modified st project

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RECRUITMENT, SELECTION AND TRAINING

TECHNIQUES IN CORPORATE

IN

PARLE BISCUITS PVT LTD

(C/oSHREE NATH JI BAKERS)

VARANASI

A Report Submitted to

Ishan Institute of Management and Technology,

Greater Noida, as a partial fulfillment of

Full time Post Graduate in Management

(Human Resource)

(2009-2011)

Submitted to Submitted by

Dr.D.K.Garg (Chairman) PARUL JAISWAL

IIMT,Greater Noida ENR NO.HRR3031

PGDM (HR)

BATCH-2009-2011

Ishan Institute of Management and Technology

2, KNOWLEDGE Park I,Greater Noida,Distt.G.B. Nagar (U.P.

WEBSITE: www.ishanfamily.com,Email: www.student @ishanfamily.com


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PREFACE

The PGDM programme is well structured and integrated course of business studies. The

main objective of practical training at PGDM level is to develop skill in student by

supplement to the theoretical study of business management in general. Industrial

training helps to gain real life knowledge about the industrial environment and business

practices. The PGDM programme provides student with a fundamental knowledge of

business and organizational functions and activities, as well as an exposure to strategic

thinking of management.

In every professional course, training is an important factor. Professors give us theoretical

knowledge of various subjects in the college but we are practically exposed of such

subjects when we get the training in the organization. It is only the training through

which I come to know that what an industry is and how it works. I can learn about

various departmental operations being performed in the industry, which would, in return,

help me in the future when I will enter the practical field.

Training is an integral part of PGDM and each and every student has to undergo the

training for 2 months in a company and then prepare a project report on the same after the

completion of training.

During this whole training I got a lot of experience and came to know about the

management practices in real that how it differs from those of theoretical knowledge and

the practically in the real life.

In todays globalize world, where cutthroat competition is prevailing in the market,

theoretical knowledge is not sufficient. Beside this one need to have practical knowledge,

which would help an individual in his/her carrier activities and it is true that Experience

is best teacher.


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ACKNOWLEDGEMENT

A successful completion of job is based upon the chain of factors combining together to

make an integral outcome. The cooperation of the factors mixed with sincere effort can

lead to best performance. My project is also no exception to this. So it becomes necessary

to mention this before I start writing the study report.

I take this opportunity to express my deep sense of gratitude to all those who have

contributed significantly by sharing their knowledge and experience in the completion of

this project work.

I would like to place on record, my sincere gratitude to my company guide Mr. Brijesh

Dubey (HR Manager Parle Products Pvt. Ltd), Mr. Ankur Sharma, and Mr. Chandan Paul

sir for giving me support, guidance & opportunity to do my summer internship with Parle

Products Pvt. Ltd .

Special thanks to our honorable Chairman sir Mr.D.K.Garg who give me guidance time

to time for my quires.

I am also thankful to all my other friends, family and all the staff members, workers of

the company, for cooperating with me at every stage of the project.

They all acted as a continuous source of inspiration and motivated me throughout the

duration of the project and helping me a lot in completing this project.


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DECLARATION

The summer training project on RECRUITMENT SELECTION A ND TRAININGTECHNIQUES IN CORPORATE under the guidance of Mr.Brijesh Dubey is the

original work done by me. This is the property of the Institute and use of this report

without prior permission of the Institute will be considered illegal and actionable.

Date: Signature:

Parul Jaiswal

Enr no.HRR 3031


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EXECUTIVE SUMMARY

The main purpose behind choosing this topic is that practical knowledge about the majorfunctions of HRM like Recruitment, Selection, Training and Development can be

acquired. Practical exposures of the following activities would help to understand them in

a much better way. All such major activities are required in the working life of a worker-

from the time of his/her entry into an organization until he/she leaves-come under the

preview of HRM. In order to be a successful HR Manager one must have the in depth

knowledge of such important functions. So I have chosen this topic. This study would

also help me to give my own suggestions, changes if required related to such topics.

Recruitment & Selection is considered as a necessary asset of a company. In fact,

recruitment and selection gives a home ground to the organization acumen that is needed

for proper functioning of the organization. Its a methodology in which the particular

organization works and how a new candidate could be recruited in such a way that he/she

would be fitted for the right kind of career.

It is said if right person is appointed at right place the half work has been done. 98% of

organizational success depends upon the selection process.

In this project I have tried to cover all the important point that should be kept in mind for

recruitment and selection process and tried to find out which methods, sources are

adopted and various other information related to recruitment and selection and tried to

come to a conclusion.

Parle has a well-articulated equal opportunity policy, which lays strong emphasis on

hiring of individuals irrespective of age, race, caste or gender. As the best practice in

recruitment.


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Executive are the most valuable assets of an organization. The manager is the dynamic

life giving element of an organization. The success and growth of an organization largely

depends upon the caliber and performance of its executives. Therefore every organization

must improve the quality of its managers through the process of training and

development.

In simple terms, development is defined as an unfolding long term educational process

that utilizes a systematic and organized procedure by which managerial personnel learn

conceptual and theoretical knowledge for general purpose.

Training and development is a systematic process of learning and growth by which

managerial personnel gain and apply knowledge, skills, attitudes and insights to manage

the work in their organizations effectively and efficiently.

Training and development consists of all the means by which employees learn to improve

their behaviour and performance. It is designed to improve the effectiveness of managers

in their present jobs and prepare them for higher jobs in the future. According to Flippo,

Training and development includes the process by which managers and executives

acquire not only skills and competency in their present jobs but also capabilities for

future managerial tasks of increasing difficulty and scope.

Thus Training and development is any planned effort to improve current and future

effectiveness through a planned and deliberate process of learning.


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LITERATURE REVIEW

Human resource management is the management of employees skill, knowledge

abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting

Human Resource Management. They are labor management, labor administration, labour

management relationship, employee employer relationship, industrial relationship,

human capital management, human assent management etc. Though these terms can be

used differently widely, the basic nature of distinction lies in the scope or coverage and

evolutionary stage. In simple, human resource management means employing people,

developing their resources, utilizing, maintaining and compensating their services in tune

with the job and organizational requirements.

HR policies ensure that everyone is treated fairly and consistently and that their

contributions to the success of the Company are appropriately recognized and rewarded.

All employees shall be fully aware of what the Company expects of them and what they,in return, should expect from the Company. HR Policies summarize the Company's

responsibility to individuals and their responsibility to the Company.


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SUMMARY OF KEY ELEMENTS OF POLICIES

Recruitment

Edwin B Flippo defines recruitment as the process of searching for prospective

employees and stimulating them to apply for the jobs in the organization.

It is the Companys policy to recruit on merit, regardless of sex, trade union membership,

race, or religion. Wherever possible, existing employees will have an opportunity to

apply for vacancy/ promotion opportunities. The company is responsible for developing

recruitment and selection procedures/techniques which support this policy.

Selection

According to Thomas Selection is the process of differentiating between applicants in

order to identify those with greater likelihood of success in the job.

After identifying the sources of human resources, searching for prospective employees

and stimulation helps too apply for jobs in an organization, the management has to

perform the function of selecting the right man at right job and at the right time.

Training and development

Organized activity aimed at imparting information and/or instructions to improve the

recipient'sperformanceor to help him or her attain arequiredlevel ofknowledge orskill.

In simple terms, development is defined as an unfolding long term educational process

that utilizes a systematic and organized procedure by which managerial personnel learn

conceptual and theoretical knowledge for general purpose.


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All newly appointed employees should be integrated into their new roles through a

supervised training programme and therefore be given appropriate support and guidance

until they are fully competent to do the job.

The Company recognizes that its people are the key to our future success. Through

performance management processes the Company aims to sure that all employees know

what is expected of them and possess the necessary skills, knowledge, values and

experience to achieve the highest level of performance of which they are capable.

