Evaluation of Recruitment and Induction 3 1 PDF

Evaluation of Recruitment and Induction
VISVESVARAYA TECHNOLOGICAL UNIVERSITY

MATCHE, BELGAUM -590018
2009-2010
SUMMER PROJECT REPORT ON
“Evaluation of Recruitment and Induction Process”
Undertaken at
The Himalaya Drug Company, Bangalore
From 21st Dec 2009 to 28th Feb 2010
Submitted in partial fulfillment of the
Requirement for the award of degree of
MASTER OF BUSINESS ADMINISTRATION
A Project Report Submitted by
Mr. Ravi Patil
U.S.NO 5XE08MBA72
Internal Guide External Guide
Prof. A. V. Kapileshwar Mr. Raghavendra Kulkarni
Faculty, VTU, Belgaum Manager - Learning & Development
The Himalaya Drug Company, Bangalore
Master of Business Administration 1

Department of Master of Business Administration
PG Centre, Belgaum
CERTIFICATE
Certify that the project entitled “The Himalaya Drug Company, Bangalore” is a bonafide work
carried out by Mr. Ravi Patil in partial fulfillment for the award of degree of MASTER OF
BUSINESS ADMINISTRATION of VISVESVARAYA TECHNOLOGICAL UNIVERSITY,
BELGAUM during the year 2009-10. It is certified that all correction/suggestion indicated for
internal assessment have been incorporated in report deposited in the department library. Further I
declare that no part of this report has been submitted for the award of any other
Degree/Diploma/Fellowship or similar titles prizes and work has not been published.
Signature of the Guide Signature of the PG Coordinator

Prof.A.V.Kapileshwar Smt.Nandini .S.Sidnal
External Viva
Name of the Examiners Signature with Date
1.
2.

Visvesvaraya Technological University
P.G.Department (M.B.A)
Matche, Belgaum
GUIDE CERTIFICATE
This is to certify that this project report is a record of work done by

Mr. Ravi Patil during the period of his training under my guidance to
the best of my knowledge and that it his not previously formed the
basis of any award or any master degree or diploma in Visvesvaraya
Technological University or elsewhere.
Place: Belgaum Signature of the guide
Date: Prof. A.V Kapileshwar

STUDENT DECLARATION
I declare that the Summer Project report on subject
“Evaluation of Recruitment and Induction Process’’

Undertaken at
(The Himalaya Drug Company, Bangalore)
Submitted in partial fulfillment of the requirement for
The award of the degree
Master of Business Administration
Is my original work and not submitted for the award of any

other degree diploma fellowship or other similar title.
Name: - Ravi Patil
U.S.No:-5XE08MBA72
Signature:-

ACKNOWLEDGEMENT
This dissertation would not be completed without expressing gratitude to those

who extended their wholehearted support for the successful completion of the
dissertation. I would like to articulate my heartfelt gratitude to all people stood
behind throughout the work.
Firstly, my wholehearted gratitude to our beloved principal Ms. Nandini Sidnal

and guide Prof. A.V. Kapileshwar, for guiding and giving me an opportunity to
take up this study.
I have immense gratitude to Mr. Raghavendra Kulkarni, Manager – Learning

& Development and Ms. Meetha Mahesh Kumar, Management trainee from
The Himalaya Drug Company, Bangalore, for their guidance and co-operation
during the study.
I am also thankful to all members of PG Department VTU Belgaum, for helping

and supporting in completion of this study.
And finally I also thank to all my friends and well - wishers who helped me
directly or indirectly in completion of this dissertation. Date:
Place: Belgaum Ravi Patil
5XE08MBA72
VTU, BELGAUM

EXECUTIVE SUMMARY
This project is done at The Himalaya Drug Company Bangalore, as a part of MBA
programme with the objective to study about “Evaluation of recruitment and induction” in the
company.
This report gives information about “recruitment and induction”. This report also includes the
profile of the company and information about the effectiveness of recruitment and induction
in the company.
The study was conducted systematically. The primary data required for the study was
obtained from the employees with the help of structured questionnaire which was given to 25
employees randomly.
The secondary data was collected through internet, company hand book, journals.
The study was limited to period of ten weeks.

The study also aims at providing suggestions for better recruitment and induction programme
and over coming the problems of the same if any in the company.

CONTENTS
Chapter 1
Industry Profile
Evolution of Ayurveda
Personal care industry
Pharmaceutical industry and recent developments
Chapter - 2
Company Profile
Inspection and back ground of company
Nature of the business Carried
Vision, Mission and Quality Policy
Product profile
Area of operation
Ownership pattern
Competitors information
Infrastructure facilities
Future growth and prospectus
Achievements and rewards
Work flow model
McKinsey’s 7S model
1. Structure
2. System
3. Strategy
4. Skills
5. Shared values

6. Style
7. Staff
SWOT analysis
Learning experience
Chapter – 3
Methodology
Recruitment
Induction
Chapter – 4
Analysis and Interpretation
Conclusion
Recommendations
Bibliography

Chapter-1
Industry Profile

Evolution of Ayurveda in the world
Ayurveda’s lasting influence in the Non-Indo-European sphere began after the rise and spread
of Buddhism in the sixth century B.C. Buddhist monks introduced Ayurveda to China, Tibet,
Korea, Mongolia and Srilanka leaving a lasting legacy in their medical system. More recently
the German translation of an Ayurvedaic text that dates back to less than 1000B.C. The
Susruta Samhita contributed to modern medicine, the discipline of plastic surgery and also
mentions the eight branches in Ayurveda – Genera medicine, Surgery, ENT, Eye disease,
Toxicology, Psychiatry, Pediatrics, Gynecology, Sexology, and Virility.
Ayurveda is a traditional science of medical treatment in India, traces its origin through the
myths to the “Puranas “and “Epics”. According to the puranas the Ayurveda tradition was
transferred from Brahma to Prajapathi and Ashwini Kumaras and through them to Indra.
Sage Bharadwaj acquired the knowledge from Indra and taught sage Aathreya, through his
disciples it was handed over to the Aryans. They landed on the banks of Sindhu river around
2000B.C, driving the Dravidian and laid the foundation of their culture. The excavations in
these lands reveal the existence of a fairly developed science of medical treatment. The vedic
literature works like Mantra, Brahma‟s and Aaranyaka Upanishads have references to
Ayurveda. The word Ayurveda comes from the word “AYUR” meaning “LIFE” and the
word “VEDA” meaning “TO KNOW”. Ayurveda means “THE SCIENCE OF LIFE” and is a
medical system practiced in India, Srilanka and Nepal.. Ayurveda’s mythological origins,
though, are attributed to the Indo-European Nasatya or Aswins, twin physicians of the gods
of the ancient Indo-European pantheon. Ayurveda is considered the Upaveda or accessory
Veda to the ATHRVANA VEDA.

Personal Care Industry in India
The Indian personal care industry through its many stages of transformation it evolved from
being one catering seemingly luxury items, to one, which encompasses a wide range of
products of daily use and one, which essential for healthy living.
Till 90‟s the industry was reeling under a closed economy where a few multinational like
Hindustan Lever Limited, Ponds and Colgate competed with domestic players like Godrej,
Balsara etc.
As economic liberalization was ushered-in, in the early 90‟s the industry began to hot up with
entry of a number of players, both multinational like Henkel, Revlon and Gillette and
domestic players like Marico and Cavin Care.
The current scenario is one of a decline in the fast growth rates so far. On one hand the
mature urban market is slowly reaching a stage of saturation and companies are increasingly
targeting the rural market for volume sales. On the other there has been significant increase in
promotional efforts to lure customers into buying products.
The major players in India are……….
a. Procter and Gamble

b. Revlon
c. Dabur
d. Cavin Care
e. Marico
f. Johnson & Johnson
g. Colgate
h. Pepsodent
i. Ponds
j. Charak Pharma
k. TTK Pharma
l. Ozone
m. HUL
n. Wipro
o. Garnier

