`

TO STUDY THE RECRUITMENT AND SELECTION PROCEDURE Completed in

VADILAL ENTERPRISESLTD

Submitted in partial fulfillment of the requirement of MASTERS OF BUSINESS ADMININSTRATION (MBA), Future Institute Of Management And Technology by: Roli Shinghal Submitted

Executive Summary

INTRODUCTIQN TO RECRUITMENT Once the required number and kind of human resources are determined the Mgmt. has to find the places where required human resources are available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All process is generally known as recruitment. Some people use the term 'recruitment for employment'. These two are not one and the same recruitment is only one of the steps in the entire employment for process. These two terms are not one and the same either, Technically speaking the function of recruitment precedes the selection function and it includes only finding developing the sources of prospective employees and 'attracting them to apply for jobs in an organization where as the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e. recruited) Recruitment forms the first stage in the process, which' continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function the first being the manpower planning recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organization. Recruiting is the discovering of potential applicants for actual or anticipated' organizational vacancies. In other words; it is a "linking activity" bringing together those with jobs and those seeking jobs. As Yoder and others point out "Recruitment is a process to discover the sources of manpower to meet the requirements of the, staffing schedule and to employ the effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.Accordingly the purpose of recruitment is to locate sources of manpower to meet job recruitment & job specifications.

According to Flippo "Recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization."

Selection, on the other hand tends to be negative because it rejects a good member of those who apply leaving only the best to be hired.

RECRUITMENT

1.

To attract people with multi dimensional skills and experiences that suits the present and

future organizational strategies. 2. 3. 4. 5. 6. 7. 8. 9. 10. To induct outsiders with a new perspective to lead the company. To infuse the fresh blood at all levels of organization To develop an organizational culture that attracts competent people to the company. To search or hunt head pouch people whose skill fit the companies values To devise methodologies for assessing psychological traits To seek out non-conventional development grounds of talent. To search for talent globally and not just within the company. To design entry pays that competes on quality but not on quantum. To anticipate and find people for positions that does not exist yet.

OBJECTIVE OF THE STUDY:-

1234-

To know the practices & procedures of recruitment in vadilal To study the sources of recruitment. To study the mode of recruitment in vadilal. to study the mode of selection process

RESEARCH METHODOLOGY

A research design is the detailed blueprint used to guide a research study towards its objectives. It is series of advanced decisions taken together comprising a master plan or a model for the conduct of research in consonance with the research objectives. It details the procedures necessary for obtaining the information needed to structure or solve the marketing research problem

We used some magazine, Vadilal website, text book of life insurance. Money simplified (text book). Neev: product book for collecting the data of the company and also vadilal & traditional plans. All the data which provides help to complete the project.

I want to take the opportunity to thank VADILAL LIMITED BAREILLY for providing me the scope to conduct the project successfully. I acknowledge my indebtedness to all the staff member in the hr department for giving me their valuable suggestion and the necessary co-operation .

Firstly, I would like to thank MR.DINESH SINGH ( CLUSTER HR MANAGER ) VADILAL BAREILLY for giving permission to do my project in their organization.

I would like to extend my gratitude to my project guide, MR.AJIT THOMAS ( UNIT HR MANAGER ) , for his constructive guidance .

A special thanks to MR.PANKAJ BHATT,MISS RINA MITTAL, for their full co-operation without which the project would not have been successfully completed.

I would like to thank DR. DEBASISH SENGUPTA ( ASS. PROF. LBSIMT, BAREILLY ) for his conceptual guidance.

COMPANY PROFILE

Company Profile

They are one of the leading manufactures of Ice Cream in India with the brand name Vadilal since 1920. Vadilal Group is also engaged in Process Foods, Real Estate & Constructions, Chemicals & Super Specialty Gases & Forex Business. Vadilal Industries is the flagship company of the Group having primary interest in Ice Cream and Processed Foods. Vadilal enjoys one fourth of Indian Ice-Cream market share. Own largest cold chain strengthens the distribution network across the country. Today, the name Vadilal conjures images of lip-smacking ice cream in a whole gamut of flavours. Vadilal stands for quality, availability and a range of varieties with the state-of-the-art machinery and equipment. It has, however, been a long journey for the group, which traces its origins way back to 1907, when an unassuming gentleman, Vadilal Gandhi, the great-grand father of Virendra R Gandhi, Rajesh R Gandhi and Devanshu L Gandhi, started a soda fountain. He passed on the business to his son, Ranchod Lal, who ran a one-man show and, with a hand cranked machine, started a small retail outlet in 1926. Eventually, Ranchod Lal's sons, Ramchandra and Lakshman, inherited the business and they were instrumental in giving a new direction to the company. The duo imparted a new vision to the venture and infused a spirit of taking calculated risk into the company. As a result, by the 1970s, the Vadilal Company had already evolved into a modern corporate entity. "In 1972-73, the company had 8-10 outlets in Ahmedabad. Gradually, it started moving from the city to other parts of Gujarat. By 1985, the company reached out to the neighboring states like Rajasthan and Madhya Pradesh. But, the process of expansion was undertaken and

executed very methodically. And, we spent five to six years in spreading our business and then consolidating it," says Shri Ramchandrabhai Gandhi (Chairman).

Vision/Mission
To become an Indian MNC in frozen foods. To provide products and services at an affordable price without compromising the quality, says Shri Ramchandrabhai Gandhi

COMPANY BACKGROUND
Company Profile: Ticker: Exchanges: 2008 Sales: Major Industry: Sub Industry: Country: Employees: Vadilal Industries Limited 519156 BOM 1,315,300,000 Food & Beverages Miscellaneous Food INDIA 811

Business Description
Vadilal Industries Limited. The Group's principal activity is to

manufacture and export ice creams and food processing. It operates in three segments namely Ice Cream, Processed Food and Others. The product of the Group include frozen desert, frozen fruits and vegetables, canned fruit, pulp, ready to eat and ready to serve products. Today, the name Vadilal conjures images of lip-smacking ice cream in a whole gamut of flavours. Vadilal spells quality, availability, variety and stateof-the-art machinery and equipment. It has, however, been a long journey for the group, which traces its origins way back to 1907, when a certain unassuming gentleman, by the name of Vadilal Gandhi, the great-grand father of Virendra R Gandhi, Rajesh R Gandhi and Devanshu L Gandhi, started a soda fountain. He passed on the business to his son, Ranchod Lal, who ran a one-man show, and, with a hand cranked machine, started a

small retail outlet in 1926. Eventually, Ranchod Lal's sons, Ramchandra and Lakshman, inherited the business and they were instrumental in giving a new direction to the company. The duo imparted a new vision to the venture and infused a spirit of calculated risk-taking into the company. As a result, by the 1970s, the Vadilal Company had already evolved into a modern corporate entity. "In 1972-73, the company had 8-10 outlets in Ahmedabad. Gradually, we moved from the city to other parts of Gujarat. By 1985, the company moved towards neighbouring states like Rajasthan and Madhya Pradesh. But the expansion was undertaken very methodically and we spent five to six years in spreading our business and then consolidating it" says Shri

Ramchandrabhai Gandhi (Chairman).

