Chapter-1

Introduction to the topic

Introduction

The recruitment and selection procedure is defined as the process of searching the
potential individual according to requirement of job with securing relevant
information about the applicant. This information is secured in number of steps. The
objective of selection process is to process in which candidate for employement are
divided into two category those who are to be employee and those who are to be
rejected and evaluated whether an applicant meets the qualifications for a particular
job and to choose the applicant who is best perform well in that job

The hiring procedure is not a single activity but also it is essentially a series of
methods by which additional information is secured about the applicant. At each stage
facts, which came to light, make the acceptance or rejections of the candidate clear.
Some selection processes are quite easy and some with many hurdles this increases
with the level and responsibility of the positions to be filled.

Essentials of Selection Procedure

The recruitment process can be successful if the following requirements are satisfied:

1. Someone should have the authority to select. This authority comes from the
employment requisition as developed by an analysis of the work-load and
work force.
2. There must be some standard of personnel with which a prospective
employee may be compared i.e., a comprehensive job description and job
specification should be available beforehand.

3. PROCESS OF RECRUITMENT

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 Recruitment

Preliminary screening interview

Completion of application or form if not done previously

Employment tests

Comprehensive interview

Back ground investigation

Final employment decision

Preliminary Interview or Screening

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The initial screening is usually conducted by a special interviewer a high caliber
receptionist in the employment office. These interviews are short and are known as
stand-up interviews. The main objective of such interviews is to screen out
undesirable/unqualified candidates at very outset. Such interviews conducted by
someone who inspires confidence, who genuinely interested in people, and whose
judgment in the sizing up of the applicant is fairly reliable.

Basic criteria that must be met for an application to be eligible for consideration. If
these criteria are not met, there is no obligation on the employer to consider such
applications. The screening process therefore seeks to identify those applications that
meet the basic entry-level requirements applications that are therefore incomplete or
do not meet the basic appointment criteria are considered unsuccessful applications.
In order to be fair and objective in the screening of candidates, it is essential that a
fixed set of valid criteria be applied in terms of each and every candidate that applies
for a position.

Certain conditions should be met in relation to the format and content of -

a)Application forms

b)Curricula Vitae (CVs) and

c)All other relevant documentation.

What is the purpose of short-listing?

After having completed the screening process and eliminated those applicants that do
not meet the basic requirements, the next objective should be to identify a manageable
size (pool) of applicants (a short-list) who are best suited to fill the position
successfully and from whose ranks the most suitable candidate(s) is/are to be selected.
It is about identifying a manageable pool of best suited candidates for a specific
position, in the interest of the State, taking into account Affirmative Action and
Employment Equity objectives.

May short-listing be used to reduce a vast number of applications to a manageable

size?

As stated, the primary objective of the short-listing process is to reduce the

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Number of qualifying applicants to a manageable size for purposes of selecting

the most suitable candidate. A further objective with short-listing is to rank

candidates, and to determine a cut-off point below which candidates will not be
interviewed. The criteria utilized for short-listing purposes should therefore be in
sufficient detail to allow for this and should be applied consistently.

Application Form

Application form is also known as application blank. The technique of application

blank is traditional and widely accepted for securing information from the prospective
candidates. It can also be used as a device to screen the candidate at the preliminary
level. Many companies formulate their own style of application forms depending
upon the requirement of information based on the size of the company, nature of
business activities, type and level of job etc. they also formulate different application
forms for different jobs, at different levels, so as to solicit the required information for
each job. But few companies in our companies in our country do not have prescribed
application forms.

Psychological Testing

Test is defined as a systematic procedure for sampling human behavior

TESTS ARE USED IN BUSINESS FOR THREE PRIMARY PURPOSES.

1) for the selection and placement of new employees

2) for appraising employees for promotion potentials and
3) For counseling employees if properly used psychological tests can be of
paramount importance for each of these purposes.
Classification of Tests on the Basis Of Human Behavior

A. Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to learn
new jobs or skills. They will enable us to know whether a candidate if
selected, would be suitable for a job, which may be clerical or mechanical.
These tests may take one of the following forms.

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a) Mental or Intelligence Test - measures and enables to know whether he or she
has mental capacity to deal with new problems.
b) Mechanical Aptitude Test - measures the capacity of a person to learn a
particular type of mechanical wok. This could help in knowing a persons
capability for spatial visualization, perceptual speed manual dexterity, visual
motor coordination or integration, visual insights etc.
c) Psychometric tests these tests measures a persons ability to do a specific job
B. Achievement test
Also known as proficiency tests they measure the skill, knowledge which is
acquired as a result of a training program and on the job experience they
determine the admission feasibility of a candidate and measure what he/she is
capable of doing.

a) Tests for measuring job knowledge this type of test may be oral or written.
These tests are administered to determine proficiency in shorthand and in
operating calculators adding machines dictating and transcribing machines and
simple mechanical equipment.
b) Work sample tests demand the administration of the actual job as a test. A
typing test provides the material to be typed and notes the time taken and
mistakes committed.
C. Personality tests
These tests aim at measuring those basic make up or characteristics of an
individual which are non-intellectual in their nature. In other words they probe
deeply to discover clues to an individuals value system, his emotional
reactions and maturity and motivation interest his ability to adjust himself to
the illness of the everyday life and his capacity for interpersonal relations and
self image.

a) Objective tests it measures neurotic tendencies self-sufficiency dominance

submission and self-confidence. These are scored objectively. They are paper
and pencil tests or personality inventors.
b) Projective tests it is a test in which a candidate is asked to project his own
interpretation into certain standard stimulus situation. The way in which
he/she responds to these stimuli depends on his own values, motives and
personality.