Personal care products are generally used for personal health and hygiene. It includes
products like body talc, body scrub, tooth paste, tooth brush; tongue cleaner, tooth powder,
bathing salts, bathing gel, essential oils, moisturizer, skin creams, face wash, hair oil, hair
shampoo, hair conditioner, soap, nail and cuticle care products. The personal care product
market was a success on all counts in 2005-2006 with good performances from each of the
big five markets. In recent years, consumer health awareness has slowly been increasing and
this has led people trying to take better care of them.
The major demands for the products are of basic need for the consumers like soap, shampoo,
hair oil etc. The personal care products industry consists of four major sub-sectors
manufacturing a range of products. These sub-sectors and their products are highlighted
below:
Face cream products-Face is the reflection of an individual‟s physical appearance.
Generally, the beauty of a person is described by the look of one‟s face. Thus, to enhance the
beauty of the face people use face care products whose market is growing at double digits.
The industry manufactures products like astringent, face cream, scrub, face toner,
moisturizer, cleanser, etc. Some of these products are used for clarification and purification of
the facial skin from dust and purification of the facial skin dust and harmful rays of the sun
while others are used for toni- ng.
Hand and foot care products-As the name suggest these products are used to enhance the
beauty of hands and feet, the hand and feet care product market segment, grew 5.9%in 2005
to a total of 338.2 million dollars, and included many successful product introduction. These
included herbal and organic products, as well as products for youthful skin; men are also
starting to take better care of themselves, resulting in growth in the men‟s foot care products
market segment. Hand and foot care products are broadly categorized into cuticle care
products, foot scrub, hand and foot cream; nail care products etc. the diagram given below
shows the various market segments:

Hair care products-Hair care is the largest market segment, both in 2004 and 2005 with
sales reaching 350 million dollars. The price war had its impact on the shampoo and styling
categories. Sales in hair repair products showed significant growth, consumers were willing
to buy special, more costly, products, because these products are used for many purposes like
hair cleansing, hair conditioning and hair coloring. Some important hair care products are
shampoo, conditioner, oil, styling gel, glaze, spray, colors.
Cosmetics: The global cosmetics market continues to benefit from a combination of strong
macroeconomic trends creating opportunities for new product niches. The strongest growth in
the global cosmetics market in 2005 was derived from developing regions such as Eastern
Europe and Latin America and key markets in Asia-Pacific, with expansion linked to large
populations, rising disposable incomes, modernizing retail and distribution networks and
increased industry awareness amongst consumers. Cosmetics are items to enhance or protect
the appearance or odor of the human body. The products included in this category are; Eye
make up product, face make up product, lip make up product.

Pharmaceutical industry in India
The pharmaceutical industry in India is highly fragmented with over 20,000 registered units.
About 300 firms constitute the organized sector. Over the last 30 years the industry has made
impressive strides and today it accounts for the production of over 400 bulk drugs and about
60,000 formulations. India has emerged as a world leader in the production of high quality,
low-cost generic drugs. According to projections made by McKinsey, the Indian
pharmaceuticals industry is forecast to grow to USD 25 billion by 2010. Formulations
account for 78% of the total sales of the industry. Many companies are competing in the
formulations segment, but only a few are successful, as this segment is considered „delicate‟
when compared to the more „risk free‟ bulk drug segment. To come out successfully with a
formulation and establish it as a brand, the pharmaceutical firm has to put the formulation
through various trials to prove that the product is a cure for a particular symptom or disease.
Drug price control, a stringent patent law, counterfeiting of drugs, R & D costs involved in
discovery of new drugs and the existence of a huge unorganized segment within the industry
are some of the major challenges faced by the formulations manufacturers
Marketing Strategies and Challenges:
Let‟s look at strategies adopted and the challenges addressed by pharmaceutical firms in
marketing of formulations. The pharmaceutical industry has a large number of players – 300
units in the organized sector alone – and this signals a highly competitive environment.
Strategies in Customer Relationship Management (CRM), sales force management, branding
of products, promotion of products in the doctors‟ chambers and streamlining of the
distribution set-up are some of the key issues that are constantly kept in view for the
achievement of successful outcomes. At the same time, challenges involved in arresting the
sale of spurious/counterfeit drugs and the formation of grey markets are addressed by
progressive pharmaceutical companies, jointly with the Government machinery, if necessary.

Recent developments in pharmaceutical industry:
Recently the domestic pharma market has registered a robust growth of 17%, the highest in
two years after 2006, buoyed by a strong increase posted by all major companies and
expansion into rural markets. The industry closed the year 2009 on a high note recording a
healthy growth-the highest during the year-27.6% in December according to consultancy
ORG-IMS data.
The industry growth had dropped to 10% in 2008 due to economic slowdown, after a strong
growth of 14% in 2007 and 18% in 2006.
Almost all companies exceeded the industry growth, by growing over 20% during the month,
while mid-tier firms grew in the range 20%-30%, implying that the growth has come in
irrespective of scale. “This augurs well for the industry as all players are participating equally
and driving the growth momentum,” analyst says.
The Rs 40,000-crore organized domestic retail market is highly fragmented with the largest
company having a market share around 5-6%. Cipla which has topped the list in terms of
market share for the last couple of years, ended the year with 5.38%, with Ranbaxy closely
following at 4.96%.The top seven companies were Cipla, Ranbaxy, Glaxo, Nicholas Piramal,
Zyndus Cadila, Sun Pharma and Alkem.
Commenting on the industry‟s outlook, Ganesh Nayak, ED, Zyndus Cadila said,”not only
economic recovery helped markets to grow during last three to four months, but it is also due
to expansion strategy adopted by many companies during the middle of this year.” All top-
ranking companies increased their field force to tap into semi-urban and rural markets and
added new marketing divisions to expand their reach to new customers that resulted in
highest sales during the period.
The trend of high growth rate is expected to continue this year as well, with companies
focusing on these markets.

Chapter-2
Company Profile

A. Inception and background of the company
The Himalaya Drug Company has a history of eighty long years. The Himalaya Drug
Company was founded in the year1930 by Mr. M. Manal with a clear vision to bring
Ayurveda to society in a contemporary form and to unravel the mystery behind the 5,000 year
old system of medicine. This included referring to ancient ayurvedic texts, selecting
indigenous herbs and subjecting the formulations to modern pharmacological, toxicological
and safety tests to create new drugs and therapies.
Eighty years ago, on a visit to Burma, Mr. Manal saw restless elephants being fed with a root
to pacify them. The plant from which this was taken is Rauwolfia serpentina. Fascinated by
the plant's effect on elephants, he had it scientifically evaluated. After extensive research,
Serpina , the world's first anti-hypertensive drug, was launched in 1934.Mr.Manal young
man with a very curious mind pondered the idea of presenting herbal medicine in a
contemporary form. He spent his days riding his bicycle through the forests and learning
about herbs from the local healers. He knew he must scientifically prove that herbal
medicines do work. He also wondered how to make herbal tablets. He was advised to add
kerosene to the powdered herb to help the tablet keep its form. And he tried it too, only to
quickly realize that he had been tricked! He continued his efforts on his hand-operated tablet-
compressing machine. At night, his shoulders would ache after struggling to manually
produce a few hundred tablets, one tablet at a time. Simple as it may sound, the reality was
that in his time this had never been done. His continuous dedication, effort and long vision
resulted as a gift to the world of Ayurveda.
Business Philosophy:
Mr. M. Manal‟s main philosophy was to put ayurveda on par with modern medicine. His
desire was to create an awareness of significance of traditional system, to prove the Ayurveda
scientifically and to show that it is equally competent, effective to that of modern medicine.

Business Objectives:
Legacy of researching nature forms and to use it for mankind.
To make use of tools of modern science to create pharmaceutical-grade ayurvedic
products.
To become pioneer in research that has converted Ayurveda‟s herbal tradition into a
complete range of proprietary formulations dedicated to healthy living and longevity.
Establish Himalaya as a science-based, problem-solving, head-to-heel brand,
harnessed from nature's wealth and characterized by trust and healthy lives.
B. Nature of business carried
The Himalaya Drug Company is a pharmaceutical, animal health care, personal care
and health care consumer goods manufacturing company.
C. Vision, Mission and Quality policy.
Vision : “Wellness in every home through herbal health care”

Mission:
Establish Himalaya as a science-based, problem-solving, head-to-heel brand, harnessed from
nature's wealth and characterized by trust and healthy lives.
Develop markets worldwide with an in-depth and long-term approach, maintaining at each
step the highest ethical standards.
Respect, collaborate with and utilize the talents of each member of the Himalaya family and
the local communities where Himalaya products are developed and/or consumed, to drive the
seed-to-shelf policy and to rigorously adopt eco-friendly practices to support the environment
we inhabit.
Ensure that each Himalaya employee strongly backs the Himalaya promise to exceed the
expectations of the consumer, each time and every time. Nothing less is acceptable.
Quality policy:
Developing safe and efficacious pharmaceutical grade herbal health care and personal care
products.
Quality at Himalaya is achieved through teamwork and continuous learning and

improvement.
Measuring the quality from “seed to shelf “ensuring commitment to quality from herb
cultivator to the finished products.
Conforming to stringent quality standards and exceeding the customer expectations.
Any one who comes in touch with Himalaya must be pleased with his or her experience,
nothing less is acceptable.