PRODUCT LINE

Vadilal ice cream division has always been a hot favorite with the people both inside and outside the organization. In India, the name Vadilal is synonymous with Ice Cream.

The Ice Cream industry in India today has a turnover of Rs. 15 billion [US$ 330 million]. A quarter of this comes from the house of Vadilal alone. But thats no surprise, considering that we have the largest range of Ice Creams in the country 120 plus flavors, in a variety of more than 250 packs and forms. The range includes cones, candies, bars, ice-lollies, small cups, big cups, family packs, and economy packs. Something for all tastes, preferences and budgets.

To make it convenient for our consumers to relish our complete range under one roof, we have set up a chain of Happiness Parlors Ice Cream boutiques so to say. Hordes of people flock to these parlors daily because they know that our products contain the purest and creamiest milk, and the freshest and tastiest fruits and nuts.

Among our products are OneUp Chocobar and King Cone all-time favorites which have today attained the generic status. Another hit is our Kulfi traditional Indian milk sweet. Some of our products are a combination with confectioneries.

Vadilal has two ultra modern ice-cream manufacturing plants - one at village Pundhra, Gujarat and another at Bareilly, U.P. Both plants are ISO: 9001:2000 and HACCP Certified. Certification of Bareilly plant is done by BIS and Pundhra plant is done by BVQI under the latest regulations of food safety system, September 2002. BVQI is a wholly owned subsidiary of Bureau Veritas, a France-based multinational organization. Our Pundhra plant has recently received the accreditation from Export Inspection Council of India, Ministry of Commerce and Industry, Government of India certification for

exports that in itself is a bench mark for hygiene and quality. We, at Vadilal take utmost care for ice cream, so that it reaches the consumer in the most hygienic and wholesome way. We have the latest manufacturing equipments including automated cone-filling, candy-making, cup manufacturing and filling machines, hardening

tunnels, produce.

computerized

continuous

freezers,

and

machines

to

Since our products are highly perishable, quick transport and proper storage are of paramount importance. Hence our refrigeration equipment and deep freezes are imported from companies, which are world leaders in their respective fields. To ensure sufficient, timely and constant ice cream supply, we have a Cold Chain Network comprising three manufacturing plants [totaling a

production capacity of 1.25 lakh litre per day], about 23 C&FA, more than 500 Distributors and over 40,000 Retailers.

They have integrated backward by making biscuit-cones and paper cups; and forward, by fabricating deep freezers and refrigerated vehicles. These help us to serve our distributors, some of whom are situated over a thousand miles away. In days to come, we plan to further expand our manufacturing facilities to meet the growing demand of Ice Creams.

Big Cup

Swiss Cake 1+1 I/C PP

Vanilla Chocolate Chips Kaju Draksh Butter Scotch Real Kesar Pista Two In One Ripe Strawberry Rajbhog Super Vanilla

Tiranga Ice Candy

Super Kaju Draksh Super Butter Scotch Kool Gulab

Products Cups | | Candies | | Kulfis | Cones | Novelties

Party Pack

Bulk Packs

Juicy

Swiss Cake 1+1 I/C PP Kachi

Tiranga Ice Candy

Kery Black Juicy

Currant

Juicy

Tiranga Ice Candy

Mango Juicy

Orange Juicy

Kalakhatta Juicy

Jaljira Juicy

PRODUCTION

Production facility available at Pundhra Plant. A- Mix plant ( pundhra) Mixing tank -2 no., online duplex filter, HTST , flow diversion valve, two stage Homoginiser, Turbo blender for dry mixing, storage tanks ( storage cap. 50000 ltr. at pundhra ) B- ICE CREAM Freezing-pundhra 8 cont. freezer for ice cream and novelties production having different capacity. 2 fill and cap machine for cone and cup production.

5 Hardening tunnel for quick hardening of ice cream, novelties,cone, etc. C- CANDY PRODUCTION-pundhra 2 Brine tank for manual candy production 1 cont. freezer

1 candy hardening tunnel candy mould having diff. shape and volume- 125 no. Candy wrapping machine for pillow packing D- AUTOMATIC CANDY MAKING MACHINE- pundhra Neumatic candy making machine cont. freezer wrapping machine for pillow packing with conveyor. E- SEMI AUTOMATIC CLEANING SYSTEM- CIP ( cleaning in place) F- RAW MATERIAL PROCESSING - pundhra Seiveing machine,nut cutting machine, Hot air oven, fruit processing machinery,choclate preparation tank, chikky making machine, cake production facility.

Bareilly plant details: In our unit we use modern sofisticated machinery for making high quality ice cream. We take utmost care during selection and processing of ingredients.In our mix prperation section we use latest machinary like Homogenizer and Pasteurizer which ensure our comitment of producing good quality ice cream. We have very sofisticated imported homogeniger (capcity 3000 lts /hr) and a automatic pannel based Pasteurizer which esure food safety. In freezing section we have automatic contineous freezers of

capacity ranging from 300 lts/hr to 2000 lts/hr ice cream. We have our own raw material processing section which provide very pure and processed raw material to frezing section .In our raw material processing section we use ultramodern oven and

machinary for heating and other treatment of fruits and nut which make all these very much safe for human consumption. For cone production we have fully automatic cone filling machine . We produce fully untouched cones. As we are producing a very sensitive food product we take utmost care about cleanliness and heigene of our plant. For cleaning we have a central. CIP system. We used to take plant for total CIP

before and after every production shift and sterlize each and every pipe line ,pasteurizer,homozenizer, storage tank,freezer,balance tank and ice cream filler using steam. Every workers are trained for their work and they follow strict norms for cleanliness and heigene during production of ice cream. All staff who work in production area is being daily checked for their personal heigene. Every staff use to pass through a thorough medical check up after a fixed time interval to ensure whether he/she is fit for working in production department or not. Ice Cream is shiffted from production section to despatch section using FIFO SYSTEM. 1. MIX SECTION : AUTOMATIC HOMOGENIZER AND