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 c) Situation tests these tests measures an applicants reaction when he is placed
in a peculiar situation his ability to undergo stress and his demonstration of
ingenuinity under pressure. Such tests usually relate to leaderless group
situations, in which some problem is posed to a group and its members are
asked to reach some conclusion without the help of a leader.
d) Interest tests these tests aim at finding out the types of work in which a
candidate is interested. They are inventories of the likes and dislikes of the
people of some occupation hobbies and recreational activities. They are useful
in vocational guidance and are assessed in the form of answers to a well
prepared questionnaire.
Interviews

Interviews are a crucial part of the recruitment process for most organizations. Their
purpose is to give the selector a chance to assess the candidate and to demonstrate
their abilities and personality. Its also an opportunity for an employer to assess them
and to make sure the organization and position are right for the candidate. An
interview is an attempt to secure maximum amount of information from candidate
concerning his suitability for the job under consideration.

The recruitment process for most organizations follows a common theme:

Applications/CVs are received, either online or by post; and candidates are short-
listed and invited for interview. The interview format can vary considerably and may
include an assessment centre and/or tests. The number of interviews also varies. Some
companies are satisfied after one interview, whereas others will want to recall a
further shortlist of candidates for more. If successful at the final interview stage, an
official job offer is sent to the candidate. Interview format is determined by the nature
of the organization, but there are various standard formats.

Chronological Interviews -These work chronologically through the candidates life to

date and are usually based on the CV or a completed application form.

Competency-Based Interviews -These are structured to reflect the competencies that

an employer is seeking for a particular job (often detailed in the recruitment
information). This is the most common type of interview for graduate positions today.

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Technical Interviews - If a candidate has applied for a job or course that requires
technical knowledge (e.g. positions in engineering or IT) it is likely, at some stage in
the selection process, that the candidate will be asked technical questions or have a
separate technical interview to test his/her knowledge. Questions may focus on the
final year project and his/her choice of approach to it or on real/hypothetical technical
problems. It seen that the candidate proves himself/herself but also they admit to what
they dont know.
Kinds of Interviews:

1. One to one interview: in this type of interview one selector interviews one
candidate alone.
2. Informal interview: in this type there are discussions between the candidate
and two or more interviewers.
3. Panel of interviews: in these pre planned standard questions ranging overall
aspects of the job are asked. They focus directly on elements of person
specification.
4. Direct planned interview: this interview is straight forward, face to face,
question and answer situation intended to measure the candidates knowledge
and background.
5. Indirect and direct interview: in this type of interview the interviewer refrains
from asking direct and specific questions but creates an atmosphere in which
the interviewee feels free to talk and go into any subject he considers
important. The object of the interview is to determine what individual himself
considers of immediate concern, what he thinks about these problems, and
how he conceives of his job and his organization.
6. Patterned interview: in this interview a series of questions which illuminates
validated against the record of employees who have succeeded or failed on the
job.
7. Stress interview: in this interview the interviewer deliberately creates stress to
see how an applicant operates in stress situation. To induce stress, the
interviewer responds to the applicants answers with anger, silence and
criticism. This interview aims attesting the candidates job behavior and level
of withstanding during the period of stress and strain.

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 8. Depth interview: in this type of interview, the candidate would be examined
extensively in core areas of knowledge and skills of the job.
Background Checks and Enquiries

Offers of appointment are subject to references and security checks. The references
given in the candidates application will be taken up and a security check will be
conducted. Security checks can take a while if the candidate has lived abroad for any
period of time.

Final Selection Decision

Those individuals who perform successfully on the employment tests and the
interviews, and are not eliminated by development of negative information on either
the background investigation or physical examination are now considered to be
eligible to receive an offer of employment. Who makes that employment offer? For
administrative purposes the personnel department should make the offer. But their
role should be only administrative. The actual hiring decision should be made by the
manager in the department that had the position open.

YIELD RATIO

A yield ratio for many recruiting step reflects the number of candidates avail at a step
and the step. For example, a series of newspaper ads may result in thousand
applications for employment of these thousand applicants 100 are judged to meet
some minimum qualifications, thus the yield ratio at this initial stages is 10% of a
group of 100 candidates 50 accepted invitations to be interviewed (yield ratio is 50%
at this stage) of the 50, 10 were given job offers 20% yield ratio.