Environmental Policy:
The Himalaya Drug Company is engaged in developing and manufacturing safe and
efficacious pharmaceutical-grade herbal healthcare and personal care products.
Caring for the environmental policy aims at reducing our environmental impact, adopting
best practices and technologies in environment management, complying with legal
requirement and raising environmental consciousness amongst employees and the
communities in which we operate.
We are committed to:
1. Applying environment management system such as ISO 14001 to all our operations.
2. Promoting environment-friendly practices through the supply chain.
3. Accounting for environmental impact of our product and taking steps to reduce the
same.
4. Designing and developing products that are energy efficient and eco-friendly.
5. Training personnel in environment management with clearly defined roles and
responsibilities.
6. Identifying, evaluating, and controlling environmental impact from every activity.
7. Waste minimization and wherever possible, promoting waste reuse and recycling.
8. Reducing noise pollution.
9. Managing emission to air, water and land by observing the principle of „eliminate,
reduce, re-use, re-cycle, dispose.‟
10. Increasing the use of renewable energy to meet our energy requirements.
11. Maintaining transparency in reporting on environmental management.

Brand Identity :
The promise of health, well-being and a prescription for good living.
The Himalaya brand has much in common with the mountain range from which it draws its
name. For centuries, the Himalayas have been an icon of aspiration, of man's quest to unlock
Nature's secrets. They represent purity and lofty ideals. The fact that the Himalayas are the
source of many of the herbs that are used in our products makes our brand name all the more
appropriate.
The Himalaya logo is a visual definition of its brand identity. The leaf that forms the crossbar
of the letter H evokes the company's focus on herbal healthcare. The teal green represents
proximity to nature, while the orange is evocative of warmth, vibrancy and commitment to
caring. The Himalaya brand carries with it the promise of good health and well-being.

d. Product/service profile

Quality products start with quality raw materials, The Himalaya Drug Company is on a
mission to bring about healthy lives, to achieve its mission it has its own Research and
Development Centre with state of art technology work to improve the product yield.
The world‟s latest longing for alternative medicine like Ayurveda/Herbal, Reiki and
Homeopathy has been a grandmother‟s recipe in India for ages.
It was India‟s natural henna, which gave the world the concept of body decoration, the hair
shampoo and body tattoos. The story goes the Indian royal families used to take bath in rose
petal for special occasions. It is common knowledge today rose petal‟s extract are used for
variety of cosmetic products. Indian sense of ornamentation is so versatile in approach and so
rich in content that it is next to impossible to explain.
Product definition:
A product is any tangible, intangible offering that might satisfy the needs or aspirations of
consumer.
The Himalaya Drug Company has used its wealth of knowledge and research, in natural
herbal remedies, to formulate a personal care range, that cater to our daily health needs. This
range offers the goodness of natural solutions for daily use with no side effects.
The products of The Himalaya Drug Company carry the hall mark of quality and consistency.
It has pioneered the scientific validation of Ayurveda formulations. At The Himalaya Drug
Company, they respect the tradition but apply modern standard of analysis, formulation,
safety and clinical effectiveness to create products that are well balanced and can be taken by
any one. The Himalaya Drug Company formulations are manufactured according to the rigid
standards of the pharmaceutical industry. Extensive toxicological studies are carried out to
ensure the absence of pesticides, fungicides and microbial toxins in the final products.

Few main products of The Himalaya Drug Company are....
Product Properties
Forest Honey- Pure, fresh honey, from the
forest of India:
neem Himalaya-The derma ‘specialist’: Offers antibacterial, antifungle and blood- purifying
properties and also influencing healthy and growing
skin.
ashvagandha Himalaya-Calms nerves, Increases endurance and energy and counteracts
revives mind and body: anxiety and stress.
karela Himalaya-Secure glycemic control Helps lower blood sugar and provides antioxidant and
from nature: detoxifying properties. Useful for Diabetics and
patients with prediabetes.
shallaki Himalaya –The key to healthy Plays useful role in relieving joint aches and arthritic
joints: pains. Shallaki Himalaya maintains and supports
healthy joints.
triphala Himalaya-The prokinetic Strengthens the week digestion and exerts the gentle
cleanser: laxative action.
brahmi Himalaya-The cerebral herb: Improves the mental abilities, promotes clarity of
thought, calmness,memory,concentration and learning
amalaki Himalaya-Nature’s prime It provides restorative and balancing effects on body

antioxidant: functioning. Has role in weakness and convalescence.
bael Himalaya-Offers efficient It has digestive, anthelmitic and anti-inflammatory

management of intestinal infections: properties.
arjuna Himalaya- Comprehensive control Helps to regulate blood circulation and promotes
of hypertension: cardiac health.
gokshura Himalaya-Revives libido, Strengthens the genitourinary system. It improves
intensifies performance : male sexual desire and performance.
guduchi Himalaya-Strengthens anti- Build the body‟s resistance to infections, enhances the
infective response: activity of white blood cells and improves the immune
systems.

Haridra Himalaya-The versatile cytoprotective in Offers ant allergic, anti-inflammatory, and antimicrobial
chronic diseases.of Recruitment and Induction properties and is useful in skin infections, allergies and
Evaluation
oxidative stress-like leukoplakia, diabetes and tissue
injury.
Haritaki Himalaya –The gentle laxative. Offers gentle laxative action and promotes smooth
bowel evacuation, helps to provide good health through
relief from simple constipation.
Kapikachhu Himalaya-Elevates sperm count. Helps improve mood and exerts aphrodisiac qualities
and boost count.
Lasuna Himalaya-Improves perfusion in vascular Helps improve the blood flow in patients affected with
disease. blood vessel disease, influences the lowering of
cholesterol levels and for patients with atherosclerosis.
mandukaparni Himalaya-Enhances mental Improves mental functioning and alertness.
concentration.
manjishtha Himalaya-Effective in skin Helps to detoxify the blood and to reduce the skin
pigmentation disorders. allergies and heal skin lesions.
meshashringi Himalaya-Invaluable for Diabetes. Helps for carbohydrate metabolism and lowering blood
sugar levels.
punarnava Himalaya-Comprehensive control of Supports for healthy Urinary system.
UTI.
Shatavari Himalaya- The Queen of herbs for Promotes well-being in women during and after
women. menopause.
shigru Himalaya-Alleviates joint inflammation. Helps provide relief from painful and inflamed joints
through anti-inflammatory and anti-anti-arthritic
activities.
shuddha guggulu Himalaya-The effective lipid Helps in lipid metabolism and helping lower blood
regulator. cholesterol levels.
sunthi Himalaya-Dependable anti-nausea therapy Provide reliable relief from nausea associated with
. motion sickness, indigestion, migraine, headache and
post-surgery.
tagara Himalaya- Relaxes the mind, promotes Helps to calm nervous unrest and emotional troubles
sleep. and promotes sleep.
trikatu Himalaya-Digestive par excellence. Improves digestion.
tulasi Himalaya Ensures rapid control of URTI. Offers complementary restorative actions to help
recover faster from common cold, sore throat and other
upper respiratory tract infections (URTI).

vasaka Himalaya-Effective respiratory care. Provides respiratory comforts by exerting expectorant

action.
vrikshamala Himalaya-For successful weight Helps to decrease the body weight by improving
control. metabolism and oxidation of fats.
yashtimadhu Himalaya-For holistic management Useful in heartburn and hyperacidity.
of acid peptic disease.
Few Skin Care Products……
CLEANSERS SOAPS EYE TONER MOISTURIZERS SUN EXFOLIATORS FACE PACKS SKIN
CARE PROTECTION NOURISHERS
Gentle Face Moisturizing Kajal Gentle Intensive Face Protective Gentle Refreshing Nourishing
Wash Gel Almond Refreshing Moisturizing Sunscreen Exfoliating Fruit Pack Skin Cream
Soap Toner Lotion Lotion Walnut Scrub
Gentle Face Refreshing Under Face Fairness Gentle Purifying Anti-
Wash Cucumber eye Moisturizing Cream Exfoliating Mud Pack Wrinkle
Cream Soap cream Lotion Apricot Scrub Cream
Purifying Cream & Soothing Body Neem Face Revitalizing
Neem Face Honey Soap Lotion Pack Night Cream
Wash
Neem Protective Almond and Lip Balm
Foaming Neem & Cucumber
Face Wash Turmeric Peel Off
Soap Mask
Gentle
Exfoliating
Daily Face
Wash
Deep
Cleansing
Milk
Few Hair Care Products……….
HAIR CLEANSERS HAIR HAIR LOSS DANDRUFF