PASTERIZER WITH 2. CAPACITY OF 3000 LITRES OF MIX PER HOUR 3. FREEZING SECTION : 9 AUTOMATIC CONTINEOUS FREEZER CAPACITY RANGING FROM 300 TO 2000 LITRES OF ICE CREAM PER HOUR. 4. FRUIT FEEDER : 3 AUTOMATIC FRUIT FEEDER FOR PROPER NUT ADDITION.

5. RAW MATERIAL PROCEESS:

WE HAVE OUR OWN CAKE

PRODUCTION AS WELL AS A FULLY AUTOMATED OVEN FOR PROPER HEAT TREATMENT OF NUTS.

QUALITY POLICY

We at Vadilal Industries Limited firmly believe in providing quality products with innovative features at competitive prices for customer satisfaction. We shall strive to achieve our Goals by continuously improving and upgrading Technology, selecting appropriate process and providing vibrant environment with help of High Quality standards and emphasis on Hygiene. We aim to be industry leader by recognizing the changing needs of customer and ensuring full commitment towards implementing Quality Management System as per ISO 9002.

Quality Assurance
Pundhra:
Our Pundhra Plant is ISO: 9001:2000 and HACCP Certified. The certification of this plant has been carried out by BVQI under the latest regulations of food safety system, September 2002. BVQI is a wholly owned subsidiary of Bureau Veritas, a France-based

multinational organization. The plant has recently received the Export Inspection Council of India, Ministry of Commerce and Industry, Government of

India certification for exports which in itself is a benchmark for hygiene and quality.

Bareilly:
Bareilly plant is also having ISO 9001: 2000 & HACCP certification as per IS/ISO 9001: 2000 & IS 15000: 1998 respectively from

Bureau of Indian Standards (BIS) which is the largest certification authority in India. Vadilal Industries Limited, Bareilly was established in 1996 for ice cream manufacturing with an installed capacity of 15000 liters per day. To cater to the increasing demand of ice cream in India the company expanded the capacity to 60,000 liters per day in 2005. We plan to enhance the capacity by 1,00,000 liters ice cream per day in near future. This shall be supported by state-of-the-art machineries from China, Denmark and other foreign countries.

MARKETING
Brand Promotion:
Basically, we are very well known brand in every nook & corner of the country with a strong brand image and high brand recall.

We generally promote our brand through various ways like, Advertisement, Sponsoring Events, and by providing Publicity

material (Glow signs, Danglers, Posters, Banners etc.) at our Retail Outlets. We basically look forward to print media as main stay to promote our brand & for the advertisement of our products as well as schemes / offers, as well as TV commercial to cover maximum consumers. We give advertisement in leading National (Hindustan Times, Times of India etc.) as well as popular Vernacular Dailies (like, Gujarat Samachar, Divya Bhaskar & Sandesh in Gujarat, Rajasthan Patrika & Dainik Bhaskar in Rajasthan, Dainik Jagran & Amar Ujala in U.P. & Uttranchal, etc.) and done TVC in leading TV channels like Star Plus, Star News, Cartoon Network, Nick, UTV and Hungama etc,. At present we do not have any celebrity connected with our Ad Campaigns. However, we take Models for our Product & Brand Promotion.

Sales Network:

Vadilal has very strong sales network, we have a sales team network, which covers our entire distributor network.

We have a state wise sale team, which generates sales through retail outlets, institutions, Hotels & restaurants, Functions. Here for Sales Company management plays major role like providing various Dealer schemes, consumer schemes etc. Vadilal has one of the widest ranges of consumer schemes in the industry. More sales is generated through new product developments, schemes and

lucrative dealer margins. Network: Plant - C&F Distributor Dealers Consumers With our supply chain of about 23 C&FA, more than 500 Distributors and over 40,000 Retailers ice cream is widely accessible in most parts of India. Ice cream can be purchased in big tubs and surrounds from supermarkets/grocery stores, in smaller quantities from ice cream shops, convenience stores, and milk bars, and in individual serves from small carts or even at public events and places

Plants:
Ahmedabad Pundhra, Gujarat and Bareilly, UP

Above three plants are located in geographically favorable areas with ultra modern production facilities. It is our quality traditions and stringent norms only due to which our plants are accredited with worlds most trusted quality standards like ISO 22000:2005, ISO 9001:2000 and BRC Global Standard - Food: Issue 4

Distribution Network/ C& F agents:

The reason for having strong distribution and dealer network is due to the lucrative margin and returns that Vadilal provides to them. Vadilal provides them deep freezers for storage of icecreams, Display sing broads, POP, etc promotional material that helps for in boosting business.

ACHIEVEMENTS

In an attempt to tap the growing market for ice-creams and processed foods, Vadilal Industries plans to double its manufacturing capacity at its Ahmedabad, Pundhra and Bareilly plants. The company expects to complete expansion by May this year.

Talking to Business Standard about the expansion plans, managing director, Rajesh Gandhi said, We will be doubling our ice-cream plants capacity at all the locations. We will also be setting up a new ice-cream plant in Kolkata by the end of the year.

According to Devanshu Gandhi, Co-MD, Vadilal Industries, the current capacity of the ice-cream plants is around 1.3 lakh litres per day which would be increased to 2.6 lakh litres per day. The doubling of capacity would require an investment of Rs 20 crore. The initial capacity of the new plant at Kolkata would be around 50,000 litres per day, added Gandhi.

Gandhi also mentioned that the company will be investing around Rs 12-15 crore for doubling the processed food plants capacity at Valsad. The company expects a turnover of Rs 50 crore from the Valsad plant by next year.

Currently the turnover from processed food business is around Rs 3035 crore. From the ice-cream plants, Vadilal is expecting a rise in turnover from current Rs 140 crore to Rs 200 crore by next year.

