52160920 Recruitment and Selection Itc

CHAPTER 1INTRODUCTION

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INTRODUCTION OF HUMAN RESOURCE MANAGEMENT

Organisation exists for people. The behavior and level of performance

of the people will show their effect on the organisation. Human resource

management can be defined as that part of management process which

develops, and manages the human elements of enterprise considering the

resourcefulness of the organisation own people in terms of total knowledge,

skill, creative, abilities, talents, aptitudes and potentialities for actuating

effectively.

Human Resource Management is the process of managing the people

of an organisation with a human approach. Human Resource approach to

manpower is the most essential an indispensable resource of any

organisation. There is a need to look at the HRD concepts, components and

mechanisms more comprehensively and in a integrated way as people

related functions rather than isolate them from personnel functions or

industrial relations aspects. Employees participation in management is no

longer an idealistic or ideological conception. It is an imperative need to

cope with change in organisation. It is in the context of changing profile of

people with high expectations and the demands for high performance.

Manpower planning is incorporated into human resource planning,

recruitment, selection, supervision, such other functions of personnel

management from part of HRM, other aspects like human resource

development, career planning and development, constant efforts for

appraisal, research and feedback system, data storage and so on receiving

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greater attention to the people at work backed by welfare amenities and

cordial industrial relations, policies must also be an integral part of HRM. In

the HRM approach, personnel function is not merely record keeping

function. Rather it is a constant endeavor to motivate the people at work to

foster a oneness with the organisation and its performance goals. This is

achieved neither through pressure tacties nor through conflicts and struggles,

but through constant cooperation, team-building and mutual understanding.

HRM is concerned with the effective and efficient use of the

organisation’s human resources. We need human resources to run our

operations. Hence, we need to attract and hire the best employees possible.

One of the functions of a human resources management departmental is to

attract potential employees. Having attracted potential employees, we need

to be able to choose the best of these applicants. Further more, having hired

employees, we need to train them if we expect them to function effectively.

HRM also involves the maintenance of human resources. This includes the

issue of compensation.

Human Resource Management:

“Human Resource Management is a series of decisions that affect the

relationship between the employees and the employers; it affects many

constituents and is intended to influence the effectiveness of the employees

and employer”.

HRM--- effective and efficient use of the organisation’s human

resources within most organisations, considerable thought is given to the

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effective and efficient use of financial resources. This is called “Financial

Management” and “Marketing Management” concerns it self with the

promotion and sale of the organisation’s products.

HRM is concerned with the effective and efficient use of the

organisation’s human resources. What kind of human resources (employees)

we need? How to procure them? How to select only the best? How to ensure

that the people chosen can do the jobs in the way which is expected them to

do? How to measure their effectiveness? Human resource management

meets all these.

Once our employees are functioning effectively, we need to ensure

that they continue to do so; we need to concern ourselves with their

motivation. In the case of hiring, we need to decide what kind of employee

we’re looking for? When engaged in the selection process, we must decide

which of the applicants will actually be the best employee? HRM also

involves the main penance of human resources. This includes the issue of

compensation. Theories of motivation also point out employees needs for

feedback therefore, we need to be able to determine when our employees are

doing a good job.

There is a need to understand the jobs that our employees are

performing and, to understand their jobs, we need to do a job analysis.

Essentially, the job analysis forms the core of the human resource

management function. In doing a job analysis, we are essentially gathering

raw data about the jobs in our organisations. Human Resource Development

has been defined as an organized learning experience, conducted in a

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definite time period, to increase the possibility of improving job

performance and growth.

RECRUITMENT AND SELECTION

The Employment Process:

On the face of recruitment and selection seem to be a fairly straight

forward procedure. Its objectives to place the right people in the right place

to achieve organisational goals. Recruitment and selection are only two

activities or stages in what can be called the employment process. It can be

divided into five stages

Manpower Planning

Job Analysis

Recruitment

Selection

Induction and follow up

An effective employment process requires that each of these stages or

activities must be gone through in an entire and systematic manner.

Recruitment and selection allow management to determine and

gradually modify the behavioral characteristic and competence of the

workforce.

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Manpower Planning:

Manpower planning enables a department to projectiles short to long

term needs on the basis of its departmental plans. So that it can adjust its

manpower requirements to meet changing priorities. The more changing the

environment the department.

The number of requirements in a specified timeframe and the

availability of talent.

Early indications of potential recruitment or retention difficulties

Availability of suitable qualified and experienced successors.

Job Analysis:

Consists of defining the job and discovering what the job demands in

terms of employee behavior. Job analysis forms the basis of a number of

personnel activities such as job evaluation, job design, and performance.

Appraisal with regard to the employment process and recruitment and

selection in particular job analysis clarifies the duties and responsibilities of

a job, the knowledge, skills and expertise required to under take it.

First Way: You ask the employees to prepare their own job description.

Second Way: Ask the manager or supervisor of the employee to prepare a

job description.

Third Way: Employ a trained job analyst and interviews the employees.

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In any job description/job specification there are five key areas:

Job title

Job Purpose

Key results area

Who the employee reports to

Responsibilities

Recruitment:-

Edwin B. Flippo defined recruitment as “The process of searching for

the prospective employees and stimulating them to apply for jobs in the

organisation”.

Thus there are two states in the recruitments

1. Searching for suitable candidate for job and

2. Motivating and encouraging them to apply for jobs.

SOURCESS OF RECRUITMENT

Internal Sources of Recruitment:-

The main sources of internal recruitment are promotion, transfer and

demotion.

There are many advantages of using the internal labor market.

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An accurate knowledge of the employee and their performance

internal recruitment can have a positive impact on employee moral. Some

organisations believe that this approach can increase employee loyalty and

commitment.

External Sources of Recruitment:

There are four main sources

Unsolicited Applications: These are people who have submitted their CV to

the organisation on a speculative basis. They should be kept on file in the

organisation and used as a source of suitable candidates when the occasion

arises.

Schools and Colleges: Many companies have developed links with particular

schools and colleges, which they use as a recruiting source.

Recruitment agencies and consultancies: Apparently, there is extensive use

of recruitment agencies, contracting out the recruitment task has a number of

advantages for the organisation.

Media Advertising: This is the most widely known method of recruitment. It

has 3 main objectives. Attract suitable candidates to apply, discourage

unsuitable candidates from applying, promote organisations public image.

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CONSTRAINTS ON RECRUITMENT

Logically, firms would seek to recruit in a manner that guarantees the

greatest number of qualified applicants. However, there are often constraints

on the recruitment process, which prohibits some methods.