Assuming the labor market has not changed dramatically from when the yield ratio
was derived and similar methods of the recruiting are to be used (eg. Advertising in
the same papers, employment screening resource.com, using a website or head
hunters). This ratio then can be used as the basis for planning future recruitment
efforts by going backwards from the yield ratio; the recruiter can estimate how many
applicants will be necessary In order to fill a certain number of position. The recruiter
then can adjust the recruiting efforts according with more / less advertising more or
fewer trips to college campuses and so forth.

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 The use of yield ratio is another area where there is a wide gap between what
academic texts are scholarly research recommends and the extent to which such data
are collected in organization to drive future recruitment planning, while almost every
scholar on the subject recommends a recruitment evaluation process to assist decision
makers in efficient recruitment planning very few companies actually collect these
data as a part of recruitment evaluation.
It specifies the objective of recruitment and provides a framework for the
implementation of the recruitment programme. A recruitment policy may involve
commitment to broad principles such as filling vacancies with the best-qualified
individuals. It may also involve the organizational system to be developed for
implementing recruitment programme and procedure to be employed.

ELEMENTS OF GOOD RECRUITMENT POLICY:

A good recruitment policy must contain the following elements:

1) Organizational objectives:

Both short term and long term organizational objectives must be taken into
consideration.

Identification of recruitment needs:

The recruiters should prepare profiles for each category of workers and accordingly
work out the main specifications, decide the sections, departments or branches where
they should be placed.

2) Preferred sources of recruitment:

The sources of recruitment should be identified properly.

3) Criteria of selection and preferences:

Selection and preferences should be based on conscious thought and serious

deliberation.

4) Monetary aspects:

The cost of recruitment and financial implications of the same have to

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be kept in mind also.

A. BACKGROUND
a. Company profile of Bharti Axa life insurance co. ltd.
b. Awards and Accolades
c. Board Members
FACTORS AFFECTING RECRUITMENT:

a. Every organization, big or small has to engage in recruitment of persons,

recruitment has two aspects-
b. To find out the number of vacancies to be notified and the type of applicants
needed to fill them.
c. To approach the potential applicants to apply for such vacancies.
d. No organization can recruit successfully without taking into consideration the
following factors
1) The Economic Factors

The economic conditions of a country influence the recruitment process in all

organization. The globalization and liberalization of Indian economies since
1991 onwards has resulted in a boom in financial services in India. As a result
of the new economic policy, the demands of well

2) The Social Factors

These also affect the recruitment policy of an organization. Social changes in
the past two decades in India, have forced organization to place increased
emphasis on recruitment. The mentality of modern employees has changed
from just any job to a satisfying career.
3) The Technological Factors

New technologies have created new jobs and existing jobs have undergone
rapid changes. Several old jobs have disappeared from the scene.

4) The Legal Factors

The different legislative policies governing child labour, night shifts,
bonded labour etc. have brought legal environment to a major factor.

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Recruitment is the process of attracting prospective candidates who are likely to get
selected. Recruitment process starts with the drafting of advertisement for the required
post mentioning the name of the post, qualifications required, place of posting etc. the
advertisement is released in all major and national newspaper across the country. Not
only print media, but other media like internet is also used for posting the
advertisement. Placement agencies and educational institutions are considered if the
requirements are for fresh graduates. Employee references by are also encouraged.
After receiving the applications, it is initially screened by HR division based on
minimum requirements and qualifications prescribed for the post. Screened
applications from HR division are sent to respective divisional heads for their
screening in case of applications for higher posts. Selection is the process of selecting
right candidates from the list of prospective candidates. Selection process involves
tests, interviews, group discussions, psychometric tests or a combination of these
depending on the nature or sensitivity of the level and the post. For technical posts,
tests are used as elimination means while for some other posts like management
trainee, tests are not used as elimination means. The short listed candidates are called
for the final interview. Regret letters are sent to those who are not short listed.
Background checking of the short listed candidates is done to ensure that they will fit
with the culture of the organization. Job offers are made to the selected candidates and
they are asked to give their confirmation that they accept the job offer. On receiving
their confirmation, appointment letter is prepared by personnel and administration
division and given to the candidate at the time of joining. Salary offer is a part of
Human resource division while personnel and administration division handles salary
administration.

1.2 Need of the study

From the all resources available with an organisation, human is the most vital, that is
why I have undertaken Dissertation project on the topic Recruitment and Selection
procedure at Heinz India Pvt. Ltd. to ensure that the right person is selected for the
job ensuring effectiveness of human resource, it is pertinent that person are appointed
for right job. Never before has the rapid itself demanded a learning response as great
as what is base of change and itself demanded a learning response as great as what is
now required to remain competitive. Today individuals and organization must become

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continuous learners to survive and hence it is not surprising to find that most
successful organisation operate in a continuous learning mode. The challenge of
globalization, technological innovation, increasing competition and growth through
expansion, diversification and acquisition has had a wide ranging and far reaching
impact on Human Resource Management.

1.3 RELATED CONCEPT

DEFINITION:

Recruitment is the process of searching for prospective employees and stimulating

and encouraging them to apply for jobs in an organization.