With the booming retail market in the country and especially in Gujarat, Vadilal is planning to introduce specially designed carry home packs of ice-cream for retail customers.

The format of retail is usually not suitable for products like ice-cream, therefore we are planning to introduce carry home packs of ice-cream specially designed for this format, said Gandhi. Vadilal has an overall market share of 25 per cent in the ice-cream segment in the country and 55 per cent in Gujarat.

INTRODUCTION

VADILAL AT BAREILLY

On 4 march 1996 this day set ablaze the spark for the glowing dreams in many hearts to set up vadilal icecreme in Bareilly up

The overall investment of Rs 10 crores from vadilal and 7 crores from other ancillary units around it. The mechanized home spered over 20 acres with 12 acres of constructed area.

The factory is equipped with high speed , highly automated machines. MR. PRAVEEN SINGH AREN , mayor of Bareilly , formally inaugurated the factory on 25 march 1996 in the presence of vice chairmen and director of vadilal.

ORGANIZATION STRUCTURE AT VADILAL

FACTORY MANAGER
SANJEEV GUPTA

CLS PLANT TP PLANT UTILITY/ ENGG. QUALITY COMMERCIAL HR DEP Prod.mgr. Prod.mgr Factory eng Quality MGR AKHILESH YADAV ANKIT JAIN PROMOD JAIN DINESH SINGH P JAGADISH SATISH DESPANDE Comm.mgr HR mg

8 officer

6 officer

5 officer

4 officer

6 officer

4 officer

workmen 136

workmen 102

workmen 3

workmen 7

staff 5

workmen 4

INTRODUCTION TO RECRUITMENT

INTRODUCTIQN TO RECRUITMENT
Once the required number and kind of human resources are determined the Mgmt. has to find the places where required human resources are available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All process is generally known as recruitment. Some people use the term 'recruitment for employment'. These two are not one and the same recruitment is only one of the steps in the entire employment for process. These two terms are not one and the same either, Technically speaking the function of recruitment precedes the selection function and it includes only finding developing the sources of prospective employees and 'attracting them to apply for jobs in an organization where as the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e. recruited) Recruitment forms the first stage in the process, which' continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function the first being the manpower planning recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organization. Recruiting is the discovering of potential applicants for actual or anticipated' organizational vacancies. In other words; it is a "linking activity" bringing together those with jobs and those seeking jobs. As Yoder and others point out "Recruitment is a process to discover the sources of manpower to meet the requirements of the, staffing schedule and to employ the effective

measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.Accordingly the purpose of recruitment is to locate sources of manpower to meet job recruitment & job specifications.

According to Flippo "Recruitment is a process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an organization."

Selection, on the other hand tends to be negative because it rejects a good member of those who apply leaving only the best to be hired.

OBJECTIVES OF RECRUITMENT

1. To attract people with multi dimensional skills and experiences that suits the present and future organizational strategies. 2. To induct outsiders with a new perspective to lead the company. 3. To infuse the fresh blood at all levels of organization 4. To develop an organizational culture that attracts competent people to the company. 5. To search or hunt head pouch people whose skill fit the companies values 6. To devise methodologies for assessing psychological traits 7. To seek out non-conventional development grounds of talent. 8. To search for talent globally and not just within the company. 9. To design entry pays that competes on quality but not on quantum. 10. To anticipate and find people for positions that does not exist yet.

FACTORS AFFECTING RECRUITMENT

All organizations, whether large or small do engage in recruiting activity, through not the same extent. This differs with1. The size of the organization. 2. The employment conditions in the community where the organization is located. 3. The effects of past recruiting efforts which show the organization ability to locate and keep good performing people. 4. Working conditions & salary and benefit packages offered by the organization, this may influence turnover and necessitate future recruiting. 5. The rate of growth of organization. 6. The level of seasonality of operations and future expansion and production programs. . 7. Cultural, economic and legal factors etc.

SOURCES QF RECRUITMENT
Before an organization activity begins recruiting applicants should consider the most likely source of the type of employee it needs. Some companies try to develop new sources, while most only try to tackle the existing sources they have. These sources accordingly may be termed as internal and external.

INTERNAL SOURCES.
Internal sources includes:1. Present permanen1 employees. 2. Present temporary/casual employees.

PRESENT PERMANENT EMPLOYEES:Organization consider the candidates form this source for higher level jobs due to (i) availability of most suitable candidates for jobs relatively or equally to the external source, (Ii) to meet the trade union demands, (iii) to the policy of the organization to motivate the present employees.

PRESENT TEMPORARY /CASUAL EMPLOYEES:-

Organizations field this source to fill the vacancies relatively at the lower level wing to availability of suitable candidates to trade and pressures or in order to motivate the present job.

EXTERNAL SOURCES

External Sources are those sources, which are outside the organization pursuits, Organization search for the required candidates from these sources for the following reasons:-

1. The suitable candidates with skill, knowledge, talent etc are generally available. 2. Candidates can be selected without any preconceived notion or reservations. 3. Cost of employees can be minimized because employees selected from this source are generally places in minimum pay scale. 4. Expertise, excellence and experience easily brought to the organization. 5. Human resources mix can be balanced with different background, experience, skill etc. 6. Latest knowledge skill, innovative or creative talent can also be flowed in to the organization. 7. Existing will also broadens their personalityLong-run benefit to the organization in the sense that human resources can be brought.

EXTERNAL SOURCES INCLUDE

1. CAMPUS RECRUITMENT .

Different types of organization like industries, business firms, service organization can get inexperienced candidates of different Types from educational institutions like colleges and universities imparting education in Science Commerce, Arts, Engineering and Technology, Agriculture, Medicine, Mgmt Studies etc, and trained candidates indifferent disciplines like Vocational Engineering, Medicine from the training Institutes like Vocational Training Institutes of state Govt. in various trades, National Industrial Training Institutes fro Engineers etc. Most of the Universities and Institutes imparting technical education in various disciplines like engineering" technology, mgmt and studies provide facilities for campus recruitment. and selection. They maintain the bio-data and performance required of the candidate organization seeking to recruit the candidates from this source can directly contact the institutes either in person by post and stimulate the candidates to apply for Jobs. Most of the organization using this source performance the function of selection after completing recruitment in the campus of the institute itself

with a view to minimizing time lapse and to securing the cream before. It is attracted by some other organization.

