Recruitment And Selection Project 3a433t
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Recruitment and Selection Process of Nestle Tahliwal A Synopsis of Six Weeks Summer Internship Submitted for the Partial Fulfillment of the Degree of Master of Business istration
Under the Mentorship of
Mrs. Shurabhi Human Resource Manger Nestle India Limited Tahliwal Submitted by
Anitika katoch, University Roll No. 51MB5013510 3rd Semester, MBA Academic Session, 2015-16
Himachal Pradesh Technical University Business School Rajiv Gandhi Government Engineering College Kangra Campus at Nagrota Bagwan District- Kangra, Himachal Pradesh-176047
ACKNOWLEDGEMENT “Acknowledgement is an art, one can write glib stanzas without meaning a word, and on the other hand one can make a simple expression of gratitude” This project report and the learning process behind it would not have been possible without the guidance’s of my company guide Mrs.Shurabhi at Nestle India Tahliwal,UNA who was able to introduce me to the idea of Recruitment and Selection and what goes behind it. I am also indebted to Dr. Puneet Sood (HOD) & Mr. Sanjeev and Suneet (Faculty) for their valuable guidance. These past two months were of utmost importance as they
added value towards my path of knowledge. I would like to end this acknowledgement by thanking the staff, clients, and people at large with whom I have interacted during the course of my training. Better understanding I am grateful for each and every valuable interaction that brought me to a of the workings of the Recruitment and Selection Process in an organization forming the crux of my report I would also thankful to almighty god for his grace and mercy to successfully complete this project.
Anitika katoch MBA 3rdsemester
PREFACE The purpose of my project was to learn the practical application of Recruitment and Selection Process and its importance in Nestle India Tahliwal, UNA along with the HR policies of Nestle which prides itself to be the market leader. While carrying out the study I have gained a good amount of knowledge and insights of how HR department works but I have touched the tip of iceberg. There was more to learn but due to constraint of time it was not possible. The HRD manager has to work with the missionary spirit. Unlike many roles in an organization where tangible short-term benefits can be obtained, it is difficult for HRD functionary to demonstrate any tangible short- term accomplishment. Yet HRD managers are tempted to show to the top management, line manager and themselves that they are making things happen through training program, performance appraisal, reward systems and the like. In Nestle a meticulously natural team stands at the very heart of the group.4, 000 Personnel evince perfect camaraderie. A stead fast dedication to qualify an attainment of maximum team potential are the touchstones of the company.The company is engaged in constant learning process through intensive selection and training program. Indeed, the aspiration is to shape a winning team of self motivated, empowered, professionals with knowledge and confidence to take independent decision. Nestle recognizes each employee’s individuality, ability and efforts and also applauds for their contribution to the success of the group.
CONTENTS
CONTENTS: FOR INTERNSHIP REPORT
CHAPTER 1
INTRODUCTION Introduction to Industry Introduction to Company Introduction to Project
CHAPTER 2
STATEMENT OF OBJECTIVE Rational Objectives of the Study
CHAPTER 3
RESEARCH METHODLOGY Sampling Data Collection Limitations of the Study
CHAPTER 4
FINDING
CHAPTER 5
CONCULSIONS AND SUGGESTIONS Conclusion Suggestions BIBLOGRAPHY
PAGE NO.
EXECUTIVE SUMMARY As in case of any other functional area like marketing, production or finance, the work personnel department has also to be planned. Planning in the personnel area is mainly concerned with crystallizing from where the right type of people can be secured for future anticipated vacancies. Manpower planning is the process by which management determines how the organization should move from its current manpower position to its desired manpower position. Through planning, management strives to have the right number and the right kinds of people, at the right places, at the right time, doing things, which result in the growth and success of boththe organization and the individual. The manpower planning is one of the basic steps in the recruitment and selection procedure. Recruitment and Selection is the process wherein the organisation finds the best candidate among the vast array of candidates. The function that locates the sources where from the required human resources can be available and to attract them towards the organisation is known as recruitment. Selection can be defined as the process wherein the organisation has to select a small lot of peoples who are useful to the organisation in of their capabilities and their qualifications. The main aim of organisation at this stage is to have a well-equipped manpower efficient enough to handle all the tasks gracefully. This project entitled "Recruitment and Selection in Nestle India Ltd" aims at studying the recruitment and selection procedure undertaken at this ever growing organisation. The project gives a brief idea as to how the whole process works. Every organisation has different policies, at times unique and it is very rare that the policy of one organisation matches to the policies of another organisation. It is true that the success of any organisation depends upon the old dictum: RIGHT PERSON FOR THE RIGHT JOB
CHAPTER 1 INTRODUCTION OF THE COMPANY
Nestlé was founded in 1866 by Henri Nestlé and is today the world's biggest food and beverage company. Sales at the end of 2005 were CHF 91 bn, with a net profit of CHF 8 bn. Nestlé employ around 250,000 people from more than 70 countries and have factories or operations in almost every country in the world.
The history of Nestlé began in Switzerland in 1867 when Henri Nestlé, the pharmacist, launched his product Farine Lactée Nestlé, a nutritious gruel for children. Henri used his surname, which means ’little nest’, in both the company name and the logotype. The nest, which symbolizes security, family and nourishment, still plays a central role in Nestlé’s profile. Since it began over 130 years ago, Nestlé’s success with product innovations and business acquisitions has turned it into the largest Food Company in the world. As the years have ed, the Nestlé family has grown to include chocolates, soups, coffee, cereals, frozen products, yoghurts, mineral water and other food products. Beginning in the 70s, Nestlé has continued to expand its product portfolio to include pet foods, pharmaceutical products and cosmetics too. Today, Nestlé markets a great number of products, all with one thing in common: the high quality for which Nestlé has become renowned throughout the world The Company's strategy is guided by several fundamental principles. Nestlé's existing products grow through innovation and renovation while maintaining a balance in geographic activities and product lines. Long-term potential is never sacrificed for short-term performance. The Company's priority is to bring the best and most relevant products to people, wherever they are, whatever their needs, throughout their lives. Taste of Nestlé in each of the countries where Nestlé sell products. Nestlé is based on the principle of decentralization, which means each country is responsible for the efficient running of its business - including the recruitment of its staff. That's not to say that every operating company can do as it wishes. Headquarters inVevey sets the overall strategy and ensures that it is carried out. It's an approach that is best summed up as: 'centralize what you must, decentralize what you can'. Nestlé is a company which is present in all
over the world but It has difference and unique motto to deal in all over the world. Nestlé believes that they should think about their organizations globally but they deal with people by interacting with them locally.
“Thinking globally - acting locally”
COMPANY PROFILE
NESTLÉ India is a subsidiary of NESTLÉ S.A. of Switzerland. With eight factories and a large number of co-packers, Nestlé India is a vibrant Company that provides consumers in India with products of global standards and is committed to long-term sustainable growth and shareholder satisfaction. The Company insists on honesty, integrity and fairness in all aspects of its business and expects the same in its relationships. This has earned it the trust and respect of every strata of society that it comes in with and is acknowledged amongst India's 'Most Respected Companies' and amongst the 'Top Wealth Creators of India’'.
The NESTLÉ Corporate Business Principles are at the basis of our Company’s culture, developed over 150 years, which reflects the ideas of fairness, honesty and long-term thinking. Nestlé set up its operations in India, as a trading company, in1912 and began manufacturing at the UNA THALIWAL factory on December of 2012. Production in this factory began in 2012 with the manufacture of Nestle instant Maggie and Munch. This factory employs 145 people and is cited as a model in of environment protection.
NESTLÉ India set up its first manufacturing facility at Moga (Punjab) in 1961 followed by its manufacturing facilities at Choladi (Tamil Nadu), in 1967; Nanjangud (Karnataka), in 1989; Samalkha (Haryana), in 1993; Ponda and Bicholim (Goa), in 1995 and 1997, respectively; and
Pantnagar (Uttarakhand), in 2006. In 2012, Nestlé India set up its 8th manufacturing facility at Tahliwal (Himachal Pradesh). NESTLÉ's relationship with India dates back to 1912, when it began trading as The NESTLÉ Anglo-Swiss Condensed Milk Company (Export) Limited, importing and selling finished products in the Indian market. After India's independence in 1947, the economic policies of the Indian Government emphasised the need for local production. NESTLÉ responded to India's aspirations by forming a company in India and set up its first factory in 1961 at Moga, Punjab, where the Government wanted NESTLÉ to develop the milk economy. Progress in Moga required the introduction of NESTLÉ's Agricultural Services to educate, advise and help the farmer in a variety of aspects. From increasing the milk yield of their cows through improved dairy farming methods, to irrigation, scientific crop management practices and helping with the procurement of bank loans. NESTLÉ set up milk collection centres that would not only ensure prompt collection and pay fair prices, but also instil amongst the community, a confidence in the dairy business. Progress involved the creation of prosperity on an on-going and sustainable basis that has resulted in not just the transformation of Moga into a prosperous and vibrant milk district today, but a thriving hub of industrial activity, as well. NESTLÉ has been a partner in India's growth for over a century now and has built a very special relationship of trust and commitment with the people of India. The Company's activities in India have facilitated direct and indirect employment and provides livelihood to about one million people including farmers, suppliers of packaging materials, services and other goods. The Company continuously focuses its efforts to better understand the changing lifestyles of India and anticipate consumer needs in order to provide Taste, Nutrition, Health and Wellness through its product offerings. The culture of innovation and renovation within the Company and access to the NESTLÉ Group's proprietary technology/Brands expertise and the extensive centralized Research and Development facilities gives it a distinct advantage in these efforts. It helps the Company to create value that can be sustained over the long term by offering consumers a wide variety of high quality, safe food products at affordable prices.