PROCESS OF RECRUITMENT

It passes through the following stages:

1) Recruitment process begins when personnel department receives requisition for

recruitment from any department of the company.

2) Locating and developing the sources of required number and type of employees.
3) Identifying the prospective employees with required characteristics.
4) Developing the techniques to attract the desired candidates.

5) The next stage in the process is to stimulate as many candidates as possible.

6) Evaluating the effectiveness of recruitment process.

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 SOURCES OF RECRUITMENT

Before an organization actively begins to recruit applicants it should consider the

mostly likely source of the type of employee it needs. Some companies try to develop
new sources while most try to tackle the existing sources they have. These sources
accordingly may be termed as internal and external.

Internal Sources

This is one of the important sources of recruitment. The employees already

working in the organization may be more suitable for higher jobs than those recruited
outside. Internal sources consist of the following:

1) Present Employees:

Promotions and transfers among the present employees can be a good source of
internal recruitment.

2) Employee Referrals:

In an organization with a large number of employees referrals can provide quite a

large pool of potential organizational members.

3) Former Employee:

These are another internal source of recruitment. Some retired employees may be
willing to come back to work.

4) Previous Employees:

Those who have previously applied for jobs can be contacted by mail.

External Sources: These are as follows

1. Advertisement

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2. Professional Organization
3. Data Bank
4. Walk in
5. Recruiting Agencies
6. Competitors
7. Displaced Persons
8. E-recruitment

9. Cold calling

RECRUITMENT PROCESS COMPANY ADOPTS

1) Internal sources
2) Advertisement
3) Consultants
4) Data bank

1.4 OPERATIONAL DEFINITION OF CONCEPTS

UNDERSTANDING SELECTION PROCESS

Recruitment function helps the organization to develop a pool of prospective human

resources. It is difficult for the HR manager to employ the suitable people out of the
pool. Infact, many organizations face critical problems in choosing the people.
Selection techniques and methods reduce the complexities in choosing the right
candidates for the job. After identifying the sources of human resources, searching for
prospective employees and stimulating them to apply for jobs in an organization, the
management has to perform the function of selecting the right employees at the right
time. The obvious guiding policy in selection is the intention to choose the best
people who have good social contact. The objective of the selection decision is to
choose the individual who can most successfully perform the job from the pool of
qualified candidates. The selection procedure is the system of functions and devices
adopted in a given company to ascertain whether the candidate specifications are
matched with the job specifications and requirements or not.

The selection process can be successful if the following requirements are satisfied:

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 Someone should have the authority to select. This authority comes from the
employment requisition, as developed by an analysis to the workload and work force.

There must be some standard of personnel with which a prospective employee

may be compared, i.e. a comprehensive job description and job specification should
be available before hand.

There must be a sufficient number of applicants from whom the required number
of employees may be selected.

The ability of an organization to attain its goal effectively and to develop in a

dynamic environment largely depends upon the effectiveness of its selection
programme. If the right person is selected, he is valuable asset to the organization

SELECTION PROCEDURE:

Selection procedure employs several methods of collecting information about the

candidates qualifications, experience, physical and mental ability, nature and
behavior, knowledge and aptitude for judging whether a given applicant is suitable or
not for the job. Therefore the selection procedure is not a single act but is essentially a
series of methods or stages by which different types of information can be secured
through various selection techniques. At each step facts may come to light, which are
useful for comparison with the job requirement and employee specifications.

Steps in Scientific Selection Procedure:

Job analysis
Recruitment
Application form
Written examination
Preliminary interview
Tests
Medical examination
Reference checks
Line manager s decision

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IN DETAIL EXPLANATION:

(A) JOB ANALYSIS:

Job analysis is the basis for selecting the right candidates. Every organization should
finalize the job analysis, job description, job specification and employee
specifications before proceeding to the next step of selection.

(B) HUMAN RESOURCE PLAN:

Every company plans for the required number of and kind of employees for a future
date. This is the basis for recruitment function.

(C) RECRUITMENT

Recruitment refers to the process of searching for prospective employees and

stimulating them to apply for jobs in an organization. It is the basis for the remaining
technologies of the screening the candidates in order to select the appropriate
candidates for the jobs

(D) DEVELOPMENT OF BASES FOR SELECTION:

The company has to select the appropriate candidates from the pool of applicants. The
company develops or borrows the appropriate bases/techniques for screening the
candidates in order to select the appropriate candidates for the jobs.

(E) APPLICATION FORM:

Application form is also known as application blank. The techniques of application

blank are traditional and widely accepted for securing information from the
prospective candidates. It can also be used as a device to screen the candidates at the
preliminary level. Many companies formulate their own style of application forms
depending upon the requirement of information based on the size of the company,
nature of business activities, type and level of the job etc. Information is generally
required on the following items in the application forms:

Personal background information

Educational qualifications

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Work experience
Salary (drawing and expecting)
Personal attainments including likes and dislikes
References

(F) WRITTEN EXAMINATION:

Organizations have to conduct written examination for the qualified candidates after
they are screened on the basis of the application blanks so as to measure the candidate
s ability in arithmetical calculations, to know the candidate s attitude towards the job,
to measure the candidate s aptitude, reasoning, knowledge in various disciplines,
general knowledge and English language.

