolkata- 700020, Phone no- 033 22803284
Page | 188
Bidhannagar College (1984)
EB-2, Sector I, Salt Lake, Kolkata-700064, Phone no- 033 23374761
Bijoygarh Jyotish Roy College (1950)
8/2 Bijoygarh. Jadavpur, Kolkata-700032, Phone no- 033 24124082
Bishop's College
224, A.J.C.Bose Road, Kolkata-700017, Phone no- 033 22472779
CharuChandra College (1947)
22, Lake Road, Kolkata-700029, Phone no- 033 24663771
Charu Chandra Evening College
27E, Bosepukur Road, Kolkata-700042, Phone no- 033 24425058
Chittaranjan College (1967)
8A, Beniotala Lane 700009, Phone no- 033 22414570
City College North (Rammohan College) (1884)
102/1, Raja Rammohan Sarani, Kolkata- 700009, Phone no- 033 23506505
City College of Commerce (Umesh Chandra College) (1841)
13, Surya Sen Street, Kolkata- 700012, Phone no- 033 2241106
Page | 189
Dinabandhu Andrews College (1956)
54, Raja S. C. Mallick Road. Baishnabghata, Kolkata- 700084, Phone no- 033 24304377
Dumdum Motijheel College
208/B/2, Dum Dum Road, Kolkata-700074, Phone no- 033 25512585
Goenka College of Commerce & Business Administration (1905)
210, B. B. Ganguly Street, Kolkata-700012, Phone no- 033 22412216
Gurudas College (1956)
1/3, Narkeldanga Main Road, Kolkata-700054, Phone no- 033 23503841
Gurudas College of Commerce
33C/1, B. B. Ghosh Sarani, Kolkata-700067, Phone no- 033 23561998
Harimohan Ghosh College (1963)
J/206, Paharpur Road. Garden Reach, Kolkata-700024, Phone no- 033 24693641
Heramba Chandra College (1961) [South City College]
23/49, Gariahat Road, Kolkata-700019, Phone no- 033 24612689
Jogesh Chandra Chaudhuri College (1965)
Page | 190
30, Prince Anwar Shah Rood, Kolkata-700033, Phone no- 033 24174622
Maulana Azad College (1926)
8, Rafi Ahmed Kidwai Road, Kolkata-700013, Phone no- 033 22443737
Netaji Nagar College (1986)
170/436, N.S.C. Bose Road, Kolkata-700092, Phone no- 033 24115301
New Alipore College
Block L, New Alipore, Kolkata-700053, Phone no- 033 24780224
Prafulla Chandra College (1946) [South City Evening]
23/49, Gariahat Road. Kolkata-700019, Phone no- 033 24406689
Presidency College (1817)
86/1, College Street, Kolkata- 700073, Phone no- 033 22411960
Sanskrit College (1824)
1, Bankim Chatterjee Street, Kolkata-700012, Phone no- 033 22413611
Scottish Church College (1830)
1, Urquhart Square, Kolkata-700006, Phone no- 033 23503862
Seth Anandaram Jaipuria College (1945)
Page | 191
10, Raja Nabakrishna Street, Kolkata-700005, Phone no- 033 23553647
Shivanath Sastri College (1955) [South City Morning]
23/49 Gariahat Rd (Golpark), Kolkata-700029, Phone no- 033 24406689
Shyamaprasad College (1916)
92, S. P. Mukherjee Road, Kolkata-700026, Phone no- 033 24551738
St. Xavier's College (1860)
30 Park St, Kolkata-700016, Phone no- 033 22875995
Surendranath College (1884)
24, Mahatma Gandhi Road 700009 23502864
Vidyasagar College (1859)
39, Sankar Ghosh Lane, Kolkata- 700006, Phone no- 033 22413018
Vivekananda College (1950)
269, Diamond Harbour Rd. Thakurpukur, Kolkata-700063, Phone no- 033 24976824
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ANNEXURE – F
CANDIDATE’S RESUME THOSE HAVE BEEN SHORT LISTED FOR INTERVIEW IN EUREKA FORBES LTD.
RESUME
Mr. BABULAL HANSDA49/5/H-84 Karl Marx SaraniP.O. - KhidderporeP.S. - S.P.P.SKolkata - 700023Contact No. - 9007166672Email ID – [email protected]
Career Objective : - To work in a challenging and dynamic environment with faithfully and enthusiasm.Personal DetailsFather’s Name : Jaleswar HansdaDate of Birth : 19th June 1983Nationality : IndianReligion : HinduismSex : MaleMarital Status : SingleLanguage Known : Bengali, Hindi & English
Educational QualificationMadhyamik Passed from W.B.B.S.EHigher Secondary from W.B.C.H.S.EGraduate from Calcutta University
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Appearing MBA from Sikkim Manipal University with Marketing Specialization
Others Qualification Basic Knowledge of Computer along with Ms-Word, Excel, Powerpoint, Tally 7.2 & 9.0, Acess, Internet.