Mission, Vision and Core Values of Nestle Vision: “To rapidly build Nestle India as the Respected and Trustworthy leading food, Nutrition, Health and Wellness Company ensuring long term sustainable and profitable growth”
Mission: “Their mission is to provide consumers with the best tasting, most nutritious choices in a wide range of food and beverage categories and eating occasions, from morning to night”
Core Values: Maintaining respect and trust in people is main core value to be kept in mind. To listen and engage with people is also one kind of communication. To cooperate and helping others should be done willingly which is the basic for advance and promotion of the company.
BOARD OF DIRECTORS OF NESTLE INDIALtd. Name
Antonio Helio Waszyk
Pradip Baijia Ravinder Narain Rakesh Mohan
Christian Schmid
Shobinder Duggal
Designation Chairman and Managing director Non Executive Director
Non Executive Director Non Executive Director Director (Technical)
Director
Michael W O Garrett
Non Executive Director
Richard Sykes
Alternate Director
Swati A Piramal
Non Executive Director
PURPOSE AND PRINCIPLES
The Nestlé Corporate Business Principles are at the basis of company’s culture, which has developed over the span of 150 years. Since Henri Nestlé first developed his successful infant cereal “Farine Lactée”, we have built our business on the conviction that to have long-term success for our shareholders, we not only have to comply with all applicable legal requirements and ensure that all our activities are sustainable, but additionally we have to create significant value for society. A modular training programme will be rolled out on the various components of the Corporate Business Principles. The depth and focus of the trainings will be established in accordance with the materiality for the different functions within the company. For example, the training on the human rights components will focus on managers and employees in countries of higher human rights risks as a priority, with the aim to having completed the first training cycle by the end of the year. Our Corporate Business Principles will continue to evolve and adapt to a changing world, our basic foundation is unchanged from the time of the origins of our Company, and reflects the basic ideas of fairness, honesty, and a general concern for people. Nestlé is committed to the following Business Principles in all countries, taking into local legislation, cultural and religious practices:
Nutrition, Health and Wellness
Quality Assurance and product safety
Consumer Communication
Human rights in business activities
Leadership and personal responsibility
Safety and health at work
Supplier and customer relations
Agriculture and rural development
Environmental sustainability
Water
NESTLE PRODUCT LINE Milk Products & Nutrition Beverages Prepared Dishes & Cooking Aids Chocolates & Confectionary NESTLÉ India manufactures products of truly international quality under internationally famous brand names such as NESCAFÉ, MAGGI, MILKYBAR, KIT KAT, MUNCH, BAR-ONE, MILKMAID and NESTEA and in recent years the Company has also introduced products of daily consumption and use such as NESTLÉ Milk, NESTLÉ SLIM Milk, NESTLÉ Dahi and NESTLÉ Jeera Raita.
OUR BRAND
Milk Products & Nutrition
Chocolates & Confectionery
NESTLÉ EVERYDAY Dairy Whitener
NESTLÉ KITKAT
NESTLÉ EVERYDAY Slim
NESTLÉ KIT KAT LITE
NESTLÉ EVERYDAY Ghee
NESTLÉ MUNCH
NESTLÉ Milk
NESTLÉ MUNCH POP CHOC
NESTLÉ Slim Milk
NESTLÉ MILKYBAR
NESTLÉ Fresh 'n' Natural Slim Dahi
NESTLÉ MILKYBAR CHOO
NESTLÉ Jeera Raita
NESTLÉ BAR-ONE
NESTLÉ NESVITA
NESTLÉ FUNBAR
NESTLÉ NIDO
NESTLÉ Milk Chocolate
NESTLÉ MILKMAID
NESTLÉ Éclairs
NESTLÉ MILKMAID Fruit yoghurt
POLO
NESTLÉ MILKMAID FUNSHAKES
POLO Power mint
NESTLÉ CEREVITA
POLO Zero NESTLÉ TANG EEZ
Beverages
Prepared Dishes & Cooking Aids
NESCAFÉ CLASSIC
MAGGI 2-MINUTE Noodles
NESCAFÉ SUNRISE
MAGGI Vegetable Atta Noodles
NESTLÉ MILO
MAGGI Dal Atta Noodles
NESCAFÉ Mild
MAGGI Rice Noodles Mania MAGGI Sauces MAGGI Pizza Mazza MAGGI Healthy Soups MAGGI Healthy Soup- Sanjeevni
OVERVIEW OF FACTORY LOCATION
Nestle has 8 factories in India. These are 1. Moga (Punjab) :
The Nestle factory in Moga has the pride of being the first and most
comprehensive factory of Nestle India. Set up in 1962, it represents the core competence of Nestle India in the manufacture of milk products (Everyday, Milkmaid), beverages, culinary products (Maggie sauces, noodles, soups etc.), weaning cereals (Cerelac) and infant milk formulae. 2. Choladi (Tamil Nadu): The factory in Choladi started production in 1967.Situated about 60 miles from Calicut, the factory today has 81 employees and produces 1.5% of the total turnover of Nestle India. It is a 100 percent export oriented unit which processes freshly picked tea leaves into soluble instant tea. 3. Nanjagud (Karnataka): Production in this factory began in 1989 with the manufacture of Nestle instant coffee and Sunrise. Today in addition to instant coffee the factory also
manufactures health beverages. The plant to manufacture MILO was also commissioned at this factory. This factory employs 145 people and is cited as a model in of environment protection for its installations to purify waste water as well as for its provisions 4.
for recycling coffee wastes. Samalakha (Haryana): This factory was set up in 1993. Located 70 kilometres from Delhi, it manufactures weaning cereals, culinary products, health beverages and milk products. Recently the expansion of manufacturing capacity for Milkmaid Dessert Mixes was undertaken at this factory as this new and unique product category is viewed to have
great potential in the future. 5. Ponda (Goa): This Kit-Kat factory was set up in Goa in 1995 at a cost of Rs. 50 crores. It represented a major step by Nestle towards becoming the Number 1 Chocolates and Confectionery Company in India. 6. Bicholim (Goa) The construction work at this new factory is progressing with speed. This factory will soon commence the manufacture of culinary products, which is a key thrust area for the company and will include latest technological improvements relating to this category of products. 7. Pantnagar (Uttarakhand): Nestle India limited is situated in sector 1 IIE Sidcul Pantnagar Rudhrapur and is a very popular company. It deals in culinary products and process foods. 8. Taliwhal (Una): Nestle India set up its 8th manufacturing facility at Tahliwal (Himachal Pradesh), in 2012 .Production in this factory began in 2012 with the manufacture of Nestle instant Maggie and Munch. This factory employs 145 people and is cited as a model in of environment protection
CHAPTER 2 Review of Literature
3.0 Introduction A review of literature is a text of a scholarly paper, which includes the current knowledge including substantive findings, as well as theoretical and methodological contributions to a particular topic. Literature Reviews are Secondary sources, and do not report new or original experimental work. Most often associated with academic-oriented literature, such reviews are found in academic journals, and are not to be confused with book reviews that may also appear in the same publication. Literature Reviews are a basis for research in nearly every academic field. A narrow-scope literature review may be included as part of a peer-reviewed journal article presenting new research, serving to situate the current study within the body of relevant literature and to provide context for the reader. In such cases, the review usually precedes the methodology and results sections of the work producing a literature review may also be part of graduate and post
graduate student work, including in the preparation of the thesis, dissertation, or a journal article. Literature Review is also common in research proposal or prospects.
3.1 Meaning A Review of Literature is a text of a scholarly paper, which includes the current knowledge including substantive findings; as well as theoretical and methodological contributions to a particular topic. These are secondary sources, and do not report new or original experiments work.
3.2 Review of Literature Most employers recognize the fact that their staff is their greatest asset and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of an organization depends on having the right number of staff with the right skills and abilities Organizations’ may have a dedicated personnel/human resource function overseeing this process or they may devolve these responsibilities to line managers and supervisors. Many people may be involved and all should be aware of the principles of good practice. Even it is essential to involve others in the task of recruitment and induction. Bowen, ct al (l991) in his study examined “that integrated recruitment process helps recruiters
to
choose the candidates to fit the characteristics of an organization culture“ Beardwell, ct al (2003) in his study examined that. “Recruitment is carried out by organizations as a means of candidate’s potential and actual performance and the intake of employees will make the most appropriate contribution to organization-now and in future. Robert (2005). in his study titled “Strategic HR Review 2004" states that successful recruitment can improve organization performance“. The meta-analysis of the research conducted by Chapman, uggersler, carroll, piasentin8rJones (2005) concluded that timely responses from HR managers were linked to greater applicant attraction to a job with an organization. According to Robins in his study revealed that. “The ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. So recruiting is a process of discovering the potential candidates for actual organizational vacancies". Ms AmbikaVerma(2009) in their survey research on the use of technologies in recruiting. Screening and selection processes for job candidates conducted in Dimension group found that most organizations implemented technology based recruitment tools to improve efficiency, reduce costs and expand the applicant pool.