2. PRIVATE EMPLOYMENT AGENCIES/CONSULTANTS

Public employment agencies or consultants like ABC consultants in India perform the recruitment functions on behalf of a. client company by charging fee line managers are relieved from recruitment functions so that they can concentrate on their operational activities and recruitment functions is entrusted to a private agency or consultants. But due to limitations of high cost, ineffectiveness in performance, confidential nature of this function, management sometimes do not depend on this source. How're, these agencies function effectively in the recruitment of executives? .Hence, they are also called as executive search agencies. Most. of the organization depends on this source for highly socialized positions and executive positions.

3. PUBLIC EMPLOYMENT EXCHANGE

The Govt. set-up public employment exchanges in the country to provide information about vacancies to the candidates and to help the organization in finding out suitable candidates. The employment exchange act 1959 makes it obligatory for public sector and private sector enterprises in India to fill certain types of vacancies though public employment exchanges. These industries have do depend on public employment exchanges for the specified vacancies.

4. PROFESSIONAL ORGANIZATIONS

All associations maintain complete bio-date of their members and provide the same to various organizations on requisition. They also act an exchange between their members and recruitment firms in exchanging information, clarifying doubts etc. Organization finds this source more useful to recruit the experienced and professional employees like executives, managers' engineers.

INTERVIEW
Interview Planning
HR will prepare an interview plan based on the interview(s) scheduled. This will contain: Interview Date, Time Place Tentative Panel Members

The number of confirmed candidates for the interview is updated a day in advance.

Conducting Interviews

Recruitment Group will send a mail before the interview to concerned panel members. The panel members will send an acknowledgement to' HR indicating the confirmation! rejection, so that HR can re-structure the panel. HR will then organize the interview. The Interview Panel is provided an interview kit, containing the resume of the candidate and the Interview Rating Form (IRF). At the end of the interview, the interviewers with their recommendations fill the IRF. The next action plan is developed based on the recommendations o-f the panel members. Occasionally further rounds of interviews and reference checks are done, if required and suggested by the Panel or Hiring Manager or HR. For selected candidates the recruitment group maps them with open NHRs. Recruitment Group works with the hiring manager to match these. Hiring Manager makes ,the final choice and the decision.

Offer If required, as mentioned above, HR will perform reference checks for the selected candidates or arrange for the same with the help of an external agency.

Salary Fitment The hiring Manager along with the recruitment manager works on the Salary fitment. At VADILALt the system of role, based compensation fitment is followed.(Refer to guidelines for Compensation fitment)

The following details are captured in the application to generate the offer: Ref. Number (Automatically Generated) Offer Date (Automatically generated) Personal details like Name and Address Educational Details Cost to Company (CTC) Grade Relocation, Joining Bonus, if any NHR against which candidate was interviewed Approvals from Recruitment group, Hiring manager( s) and Function Heads

HR will send offer of appointment along with the joining date and details of documents needed for joining. It will also follow up with the candidate for joining and provide necessary assistance or clarify any query before joining. In most cases, even the hiring manager would stay in touch with the candidate.

Document Control The test papers, answer sheets (stencil) and commonly used documents by recruitment team are named as per the following nomenclature. Test Papers

VADILAL /REC abc/yy-nn Where: VADILAL-vadilal REC Recruitment a -E for Engineering, NE for Non-engineering b -L for lateral hires and F for Fresher c -Type of paper (J for Java, C for C++, T for testing, CW for content writer, TW for technical writer, D for DSP, c-s for stencil (answer sheets)) yy: -year .nn -version no

These test papers are centrally stored in hr in common area (vadilalgroup.com) is controlled documents. For example: vadilal/REC/ELC/04-01

METHODS OR TECHNIQUES OF RECRUITMENT

Recruitment techniques are the means or media by, which mgmt contracts prospective employees or provide necessary information or exchanges ideas or stimulate them to apply for jobs. Mgmt uses different types of techniques or stimulate internal and external candidates. Techniques useful to stimulate internal candidates are:1. Promotion 2. Transfer, Techniques useful to stimulate external candidates 3. Present employees.

PROMOTIONS
Most of the internal candidates would be stimulated to take up higher Responsibilities and express their willingness to be engaged in the higher- Level jobs if mgmt gives them the assurance that they will be promoted to the next higher level.

TRANSFERS
Employees will be stimulated to work in the new sections or places if Mgmt wish to transfer them to the places of their choice.

RECOMMENDATIONS OF THE PRESENT EMPLOYEES Mgmt can contact. Persuade the outsiders to apply for job in the Organizations through the recommendations present employees, trade union leaders etc.

RECRUITMENT AT VADILAL

RECRUITMENT OF WORKMEN
TYPES OF WORKMEN
There are two categories or workmen at VADILAL Assistant Technical Trainee (ATT) -Unskilled or Semi skilled Technical Trainee (TT ) TYPE OF WORKMEN ATT TT FITTER ELECTRICTION INSTRUMENTATION - Skilled CATEGORY QUALIFICATION High School SSC 2 Yr. ITI Diploma in Fitter Trade 2 Yr. ITI Diploma in Electrical Trade 2 Yr. ITI Diploma in Instrumentation Trade

CRITERIA FOR SELECTION

The following are the criteria for selection of workmen

1) Educational Qualification:
For the post of Assistant Technician Trainee the qualification should not be below High School and above SSC and for Technician Trainee it should be ITI with 1 year or 2 years of experience. Graduates or post graduates are not to be taken.

2) Age:

The age group range is from 26~35 years. The idea behind taking this age group people is to have more sincere and responsible and mature workforce

PROCESS OF SELECTION
These are the following steps of Selection Process: 1. Greeting List from Employment Exchange 2. Preparation of Call Letters 3. Conduction of Written Examination 4. Correction of copies. 5. Call for interview. 6. Interview Process 7. Verification form Investigation Agency 8. Verification of TAT Sheets 9. Medical Examination

1. GETTING LISTS FROM EMPLOYMENT EXCHANGE NOTIFICATION TO EMPLOYMENT EXCHANGES Under the Employment Exchange Act 1960(section 4), Vadilal notify to various employment exchanges through FORM-4 which furnish the vacancy notice & rules for filling up of any vacancies. It sends notification to all the Employment Exchanges specifying all the details of employment like no. of vacancies, type of vacancy etc.