HobbiesPlaying Football and Watching Cricket
Place : Kolkata Date :
………………………… (Signature)
DEBSADHAN CHAUDHURY
14C/7 Gobra Gorasthan RoadKolkata-700046.West -BengalMobile: +91 9433175278 Email: [email protected]
To take up responsibility with an organization, where my personal potential can make a meaningful contribution to organization’s success, as well as self-development
SYNOPSIS
A dynamic professional with nearly 5 years experience in Haldia Petrochemicals Limited- second largest petrochemical industry in India.
Management specialization in the field of Marketing and Finance. Well versed in Sales and Distribution, Services Marketing, Integrated Marketing
Communication and Brand Management. An innate flair for accepting challenges with abilities in managing emergency situations
relating to production and maintenance. An effective communicator with good presentation skills and interpersonal skills.
ORGANISATIONAL EXPOSURE
Jul’03-Apr’08: Haldia Petrochemicals Ltd., Haldia, West Bengal (as Deputy Manager - Electrical)Accountabilities: Heading a team of 16 members. Overseeing preventive, predictive and maintaining breakdown of all the electrical
equipment in 2X120 KTPA High Density Polyethylene Plant in the complex. Planning preventive maintenance, scheduling and executing with associated functions
such as spares management, material procurement, manpower management and liaising with vendors and outsourcing contractors.
Accountable for handling internal auditing for ISO14001, OHSAS 18001 certifications and preparing QMS, EMS and OHSAS documentations.
Handling shifts for all the three polymer plants namely HDPE, LLDPE and PP plants. End user of PM and MM modules of SAP R/3.Notable Attainments
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Holds the merit in implementing audible annunciation system for trip circuit failure for all HT feeders.
Instrumental in reducing the downtime through quick and effective troubleshooting of electrical equipments & systems.
Efficiently handled the emergency situations in plants during shifts. Effectively managed spares and inventory.
INDUSTRIAL TRAININGS / WORKSHOP ATTENDED
Training on Quality Education System under the license of Philip Crosby of USA. Users training on PM module of SAP. In-house training on Motor Testing and Condition Monitoring. Competency Mapping Workshop by NITIE.
ACADEMIC CREDENTIALS
2008-2010 ICFAI Business School- Hyderabad Master of Business Administration (Marketing and Finance)
Cumulative Grade Point Average (C.G.P.A): 7.30/10
2000-2003 University College of Science and Technology (Calcutta University) B. Tech (Electrical Engineering)
Marks obtained: 75.2% (1st class)
1997-2000 Scottish Church College (Calcutta University) B. Sc Hons.(Physics) Marks obtained: 64.75% (1st class)
1997 Indian School Certificate Examination Class 12th from Grace Ling Liang English School, Kolkata, West Bengal
Marks Obtained: 82.8%
1995 Indian School Certificate Examination Class 10th from Grace Ling Liang English School, Kolkata, West Bengal
Marks Obtained: 84.5%
SUMMER INTERNSHIP
Title: Comparative study and analysis of Traditional Plans with ULIPS of HDFC Standard Life vis-à-vis LIC.
Organization: HDFC Standard Life Insurance, Hyderabad.Area: Marketing and Finance.Synopsis: The project was based on doing comparative analysis of the inherent
features of traditional plans of HDFC Standard Life with LIC using secondary Data, doing market survey for collecting primary data with two set of questionnaires, analyzing Primary data with analytical tools, interpreting results and coming up with recommendations for HDFC as well as creating product awareness among common people regarding various products of HDFC and providing help in financial planning for future
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PERSONAL DOSSIER
Date of Birth : 22nd September 1978Residential Address : 14C/7, Gobra Gorasthan Road. Kolkata – 700046Linguistics Abilities : English, Bengali and Hindi
Debodeep Chakrabarti
OBJECTIVE:
To be a driver in creating wealth and value- as a in talent, resources, attitude, character and respect-for the organization by being passionate and committed in every assignment and significantly contribute to the process of development, increase in productivity and better market position
ACADEMICS: PROFESSIONAL QUALIFICATION:
Qualification Institution/University Marks Obtained M.B.A.{ Marketing}IIIrd Semester Feb 2010 IInd Semester July 2009 Ist Semester Feb 2009
86.87%78.33%76.08%
Qualification Institute/University Grade
10th Standard (2001)
Maharashtra State Board Of Secondary & Higher SecondaryEducaion
II
12th Standard (2003)
Maharashtra State Board Of Secondary & Higher SecondaryEducaion
II
B.Sc. With Microbiology(Hons.) (2008)
University of Calcutta II
EXTRA CURRICULAR ACTIVITIES:-
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CRICKET – Achrekar Cricket Academy, Mumbai
Sambaran Cricket Academy, Kolkata
MUSIC – (Keyboard) Omkar Academy of Music, Mumbai
STRENGTHS:-
Ability in managing customer relationships, marketing, administration and managing TEAMS, managing any situation tactfully, a trend setter, loyal passionate, team player who keeps striving until the goal is achieved.