In summary, for a company to succeed all it takes is the proper recruitment strategies which also shapes the overall manpower management of the company. By conclude this literature review, the study emphasizes on the fact that the recruitment process is integrated with other processes such as strategic plan of the company, training and development schemes, compensation, rewarding/incentive system, performance appraisal, and lastly, industrial relations. Furthermore, according to Silzeretal (2010), there exist several reasons why the most apparent information have been more promising; including the well-structured nature of interviews, the use of questionnaires based on a job analysis, inclusion of of interviewers, the practice of notemaking during the interview, and the use of rating scale based on behavioral factors to gauge the interviewee's answers all play an integral part in the improvement of the recruitment validity.
INTRODUCTION OF THE PROJECT 2.1 Theoretical framework of Recruitment
2.1.1: Concept of Recruitment Barber (1998) defines Employee recruitment as “practices and activities carried on by an organization for the purpose of identifying and attracting potential employees”. Many large corporations have employee recruitment plans that are designed to attract potential employees that are not only capable of filling vacant positions but also add to the organization’s culture. According to Costello (2006) recruitment is described as the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests. According to Montgomery (1996) is on matching the capabilities and inclinations of prospective candidates against the demands and rewards inherent in a given job. Jovanovic (2004) said recruitment is a process of attracting a pool of high quality applicants so as to select the best among them. For this reason, top performing companies devoted considerable resources and energy to creating high quality selection systems. Due to the fact that organizations are always fortified by information technology to be more competitive, it is natural to also consider utilizing this technology to re-organize the traditional recruitment and selection process through proper decision techniques, with that both the effectiveness and the efficiency of the processes can be increased and the quality of the recruitment and selection decision improved.
“The art of choosing men is no merely as difficult as the art of enabling those one has chosen to attain their full worth.”
3.01 INTRODUCTION Recruitment plays a vital role in the organization in fulfilling its goals. Recruitment acts as a strategic lever and is ultimately linked to all other subsequent human resource activities. It helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool and expedite the selection process. The recruitment and selection are the major functions of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. 3.02 DEFINITION Edwin B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” In the words of Yoder, "Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measured for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force." Recruitment is a ‘linking function’ -ing together those with jobs to fill and those seeking jobs. It is a ‘ing process’ in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter. 3.03 OBJECTIVE The main objective of recruitment is to increase the number of applications for the job available in the organization, to select the best applicant who is the best fitted to job.
3.04 Recruitment and Selection - A Challenging Task The primary purpose of the recruitment and selection process is to achieve the right person for the right job. An individual who fits with the organization, its culture and other employees and is
prepared and encouraged to develop and improve personal and organizational performance can bring unpredictable benefits. But a poor or bad selection can bring severe consequences for an organization. An employee may be at lower level who is a poor learner who is not in tune with the organization’s ethos and aims can damage production, customer satisfaction, relationships with suppliers and the overall quality of service. The new appointee can adversely affect the morale and commitment of co-workers and negate efforts to foster team working.
3.04 Recruitment Needs are of Three Types It makes possible to choose the right person in the right time at the right place.it also makes it possible to acquire the number and type of people necessary to ensure the continued operation of the organization. The recruitment needs can be classified into
Planned needs.
Anticipated needs.
Unexpected needs.
Planned needs: arise from changes in the organisation and retirement policy.These occur due the expected changes in the organisation so the management can make a proper policy for it. Anticipated needs: refer to the movements in personnel which an organization can predict by studying the trends in the internal and external environments. Unexpected needs: such need arises due to resignations, deaths, accidents and illness .
FEATURES OF RECRUITMENT:
Recruitment is a process or a series of activities rather than a single event.
It is a linking activity as it brings together the employers and employees.
It is positive process because in this activity the employers want to have the maximum number of job seekers so as to have a wider scope for choice ultimately leading in spotting right persons for job.
It is an important function as it makes it possible to acquire the number and type of persons required for the effective functioning of the organisation.
It is an ongoing function in all the organizations, but the volume and nature of recruitment varies with the size, nature and environment of the organisation.
It is a complex process because a number of factors affect it --the nature of the job offered, image of the organisation, organizational policies, working conditions etc.
3.05 Purpose & Importance of Recruitment
Attracts and encourages more and more candidates to apply for a job opening in the organization.
Creates a talent pool of candidates and enables selection of the best candidates for the organisation.
Links the employers with the employees
Identifies the potential candidates.
3.06 Recruitment Process A general recruitment process is as follows: Identifying the Vacancy: The recruitment process begins with the receipt of requisition for recruitment from different departments. This contains:
Posts to be filled
Number of persons required
Duties to be performed
Qualifications required
Preparing the job description and person specification
Locating and developing the sources of required number and types of employees
Encouraging them to apply for the job openings
Nestle India Ltd. selects the future employees keeping everything in mind right from the qualification of the employees to the future prospects-both of the organisation and the employeesThe first step involves the filling up of Manpower Indent Form. This form is filled up by the department, which is having the vacancy. The form consists of various questions which are to be answered like if the current vacancy is are placement vacancy, its reason is to be specified -the factors which resulted it like death, retirement etc
Manpower Indent Form /Human Resource Requisition Form (HRRF) Dept: Position: Reporting to: Job Profile/description: Job Requirements – Qualification, Experience, Recruiting date/Onboard Time/Time lines/ Deadlines.
Signature of the Department:
Approved By:
SOURCES OFRECRUITMENT The various sources of recruitment are – Internal Sources includes:
Present Employees who can be transferred or given promotions.
The retired and retrenched the employees who want to return to the company.
Dependents and relatives of the deceased and disabled employees.
External Sources Consist of:
Press ments. Campus Interviews. Placement Agencies. Recommendations. Recruitment at factory gate. Employment Exchanges.
During my short stint at Nestle Ltd, it was observed that the recruitment need of Nestle Ltd is diversified .it needs persons who have knowledge of use, processing of natural ingredients of number of varied products, technical know-how of latest industrial technical knowledge, and computer applications to pharmaceutical industry to manual workers. The importance of the process could be understood that the present work force of Nestle Ltd is 450 employees. Hence, the recruitment and the recruitment and selection procedure should match the complexities of the need at the same should commensurate with the complex need of the organization
SELECTION Selection is the process of choosing the best candidate out of the all the applicants .In this process of choosing the best candidate out of the all the applicants. In this process, relevant information about the applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled. It is the process of matching the qualifications with those required for the job candidate can be entrusted with the task that matches with his credibility. It is
a process of weeding out unsuitable candidates and finally identifying the most suitable candidates. This process divides the candidates into two categories the suitable ones and the unsuitable one. Selection is a negative process because in this process the management tries to minimize the number of people at each step so that the final decision can be in the light of all the factors and at the end of it best candidate is selected. DEFINITION To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates. SELECTION PROCESS Selected candidate the has to through the following stages
Preliminary Interview.
Application Form.
Selection Test.
Selection Interview.
Physical Examination.
Reference Check.
Final Approval.
Employment.
Preliminary Interview is the initial screening done to weed out the undesirable candidates. This is mainly a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organisation. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids unnecessary waiting for the candidate and waste of money for further processing of an unsuitable candidate. Application Form is a traditional and widely used device for collecting information from candidates. This form asks the candidates to fill up the necessary information regarding
their basic information like name, address, references, date of birth, marital status, educational qualifications, experience, salary structure in previous organisation and other such information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the organisation. It also helps in formulation of questions, which will ask in the interview. These forms can also be stored for future references thus maintaining a databank of the applicants. Selection Tests are being increasingly used in employee selection. Tests are sample of some aspect of an individual's attitudes, behaviour and performance.It also provides asystematic basis for comparing two or more persons. The tests help to reduce bias in selection by serving as a supplementary screening device. These are also helpful in better matching of candidate and the job. These reveal the qualifications, which remain covered in application form and interview. Selection Interview involves the interaction of the employer and the employee. Selections involve a personal, observational and face to face appraisal of candidates for employment. It is an essential element of the selection procedure. The information obtained through application form and test can be cross checked in the interview. The applicants who have crossed the above stages have to go through Physical Examination either by the company's physician or the medical officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found physically unfit are rejected. The next stage marks of checking the references. The applicant is asked to mention in his application form the names and addresses of two or three person who know him well. The organisation s them by mail or telephone they are requested to provide their frank opinion about the candidate without incurring any liability. The opinion of the references can be useful in judging the future behavior and performance of a candidate. The executives of the concerned departments then finally approved the candidates shortlisted by the human resource department.
Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should and other and conditions in brief. Appointment is generally made on probation of one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized. Selection is an important function as no organisation can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organisation. Scientific selection and placement of personnel
can
go
a
long
way
in
buildingup a stable workforce. It helps to reduce absenteeism and labour turnover.Proper selection is helpful in increasing the efficiency and productivity of the enterprise The department is required to give the qualifications that the future candidate should possess. In the next step, this form is given to the Human Resource (HR) department; this department sees if the position can be filled through internal sources. The internal sources can be transfers, promotion etc. In the case of internal sources, the recommendations of the employees are not taken into consideration. If the HR department does not find suitable candidate within the organisation then this department has to give reasons for it. The form then goes to the Corporate HR for its approval. When the suitable candidate is not available within the organisation, the organisation then moves to the outside world for filling up the vacancies. If the number of employees required is large then the company has in its consideration three ways
The Data bank of the organisation.
ments.
ing large consultants like Niyukti….