(G) PRELIMINARY INTERVIEW:

The preliminary interview is to solicit necessary information from the prospective

applications and to assess the applicant s suitability to the job. An assistant in the
personnel department may conduct this preliminary interview. The information thus
provided by the candidate may be related to the job or personal specifications
regarding education, experience, salary expectations, attitude towards job, age,
physical appearance and other requirements etc. Thus, preliminary interview is useful
as a process of eliminating the undesirable and unsuitable candidates. If a candidate
satisfies the job requirements regarding most of the areas, he may be selected for
further process. Preliminary interviews are short and known as stand up interviews or
sizing up of the applicants or screening interviews. However, certain required amount
of care is to be taken to ensure that the desirable workers are not eliminated. This
interview is also useful to provide the basic information about the company to the
candidate.

(H) BUSINESS GAMES:

Business games are widely used as a selection technique for selecting management
trainees, executive trainees and managerial personnel at junior, middle and top
management positions. Business games help to evaluate the applicants in the areas of
decision-making, identifying the potentialities, handling the situations, problem-
solving skills, human relations skills etc. participants are placed in a hypothetical
work situation and are required to play the role situations in the game. The hypothesis

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is that the most successful candidate in the game will be most successful one on the
job.

GROUP DISCUSSION is used in order to secure further information regarding the

suitability of the candidate for the job. Group discussion is a method where groups of
the successful applicants are brought around a conference table and are asked to
discuss either a case study or subject matter. The candidates in the group are required
to analyze, discuss, find alternative solutions and select the sound solution. A
selection panel then observes the candidates in the areas of initiating the discussion,
explaining the problem, soliciting unrevealing information based on the given
information and using common sense, keenly observing the discussion of others,
clarifying controversial issues, influencing others, speaking effectively, concealing
and mediating arguments among the participants and summarizing or concluding
aptly.

The selection panel, based on its observation, judges the candidate s skill and ability
and ranks them according to their merit.

In some cases, the selection panel may also ask the candidates to write the summary
of the group discussion in order to know the candidate s writing ability as well

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 CHAPTER-2
Introduction to Organization
Introduction to Organization

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2.1 Brief profile of the Company

HENRY JOHN HEINZ

THE FOUNDER (1844--1919)

HENRY JOHN HEINZ-The Founder

Henry John Heinz (called Harry or Harry by his family was a country boy and
practical man). His mother was a family gardener, and Harry was very much his
mothers son.
In 1842, Harrys parents, Hennery and Anna met, married and began family in
Birmingham Pennsylvania, a cross the Monongahela River from Pittsburgh each had
left a small village in Southern Germany Kallstadt and Kruspis - for a batter life in
America. Harry, the first of eight surviving children (four boys and four girls) was
born October 11, 1844.
At 15, Harry joined his father as a practical assistant in the brick business. Harry
supervised his brother and sister in garden and with the help of his mother, began to
sell prepared horseradish.
Harry married Sarah Saline Saloon young a daughter of Irish immigrant from
country down descendents of a respected Northern Irish Presbyterian family Harry
was of 25.
The year 1869 proved to have a seminal one in the life of Henry John Heinz the
history of the food business. He and his Sharpsburg friend and neighbor, L. clearance
Noble founded Heinz & Noble.
This laying the foundation of todays global company their first product was the
Heinz familys pure and superior grated horseradish in a clear bottle.
2.2 Brief History of Company

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H.J.heinz, an energetic entrepreneur was the founder of the company, Heinz in 19th
century. The name of the plant is HEINZ INDIA PVT. LTD.. This unit located 12
kms. Away from Aligarh city at a place named as MANZURGARHI which is in U.P.
situated 145 kms. to the eastern side of Delhi. It was constructed near the railway line
keeping in mind of easy procurement and dispatch of raw material and final products.

Milk being the main raw material is easily available from the milk cities like
Bulendshr, Mathura and other milk centers owned by the company and the con
tractors in rural areas of the district. 42 milk collection centers owned by the company
are located in a radius of 132 kms. Around the Aligarh. The head office of HEINZ
LTD. Is situated at DR. Annie Besant Road, Worli, and Mumbai.

The Glaxo India ltd. was incorporated in India in November 1924 as an agency house
for distributing the well known baby food GLAXO of British company.

In 1960 Glaxo Laboratories, U.K., diversified into the field of food industry with the
establishment of Aligarh unit, U.P. This unit was started with the manufacturing of
baby food which was used to be on roller dryers (procured from Richard Simon and
sons ltd., Nottingham) , gradually, this unit flourished and became the market leader
in its specific products. Then, Glaxo launched many other products which are existing
and playing a good role in making a good shape old the company.

In the early 1990s Glaxo was going in losses in the manufacturing of food products
all over the world. Glaxo asked to closed all its food product unit over the entire
globe.