Reward and Motivation

It is the Companys policy to reward with fair and competitive salary and benefit

packages and an opportunity to share in the success of the business. All elements of

reward are designed to support the achievement of desired behaviour, values and

standards as well as high performance and continuous improvement/development. Within

each of the subsidiary companies, reward procedures and mechanisms shall be accessible

and transparent, and applied consistently. The Company also recognizes that pay/benefit

is only one element of reward like Gratuity, Attendance Bonus etc.

The company gives promotion as a tool to motivation. T he company gives promotion for

4 times during the service period.

Equity Diversity and Dignity at work

The Company's employment policies are based on the principles of equality and

diversity, this being in the belief that the elimination of unfair discrimination in the

workplace contributes to productivity and performance as it allows people's talents to be

most effectively utilized. The managing director of each subsidiary is accountable for

ensuring that these principles are followed and for establishing appropriate action plans

for their business.


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The Company is committed to the dignity at work and fair treatment of all colleagues.

The managing director of each subsidiary is accountable for ensuring that procedures are

in place for resolving any grievance or harassment issue which colleagues may have in

connection with their employment.


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TABLE OF CONTENT

S. NO. TOPICS PAGENO.

CHAPTER-1 OBJECTIVE 13-14

CHAPTER-2 FMCG SECTOR 15-19

CHAPTER-3 BUSCUIT INDUSTRY 20-27

CHAPTER-4 COMPANY PROFILE 28-37

CHAPTER-5 RECRUITMENT,SELECTION AND

TRINING TECHNIQUES IN PARLE

38-75

CHAPTER-6 EMPLOYEES OPINION TOWARDS HR

POLICIES OF PARLE

76-85

CHAPTER-7 GOVERNMENT POLICIES RELATED TO

PARLE

86-101

CHAPTER-8 EMPLOYEE WELFARE PROGRAMME INPARLE

102-106

CHAPTER-9 FINDINGS 107-108

CHAPTER-10 SUGGESTIONS 109

CHAPTER-11 LIMITATION 110

CHAPTER-12 LEARNINGS 111-113

CHAPTER-13 BIBLIOGRAPHY 114

CHAPTER-14 QUESTIONNAIRE 115


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CHAPTER-1

OBJECTIVES OF THE PROJECT

Meaning of Objective

The word objective is commonly used in any assignment means goal intended to be

attained. It means what we actually want out of that project undertaken. My project was

RECRUITMENT, SELECTION AND TRAINING TECHNIQUES IN CORPORATE

which includes recruitment, selection, training and welfare activities of the company.

I emphasized on my topic, but apart from the topic given I had certain objective that I had

to fulfill during my project work.

The main objective behind this project is the following:

y To know the recruitment policies of the companyy To know about the sources of recruitment through which the Organization gets

suitable application

y To know the selection process which includes steps of selection, types of test,types of interview

y To know the difference between selection and recruitmenty To know the various training programmesy To know the role of HRD in the development of Parle


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y To understand the various process of training in Parley To know the organizational culture.y To know the welfare activities apart from recruitment, selection, training.y To know how training programmes are conducted.y To know the objectives of various training institutes of the company.


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CHAPTER-2

FMCG SECTOR

The Indian FMCG sector is the fourth largest sector in the economy with a total market

size in excess of US$ 13.1 billion. It has a strong MNC presence and is characterized by a

well-established distribution network, intense competition between the organized and

unorganized segments and low operational cost. Availability of key raw materials,

cheaper labour costs and presence across the entire value chain gives India a competitive

advantage.

The FMCG market is set to treble from US$ 11.6 billion in 2003 to US$ 33.4 billion in

2015. Penetration level as well as per capita consumption in most product categories like

jams, toothpaste, skin care, hair wash etc in India is low indicating the untapped market

potential. Burgeoning Indian population, particularly the middle class and the rural

segments, presents an opportunity to makers of branded products to convert consumers to

branded products.

Growth is also likely to come from consumer 'upgrading' in the matured product

categories. With 200 million people expected to shift to processed and packaged food by2010, India needs around US$ 28 billion of investment in the food-processing industry.

Automatic investment approval (including foreign technology agreements within

specified norms), up to 100 per cent foreign equity or 100 per cent for NRI and Overseas

Corporate Bodies(OCBs) investment, is allowed for most of the food processing sector.

Fast Moving Consumer Goods (FMCG) goods are popularly named as consumer

packaged goods. Items in this category include all consumables (other than

groceries/pulses) people buy at regular intervals. The most common in the list are toilet

soaps, detergents, shampoos, toothpaste, shaving products, shoe polish, packaged

foodstuff, and household accessories and extends to certain electronic goods. These items

are meant for daily of frequent consumption and have a high return. A major portion of

the monthly budget of each for FMCG products.


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Sector outlook

FMCG is the fourth largest sector in the Indian Economy with a total market size of Rs.

60,000 crores. FMCG sector generates 5% of total factory employment in the country and

is creating employment for three million people, especially in small towns and ruralIndia.

Scope of FMCG Sector

y The Indian FMCG sector with a market size of US$13.1 billion is the fourthlargest sector in the economy.

y A well-established distribution network, intense competition between theorganized and unorganized segments characterizes the sector.

y FMCG Sector is expected to grow by over 60% by 2010. That will translate intoan annual growth of 10% over a 5-year period.

y It has been estimated that FMCG sector will rise from around Rs 56,500 crores in2005 to Rs 92,100 crores in 2010. Hair care, household care, male grooming,

female hygiene, and the chocolates and confectionery categories are estimated to

be the fastest growing segments, says an HSBC report.

y Though the sector witnessed a slower growth in 2002-2004, it has been able tomake a fine recovery since then.

Growth Prospects

With the presence of 12.2% of the world population in the villages of India, the Indian

rural FMCG market is something no one can overlook. Increased focus on farm sector

will boost rural incomes, hence providing better growth prospects to the FMCG

companies. Better infrastructure facilities will improve their supply chain.

FMCG sector is also likely to benefit from growing demand in the market. Because of

the low per capita consumption for almost all the products in the country, FMCG

companies have immense possibilities for growth. And if the companies are able to


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change the mindset of the consumers, i.e. if they are able to take the consumers to

branded products and offer new generation products, they would be able to generate

higher growth in the near future.

It is expected that the rural income will rise in 2007, boosting purchasing power in the

countryside. However, the demand in urban areas would be the key growth driver over

the long term. Also, increase in the urban population, along with increase in income

levels and the availability of new categories, would help the urban areas maintain their

position in terms of consumption. At present, urban India accounts for 66% of total

FMCG consumption, with rural India accounting for the remaining 34%. However, rural

India accounts for more than 40% consumption in major FMCG categories such as

personal care, fabric care, and hot beverages. In urban areas, home and personal care

category, including skin care, household care and feminine hygiene, will keep growing at

relatively attractive rates. Within the foods segment, it is estimated that processed foods,

bakery, and dairy are long-term growth categories in both rural and urban areas.

For example, Hindustan Levers Limited (HLL) has shown a healthy growth in the last

quarter. An estimated double-digit growth over the next few years shows that the good

times are likely to continue.

Recent development in Fast Moving Consumer Goods

FMCG sector is no doubt registering an uptrend in growth. According to CNBC, FMCG

sector growth story will continue because of the positive budget. Nevertheless, there are

some barriers to the growth of the sector. Indirect taxes constitute no less than 35% of the

total cost of consumer products - the highest in Asia. Last year, Finance Minister

proposed to introduce an integrated Goods and Service Tax by A pril 2010.This is an

exceptionally good move because the growth of consumption, production, and

employment is directly proportionate to reduction in indirect taxes


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Budget 2008-2009 for FMCG Sector

Reduction of duty on edible oil will have a positive impact on Marico.

Full exemption of excise duty on biscuits priced at 50 rupees or less per kg is

positive for ITC, Britannia, and Parle.

Reduction of custom duty on food processing machinery and their parts from

7.5% to 5%.