The company maintains a databank of the candidates, which is used when the number of vacancies to be filled up is large. The sources of databank can be the qualified candidates who had applied in the organisation earlier but due to some reasons could not the organisation. ments are the second big source to attract the candidates. These are having much larger scope and reach to a number of people. The qualifications required by the organisation and the criteria could be described in detail. Large number of consultants also constitutes a big source.
Many people themselves with these consultants and they act as a bridge between the organisation and the candidates. The consultants provide the company required details about all criteria. These consultants are fixed for the organisation, which are chosen on the basis of their performance. In case of overseas recruitment it is checked whether their Indian counterparts can perform the job efficiently or not. If need arises then they are also taken through consultants. But if the number of vacancies is very small then the organisation takes the help of the local consultants. The candidates are then required to fill up the Application Form. This form requires the candidate to fill the details regarding the previous employment, if any and his personal data. The form is having details regarding like the marital status, organisation structure, the position held by the candidate, his salary structure, the top three deliveries to the organisation that proved to be beneficial to the organisation, career goals, his strengths and weaknesses etc. After the application form has been duly filled and submitted, the selection process starts wherein the candidate has to through various stages and
interview. The
interview
consists of the persons from Corporate (HR), and other persons including the executives from the department for which the vacancy is to be filled. The selected candidates are then shortlisted. The shortlisted candidates are then given priority numbers; this is due to the reason that sometimes the candidate who is having first priority is unable to the organisation due to some reasons then in that case the candidate next in the priority list is given preference. The candidate has to undergo medical examination and his credentials are verified. After qualifying these stages, the candidate is then absorbed in the organisation and explained his/her duties. This phase marks the end of the selection procedure. Nestle Tahaliwal India Ltd. also performs Campus interviews as and when the need arises. The esteemed organisation also provides apprentice training-wherein the organisation trains the people in the working of the organisation and gives then stipend. If these trainees are found useful to the organisation then they are absorbed in the organisation else they are given certificate so that they can show this as an experience and get a job elsewhere.
CHAPTER 2 STATEMENT OF OBJECTIVES This project entitled Recruitment and Selection in Nestle Tahliwal India Ltd .is aimed at studying the recruitment and selection procedures at Nestle Tahliwal India Ltd. Recruitment and selection procedures of any organization are very important functions because these decides the most suitable manpower which steers the industry to its desired goals.
RATIONALE This project was undertaken as a part of the curriculum of MBA course, of HPTU Business School, Nagrota bagwan, which is compulsory for each student to have the training in any organisation so as to gain firsthand knowledge of the organisation. This exposure enables the trainees to learn effective and efficient ways and means to solve the real problems faced by the organisation and also to understand its dynamics.
RESEARCH OBJECTIVE The main objectives of this project are:
To study the Recruitment and Selections procedures used at Nestle Tahliwal India Ltd, UNA.
To analyze the effectiveness of this very important function in of development of the organisation and the individual
CHAPTER 3 METHODOLOGY OF THE SUDY An empirical study has been undertaken to understand and study the process of Recruitment and Selection process employed in Nestle India Ltd. Data to be collected for the project titled ‘RECRUITMENT AND SELECTION’ at Nestle India Ltd Tahliwal, UNA”. Primary data was collected for the project report. PRIMARY DATA: First hand information was collected by personally visiting the Nestle India Ltd Tahliwal, UNA. Information regarding the Recruitment and Selection process was obtained through personal discussion with PERSONNELASSISTANT of HR Department.
Questionnaire
was
istered and based on the analysis of those questionnaires the research has been carried forward. 200 employees at the istrative level and 50 employers of the company have filled up the questionnaire.
METHODOLGY FOR COLLECTING THE DATA
Defining the problem:
Recruitment and Selection procedure in any organization is vital, as it helps in selecting the right candidate for the right job. Therefore the effective of Recruitment and Selection procedure is depending upon the extent of inter linkage with the other HRD systems. The Recruitment and Selection procedure for Nestle India Ltd Tahliwal, UNA r has been evolved with a view of meeting the individual and organizational needs. The current Recruitment and Selection procedure in Nestle India has been studied. With the help of questionnaires, executive’s opinion, their priorities and their expectations were studied.
Planning the sample: The total population i.e. some of the executives, managers, and some people from the middle and lower level management was the sample of the research study.
Sampling Technique: Simple random sampling technique was used in order to get the data. To facilitate easy availability of the data, respondents were the executives of the top management and of various other divisions were approached.
Tools of Data collection: The tools of collecting data included questionnaires, interviews and personal observation.
Data Analysis: The data collected has been analyzed in the theoretical form. LIMITATIONS OF STUDY It is said, “Nothing is perfect” and if the quite is true, I am sure that there will be few shortcomings in this project also. Sincere efforts will be made to eliminate discrepancies as far as possible but few will be reminded due to limitations of the study. These are:
The research will be carried out for a short period.
Information in the internal records may be biased.
Some of the respondents could not spare much time to answer the questionnaire because of lack of their valuable time.
Complete information has not revealed by the companies for istrative reasons.
As the project is prepared for academic purpose only, it suffers from the limitations of time and money, due to which analytical study into all the strategies adopted by the organization was not possible.
All this study is limited to Nestle ltd Tahliwal , UNA Himachal Pardesh only.
CHAPTER 4 ANALYSIS OF DATA
70% of employees accepted that recruitment & selection procedureaffects the performance of the employees.
65% of employees as per analysis are satisfied that a job specification basically depends on the job profile of the candidate.
50% of employees said that the company spends about 10%-20% of its total expenditure on recruitment and selection. The analysis clearly shows that company spends about 20% - 30% of its total expenditure on recruitment and selection.
As per responses 70% of employees said that company asks for references at the time of selection and rest of them said no.
From the responses, it is clear that up to 80% of employers accepted that the references provided by the candidates are verified.
90% of employer said that company positions on the job sites and Internet searches.
90% of employers said that company maintains and manage candidates file including maintenance of database to ensure comprehensive data collection data collection of candidate.
As per the responses 45% of employers believe that the employee's productivity gets hampered due to his marital status to a large extent.
CONCLUSION REQUIREMENT:‘Necessity is the mother of Invention’ this is true everywhere. In the study first of all I tried to find out the cause of the process of Recruitment and Selection. I got the answer from NESTLE that here in Nestle major cause for the process is its Expansion program as Nestle is growing vastly. Few other reasons are Replacement vacancy, Retirement hardly takes place here. SOURCES:An organization’s excellence depends upon its employee’s performance, which has not only to be maintained on a consistent level, but also must be improved constantly. All this can be achieved if suitable employees are selected, through proper Recruitment and Selection procedure. METHODS:For the recruitment and selection various test include for e.g. aptitude test, personality test and group discussion. As we all know that, in today’s highly competitive age the biggest problem is of retention of its highly skilled employees in the organization. Recruitment plays a vital role in
this regard .But it should be seen that no system is without any flaws. Every system has its strong and weak points and is open for change at any time. IMPROVEMENT:Nestle a well-developed Selection System for its employee’s development. Thus, the company provides scope for employees on future growth, career planning, training and development.
ANNEXURE Form 1- Employment application form (New) Form 2- Interview Assessment Form QUESTIONNAIRE Q.1 How much of the total monitory expenditure does the company spends on recruitment and selection procedure? Below 10%
10% - 20% 20% - 30% 30% & above Q.2 How do you rate the importance of recruitment and selection procedure in your organization? Formality Important Very Important Use less Q.3 How far do you think does the productivity of the employees get hampered due to his/her martial? To a large extent
somewhat affects
Does not affect at all
Can’t Say
Q.4) Does your company maintains and manage candidate’s file including maintenance of database to ensure comprehensive data collection of candidates? Yes
No
Q. 5 Does the company hire consultancy firms or recruitment agency for hiring candidates? Yes
No
Q.6 Are the references provided by the candidates verified? Yes
No
Q.7 Does your company postpositions on the job sites and internet searches?
Yes
No
QUESTIONNAIRE ON RECRUITMENT & SELECTION FORTHEEMPLOYEES
NAME ORGANISATION DESIGNATION AGE DATE Q.1 Does NESTLE follows any Recruitment and Selection Procedure? Yes
No
Q.2 Does the recruitment and selection procedure affects the performance of the employees? Yes
No
Q.3 Does the company recruit employees internally? Yes
No
Q.4 Is the recruitment and selection procedure followed by the company appropriate? T.A. (Totally Agree)
S.A. (Some What Agree),
S.D.(Some What Disagree)
T.D.(Totally Disagree)
T.A.
S.A.
S.D.
T.D.
