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SUMMER TRAINING PROJECT REPORT ON
Any accomplishment requires the effort OR of many people and this work is no
different. It has been my proud privilege to be attached to RSPL a branded
company.
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With due respect I would likefirst 30 days are
to express myfree.
indebtness to the management of
RSPL.
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I would like to express special thanks to Ms. Shiva Pandey. It would have been
difficult to go through this project without her help. They not only helped me in
collecting data but also supported me with their valuable knowledge and
experience in this successful completion of the project.
I would also thanks my professor who was always with me to cope up from the
doubts. And also helped me in collecting information from different sources in
efficient and effective form.
I would also thank almighty god for his grace and merry to successfully
complete this project.
The Recruitment & Selection procedure ensures that these criteria are
addressed in this project I have studied Recruitment and Selection
process of RSPL and attempted to provide some ways so as to make
recruitment more effective and to reduce the cost of hiring an
employee. I am privileged to be one of the students who got an
opportunity to do my training with RSPL.
It is very clear that the recruitment is considered as the basic process of HR,
needed by mangers and the employees. Recruitment helps in development of the
human resource by offering numerous opportunities of the carrier to the
applicants. In general, analysis of the job comprises determination of the
knowledge, attributes and skills that are needed for executing the particular
function. It has been noticed that the job analysis is considered as vital to
selection and recruitment because job analysis is the basis of high process of the
quality and when finished well searches not only knowledge and skills needed
to execute the function but the attributes also that may be implemented to
analyze the cultural fit in the organization.
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INTRODUCTION
OR ……………..7-12
1) Introduction of the industry profile
2) Introduction of the company (about RSPL)………………13-32
3) About Recruitment
Become a and Selection…………………………33-69
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CHAPTER – 2
RESEARCH METHODOLOGY
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1) Research objective…………………………………………..71
2) Research design……………………………………………..71
3) Sampling size………………………………………………..71
4) Sampling area……………………………………………….72
CHAPTER – 3
DATA ANALYSIS AND FINDINGS
1) Analysis of data…………………………………………….73-86
2) Findings…………………………………………………….87-88
CHAPTER – 4
CONCLUSION AND RECOMMENDATIONS
1) Conclusion…………………………………………………..90
2) Suggestions …………………………………………………91
Annexure
1) Bibliography………………………………………………93
2) Annexure………………………………………………..94-97
OR
CHAPTER–1
INTRODUCTION
OR
Introduction on human
resource Industry
Just as agricultural and industrial economies thrive when there are plenty of
high-quality natural resources available, a service economy succeeds based on
the quality of its workforce. Therefore, the function of the human resources
industry is to produce competent personnel and to keep employees productive.
OR
Structure
Human resources professionals are generally employed in one of two major
arenas. In the first, they work for large or medium-sized companies in any kind
of industry. Any organization with many employees, whether a bank, oil
company, or fast food restaurant, needs personnel specialists. The second major
arena is in personnel consulting firms that help other companies find qualified
employees, both on a permanent and temporary basis. Such companies provide
a service to both employers and those seeking employment. Employment
agencies, executive placement services, temporary help services, labor
contractors, and registries for chauffeurs, household workers, models, nurses,
ship crews, and teachers are all examples of this type of service firm. Many
human resource managers earn a certificate in Professional Human Resources
Management.
Industry Outlook
According to the U.S. Department of Labor, employment of human resources
and training specialists and managers is expected grow at around 8 percent
through 2022. The rising use of temporary workers and increasingly complex
employment laws will create most of the demand. Specific standards for
occupational safety and health, equal employment opportunity, wages, and
benefits make it necessary for many companies to have human resources
experts handling their personnel issues in order to avoid errors and omissions.
Of particular significance are rising health care costs, how implementation of
the federal Affordable Care Act will affect businesses, and the structural
11
OR
RSPL LIMITED
13
Keeping in line with its expansion programme, the company has established
detergent manufacturing units in various locations across India to enable the
company to fulfil the demand of its products across the country more
effectively.
The company is going to set up a new unit in Raipur, Chhattisgarh for the
manufacturing of detergent cake, powder and acid slurry. The company has
applied for necessary approvals to set up the unit. Within next couple of years
the Group’s installed capacity of detergents would cross 800000 MT PA.
To make its presence stronger in southern states, the company is planning to set
up a unit in Karnataka. The company has already acquired land at Bidar,
Karnataka for the purpose.
Keeping in view the expanding market of personal & home care products in
India, the company has set up a unit in Haridwar for the manufacturing of
products like Shampoo, Hair oil, Toothpaste, Moisturiser, Shaving Cream,
Liquid Hand Wash, Floor Cleaner, Liquid Detergent and Toilet Cleaner. The
Unit has become operational in March 2010 with an installed capacity of 123
MT per day for all products taken together.