Some of these constraints are

1. Organisational Policies

2. Affirmative-action programs

3. Recruiter Habits

4. Environmental Conditions

5. Job Requirements

6. Organisational Policies

Another organisational policy that could potentially constrain recruitment

efforts is a firm’s compensation policy

Affirmative-action plans: Occasionally, firms may adopt affirmative

action policies. An effort to attain a workforce that is more

representative of the general populace. In efforts to increase

workforce diversity, firms may choose to voluntarily hire persons with

specific characteristics; more often, law mandates such affirmative

action policies.

Recruiter habits: Recruiter habits many also constitute a recruitment

constraint. For example past successes may lead to habits or preferred

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tendencies in recruitment. One recruiter, who had played rugby, had

considerable success recruiting other rugby enthusiast. Where as he had

luckily had this initial success, he wants so far as to overtly seek out rugby

players in his recruitment obviously, rugby skills are not necessarily

indicators of job-related success, such recruiter habit, do not constitute good

recruitment practices. In the end, such abets may actually perpetuate past

mistakes.

Job Requirements: - Generally, skilled workers are more difficult to find

than unskilled workers. A limited pool of potential applicants causes firms

to use different recruiting techniques. Where as an advertisement placed in a

news paper’s classified section may serve to attract unskilled workers,

recruitment of skilled workers requires more.

Job Posting: It is one of the most effectively used comparative mechanisms.

The candidates design it and it will contain information they wish to convey

and may get internal recruitment. Further, job posting help employees feel

they have some control over their future in the organisation.

Environmental Conditions: In many unionized environments, policies may

restrict the number of part-time employees working for the firm. This is

clearly a recruitment constraint insofar as it places limitations on the firm.

However, it may well also limit the number of applicants because some very

highly qualified applicants may simply prefer part-time employment.

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Employ Referrals: Another common recruitment methodology is the

employee referral. To fill job vacancies, present employees refer job seekers

to the HR department as potential employees

SELECTION

Selection:

During recruitment, it is important to have a large pool of qualified

recruits. However, after having recruited this large number of job applicants,

organisations must weed out the unqualified ones and then select the very

best remaining candidates for the job. A well designed selection process will

yield information about a candidate’s skills and weaknesses.

There are some legal considerations involved in the selection of new

employees. The fear of wrongful termination lawsuits has caused many

companies to become far more concerned about whom they hire. If a

company has selective in its hiring practices, it can reduce the instances

when it will be necessary to terminate employees.

Short-listing is the process to which a number of applicants are chosen

form the total number of candidates further assessment before making a final

decision. Applicants may be divided into 3 categories

The marginal

The suitable, possible

The unsuitable

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Step 1:

Preliminary Selection: Preliminary selection of applicants is often done by

setting minimum standards for the job, and communicating these standards

for the job, and communicating these standards to the employees, and

agencies that help to recruit. The fact that some potential applicants may not

apply because of their inability to meet the minimum requirements serves as

an initial screening device.

Step 2:

Initial screening: The initial screening is done to select only the suitable

candidates through the further stages in selection them, when reviewing

resumes and applications forms, firms are further able to screen out

unacceptable job candidates. At this point, firms can also assign priorities to

the resumes so that the most promising candidates may be seen first.

Step 3:

Application forms: The application form is designed to obtain the

information on various aspects of the applicants social demographic,

academic and work related background and references.

Step 4:

Tests: A test is a sample of a aspects of individuals behavior, performance of

attitude. It also provides a systematic basis for comparing the behavior,

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performance or attitude of two or more persons. Tests serve as a screening

device and provide supplementary inputs in selection decisions.

A number of selection lets are quail able to assist in making selection

decisions.

Attainment test

Attitude test

Personality test

Intelligence test

Step 5.

Selection Interview: - The employment interview is conducted to learn more

about the suitability of people under consideration for a particular job and is

one further obstacle for the applicant to overcome. The interview is one

further means of reducing the number of people who might be eligible for

the job

Step 6:

Medical Evaluation: Medical evaluation is also known as physical

examination is a selection tool which varies from the comprehensive to

nominal, depending upon the job. Comprehensive physical examinations are

necessary for physically handicapped. It reveals whether the candidate

possesses the required stamina, strength and tolerance of hard working

conditions.

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Step 7:

Final Interview: Since the immediate supervisor is ultimately responsible for

new workers, he or she should have input into the hiring decision. The

supervisor is better able to evaluate the applicant’s technical capabilities and

is in a better position to answer the interviewee’s job-related questions.

Further, the supervisor’s job-related questions. Further, the supervisor’s

personal commitment to the success of the new employee is higher if the

supervisor has played a role in the hiring decision.

Step 8:

Job offer: The actual hiring of an applicant constitutes the end of the

selection process. At this stage, successful applicants must be notified of the

firm’s decision.

The applications of unsuccessful applicants are often kept on file and

the applicants of successful applicants will be retained in the employee’s

personnel files.

There are other methods followed by different organisations in the

process of selection. Management chooses the most appropriate candidate to

accomplish the organisation objectives, while the individual chooses the

organisation best suited to fulfill his aspirations. Once a person is selected

induction and orientation programs follows.

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Induction and orientation:-

Induction is generally done to acquaint a new employee with the

organization, its objectives, policies, procedures, philosophies, strategies,

products, market, customers, etc., So that the employee is clearly informed

of what is expected of him as an employee of the organisation. Induction

program may be helpful for the new employee to shed their fear, delicacy or

anxiety, and get them fully identified with the organization.

Many organisations provide induction and orientation in a career path

method; i.e., rotating the new employee throughout the organisation, its

various locations, divisions, departments and sub-units and closely watch

and observe under the supervision of experienced seniors.

NEED FOR STUDY

The chief purpose of the study is to understand the process of

recruitment and selection practices of the organisations especially of ITC.

For every organisation human is main source and resource for getting

profits, in such a situation there is a need to select the best available

manpower from the sources.

The study is mainly made on the recruitment and selection practices

of the organisation. The current study deals with the different steps involved

into the process of recruiting and selecting the employees in the

organisation. With the help of the study an employee in the individual

opinion of the employees of the organisation about their selection to the

findings mad in the report.

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OBJECTIVES OF THE STUDY

The present study recruitment and selection practices in ITC are made

by keeping the following as the main objectives.

To introduce the corporate profile with regard to the human resource

management practices mainly concentrating on the recruitment and

selection practices of the organisations with reference to ITC.

To study the recruitment and selection practices at ITC.

To analyze the views and problems of the employees and to know the

level of satisfaction of them.

To improve the recruitment and selection practices in ITC

Providing the required suggestions which help in the growth and

development of the management of the personnel of the organization.

SCOPE OF THE STUDY

HR approach of management to its people would go a long way in

activating effectively. It facilitates in identifying the right kind of people,

socializing them in the most appropriate way, training and developing them

in the right direction, assigning the tasks which are best suited for every

individual so as to bring out their best, motivating them to make their best

contribution and creating conditions for the people to enjoy their work.

