RECRUITMENT AND SELECTION

PRESENTED BY:DALJIT KAUR ROLL NO- 120425710 STUDENT MBA FINAL YEAR

ABOUT BISLERI
A brand that pioneered the concept of mineral water, bottled with its distinct green label . Bisleri , is a household name that has 60 % market share in packaged drinking water in India . Bisleri was originally an Italian company created by SIGNOR FELICE BISLERI, who first brought the idea of selling bottled water in India. Bisleri originated in Italy in a place called NOCERA UMBRA from a spring called Angelica. In 1965, it was introduced in Mumbai in glass bottles in two varietes - bubbly & still. In 1969, it was bought over by Parle. Later Parle switched over to PVC non-returnable bottles & finally advanced to PET containers.

The original Parle company was split into three separate companies owned by the different factions of the original Chauhan family:

Parle Bisleri, led by Ramesh Chauhan

Parle products , led by Vijay, Sharad and Anup Chauhan (owner of the brands Parle-G, Melody, Mango Bite, Poppins, Monaco and KrackJack) Parle Agro, led by Prakash Chauhan and his daughters Schauna, Alisha and Nadia (owner of the brands such as Frooti and Appy)

Brief summary about bisleri history :

1949 parle group founded by late jayantilal chuhan started manufacturing soft drink 1951 parle group launches gold orange aerated drink 1965 bisleri introduced in Mumbai in two varieties 1969 parle bay bisleri ltd. Was bought from an Italian enterprenuer named signor

Felice bisleri. It originated in place called nocera umbra from a spring called angelica .
1971 parle group launch limca a lime flavor aerated drink 1974 maaza , mango based drink is launched 1978 thums up , a cola based aerated drink is launched by parle group

1991 bisleri 20 ltr pack is introduced as a home and office economical pack
2000 launch of bada bisleri a 1.2 ltr pack

2005 bislery launch its break away seal , fear factor and play safe
Campaigns which eastablish its purity and safety . bisleri has largest range of 500 ml , 1ltr ,1.2 ltr,5 ltr,20 ltr 2006 bisleri changes its design from blue to green, differentiating itself from The competition, launch natural mountain watter from the himalaya made available in all its purity

2010 bisleri launched limited addition of celebration and celebrate cricket labels in 250 and 500 ml packs. Also launched vedica natural mountain water from Himalaya
2011 bisleri launched stay protected campaign with bissi spreading the message of protect the one you love.

It introduced home product 15 ltr an ideal pack size for home

Vision
To become premium and excel brand among all mineral water companies An India in which every person has uninterrupted access to scientifically purified and fortified drinking water, irrespective of geographical barriers or economic limitations and to make dominant player within all brands

Mission
The Aqua Green Revolution urges us to innovate continuously, to provide every Indian access to scientifically purified and fortified drinking water that is readily available and easily affordable; and to support initiatives that rejuvenate the Earth's natural sources of pristine drinking water.

Values
Trust: Build trust in every single individual who interacts with the brand. Innovation: Approach innovation not as a can-do, but as a must-do. Seamlessness: Integrate smaller goals seamlessly to achieve the larger objective.

Commitment: Sow the seeds of commitment at every step towards the goal.

Bisleri management Bisleri franchise - mineral water plant in Ludhiana ( asianlak health foods ltd.)
Board of directors

Radhe Sham poddar Mr. Neeraj poddar

Executive chairmen Management director

Mr. Gopal poddar

Management director
GM Senior operation

Mr . Abhishek poddar

Admin and HR head Account manager IT head Production manager Excise and taxation head Electric and maintenance head

Mr. R. S. Katoch Mr. Naresh Kumar Mr. Tirath Ram Mr. H .K. Sachdeva Mr. I M Oberai Mr. Gurpal Singh

Project manager Quality manager

Mr. Narayan Mr. Sukhwinder Singh

sales marketing & dispatch

Mr. Parminder singh

Moulding

Mr. S. L. verma

Store department

Mr. Amarjeet singh

transport

Mr. Ranjeet singh

Bisleri Products
It is available in 8 pack sizes: 250ml cups, 250ml bottles, 500ml, 1 litre, 1.5 litre, 2 litre, 5 litre, and 20 litre.

Vedica - Every drop of vedica mountain water fills you with natural benediction.it fed by chaste snow , seasoned with herbs and minerals and purified by natural filters the water gushes from the Himalaya to fill your being with the mysticism of ages gone by
Fizzy soda it is a most recent product of bislery . It is a carbonated water and comes under soft water segment

Facilities and accessories regarding product Chotukool Faucet Stand

Environmental program run by bisleri

One of the guiding principles of the Aqua Green Revolution is to return profits to the environment'.

Bisleri has joined hands with governments, communities and individuals, to preserve our planet's delicate environmental balance. Diverting the rain water into tanks and ponds
JCERT (Jayanti Lal Chauhan Trust ) Water Harvesting

PET recycling

INTRODUCTION
The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. The objective of the study is to analyze the actual recruitment process in bislery, and to evaluate how far this process confirms to the purposes underlying the operational aspects of the industry. How far the process is accepted by it? And what are the options of the family members of the organization? The study on recruitment highlights the need of recruitment in bislery.