If not, then suggest the appropriate changes required in the recruitment and selection procedure followed by the company… Q.5 Does your company disclose the job specifications at the time of selection of a candidate? Yes
No
Q.6 which type of interview methods does your company usually follows? Direct Computerized Group Stress Any other …………………………………………………
BIBLIOGRAPHY
GUPTA C.B., HUMAN RESOURCE MANAGEMENT, SULTAN CHAND & SONS, NEW DELHI. DCENZO& ROBBINS HUMAN RESOURCE MANAGEMENT, PRENTICE-HALL
INTERNATIONAL. MONAPPA, ARUN MANAGING HUMAN RESOURCES, MCMILLAN INDIA WWW.NESTLE.COM WWW.CITEHR.COM PERSONNEL & HUMAN RESOURCE MANAGEMENT BY P. SUBBA RAO. K.ASHWATHAPA ,HUMAN RESOURCE AND PERSONNEL MANAGEMENT
Under the Mentorship of
Mrs. Shurabhi Human Resource Manger Nestle India Limited Tahliwal Submitted by
Anitika katoch, University Roll No. 51MB5013510 3rd Semester, MBA Academic Session, 2015-16
Himachal Pradesh Technical University Business School Rajiv Gandhi Government Engineering College Kangra Campus at Nagrota Bagwan District- Kangra, Himachal Pradesh-176047
ACKNOWLEDGEMENT “Acknowledgement is an art, one can write glib stanzas without meaning a word, and on the other hand one can make a simple expression of gratitude” This project report and the learning process behind it would not have been possible without the guidance’s of my company guide Mrs.Shurabhi at Nestle India Tahliwal,UNA who was able to introduce me to the idea of Recruitment and Selection and what goes behind it. I am also indebted to Dr. Puneet Sood (HOD) & Mr. Sanjeev and Suneet (Faculty) for their valuable guidance. These past two months were of utmost importance as they
added value towards my path of knowledge. I would like to end this acknowledgement by thanking the staff, clients, and people at large with whom I have interacted during the course of my training. Better understanding I am grateful for each and every valuable interaction that brought me to a of the workings of the Recruitment and Selection Process in an organization forming the crux of my report I would also thankful to almighty god for his grace and mercy to successfully complete this project.
Anitika katoch MBA 3rdsemester
PREFACE The purpose of my project was to learn the practical application of Recruitment and Selection Process and its importance in Nestle India Tahliwal, UNA along with the HR policies of Nestle which prides itself to be the market leader. While carrying out the study I have gained a good amount of knowledge and insights of how HR department works but I have touched the tip of iceberg. There was more to learn but due to constraint of time it was not possible. The HRD manager has to work with the missionary spirit. Unlike many roles in an organization where tangible short-term benefits can be obtained, it is difficult for HRD functionary to demonstrate any tangible short- term accomplishment. Yet HRD managers are tempted to show to the top management, line manager and themselves that they are making things happen through training program, performance appraisal, reward systems and the like. In Nestle a meticulously natural team stands at the very heart of the group.4, 000 Personnel evince perfect camaraderie. A stead fast dedication to qualify an attainment of maximum team potential are the touchstones of the company.The company is engaged in constant learning process through intensive selection and training program. Indeed, the aspiration is to shape a winning team of self motivated, empowered, professionals with knowledge and confidence to take independent decision. Nestle recognizes each employee’s individuality, ability and efforts and also applauds for their contribution to the success of the group.
CONTENTS
CONTENTS: FOR INTERNSHIP REPORT
CHAPTER 1
INTRODUCTION Introduction to Industry Introduction to Company Introduction to Project
CHAPTER 2
STATEMENT OF OBJECTIVE Rational Objectives of the Study
CHAPTER 3
RESEARCH METHODLOGY Sampling Data Collection Limitations of the Study
CHAPTER 4
FINDING
CHAPTER 5
CONCULSIONS AND SUGGESTIONS Conclusion Suggestions BIBLOGRAPHY
PAGE NO.
EXECUTIVE SUMMARY As in case of any other functional area like marketing, production or finance, the work personnel department has also to be planned. Planning in the personnel area is mainly concerned with crystallizing from where the right type of people can be secured for future anticipated vacancies. Manpower planning is the process by which management determines how the organization should move from its current manpower position to its desired manpower position. Through planning, management strives to have the right number and the right kinds of people, at the right places, at the right time, doing things, which result in the growth and success of boththe organization and the individual. The manpower planning is one of the basic steps in the recruitment and selection procedure. Recruitment and Selection is the process wherein the organisation finds the best candidate among the vast array of candidates. The function that locates the sources where from the required human resources can be available and to attract them towards the organisation is known as recruitment. Selection can be defined as the process wherein the organisation has to select a small lot of peoples who are useful to the organisation in of their capabilities and their qualifications. The main aim of organisation at this stage is to have a well-equipped manpower efficient enough to handle all the tasks gracefully. This project entitled "Recruitment and Selection in Nestle India Ltd" aims at studying the recruitment and selection procedure undertaken at this ever growing organisation. The project gives a brief idea as to how the whole process works. Every organisation has different policies, at times unique and it is very rare that the policy of one organisation matches to the policies of another organisation. It is true that the success of any organisation depends upon the old dictum: RIGHT PERSON FOR THE RIGHT JOB
CHAPTER 1 INTRODUCTION OF THE COMPANY
Nestlé was founded in 1866 by Henri Nestlé and is today the world's biggest food and beverage company. Sales at the end of 2005 were CHF 91 bn, with a net profit of CHF 8 bn. Nestlé employ around 250,000 people from more than 70 countries and have factories or operations in almost every country in the world.
The history of Nestlé began in Switzerland in 1867 when Henri Nestlé, the pharmacist, launched his product Farine Lactée Nestlé, a nutritious gruel for children. Henri used his surname, which means ’little nest’, in both the company name and the logotype. The nest, which symbolizes security, family and nourishment, still plays a central role in Nestlé’s profile. Since it began over 130 years ago, Nestlé’s success with product innovations and business acquisitions has turned it into the largest Food Company in the world. As the years have ed, the Nestlé family has grown to include chocolates, soups, coffee, cereals, frozen products, yoghurts, mineral water and other food products. Beginning in the 70s, Nestlé has continued to expand its product portfolio to include pet foods, pharmaceutical products and cosmetics too. Today, Nestlé markets a great number of products, all with one thing in common: the high quality for which Nestlé has become renowned throughout the world The Company's strategy is guided by several fundamental principles. Nestlé's existing products grow through innovation and renovation while maintaining a balance in geographic activities and product lines. Long-term potential is never sacrificed for short-term performance. The Company's priority is to bring the best and most relevant products to people, wherever they are, whatever their needs, throughout their lives. Taste of Nestlé in each of the countries where Nestlé sell products. Nestlé is based on the principle of decentralization, which means each country is responsible for the efficient running of its business - including the recruitment of its staff. That's not to say that every operating company can do as it wishes. Headquarters inVevey sets the overall strategy and ensures that it is carried out. It's an approach that is best summed up as: 'centralize what you must, decentralize what you can'. Nestlé is a company which is present in all
over the world but It has difference and unique motto to deal in all over the world. Nestlé believes that they should think about their organizations globally but they deal with people by interacting with them locally.
“Thinking globally - acting locally”
COMPANY PROFILE
NESTLÉ India is a subsidiary of NESTLÉ S.A. of Switzerland. With eight factories and a large number of co-packers, Nestlé India is a vibrant Company that provides consumers in India with products of global standards and is committed to long-term sustainable growth and shareholder satisfaction. The Company insists on honesty, integrity and fairness in all aspects of its business and expects the same in its relationships. This has earned it the trust and respect of every strata of society that it comes in with and is acknowledged amongst India's 'Most Respected Companies' and amongst the 'Top Wealth Creators of India’'.
The NESTLÉ Corporate Business Principles are at the basis of our Company’s culture, developed over 150 years, which reflects the ideas of fairness, honesty and long-term thinking. Nestlé set up its operations in India, as a trading company, in1912 and began manufacturing at the UNA THALIWAL factory on December of 2012. Production in this factory began in 2012 with the manufacture of Nestle instant Maggie and Munch. This factory employs 145 people and is cited as a model in of environment protection.
NESTLÉ India set up its first manufacturing facility at Moga (Punjab) in 1961 followed by its manufacturing facilities at Choladi (Tamil Nadu), in 1967; Nanjangud (Karnataka), in 1989; Samalkha (Haryana), in 1993; Ponda and Bicholim (Goa), in 1995 and 1997, respectively; and
Pantnagar (Uttarakhand), in 2006. In 2012, Nestlé India set up its 8th manufacturing facility at Tahliwal (Himachal Pradesh). NESTLÉ's relationship with India dates back to 1912, when it began trading as The NESTLÉ Anglo-Swiss Condensed Milk Company (Export) Limited, importing and selling finished products in the Indian market. After India's independence in 1947, the economic policies of the Indian Government emphasised the need for local production. NESTLÉ responded to India's aspirations by forming a company in India and set up its first factory in 1961 at Moga, Punjab, where the Government wanted NESTLÉ to develop the milk economy. Progress in Moga required the introduction of NESTLÉ's Agricultural Services to educate, advise and help the farmer in a variety of aspects. From increasing the milk yield of their cows through improved dairy farming methods, to irrigation, scientific crop management practices and helping with the procurement of bank loans. NESTLÉ set up milk collection centres that would not only ensure prompt collection and pay fair prices, but also instil amongst the community, a confidence in the dairy business. Progress involved the creation of prosperity on an on-going and sustainable basis that has resulted in not just the transformation of Moga into a prosperous and vibrant milk district today, but a thriving hub of industrial activity, as well. NESTLÉ has been a partner in India's growth for over a century now and has built a very special relationship of trust and commitment with the people of India. The Company's activities in India have facilitated direct and indirect employment and provides livelihood to about one million people including farmers, suppliers of packaging materials, services and other goods. The Company continuously focuses its efforts to better understand the changing lifestyles of India and anticipate consumer needs in order to provide Taste, Nutrition, Health and Wellness through its product offerings. The culture of innovation and renovation within the Company and access to the NESTLÉ Group's proprietary technology/Brands expertise and the extensive centralized Research and Development facilities gives it a distinct advantage in these efforts. It helps the Company to create value that can be sustained over the long term by offering consumers a wide variety of high quality, safe food products at affordable prices.
