ANWESHA SARKAR
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Transcript of ANWESHA SARKAR
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RECRUITING GEMS FOR GITANJALI GROUP
BY – ANWESHA SARKAR DM16B09
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TOPICSector Gems and JewelleryCompany Gitanjali GroupProduct Jewellery and
WatchesAbout The ProjectRecommendation And ConclusionMy Learning
CONTENTS
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SECTOR : GEMS AND JEWELLERY SECTOR• CONTRIBUTION TO THE GDP – 7%• EXPORTS – Cut and polished diamonds: US $ 20 bn, Gold Medallions and coins: US$ 5.2 bn, Silver Jewellery: US$ 3 bn• With an 8 % , market share in polished diamonds, India
has become the world's third largest diamond consumer. • Foreign Direct Investment (FDI) inflows in diamond and
gold ornaments in the period April 2000-March 2016 were US$ 772.05 million
• EXPECTED CAGR- 15.95 per cent over the period 2014-2019.
Source – ibef.com
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• Gitanjali Group is one of the largest branded jewellery retailers in the world.
• Gitanjali is engaged in the cutting and polishing diamonds as well as in jewellery manufacturing, branding and retailing
• CHAIRMAN AND MANAGING DIRECTOR – MEHUL C. CHOKSI
• HEADQUARTERS – MUMBAI• FOUNDED IN 1966• STOCK PRICE – 67.20 rupees.• SALES TURNOVER : 8603.63 Cr.(2016)• REVENUE- 125 Billion INR (US$1.9 billion)
COMPANY : GITANJALI GEMS AND JEWELLERY
SOURCE: - www.gitanjaligroup.com
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COMPETITOR’S ANALYSISName LAST
PRICEMARKET CAPITAL (in Cr.)
SALES TURNOVER
NET PROFIT
TOTAL ASSET
Rajesh Exports 499.05 14,734.95 38,618.62 476.52 7,741.9
PC Jewellers 383.85 6,874.75 7,259.07 400.88 3,267.53
Tribhovandas 68.70 458.44 1,654.78 -23.13 1,088.34
Gitanjali Gems 68.40 811.33 8,603.63 48.76 7,787.31
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SHARE OF GITANJALI GROUP’S RETAIL OUTLETS
SOURCE – www.ibef.com
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PRODUCTS :-
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ABOUT THE PROJECT
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PROJECT METHODOLOGYUNDERSTAND
ING JOB PROFILES
SOURCING
TELEPHONIC INTERVIEW
FACE TO FACE INTERVIEW
FEELING UP OF PERSONAL
DATA
PRE APPOINTMENT FORMALITIES
OFFER
ONBOARDING
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PROJECT DESCRIPTIONRECRUITMENT-Recruitment is the process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening in a timely and cost-effective manner.
Recruitment and Selection is conducted by: HR & Branch Manager Functional Head
• Recruiting begins with occurance of vacancy and authrization to fill it up
• Job analysis
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Recruitment planning on the basis of budget-• The annual budget specifies the manpower
requirement of the entire organization
Review of Manpower Plans and Additional Manpower• Review of manpower budgets takes place on
a quarterly basis. • In the event of any new position or any
deviations to the original plans, details of the positions is forwarded to the VP-HR along with the adequate supporting information
RECRUITMENT PLANNING
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Depending on the nature of the position/grade, volumes of recruitment and any other relevant factors, the Regional HR would use any one multiple sources such as:• Existing database (active application data
bank);• Employee referral as per any company
scheme that may be approved from time to time;
• Advertisement in the internet/newspapers/magazines/company’s sites/job sites or any other media;
• Placement Agencies (particularly for positions of Managers and above)
SOURCING
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SCREENING:-•Interview of 30 candidates were taken by me .
This assessment were done with respect to:• The general profile of the candidate,• Personality fit of the candidate into the
profile,• Aptitude/attitude of the candidate,• Motives of the person to join the company• Basic skill level on the set of requirements,
say numerically ability, networking ability, etc.
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NEGOTIATIONS OF THE TERMS AND CONDITIONS AND OTHER PRE-APPOINTMENT FORMALITIES :- • The branch managers is allowed to fix the salary and
grade of the incoming sales manager, provided the compensation does not exceed 20% of the candidates current cash salary
REFERENCE CHECKS-• Normal, reference checks were undertaken with at least
one reference. • A second reference check will be done if considered
necessary. • Where the minimum two reference checks are not
possible (particularly with the current employer) or where there is a mixed response from different sources, the matter may be to the VP-HR for a final decision
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The candidate should forward the relevant papers listed below to the head of recruitment.• Personal Data form• Employee requisition form • Latest and updated resume of the candidate• Photocopy of the appointment letter of the last
employer or latest salary slip.• Employment details.• Two Professional references.• Language Proficiency.
Employment offer letter
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• Compression of the "white space" in the hiring process.
• Use of more & more consultants from multiple segments.
• Competency check• Reduction of the pre offer formalities• Blending of technology • Building and managing the candidate
pool.
RECOMMENDATION
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Jewellery is confronted with high attrition rate makeing recruitment a critical function in the organizationEnsure selection of competitive people by • Improvising of recruitment
processes continuously.• Looking out for methods enabling
the organisation to adopt best recruitment practices
CONCLUSION :-
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• Understanding of person and profile fit.• Convince prospective candidate;• Following up with the candidates• Learning about salary fitments.• Communicate with the corporates;• Handle queries;• Prioritize issues according to their importance
MY LEARNING -
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Thank You