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DIRECTORS ON BOARD
OR
RSPL Group is promoted by Gyanchandani family. The promoter directors are
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Bimal Kumar
Managing Director
Joined the family business of his father with his elder brother Shri
MurliDhar.
His responsibilities are to supervise and control management of the entire
group. His contribution to the Human Resource Development in the Group has
been enormous and his media and advertisement strategies have proved to be
very efficient in terms of sales response. His ability to spot trends early has
helped to identify new segments the company should foray into.
Manoj Kumar
Director
Joined the business in 1996 at a very young age.
His contribution to the group was the first business diversification in the leather
15
industry. After establishing Leather and Footwear venture and turning the
Rahul Gyanchandani OR
Rohit Gyanchandani
Director
He was inducted to the Board of the Company in the year 2005.
He has the responsibility of planning and monitoring advertising and evolving
new strategies for marketing. He is also looking after real estate business of the
Group. One of the Group company, Nimmi Build Tech Pvt. Ltd. is developing
residential projects in Kanpur and Lucknow through SPV.
OR
17
OR
Over the years since the launch of Ghari detergent powder, till date there have
been introduction of plethora of brands from biggies like HUL and P&G and
many local players. It came to limelight in late 2012 when it surpassed HUL's
wheel detergent and grabbed top spot in terms of market share. It took almost
25 years for Ghari to be the market leader in detergent market.
19
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D. Xpert Ultra gelUpload your documents to download.
(Liquid)
OR
OR
The company has successfully entered into toilet soap segment by launching
toilet soap under the brand name “VENUS” and foraying into homecare
segment.
21
The company has successfully entered into the sanitary napkins segment by
launching sanitary pads under the brand name “Pro-ease” and foraying into
hygiene segment.
Red Chief is one of the leading footwear brands in India since 1997,
manufacturing high quality genuine leather footwear at unbeatable price.
The company has recorded an impressive growth through its enthusiastic
and highly motivated marketing team; company has estimated sales
figures of Rs. 900 million in benchmarking standards. In the domestic
market it is one of the most admired footwear brands and holds the
valued market share for leather footwear.
Red Chief as a brand is constantly evolving to keep pace with the
changing trends, styles, beliefs, and aspirations of people while
maintaining the sanctity of certain traditions like workmanship and good
value.
Perfection is a never ending pursuit for us. With quality as the hallmark,
it is our sincere endeavour that each product that comes through our
state-of-art production line should truly act as the ambassador of
goodwill, with the consumers-reinforcing their conviction in Red Chief.
23
In the year 2008, with a view to expand the Wind Power Project, the Group has
also established another Wind Power generation project in Gujarat. The
capacity of the project is 9.60 MW with 12WECs’ of 800 KW each.
During the Financial Year 2010-11, the Company has set up another Wind
Power Farm, having a capacity of 10.5 MW, in Tamil Nadu. It has been set up
in technical collaboration with Suzlon Energy Limited. Presently the company
has installed capacity of producing 26.1 MW wind energy. The Wind Energy
Project is enjoying 100% exemption from the Income tax for 10 years.
The company also creates clean energy to meet the increasing demand for clean
electricity and to address the pressing challenges of global warming and energy
security. Their plan is to grow to 100mw operational capacity in the next few
years.
OR
The Group has interest in Real Estate industry. One of the group companies,
Nimmi Build Tech Private Limited (formerly known as Poonam Developers &
Infrastructure India Private Limited), is engaged in the business of construction
and real estate.
25
➢ Dairy products
A. NamasteYou're
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OR
RSPL Limited is all set to further consolidate its position in the dairy business
with the name of “Namaste India Foods Private Ltd.” Along with the taste, the
milk is full of calcium, protein, carbohydrates, vitamins, etc., for healthy growth
of human body. The Company aims to provide remunerative returns to the
farmers and also serve the interest of consumers by providing quality products
which are good value for money.
27
OR
LOCATIONSYou're
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of penetrating its markets deep and then
focusing on geographical expansion. Having achieved strong distribution reach
in its core markets, it has now embarkedOR on strengthening its geographical
presence by establishing and expanding distribution in other states (most
notably in South India).
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We are successfully running first
more thanare
30 days one manufacturing units at Alwar,
free.
Aurangabad, Chitradurg, Dhar, Ghaziabad, Greater Noida, Haridwar, Jamnagar,
Jamshedpur, Jhansi, Kanpur, New Delhi, Roorkee, Sagar and many more.
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Though preparing job description and job specification are not legal
requirements yet play a vital role in getting the desired outcome. These data sets
help in determining the necessity, worth and scope of a specific job.