PERSONAL PROFILE
Date of birth : 16th April 1986
Nationality : Indian. Gender : Male Marital Status : Unmarried Language Known : English, Hindi, Marathi, Bengali.
Communication
Permanent :
C- 320, Deep Jyoti Co-op. Hsg. Soc.,
Shahad Station Rd., Shahad (w)
District- Thane.Pincode- 421 103.
Present:
32, Gobinda Addy Rd, Chaturanga Co-op Hsg. Soc.,
Block No:- 1, Flat No:- 4,Chetla, New Alipore,
Kolkata:- 700 027
Mobile: +91 09830044239
Landline: 033- 24566280
E-mail ID :
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REGARDS
DEBODEEP CHAKRABARTI.
CURRICULUM VITAE
OBJECTIVE: To face the challenges efficiently and effectively, while working in a position that employs my skills, utilizes my talents and helps in achieving excellence by improving myself day by day.
NAME : MANAS ROY
FATHER’S NAME : Mrigendranath Roy
DATE OF BIRTH : 2nd day of May, 1986
PRESENT ADDRESS : C/o-Kanan Das, Gorkhara, Badamtala,
Sarat Sarani, Mandal Para, Sonarpur,
Kolkata- 700150
PERMANENT ADDRESS : Vill: Moule Gram,
P.O: Karanjali, P.S: Kulpi,
Dist: South 24 Parganas,
Pin: 743348.
CONTACT NO : 09432535655
E-MAIL ID : [email protected]
RELIGION : Hinduism
NATIONALITY : Indian
SEX : Male
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CASTE : General
MARITAL STATUS : Single
1) QUALIFICATIONa) ACADEMIC : B.Sc (C.S.J.M University.2007)
: H.S (W.B.C.H.S.E. 2003)
: M.P (W.B.B.S.E. 2001)
b) PROFESSIONAL : M.B.A IN MARKETING (SMU,2009)2) IT’S SKILLS : Basic+Financial Accounting
: Basic (Word,Excel,PowerPoint,Internet)
: F.A (Tally-9, Fact-27.02)
LANGUAGES KNOWN : Bengali, Hindi & English
STRENGTH : Decision making & positive thinking
Sincere & hard working.
HOBBIES : Playing cricket, Listening Music
DECLARATION : I hereby declare that all statements made in this application are true, complete & correct to the best of my knowledge & belief.
DATE: ----------------------------------------
(SIGNATURE OF THE APPLICANT)
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CURRICULUM VITAE
MOHAMMAD ISLAM
15/2 Ahiri Pukur 2nd Lane
Kolkata-700019
P.O : Ballygunge
Contact No. 9831020025
Email : [email protected]
CAREER IN MARKETING EXECUTIVE OR PROCUREMENT
MBA in Marketing Management
OBJECTIVE : Seeking executive role in a renowned business organization in abroad.
PROFILE : A versatile Marketing Executive & Procurement professional with career span of more than 7 years in dealing with a wide range of product and services with renowned business organizations. True team leader, trainer and motivator with ability to build and retain a cohesive team of performers.
Work Experiences
1. Working as a Marketing Executive of M/S COMPUTER –N- DATA at 48, collin street Kolkata -16, from May 2009 to till date.
Job Responsibilities
Communicate with the prospective buyers Practically realize the necessity of the core banking software to the
bank Regular basis contact with the bank Recruitment of data entry operator
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2. Worked as a Marketing Assistance in ‘SABA CONSTRUCTION’ at 25R/1 Topsia Road, Kol-39, from April 2007 to January 2008.
