43504731 42816001 Recruitment Amp Selection in Fmcg Sector

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Transcript of 43504731 42816001 Recruitment Amp Selection in Fmcg Sector

A PROJECT REPORT ON

RECRUITMENT AND SELECTION PROCESS IN FMCG SECTOR Under the Supervision of Ms. xxxxxxxxx In the partial fulfillment of the requirement for the award of Degree of Master of Business Administration of xxxxxxx, xxxxx (Batch xxx)Submitted By: xxxxxxxx MBA 2nd SEMESTER SECTION B xxxxxx (2009 11)

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ACKNOWLEDGEMENTI avail this opportunity to express my deep sense of gratitude and sincere thanks to esteemed Ms. xxxxxxx (Professor, Human Resource management) for her precious guidance, constant inspiration, intelligent critics and sustained encouragement, which helped me to carry out this dissertation. The first and foremost factor, which motivated me to do the project, is sincere direction and magnanimity of my Project Guide Ms. xxxxxx. A work of this nature would not have been possible without the perpetual encouragement received from her. I am extremely grateful for her kind gesture, which I will remember throughout my whole carrier. This work is an outcome of whole hearted inspiration, valuable encouragement of Faculty of Human Resources of xxxxxxxxxx.

Above all I owe a debt of gratitude to my parents for their encouragement. At last but not least, I am thankful to all the persons who have directly or indirectly co-operated me for this work.

Xxxxxxx

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Table of Content

Sr no.1. Introduction to recruitment and selection..

Pg. No.04

Recruitment. 05 Selection........10 Process of recruitment and Selection 12 15 16 17 20 22 23 25 27 30 31

2. What are FMCG Goods 3. Indian FMCG Sector.....

Top Ten FMCG Companies in India ........ Recent Developments in Indian FMCG Sector.

4. Introduction to UNILEVER.........

Recruitment & Selection process of UNILEVER..

5. Introduction to P & G

Recruitment & Selection process of P & G

6. Conclusion 7. Bibliography........

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Introduction to Recruitment and Selection

Finding and keeping the right people is one of the biggest and most important business challenges this decade. But its a challenge organizations really need to get to grips with. An organizations real advantages over its competitors lie not so much in its products, services or technology, but in its people. So, to achieve goals, an organization needs to pinpoint what people, skills and abilities it needs now and in the future. It wants the right person for the right job every time it recruits. On the human resources front, productivity can be improved by ensuring that the organization attracts the best talent at the lowest possible cost. This objective translates into the adoption of the best recruitment and selection methods and instituting measures to retain and develop them.

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RECRUITMENTRecruitment is defined as, 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 an efficient workforce.

Objectives of Recruitment To attract people with multi-dimensional skills and experiences that suits the present and future organizational strategies. To induct outsiders with a new perspective to lead the company. To infuse fresh blood at all levels of the organization. To develop an organizational culture that attracts competent people to the company. To search for talent globally and not just within the company. To design entry pay that competes on quality but not on quantum. To anticipate and find people for positions that does not exist yet.

Sub-System of RecruitmentThe recruitment consist of following sub functions: Finding out and developing the sources where the required number and kind of employees will be available. Developing suitable techniques to attract the desirable candidates. Employing the techniques to attract candidates. Stimulating as many candidates as possible and asking them to apply for jobs irrespective of number of candidates required. 5

Factors Affecting RecruitmentThe first activity of recruitment i.e. searching for prospective employees is affected many factors like: Organizational policy regarding filling up of certain percentage of vacancies by internal candidates. Local candidates (sons of soil). Influence of trade unions. Government regulations regarding reservations of certain numbers of vacancies to candidates based on community/region/caste/sex Influence of recommendations, nepotism etc. As such, the management is not free to find out or develop the source of desirable candidates and alternatively it has to diver its energies for developing the sources within the limits of those factors through it cannot find suitable candidates for the jobs. by

Sources of Recruitment 1. Internal Sources of Recruitmenta) Present Permanent Employees: Organizations consider the candidates from this source for higher level jobs due to: 1. Availability of most suitable candidates for jobs relatively or equally to the external source. 2. 3. To meet the trade union demands. To the policy of the organization to motivate the present employees.

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b) Present Temporary or Casual Employees. Organizations find this source to fill the vacancies relatively at the lower level in order to motivate them on the present job. c) Retrenched or Retired Employees: . The organization takes the candidates for employment from the retrenched employees due to obligation, trade union pressure and the like .Sometimes the organizations prefers to re-employ their retired employees as a token of their loyalty to the organization

d) Dependents of Deceased, Disabled, Retired and Present Employees: Some organizations have a view to develop the commitment and loyalty of not only the employee but also his family members and to the dependent of deceased, disabled and present employees.

2. Internal Methods of Recruitmenta) Job Posting: When a human resource requisition form is received, a memo should be written to appropriate supervisor stating that a job vacancy exist. A copy of the memo should be posted on all notice boards by the supervisors so as to ensure that the employee who might qualify is made aware of the job.

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Employee Referral Schemes: Employee referral schemes or personal networking for some firms are the preferred means of recruitment, as they can select employees after judging their ability to fit into their work culture.

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c) Promotions and Transfers: Promotion is a move from employees current position into a different position into a higher salary grade and a transfer is a move to any other job in another department. A transfer can be to a higher level or the same level.

3.External Sources of Recruitmenta) Campus Recruitment: Different types of organizations can get inexperienced candidates of different types from various educational institutions like Colleges and Universities imparting education in Science, Commerce, Arts, Engineering etc.

(b) Private Employment Agencies/ Consultants: Private employment agencies perform the recruitment functions on behalf of a client company by charging fee. Most of the organizations depend on this source for highly specialized positions and executive positions.

(c) Public Employment Exchange: The Government has set-up Public Employment Exchange in the country to provide information about vacancies to the candidates and to help the organizations in finding out suitable candidates.

4. Casual Applicants: Depending upon the image of the organization, its promptresponse, participants of the organization in the local activities, level of unemployment,

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candidates apply casually for jobs through mail or hand over the applications in Personnel Department.

5. Similar Organizations:Generally, experienced candidates are available in organizations producing similar products or engaged in similar business. The management can get most suitable candidates from this source.

6. Trade Unions:Generally, unemployed or underemployed persons or employees seeking change in employment put a word to the trade union leaders with a view to getting suitable employment. In view of this fact and in order to satisfy the trade union leaders, managers, management enquires with the trade unions for suitable candidates.

7. Employment Advertisement:Advertisements are taken out in newspapers, magazines, specialized journals, etc. by a large number of companies to enable the employee to reach out to a large target audience.

8. Online Recruitment:Recruitment websites and software make possible for managers to access information that is crucial to managing their staff. Such websites have facilities where prospective candidate can upload their CVs and apply for jobs suited to them. Such sites also make it possible for recruiters and companies to post their staffing requirements and view profiles of interested candidates.

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SELECTIONAfter identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the next action to be taken by the management is to perform the function of selecting the right employees at the right time. The selection procedure is the system of functions and devices adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and requirements. The selection procedure cannot be effective until and unless, 1. Requirement of the job to be filled, have been clearly specified. 2. Employee specifications (physical, mental, social, etc) have been clearly formulated. 3. Candidate for screening have been attracted.

Significance of Selection ProcessSelection of personnel for an organization is a crucial, complex and conti