DEFINITION
Recruitment is defined as, a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. Edwin B. Flippo defined recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Recruitment is a linking function-joining together those with jobs to fill and those seeking jobs.

TYPES
CENTRALISED RECRUIMENT

BENEFITS Reduces administration costs Better utilization of specialists Uniformity in recruitment Inter-changeability of staff

The recruitment practices of an organisation are centralized when the HR / recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organisation are carried out by the one central HR (or recruitment) department. Centralized from of recruitment is commonly seen in government organisations.

Reduces favouritism
Every department sends requisitions for recruitment to their central office

Decentralized recruitment
It is the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of particular organization. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited in a decentralized manner.

BENEFITS

Distribution of burden of top executive Increased motivation and morale Maintenance of Secrecy

Facilitate effective control and quick decision

Sources of recruitment Internal sources

Persons already working in Merits an organization
Whenever any vacancy arises, someone from within the organization is Increase in Morale Better Selection Economical Internal Labor- turnover is reduced Better Labor-Management Relation

upgraded, transferred, promoted or even demoted.

Demerits

Candidates referred by unions, friends, relatives Check on Young Blood Limited choice and existing employees

Encourages Favoritism

EXTERNAL SOURCES
Students from reputed Merits educational institutions Entry of young blood Candidates forwarded by Wide choice search firms and contractors Less Chances of Favoritism Competition & motivation Candidates responding to the advertisements, issued by the Demerits organization Decrease in Morale of walk-ins interviews Existing Employees Chances of Wrong Selection Costly Source Increase in Labour-turnover Deterioration in Lab ourManagement Relationship

FACTORS EFFECTING RECRUITMENT

the following are the two important factors affecting recruitment:INTERNAL FACTORS recruiting policy temporary and part-time employees recruitment of local citizens engagement of the company in hrp companys size cost of recruitment company's growth and expansion

EXTERNAL FACTORS supply and demand factors unemployment rate labour-market conditions political and legal considerations social factors economic factors technological factors

GENERAL STEPS OF RECRUITMENT

1. 2. 3. 4. 5. 6. 7. Getting the job posted Advertising Receiving applications and resumes Screening of applications and resumes Interviewing candidate Checking reference Requesting the hire of final candidate and submitting the additional required information. 8. Approving the hire request 9. Extending job offers 10. Completing the administrative processes following the acceptance of job offer

ANALYSIS OF STUDY

BEST WAY TO RECRUIT PEOPLE

Chart Showing the Best way to Recruit People is

15%

40% 20%

25%

Advertisement

Walk-ins

Variable

Search Firms

Sources used by company for recruitment

campus job fairs consultants job portals walk-ins others
2% 3%

advertismenta

25% 35%

5%

12% 18%

factors that influenced you the most while considering your current employment

0%

14%

43%

Salary Package

Brand Image
Challenging Role Benefits

43%

Does company disclose the job specification at the time of selection of candidate

0%

7%

Yes No Partially

93%

FINDINGS
Major source for the recruitment of employee are consultant, advertisement and job websites . Advertisements is the most suitable source for hiring middle level employees. Company is not making use of outsourcing for recruitment. Company is using conventional techniques for the recruitment of its employees The company posts jobs on some job website and internet services . The databanks are not properly maintained. It is more file based than computer based

 The dead bio-data are never being destroyed.

Salary comparison is not justifies Manpowers are recruited from private placement consultancy, who are demanding high amount of fees, where as HRD Department is not fully utilised to recruit manpower by advertisement. Manpower is recruited from reliable source however efficiency does not recognize

Suggestion and Recommendation

Company should make use of modern techniques for the recruitment of its employees.

Special emphasis should be given to the skills, knowledge and experience of the applicants in their recruitment.
Employees should be well-informed regarding the recruitment process and criteria for such recruitment. The Data Banks should be computerized. The dead CVs should be destroyed. Salary comparison should be done adequately to retain the old employees.

 External source of recruitment should be given equal importance with internal source Proper inquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes. Each level of employee should be formally inducted and introduced to the Departmental Head. If not all levels, at least Asst. Manager and above category of employees. Manpower recruiting. planning should be followed before

CONCLUSION
Studying the recruitment procedures of Bisleri. Analyzing the respondents answers, opinion survey and data analysis the research I came to a conclusion that Bislery is a growing Company. It has a separate personnel department which is entrusted with the task of carrying out the various efficiently. The business of Bislery is carried on in a very scientific manner. In the saturation point of business it need not waste the time to diversify into the another business. Management understands the business game very well. At the time of difficulty it takes necessary action to solve the problem. Now the personnel department of Bislery is in infancy stage. It always try to modernize the department. It strongly believes in manpower position of the organization because it knows in the absence of M for man all Ms like money, material, machines, methods and motivation are failure. It always tries to develop the human resources. In the absence of right man, material, money, machines all things will not be properly utilized. So it always recruits manpower in a scientific manner.