Reduction of excise duty on food mixes from 16% or 8% to nil is positive for

ITC.

Development of rural infrastructure is in focus, which is beneficial for FMCG

companies because it is a big market for FMCGs. Better infrastructure will

improve the supply chain.

Exemption of free samples and displays from the purview of FBT will be

beneficial for FMCG companies because they spend huge amount of money on

advertising and brand building. HLL, Dabur, ITC, and Marico will be amongst the

most benefited companies.

HR Trend in FMCG Sector

HR IN FAST moving consumer goods (FMCG) firms is progressively being pushed

down the line, providing an opportunity to build partnerships and ensure business units

exhibit a level of self-management when it comes to HR responsibilities. A recent survey

of FMCG companies found that even in companies with several sites, HR still commonly

remains a centralized function. As company size increases to more than 1,000 employees,

HR tends to take on a more decentralized structure, often with site HR managers

reporting into a central HR head office.

The survey examined the HR practices of 58 FMCG companies such as CadburySchweppes, Coca-Cola Amatil, Colgate-Palmolive, GlaxoSmithKline, Lion Nathan and

Unilever.It also found that training and development was most common HR KPI for

coming 12 months (45 per cent), followed by staff retention (29 per cent), culture change

(21 per cent) and performance management (21 per cent).


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The survey also revealed that paid parental leave is becoming commonplace, with 54 per

cent of FMCG companies providing paid parental leave for females with 35 per cent also

providing a similar policy for males. Another 21 per cent indicated an intention to

introduce paid parental leave in the next 12 months.

Financial incentives, training and development and career development opportunities

rated as the most effective retention strategies, while the median staff turnover rate for

FMCG firms was 11 per cent (comprising 8 per cent voluntary departures and 3 per cent

involuntary departures).

The survey found the majority of FMCG firms within Australia have a formal

redundancy policy. Interestingly these policies are generally not written into employee

contracts and two-thirds of firms do not publicize the fact that they have redundancy

policies.


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CHAPTER-3

BISCUIT INDUSTRY IN INDIA

Indian Biscuits Industry is the largest among all the food industries and has a turnover of

around Rs.3000 crores. India is known to be the second largest manufacturer of biscuits,

the first being USA. It is classified under two sectors: organized and unorganized. Bread

and biscuits are the major part of the bakery industry and covers around 80 percent of the

total bakery products in India. Biscuits stand at a higher value and production level than

bread. This belongs to the unorganized sector of the bakery Industry and covers over 70%

of the total production.

India Biscuits Industry came into limelight and started gaining a sound status in the

bakery industry in the later part of 20th century when the urbanized society called for

readymade food products at a tenable cost. Biscuits were assumed as sick-man's diet in

earlier days. Now, it has become one of the most loved fast food products for every age

group. Biscuits are easy to carry, tasty to eat, cholesterol free and reasonable at cost.

States that have the larger intake of biscuits are Maharashtra, West Bengal, Andhra

Pradesh, Karnataka, and Uttar Pradesh. Maharashtra and West Bengal, the most

industrially developed states, hold the maximum amount of consumption of biscuits.

Even, the rural sector consumes around 55 percent of the biscuits in the bakery products.

The total production of bakery products have raised from 5.19 lakh tones in 1975 to

18.95 lakh tonnes in 1990. Biscuits contributes to over 33 percent of the total production

of bakery and above 79 percent of the biscuits are manufactured by the small scale sector

of bakery industry comprising both factory and non-factory unit.

The production capacity of wafer biscuits is 60 MT and the cost is Rs.56,78,400 with a

motive power of 25 K.W. Indian biscuit industry has occupied around 55-60 percent of

the entire bakery production. Few years back, large scale bakery manufacturers like

Cadbury, nestle, and broke- bond tried to trade in the biscuit industry but couldn't hit the

market because of the local companies that produced only biscuits.


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The Federation of Biscuit Manufacturers of India (FBMI) has confirmed a bright future

of India Biscuits Industry. According to FBMI, a steady growth of 15 percent per annum

in the next 10 years will be achieved by the biscuit industry of India. Besides, the export

of biscuits will also surpass the target and hit the global market successfully.

Federation of Biscuit Industry

Established in 1950, from gathering of CEOs of small, medium and large Biscuit

manufacturing organizations in the countrys capital city, the Federation of Biscuit

Manufacturers of India, popularly known as FBMI has come to stay as the premier forum

of the organized segment the biscuit industry in India, by virtue of its effective servicingand result oriented activities, with the prime objective of protecting and promoting the

interests and development of the Biscuit industry.

During the five and a half decades of post-independent India, the biscuit industry in the

country has achieved a position of pre-eminence as the third largest producer of Biscuits

in the world, after the USA and china.

The FBMI, its members and leadership, have played a pivotal role in the unprecedented

growth, development and reach into all parts of the huge domestic market in India, as

also in exports of biscuits.

The FBMI represents the organized biscuit industry consisting of small scale, medium

and large biscuit manufacturers located in all zones and all States of the country. As the

apex body of the biscuit industry, the Federation strives to serve its members in particular

and the biscuit industry in general.

As an integral part of the industrial scenario in the country and belonging to the food

processing sector which has been identified as the sunrise group of industries by the

Government of India, biscuits along with similar packaged food products, have a place of

pride.


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The FBMI estimates indicate that the proportion of biscuit production in the country, in

the organized and unorganized segments of manufacturing is 60%: 40%. (Please see

Biscuit Industry Profile for further detailed data/information).

The following information on the Biscuit Industry in India is provided by the Federation

of Biscuit Manufacturers of India-

Biscuit industry in India in the organized sector produces around 60% of the total

production, the balance 40% being contributed by the unorganized bakeries. The industry

consists of two large scale manufacturers, around 50 medium scale brands and small

scale units ranging up to 2500 units in the country, as at 2000-01. The unorganized sector

is estimated to have approximately 30,000 small & tiny bakeries across the country.

1. The annual turnover of the organized sector of the biscuit manufacturers (as at2001-02) is Rs. 4,350 crores.

2. In terms of volume biscuit production by the organized segment in 2001-02 isestimated at 1.30 million tones. The major Brands of biscuits are - Britannia, Parle

Bakeman, Priya Gold, Elite, Cremica, Dukes, Anupam, Horlicks, Craze, Nezone,

besides various regional/State brands.

3. Biscuit industry which was till then reserved in the SSI Sector, was unreserved in1997-98, in accordance with the Govt Policy, based on the recommendations of

the Abide Hussain Committee.

4. The annual production of biscuit in the organized sector continues to be predominantly in the small and medium sale sector before and after de-

reservation. The annual production was around 7.4 Lakh tones in 1997-98 in the

next five years, biscuit production witnessed an annual growth of 10% to 12%, up

to 1999-00.

5. The annual Growth showed a decline of 3.5% in 2000-01, mainly due to 100%hike in Central Excise Duty (from 9% to 16%). Production in the year 2001-02

increased very marginally by 2.75% where in 2002-03 the growth is around 3%.


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The Union Budget for 2003-04 granted 50% reduction in the rate of Excise Duty on

Biscuit i.e. from 16% to 8%. The Federation's estimate for the current year indicates a

growth of approximately 8% to 9%.

However the average utilization of installed capacity by biscuit manufacturers in thecountry has been a dismal 60% over the last decade up to 2001-02.

6. Though dereservation resulted in a few MNCs, i.e. Sara Lee, KelloggsSmithKline Beecham, Heinz etc entering the biscuit industry in India, most of

them, with the exception of SmithKline Beecham (Horlicks Biscuits), have ceased

production in the country.

7.

On the other hand, import of biscuits, especially in the high price segment hasstarted from 1998-99, but however, the quantum of imports has not so far

increased alarmingly and has remained at around 3.75% of the consumption of

biscuits in the country in the year 2001-02. However, recent imports from china

industries cheaper verities of biscuit, needs to be examined with cautions,

especially in the context of the price as the low margin based domestic industry,

which is operating at 60 % of the total installed capital. Exports of biscuits from

India have been to the extent of 5.5% of the total production. Export is expected

to grow only in the year 2003-04 and beyond.