NOURISHEERS CONDITIONER CONTROL CONTROL
Revitalizing Protein Protein Hair Loss Anti-Dandruff

Hair Oil Shampoo Conditioner Cream Hair Oil
Protein Hair Hair Detangler & Anti-Dandruff

Cream Conditioner Hair Cream
Anti-Dandruff
Hair Shampoo
Few Health Care Products……
 Anti-stress Massage Oil

 Acne-n-Pimple Cream
 Antiseptic Cream
Few Cold Care Products……
 Cold Balm
Few Pain Care Products……
 Pain Balm
 Pain Massage Oil
 Muscle and Joint Rub
Few Weight Control Products……
 AyurSlim Capsules
Few Oral Care Products……
 Dental Cream
 dipper rash cream Himalaya
 nourishing baby oil Himalaya
 gentle baby shampoo Himalaya
 baby lotion baby Himalaya
 baby cream Himalaya

Animal Health Care
Himalaya is bringing its expertise in health care to animal care by leveraging R&D strengths
in creating natural drugs and therapies daily care for sensitive pets like cats & dogs.
The Himalaya Drug Company legacy extends to animal health as well. The Company offers
well-researched, safe, animal health products, harnessed from nature's wealth to alleviate the
suffering of animals, to improve their health and to increase their productivity. World-wide
there is a growing concern about the presence of chemical contaminants in dairy, meat and
poultry products.
Concern for animal welfare prompted The Himalaya Drug Company to launch the animal
health range of products for commercial livestock in July 1998. The products in this range
alleviate the suffering of animals and improve their health. This results in healthy livestock
whose animal products are safe for human consumption.
Realizing the importance of companion animals in today's life, The Himalaya Drug Company
launched the Companion Animal Care Range of products in 2000.
Livestock: Appetonic Vet, Appetonic forte Vet, Diarex Vet, Galactin Vet, Himfertin
Vet, Himpyrin Vet, HimROP Vet, Inflamin Vet, Liv.52 Vet, Liv.52 Protec, Rumalaya
Vet, Scavon Vet, Speman Vet, Styplon Vet, Tentex forte Vet.
Poultry: Diarex PFS, Geriforte Vet, Liv.52 Protec, Nefrotec Vet, Speman Vet,
Speman forte Vet, Tentex forte Vet.
Aquaculture: Geriforte Aqua, Liv.52 Protec.
Companion: Anxocare, Canisep, Digyton, Erina, Erina EP, Erina Plus, Himpyrin,
Immunol, Liv.52 Vet, Nefrotec, Regurin, Scavon.
E. Area of Operation:
The Himalaya Drug Company is a Globalized company having its hub offices in various
countries.

F. Ownership pattern:
The Himalaya Drug Company is closely held partnership company in private sector.
G. Competitors Profile:
 Pharmaceuticals : Amilpharma, Dabur, Charaka and TIK.

 Animal care division: Natural remedies,Indianimmunology,Vetcare,wockhardt,Pfizer.
 Personal care : Lotus, Ozone, HUL, Dabur, Wipro, Loreal (Garnier), P&G.
H. Achievement and rewards
In March 2001,The Himalaya Drug Company were granted a "Good Manufacturing Practices
(GMP)" Certificate, issued by the Licensing Authority, Directorate of Indian Systems of
Medicine, Bangalore. Himalaya is the first Ayurvedic facility to get GMP certification in the
country.
The Himalaya Drug Company, the only phytopharmaceutical company whose ayurvedic
product, Liv.52, a hepato-protective formula, is registered as a 'pharmaceutical specialty' in
Switzerland.
Their R&D wing has been recognized as a Research Center by the Rajiv Gandhi University of
Health Sciences, Karnataka, India.

May 11th 2006 was a special day for the Himalaya herbals as the company launched its
exclusive retail outlet at C4C3 Kuala Lumpur City Center (KLCC) Park, the landmark twin
tower complex in KL, making the first Indian brand to have a stand-alone store in this
premium shopping complex.
This has been Himalaya‟s long time dream in Malaysia as it gives the company ideal platform
to present its powerful brand of Modern Scientific Ayurveda to the health conscious
Malaysian consumer. KLCC boutique extends the Himalaya universe in Malaysia and
reinforce the essence of a „popular brand with premium appeal ‟Himalaya decided to partner
with Shristi Special Academy(SSA), Bangalore based NGO involved in developing and
implementing technically designed intervention programs to help special needs children,
including severely intellectually challenged, autistic, down syndrome, become self-reliant
independent by imparting vocational training, and from the engagement with SSA may
empowers the residents economically.
The Himalaya Drug Company agreed to buy candles made by the residents. Which help them
to earn revenues and at the same time ensure that the residents enjoy the feeling of „making
their own money‟. Himalaya has also set up an agrotech division in South India, where it is in
the process of growing geographically compatible endangered herbs.
The Himalaya drug company also initiated a nationwide educational campaign, aimed at
raising the bar for Ayurvedic students. This awareness building program involves free
distribution of Himalaya published Infoline, a magazine containing information on
developments in ayurveda, to over 230 Ayurvedic colleges across India, Nepal and Srilanka.
The focus of this educational drive is to mainstream ayurveda by bringing it into the fold of
modern science. This was started in 2001; infoline is also distributed to pharmacists and other

Himalaya franchisees in Malaysia and Singapore to give them in-depth information on recent
ayurvedic trends, snippets of latest news within the industry and information on different
ayurvedic herbs and their medical properties.
I. Infrastructure Facilities
Today The Himalaya Drug Company is largest tablet-coating unit in the country
Starting off operations in Dehradun way back in the 1930s, the company later spread its wings
to Mumbai and across the country. In 1975, the company set up an advanced manufacturing
facility in Makali, Bangalore, India, which today houses the Corporate headquarters. In 1991,
the company relocated its R&D facility to Bangalore. The manufacturing facility at Makali has
the largest tablet-coating unit in the country. Over one crore tablets are punched every day.
J. Future Growth and Prospectus
The Himalaya Drug Company intends focus on strong growth in every aspect of
business. It will focus on new market in future which can segment the business to bring
out high profitability
State of the art manufacturing in company is concerned with bringing effectiveness in
production. Hence The Himalaya Drug Company in future intends to improve the
infrasrtcture facility.

K. Work flow Model

IT INFRASTRUCTURE
R&D &ERP
S F
RETAIL
U O
R R
BRANDING V
M
U PRODUCTION
E L
Y A
PLANNING &
TI INVENTORY
O
CONTROL
CORPORATE MARKETING N FORECAST
COMMUNIC AND SALES I
ATION N
RAW MATERIAL D
E
TO PRODUCTION E
HELP DRIVE N
D N
P T
CUSTOMER R
SERVICE O
RESPONSIB- D
HR& PURCHASE
-ILITY U ADMINISTRATION P
C R
T O
C
DO-DISRTRIBUTION u
Issue r
Transfer to e
S
QA Goods received STORES
PRODUCTION IN PROCESS CHECK note
Projection
mechanics electronic Checks
air conditioning RECEIVABLE PAYABLE
engineering service PROCESS FLOW MODEL PAYROLL, FINANCE