Job Responsibilities
Communicate with the prospective buyers Practically showing the flat to the buyers Regular basis contact with the buyers Purchasing construction materials from the industrial market Searching area for buildup new construction
3. Worked as a procurement in ‘SAHA ENTERPRISE’ at 24 Rajnigupta Row, Kolkata-9, from May 2003 to February 2007.
Job Responsibilities
Purchasing construction materials from the market Checking materials Measurement of row materials Select suppliers Giving order to supplier Checking supplier’s bills Making order list Reporting to Sr. Manager
EDUCATION
MBA from Sikkim Manipal University, in the year 2009 B.Com from Calcutta University in 2003
Personal details
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Father’s Name : Abdul Latif
Date of Birth : 22nd February 1980
Gender : Male
Marital status : Unmarried
Computer Knowledge : M.S. Office, Internet, Tally 7.2
Language known : English, Bengali and Hindi
Date …………………………………
Place (MOHAMMAD ISLAM)
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SK.Nader AliB/38/1/H/3 Shamsul huda road.Kolkata-700017West [email protected]
Objective-. To work in a professional organization where I can handle independent responsibility, work sincerely and get opportunity to grow and develop with the organization.Want to be part of a team where I will be able to learn,contribute,lead and enjoy my work and at the same time add values to my organization.
Experience
Worked as a Investor Relations Officer in Karvy Stock Broking Ltd. since 2nd December 2009 to till now.
Job R esponsibility : Open a demat and trading account Build relation with new client and give support in trading. Sales mutual fund and companies Fixed deposit. Sales IPO,FPO and NFO.
Worked as a Senior Sales officer in DCB BANK for 2 years.
Job R esponsibility : Open all types of saving accounts Open all types of current accounts. Sales mutual fund and Fixed deposit. Worked as a Sales Officer in HDFC BANK for 1.5 years Job R esponsibility : Open all types of saving accounts Open all types of current accounts. Sales mutual fund and Fixed deposit.
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Educational Qualification
Standard Institution Board Year of Passing
MBA ( Marketing )
Sikkim Manipal University
Sikkim Manipal University
2010
B. Com Bangabashi Morning College
Calcutta University 2006
Std 10+2 TilJala High School WBCHSE 2003
Std 10 Adi Ballygunge Vidyala
WBBSE 2001
Project
A Project on Current situation of Indian Equity Market.
A Project on Impact of Sub-Prime Crisis on US Banks. A Project on Equity Research Report of Reliance Industry Ltd. A Project on Indian retail environment
A Project on Different type of Mutual Fund.
Participation in field camp held at Chennai.
Hobbies
Watching news channels(ndtv,cnbc,& zee business) Reading business world, business today and Mint. Watching cricket and football.
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Achievements
I got 1st position in city contest in HDFC Bank. I have passed NCFM beginner module with 83%. I have passed IRDA examination ( life Insurance).
Personal
Date of Birth : 17/07/1983
Nationality : Indian
Marital Status : Single
Languages Proficiency : English, Hindi Bengali and Urdu.
I hereby declare that the details given above are true to the best of my knowledge.
Place: KOLKATA Signature
Date : ( Sk.Nader Ali)CURRICULUM VITAE
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Rafikul IslamC/O - Abul Khair,Najrul Pally, NTPC More,PO-Nabarun,DIST-Murshidabad,PIN-742236(WB)E-mail ID: [email protected] No : +91 9734808150
Position wanted: MBA fresher looking for a job as a marketing executive/ management trainee
Job category: Marketing
Preferred Location: Anywhere in India
Type of Employment wanted: Full Time
Career Objective:
Seeking a responsible position in an organisation where I can learn, evolve and make use of my skills to strive for excellence through my dedication for the company’s growth in a healthy work environment.
Educational Qualifications:
EXAM PASSED INSTITUTE BOARD/UNIVERSITY YEAR OF
PASSING
PERCENTAGE
MBA(Marketing) SMMTR, Kolkata SMU 2009 76.87
B.Com AIMCS, Agra B.R.Ambedkar 2006 52.5
12th NIOS, Kolkata NIOS 2003 49.4
10th DPS, Farakka CBSE 2000 69.8
Technical / Non Technical Skills: Retail Management, International Business Management, Marketing Management Interpersonal, verbal and written communication, managerial, planning, leadership, analytical, logical
Achievements: Participated in a seminar conducted by college and won appreciation Represented and won inter school cricket competitions organised by NTPC Farakka Participated and won quiz competitions
Strengths: Adaptability, Patience, Keen learner, Ability to work in a group, Ability to accept challenges.
Known languages: English Others: Hindi, Bengali
Hobbies & Interests: Listening to music, playing cricket, riding bikes
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Projects/ Research: Market Reasearch on body sprays and perfumes The Effect of Downturn-The Two Wheeler Industry
Operating Systems:
Applications:
Windows 9X, XP, DOS
MS OFFICE (9X, 2000, XP)
Personal Profile
Date of Birth: 01st July 1982
Gender: Male
Marital Status: Single
Nationality: Indian
Father’s Name: Rakimuddin Sk. .
Declaration
I solemnly affirm that all the information furnished above is true to the best of my knowledge.
RAFIKUL ISLAM
CURRICULUM VITAE
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Riaz ul Islam
21/2A, Radhanath Choudhury Rd.