Mission, Vision and Core Values of Nestle Vision: “To rapidly build Nestle India as the Respected and Trustworthy leading food, Nutrition, Health and Wellness Company ensuring long term sustainable and profitable growth”
Mission: “Their mission is to provide consumers with the best tasting, most nutritious choices in a wide range of food and beverage categories and eating occasions, from morning to night”
Core Values: Maintaining respect and trust in people is main core value to be kept in mind. To listen and engage with people is also one kind of communication. To cooperate and helping others should be done willingly which is the basic for advance and promotion of the company.
BOARD OF DIRECTORS OF NESTLE INDIALtd. Name
Antonio Helio Waszyk
Pradip Baijia Ravinder Narain Rakesh Mohan
Christian Schmid
Shobinder Duggal
Designation Chairman and Managing director Non Executive Director
Non Executive Director Non Executive Director Director (Technical)
Director
Michael W O Garrett
Non Executive Director
Richard Sykes
Alternate Director
Swati A Piramal
Non Executive Director
PURPOSE AND PRINCIPLES
The Nestlé Corporate Business Principles are at the basis of company’s culture, which has developed over the span of 150 years. Since Henri Nestlé first developed his successful infant cereal “Farine Lactée”, we have built our business on the conviction that to have long-term success for our shareholders, we not only have to comply with all applicable legal requirements and ensure that all our activities are sustainable, but additionally we have to create significant value for society. A modular training programme will be rolled out on the various components of the Corporate Business Principles. The depth and focus of the trainings will be established in accordance with the materiality for the different functions within the company. For example, the training on the human rights components will focus on managers and employees in countries of higher human rights risks as a priority, with the aim to having completed the first training cycle by the end of the year. Our Corporate Business Principles will continue to evolve and adapt to a changing world, our basic foundation is unchanged from the time of the origins of our Company, and reflects the basic ideas of fairness, honesty, and a general concern for people. Nestlé is committed to the following Business Principles in all countries, taking into local legislation, cultural and religious practices:
Nutrition, Health and Wellness
Quality Assurance and product safety
Consumer Communication
Human rights in business activities
Leadership and personal responsibility
Safety and health at work
Supplier and customer relations
Agriculture and rural development
Environmental sustainability
Water
NESTLE PRODUCT LINE Milk Products & Nutrition Beverages Prepared Dishes & Cooking Aids Chocolates & Confectionary NESTLÉ India manufactures products of truly international quality under internationally famous brand names such as NESCAFÉ, MAGGI, MILKYBAR, KIT KAT, MUNCH, BAR-ONE, MILKMAID and NESTEA and in recent years the Company has also introduced products of daily consumption and use such as NESTLÉ Milk, NESTLÉ SLIM Milk, NESTLÉ Dahi and NESTLÉ Jeera Raita.
OUR BRAND
Milk Products & Nutrition
Chocolates & Confectionery
NESTLÉ EVERYDAY Dairy Whitener
NESTLÉ KITKAT
NESTLÉ EVERYDAY Slim
NESTLÉ KIT KAT LITE
NESTLÉ EVERYDAY Ghee
NESTLÉ MUNCH
NESTLÉ Milk
NESTLÉ MUNCH POP CHOC
NESTLÉ Slim Milk
NESTLÉ MILKYBAR
NESTLÉ Fresh 'n' Natural Slim Dahi
NESTLÉ MILKYBAR CHOO
NESTLÉ Jeera Raita
NESTLÉ BAR-ONE
NESTLÉ NESVITA
NESTLÉ FUNBAR
NESTLÉ NIDO
NESTLÉ Milk Chocolate
NESTLÉ MILKMAID
NESTLÉ Éclairs
NESTLÉ MILKMAID Fruit yoghurt
POLO
NESTLÉ MILKMAID FUNSHAKES
POLO Power mint
NESTLÉ CEREVITA
POLO Zero NESTLÉ TANG EEZ
Beverages
Prepared Dishes & Cooking Aids
NESCAFÉ CLASSIC
MAGGI 2-MINUTE Noodles
NESCAFÉ SUNRISE
MAGGI Vegetable Atta Noodles
NESTLÉ MILO
MAGGI Dal Atta Noodles
NESCAFÉ Mild
MAGGI Rice Noodles Mania MAGGI Sauces MAGGI Pizza Mazza MAGGI Healthy Soups MAGGI Healthy Soup- Sanjeevni
OVERVIEW OF FACTORY LOCATION
Nestle has 8 factories in India. These are 1. Moga (Punjab) :
The Nestle factory in Moga has the pride of being the first and most
comprehensive factory of Nestle India. Set up in 1962, it represents the core competence of Nestle India in the manufacture of milk products (Everyday, Milkmaid), beverages, culinary products (Maggie sauces, noodles, soups etc.), weaning cereals (Cerelac) and infant milk formulae. 2. Choladi (Tamil Nadu): The factory in Choladi started production in 1967.Situated about 60 miles from Calicut, the factory today has 81 employees and produces 1.5% of the total turnover of Nestle India. It is a 100 percent export oriented unit which processes freshly picked tea leaves into soluble instant tea. 3. Nanjagud (Karnataka): Production in this factory began in 1989 with the manufacture of Nestle instant coffee and Sunrise. Today in addition to instant coffee the factory also
manufactures health beverages. The plant to manufacture MILO was also commissioned at this factory. This factory employs 145 people and is cited as a model in of environment protection for its installations to purify waste water as well as for its provisions 4.
for recycling coffee wastes. Samalakha (Haryana): This factory was set up in 1993. Located 70 kilometres from Delhi, it manufactures weaning cereals, culinary products, health beverages and milk products. Recently the expansion of manufacturing capacity for Milkmaid Dessert Mixes was undertaken at this factory as this new and unique product category is viewed to have
great potential in the future. 5. Ponda (Goa): This Kit-Kat factory was set up in Goa in 1995 at a cost of Rs. 50 crores. It represented a major step by Nestle towards becoming the Number 1 Chocolates and Confectionery Company in India. 6. Bicholim (Goa) The construction work at this new factory is progressing with speed. This factory will soon commence the manufacture of culinary products, which is a key thrust area for the company and will include latest technological improvements relating to this category of products. 7. Pantnagar (Uttarakhand): Nestle India limited is situated in sector 1 IIE Sidcul Pantnagar Rudhrapur and is a very popular company. It deals in culinary products and process foods. 8. Taliwhal (Una): Nestle India set up its 8th manufacturing facility at Tahliwal (Himachal Pradesh), in 2012 .Production in this factory began in 2012 with the manufacture of Nestle instant Maggie and Munch. This factory employs 145 people and is cited as a model in of environment protection
CHAPTER 2 Review of Literature
3.0 Introduction A review of literature is a text of a scholarly paper, which includes the current knowledge including substantive findings, as well as theoretical and methodological contributions to a particular topic. Literature Reviews are Secondary sources, and do not report new or original experimental work. Most often associated with academic-oriented literature, such reviews are found in academic journals, and are not to be confused with book reviews that may also appear in the same publication. Literature Reviews are a basis for research in nearly every academic field. A narrow-scope literature review may be included as part of a peer-reviewed journal article presenting new research, serving to situate the current study within the body of relevant literature and to provide context for the reader. In such cases, the review usually precedes the methodology and results sections of the work producing a literature review may also be part of graduate and post
graduate student work, including in the preparation of the thesis, dissertation, or a journal article. Literature Review is also common in research proposal or prospects.
3.1 Meaning A Review of Literature is a text of a scholarly paper, which includes the current knowledge including substantive findings; as well as theoretical and methodological contributions to a particular topic. These are secondary sources, and do not report new or original experiments work.
3.2 Review of Literature Most employers recognize the fact that their staff is their greatest asset and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of an organization depends on having the right number of staff with the right skills and abilities Organizations’ may have a dedicated personnel/human resource function overseeing this process or they may devolve these responsibilities to line managers and supervisors. Many people may be involved and all should be aware of the principles of good practice. Even it is essential to involve others in the task of recruitment and induction. Bowen, ct al (l991) in his study examined “that integrated recruitment process helps recruiters
to
choose the candidates to fit the characteristics of an organization culture“ Beardwell, ct al (2003) in his study examined that. “Recruitment is carried out by organizations as a means of candidate’s potential and actual performance and the intake of employees will make the most appropriate contribution to organization-now and in future. Robert (2005). in his study titled “Strategic HR Review 2004" states that successful recruitment can improve organization performance“. The meta-analysis of the research conducted by Chapman, uggersler, carroll, piasentin8rJones (2005) concluded that timely responses from HR managers were linked to greater applicant attraction to a job with an organization. According to Robins in his study revealed that. “The ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. So recruiting is a process of discovering the potential candidates for actual organizational vacancies". Ms AmbikaVerma(2009) in their survey research on the use of technologies in recruiting. Screening and selection processes for job candidates conducted in Dimension group found that most organizations implemented technology based recruitment tools to improve efficiency, reduce costs and expand the applicant pool.