29
Job Specification
Also known as employee specifications, a job specification is a written
statement of educational qualifications, specific qualities, level of experience,
physical, emotional, technical and communication skills required to perform a
job, responsibilities involved in a job and other unusual sensory demands. It
also includes general health, mental health, intelligence, aptitude, memory,
judgment, leadership skills, emotional ability, adaptability, flexibility, values
and ethics, manners and creativity, etc.
31
OR
Introduction
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On
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Recruitment
And
Selection
OR
RECRUITMENT
33
“The art of choosing men is not nearlyORas difficult as the art of enabling those
one has chosen to attain their full worth”. Recruitment or manpower selection
process is the Become
first astep
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the employment of labor and the
first
methods through which labor is 30 days are
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into industry has much to do with
the ultimate success or failure of such employment. Despite
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tremendous unemployment it is not easy to find the right type of labor.
Secondly, the chances of mismatching the job and the person are much
higher in India, under the present labor market conditions in India, the
employee’s choice is very much limited and he will accept any job
irrespective of his suitability. Under these conditions, the pressure to
properly match man to job is only one-sided, that is, from employer’s
side only.
History:-
Nowadays, when talking about the different methods to find a job, no one
would ignore the Internet. It is amazing how the Internet has taken over
the world in less than 20 years. But how were the companies recruiting
before that ? How would they let people know about their job
opportunities?
35
This industrial revolution created the first industrial giants. With the larger
size of the company and growing needs for mass consumption, the
complexity of internal processes increased considerably, and the working
processes started to get more specific : production, business development,
management. At some extent, companies had to find large amounts of
specific people able to handle very specific issues. And these people were
not necessarily from the nearest village, so it was necessary to reach them
in a new and efficient way. Modern mass recruitment was about to emerge.
Until the late 1990's, the best way to hire people that were not necessarily
your daughter or your nephew was to post an announcement in the
newspapers. Almost all the newspapers had a job section, or "job board". At
the time, companies had to pay for the surfaces of their announcements ! So
they were keeping it simple and straight. And no Google search engine to
help you know more about the position or the company.
When Internet started to get big, a lot of "job boards" made their apparition
on the web. Many of them still exist today, and Monster.com, created in
1999, is probably the best example of how the business has grown since
then. In 2012, the company generated over a billion US dollars turnover.
37
You're Reading
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It makes possible to choose your documents
right to the
person in download.
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.
OR
1. Planned needs:Become
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Such needs arise from changes in the organizational policies.
2. Anticipated needs: -
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It refers to those movements in personnel which an organization can predict by
studying trends in internal or external need.
3. Unexpected needs: -
Such need arises due to illness, death and resignation.
Recruitment follows HR planning and goes hand in hand with selection process
by which organizations evaluate the suitability of candidates. With successful
recruiting to create a sizeable pool of candidates, even the most accurate
selection system is of little use.
Scope: -
To define the process and flow of activities while recruiting, selecting and
appointing personnel on the permanent rolls of an organization.
Recruitment process of defining a jobOR and attracting applicants for the vacant
post. It is the process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and ends when
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their applications are submitted. The result is a pool of applicants from which
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new applicants are selected.
• Identify Vacancy
• Advertise
• Short-listing
• References
• Arrange Interviews
• Decision Making
• Appointment Action
39
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& Selection Process in Organization:-
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OR
SELECTION
41
OR
Selection Process :-
Selection is the process of choosing the most appropriate candidate to fill the
post from among all those who apply.
Selection is the pivot point between recruitment and retention. Hopefully your
efforts have gained you several qualified candidates. Now you have to decide
who is the best fit for the job is. You need to plan a process that is fair and
objective and results in choosing the best person for the job. Taking some time
to plan ahead will help you to find an individual whose skills and talents will be
an asset to your organization, a person who will want to keep you as an
employer as well.
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advertisement
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Candidate’s generation
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Pre-screen (phone or web)
Final selection
Assurance of appointment
Pre-joining
Successful placement
43
2. The Director of the Agency shall prepare and organize the work for there-
selection of the members of the Scientific Committee. He or she shall
chair a pre-selection panel, composed of the Heads of Unit of the Agency
and a person appointed for the purpose by the Council. Two members of
organization may attend the pre-selection panel’s observers.
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5. The Director shall Reading
present the results aofPreview
the pre-selection process to the
organization’s Executive Board, including information on the candidates
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deemed ineligible.
OR
4. The Chair of the Executive Board shall present the results of the selection
process to the Management Board, including a record of the candidates
not included in the lists mentioned above as well as on candidates deemed
ineligible.
45
5. The Agency services shall provide technical and logistic support for the
selection process.
Appointment:
1. On the basis of the list submitted by the Executive Board, the Agency’s
Management Board shall appoint the members of the Scientific Committee,
after having consulted the competent committee. The candidates not
appo