Kolkata- 700015
Phone: +91-9477358760/ +91-8100130885
E-mail: [email protected]
CAREER OBJECTIVE:
Want to acquire an excellent position in the industry and would like to contribute my knowledge, skills & professional approach towards betterment & continuous improvement within the organization I work for.
EDUCATIONAL QUALIFICATION:
Pursuing MBA (Marketing) from Sikkim Manipal University (2009).
M.Sc. (Bioinformatics) from Sikkim Manipal University (2008) with 72% aggregate.
B.Sc. (Microbiology) from Calcutta University (2005) with 52% aggregate.
Higher Secondary (W.B.C.H.S.E.) from Modern High School (2002) with 51% aggregate.
Madhyamik (W.B.B.S.E.) from Modern High School (2000) with 78% aggregate.
TECHNICAL SKILLS:
Windows 98, 2000, XP.
DOS, M.S. Office,
Object Oriented Programming ( Visual Basic, C, C++, Perl),
Oracle 8i, Java,
Multimedia (Flash, Photoshop, Dreamweaver),
HTML.
SAP (ABAP R/3)
Linux 9 (Red Hat)
OTHER SKILLS:
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Teamwork: I have successfully undertaken various team projects within both academic
environments.
Communication: My degree course greatly enhanced my written and verbal communication
skills due to the many presentations, assignments, posters, essays and projects required.
INDUSTRIAL VISITS:
Sriram Pistons, Ghaziabad. (Manufacturer of engine parts of Light and Heavy vehicles).
TRAINING ATTENDED:
Summer training in Comparative Market Study On Distribution Of Hybrid Cauliflower Himalini In West Bengal at CRYSTAL CROPS SCIENCES LIMITED, KOLKATA.
Attended one month of training in life insurance under IRDA in the year 2007.
PROJECT PROFILE:
Perl programming to find matched sequences of any given DNA sequence from database.
Softwares used:
Perl
Analysis of cancer protein named 2RGF in dry lab (Bioinformatics) environment.
By using various softwares likeChemOffice
JMol
RASMOL
By using various online tools
BLAST
T-Coffee etc
From various online Databases.
PERSONAL DETAILS:
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Father’s name : M. M. Hayatullah
Date of Birth : 20th October, 1984
Gender : Male
Nationality : Indian
Religion : Islam
Marital Status : Married
Languages Known : English, Hindi, Bengali
Key Strength : Dynamic, Effective, Powerful, Outstanding, Excellent, goal-oriented
Avocations : Stamp collection, Listening to music, Software collection
(Biology related, Multimedia).
ACHIEVEMENTS AND EXTRA CURRICULAR ACTIVITIES:
Basic Computer Training from CMC Pvt. Ltd.
Participated in various seminars on Bioinformatics.
Life Insurance licensed agent awarded by IRDA.
I hereby declare that all the above informations are true and correct to the best of my knowledge and belief.
REFERENCE: Dr. Ronojoy Sengupta, H.O.D (M.Sc.), Computer Point, Ballygunge Phari, Kolkata.
Soumya Roy, Administration In-Charge, Computer Point, Ballygunge Phari, Kolkata.
Date: Riaz ul IslamPlace: Kolkata
CURRICULAM VITAE
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CHIRADEEP BANERJEE 8, JATIN DAS ROAD
KOLKATA-700029 NEAR LAKE MARKET 09831185640 (M)
Contact No: 09831185640
Email ID: [email protected]
OBJECTIVE:
Seeking a challenging career with a progressive organization, which will utilize my skills, abilities and education, and to obtain a responsible position where my work experience will have valuable application.
JOB EXPERIENCE:Presen t ly work ing in PEERLESS DEVELOPERS LTD. (A Subs id ia ry o f The Peer less Genera l F inance & Invesment Co . L td . ) fo r 8 months a s a Re la t ionsh ip Execu t ive .
COMPANY PREVIEW:
Period – Nov,09 to Till date Peerless is the first to pioneered the concept of small savings and introduced social welfare schemes. Serving the customers all over India for 78 years.
JOB PROFILE:
● To so lve the d i sc repanc ies o f the cus tomer .
● F i l l up the p roposa l fo rm, check ing , log in (bo th LI , GI ) e t c .
● Opera t ing a l l types o f opera t ion re la ted jobs .
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JOB EXPERIENCE:
Worked with MACHINO TECHNO SALES LTD (MARUTI SHOWROOM) for 20 Months as a Sales Executive.
COMPANY PREVIEW:
Period – July,07 to Feb, 09
Machino Techno Sales Ltd is a leading and oldest Maruti dealer in Eastern Region. Dealing with all types of Maruti Cars and accessories.