Biscuit is a hygienically packaged nutritious snack food available at very competitive

prices, volumes and different tastes. According to the NCAER Study, biscuit is

predominantly consumed by people from the lower strata of society, particularly children

in both rural and urban areas with an average monthly income of Rs. 750.00.


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Biscuit can he broadly categorized into the following segments:

(Based on productions of 2000-10)

Product category Production

Glucose 44%

Marie 13%

Cream 10%

Crackers 13%

Milk 12%

Others 8%

8. In recognition of industry's obligations towards the community, being a part of it,biscuit manufacturers supply biscuits to the social welfare agencies in all States

for the benefit of school children, senior citizens and other needy sections of the

society. FBMI Members have always responded positively to our appeal as also by the Government, to rush truck loads of biscuits to the people affected by

earthquakes, floods, famine etc. Our industry has also participated in supplying

biscuits to the people of war ravaged Afghanistan and presently to the Iraqi

people, under the aegis of the UN.

9. As regards the consumption pattern is concerned. surveys and estimates byindustry from time to time indicate the average consumption scenario in the four

Zones have been more or less close to each other, as below:


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Northern States:

Southern States: 24%

Western States: 25%

Eastern States: 23%

10.Though India is considered as the third largest producer of Biscuits after USA andChina, the per capita consumption of biscuits in our country is only 2.1 Kg.,

compared to more than 10 kg in the USA, UK and West European countries and

above 4.25 kg in south East Asian countries, Le. Singapore, Hong Kong,

Thailand, Indonesia etc. China has a per capita consumption of 1.90 kg, while in

the case of Japan it is estimated at 7.5 kg.

11.In view of the meager per capita consumption even as penetration of biscuitsmanufactured by the organized sector, into rural areas in India, has been very

good during the last 10 years, as also in the metro and other cities, small towns

etc. However, in spite of this, the industry has not been able to utilize about half

of their installed capacities.

12.Biscuit is a comparatively low margin food product in the PMCG (Packaged MassConsumption Goods) sector. The commodity is also price sensitive, as a

consequence of which, even when the Excise Duty was doubled on biscuits in

2000-01 biscuit manufacturers, including the major brands, were not able hike

MRPs to the extent of the steep increase in the Duty. Taxation, both Central

Excise Duty as also State Sales Tax, other miscellaneous levies i.e. turnover tax,

local area tax, mandi taxes, purchase tax, octroi etc , has been a major deterrent in

the growth of the biscuit industry. The CII Study Report has identified Biscuit as

one of the products that should treated as "Merit Good for the purpose of liberal

tax policy both by the Centre and States.

13.Besides lack of technology up gradation in manufacturing, packaging etc has also been a factor affecting our industry, along with inadequate financial credit and

support particularly for the medium and small scale biscuit units.


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14.On the other hand, the Government of India has identified food processingindustries as a priority area to be encouraged for growth and development and

created the Ministry of Food Processing Industries (which was till then a Dept in

the Ministry ofAgriculture), headed by an Ministry of State with Independent

charge.

15.The Food Processing Ministry has been rendering yeomen service to the industry,of which biscuit manufacturing is an important part. The Ministry, with the

objective of enabling food processing Industries to undertake technology up

gradation diversification. Expansion as also to set up new units has formulated

scheme of Grants and Financial Assistance.

16.Other areas of concern to industries of food products like Biscuits includemultiplicity of food laws and their enforcing agencies in the Central and State

Governments with overlapping functions & implementation. At the persistent

instance of industry organizations including FBMI the Ministry of FPI took the

initiative in evolving an Integrated Food Act, harmonizing the existing

multifarious legislations enabling better compliance. The Draft Unfiled Food Bill

2002 has been prepared and now awaits approval by the Cabinet and the

Parliament, which will fulfill an important need of the industry and pave way foraccelerated development and growth.

17.Biscuit manufacturing as well as other bakery products like Bread etc are agro based industries, with the major inputs - wheat flour/atta sugar, milk

vanaspati/vegetable oil etc all being agriculture produces.

18.Industries such as Biscuit are also languishing as they are not able to achieve theirpotentials for higher production, in the absence of the concrete food Processing

Industry Policy. FBMI in close coordination with other organizations and apex

Chambers, initiated to urge the Govt of India to formulate a comprehensive Policy

Document, for smooth growth and harmonious development of the industry. The

Food Processing Industry Policy, which has been evolved as a result of various

workshops, deliberations and representations by a large cross section of food


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processing industries, is yet to be finalized. It is hoped that the Ministry of Food

Processing Industries, GOI would initiate action for implementation of the Policy

expeditiously.

19.Biscuit Production- According to the production figures of members available upto the calendar year 2003, the total production was 625000 tones as against

475000 tons in the previous year. The production of biscuit for the last 11 years is

as under:

Year Production(in tones)

1993 167750

1994 180526

1995 202567

1996 222371

1997 362000

1998 400000

1999 425000

2000 450000

2001 465000

2002 475000

2003 625000


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CHAPTER-4

COMPANY PROFILE

y A cream colored yellow stripped wrapper with a cute baby photo containing 10 12 biscuits with the companys name printed in Red are Parle G biscuits. Times

changed, variety of biscuits did come and go but nothing has changed with these

biscuits. Yes, the size of their packing has definitely changed but for the

consumers good as these are money savers pack.

y The Parle name conjures up fond memories across the length and breadth of thecountry. After all, since 1929 the people of India have been growing up on Parle

biscuits & sweets. Initially a small factory was set up in the suburbs of Mumbai

city, to manufacture sweets and toffees.

y In 1939, Parle Products began manufacturing biscuits, in addition to sweets andtoffees. Having already established a reputation for quality, the Parle brand name

grew in strength with this diversification.

y Parle Glucose and Parle Monaco were the first brand of biscuits to be introduced,which later went to become leading names for great taste and quality. For around75 years, Parle have been manufacturing quality biscuits and confectionery

Products. Over the years Parle has grown to become a multimillion-dollar

company with many of the products as market leaders in their category.

y The recent introduction of Hide & Seek chocolate chip biscuits is a product ofinnovation and caters to a new taste, being Indias first ever chocolate-chip

biscuits. All Parle products are manufactured under most hygiene conditions.

Great care is exercised in the selection and quality control of raw material and

standards ensured at every stage of the manufacturing process.

y Parle products have 4 manufacturing units for biscuits and confectionaries atMumbai, Haryana, Rajasthan and Karnataka. It also has 14 manufacturing units

for confectionaries, on contract. All these factories are located at strategic

locations, so as to ensure a constant output & easy distribution.


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y Today, Parle enjoy a 40% share of the total biscuits market and a 15% share ofthe total confectionaries market, in India. The marketing mix of Parle for this

project has been studied from the point to point view of Parle biscuits; mainly

Parle-G and Parle Hide & Seek. Parle Products is a Private Sector Organization

that offers services in FMCG with Annual Total Turnover of 1000-2500 Crs and

with Employee Strength of 2501 -5000.

Vision

The main vision of Parle-G to concentrate on consumer tastes .

Mission

MISSION Hindustan Ki Taakat. For over 65 years, Parle G has been a part.

Work culture of Parle

Parle has a very open work culture. Our work atmosphere is comfortable and relaxed that

helps increase productivity and efficiency.

Group lunches and outstation team-building exercises that augment inter-personal

relations and mutual understanding are part of our work culture.

We organize discussion forums and training programs on stress management and

employee well being. Yoga trainings, health check-up camps and workshops on healthy

lifestyle are regular events in Parle.