L. MCKENSY’S 7 S FRAMEWORK
THE 7- S MODEL:
The 7-S model is better known as McKinsey 7S this is because the two individuals who
developed this model, Tom Peters and Robert Waterman, had been consultants at Mc Kinsey
& Co during that time. They published their 7s model in their article “Structure is not
organization“(1980), in their books “The art of Japanese management“(1981) and “In search
of excellence” (1982). The model starts on the premise that an organization is not just
structure, but consists of seven elements:
The seven elements are distinguished in so called hard S‟s and soft S‟s. The hard elements:
Strategy, Structure and Systems are feasible and easy to identify. They can be found in
Strategy statements, corporate plans, organizational charts and other documents.
The four soft S‟s: Skills, Staff, Style and Shared values however are hardly feasible. They are
difficult to describe since capabilities, values and corporate elements are continuously
developed and changed, and the people who work in the organization determine these.
Therefore it is much more difficult to plan or to influence the characteristics of the soft
elements, although the soft factors are below the surface, they can have a great impact

of the hard structures.
STRATEGY:
“It is more important to do what is strategically right than what is immediately profitable”
It is the means to achieve organizational purpose. Strategy refers to decisions bearing on the
future of an enterprise defining its direction and scope in the long run. These decisions ideally
involve matching of resources to the changing environment, and determining what the
enterprise ought to be doing in the years to come and how it should position itself to take
advantage of the future market opportunities.
Strategy is the course of actions through which organization relates itself with its
environment so as to attain its objectives.
COMPANY’S STRATEGY
The Himalaya Drug Company has restructured its pharma division into as marketing business
unit. They are,
a. Zenith (The Horizon)

Focuses on general practitioners, surgeons, pediatrician etc.
b. Zandra (Helper of human kind)
Focus on Gynecologists.
c. Zindel (Defender of Human Kind)

Focus on pure herbs and baby care ranges.
d. Zera (Seed)
Focus on rural markets.
e. Zeal (Enthusiasm)
Focus on gastro intensive and dermocare.

SYSTEM:
Rules, regulations and procedures constitute „Systems‟ in the 7-S framework. Systems can be
described as the procedures, process, and routines that characterize all the important work is
to be done. A system is an assemblage of things connected or interrelated so as to form a
complete unity; a whole composed of parts and sub-parts in orderly arrangement accordingly
to some scheme or plan. A system is not merely the totality of parts and sub-parts but their
arrangement is more important. The whole becomes greater than the total of individual parts
because of the type of arrangement made in these parts and sub-parts. Thus, a system is an
interdependent framework in which varies parts are arranged.
COMPANY SYSTEM
The company is a ISO9000-2001certified for its manufacturing process. Along with this it
also certified ISO14001 for its Environmental management system. The company has a
different department for its smooth functioning ex HR, Marketing, Finance, engineering
services etc.
Few policies which company has adopted are….
Employee annual leave policy

Leave Travel Assistance
Special MIS systems
Customer service policies
Online Services
Telephone Charges and Mobile charges
STRUCTURE
It is one which shows the structural flow of the organization. Communication and reporting
formalities can be derived out of it. The Himalaya Drug Company has shown the uniqueness
in its structure which can be analyzed follows.

STRUCTURE OR ORGANOGRAM OF THE COMPANY:
CHAIRMAN
DEPUTY
CHAIRMAN
President &
CEO pharm
Business head
–aceutical Director technical
consumer
(Asia Direct R&D
production operation President of
pacific)
division bulk
Functional Food Head of manufacture
Development photochemistry
Business
head animal Head of Head Head
human Head new quality production
health care
resource product initiative assurance planning &
division Head new drug
discovery production
Head medical Head formulation
Chief
service &clinical development
financial
trial Senior Head
office
(pharmaceutical) manager engineering
Manager of
international material service
Head of
Manager operation Head packaging
packaging
corporate development
innovation
communication
Head international
regulatory affairs
STYLE
It is another variable, which may determine the effectiveness of organizational change effort.
It tries to explain the culture and style of working in an organization. It also explains about
the behavior and attitude of key person or manager in achieving the Organization‟s Goals.
It is the process of influencing people so that they will contribute to organization and at the
same time in achieving its goals.

COMPANY STYLE
 Strong organization brand

 High level of commitment
 Strong leadership by management
 Unique Selling Proposition (USP) not diversifying into other category
The Himalaya Drug Company conducts the departmental wise meeting whenever necessary.
All the departments of the organization interact with each other for proper communication
and running the business smoothly. The company has participative style of leadership where
every one is open to express their own thoughts. Top down communication could be seen for
goals and objective and down-up communication for suggestions and opinions.
STAFF
Staffing is the process of acquiring, developing, employing, appraising, remunerating, and

retaining people so that right type of people are available at right positions and at right time
in the organization. It is clear that staffing must be closely linked to organizing, that is, the
setting up of intentional structures of roles and positions. To be sure, this department
provides valuable assistance, but it is the job of managers to fill the positions in their
organization and to keep them filled with qualified people.
COMPANY STAFF
The company does a man power planning once a year. Company‟s HR department co-
ordinates with all the other departments and estimates the staff requirement for the future.
Based upon this the HR department seeks for the candidate.
Qualification required
 B.Pharm, M.Pharm and M.Sc.

 PhD for R&D
 MBA or MSW for managerial post.
The company pays an average salary level based upon the post and responsibility. The
Himalaya Drug company provides better carrier development opportunity to its employees
and has an employee health and safety policy as well. Company has an annual appraisal
policy and 360 feed back system. The company has the least attrition rate.

Career Graph at The Himalaya Drug Company:
E1 Executive level
E2 Executive level
E3 Executive level
M5 Manager Level
M4 Manager Level
M3 Senior Manager Level
M2 Senior Manager Level
M1 Divisional Head
M0 CEO/Director
There are three executive hierarchy levels leading to manager and senior manager level
which is governed by divisional head and CEO/ Director.
SKILLS:
Skill refers to „Distinctive Competence‟, which reflects the dominant skills of an

organization and may consist of competence in terms of customer services, quality
commitments, market potentiality and so on.
Skills refer to expertness, practical ability or facility in an action or doing something. It is

also the capacity of doing or performing something individually, independently, or in a
group so as to attain some pre-determined goals.
COMPANY SKILL:
As this company is one of the pharmaceutical company in the global region, the various type
of skills required for smooth and continuous functioning of the organization. Since the
company‟s core competency is herbal health care it is imperative to have the skills to have
competitive advantage.

The Himalaya Drug Company has a very good Research and Development centre deals with
extraction of new herbs, new technology for quality products and has a good clinical research
and trial centre, Practical knowledge regarding current market trends (Demand, Competitors
information etc). To achieve the efficacious products the Himalaya Drug Company has
different training programme for staff, workmen to gain required skills.
SHARED VALUES:
Value is “Global beliefs that guide actions and judgments across a Varity of situations”. It
refers to the set of values and aspirations that go beyond the formal statement of corporate
objectives. In other words, these are fundamental ideas around which a business is built and
which constitutes its main values.
The inter-connecting center of McKinsey‟s model is Shared Values, it emphasizes on- “what
does the organization stands for and what believes in central beliefs and attitudes”
COMPANY VALUE:
The Himalaya Drug Company is the strong ethical and transference in the shared value. Clear
understanding of the organization values the company having the following alignment with
these five core values:
 Integrity
 Transparency
 Empathy
 Leadership
 Respect
Beside that The Himalaya drug company‟s values and culture are stated below;
“Our success depends entirely on the creativity, performance and achievements of our
associates at all levels. We value challenge, innovation, collaboration and learning.
Challenging and exciting engagements and an organizational culture that emphasizes
learning, drives every Himalayan to excel in their individual and as team players.
 Build an organization that is continuously learning and changing to suit the dynamic
business environment.
 Develop and nurture who shall bring out the best in themselves and their teams.

 Promote the spirit of teamwork in the workplace-innovation is a process that needs

the contribution of many”
The Himalaya Drug Company‟s commitment to the community is part of their core values.
Their mission is to make a positive difference to the communities in which they operate.They
believe that every human being has a fundamental right to a good quality of life. This
involves access to health, education, a clean environment and freedom from poverty.Through
their several community initiatives, which include programs aimed at ensuring better health,
education, sustainable development and economic empowerment, they dot heir best to bring
happiness to the lives of people who are marginalized and poor.Their social philosophy is
very simple - if we want to prosper as a business they need to ensure that the community
prospers with them. By investing in the community they are investing in their business.

M.SWOT analysis of The Himalaya Drug Company:
Strength:
 Consumer loyalty and trust towards the ayurvedic products are the base for the
company due to its least side effects, hence which can retain its customer as
potential towards the Himalaya Drug Company.
 Effective Research and Development team with 100s of scientists who are
contributing towards this segment.
 High market share.
 Low attrition rate.
 Focus on niche market in the field of ayurveda can be regarded as the strength of the
company.
 The Himalaya Drug Company has got strong brand image in the market.
 Experienced, skilled human resource.
Weakness:
 Company focus on niche segment, not concentrating on low class of society.