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As the people are considered valuable human beings, the every

perspective of management changes, and the people are motivated to foster a

oneness with the organisation.

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CHAPTER 2 METHODOLOGY

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METHODOLOGY

Methodology is the procedure applied to gather the information

required for the study. Collection of the data refers to a purpose for

gathering information relevant to the subject matter under the study and the

method used depends mainly on the nature.

Accordingly, the data collection can be grouped in to two types

1. Primary data

2. Secondary data

Primary data are the originally observations collected by the researcher or

his agents for the first time and used by them in their investigation. Once

primary data is used it ceases to be primary data and becomes secondary

data.

Data Collection Process:-

Primary Data:- The sources of Primary data includes direct personal

investigation interview. Indirect oral investigation, information received

through customers. Drafting a schedule questionnaire. Information with

respect to the products, service of the retailer. Mode of distribution,

availability of mikswas gathered from the primary data. The primary data

in the present study was obtained by questionnaire.

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A survey was conducted on the consumer perception of SANGAM

DAIRY information in the survey is being collected from the consumers,

in Guntur and Tenali division’s areas.

Questionnaire:-

Primary data is being collected from the agents through questionnaire.

It is the most common instrument in collection of primary data questions

are both open ended and close ended questions were simple and easy

under stand. The number of questions was limited and not repeated.

Secondary Data:-

Sources of secondary data can be categorized into two board

categories namely published statistics and unpublished statistics. Various

sources are available namely central and state Government publications.

Foreign Government publications, technical and trade journals, books,

magazines, news papers, business and industry publications statistical

reports etc. unpublished statistics include information found in dairies.

Letters, biographies, autobiographies, scholars, research work, trade

associations etc.

In internal sources a business organisation has to maintain records of

financial accounting, sales records, reports of salesmen etc. the marketing

manager and the other staff of the company assisted in providing the needful

information. Information regarding Indian milk industry and A.P milk

industry gathered from the secondary sources like internal.

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Sampling unit: The study is limited to manpower working in ITC

Sampling Size: The total sample size includes 100 employees

Sampling technique: Judgment sampling has been adapted for the present

study.

Limitations:

1. Recruitment and selection is a most field of study even it is a single

organisation.

2. A duration of two months is not sufficient for presenting report on the

topic

3. The data which is collected form a sample of 100 employees, may not

be constraint.

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CHAPTER 3 INDUSTRY PROFILE

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TOBACCO INDUSTRY PROFILE

Bleeding state of cigarette/tobacco industry:-

Tobacco today is the largest contributory to Indian excise collections.

Despite that the industry has been getting step-motherly treatment by the

central government. The industry has been facing regular increase in excise

duty on cigarettes in every budget for past so many years. The cigarette

industry in particular has been suffering both at the hands of central

government as well as state governments. In CY 12100 also the cigarette

industry was again made a scapegoat and a proposal for additional levy of

1% on cigarette manufacturers was made to pay for the lackadaisical

approach of Government regarding unregulated tobacco crop. Last year

(cy10/00) a number of big events like crop holiday for the current year,

proposals of additional levy on cigarettes etc. dominated the industry

scenario.

Based on the information provided by Mr. Ram Poddar, CEO of

golfer Phillips India ltd, we herby present an out look on the industry.

Industry background:

India is a major grower and exporter of tobacco in the world.

Presently India is among top three producers of tobacco in the world.

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Despite lower production of total produce being exported Indian exports it

figures among top 10 exporters of the product in the world. In addition to

being the largest contributor to government coffers, the industry also

provides employment to more than 26mn people in the country both directly

and indirectly. The Indian tobacco is largely used for making beedis and

chewing products like khaini etc. tobacco is a very peculiar crop. It is grown

in rain starved areas on Solis which are otherwise not suitable for any other

crop. Thus it makes use of the least resources available to it, to give a

produce which provides so much to government offers it learns of excise,

exports as well as employment that today the per acre earning of farmers

from a specially type of tobacco is much higher than any other crop grown

in the country.

There are various types of tobacco grown in the country but most of

the exports of tobacco by our country are of five curved Virginia (FCU)

type. The Indian tobacco exported, is mostly used as a filler in the

international cigarettes in fact likely any other agro-product, the

characteristics of tobacco, its taste, its aroma and other properties largely

depend on the soapy or area in which it is grown. Moreover cigarettes

smokers are very particular about the taste, the aroma of their cigarette

brand. So it becomes extremely necessary to maintain the blend tobacco

used for cigarette manufacturing to give the same quality product to

consumers. This is to maintain the consistency of as of a brand.

Recent happenings and tits impact on the industry in cy12/00 a

number of big things happened in the tobacco industry both on domestic as

well as international front. In tar nationally tobacco prices fell to extremely

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low levels owing to excess production. Carry over of previous years stock

and dipping demand owing to high pitched protests against tobacco and

cigarette manufacturers the year also witnessed a major happening on the

international front in terms of $ 145 bun penalty against tobacco and

cigarette manufacturers the year also witnessed a major happening on the

international front in terms.

On domestic front the year saw an excess production due to large

quantity of non-regularized crop. As in India the tobacco cultivation is under

control of Tobacco board which licenses for the amount that can be grown in

a particular area, the total amount expected at the end of the year is

approximately known. But due to curativeness of the earning per acre of

tobacco crop a number of farmers grow unauthorized crop. In domestic as

well as international market, particularly in the background of over

production in other countries also has resulted in a glut. As a result even the

genuine tobacco growers are suffering. The tobacco board in order to protect

the interested of tobacco farmers has recommended crop holiday for ey

12/00 and to add to it a proposal to introduce a levy of 1% on the sales of

cigarettes in order to fund this noble cause. Too has been made. Through

Government proposals have a noble cause of helping out poor farmers and

seem to be good remedial measures but these are very short-term solutions

to the problem.

Presently of the total tobacco produce in India only 50% is used in the

domestic market and of this domestic consumption of tobacco only 16% is

used by cigarette industry. So to what extent is it justified that an industry

consuming just 16% of the total domestically consumed tobacco bears the

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brunt of funding the cause. Through 1% levy, which on the first hand has

occurred due to unauthorized crop? Moreover the noble cause seems to be

meant only for a few FCV tobacco growers that too for those who should

instead be punished for growing unauthorized crop.

In addition to this already the excise collection from tobacco industry

is skewed against cigarette manufacturers, which account for more than 90%

of the total state and central levies imposed on tobacco. If we see the

contribution of various tobacco products towards ten collection from tobacco

industry we find that per kg of tobacco aced in cigarettes contributes Rs 680

while per kg of tobacco used for bead manufacturing yields just Rs. 34 and

per kg of tobacco used for checking products contribute only Rs 40. in such

a scenario is its justified that cigarette manufacturers be placed at altar to

protect the defaulting farmers. Am of the opinion that the proposal of

imposition of 1% levy on cigarette sales is unjustified.