JOB PROFILE
● Selling Products of Maruti like (Alto, Wagon-R, M-800, SX4,etc.) ● Participating in road shows for car sales. ● Visiting corporate companies for generating sales enquiries. ● Developed excellent confidence level to face any situation. ● Demonstrated excellent Negotiation skills, effective sales talk & never say die attitude. ● Maintaining excellent professional relation with Big Corporate Houses. ● Building and maintaining healthy business relations with clients, ensuring high customer satisfaction metrics by achieving delivery & service quality norms.
PAST EXPERIENCE:
Worked with JONSON AUTO (Car Accessories Shop) for 10 months as a Sales Executive
COMPANY PREVIEW:
Period – July,06 to April,0 7
Jonson Auto is a car accessories shop. It is one of the most renowned shop in South Kolkata.
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JOB PROFILE
● Selling the accessories of all cars.● Maintain the daily cash balance.● Maintain the stock balance.
EDUCATIONAL QUALIFICATIONS:
Post Graduate Degree in Master of Business Administration (Marketing) from SMU (BALLYGUNGE PHARI)-2009
B.Com (Graduation) from Prafulla Chandra College (C.U.) in 2007.
12th from TIRTHAPATI INSTITUTION, (WBCHSE) in 2003.
10th from TIRTHAPATI INSTITUTION, (WBBSE) in 2001.
TRAINING:
▪ Attended Sales Training in MARUTI SUZUKI INDIA LTD.▪ Underwent for Field Camp by SMU in Vizag.▪ Done Project for MBA Final Sem. (THE FUTURE OF TATA NANO).
PROFICIENT IN:
Operating System : Windows 98, 2000, XPWord Processing : MS WordSpread Sheet : ExcelOther : Power Point
Pursuing SAP from Futuresoft Manmanagement Pvt Ltd
CAPABILITIES:
Excellent logical analytical & creative thinking. Positive attitude and ability to work in team and to take the lead as and when required. Ability for lasting relationship with people.
STRENGTHS:
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Analyzing, Listening, Cooperative, Enlisting help, Implementing decision, Accepting responsibilities, Interactive, Positive attitude, Good Communication skills, Hardworking, Extrovert.
HOBBIES:
Listening to music (both soulful and melodious) Traveling Interacting with people and making new friends. Surfing internet for learning and gathering knowledge
PERSONAL INFORMATION:
Father’s Name : Jaganmoy BanerjeeDate of birth : 31.12.1984Sex : MaleMarital Status : UnmarriedLanguage : English, Hindi, Bengali (Spoken & Written) Nationality : Indian
Date:
Place : KOLKATA
(CHIRADEEP BANERJEE)
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CURRICULAM VITAE
SANJOY DAS
CAREER OBJECTIVE: To be a sound professional excelling in all the jobs allocated to me.
C/O Mr. Sushil Kumar Das143/93 Picnic Garden Road,Kolkata- 700039West Bengal
e-mail :[email protected] : 919874751506Resi : (033) 23443165
Academic Qualification
Examination Board/University Year % of marks Marks Obtained
MBA(marketing) Sikkim Manipal University 2008 79 2521 out of 3200
B.COM(Hons) Calcutta University 2004 53 411
Higher Secondary W.B.C.H.S.E 2001 63 634
Madhyamik W.B.B.S.E 1999 68 543
Computer Proficiency
Operating System : Windows 98,Windows XP
Packages : Basic knowledge,MSOffice 2003, MSOffice 2007
Financial Accounting (Tally, Fact, Accord)
Internal project
1) Project On: Demand of SONY TV & LG Refrigerator in the market of SILIGURI
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Research Activity Undertaken:
A. Data collection from the mass (opinion taken from different age group)
B. Analyzing the data
C. Draw conclusion on the basis of mass opinion
2) Project On: The future lies with SONY ERICCSON – a retrospective (Research done in the market of Chennai)
Research Activity Undertaken:
A. Data collection from the mass (opinion taken from different age group)
B. Analyzing the data
C. Draw conclusion on the basis of mass opinion
D. Prepare a Power Point Presentation of the project
Achievements & Awards
Got 2nd prize in Internal College Presentation.
Best group performer (Field Camp held at Chennai)
Extra Curricular Activities & Hobbies
Organized Blood Donation Camp at Heramba Chandra College, Kolkata
Active participation in Sports, quiz, etc
Have special interest in creative thinking & interacting with people.
Job Experience
1. Worked in “CALTRON” – a HP Channel Partner as a Corporate Sales Executive since Dec’05 till July’07.
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Job Responsibilities
Visit to all the Corporate Clients like Peerless, Magma Leasing etc. To participate & quote the competitive price in the tender. To send quotation to the existing customers & companies via email. Have to maintain the required & important documents. Have to sell Desktop, Laptop & Printers at the time of fair.