 Products of the company are not diversified.
 There is less advertisement done by the company which makes it difficult to attract
new customers.

Opportunities:
 Collaboration with foreign company‟s can lead to expansion and also some provision
regarding technology.
 Diversifying the products can bring fame in several fields and which can make the
company more competent in all aspects.
 Opening of more retail outlets in various urban areas can create profits to the
company.
 Creating awareness about new products through advertisements.
 Rural market is another opportunity where company can cater.
 Collaborating ayurveda with allopathic medicine can generate new trends in the field
of pharmaceuticals.
Threats:
 Customer‟s tendency is to switch on to new product is a big threat which may result in
new players or competitors.
 Global competition in the field of the pharmaceuticals, personal care etc.
 Scarcity for the raw material mainly herbs.
 Customer tendency while investing in products.

LEARNING EXPERIENCE
Inplant Training is the practical orientation programme which every MBA student has to
undergo as per the rule of Visvesvaraya Technological University. It is conducted with a
view to help the students understand the working culture of an organization in different areas.
Students have got Inplant training in the organization, which enriches their practical
knowledge, about the functioning of the organization. The scope of the training covers the
various aspects of an organization like how they work authority responsibility, distribution
and functioning of different departments.
Objective of Inplant Training:
The main objective of undergoing this training is to get practical exposure of functional
department of organization such as marketing, human resource, production department etc
and to know how the theoretical knowledge is practically applied in different departments of
organization
Experience:
 I have got the practical orientation of the functions of the various departments of the
company.
 I would able to analyze the performance of the company.
 I understood the application of theoretical concepts into business decisions in the

organization.
 I understood the aspects of delegation of authority, responsibility, co-ordination, and

team work etc.
 I have gained knowledge about all round view of the management operation.
 I got the knowledge about the analysis of the present status & future strategies of the
company.
 I understood the behaviour and culture of an organization.

Chapter-3
Study on recruitment and induction process

Objectives of study:
1) To study the recruitment and induction process at The Himalaya Drug Company.
2) To assess the employees opinion on various aspects of recruitment and induction
procedure of the company.
3) To analyze the effectiveness of the recruitment and induction.
4) To make constructive suggestions based on the findings made.
Scope of Study:
Result of my survey and analysis would provide very useful inputs to the management. The
Himalaya Drug company wants to evaluate its recruitment and induction programmes and it
wants to upgrade it. They have welcomed my effort and are looking forward to collect all
available data for examining in totality.
My survey will enhance the sourcing, candidate interaction and better execution of above
programme mentioned in the company. It will also help in winning trust of the employees
towards the company
Research Design:
Statement of problem:
A study on the evaluation of the recruitment and induction programme adopted by
The Himalaya Drug Company with reference to the employees.
Evaluation here is referred to, in terms of the satisfaction with respect to the
programme of recruitment and induction.
Methodology of Data Collection:
This study was conducted in The Himalaya Drug Company for a period of ten weeks.
The information was collected with the help of questionnaire. A quantitative analysis
of the collected data was carried out to arrive at the findings.
To understand the problem undertaken for the research study, the following
methodology was applied.

Sources of Data:
Data, facts, figures, other relevant material of past and present and surveying are the
basis for study and analysis. Without an analysis of factual data no specific inference
can be drawn on the questions under study. Inferences based on the imagination or
guesses can not provide correct answer to research questions. The relevance adequacy
and reliability of data determine the quality of the findings of the study.
For the purpose of present study, data from two sources has been collected, viz
primary and secondary data.
Primary Data:
Primary data is a source from which the researcher collects the data. It is a first hand
data, which is used directly to analyze purpose. Primary data always give the
researcher a fairer picture. In the present study primary data has been collected using
questionnaires. For the purpose of collecting the same, 25 employees have been
selected randomly and their responses were taken into consideration. In this study,
primary data plays a vital role for analysis, interpretation, conclusion and suggestion.
The primary sources used to collect are
1, Personal Interviews
2, Questionnaires
Secondary data:
Secondary data is data which is collected and complied for the purposes. Secondary
data also plays a key factor in providing various other information which will
influence the analysis. Few of the main sources are
1, Company records
2, Reference books
3, Articles in news papers
4, Magazines and Journals
5, Internet

Sample Design:
A part of population is known as sample. The process of drawing a sample from a
large population is known as sampling. The type of sample design used is simple
random sampling. The sample design is formulated at The Himalaya Drug Company.
Sample Size:
The sample size for the survey are 25 respondents who are from The Himalaya Drug
Company.
Tools and Techniques of Data collection:

The following techniques are adopted,
1, Personal Interviews:
Approaching employees personally and interviewing directly.
2, Questionnaires:
Design the questions in such a way that it should cover various opinions and views
about The Himalaya Drug Company‟s recruitment and induction process. The
questionnaires consisted of various types of questions for example open ended
questions and multiple choice questions.
3, Observations:
Observation include,
 Study of company records, published reports and journals.
 Analysis of data through editing, coding and tabulation.

Methodological Assumptions:
For the purpose of study, following assumptions are made:

 It has been assumed that the information given by the respondents are
authentic, bonafide and genuine.
 The sources of the data are the basis, from which the actual required
information can be extracted
 The sampling procedure adopted will help in choosing an appropriate sample
that truly represents that actual population
 It has also been assumed that “Interview-Questionnaire” is more suitable for
collecting data for the present day.
Limitations of the Study:
 The sample size was fixed at 25, based on judgmental sampling which may
not represent the entire population.
 The study is based entirely on the data collected.
 I have tried to be as objective as possible. However, the bias of the employees

may have introduced some errors in the findings, on which I had no control.
 Originally it was intended to interview the employees personally.
But their preoccupation with their hectic schedule made it rather impossible
to have a one-to-one talk with them.

RECRUITMENT:
INTRODUCTION
„The company is known by the people it employs‟
Human resource is the combination of quantitative and qualitative assessment of human

beings in the society. It does not mean only the number of people working in the
organization; it is the aggregate of employees, employee skills, knowledge, ability, talents,
aptitude and creativity. The success and failure of an organization depends to an extent as to
how much efficient, experienced and capable employees are procured and recruited.
The war for talent has never and can never end. Most of the companies try to find the best
talents. It is an interesting paradigm and more so a critical impediment for HR professional
today to identify the talent.
Hence, for identifying the source of human resource and searching for prospective employees
and stimulating them to apply for jobs in an organization, the management has to perform the
function selecting the right employees at the right time adopting the best possible procedure.
Thus recruitment process is the obvious guiding policy and is the most important function of
the Human resource department.
Human resource planning helps to determine the number and type of people of an
organization needs. Job analysis and job design specifies the task and duties of job and the
qualifications expected from prospective jobholders.
Human Determine Recruitment

Resource Job
And Selection Needs Analysis
Planning
The logical step is to hire the right number of people of the right type to fill the jobs.

RECRUITMENT
Recruitment forms the first stage in the process, which continues with selection. Recruitment
makes it possible to acquire the number and type of people necessary to ensure continued
operation of the organization.
Meaning and Definition:
In simple terms „recruitment‟ is understood as a process for searching for and obtaining
applicants for jobs, from among whom the right person can be selected. A formal definition
of „Recruitment‟ is:
“It is the process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when the applicants are submitted. The
result is a pool of applicants from which new; employees are selected. “
Recruitment Process:
The recruitment process informs qualified individuals about employment opportunities creates a
positive image of company; provides enough information about the job so that applicants can
make comparisons with their qualifications and interests, and generate enthusiasm among the
best candidates so that they will apply for vacant positions. The effectiveness of recruitment
process can play a major role in determining the resources that must be expended on other HR
activities for the ultimate success.
Therefore, the first step in the development of a firm‟s personnel activity is to acquire the key
resource people to operate the organization. This is the most critical in the establishment and
expansion of business.
The process comprises five interrelated stages:
 Planning
 Strategy Development
 Searching
 Screening
 Evaluation and Control

 Recruitment planning:
The first stage in the recruitment process is planning. Planning involves the translation of likely
job vacancies and information about the nature of these jobs into a set of objectives that specify
the number and type of applicants to be counted.
 Strategy development
Strategy development includes the following:
Make or buy employees:

Organizations must decide to hire less skilled employees and invest on training
and education programs, or they can hire skilled labor and professional.
Essentially this is the „Make‟ (Hire less skilled workers) or‟ Buy‟ (Hire skilled
workers and professionals).
Technological sophistication of recruitment.