Regarding the crop holiday the industry has a divided opinion. Tobacco

institute of India. A representative body of the industry is strongly against

such a crop holiday and tome also the crop holiday doesn’t make any sense

with consumer being very particular about the task and aroma of the

cigarette brand which in turn depends on the type of tobacco used, the crop

holiday would lead to present Indian tobacco importers to switch to other

countries and once the switch takes place it would be for a long term as no

importer company would like to ricks change in flavor and taste of its

cigarette brands. So the crop holiday in long term perspective would lead to

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loss of export market for Indian permanently and also instead of helping

tobacco farmers is going to do more harm.

Woes of the tobacco industry:

If we take a glance at the current situation of the tobacco industry we

will find that the situation is just like that of a farmer killing the hen that laid

golden eggs. Today the government is mulching the industry, especially the

cigarette industry to such an extent that the industry would very soon die an

Unna rural death. In fact the indications from trend of consumption and

excise collection just corroborate these fears.

Presently tobacco industry’s contribution to excise has increased from

mere 7.25% in 1987-88 to 12% in 2000-01 while the consumption of

tobacco has declined from 552 mn kgs in 1999. Further the cigarette

consumption has dropped from 23% of total tobacco consumption has

increased. In US the contribution has increased from mere 2% in 1880 to

84% in 1999. Besides this, already the cigarette industry is gasping for

breath due to imposition of luxury tax or entry tax by various states ranging

from 1.5% to 10%.

In such a scenario of rising taxes and decreasing consumption, any

further imposition of levies or taxes on the cigarette industry seems

unjustified. So I think the government should give a glance to these aspects

and should try to see the situation from cigarette industry’s point of view

before finalizing any proposal.

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India is the third largest producer of tobacco in the world after china

and USA. Through it occupies a mere 0.25 per cent of the cropped area in

the country. It contributed Rs 507 crores to the foreign exchange earnings

and Rs. 3200 crores to the exchequer by way of central excise during 1992-

93. Further it provides employment to millions of people both directly and

indirectly. Despite playing such a vital role in the economy the industry

faces many constraints for it development. Increasing productivity,

improving the quality, better marketing practices of non virgin tobacco and a

more retinal excise policy on cigarettes would help the growth of the

industry as well as meet the challenges of the future.

The Tobacconist is:

Tobacco needs a country like India. Hot climate fertile soil plenty of

rain and it needs a manufacture like so partial exports. Quality-conscious.

Service oriented. With a ginger upon the place of the market in India.

An enterprise that began in 1972 as our modest family business. Has

now grown in to a giant exporter of tobacco to world-renowned clients. The

tobacco we trade in is subjected to a series of rigorous quality tests before

being sent to our customers. The result- a product purest in grand, richest in

flavor the tobacco consignment is carefully packed in tamper-proof

containers and shipped to the destination. Immediately. The result-prompt

delivery at your doorstep with the product in perfect condition according to

weather.

All this comes to you from four state-of-the art factories based in

western India. Connected to India’s largest seaport kandla with an annual

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handling capacity of 25000 tones of tobacco we are in a position to meet

your requirements at any time of the year. Our brands of not manufactured

tobacco CAMEL, AFZAL & ISFAHAN have become favorites with our

clients the world over.

ILTD PROFILE

About ILTD:

We are

The leaf tobacco arm of ITC ltd.

The largest buyer, processor and exporter of Indian cigarette tobaccos.

Committed to tobacco crop development through fundamental and

applied research.

A professionally managed progressive institution with proven

leadership in the Indian tobacco industry

For over 90 years, we are identified with the introduction and

development of cigarette tobaccos of India. Our efforts in cigarette

tobacco development and export marketing have enable India to become

the fifth largest cigarette tobacco producer and the eighth largest exporter

of cigarette type tobaccos in the world.

We have sophisticated state-of-the-art processing and storage facilities

located in the cigarette tobacco growing regions of India.

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“ILTD believes in building an enduring relationship with you to create

a unique competitive advantage that will enable you to within the global

market place”.

ILTD-core capabilities:

ILTD have been recognized by national and international cigarette

manufacturers and tobacco merchants for our core capabilities in:

ILTD continuously strive to improve the quality of India’s offerings to

international cigarette tobacco customer’s process excellence.

Our plants with state of the art technology and internationally

benchmarked manufacturing process deliver quality products all the time.

Building relationship with framers.

This helps to constantly transfer technology from the laboratory to the

land for achieving superior yield and better quality (tobaccos)

Customer Focus:

Our value proposition to our customers is to create unique competitive

advantage that will enable them to will global market.

Talent Management:

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ILTD process managers with a wealth of experience, gained over

decades, in crop development, sourcing, processing, storage and logistics.

ILTD- Research and Development:

ILTD, the tobacco organisation in the Indian corporate sector with

extensive R&D facilities covering all aspects of tobacco crop cultivation,

processing and packing. Our R&D center is equipped to provide our

customers with all the relevant data on chemical and physical parameters

of their leaf supplies from us.

Our passion for quality and productivity enable our customers gets the

best at the most competitive price in a consistent manner.

This is borne out by:

Introduction of improved varieties.

Propagation of contemporary and cost effective agro-techniques.

Energy and ECO conservation measures.

Use of alternative sources of energy-agro wastes (briquettes from

coffee husk and paddy husk) and solar energy.

Past harvest product management.

Our product quality emanates from our strategy of intimate involvement

with tobacco farmers in India. By collaborating with world renowned

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tobacco technology centers and government organisations for technology

and knowledge transfer. We enable the Indian tobacco farmers to adopt

best practices in use. Our R&D facilities are manned by qualified and

experienced scientists including agronomists, plant breeders,

entomologists and chemists.

Our R&D unit has been accorded due recognition with the following

awards.

Best research and development of new innovation Gold award.

For its contribution to farm productivity improvement through the

introduction of improved varieties and propagation of contemporary

and cost effective agro-techniques.

Best energy conservation implementation gold award.

For energy and eco conservation measures

ILTD-processing:

Our green leaf threshing (GLT) plants with a total capacity to process

520 metric tones per day are comparable with the best in the world. They are

fully automated with the latest equipment to process and deliver 100 million

kegs of high quality tobaccos every year. It is no surprise that they enjoy

ISO 9002 and ISO 14001 accreditations. We have processing lines at two

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locations in the southern state of AP-chirala with 3 processing lines and

Anaparthi with one processing line.

We continuously work with our customers to redefine product quality

specifications to meet the requirements of new generation cigarette making

machinery. Our plants use internationally approved methods for ensuring

product quality.