However, Aligarh plant was running in profits so it did not want to close the unit and
hence asked the Glaxo headquarter at Britain to permit her to continue the production.
The headquarter agreed on a condition to continue the food products production after
changing the name. so GLAXO INDIA LTD. Was renamed as GLAXO
LABORATORIES INDIA LTD.(GLINDIA). This changed name caused a negative
effect on the sales of pharmaceutical. So GLINDIA further enquired the headquarter
to allow her again to use the old name of GLLAXO INDIA LTD. The permission was
hence forth granted.

But due to growing competition in food products market Glaxo India ltd. Thought
that as the headquarter is not facilitating R&D programmers regarding food products

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so it can become difficult in the near future to survive in the growing competition.
Therefore, Glaxo India ltd. thought that they should sell their Aligarh plant at the time
when it is making profits so that good value could be made from it.

Ultimately in 1994 Glaxo India ltd. took a decision to sell its food products
manufacturing unit as Aligarh.

In October 1994, Heinz group of industry, U.S.A. a market leader in food segment
gladly brought this unit for 210 cores $ and since then this unit is known as Heinz
India pvt. Ltd.

Recently this unit has been given international certificate products, ISO 9002. This
will boost the product and export of its product

. ALIGARH FACTORY

HEINZ took over from Glaxo on 1st October 1994.

They continue with the same brand name.

It now manufactures Complain, Glucon-C and Glucon-D at its Aligarh Unit.

Sampriti Ghee being a by-product.

Rest Nycil is manufacturing by 3rd party.

Factory is located 10Kms away from Aligarh city at a place known as

Manzoorgarhi.

Factory has an area of 41.7 acres, one-third of area is vacant and rest has
permanent infrastructure.

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 Main office is situated at Annie Besant Road, Worli, Mumbai.

It has its two manufacturing unit located at Bangalore, Aligarh.

Milk collected from its centers, bulk supplier and private contractors.

Heinz center are located in a radius of 125 Kms around Aligarh district, part of
Bulandshahr district and Mathura.

Heinz has collected 70,000 tones of milk/annum costing around Rs.70 crores

Its total milk holding capacity is 4 lack liters.

In flush session (April-July) the milk collection is 5 lack liters per day.

The factory is connected both by roadways and railways.

It has a turnover around of Rs.1000 corore

HEINZ INDIA MISSION

Team Building & Collaboration - We embrace great ideas from everywhere

and everyone and respect all individuals.

Innovation- We spot consumer and customer needs and meet them with
simple, creative solutions.

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 Vision- We define a compelling, sustainable future and create the path to
achieve it.

Results- We deliver on commitments take accountability and balance the

short- and long-term.

Integrity- We always tell the truth, act with the highest ethical standards and
ensure that our products are of the highest quality.

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BRANDS OF HEINZ PRIVATE LIMITED

HEINZ is ranked as a second largest food company in the world. It has many products
in the world market. In India it offers 5 products;

1. Glucon-D (Instant Energy Drink)

a. Glucon-D [plain]
b. Glucon-D [orange]
c. Glucon-D [lime]
d. Glucon-D Isotonic
Glucon-D is manufactured at Aligarh plant.
2. Complain
Vitamin rich under the brand name of Complain is available in following the flavors:

a. Natural
b. Chocolate
c. Mango
d. Strawberry
e. Milk
f. Kesar Badam
g. Caramel

Complain is manufactured in Aligarh plant.

25
 3. Sampriti
As a byproduct of milk is manufactured under the brand name of Sampriti Ghee.
It is manufactured at Aligarh.

4. Nycil

Prickly heat powder is prepared in the brand name of Nycil. This is available in following
three fragrances:
(i) Plain
(ii) Sandal
(iii) Lavender
(iv) Herbal
Nycil is manufactured by third party.
5. Heinz Food Products
(i) Tomato ketchup and Tomato Chilli Sauce.
(ii) Home Style Indian Chutney.
(iii) Chef Style Chinese Sauces.
(iv)Chef Style European Mayonnaise.

Recently Heinz has come up with new product Heinz Tomato Ketchup. Although
Heinz is primarily a ketchup manufacturing company, this is new first ever
ketchup produced by Heinz for India market.

Heinz ketchup is manufactured in Aligarh

26
 CHAPTER-3
Objectives and Methodology

OBJECITIVES OF STUDY

To study recruitment and selection of Heinz India pvt. Ltd.

To study employees perception towards recruitment and selection in Heinz
India pvt. Ltd.

27
 To identify the contribution factors for perception of employees towards
recruitment and selection at Heinz India pvt. Ltd.

RESEARCH METHODOLOGY
For the overall research design, the data collection method and analysis the
overall procedure, I did my survey in Aligarh region. For the data collection it
was schedule prior to survey work, like whom to get feedback. The primary and
secondary source of data collection was:
Sampling unit - the sample unit consist the employee of who service of Heinz pvt.
Ltd India
Data collection
1. Primary data
Questionnaire
Interview
2. Secondary data
Journals
Magazines
Companies reports
Company websites

Size of the sample 40

Research design - descriptive
Region - Aligarh
Sample method - random sampling

3.2 Sampling design

The present study is exploratory in nature. It seeks to discover ideas and insight to
bring out new relationship. Research design is flexible enough to provide opportunity
for considering different aspects of problem under study.