2. Worked in “Bharti Airtel Services” as a Corporate Sales officer since Aug’07 till July’08.
Job Responsibilities
Visit to all the corporate offices to sell the b-fone & broadband connections. Have to give presentation to the Corporate regarding the products. Have to prepare month end Report.
3. Presently working in “AVALON ACADEMY” – APTECH, joined in Aug’08 as a Senior Sales Executive and now as a Marketing Head since July’09.
Job Responsibilities
Visit and convince the Principal of the college regarding Seminar and other activities in the college premises.
Have to prepare the marketing strategy and activity. Have to arrange the Educational Event. Have to organize and make plan for educational Fair.
Personal Details
Date of Birth : 7th October, 1983Sex : Male
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Nationality : IndianReligion : HinduismHobbies : Painting & Table TennisLanguage known : English, Bengali, Hindi
Date:
Place: KOLKATA ------------------------------------------(SANJOY DAS)
Contacts:
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CURRICULUM VITAE
Permanent Address : Kamalesh Swarnakar,S/o- Kalicharan Swarnakar, Vill. Jamalhati,P.O-Benabow, P.S.:Sonarpur Dist.- 24Pgs(S) (W.B),Pin- 743613 , India
Phone- 9804808200
ACADEMIC QUALIFICATION
MANAGEMENT QUALIFICATION
LANGUAGE(s) KNOWN
COMPUTER QUALIFICATION
Name :- KAMALESH SWARNAKAR Date of Birth :- 06th Feb, 1986 Father’s name :- Kalicharan Swarnakar Mother’s name :- Suchitra Swarnakar Marital Status :- Bachelor Sex :- Male Nationality :- Indian
. PERSONAL STRENGTH :# Self-Confidence # Smartworking # Spirit of Teamwork #Full devotion & responsibility towards duties
Student of Institute University Semester Marks (%) Grade YearM.B.A. (MARKETING)
S.M.M.R.T. S.M.U. 1st 63% B 2009
2nd 68% B 2010
I hereby declare that all the above mentioned information is true to the best of my knowledge Date:Place: KALIKAPUR Signature
CURRICULUM VITAE
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PERSONAL DETAILS
English – Read , Speak , Write Hindi – Speak Bengali – Read , Speak , Write
Qualification Board Marks (%)
Division Year of passing
MADHYAMIK W.B.B.S.E. 72% 1st 2002
H.S. W.B.C.H.S.E. 52% 2nd 2004
GRADUATION C.U. 50% 2nd 2007
Name of cource Institute GradeHardwear&Net R.M.A. ACom.Fundamental W.B.S.C.T. BD.D.T.P. W.B.S.C.T. A
Carrer Objectie:
To be a 100% self motivated and target oriented person . I want to pursue my career in a long term relationship with the company as a resourceful ,trustworthy ,ethical and taking challenge.
NAME : Manoj kumar jena
54/A, Tiljala Masjid bari lane
Kolkata-700039 (W.B)
Mobile NO. 9903248375
EMAIL ID : [email protected]
PERMANENT AND MAILING ADDRESS :
AT/Po ==== Gunupur
VIA ==== Jaria
DIST ==== Kendrapara
Pin ==== 754216 ( Orissa)
PROFESSIONAL QUALIFICATION:
Passed Madh6ymik with 2nd division in 1997 from B.S.E Passed Higher Secondary with 2nd division in 1999 C.H.S.E Passed B.A With 2nd division in 2002 from Utakal University Bhubaneswar Orissa MBA 4th sem continue from Sikkim Manipal University
OTHER QUALIFICATION:
BASIC KNOWLEDGE IN COMPUTER
PGDCA
Working Experience:
* Company Bubai Medico. (4 Year sales & Marketing)
Designation sales executive and also co-=ordinate as a Team leader
* Company Thakurs Retail private limited (*15th month)
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* Company Tech Mahindra Private limited (10th month continue .)
PERSONAL PROFILE:
FATHER’S NAME : Georachand jena
DATE OF BIRTH : 12.05.1982
NATIONALITY : INDIAN
SEX : MALE
RELIGION : HINDUISM
LANGUAGE KNOWN : BENGALI, HINDI, ENGLISH ,ORIYA
HOBBY : MAKING FRIENDS
INTEREST : Marketing , Playing
DECLARATION
I do hereby declare that the information furnished above is true and correct to the best of my ability.
Date :
Place : Kolkata ----------------------------------
(Manoj kumar jena)
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CURRICULUM VITAE
NAME: PRITAM CHATTERJEEAddress: 38 / 12, Dakshin Baxshara 1st Bye Lane, Howrah 711109Mobile: 9051386837, 9239315158Email: [email protected]
OBJECTIVE: To work in an organization, where innovation and excellence is the way of life, where my full potential will be explored and where I will get ample scope and opportunity for development.