The Employment Exchange should be asked to send a list of candidates giving name, address, qualification, and age so that vadilal can send them call letters.

2. PREPARATION OF CALL LETTERS After getting the list from employment exchange it is segregated trade wise, roll nos.are allotted and then call letters are prepared specifying time, date and venue of examination. Call letters are prepared within one week and are dispatched at least 15 days before the scheduled examination.

3. CONDUCTION OF WRITTEN EXAMINATION: This is whole process involves following activities: A. Planning for Exam B. Preparation of Test Papers A. PLANNING FOR EXAMINATION Planning for how, when and where the exam is to be conducted. A recruitment checklist is prepared which contains the following: Basic Information Form. TAT Pictures. Attendance List. Question Paper. Employment Exchange List. Answer Sheets.

B) PREP ARA TION OF TEST PAPERS

Purpose of exam:
The test is objective to short-list a smaller group of candidates with better knowledge of the trade/subject. I.Q. expected for the category, and common sense, and a basic aptitude for the trade/profession. There are Separate exam papers for ATT and TT. The paper is for 30 minutes. For Assistant Technician Trainee the paper is divided into 3sections. SECTION Mathematics General Knowledge View Test Total MAX MARKS 10 10 10 30

For Technical the paper is also divided into 3 sections.

SECTION Mathematics Trade Test View Test Total

MAX MARKS 10 10 10 30

4. CORRECTION OF COPIES AND PREP ARA TION OF MERIT

For checking the copies a passing criteria is set. A minimum of 2 marks is necessary for getting into preliminary round of interview. Person gets rejected if getting marks below this.

5. CALL FOR INTERVIEW.

After correcting the copies a merit list is prepared based on passing criteria. Candidates are to be called for interview by phone.

6. INTERVIEW PROCESS
The candidates short-listed are called for the interview. The following activities are conducted during the preliminary interview.

A. BRIEFING Purpose:
To find out unwilling and undesirable candidates To make willing candidates aware about the company, products, work profile, shift timings etc

Procedure:
Chest no. is given to each candidate prior to briefing. Following are the points communicated to candidates in briefing: Information about the company and make people understand that vadilal is not a Govt. Company nor an MNC Information about the products manufactured by vadilal Give an idea about the nature of the job Makes it clear that the candidate is taken as a trainee & training period is for 18 months including 6 months of probation Graduates are not taken. Remuneration of A TT and TT. Progression of pay.

 No leave is provided during training period. Provision of quarterly appraisal. At the end of briefing HR officer announces that all those candidates who are not interested can leave and the rest can stay back. It forms the crux of the entire briefing procedure.

B. FILLING UP OF BASIC INFORMATION FORM. Purpose

To get the background information this will serve as the individuals' personal record. Get data which will serve as basis for personal verification by security agency Determine the "need" for the job. Look and observe the behavior of the person during filling up process to understand his intelligence level, ability and willingness to follow instructions, body language and degree of seriousness.

Procedure:
After briefing the Basic Information Forms are distributed to all. A prescribed application form is to be filled up by the candidates, attaching a passport size photograph. All the details of candidate including educational qualification, postal address and permanent address, family structure, other training details (if any), previous employment history, name of people for reference, etc..

C. GROUP EXERCISE. Purpose:

 To observe the behavior of the person in group and understand certain basic attributes of a person. Like team player and leadership qualities.

Procedure:
All candidates are called in-groups.

D. THEMATIC APPERCEPTION TEST (TAT)

This is a psychological test through which certain needs of the person at subconscious level are identified

Purpose:
To identify the psychology of the candidate.

Procedure:
Total six-blurred pictures are shown in this test. Each picture is shown for 15 seconds and immediate after that 5 minutes are given to write a story inspired by that picture. For writing stories, a copy of seven blank sheets is given having page nos. First page contains information like name of candidate, Date of Examination, Chest no., Roll No. and six separate pages having page nos. to write stories. All these instructions are told before commencing the TAT.

E. PRELIMINARY INTERVIEW:
Purpose:

To determine the persons need for the job To determine whether he fits into the work profile. To know about the work experience and previous employment history of the person.

Procedure
After TAT, candidates are called for preliminary interview individually. Personal interview is taken by a board, which include the Officer of the concerned Department and the HR officer/Manager. Filled Basic Information Form of the candidate is provided to write the comments by panel members. After the interview, the comments of the board are taken into consideration to screen candidate for the final interview.

F. FINAL INTERVIEW: Purpose:

Verify the findings of preliminary interview. Decide whether to go with the candidate or to reject him.

Procedure:

After the preliminary interview, the Cluster HR Manager further interviews all the short-listed candidates and finally the required number of persons is selected.

7. VERIFICA TION FROM INVESTIGATION AGENCY: PROBE

An external investigation agency named "PROBE Intelligence Services" is hired for the purpose.

Purpose:
To check whether the given information about qualification, family, previous job, etc is correct or not Investigation report helps in taking a decision whether to take a person or not. If the person gives wrong information or conceals any facts then he is not to be taken.

Procedure:
Copies of Basic Information Form of short listed candidates are sent to investigation agency. In investigation report referral checks are also done. Following are the areas to be checked by investigation agency Applicants positive Identification Residential Address Family Background Educational History Health History Criminal or Civil Record Check Heavy Drinking or Drug Abuse Union or Political Affiliations

 Compensation or Industrial Dispute Neighborhood References After getting investigation report some candidates may get rejected due to any of the following reasons: Concealed Educational Facts Bad record in the local police station Wrong information About previous employment Bad report from his neighbors. Not found medically fit.

REJECTION AFTER REFERENCE CHECK

90 80 70 60 50 40 30 20 10 0
drug abuse industrial dispute neighbourhood reference civil record criminal record medical health history previous employment educational history political affliation

reasons for rejection

REASON FOR REJECTIONHere is graph, which shows the trend of rejections after reference check. 8- VERIFICATION OF TAT SHEETS

Tat sheet of finally short listed candidates are sent for psychological test verification. In Tat, person is checked on positive, neutral and negative drives.

MEDICAL EXAMINATION PURPOSE:

To check the medical fitness of candidate

Procedure:
After verification of the investigation report and positive recommendation from TAT results, the decision is taken further to call the candidate for medical examination. The selected candidate has to undergo medical examination, which is organized by HR Department. On receiving the Fitness Certificate the candidate can be offered an appointment letter.