Parle society Parle Pariwaar

Parle Products with its wide platter of offering of biscuits and sweets like Parle-G,

Krackjack, Monaco, Melody, Mango bite and many others since 1929 is also actively

engaged to change & uplift the social face of India. As a part of Corporate Social

Responsibility Policy Parle is keenly involved in the overall development of younger


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generation with focused endeavor to built New Face of India and spread happiness & joy

all over.

Parle Centre of Excellence as an institution is dedicated to enrich the lives of people

through conducting various cultural programs across all region to facilitate the all round

development of the children. Every year, Parle organizes Saraswati Vandana in the state

of West Bengal during the festival of Saraswati Puja, inviting schools from all across the

state to participate. The event is one of much fanfare and celebration, keeping alive the

culture and traditions of ages. Our involvement in cultural activities has seen the

inception of Golu Galata in Tamil Nadu, held during Navratri. Its gives a platform to all

the members of a household to showcase their creativity and being judged by immanent

personalities. Thousands of families participate and celebrate the occasion on a grand

scale.

These events give us a chance to interact with children on a one-to-one basis, and

promote our belief of fun and health for the whole family.

PARLE SARSWATI VANADANA

Every year a grand programme is organized by Parle in Kolkata to felicitate the winners.

Dedicated to enriching the lives of people across India, the Parle Centre of Excellence

has been keenly involved with promoting programmes to facilitate the all-round

development of children. Parle Saraswati Vandana, one of its initiatives, is an inter-

school contest based on the Saraswati Puja celebrations. It gives the children an

opportunity to exhibit their creative skills and makes the celebrations even more special

in the process. Started in the year 2002 in Kolkata, it has seen a tremendous increase in

the number of schools participating each year, with entries coming from schools of WestBengal. Here eminent personalities from the field of literature, education, art, films,

media and politics grace the occasion. Performances by popular artistes make it a night to

remember for every invitee present there. The awards and adulation makes it

unforgettable for the winners.


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GOLU GALATA

Parle Products is in the business of manufacturing and marketing biscuits and

confectioneries since 1929. Over these years Parle has been active across regions

conducting various social activities as part of our Corporate Social Responsibility policy.

In Tamil Nadu, traditionally, women decorate various dolls made of clay during

Navaratri celebrations by setting up 7-9 steps. This display is well decorated and friends

and relatives are invited to witness the same. Through a detailed research, Parle found

that due to time pressures, this tradition is slowly dying and is getting restricted to a

select few households

Thus, to revive the fading event, Parle introduced this novel promotion called Parle Golu

Galata contest. Golu means Doll & Galata means Dhammal.


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Products of Parle

20-20Biscuits

Rich butter and tempting cashews. An irresistible combination. Parle Twenty-20 cookies.

Baked to perfection to deliver the perfect experience of taste and aroma, they melt in your

mouth to give you a cookie eating experience unlike one you have ever had before. So

what are you waiting for? Go ahead and pick one up and enjoy a feast of crunchy, crispy

scrumptious cookies.

Bourbon Cream Biscuits

Our bourbon cream biscuits connoisseurs will find their fetish become more rewarding.

Deliciously sugar coated these Bourbons come with a chocolate cream centre, making

them an irresistible temptation for all times.


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Chocolate Cream Biscuits

Wholesome chocolaty goodness now enveloped in crispy biscuits with Parle Chocolate

Cream Treat. Ingredient list: Wheat Flour, Sugar, Partially Hydrogenated Edible

Vegetable Oils, Invert Syrup, Cocoa Solids, Milk Solids, Salt, Leavening Agents [ 503 (

ii ), 500 ( ii ) ], Emulsifiers [ 322 or 471 & 481 ( I ) ] and Dough Conditioners [ 223 ].

Contains Added Flavours [Artificial].

Crispy Cracker Nimkin Biscuits

A crispy cracker nimkin biscuits that adds a namkeen zing to the usual biscuit. Goes well

with a cup of tea, an evening snack or an occasional namkeen thought. Just bite in and let

the rich golden texture melt in your mouth. Ingredient list: Wheat Flour, Edible

Vegetable Oil, Partially Hydrogenated Edible Vegetable Oils, Sugar, Leavening Agents [

503 ( ii ), 500 ( ii ), 341 (i) ], Salt, Invert S .

Elaichi Cream Biscuits


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Enriched with the goodness of elachi, this cream biscuit will indulge your taste buds. The

natural tasting cream will ensure you a treat you won't forget. Ingredient list: "Wheat

Flour, Sugar, Partially Hydrogenated Edible Vegetable Oils, Invert Syrup, Milk Solids,

Salt, Leavening Agents [ 503 ( ii ), 500 ( ii ) ], Emulsifiers [ 322 or 471 & 481 ( i ) ] and

Dough Conditioners ( 223 ). Contain.

Market share of Parle

The Indian biscuitindustry is dominated by brands like Parle, Britannia and Sun feast.


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Consumption Pattern across Various Regions

Major competitors of Parle

Parle Products Pvt. Ltd: Established In 1929, company has factories in Mumbai,Bangalore, Bahadurgarh in Haryana and Neemrana in Rajasthan, Additionally, ParleProducts also has 7 manufacturing units and 51 manufacturing units on contract.

Company has about approximate market share of 30-35% of the total biscuitmarket.Parle-G accounts forthemajor volumeturnoverit accounts for approximately80% ofthe

totalbiscuittonnage forthecompany.

Key Products : Parle - G , Hide and Seek ,Krackjack ,Hide & Seek Milano ,Magix,Digestive Marie ,Monaco ,Parle Marie ,Kreams ,Milk Shakti ,Parle 20-20 Cookies,Golden arcs ,Nimkin ,Kreams Gold ,Chox ,Monaco Jeera.

Surya Food & Agro Ltd: Manufacturing & selling of biscuits under brandPriyagold. Company has three plants located in Greater Noida, Luck now & Surat.They also outsource some of our requirements to another plant located in Hyderabad.Capacities have reached 1, 50,000 MT p.a.

Key Products : Classic Cream , Butter Bite ,Kids Cream ,Bourbon ,Big Boss ,MarieLite ,Magic Gold ,CNC ,Cheese Cracker ,Snacks Zig Zag ,Don ,Coconut Crunch,Cheez Bit Classic Salt ,Chatpata


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Britannia Industries Ltd. :Net sales for FY 2008-09 are Rs 3,112.2 Cr. For FY 07-08 biscuits recorded sales of Rs. 2,329.9 Cr.

Key Products Tiger, Good Day, Bourbon, 50-50, Treat Milk Bikis, Marie Gold,NutriChoice, Timepass, and Little Hearts

ITC Ltd: In July 2003, ITC forayed into the Biscuits market with the Sun feast rangeof Glucose, Marie and Cream Biscuits. Sun feast with a current market share of ~10%is now clearly established as a credible third brand.

Key Products : Sun feast Milky Magic ,Sun feast Marie Light ,Sun feast GoldenBakery ,Sun feast Dark Fantasy ,Sun feast Dream Cream ,Sun feast Snacky ,Sun feastsweet 'n salt ,Sun feast Nice ,Sun feast Benne Vita Flaxseed Biscuits ,Sun feastSpecial


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Organizational Structure of Parle

TOP MANAGEMENT

DIRECTOR

MIDDLE MANAGEMENT LOWER MANAGEMENT

PARLE OFFICER

HR MANAGER

PRODUCTION MANAGER

TRANSPORT MANAGER

ACCOUNTANT

SHIFTING INCHARGE

SUPERVISOR

MIXING

ROTARY

OVEN

SORTING

FILLER

SEALING

DISPATCHING


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CHAPTER-5

RECRUITMENT, SELECTION AND TRAINING TECHNIQUES IN

PARLE GROUP

RECRUITMENT

Recruitment is almost central to any management process and failure in recruitment can

create difficulties for any company including an adverse effect on its profitability and

inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor

shortages, or problems in management decision making and the recruitment processcould itself be improved by following management theories.