In summary, for a company to succeed all it takes is the proper recruitment strategies which also shapes the overall manpower management of the company. By conclude this literature review, the study emphasizes on the fact that the recruitment process is integrated with other processes such as strategic plan of the company, training and development schemes, compensation, rewarding/incentive system, performance appraisal, and lastly, industrial relations. Furthermore, according to Silzeretal (2010), there exist several reasons why the most apparent information have been more promising; including the well-structured nature of interviews, the use of questionnaires based on a job analysis, inclusion of of interviewers, the practice of notemaking during the interview, and the use of rating scale based on behavioral factors to gauge the interviewee's answers all play an integral part in the improvement of the recruitment validity.
INTRODUCTION OF THE PROJECT 2.1 Theoretical framework of Recruitment
2.1.1: Concept of Recruitment Barber (1998) defines Employee recruitment as “practices and activities carried on by an organization for the purpose of identifying and attracting potential employees”. Many large corporations have employee recruitment plans that are designed to attract potential employees that are not only capable of filling vacant positions but also add to the organization’s culture. According to Costello (2006) recruitment is described as the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests. According to Montgomery (1996) is on matching the capabilities and inclinations of prospective candidates against the demands and rewards inherent in a given job. Jovanovic (2004) said recruitment is a process of attracting a pool of high quality applicants so as to select the best among them. For this reason, top performing companies devoted considerable resources and energy to creating high quality selection systems. Due to the fact that organizations are always fortified by information technology to be more competitive, it is natural to also consider utilizing this technology to re-organize the traditional recruitment and selection process through proper decision techniques, with that both the effectiveness and the efficiency of the processes can be increased and the quality of the recruitment and selection decision improved.
“The art of choosing men is no merely as difficult as the art of enabling those one has chosen to attain their full worth.”
3.01 INTRODUCTION Recruitment plays a vital role in the organization in fulfilling its goals. Recruitment acts as a strategic lever and is ultimately linked to all other subsequent human resource activities. It helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool and expedite the selection process. The recruitment and selection are the major functions of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. 3.02 DEFINITION Edwin B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” In the words of Yoder, "Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measured for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force." Recruitment is a ‘linking function’ -ing together those with jobs to fill and those seeking jobs. It is a ‘ing process’ in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter. 3.03 OBJECTIVE The main objective of recruitment is to increase the number of applications for the job available in the organization, to select the best applicant who is the best fitted to job.
3.04 Recruitment and Selection - A Challenging Task The primary purpose of the recruitment and selection process is to achieve the right person for the right job. An individual who fits with the organization, its culture and other employees and is
prepared and encouraged to develop and improve personal and organizational performance can bring unpredictable benefits. But a poor or bad selection can bring severe consequences for an organization. An employee may be at lower level who is a poor learner who is not in tune with the organization’s ethos and aims can damage production, customer satisfaction, relationships with suppliers and the overall quality of service. The new appointee can adversely affect the morale and commitment of co-workers and negate efforts to foster team working.
3.04 Recruitment Needs are of Three Types It makes possible to choose the right person in the right time at the right place.it also makes it possible to acquire the number and type of people necessary to ensure the continued operation of the organization. The recruitment needs can be classified into
Planned needs.
Anticipated needs.
Unexpected needs.
Planned needs: arise from changes in the organisation and retirement policy.These occur due the expected changes in the organisation so the management can make a proper policy for it. Anticipated needs: refer to the movements in personnel which an organization can predict by studying the trends in the internal and external environments. Unexpected needs: such need arises due to resignations, deaths, accidents and illness .
FEATURES OF RECRUITMENT:
Recruitment is a process or a series of activities rather than a single event.
It is a linking activity as it brings together the employers and employees.
It is positive process because in this activity the employers want to have the maximum number of job seekers so as to have a wider scope for choice ultimately leading in spotting right persons for job.
It is an important function as it makes it possible to acquire the number and type of persons required for the effective functioning of the organisation.
It is an ongoing function in all the organizations, but the volume and nature of recruitment varies with the size, nature and environment of the organisation.
It is a complex process because a number of factors affect it --the nature of the job offered, image of the organisation, organizational policies, working conditions etc.
3.05 Purpose & Importance of Recruitment
Attracts and encourages more and more candidates to apply for a job opening in the organization.
Creates a talent pool of candidates and enables selection of the best candidates for the organisation.
Links the employers with the employees
Identifies the potential candidates.
3.06 Recruitment Process A general recruitment process is as follows: Identifying the Vacancy: The recruitment process begins with the receipt of requisition for recruitment from different departments. This contains:
Posts to be filled
Number of persons required
Duties to be performed
Qualifications required
Preparing the job description and person specification
Locating and developing the sources of required number and types of employees
Encouraging them to apply for the job openings
Nestle India Ltd. selects the future employees keeping everything in mind right from the qualification of the employees to the future prospects-both of the organisation and the employeesThe first step involves the filling up of Manpower Indent Form. This form is filled up by the department, which is having the vacancy. The form consists of various questions which are to be answered like if the current vacancy is are placement vacancy, its reason is to be specified -the factors which resulted it like death, retirement etc
Manpower Indent Form /Human Resource Requisition Form (HRRF) Dept: Position: Reporting to: Job Profile/description: Job Requirements – Qualification, Experience, Recruiting date/Onboard Time/Time lines/ Deadlines.
Signature of the Department:
Approved By:
SOURCES OFRECRUITMENT The various sources of recruitment are – Internal Sources includes:
Present Employees who can be transferred or given promotions.
The retired and retrenched the employees who want to return to the company.
Dependents and relatives of the deceased and disabled employees.
External Sources Consist of:
Press ments. Campus Interviews. Placement Agencies. Recommendations. Recruitment at factory gate. Employment Exchanges.
During my short stint at Nestle Ltd, it was observed that the recruitment need of Nestle Ltd is diversified .it needs persons who have knowledge of use, processing of natural ingredients of number of varied products, technical know-how of latest industrial technical knowledge, and computer applications to pharmaceutical industry to manual workers. The importance of the process could be understood that the present work force of Nestle Ltd is 450 employees. Hence, the recruitment and the recruitment and selection procedure should match the complexities of the need at the same should commensurate with the complex need of the organization
SELECTION Selection is the process of choosing the best candidate out of the all the applicants .In this process of choosing the best candidate out of the all the applicants. In this process, relevant information about the applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled. It is the process of matching the qualifications with those required for the job candidate can be entrusted with the task that matches with his credibility. It is
a process of weeding out unsuitable candidates and finally identifying the most suitable candidates. This process divides the candidates into two categories the suitable ones and the unsuitable one. Selection is a negative process because in this process the management tries to minimize the number of people at each step so that the final decision can be in the light of all the factors and at the end of it best candidate is selected. DEFINITION To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates. SELECTION PROCESS Selected candidate the has to through the following stages
Preliminary Interview.
Application Form.
Selection Test.
Selection Interview.
Physical Examination.
Reference Check.
Final Approval.
Employment.
Preliminary Interview is the initial screening done to weed out the undesirable candidates. This is mainly a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organisation. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids unnecessary waiting for the candidate and waste of money for further processing of an unsuitable candidate. Application Form is a traditional and widely used device for collecting information from candidates. This form asks the candidates to fill up the necessary information regarding
their basic information like name, address, references, date of birth, marital status, educational qualifications, experience, salary structure in previous organisation and other such information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the organisation. It also helps in formulation of questions, which will ask in the interview. These forms can also be stored for future references thus maintaining a databank of the applicants. Selection Tests are being increasingly used in employee selection. Tests are sample of some aspect of an individual's attitudes, behaviour and performance.It also provides asystematic basis for comparing two or more persons. The tests help to reduce bias in selection by serving as a supplementary screening device. These are also helpful in better matching of candidate and the job. These reveal the qualifications, which remain covered in application form and interview. Selection Interview involves the interaction of the employer and the employee. Selections involve a personal, observational and face to face appraisal of candidates for employment. It is an essential element of the selection procedure. The information obtained through application form and test can be cross checked in the interview. The applicants who have crossed the above stages have to go through Physical Examination either by the company's physician or the medical officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found physically unfit are rejected. The next stage marks of checking the references. The applicant is asked to mention in his application form the names and addresses of two or three person who know him well. The organisation s them by mail or telephone they are requested to provide their frank opinion about the candidate without incurring any liability. The opinion of the references can be useful in judging the future behavior and performance of a candidate. The executives of the concerned departments then finally approved the candidates shortlisted by the human resource department.
Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should and other and conditions in brief. Appointment is generally made on probation of one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized. Selection is an important function as no organisation can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organisation. Scientific selection and placement of personnel
can
go
a
long
way
in
buildingup a stable workforce. It helps to reduce absenteeism and labour turnover.Proper selection is helpful in increasing the efficiency and productivity of the enterprise The department is required to give the qualifications that the future candidate should possess. In the next step, this form is given to the Human Resource (HR) department; this department sees if the position can be filled through internal sources. The internal sources can be transfers, promotion etc. In the case of internal sources, the recommendations of the employees are not taken into consideration. If the HR department does not find suitable candidate within the organisation then this department has to give reasons for it. The form then goes to the Corporate HR for its approval. When the suitable candidate is not available within the organisation, the organisation then moves to the outside world for filling up the vacancies. If the number of employees required is large then the company has in its consideration three ways
The Data bank of the organisation.
ments.
ing large consultants like Niyukti….