A graph is enclosed to show the trend of rejection after medical examination

12 10 8
no of candidates rejected

6 4 2 0 audiometry color hypertensive deformity in blindness with left elbow proteinuria

CALL FOR JOINING

Once a candidate is screened, tested, interviewed, selected and found medically fit, his file is again taken into consideration and if all information is correct he is supposed to be called for joining. This time he is called by phone. Before joining offer letter is given to him.

THEMATIC APPERCEPTION TEST

THEMATIC APPERCEPTION TEST'

The Thematic Apperception Test, or TAT, is a projective measure intended to evaluate a person's patterns of thought, attitudes, observational capacity, and emotional responses to ambiguous test materials. In the case of the TAT, the ambiguous materials consists a set of cards that portray human figures In a variety of settings and situations. The subject is asked to tell the examiner a story about each card that includes the following elements: the event shown in the picture; what has led up to it; what the characters in the Picture are feeling and thinking; and the outcome of the event. Because the TAT is an example of a projective instrument- that is, it asks the subject to project his or her habitual patterns of thought and emotional responses onto the pictures on the cardsmany psychologists prefer not to call it a "test," because it implies that there are "right" and "wrong" answers to the questions. They consider the term "technique" to be a more accurate description of the TAT and other projective assessments.

PURPOSE Individual assessments

The TAT is often administered to individuals as part of a battery, or group, of tests intended to evaluate personality. It is considered to be effective in eliciting information about a person's view of the world and his or her attitudes toward the self and others. As people taking the TAT proceed through the various story cards and tell stories about the pictures, they reveal their expectations of relationships with peers, parents or other authority figures, subordinates, and possible romantic partners. In addition to assessing the content of the stories that the subject is telling, the examiner evaluates the subject's manner, vocal tone, posture, hesitations, and other signs of an emotional response to a particular story picture. For example, a person who is made

anxious by a certain picture may make comments about the artistic style of the picture, or remark that he or she does not like the picture; this is a way of avoiding telling a story about it.

The TAT is often used in individual assessments of candidates for employment in fields requiring a high degree of skill in dealing with other people and/or ability to cope with high levels of psychological stress- such as law enforcement, military leadership positions, religious ministry, education, diplomatic service, etc. Although the TAT should not be used in differential diagnosis of mental disorders, it is often administered to individuals who have already received a diagnosis m order to match them with the type of psychotherapy best suited to .their personalities. Lastly the TAT IS sometimes used for forensic purposes m evaluating the motivations and general attitudes of persons accused of violent crises. For example the TAT was recently administered to a 24-year-old man In prison for a series of sexual murders. The results indicated that his attitudes toward other people are not only outside normal limits but are similar to those of other persons found guilty of the same type of crime.

The TAT can be given repeatedly to an individual as a way of measuring progress in psychotherapy or, in some cases, to help the therapist understand why the treatment seems to be stalled or blocked.

RESEARCH

In addition to its application in individual assessments, the TAT is frequently used for research into specific aspects of human personality; most often needs for achievement, fears of failure, hostility and aggression, and interpersonal object relations.. "Object relations" is a phrase used in psychiatry and psychology to refer to the ways people internalize their relationships with others and the emotional tone of their relationships. Research into object relations using the TAT investigates a variety of different topics, including the extent. to which people are emotionally involved in relationships with others; their ability to understand the complexities of human relationships; their ability to distinguish between their viewpoint on a situation and the perspectives of others involved; their ability to control aggressive impulses; self-esteem issues; and issues of personal identity. For example, one recent study compared responses to the TAT from a group of psychiatric inpatients diagnosed with dissociative disorders with responses from a group of non-dissociative inpatients, in order to investigate some of the controversies about dissociative identity disorder (formerly called multiple personality disorder).

Precautions
Students in medicine, psychology, or other fields who are learning to administer and interpret the TAT receive detailed instructions about the number of factors that can influence a person's responses to the story cards. In general, they are advised to be conservative in their interpretations, and to err the side of health" rather than of psychopathology when evaluating a subjects responses. In addition, the 1992 Code of Ethics of the American Psychological Association requires examiners to be knowledgeable about cultural and social differences, and to be responsible in interpreting test result with regard to these differences.

Experts in the use of the TAT recommend obtaining a personal and medical history from the subject before giving the TAT, in order to have some context for evaluating what might otherwise appear to be abnormal or unusual responses. For example, frequent references to death or grief in the stories would not be particularly surprising from a subject who had recently been bereaved. In addition, the TAT should not be used as the sole examination in evaluating an individual; it should be combined with other interviews and tests.

Cultural, Gender, and class issues

The large numbers of research studies that have used the TAT have indicated that cultural, gender, and class issues must be taken into account when determining whether a specific response to a story card is "abnormal" strictly speaking, or whether it may be a normal response from a person in a particular group. For example, the card labeled 6GF shows a younger woman who is seated turning toward a somewhat older man who is standing behind her and smoking a pipe. Most male subjects do not react to this picture as implying aggressiveness, but most female subjects regard it as a very aggressive picture, with unpleasant overtones of intrusiveness and danger. Many researchers consider the gender difference in responses to this card as a reflection of the general imbalance in power between men and women in the larger society. In the TAT, the test subject (the boy shown here) examines a set of cards that portray human figures in a variety of settings and situations, and is asked to tell a story about each card. The story includes the event shown in the picture, preceding events, emotions and

thoughts of those portrayed, and the outcome of the event shown. The story content and structure are thought to reveal the subject's attitudes, inner conflicts, and views.

Race is another issue related to the TAT story cards. The original story cards, which were created in 1935, all involved Caucasian figures. As early as 1949, researchers who were administering the TAT to African Americans asked whether the race of the figures in the cards would influence the subjects' responses. Newer sets of TAT story cards have introduced figures representing a wider variety of races and ethnic groups. As of 2002, however, it is not clear whether a subject's ability to identify with the race of the figures in the story cards improves the results of. A TAT assessment.