Meaning of Recruitment

According to Edwin B. Flippo, recruitment is the process of searching the candidates for

employment and stimulating them to apply for jobs in the organization. Recruitment is

the activity that links the employers and the job seekers. A few definitions of recruitment

are:

A process of finding and attracting capable applicants for employment. The process

begins when new recruits are sought and ends when their applications are submitted. The

result is a pool of applications from which new employees are selected.

It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate

numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a

pool of prospective employees for the organization so that the management can select the

right candidate for the right job from this pool. The main objective of the recruitment


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process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of

qualified applicants for the future human resources needs even though specific vacancies

do not exist. Usually, the recruitment process starts when a manger initiates an employee

requisition for a specific vacancy or an anticipated vacancy.

Sources of Recruitment

Every organization has the option of choosing the candidates for its recruitment processes

from two kinds of sources: internal and external sources. The sources within the

organization itself (like transfer of employees from one department to other, promotions)to fill a position are known as the internal sources of recruitment. Recruitment candidates

from all the other sources (like outsourcing agencies etc.) are known as the external

sources of the recruitment

Internal sources of recruitment

Some Internal Sources of Recruitments are given below:

1. Transfer

The employees are transferred from one department to another according to their

efficiency and experience.

2. Promotion

The employees are promoted from one department to another with more benefits and

greater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their

performance.


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4. Retired and Retrenched employees may also be recruited once again in case of

shortage of qualified personnel or increase in load of work. Recruitment such people save

time and costs of the organizations as the people are already aware of the organizational

culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also

done by many companies so that the members of the family do not become dependent on

the mercy of others.

External sources of recruitment

1. Press advertisements

Advertisements of the vacancy in newspapers and journals are a widely used

source of recruitment. The main advantage of this method is that it has a wide

reach.

2. Educational Institutes

various management institutes, engineering colleges, medical Colleges etc. are a

good source of recruiting well qualified executives, engineers, medical staff etc.

They provide facilities for campus interviews and placements. This source is

known as Campus Recruitment.

3.Placement agencies

several private consultancy firms perform recruitment functions on behalf of

client companies by charging a fee. These Agencies are particularly suitable for

recruitmentof executives and specialists. It is also known as RPO (Recruitment

Process Outsourcing)


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4. Employee exchange

Government establishes public employment exchanges throughout the country.

These exchanges provide job information to job seekers and help employers in

identifying suitable candidates.

5. Labor contractors

Manual workers can be recruited through contractors who maintain close contacts with

the sources of such workers. This source is used to recruit labor for construction jobs.

6. Unsolicited applicants

Many job seekers visit the office of well-known companies on their own. Such callers are

considered nuisance to the daily work routine of the enterprise. But can help in creating

the talent pool or the database of the probable candidates for the organization.

Recruitment Strategies

Recruitment is of the most crucial roles of the human resource professionals. The level of

performance of and organization depends on the effectiveness of its recruitment function.Organizations have developed and follow recruitment strategies to hire the best talent for

their organization and to utilize their resources optimally. A successful recruitment

strategy should be well planned and practical to attract more and good talent to apply in

the organization for formulating an effective and successful recruitment strategy, the

strategy should cover the following elements:

Identifying and prioritizing jobs

Recruitment keeps arising at various levels in every organization; it is almost a never-

ending process. It is impossible to fill all the positions immediately. Therefore, there is a

need to identify the positions requiring immediate attention and action. To maintain the

quality of the recruitment activities, it is useful to prioritize the vacancies whether to


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focus on all vacancies equally or focusing on key jobs first.

Candidates to target

The recruitment process can be effective only if the organization completely understands

the requirements of the type of candidates that are required and will be beneficial for the

organization. This covers the following parameters as well:

Performance level required: Different strategies are required for focusing onhiring high performers and average performers.

Experience level required: the strategy should be clear as to what is theexperience level required by the organization. The candidates experience can

range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target candidate.He/she can be from the same industry, different industry, unemployed, top

performers of the industry etc.


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Recent trends in recruitment

The following trends are being seen in recruitment

Outsourcing

In India, the HR processes are being outsourced from more than a decade now. A

company may draw required personnel from outsourcing firms. The outsourcing firms

help the organization by the initial screening of the candidates according to the needs of

the organization and creating a suitable pool of talent for the final selection by the

organization. Outsourcing firms develop their human resource pool by employing people

for them and make available personnel to various companies as per their needs. In turn,

the outsourcing firms or the intermediaries charge the organizations for their services.

Advantages of outsourcing

Company need not plan for human resources much in advance.

Value creation, operational flexibility and competitive advantage

turning the management's focus to strategic level processes of HRM Company is free from salary negotiations, weeding the unsuitable

resumes/candidates.

Company can save a lot of its resources and time

Poaching/ Raiding

Buying talent (rather than developing it) is the latest mantra being followed by the

organizations today. Poaching means employing a competent and experienced person

already working with another reputed company in the same or different industry; the

organization might be a competitor in the industry. A company can attract talent from


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another firm by offering attractive pay packages and other terms and conditions, better

than the current employer of the candidate. But it is seen as an unethical practice and not

openly talked about. Indian software and the retail sector are the sectors facing the most

severe brunt of poaching today. It has become a challenge for human resource managers

to face and tackle poaching, as it weakens the competitive strength of the firm.

E-Recruitment

Many big organizations use Internet as a source of recruitment. E-recruitment is the use of

technology to assist the recruitment process. They advertise job vacancies through

worldwide web. The job seekers send their applications or curriculum vitae i.e. CV

through e mail using the Internet.A

lternatively job seekers place their CVs in worldwideweb, which can be drawn by prospective employees depending upon their requirements.


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RECRUITMENT TECHNIQUES IN PARLE

(A)Employee Referral Scheme

Employee referral is an internal recruitment method employed by organizations to

identify potential candidates from their existing employees' social networks. An employee

referral scheme encourages a company's existing employees to select and recruit the

suitable candidates from their social networks. As a reward, the employer typically pays

the referring employee a referral bonus. Recruiting candidates using employee referral is

widely acknowledged as being the most cost effective and efficient recruitment method to

recruit candidates and as such, employers of all sizes, across all industries are trying to

increases the volumes they recruit through this channel.

Proponents of employee referral schemes claim the benefits to be an improved candidate

quality, fit, and retention levels, while at the same time delivering a significant reduction

in recruitment expenditure. However, there are a number of potential drawbacks. One of

the greatest concerns tends to be that relying too heavily on employee referrals could

limit diversity in the workplace, with new staff recruited in the likeness of existing

employees. But, provided that there is already a diverse workforce in place this ceases to

be such an issue.

Employee referral schemes allows existing employees to screen, select and refer only the

best candidates to the recruitment process. This eliminates the often considerable cost of

third parties service providers who would have previously conducted the screening and

selection process

The costs of operating an employee referral scheme extends to the cash bonus paid to

employees and internal promotion and administration, the total of which is considerablylower than the expense of recruiting using traditional recruitment consultants,

headhunters and online recruitment methods

As candidate quality improves and interview to job offer conversion rates increase the

amount of time spent interviewing decreases meaning the companys Human Resources


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headcount can be streamlined and be used more efficiently. Marketing and advertising

spend decreases as existing employees source potential candidates from the existing

personal networks of friends, family, acquaintances and associates.

The opportunity to improve candidate quality, fit, and retention levels, while at the

same time significantly reduce recruitment expenditure has seen the emphasis employers

place on increasing the volume of recruits by employer referral increase dramatically.

However, there are number of obstacles to achieving the desired increase:

An employees social network is limited only a small proportion of the network may be

suitable for referral

y Recruiting from an employees limited social network may compromise thediversity of the workforce

y Actively referring candidates increases an employees workload and may bedetrimental to their main responsibilities

y The best and most relevant candidates may not be acquainted with an existingemployeeof the company and therefore cannot be recruited via the referralscheme

An employeereferralschemeis only as good as the volume and quality of candidates

applying through the channel.