The second division in strategy development relates to the methods used in
recruitment. This decision mainly influenced by the available technology. The advent
of technological advancement has made it possible for employers to scan national and
international applicant qualifications and also for the job seekers to gain better access.
Geographic distribution of labor markets comprising job seekers :

Where to look :
In order to reduce cost, organizations look into labor markets most likely to
offer the required job seekers. Generally, companies look into the national market
for managerial and professional employees, regional or local markets for technical
employees and local markets for clerical blue color employees.
How to look :
It refers to the methods of recruitment. The most important challenge for an
organization is to attract qualified candidates through sound and appropriate
recruitment methods. There are several sources and they may be broadly
categorized into:
 Sources of recruitment
Internal recruitment:
Internal recruitment seeks applicants for positions from those who are currently
employed. Internal sources include present employees, employee referrals, former
employees and former applicants.
External recruitment:
External sources of an organization are professional or trade associations,
advertisements, employment exchanges, college/university/institute placement
service, walk-ins and write-ins, consultancy, contractors, displaced persons, radio
and television, acquisitions and mergers and competitors.
 Searching:
The search process involves two steps
Source activation:
Source activation takes place when a job vacancy exists in the organization. If the
organization has planned and well and done a good job of developing its source
and search methods, activation soon results in a flood of application.
Selling:
In selling the organization, both the message and media deserve attention.
Message refers to the employment advertisements. Media refers to the source

of any recruiting message. For example, Employment Exchanges, Advertises

in Business magazines
 Screening:
The purpose of screening is to remove from the recruitment process at an early
stage, those applicants who are visibly unqualified for the job. Effective
screening can save a great deal of time and money. Care must be exercised to
assure that potentially good employees are not lost.
 Evaluation and Control:

It is necessary as considerable costs are incurred in the recruitment
process.Statistical information should be gathered and evaluated to know the
suitability of the recruitment process.

Induction:
An induction programme is the process used within many businesses to welcome new
employees to the company and prepare them for their new role.An induction programme is an
important process for bringing staff into an organization. It provides an introduction to the
working environment and the set-up of the employee within the organization. The process
will cover the employer and employee rights and the terms and conditions of employment. As
a priority the induction programme must cover any legal and compliance requirements for
working at the company and pay attention to the health and safety of the new employee.
An induction programme is part of an organizations knowledge management process and is

intended to enable the new starter to become a useful, integrated member of the team, rather
than being "thrown in at the deep end" without understanding how to do their job, or how
their role fits in with the rest of the company.
A typical induction programme will include at least some of the following:
 any legal requirements
 any regulatory requirements
 introduction to terms and conditions
 a basic introduction to the company, and how the particular department fits in
 a guided tour of the building
 completion of government requirements
 set-up of payroll details
 introductions to key members of staff
 specific job-role training
In order to fully benefit the company and employee, the induction programme should be
planned in advance. A timetable should be prepared, detailing the induction activities for a set
period of time (ideally at least a week) for the new employee, including a named member of
staff who will be responsible for each activity. This plan should be circulated to everyone
involved in the induction process, including the new starter. If possible it should be sent to
the new starter in advance.

Recruitment and Induction process at Himalaya:
The recruitment and induction process at The Himalaya Drug Company begins with „Man
Power Planning‟ the process is as fallows,
 It is noted that employee attrition rate is around 20% at The Himalaya Drug
Company
 When any department has vacancy to be substituted they will go for “man power
requisition form”, which is characterized by details like job profile, qualification, job
description etc.
 The man power requisition form is sent to the Human Resource Department to hunt
for candidates.
 Employee data base are used as a source, the HR department also looks into the
registration done at the Himalaya website by different job aspirants. The other sources
are job portals, consultancy, employee reference etc.
 Candidate is scrutinized primarily based on the resume.
 The sourced profiles are then sent to the department and concerned department sends
the name of short listed candidate to HR department. HR department schedules
appropriate date for interview and intimates the candidates about interview.
 Interview date and time is fixed and informed to all respective candidates and
guidelines to arrive to the company.
 Interview is held with panel members constituting a HR and representative of concern
department.
 If candidate has arrived from outside the state then traveling expenses are reimbursed.
If the candidates are selected in the interview, then a salary negotiation is done and is
informed about the joining date.
 Joining day will be usually Monday of every week.
 The candidates are welcomed with the flower bouquet and joining formalities are
carried out. Then switching on to induction process which involves introducing joinee
to various departments of the company.
 The induction process involves showing documentary about the company and
presentation which gives information about rules and regulation of company.

MAN POWER REQUISITION FORM:
Dept. / Division : Reporting date (approx. ) :
New /Replacement : Designation :
No. of posts : Reporting manager :
Male / Female : Regular / temporary :
Requirement profile :
Qualification : Experience :
Suggested Salary : Age limit :
Other requisites :
Job Description:
Reason for replacement / New Addition:
If replacement:
For whom: Date of leaving:
Date: Division / Department head Approved by
To be filled by Human Resources Division only:
Budgeted strength :
Current strength :
Action taken :
Date Executive – HR Head - HR

Chapter-4
Analysis and Interpretation

Questionnaire:
A. Recruitment:
1. I am happy that security had the information about my arrival for interview.
Parameter No of People Percentage of Sample

Strongly agree 18 72%
Agree 06 25%
Moderate 01 4%
Disagree Nil -
Strongly Disagree Nil -
Interpretation through Pie chart:
4% 0%
25%
71%
S trongly agree Agree Moderately Agree

Disagree S trongly disagree
Inference of Study:
The analysis shows that 72% of new recruits strongly agree, 25% agree and3% moderately
agree that the security had intimation about the arrival of candidates coming for interview.

2. I was given proper directions to reach the HR department.

Agree 04 16%
Moderate NIL -
Disagree Nil -
0%
P ropotion
16%
S trongly agree
A gree
Moderate
Dis agree
S trongly dis agree
84%
Inference of study:
Analysis shows, 84% respondents strongly agree and 16% agree that they were given proper
directions to reach HR department.

3. Interview was well planned.

Agree 04 16%
Moderate Nil -
Disagree Nil -
0%
P rpotion
16%
S trongly agree
A gree
Moderate
Dis agree
S trongly dis agree
84%
Inference of Study:
Result shows, 84% recruits strongly agree and 16% agree that interview conducted by HR
department. was well planned.

4. Panel members were courteous and focused during interview.

Agree 04 16%
Moderate Nil -
Disagree Nil -
P ropotion
0%
16%
S trongly Agree
Agree
Moderate
Disagree
S trongly
disagree
84%
Inference of study:
The analysis shows, 84% respondents strongly agree and 16% agree that the panel members
who conducted interview were courteous.

5. Waiting time for meeting the interview panel members was minimal.

Agree 10 40%
Moderate 02 08%
Disagree Nil -
P ropotion
8% 0%
S trongly agree
Agree
Moderate
52%
Disagree
40%
S trongly
disagree
Inference of study:
We may conclude that 52% and 40% of new recruits strongly agree and agree respectively to the
fact that the waiting time for interview was minimal. Only 8% said, it was moderate.

6. Medical check up was completed with a minimum waiting time.

Agree Nil -
Moderate Nil -
Disagree Nil -
No answer 01 04%
P ropotion
0% 4%
S trongly agree
Agree
Moderate
Disagree
S trongly
Disagree
No Answer
96%
Inference of study:
It is found, 96% respondents strongly agree that the waiting time for medical check up was
minimum and rest 4% being neutral.

7. I am happy that my offer letter was sent within the time promised by HR representative.

Agree 06 24%
Moderate Nil -
Disagree Nil -
P ropotion
0%
24%
S trongly agree
Agree
Moderate
Disagree
S trongly
Disagree
76%
Inference of study:
Here, 76% strongly agree and 24% agree to the fact that their offer letter was being sent well
within time promised by HR representative.