3.3 Sample size

28
A complete interaction and enumeration of all the employees of Heinz was not
possible so a sample was chosen that consisted of 40 employees.

3.4 Sample selection

I choose random sampling for select the sample.

3.5 Data collection & data source

Generally two types are data are used for any research, which is very important for the
research; these can be discussed as

1. Primary Data

2. Secondary Data

Primary data is obtained through the observation, interview and discussion with the
officers of the Heinz India Pvt.Ltd.

Secondary data is the data, which has been collected by someone else for some other
purpose and is used by the researcher in his research for study various sources of
secondary data are Catalogues, Brochures, Magazines and Websites, Television etc. In
this project I made use secondary data for gaining more and more about the company,
its products and various benefits an advisor will be getting. For acquiring this
knowledge I have studied secondary sources like company websites, brochures, paper
presentations etc.

3.6 Tool used for data collection

I used the questionnaire for collecting the data.

Chapter-4

29
 Data Analysis and Interpretation

Q1. Since how many years have you been working with this organization?

Opinion Number of respondent Percentage of respondent

0-5 years 08 20%

5-10 years 13 32.5%

30
 10-15 years 09 22.5%

More than 15 years 10 25%

20.00%
25.00%

0-5 years
5-10 years
10-15 years
above 15 years

22.50% 32.50%

Interpretation: In above graph shows that 20% respondents work with this
organization from 5 years, 35% respondents working in this organization is 5-10
years, 32.5% respondents working with this organization from 10-15 years and
remaining 22.5% respondents working with this organization from more than15 years
is 25 %.

Q2. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

opinion Number of respondents Percentage of number of

respondents

yes 39 97.5%

No 1 2.5%

31
 Yes No

40.00%

60.00%

Interpretation: In above graph shows that 97.5% respondents YES assume it and
remaining 2.5% respondents denied it.

Q.3 How well are organizations affirmative action needs and clarified and supported
in the selection process?

opinion Number of respondents Percentage of respondents

poor _ _

Adequate 20 50%

Excellent 20 50%

32
 poor
Adequate
Excellent

Interpretation In above graph shows that 0% respondents are poor, 50% respondents
are adequate and remaining 50% respondents are excellent with the organizations

Q.4 Is the orgnisation doing timeliness recruitment and selection process?

opinion Number of respondents Percentage of respondents

yes 30 75%

No 10 25%

33
 Yes
No

Interpretation:

In above graph shows that 75% respondents say yes that orgnisation provide
timeliness recruitment and selection process and 25% respondent of to say no.

Q.5 Does HR provides an adequate pool of quality applicants ?

opinion Number of respondent Percentage of respondent

Yes 35 87.5%

No 5 12.5%

34
 yes
No

Interpretation: in the above graph 87.5% respondents say yes for HR provide an
adequate pool of quality applicants an12.5% respondent say NO about its applicants

Q6. Rate the effectiveness of the interviewing process and other selection instruments,
such as testing?

opinion Number of respondents Percentage of respondents

Poor 1 2.5%

Adequate 17 42.5%

Excellent 22 55%

35
 poor
Adequate
excellent

Interpretation:

In above graph shows that 2.5% respondents think it is poor.42.5%

respondents think it is adequate and remaining 55% respondents think excellent.

Q7. Does the HR team act as a consultant to enhance the quality of the applicant pre-
screening process?

opinion Number of respondents Percentage of respondents

Yes 30 75%

No 10 25%

36
 Yes
No

Interpretation:

In above graph shows that 75% respondents agree with this and
25%respondents not agree with this.

Q8. Does HR train hiring employees to make the best hiring decisions?

opinion Number of respondents Percentage of respondents

Yes 38 95%

No 2 5%

37
 Yes
No

Interpretation:

In above graph shows that 95%% respondents think HR train hiring

employees to make the best hiring decisions and remaining 5% respondents not accept
it.

Q9. Rate how well HR finds good candidates from non-traditional sources when
Necessary?

opinion Number of respondents Percentage of respondents

Poor _ NIL

Adequate 25 62.5%

Excellent 15 37.5%

38
 poor
Adequate
Excellent

Interpretation:

In above graph shows that no one respondent think that is poor, 62.5%%
respondents think it adequate and remaining 37.5% think excellent.

Q10. How would you rate the HR departments performance in recruitment and
selection?

opinion Number of respondents Percentage of respondents

Poor 4 10%

Adequate 13 32.5%

Excellent 23 57.5%

39
 poor
Adequate
Excellent

Interpretation : In above graph shows that 15% respondents think that is poor,
65% respondents think it adequate and remaining 20% think excellent that HR
departments performance in recruitment and selection.

Q11. Does the HR Department is efficient in Selection Policy of the employees?

opinion Number of respondents Percentage of respondents

Yes 28 70%

No 12 30%

40
 Yes
No

Interpretation:

In above graph shows that 70% respondents think that is HR department is

efficient in Selection Policy of the employees and remaining 30% respondents denied
with this.