MULTIPLICITY OF SCORING SYSTEMS

One precaution required in general assessment of the TAT is the absence of a normative scoring system for responses. The original scoring system devised in 1943 by Henry Murray, one of the authors of the TAT, attempted to account for every variable that it measures. Murray's scoring system is time-consuming and unwieldy, and as a result has been little used by later interpreters. Other scoring systems have since been introduced that focus on one or two specific variables-for example, hostility or depression. While these systems are more practical for clinical use, they lack comprehensiveness. No single system presently used for scoring the TAT has advised widespread acceptance. The basic drawback of any scoring system in evaluating responses to the TAT story cards is that information that is not relevant to that particular system is simply lost.

COMPUTER SCORING

A recent subject of controversy in TAT interpretation concerns the use of computers to evaluate responses. While computers were used initially only to score tests with simple yes/no answers, they were soon applied to interpretation of projective measures. A computerized system for interpreting the Rorschach was devised as early as 1964. As of 2002, there are no computerized systems for evaluating responses to the TAT; however, users of the TAT should be aware of the controversies in this. field. Computers have two basic limitations for use with the TAT: the first is that they cannot observe and record the subject's vocal tone, eye contact, and other aspects of behavior that a human examiner can note. Second, computers are not adequate for the interpretation of unusual subject profiles.

DESCRIPTION

The TAT is one of the oldest projective measures in continuous use. It has become the most popular projective technique among English-speaking psychiatrists and psychologists, and is better accepted among clinicians than the Rorschach.

HISTORY OF THE TAT

The TAT was first developed in 1935 by Henry Murray, Christiana Morgan, and their colleagues at the Harvard Psychological Clinic. The early versions of 'the TAT listed Morgan as the first author, but later versions dropped her name. One of the controversies surrounding the history of the TAT concerns the long and conflict-ridden extramarital relationship between Morgan and

Murray, and its reinforcement of the prejudices that existed in the 1930s against women in academic psychology and psychiatry. It is generally agreed, however, that the basic idea behind the TAT came from one of Murray's undergraduate students. The student mentioned that her son had spent his time recuperating from an illness by cutting pictures out of magazines and making up stories about them. The student wondered whether similar pictures could be used in therapy to tap into the nature of a patients fantasies.

ADMINISTRATION
The TAT is usually administered to individuals in a quiet room free from interruptions or distractions. The subject sits at the. edge of ~ table or desk next the examiner. The examiner shows the subject a series of story cards taken from the full set of 31 TAT cards. The usual number of cards shown to the subject is between 10 and 14, although Murray recommended the use of 20 cards, administered in two separate one-hour sessions with the subject the original 31 cards were divided into three categories, for use with men only, with women only, or for use with subjects of either sex. Recent practice has moved away from the use of separate sets of cards for men and women.

The subject is then instructed to tell a story about the picture in each card, with specific instructions to include a description of the event in the picture, the developments that led up to the event, the thoughts and feelings of the people in the picture, and the outcome of the Story. The examiner keeps the cards in a pile face down in front of him or her, gives them to the subject one at a time, and asks the subject to place each card face down as its story is completed. Administration of the TAT usually takes about an hour.

RECORDING
Murray's original practice was to take notes by hand on the subject's responses, including his or her nonverbal behaviors. Research has indicated, however, that a great deal of significant material is lost when notes are recorded in this way. As a result, some examiners now use a tape recorder to record subjects' answers. Another option involves asking the subject to write down his or her answers.

INTERPRETATION
There are two basic approaches to interpreting responses to the TAT, called nomothetic and idiographic respectively. Nomothetic interpretation .refers to the practice of establishing norms for answers from subjects m specific age, gender, racial, or educational level groups and then measuring a given subject responses against those norms. Idiographic interpretation refers to evaluating the unique features of the subject's view of the world and relationships. Most psychologists would classify the TAT as better suited to idiographic than nomothetic interpretation.

In interpreting responses to the TAT, examiners typically focus their attention on one of three areas: the content of the stories that the subject tells; the feeling or tone of the stories; or the subject's behaviors apart from responses. These behaviors may include verbal remarks (for example, comments about feeling stressed by the situation or not being a good storyteller) as well as nonverbal actions or signs (blushing, stammering, fidgeting in the chair, difficulties making eye contact with the examiner, etc.) The story content usually reveals the subject's attitudes, fantasies, wishes, inner conflicts, and view of the outside world. The story structure

typically reflects the subject's feelings, assumptions about the world, and an underlying attitude of optimism or pessimism.

RESULTS
The results of the TAT must be interpreted in the context of the subject's personal history, age, sex, level of education, occupation, racial or ethnic identification, first language, and other characteristics that may be important. "Normal" results are difficult to define in a complex multicultural society I like the contemporary United States.

RESEARCH ANALYSIS

LOCATION-LUCKNOW LIST OF CANDIDATES FROM EMPLOYMENT EXCHANGE 199

CANDIDATES CALLED-183

REASONS OF REJECTED CANDIDATES

50%

age graduates 31% 19% already called

CANDIDATE APPEARED-86 CANDIDATE SELECTED-13

NO OF REJECTED CANDIDATES

30 25 20 15 10 5 0 written test observation preliminary interview briefing medical check reference check

REASONS FOR REJECTION

LOCATION- BAREILLY
LIST OF CANDIDATES FROM EMPLOYMENT EXCHANGE-10 CANDIDATES CALLED-67 REASON FOR REJECTION

15%

9%

age graduates already called

76%

CANDIDATES APPEARED-49 CANDIDATES SELECTED-9

25 20 15 10 5 0 observation preliminary interview breifing written test medical check reasons for rejection

CANDIDATE REJECTED-40 FINDINGS

1. More than 50% of staff of Personnel Department is aware of the Recruitment Procedures & Policies. 2. Company gives more emphasis on external candidates by recruiting 70% of workmen from Uttarakhand region while 30% from other states. 3. Company prefers same method of Recruitment for Executive Category, Supervisory Category & for Workmen Category. 4. Most of the employees are satisfied with Recruitment Procedures. 5. Company prefer following modes of Recruitment Employment exchange Personal contact

RECOMMENDATIONS

Employment exchange must send the desired profile only so that screening time and cost of the company is reduced. The cut-off marks in the screening test can be increased so that those candidates who are not eligible are rejected at the entry level by which they can further reduce their cost of hiring.

BIBLIOGRAPHY
1. Human Resource Management Dr.C.B.Gupta 2. www.Vadilalgroup.Com 3. www.Google.Com 4. www.rediff.com `````