8. HR representative was in regular touch with me after the issue of letter and before joining.

Agree 03 12%
Moderate Nil -
Disagree Nil -
P ropotion
0%
12%
S trongly agree
Agree
Moderate
Disagree
S trongly
disagree
88%
Inference of study:
Result shows, 88% and 12% of respondents strongly agree and agree respectively that the HR
representatives were in regular touch after issue of letter and before joining

B. Induction
9. I am happy that security had the information about my joining.

Agree 02 08%
Moderate 01 04%
Disagree Nil -
Strongly Disagree 01 04%
P ropotion
4% 0% 4%
8%
S trongly agree
Agree
Moderate
Disagree
S trongly
disagree
84%
Inference of study:
Result shows, 84%strongly agree, 08% agree, 04% moderately agree and 04% not satisfied
that the security had information about their joining.

10. I was welcomed by the HR representative when I entered the organization.

Agree 01 04%
Moderate Nil -
Disagree Nil -
P ropotion
4% 0%
S trongly agree
A gree
Moderate
Dis agree
S trongly dis agree
96%
Inference of study:
Result shows, 96% respondents strongly agree and 4% agree that they were welcomed by HR
representative as they entered organization.

11. I believe that welcoming a new joinee with a flower bouquet is good initiative.

Agree Nil -
Moderate Nil -
Disagree Nil -
Interpretation through Pie Chart:
P ropotion
0%
S trongly Agree
Agree
Moderate
Disagree
S trongly
disagree
100%
Inference of study:
All respondents strongly agree that welcoming new recruits with a flower bouquet is good
initiative.

12. Joining formalities were very well explained and executed (including bank a/c open and
transport)

Agree Nil -
Moderate Nil -
Disagree Nil -
Interpretation through Pie-chart:
P ropotion
0%
S trongly Agree
Agree
Moderate
Disagree
S trongly
disagree
100%
Inference of study:
A complete satisfaction could be seen in above case where the joining formalities were very
well explained and executed.

13. Induction presentation was very well structured and comprehensive.

Agree 01 04%
Moderate Nil -
Disagree Nil -
P ropotion
4% 0%
S trongly A gree
A gree
Moderate
Dis agree
S trongly Dis agree
96%
Inference of study:
Analysis shows, 96% and 04% respondents strongly agree and agree respectively to the fact
that induction presentation was well structured and comprehensive.

14. All the policies and procedures of organization were clearly explained.

Agree 02 08%
Moderate Nil -
Disagree Nil -
P ropotion
8% 0%
S trongly agree
Agree
Moderate
Disagree
S trongly
disagree
92%
Inference of study:
Result shows, 92% and 08% new recruits strongly agree and agree respectively to the point
that the policies and procedures of organization were clearly explained.

15. I have clearly understood policies, procedures, rules and regulations of the company.

Agree 09 36%
Moderate Nil --
Disagree Nil -
0%
P ropotion
36%
S trongly A gree
A gree
Moderate
Dis agree
S trongly dis agree
64%
Inference of study:
Analysis shows, 64% and 36% strongly agree and agree that they were clear about the
policies, procedures, rules and regulations of the company.

16. I am happy that all my questions were answered by the HR department

Agree 02 08%
Moderate Nil -
Disagree Nil -
P ropotion
8% 0%
S trongly agree
A gree
Moderate
Dis agree
S trongly dis agree
92%
Inference of study:
Above analysis shows, 92% respondents strongly agree and 08% agree that all their queries
were answered by the HR department.

17. I was delighted to see my profile on notice board on the day I joined.

Agree 02 08%
Moderate Nil -
Disagree Nil -
P ropotion
8% 0%
S trongly agree
Agree
Moderate
Disagree
S trongly
disagree
92%
Inference of study:
92% and 8% of sample population strongly agree and agree respectively that they were
delighted to see their profiles on notice board on the day of joining company.

18. Campus visit was well organized.

Agree 02 08%
Moderate Nil -
Disagree Nil -
P ropotion
8% 0%
S trongly agree
A gree
Moderate
Dis agree
S trongly dis agree
92%
Inference of study:
We can conclude, 92% and 8% respondents strongly agree and agree respectively that the
campus visit was well organized.

19. My induction with other departments was well planned.

Agree 01 04%
Moderate Nil -
Disagree Nil -
P ropotion
4% 0%
S trongly agree
A gree
Moderate
Dis agree
S trongly dis agree
96%
Inference of study:
96% respondents strongly agree and 4% agree that the induction with other departments was
well planned for new recruits.

20. I was comfortably placed in my department after completion of Induction.

Agree 01 04%
Moderate Nil -
Disagree Nil -
P ropotion
4% 0%
S trongly agree
A gree
Moderate
Dis agree
S trongly dis agree
96%
Inference of study:
96% new recruits strongly agree and 4% agree that they were comfortably placed in their
departments after completion of induction programme.

21. I am satisfied with the overall induction programme at Himalaya.

Agree 04 16%
Moderate Nil -
Disagree Nil -
P ropotion
0%
16%
S trongly agree
Agree
Moderate
Disagree
S trongly
disagree
84%
Inference of study:
The above responses shows that 84% new recruits strongly agree that induction programme
conducted was satisfactory and rest 16% agree to the same.

Conclusions:
From above analysis it is concluded that The Himalaya Drug Company is effectively carrying
out recruitment and induction programme. All new recruits are satisfied with programme
running at Company. Few things where it could have been better are mentioned below.
Recommendations:
On personal interaction with the new recruits following recommendations are made,
 A booklet from the company stating comprehensive history and milestone,

achievements of the company is to be provided.
 A small brochure highlighting departments, staff designation and their contacts would
be helpful for new joinee.
 A small writing note having dos and don‟ts (rules and regulations) in the company is
to be provided.
 The duration of the campus induction can be increase.
 Lack of prior notification to all the departments about the arrival of HR with new
recruits. This could be improved.
 Conduction of Research & Development induction programme.

Bibliography:
 www. google.com
 www.himalayahealthcare.com
 News Paper: Times of India
 Text book on recruitment and induction- by,K. Aswathappa (1997) Human
Resource and Personal management,Tata McGraw-Hill publications


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Evaluation of Recruitment and Induction

VISVESVARAYA TECHNOLOGICAL UNIVERSITY

SUMMER PROJECT REPORT ON

“Evaluation of Recruitment and Induction Process”

The Himalaya Drug Company, Bangalore

From 21st Dec 2009 to 28th Feb 2010

Submitted in partial fulfillment of the

Requirement for the award of degree of

MASTER OF BUSINESS ADMINISTRATION

A Project Report Submitted by

Mr. Ravi Patil

Internal Guide External Guide

Prof. A. V. Kapileshwar Mr. Raghavendra Kulkarni

Faculty, VTU, Belgaum Manager - Learning & Development

The Himalaya Drug Company, Bangalore

Master of Business Administration 1

VISVESVARAYA TECHNOLOGICAL UNIVERSITY

Department of Master of Business Administration

Signature of the Guide Signature of the PG Coordinator

Name of the Examiners Signature with Date

Master of Business Administration 2

Visvesvaraya Technological University

This is to certify that this project report is a record of work done by

Place: Belgaum Signature of the guide

Date: Prof. A.V Kapileshwar

Master of Business Administration 3

I declare that the Summer Project report on subject

“Evaluation of Recruitment and Induction Process’’

(The Himalaya Drug Company, Bangalore)

Submitted in partial fulfillment of the requirement for

The award of the degree

Master of Business Administration

VISVESVARAYA TECHNOLOGICAL UNIVERSITY

Is my original work and not submitted for the award of any

Name: - Ravi Patil

Master of Business Administration 4

This dissertation would not be completed without expressing gratitude to those

Firstly, my wholehearted gratitude to our beloved principal Ms. Nandini Sidnal

I have immense gratitude to Mr. Raghavendra Kulkarni, Manager – Learning

I am also thankful to all members of PG Department VTU Belgaum, for helping

Place: Belgaum Ravi Patil

Master of Business Administration 5

The study was limited to period of ten weeks.

Master of Business Administration 6

Personal care industry

Pharmaceutical industry and recent developments

Inspection and back ground of company

Nature of the business Carried

Vision, Mission and Quality Policy

Future growth and prospectus

Achievements and rewards

Work flow model

Master of Business Administration 7

Analysis and Interpretation

Master of Business Administration 8

Master of Business Administration 9

Evolution of Ayurveda in the world

Master of Business Administration 10

Personal Care Industry in India

The major players in India are……….

a. Procter and Gamble

Master of Business Administration 11

Master of Business Administration 12