Environment, health and safety are our prime concerns we spare no

effort to ensure an eco-friendly work environment. Our endeavors have been

rewarded with

National safety award from the British safety council

Swards of Honor from the British safety council British standard 7750

ROSPA Gold Awards from the Royal society or prevention of

accidents

Golden peacock Environment management Award from the World

environment foundation.

Rajiv Gandhi national Government of India.

Special commendations safety certificate from the ministry of labor

Government of India.

We are the first in the world among all the GLT’s to be accredited with

ISO 14001 environmental certification.

Our processing plant at Chirala is the first unit in India to receive the

connected social accountability standard certification (SA 8000).

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The Chirala plants have also been accredited with the OHSAS 18000-199

certificate.

ILTD-Logistics:

Our in-house ware housing facilities are benchmarked to international

standards for hygiene and in is station control.

We posses very large warehousing capacity to stock around 100 m.kg

of finished product. We also manage our customer’s inventories by shipping

out as per their manufacturing schedules (just in time delivery)

We are an ideal “one-stop-shop” for the finest of Indian quality

tobaccos, our large inventory enables customers to choose from a range of

grades and varieties any time during the year, no order is too small for us, be

it 10 tones or 10000 tones. We ensure in comparable service to all our

customers’ world wide at all times.

ILTD- The people:

Om ILTD, we firmly believe that the leaf business is a relationship

business and it is our people, more than any other resource, which enable us

to compete and win in the market place with our customers. In our

employees we value their abilities to create, judge, imagine and build

34

relationship and these values drive our people to achieve superior results

year after year.

Our human resource systems practices are designed such as to

promote and nature a work culture that to steers excellence, innovation,

competence and contribution continuous, investment in capability building

ensure that our people remain at the forefront in customer responsiveness.

Sustaining ILTD’s leadership in the leaf business by combining the virtues

of tradition with modernity, and delivering goods and services efficiently

with a personal touch.

If there is a one key to superior business performance, it is our ability to

turn the perceptions, capabilities and relationships, of our people into the

building blocks of the organisation. Our track record, so far, stands

testimony of the organisation and the future will be no different.

ILTD-Strengths:

As an organisation in the tobacco business for more than a decades. The

strengths we posses will help customers realize several tangible benefits.

A market leader, sourcing more than 50% of all cigarette type

tobaccos in India.

Economies of scale, to offer competitive advantage to our customers.

Largest processor, with 520 tons per day state of the art technology

comparable to the best in the world.

35

Capable of “Any time, any variety and any quality” delivery of

tobacco in different product forms.

Huge ware housing, with the best python-sanitary and hygiene

systems, to stock up to 100 m.kg and facilitate just in time deliveries

to our customers.

Prompt and efficient pre-post sales service.

Being part of ITC ltd-the largest cigarette manufacturing and

marketing company in India, our people have the expertise across the

chain from seed to smoke to understand your concerns.

It enabled to deliver a consistent quality product at a competitive

price.

ITC Limited – ILTD Division, Anaparthi

Human Resources Policy.

We are the team of ITC limited-ILTD division, Anaparthi, are

committed to develop an informational and inspirational culture that enables

superior performance of employees and the unit through benchmarkble

human resource systems and procedures.

The human resources policy of the unit focuses on:

Relieving that employees are its major assets and fasters the full

realization of individual potential through providing developmental

opportunities by encouraging and rewarding innovativeness.

Keeping work environment conductive to employees’ involvement

and communication both informal and two way communication.

36

Valuing ideas of employees and gives employee a space to executive

them.

Keeping all employees well informed, trained, empowered and giving

them the freedom to take AGLT goes through innovation and

improvement.

Developing a climate of cooperation and collaboration among

employees and the management.

Believing that career growth is determined by competency and

performance.

Aligning people with unit’s strategies to build culture of stretch and

innovation there by enhance contribution.

THE ITC PROFILE

ITC is one of the idea’s foremost private sector companies with a

market capitalization of over us $13 billion and a turnover of $3.5 billion.

Rated among the world’s best big companies by forces magazine and among

idea’s most respected companies by business world. ITC ranks third in pre-

tax profit among India’s private sector corporations.

ITC has a diversified presence in cigarettes, hotels, paper boards and

specialty papers, packaging, agri-business, packages foods and

confectionery, information technology, branded pares, greeting cards, safety

matches and other FMCG products. While ITC is an out standing market

leader in its traditional business of cigarettes, hotels, paper boards,

packaging and Agro-exports, it is rapidly gaining market share even in its

37

nascent businesses of packaged food and confectionery, Branded apparel

and greeting cards.

As one of India’s most valuable and respected corporations. ITC is

widely perceived to be dedicatedly nation-oriented Chairman Y.C.

Deveshwar calls this source of inspiration “a commitment beyond market”.

In this source of inspiration believes that its aspiration to create to enduring

value for the nation provides the motive force to sustain growing share

holder value. ITC practices this philosophy by not only driving each of its

businesses towards international competitiveness but by also consciously

contributing to enhancing the competitiveness of the larger value chain of

which it is a part”.

ITC’s diversified status originates from its corporate strategy aimed at

creating multiple divers of growth anchored on its time-tested core

competencies: distribution reach, superior brand-building capabilities,

electives supply chain management and acknowledged service skills in

hoteliering. Over time, the strategic forays into new businesses are expected

to garner a significant share of these emerging high-growth markets of in

India.

ITC’s diversified status originates from its corporate strategy aimed at

creating multiple divers of growth anchored on its time-tested core

competencies.

ITC’s Agri-business is one of India’s largest exporters of agricultural

products. ITC is one of the country’s biggest foreign exchange corners (US

38

$2.4 billion in the last decade). The company’s ‘e-couple’ initiative is

enabling Indian agriculture significantly enhance its competitiveness by

empowering Indian farmers through the power of the internet. This

transformational strategy, which has already become the subject matter of a

case study a Hayward Business School, is expected to progressively create

for ITC a huge rural distribution infrastructure, significantly enhancing the

company’s marketing reach.

ITC’s wholly owned information technology subsidiary, ITC

InfoTech India Limited, is aggressively pursuing emerging opportunities in

providing end-to end IT solutions, including e-enabled services and business

process out sourcing.

ITC production facilities and hotels have won numerous national and

international awards for quality, productivity, safety and environment

management system. ITC was the first company in India to be rated for

corporate Governance by ICRA, an associate of moody’s investors service,

which accorded it the second highest rating, signifying “a high level of

assurance on the quality of corporate governance”.

ITC employs over 20000 people at more than 60 locations across

India ranked among India’s most valuable companies by the ‘Business

today’ magazine. ITC continuously endeavors to enhance its wealth

generating capabilities in a globalizing environment to consistently reward

more than 450000 shareholders, fulfill the aspirations of its stakeholders and

meet societal expectations. This over-arching vision of the company is

39

expressively captured in its corporate positioning statement. “Enduring value

for the nation, for the shareholders.