Benefits

Companies have traditionally encouraged their employees to refer people they know for

job openings. However, in todays highly competitive job market, this informal referral

approach may not be effective enough to attract and retain qualified employees. As a

result, many employers have set up more formal employeereferral programs to give

themselves a competitive edge.

Benefits ofemployeereferral programs include:

y Cost per hire is reduced.


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y Potential hires are prescreened by current employees for cultural fit.y Current employees gain a sense of ownership.y Incentive payments to current employees as a new company benefit increase

morale.

y New hires have a built-in support networky Human Resource Management theories focus on methods of recruitment and

selection and highlight the advantages of interviews

y Human Resource Management theories focus on methods of recruitment andselection and highlight the advantages of interviews, general assessment and

psychometric testing as employee selection processes.

(B)Job Rotation

This approach allows the manger to operate in diverse roles and understand the different

issues that crop up. If someone is to be a corporate leader, they must have this type of

training. A recent study indicated that the single most significant factor that leads to

leaders achievement was the variety of experiences in different departments, business

units, cities, and countries.

An organized and helpful way to develop talent for the management or executive level of

the organization is job rotation. It is the process of preparing employees at a lower level

to replace someone at the next higher level. It is generally done for the designations that

are crucial for the effective and efficient functioning of the organization.

Benefits of Job Rotation

Some of the major benefits ofjobrotation are:

y It provides the employees with opportunities to broaden the horizon ofknowledge, skills, and abilities by working in different departments, business

units, functions, and countries


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y Identification of Knowledge, skills, and attitudes (KSAs) requiredy It determines the areas where improvement is required

Assessment of the employees who have the potential and caliber for filling the position

Importance of Job rotation

Job rotation is the surest way of keeping the employee away from complacency and

boredom of routine. It is difficult for an employee to sustain his interest in a given job for

any substantial length of time as humans have the tendency of outgrowing their jobs

through the learning and experience that they gain over a period of time. Stimulating

human mind through diversity of challenges is a sure way to bring to forefront its creative

instincts and in taking the individual and organizational performance to a higher plane.

This is wherejobrotation can prove to be a handy tool.

Job rotation in Parle at different levels of management

For job rotations at a slightly higher level, it is absolutely necessary that the business

problems in various areas are identified. This calls for the active involvement of top

management. Select most suitable people to be shifted from their current jobs to tackle

the challenges at hand by considering individual attributes already described above. This

will not only provide an insight for the future leaders in various aspects of the business

but also will enhance their confidence levels as they solve these critical problems for the

organization.

Job rotation at junior and middle level executives may be pivoted around theirstrengths and attributes and the future roles expected of them. Focus must be on

exposure in all related areas of his domain of expertise, so that as they grow to

higher rungs of the management, they have an overall experience of their domain.

Job rotations for workers must include aspects related to work environment, alsoalong with other individual attributes already explained, so that it adds to his


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satisfaction derived from balanced distribution of work load, working conditions

and learning opportunities.

Done this way job rotation gets aligned with career development, leadershipdevelopment and employee satisfaction which would finally result in higher levels

of intrinsic motivation among the employees and hence may contribute in

retaining talent.


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SELECTION

Selection is the process of choosing the most suitable person out of all applicants.

According to Thomas Selection is the process of differentiating between applicants in

order to identify those with greater likelihood of success in the job.

Selection involves the elimination of candidates who do not have the required skills and

qualification for the job proposed. Also it is a process of differentiating between

applicants in order to identify and hire those with grater likelihood of success in job.

The objective of selection decision is to choose the individual who can most successfully

perform the job from the pool of qualified candidates. It is the system of function and

devise adopted in a given company to ascertain whether the candidates specifications are

matched with the job specifications and recruitment or not.

Selection process or activities typically follow a standard patter, beginning with an initial

screening interview and concluding with final employment decision. The traditional

selection process includes: preliminary screening interview, completion of application

form, employment test, comprehensive interview, background investigation, physical

examination and final employment decision to hire.

Benefits of selection process

Advantages

useful for determining if the applicant has requisite communicative or social skillswhich may be necessary for the job

interviewer can obtain supplementary information


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used to appraise candidates' verbal fluency

can assess the applicant's job knowledge

can be used forselectionamong equally qualified applicants

enables the supervisor and/or co-workers to determine if there is compatibilitybetween the applicant and the employees

allows the applicant to ask questions that may reveal additional information usefulfor making a selection decision .The interview may be modified as needed to

gather important information

Disadvantages

Subjective evaluations are made

Decisions tend to be made within the first few minutes of the interview with theremainder of the interview used to validate or justify the original decision

Interviewers form stereotypes concerning the characteristics required for successon the job

Research has shown disproportionate rates ofselection between minority and non-minority members using interviews

Negative information seems to be given more weight

Not much evidence of validity of the selection procedure not as reliable as tests


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Factors affecting selection techniques

Some of the factors affecting the reliability ofselectionmeasures are:

Emotional and physical state of the candidate

Reliability suffers if candidates are particularly nervous during the assessment process.

Lack of rapport with the administrator of the measure

Reliability suffers if candidates are "turned off" by the interviewer and thus do not "show

their stuff" during the interview.

Inadequate knowledge of how to respond to a measure

Reliability suffers if candidates are asked questions that are vague or confusing.

Individual differences among respondents

If the range or differences in scores on the attribute measured by a selection device is

large, that means the device can reliably distinguish among people.


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Selection process in Parle Group

(A) Determine whether a temporary employee is needed

Sometimes a new employee is urgently needed. Hiring a temporary worker is a good

alternative to employing a less suitable replacement under pressure. Written employment

contracts for such fixed-term work may help to avoid misunderstandings and possible

litigation when the employee is laid off at the conclusion of this work period.

Exceptional temporary workers can be encouraged to apply for permanent positions. The

HR can share with such workers the criteria that will be used to make the final selection

decision, and offer additional help and training. Throughout the process, it should be

made clear to the temporary employee, as well as other personnel at the farm, that you

will hire the most qualified applicant.

A temporary employee has the advantage of having one foot in the door and the

opportunity to learn what is important to you. Management benefits by having the

occasion to better evaluate the individual's performance and personality. The down side

has to disappoint the temporary employee who does not get the job--or the co-workers

who were rooting for him.

The statistical chances are not high that a temporary employee turns out to be the best

candidate once the position is opened. Clear communication will help alleviate possible

disappointment but is unlikely to eliminate it totally. At the end, the responsibility for

qualifying for the job needs to be the employee's.

Seasonal employees, hired without the benefit of a careful selection process, can also be

evaluated for future regular employment. The best workers can be invited to return back

for the next season.

Step 2: Complete a job analysis, description and specificationA frequent sentiment among Parle officer is that a good attitude and a lack of bad habits

are the most important ingredients in the personal makeup of employee. It is indisputable


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that a good attitude is essential, but attitude alone does not make up for poor skills

anymore than good skills make up for a poor attitude.

The Parle officer or HR manager has to make selection decisions on the factory by testing

for skills such as the ability to handle machine, having knowledge how to operate rotary

machine, mixing machine, and must having experience of working at factory, recognize

difficulties, solve problems, work at an acceptable pace, and consistently turn out quality

results.

Successful employee selection is dependent on a clear understanding of a jobs

components. A job analysis is used to identify job tasks and responsibilities. This may be

accomplished by collecting information about the position; by interviewing workers,

supervisors, contractors and other Parle officer and by observing current employees.

Step 3: Review applicants biodata (applications and rsums)A properly designed application will help you check applicants minimum skills as well

as their employment history. Very short employment periods, vague reasons for leaving

previous jobs and large gaps in employment history may all be cause for concern. Yet,

too much credence has traditionally been given to biodata in the selection of personnel.

Skills and abilities that applicants claim to possess do not always show up in their job

performance.

Step 4: Conduct testsMany types of tests can be used to measure an applicants qualifications. They can be

classified as written, oral, or practical tests. Tests can measure knowledge, ability, skills,

aptitude, attitudes, honesty, and personality.