EXPERIENCE: 3 years in the field of marketing in different reputable organizations.
EDUCATIONAL QUALIFICATION:NAME OF THE EXAMINATION
BOARD YEAR MARKS OBTAINED (IN %)
DIVISION
Madhyamik WBBSE 2003 63.5 1STHigher Secondary WBCHSE 2005 59.4 2NDBA (HONS) CU 2008 50 2ND
PROFESSIONAL QUALIFICATION: Pursuing MBA (Marketing) from Sikkim Manipal University.
LANGUAGES KNOWN:LANGUAGE READ WRITE SPEAKENGLISH YES YES YESBENGALI YES YES YESHINDI NO NO YES
HOBBIES: Reading books, listening to music, chatting with friends.
EXTRA CURRICULAR ACTIVITIES: Playing tabla, painting.
PERSONAL INFORMATION:Father’s Name: Arun ChatterjeeDate of Birth: 24.11.85Gender: MaleCitizenship: Indian
Date:28 .06.10Place: Kolkata SIGNATURE
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RESUME
NAME
SUKHARANJAN PAUL
CONTACT INFORMATION
Address: 138 Anandapally, Jadavpur, Kolkata-700032
Mobile: 9883136145
E-mail : [email protected]
OBJECTIVE
Seeking a position to utilize my skills and abilities in any industry that will offer professional growth while being resourceful, innovative and flexible.
PERSONAL SKILLS
Comprehensive problem solving abilities, excellent communication skills, ability to deal with people tactfully, willingness to learn.
EDUCATIONAL QUALIFICATION
Pursuing MBA from Sikkim Manipal University.
B.com Honors from Calcutta University in 2008.
Higher Secondary Examination from W.B.C.H.S.E in 2005.
Secondary Examination from W.B.B.S.E in 2003.
TRAINING & DEVELOPMENT
A study on usage of various mobile phones brands among the consumers of Varanasi and its popularity among them. Duration: 7 days.
I.T. EXPOSURE
Operating System : Windows XP, Vista,
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Windows 7.
Software : Ms Office, Tally.
Successfully completed 96 hours course entitled “FUTUR Z ADVENTEDGE “from NIIT in 2003.
LANGUAGES KNOWN
English, Hindi, Bengali (can speak, read and write)
ADDITIONAL INFORMATION
Hobbies: Listening to music, bike riding, and net surfing.
PERSONAL DETAILS
Father’s Name : Late Monoranjan Paul.
Gender : Male.
Date of Birth : 16th January’ 1987.
Marital Status : Single
Nationality : Indian
I hereby certify that the information above is genuine.
Thanking You, Yours Sincerely,
Dated:31.03.2010 Sukharanjan Paul
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ACADEMIC QUALIFICATION
MANAGEMENT QUALIFICATION
LANGUAGE(s) KNOWN
COMPUTER QUALIFICATION
Contacts:
Name :- SARFARAJ SHEIKH Date of Birth :- 17th Aug 1986 Father’s name :- Muktiar Ali Sheikh Mother’s name :- Hamida Begum Marital Status :- Bachelor Sex :- Male Nationality :- Indian
CAREER OBJECTIVE : I want to utilize all my key-strengths and my learning capability for the cause of my employer being resourceful and innovative, by which my organization can grow better and my career becomes a satisfying one.
PERSONAL STRENGTH :# Self-Confidence # Smartworking # Spirit of Teamwork #Full devotion & responsibility towards duties
Student of Institute University Semester Marks (%) Grade YearM.B.A.
(Marketing)S.M.M.R.T. S.M.U. 1st 61% B 2009
2nd 55% C 2010
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CURRICULUM VITAE
English – Read , Speak , Write Hindi – Speak Bengali – Read , Speak , Write
Mordan Computer Application
HOBBIES
Playing Cricket & Football.
EXTRA CURRICULAR ACTIVITY
Permanent Address : Sarfaraj Sheikh,S/o- Muktiar Ali Sheikh, Vill+P.O-Benabow, P.S.:Sonarpur Dist.- 24Pgs(S) (W.B),Pin- 743613 , India
E-mail- [email protected] Phone- 9681631876
PERSONAL DETAILS
Qualification Board Marks (%)
Division Year of passing
MADHYAMIK W.B.B.S.E. 70% 1st 2002
H.S. W.B.C.H.S.E. 62% 1st 2004
GRADUATION C.U. 54% 2nd 2007
P.G. R.B.U. 59% 2nd 2009
I hereby declare that all the above mentioned information is true to the best of my knowledge.
Date:
Place: Signature
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Listing Music, Watching Cricket
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