History of ITC Limited:

ITC was incorporated on August 24, 1910 under the name of

“imperial tobacco company of India limited”. Its beginnings were humble, a

humble based office on Radha bazer lane, Kolkata, was the center of the

company’s existence. The company celebrated its 16 th birthday on August

24, 1926 by purchasing the plot of land situated at 37 chowringhee, (now

renamed J.L. Nehru Road) Kolkata, for the sum of Rs. 310000, this decision

of the company was historic in more ways than one. It was to mark the

beginning of a long and eventful journey into India’s future. The company’s

headquarter building, Virginia future. The company’s which came up on that

plot of land two years later, would go on to become one of Kolkata’s most

venerated land marks.

The company’s ownership progressively indinised and the name of

the company was changed to ITC Limited in 1974. in recognition of the

company’s multi business portfolio encompassing a wide range of business

cigarettes and tobacco, hotels, information technology, packaging, paper

boards and specialty papers, Agro-exports, foods lifestyle retailing and

greeting gifting and stationery. The full stops in the company’s name were

40

removed effective September 18, 2001. The company now stands

rechristened “ITC limited”.

About ITC Limited:

Though the first six decades of the company’s existence were

primarily devoted to the growth and consolidation of the cigarettes

and leaf tobacco business, the seventies witnessed the beginnings of a

corporate transformation that would user in momentous changes in the

life of the company.

ITC’s packaging and printing business division, was set up in 1925 as

a strategic backward integration for ITC’s cigarettes business. It is

today India’s most sophisticated packaging house.

In 1975 the company launched its hotels business with the acquisition

of a hotel in Chennai which was rechristened”ITC-welcomgroup

Hotel Cholas”. The objective of ITC’s entry into the hotel business

was rooted in the concept of creating value for the nation. ITC choose

the hotels business for its potential to earn high levels of foreign

exchange, create tourism infrastructure. Since them ITC’s hotels

business has grown to occupy a position of leadership with over 65

owned and managed properties spread across India.

In 1979, ITC entered the paper boards business by promoting ITC

Bhadrachalam Paper Boards Limited, which today has become the

market leader in India, Bhadrachalam paper boards amalgamated with

the company effective march 13, 2002 and became a division of the

company, Bhadrachalam paperboard Division. In November 2002 this

division merged with the company’s tribenitissues division to form

41

the paperboards and specialty, quality and manufacturing processes

are comparable to the best in the world. It has also made an immense

contribution to the development of carapace, an economically

backward area in the state of Andhra Pradesh. It is directly involved in

education, environmental protection and community development. In

2004 ITC acquired the paperboard manufacturing facility of BILT

industrial packaging co. Ltd (Bipco) linear Coimbatore, tamilnadu the

Kauai unit allows ITC to improve customer service with reduced lead

time and a wider product range.

In 1985 ITC set up surya tobacco co. in Nepal as an Indo-Nepal and

British joint venture. Since inception. Its shares have been held by

ITC, British American tobacco and various independent shareholders

in Nepal. In August 2002. surya tobacco became a subsidiary of ITC

limited and its name was changed to surya Nepal private limited

In 1990, ITC acquired tribune tissues Limited, a specialty paper

manufacturing company and a major supplier of tissue paper to the

cigarette industry. The merged entity was naming the tribe tissues

Division (TTD). To harness strategic and operational synergies. TTD

was merged with the Bhadrachalam paper Boards Division to form the

paper boards and specialty papers Division in November 2002.

Also in 1990 leveraging its agro-sourcing competency. ITC set up the

international business division (IBD) for export of agro-commodities.

The division is today one of India’s largest exporters. ITC’s unique

and now widely acknowledgede-chopal initiative began in 2000 with

soya farmers in Madhya Pradesh. Now it extends to 7 state covers

over 3.5 billion farmers. ITC first rural mall christened choupal sagar

was inaugurated in August 2004 at shore. The year 2006 witnessed the

42

vamping up of the company’s rural retailing network with 10 choupal

sager being operational in three states of Madhya Pradesh,

Maharashtra, and uttar Pradesh. Nine more choupal saagar being

operational in three states of Madhya Pradesh, will be launched

shortly.

In 2000, ITC’s packaging and printing business launched a line of

high quality greetings cards under the brand name “Expressions”. In

2002 the product range was enlarged with introduction of gift

wrappers, Autograph books and slam books. In the same year, ITC

also launched “expressions Matrubhashaa Vermicular range of

greeting cards in eight of premium stationery products. In 2003 the

company rolled out “classmate” arrange of notebooks in the school

stationary segment.

ITC also entered the lifestyle retailing business with the wills sport

range of international quality relaxed wear for men and women in

2000. The wills life style attain of exclusive stores later expanded its

range to include wills classis formal wear (2002) and wills club life

evening wear (2003). ITC also initiated a foray into the popular

segment with its men’s wear brand. John players in 2002. in

December 2005, ITC introduced essenza Di wills, an exclusive line of

drestige fragrance products, to select “wills lifestyle” stores. In 2006

wills life style became title partner of the country’s most premier

fashion event-wills lifestyle India fashion week. That has gained

recognition

ITC’s Corporate Strategies:

43

ITC’s corporate strategies are aimed at matching its core capabilities

with market opportunities to produce superior shareholders values. The key

corporate strategies are:

Continue to focus on the core businesses of cigarettes and tobacco,

hotels, packaging, and paperboard.

Ensure that each of its businesses meets the three criteria of

sustainability, namely market standing, profitability, and internal

vitality. Exit from businesses which do not meet these criteria within

agreed time frame.

Ensure that each business is internationally completive in the Indian

global market.

Create distributed leadership within the organisation by nurturing

talented and focused to management beams for each of the business.

Institute and practice a system of corporate governance appropriate to

ITC’s character and constitution. Such a system of governance must

achieve a whole some balance between the need for executive

freedom for management and the requirement of a framework for

effective accountability.

44

EMPLOYEE PROFILE

The factory at Chirala is seasonal as the tobacco crop is gorgon

specific at different zones. During season the processing is done in three

shifts. During off season, plant and facilities maintenance and modifications

are done.

UNIONSED SEASONALNON

SEASONALTOTAL

Technicians Nil 138 138

Class A 136 34 170

Class B 1522 125 1647

Badli 269 269

Technicians category are a pool of technical qualified (Diploma/ITC)

employees who cater to the needs of production and engineering

departments clerical are primarily those who maintain the accounts and

capture for mostly manual tasks in the factory and the majority are illiterate.

45

Each of the unionized categories of employees has their own

democratically union and elections are held once in two years. These office

wearers are elected y their category of employees across the ICTD division

with representatives for the division and for the division of operating units.