Step 5: Check referencesReference checking involves obtaining information about applicants from previous

employers and contractors .Meeting references in person on the phone is usually more

productive than asking them to respond in writing. Reference checks can supply


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important information about personality and character, and may even provide some legal

protection.

Selection process for middle level staffs of Parle

The following steps generally make up the selection process for the middle level staffs in

Parle

Pre Interview Screening & Preliminary Interview

This is generally the starting point of any middle level staff ie.shift in charge, supervisors,

etc selection process. Pre Interview Screening eliminates unqualified applicants and helps

save time. Applications received from various sources are scrutinized and irrelevant ones

are discarded. A preliminary Interview may be conducted as well.

Application Form

A candidate who passes the preliminary interview and is found to be eligible for the job is

asked to fill in a formal application form. Such a form is designed in a way that it records

the personal as well professional details of the prospective sales employee.

Personal Interview

Most sales managers believe that the personal interview is an absolute 'MUST'. It helps

them in obtaining more information about the prospective employee. It also helps them in

interacting with the candidate and judging his communication abilities, his ease of

handling pressure etc. In some Companies, the selection process comprises only of the

Interview.

Checking References

Most application forms include a section that requires prospective candidates to put down

names of a few references. References can be classified into - former employer, former


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customers, business references, reputable persons. Such references are contacted to get a

feedback on the person in question including his behavior, skills, conduct etc

TRAINING

It is a learning process that involves the acquisition of knowledge, sharpening of skills,

concepts, rules, or changing of attitudes and behaviors to enhance the performance of

employees. Training employees is an essential activity for all organizations. Training

provides employees with the key knowledge and skills that they need to perform their

job. Training and Development (T&D) can be the most important HRM function to treat

people well and increase the competitive power for the organizations. Training refers to

improving competencies needed today or very soon

Training is activity leading to skilled behavior.

Its not what you want in life, but it knows how to reach it.

Its not where you want to go, but it knows how to get there.

Its not how high you want to rise, but it knows how to take off.

It may not be quite the outcome you were aiming for, but it will be an outcome.

Its not what you dream of doing, but its having the knowledge to do it.

It's not a set of goals, but its more like a vision. Its not the goal you set, but its what you need to achieve it


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Training is about knowing where you stand (no matter how good or bad the current

situation looks) at present, and where you will be after some point of time. Training is

about the acquisition of knowledge, skills, and abilities (KSA) through professional

development.

Benefits of training

As the business world is continuously changing, organizations will need toprovide their employees with training throughout their careers.

If they choose not to provide continuous training they will find it difficult to stayahead of the competition.

The other benefit of training is that it will keep your employees motivated.

New skills and knowledge can help to reduce boredom. It also demonstrates to the employee that they are valuable enough for the

employer to invest in them and their development.

Training can be used to create positive attitudes through clarifying the behaviorsand attitudes that are expected from the employee.

Training can be cost effective, as it is cheaper to train existing employeescompared to recruiting new employee with the skills you need.

Training can save the organization money if the training helps the employee tobecome more efficient.


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Objectives of training

To make all the activities in a uniform way in the units of PARLE. Enrichment of skills and knowledge of the grass root level as well as management

cadre.

Total involvement of employee-through team work. Self development of each and every individual. To educate and train the employees. To develop problem solving skill. To develop in built quality systems. To improve quality of work life of employees. Work simplification through Five S, Kaizen, and One Point Lesson and

Autonomous maintence, Visual Management, SmallGroup Activities, Jagruti

Group etc.

To share the knowledge and technology among the units of PARLE.

Importance of Training and Development

Optimum Utilization of Human Resources

Training and Development helps in optimizing the utilization of human resource

that further helps the employee to achieve the organizational goals as well as their

individual goals.

Development of Human Resources


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Training and Development helps to provide an opportunity and broad structure for

the development of human resources technical and behavioral skills in an

organization. It also helps the employees in attaining personal growth.

Development of skills of employees

Training and Development helps in increasing the job knowledge and skills of

employees at each level. It helps to expand the horizons of human intellect and an

overall personality of the employees.

Productivity

Training and Development helps in increasing the productivity of the employees

that helps theorganization further to achieve its long-term goal

Team spirit

Training and Development helps in inculcating the sense of team work, teamspirit, and inter-team collaborations. It helps in inculcating the zeal to learn within

the employees.

Organization Culture

Training and Development helps to develop and improve the organizational health

culture and effectiveness. It helps in creating the learning culture within the

organization.

Organization Climate


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Training and Development helps building the positive perception and feeling

about the organization. The employees get these feelings from leaders,

subordinates, and peers.

Quality

Training and Development helps in improving upon the quality of work and

work-life.

Healthy work environment

Training and Development helps in creating the healthy working environment. It

helps to build good employee, relationship so that individual goals aligns with

organizational goal.

Health and Safety

Training and Development helps in improving the health and safety of theorganization thus preventing obsolescence.

Morale

Training and Development helps in improving the morale of the work force.

Image

Training and Development helps in creating a better corporate image.

Profitability


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Training and Development leads to improved profitability and more positive

attitudes towards profit orientation.

Training and Development aids in organizational development i.e. Organizationgets more effective decision making and problem solving. It helps in

understanding and carrying out organizational policies

Training and Development helps in developing leadership skills, motivation,loyalty, better attitudes, and other aspects that successful workers and managers

usually display

Training Techniques

1. LECTURE METHOD

It is one of the oldest methods oftraining.This method is used to create understanding of

a topic or to influence behavior, attitudes through lecture. A lecture can be in printed or

oral form. Lecture is telling someone about something. Lecture is given to enhance the

knowledge of listener or to give him the theoretical aspect of a topic. Training is basically

incomplete without lecture. When the trainer begins the training session by telling the

aim, goal, agenda, processes, or methods that will be used in training that means the

trainer is using the lecture method. It is difficult to imagine training without lecture

format. There are some variations in Lecture method. The variation here means that some

forms of lectures are interactive while some are not.

Main Features of Lecture Method

some of the main features of lecture method are:

Inability to identify and correct misunderstandings


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Less expensive

Can be reached large number of people at once

Knowledge building exercise

Less effective because lectures require long periods of trainee inactivity

2. DEMONSTRATION TRAINING METHOD

This method is a visual display of how something works or how to do something. As an

example, trainer shows the trainees how to perform or how to do the tasks of the job. In

order to be more effective, demonstration method should be should be accompanied by

the discussion or lecture method.

To carry out an effective demonstration, a trainer first prepares the lesson plan by

breaking the task to be performed into smaller modules, easily learned parts. Then, the

trainer sequentially organizes those modules and prepares an explanation for why that

part is required. While performing the demonstration, trainer:

3. COMPUTER BASED TRAINING (CBT)

With the worldwide expansion of companies and changing technologies, the demands for

knowledge and skilled employees have increased more than ever, which in turn, is

putting pressure on HR department to provide training at lower costs. Many organizations

are now implementing CBT as an alternative to classroom based training to accomplish

those goals.


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According to a recent survey, about 75% of the organizations are providing training to

employees through Intranet or Internet. Internet is not the method of training, but has

become the technique of delivering training. The growth ofelectronic technology has

created alternative training delivery systems. CBT does not require face to face

interaction with a human trainer. This method is so varied in its applications that it is

difficult to describe in concise terms

4. ROLE PLAY TRAINING METHOD

Role play is a simulation in which each participant is given a role to play. Trainees aregiven with some information related to description of the role, concerns, objectives,

responsibilities, emotions, etc. Then, a general description of the situation, and the

problem that each one of them faces, is given. For instance, situation could be strike in

factory, managing conflict, two parties in conflict, scheduling vacation days, etc. Once


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the participants read their role descriptions, they act out their roles by interacting with

one another.

Role Plays helps in

Developing interpersonal sk

modified st project

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