Q12. Does the HR maintain an adequate pool of quality protected class applicants?

opinion Number of rspondents Percentage of respondents

Yes 32 80%

No 8 20%

41
 Yes No
20.00%

80.00%

Interpretation:

In above graph shows that 80% respondents think that HR maintains an

adequate pool of quality protected class applicants and remaining 20% respondent
not agree with this.

FINDINGS

From the study know that Most of the respondents says the positive
position require for the recruitment for the candidate in company
Study reveals that 50% respondents agree with that the accurate action need
for the recruitment and selection process of employees
From the study reveals that 70% respondents says yes the company adopt
timeliness recruitment and Selection process
Most of the respondents agree that HR provide an adequate pool of quality
applicants
Most of the respondents are agree with that company provide better
interviewing process and other selection instruments, such as testing
Huge number of employees are tells that HR team act as a consultant to
increase the quality of the applicant pre-screening process
Approximately 70% respondents are says that HR train hiring employees to
make the appropriate hiring decisions

42
 Most of the respondents are says that HR finds good candidates from non-
traditional sources
Accurate performance HR departments e in recruitment and selection process
Mostly respondents says that HR Department is efficient in Selection Policy
of the employees

Capter-5

Conclusion and Suggestions

SUGGESTIONS

1. There should be some rewards for the performance of employees.

2. Computer training should be provided to employees.

43
 3. The opportunities for developing the carrier should be provided to the
employees.
4. Manpower requirement for each department in the company is identified
well in advance.
5. If the manpower requirement is high and the recruitment team of the
HR department alone cannot satisfy it, then help from the placement
agencies is needed.
6. Time management is very essential and it should not be ignored at any
level of the process.
7. The recruitment and selection through placement agencies as the last
resort and is utilized only when need.
8. The recruitment and selection procedure should not to lengthy and time
consuming.
9. The candidates called for interview should be allotted timings and it
should not overlap with each other.

CONCLUSION
Heinz pvt ltd India is using the own portal of his own for looking the prospecting
employees. Reference also taken into consideration. Employees are satisfying in

44
their job. Seniors also motivate to the employees for good their work, their suggestion
are given due weight age and appreciate their efforts

The recruitment and selection process is given high importance in internal and
external sources

Employees are happy with all over procedure ho Heinz provide to him from their
performance and employees are quality conscious, they always look for better ways
of doing the work & they keep on putting new ideas of doing with their job, which
motivate them to do better work. Mostly employees are satisfied with working
condition. Good performance is appreciated and employees are rewarded with
promotions for their good work and efforts.

In overall employee are enjoying good quality of work, they are enjoying their work,
satisfied with all the benefits & working condition prevailing at Heinz India
Pvt.Organization fulfills the mostly all the physiological, social, safety & self-
esteemed needs for their employees.

In overall view, I reached on the conclusion that my project work in Heinz India

Pvt .Ltd. is very useful and in progressive way to me.

LIMITATIONS

In s honest and sincere effort there are some bounds to be certain discrepancies and
inconsistence in the treatment of the matter. Again there are such limitations, both
statistical and non statistical within the project some of them are.

Lack of references

Time constraint

Weather

Busy schedule of the city

References
45
BOOKS CONSULTED:-

C.B.Gupta -Human Resources Management by Sultan & Sans.

Mirza and saiyadain Personnel Management By Prentice Hall of

India

C. R. Kothari Research Technology By Wishwa Prakaction

www.wikipedia.com

www.heinz.com

APPENDIX

46
QUESTIONNAIRE
Dear Sir/Madam,

I would appreciate if you can take some time off to complete the following
questionnaire. Please be assured that your privacy is fully respected all the
information is used for academic H.R. Practices only.

Name(optional)

Designation

Q1. Since how many years have you been working with this organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years

Q2. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process ?
a. Yes
b. No

Q3. How well are the organizations affirmative action needs clarified and supported
in the selection process?
a. Poor
b. Adequate
c. Excellent

Q4. Is the organization doing timeliness recruitment and Selection process?

a. Yes
b. No

Q5. Does HR provides an adequate pool of quality applicants?

a. Yes
b. No

47
Q6. Rate the effectiveness of the interviewing process and other selection instruments,
such as testing?
a. Poor
b. Adequate
c. Excellent

Q7. Does the HR team act as a consultant to enhance the quality of the applicant pre-
screening process?
a. Yes
b. No

Q8. Does HR train hiring employees to make the best hiring decisions?
a. Yes
b. No

Q9. Rate how well HR finds good candidates from non-traditional sources when
Necessary?
a. Poor
b. Adequate
c. Excellent
Q10. How would you rate the HR departments performance in recruitment and
selection?
a. Poor
b. Adequate
c. Excellent

Q11. Does the HR Department is efficient in Selection Policy of the employees ?

a. Yes
b. No

Q12. Does the HR maintains an adequate pool of quality protected class applicants?
a. Yes
b. No

48
49