Long term agreements for spells of four years are entered into by

negotiating with the elected representative of the respective category. The

work requirements, the compensation package and employee welfare are

finalized in the LTA

Belies, numbering 269, are the category of employees who provide

absentee cover for class B employees during season. They get converted to

seasonal class B employees based on requirements.

Contracted works are of two categories:

Regular: Pest control operations and security are being carried out by

professional competent agencies.

Need based: Vivil works, repairs, painting, keeping tec. Licensed

contractors with competencies required for their trade and trained and

authorized for work in the factory, are engaged. Their work conditions

are monitored to conform to contact labor related legislation and ITC

guidelines for contact labor.

Training of personnel in ITC-ILTD Division, Aanaparthi:

46

a) Factory personnel manager/welfare officer are responsible for organizing

various training programmes whether in house or outside external training

programmes as per training calendar finalized during the year.

b) Training a person is arranged in-house or through outside

seminars/workshops/training programmes.

c) ITC Limited-ILTD Division is equipped with a training center having

necessary facilities for conducting in-house training programme.

d) In-house is conducted by manager, training center, managers of different

departments and external facility will be called depending upon the course

content of the programme.

e) Yearly training plan is established and maintained for personnel of

various categories and the same is available in the personnel department.

f) Before starting training programme a circular/lotus notes will be sent to

the all HOD’s for nominating the participants. This process will start on

week before the programme is scheduled. The concerned may communicate

the nominators of the candidate either through better or lotus notes.

Feedback on training programme a (circular/lotus not) will be taken from the

participant immediately after completion of the programme.

Feedback on effectiveness of the organized training programme will

be taken from concerned managers/HODs/FM maximum within a month

47

after organizing a training programme by measuring the expected Vs

achieve performance and through written comments.

Selection of faculty will be done on the post feedback from the

employees and rating should not be less than 60% out of 100%

Identification of training needs in ITC-ILTD Division, Anaparti.

Training needs are identified by concerned department managers on

the basis of appropriate job requirements for each category of personnel as

under:

The identified training needs by concerned managers will be

discussed in HODs meeting and finalized in consolation with factory

manager and a detailed training calendar will be prepared every year in the

month of January for the programmes that are going to be conducted during

the year.

Workers:

Operating skills, behavioral progammes and EHS programmes.

Technicians:

Operation and maintenance skills, behavioral programmes, computer

awareness Programmes and EHS programmes

48

Staff:

Operating and supervisory skills, Behavioral Progammes computer

awareness programmes and HIS programmes.

Staff manager who sits in divisional head quarters deals training

matters in respect of manager’s staff ‘X’ and ‘Y’ and senior grand employee.

RECRUITMENT AND SELECTION PRACTICES AT ITC

Human Resource Management at ITC:

HRM practice of ITC is the one among the practices followed by the

large firms of India. The present chapter deals with the topic of HRM

philosophy, HRM policy and the functions of HRM department, Human

resource planning process after covering these aspects the chapter will be

followed by the recruitment and selection practices of the organisation.

HRM Philosophy:

Employees are the valuable resources of the organisation

Relationship between different groups so that work is performed

effectively

Eliminating waste and improper use of human resource.

Human Resource Management Policy:

49

Employees are provided with welfare activities to increase their

quality and work life

Employees are provided with necessary training facility, so as to

improve their skills.

Then ultimately resulting in improved productivity and personnel

development.

Functions of Human Resource Management Department:

The HR Department looks after the following functions administration

of the welfare facilities, reports, loans, advances, transfer, assignment etc.

Deals with matter relating to recruitment and selection administration of

HRD activities, matter relating to discipline.

The Process of Human Resource Planning:

HRP consists of the following steps;

Analyzing the organisational plans

Demand Forecasting: Forecast the overall human resource

requirements in accordance with the organisations plans.

Supply forecasting obtaining the data and information about the

present inventory of Human Resource and Forecast the future changes

in present Human Resource inventory

Estimating the human resource requirements

50

Recruitment and selection practices at ITC:

ITC company recruitment and selection practice is similar to that of

the large organisations. Through these practices the HRM department is able

to meet the requirements of the organisation.

Recruitment and selection process in ITC:

Position or job vacancy

Approval for filling the vacancy/manpower planning

Notification of vacancy through advertisements/consultants or

agencies

Sources of Recruitment:

ITC recruitment sources are-

Advertisements

Deputation or contract

Recruitment consultants/Head Helnters.

Promotions

Transfer.

From these sources ash organisation receives the applications for the

specified requirements to fill the vacancy. Based upon the departments’

specification a job analysis process will be done by the HRD department

accordingly.

51

On receiving the approval from MD and CEO the HRD initiates the

process by advertising the local news paper and national papers

depending upon the manpower recruitment or it may be referred to the

recruitment consultants, for receiving the suitable applications.

Selection Process in ITC Interviews:

ITC used to recruit through interviews to security the suitable

candidate since its inception by selecting the best required from those who

are selected in the interviews. Written test was the first step in the selection

process and follows with the personal interview. The selected candidates

from the written test and the personal interview have to go through group

discussion and the best in the group discussion will be selected to meet the

requirement.

In case the technical recruitment, practical test and selection test are

conducted. The candidates who are qualified in the tests will be called for

the final interview will be done by the selection committee as constituted by

the HRD. HRD will take the initiative of based on the selection committee’s

report

All selected candidates will be sent on offer of employment letter,

with the date of joining, pay and allowances, designation and the other terms

and conditions of employment in ITC.

52

At the time of joining the candidate should produce the following

documents of the HRD

Educational qualification

Proof of data of Birth

Experience certificate

Relieving letter from the precious organisation

Attestation forms for police verification

Reference.

Policy enquiry about the selected person is made after his interview.

Medical examination is also carried out. Selection of local candidate was

made particular under certain situations to meet the requirements.

The selected employees will be appointed on training for a period of

one year. Based on the appraisal reports, candidates will be absorbed into

the suitable grade and will be on probation period of six months. After

successful completion of probation period the candidate will be

confirmed subject to the appraisal report.

Manpower Planning in ITC:

1. Activity based manning

2. Badly Concept

3. Nominee System

4. Pool Concept

5. Multi-skilling and Flexibility

53

Manpower Planning in ITC:

Separations-

Recruitments

Deaths

Resignations

Dismissals

VRS

Transfers out etc.,

Recruitment

Promotions

Transfers.

54

CHAPTER 4

DATA ANALYSIS AND

INTERPRETATION

55

Table 1

Recruiting the employee

S.No Particulars No. of. Respondents Percentage

1. Internal 70 70

2. External 30 30

Total 100 100

Interpretation: From the above table 70% of the employees are recruiting

internally and 30% of the employees are recruiting externally.