The company maintains a databank of the candidates, which is used when the number of vacancies to be filled up is large. The sources of databank can be the qualified candidates who had applied in the organisation earlier but due to some reasons could not the organisation. ments are the second big source to attract the candidates. These are having much larger scope and reach to a number of people. The qualifications required by the organisation and the criteria could be described in detail. Large number of consultants also constitutes a big source.
Many people themselves with these consultants and they act as a bridge between the organisation and the candidates. The consultants provide the company required details about all criteria. These consultants are fixed for the organisation, which are chosen on the basis of their performance. In case of overseas recruitment it is checked whether their Indian counterparts can perform the job efficiently or not. If need arises then they are also taken through consultants. But if the number of vacancies is very small then the organisation takes the help of the local consultants. The candidates are then required to fill up the Application Form. This form requires the candidate to fill the details regarding the previous employment, if any and his personal data. The form is having details regarding like the marital status, organisation structure, the position held by the candidate, his salary structure, the top three deliveries to the organisation that proved to be beneficial to the organisation, career goals, his strengths and weaknesses etc. After the application form has been duly filled and submitted, the selection process starts wherein the candidate has to through various stages and
interview. The
interview
consists of the persons from Corporate (HR), and other persons including the executives from the department for which the vacancy is to be filled. The selected candidates are then shortlisted. The shortlisted candidates are then given priority numbers; this is due to the reason that sometimes the candidate who is having first priority is unable to the organisation due to some reasons then in that case the candidate next in the priority list is given preference. The candidate has to undergo medical examination and his credentials are verified. After qualifying these stages, the candidate is then absorbed in the organisation and explained his/her duties. This phase marks the end of the selection procedure. Nestle Tahaliwal India Ltd. also performs Campus interviews as and when the need arises. The esteemed organisation also provides apprentice training-wherein the organisation trains the people in the working of the organisation and gives then stipend. If these trainees are found useful to the organisation then they are absorbed in the organisation else they are given certificate so that they can show this as an experience and get a job elsewhere.
CHAPTER 2 STATEMENT OF OBJECTIVES This project entitled Recruitment and Selection in Nestle Tahliwal India Ltd .is aimed at studying the recruitment and selection procedures at Nestle Tahliwal India Ltd. Recruitment and selection procedures of any organization are very important functions because these decides the most suitable manpower which steers the industry to its desired goals.
RATIONALE This project was undertaken as a part of the curriculum of MBA course, of HPTU Business School, Nagrota bagwan, which is compulsory for each student to have the training in any organisation so as to gain firsthand knowledge of the organisation. This exposure enables the trainees to learn effective and efficient ways and means to solve the real problems faced by the organisation and also to understand its dynamics.
RESEARCH OBJECTIVE The main objectives of this project are:
To study the Recruitment and Selections procedures used at Nestle Tahliwal India Ltd, UNA.
To analyze the effectiveness of this very important function in of development of the organisation and the individual
CHAPTER 3 METHODOLOGY OF THE SUDY An empirical study has been undertaken to understand and study the process of Recruitment and Selection process employed in Nestle India Ltd. Data to be collected for the project titled ‘RECRUITMENT AND SELECTION’ at Nestle India Ltd Tahliwal, UNA”. Primary data was collected for the project report. PRIMARY DATA: First hand information was collected by personally visiting the Nestle India Ltd Tahliwal, UNA. Information regarding the Recruitment and Selection process was obtained through personal discussion with PERSONNELASSISTANT of HR Department.
Questionnaire
was
istered and based on the analysis of those questionnaires the research has been carried forward. 200 employees at the istrative level and 50 employers of the company have filled up the questionnaire.
METHODOLGY FOR COLLECTING THE DATA
Defining the problem:
Recruitment and Selection procedure in any organization is vital, as it helps in selecting the right candidate for the right job. Therefore the effective of Recruitment and Selection procedure is depending upon the extent of inter linkage with the other HRD systems. The Recruitment and Selection procedure for Nestle India Ltd Tahliwal, UNA r has been evolved with a view of meeting the individual and organizational needs. The current Recruitment and Selection procedure in Nestle India has been studied. With the help of questionnaires, executive’s opinion, their priorities and their expectations were studied.
Planning the sample: The total population i.e. some of the executives, managers, and some people from the middle and lower level management was the sample of the research study.
Sampling Technique: Simple random sampling technique was used in order to get the data. To facilitate easy availability of the data, respondents were the executives of the top management and of various other divisions were approached.
Tools of Data collection: The tools of collecting data included questionnaires, interviews and personal observation.
Data Analysis: The data collected has been analyzed in the theoretical form. LIMITATIONS OF STUDY It is said, “Nothing is perfect” and if the quite is true, I am sure that there will be few shortcomings in this project also. Sincere efforts will be made to eliminate discrepancies as far as possible but few will be reminded due to limitations of the study. These are:
The research will be carried out for a short period.
Information in the internal records may be biased.
Some of the respondents could not spare much time to answer the questionnaire because of lack of their valuable time.
Complete information has not revealed by the companies for istrative reasons.
As the project is prepared for academic purpose only, it suffers from the limitations of time and money, due to which analytical study into all the strategies adopted by the organization was not possible.
All this study is limited to Nestle ltd Tahliwal , UNA Himachal Pardesh only.
CHAPTER 4 ANALYSIS OF DATA
70% of employees accepted that recruitment & selection procedureaffects the performance of the employees.
65% of employees as per analysis are satisfied that a job specification basically depends on the job profile of the candidate.
50% of employees said that the company spends about 10%-20% of its total expenditure on recruitment and selection. The analysis clearly shows that company spends about 20% - 30% of its total expenditure on recruitment and selection.
As per responses 70% of employees said that company asks for references at the time of selection and rest of them said no.
From the responses, it is clear that up to 80% of employers accepted that the references provided by the candidates are verified.
90% of employer said that company positions on the job sites and Internet searches.
90% of employers said that company maintains and manage candidates file including maintenance of database to ensure comprehensive data collection data collection of candidate.
As per the responses 45% of employers believe that the employee's productivity gets hampered due to his marital status to a large extent.
CONCLUSION REQUIREMENT:‘Necessity is the mother of Invention’ this is true everywhere. In the study first of all I tried to find out the cause of the process of Recruitment and Selection. I got the answer from NESTLE that here in Nestle major cause for the process is its Expansion program as Nestle is growing vastly. Few other reasons are Replacement vacancy, Retirement hardly takes place here. SOURCES:An organization’s excellence depends upon its employee’s performance, which has not only to be maintained on a consistent level, but also must be improved constantly. All this can be achieved if suitable employees are selected, through proper Recruitment and Selection procedure. METHODS:For the recruitment and selection various test include for e.g. aptitude test, personality test and group discussion. As we all know that, in today’s highly competitive age the biggest problem is of retention of its highly skilled employees in the organization. Recruitment plays a vital role in
this regard .But it should be seen that no system is without any flaws. Every system has its strong and weak points and is open for change at any time. IMPROVEMENT:Nestle a well-developed Selection System for its employee’s development. Thus, the company provides scope for employees on future growth, career planning, training and development.
ANNEXURE Form 1- Employment application form (New) Form 2- Interview Assessment Form QUESTIONNAIRE Q.1 How much of the total monitory expenditure does the company spends on recruitment and selection procedure? Below 10%
10% - 20% 20% - 30% 30% & above Q.2 How do you rate the importance of recruitment and selection procedure in your organization? Formality Important Very Important Use less Q.3 How far do you think does the productivity of the employees get hampered due to his/her martial? To a large extent
somewhat affects
Does not affect at all
Can’t Say
Q.4) Does your company maintains and manage candidate’s file including maintenance of database to ensure comprehensive data collection of candidates? Yes
No
Q. 5 Does the company hire consultancy firms or recruitment agency for hiring candidates? Yes
No
Q.6 Are the references provided by the candidates verified? Yes
No
Q.7 Does your company postpositions on the job sites and internet searches?
Yes
No
QUESTIONNAIRE ON RECRUITMENT & SELECTION FORTHEEMPLOYEES
NAME ORGANISATION DESIGNATION AGE DATE Q.1 Does NESTLE follows any Recruitment and Selection Procedure? Yes
No
Q.2 Does the recruitment and selection procedure affects the performance of the employees? Yes
No
Q.3 Does the company recruit employees internally? Yes
No
Q.4 Is the recruitment and selection procedure followed by the company appropriate? T.A. (Totally Agree)
S.A. (Some What Agree),
S.D.(Some What Disagree)
T.D.(Totally Disagree)
T.A.
S.A.
S.D.
T.D.
If not, then suggest the appropriate changes required in the recruitment and selection procedure followed by the company… Q.5 Does your company disclose the job specifications at the time of selection of a candidate? Yes
No
Q.6 which type of interview methods does your company usually follows? Direct Computerized Group Stress Any other …………………………………………………
BIBLIOGRAPHY
GUPTA C.B., HUMAN RESOURCE MANAGEMENT, SULTAN CHAND & SONS, NEW DELHI. DCENZO& ROBBINS HUMAN RESOURCE MANAGEMENT, PRENTICE-HALL
INTERNATIONAL. MONAPPA, ARUN MANAGING HUMAN RESOURCES, MCMILLAN INDIA WWW.NESTLE.COM WWW.CITEHR.COM PERSONNEL & HUMAN RESOURCE MANAGEMENT BY P. SUBBA RAO. K.ASHWATHAPA ,HUMAN RESOURCE AND PERSONNEL MANAGEMENT
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