56

Graph – 1

Recruiting the employee

57

Table 2

External recruitment

58


1. Through agencies 60 60

2. Through reference 20 20

3. Casual applications 10 10

4. Data banks 10 10

Total 100 100

Interpretation: From the above table 60% of the employees are through

agencies and 20% of the employees through reference, 10% of the

employees from casual applications and 10% of the employees are recruiting

data banks.

Graph 2

External recruitment

59

Table 3

Recruitment policy

60


1. Yes 100 100

2. No - -

Total 100 100

Interpretation: from the above table 100% of the employees said ‘Yes’

about the recruitment policy in the organisation?

Graph 3

Recruitment policy

61

Table 4

Informing the vacancy position


1. Through word of mouth 10 10

62

2. Notice board 60 60

3. Department heads 30 30

Total 100 100

Interpretation: from the above table 60% of the respondents responded

about the information of vacancy position is through notice board, 30% said

through department head and 10% said through word of mouth.

Graph 4

Informing the vacancy position

63

Table 5

Identification candidate for recruitment

64


1. Through adds 60 60

2. Internet 30 30

3. Consultants 10 10

Total 100 100

Interpretation: From the above table we concluded that 60% fo the

respondents recruited through ads and 30% fo the candidates recruited

internet and 10% of the candidates recruited consultants.

Graph 5

Identification candidate for recruitment

65

Table 6

Manpower planning

66


1. Department heads 20 20

2. HR department 50 50

3. Above two 30 30

Total 100 100

Interpretation: From the above table 50% of the employee said HR

department will participate in the manpower planning, 30% of the employee

said both the department heads and HR department and 20% of the

employees said department heads.

Graph 6

Manpower planning

67

Table 7

Recruitment sources for top-level management

68


1. Internet 25 25

2. Internal Search 30 30

3. Through ads 30 30

4. Above all 15 15

Total 100 100

Interpretation: From the above table we concluded the recruiting top level

management 25% internet, 30% are internal search, and 30% are through ads

and 15% are recruiting above all.

Graph 7

Recruitment sources for top-level management

69

Table 8

Recruit the employee of company

70


1. Quarterly 10 10

2. Half yearly 10 10

3. Annually 20 20

4. Whenever required 60 60

Total 100 100

Interpretation: From the above table, we concluded the employees 10%

quarterly, 10% half yearly, 20% annually and 60% of employee recruiting

whenever required.

Graph 8

Recruit the employee of company

71

Table 9

Regarding the present recruitment policy

72


1. Satisfied 70 70

2. Needs improvement 30 30

Total 100 100

Interpretation: From the above table we concluded that the present

recruitment policies are 70% satisfied, and the 30% are needs improvement

of the recruitment policy

Graph 9

Regarding the present recruitment policy

73

Table 10

Improvements in the present Recruitment Policy

74


1. Yes 90 90

2. No 10 10

Total 100 100

Interpretation: From the above table we concluded the improvement in the

present recruitment policy to recruit 90% of yes and 10% of no above all for

the improvement in the present recruitment policy

Graph 10

Improvements in the present Recruitment Policy

75

Table 11

Recruitment Sources for middle-Level Management


76

1. Internet 10 10

2. Through ads 40 40

3. Consultants 40 40

4. Above all 10 10

Total 100 100

Interpretation: From the above table, we concluded the sources of middle

level management to recruit the 10% of internet, 40% through ads, 40%

consultants and 10% above all for the middle level management.

Graph 11

Recruitment Sources for middle-Level Management

77

Table 12

Recruitment through campus selection

78


1. Yes 85 85

2. No 15 15

Total 100 100

Interpretation: From the above table 85% of the employees said ‘Yes’

about the campus selection in the organization and the remaining 15% said

‘No’

Graph 12

Recruitment through campus selection

79

Table 13

Interview’s for selecting employees

80


1. Structured 90 90

2. Unstructured - -

3. Stress 10 10

Total 100 100

Interpretation: From the above table 70% of the employee said structured

interviews while selecting employee and 10% of the employee said stress in

the organisation.

Graph 13

Interview’s for selecting employees

81

Table 14

Difficulty in recruiting employees

82


1. Yes - -

2. No 100 100

Total 100 100

Interpretation: From the above table 100% of the employees said ‘No’

about the recruiting employee in the organisation.

Graph 14

Difficulty in recruiting employees

83

Table 15

Interviews in selection process

84


1. Preliminary interview 36 36

2. G.D 28 28

3.Decision Making

interview36 36

Total 100 100

Interpretation: From the above table 36% of the employees said

preliminary interview in selection process 36% of the employees said

through decision making interview and 28% of the employees said through

G.D.

Table 15

Interviews in selection process

85

Table 16

Any hurdles in selection process

86


1. Yes - -

2. No 100 100

Total 100 100

Interpretation: From the above table 100% of the employee said ‘No’

about the hurdles in selection process in the organisation.

Graph 16

Any hurdles in selection process

87

Table 17

Recruitment process in ITC

88


1. Excellent 20 20

2. Good 70 70

3. Fair 10 10

Total 100 100

Interpretation: From the above table 70% of the employees said Good

about the recruitment process, 20% of the employee ‘Excellent’ and the 10%

of the employees ‘Fair’ in the organisation.

Graph 17

Recruitment process in ITC

89

Table 18

Preference about promotion

90


1. Yes 100 100

2. No - -

Total 100 100

Interpretation: From the above table 100% of the employees said ‘Yes’

about the promotion preference in the organization?

Graph 18

Preference about promotion

91

Table 19

Factors consideration

92


1. Subject 25 25

2. Willingness 20 20

3. Suitability 55 55

Total 100 100

Interpretation: From the above table we conclude considered the selecting

25% subject, 20% of selecting willingness and 55% of selecting in

suitability.

Graph 19

Factors consideration

93

94

CHAPTER 5

FINDINGS &

SUGGESTIONS

95

FINDINGS

1. 10% of the respondents said that the vacancies in the internal

organisation are known through word of mouth

2. Major source for recruitment is through internet only.20% said that

recruitment is through ads.

3. 20% of the employees are not satisfied with the recruitment procedure

4. 20% was dissatisfied and 10% was recruited through the selection

procedure

5. 20% of the employees said that there is no career development in ITC

Ltd.

6. 50% of the employees reacted that they have worked for ITC for less

than one year

7. Most of the recruitment process is based on reference and not on the

experience and qualification

96

97

SUGGESTIONS

Systematic and a common methodology should be opted for recruiting

and selecting the employees.

The steps in the process of selection should not very from employee to

employee

The system opted for remuneration should be changed

Experience and qualification should also be considered at the time of

selection

Recruitment should be made in the manner, which helps in the

development of the organisations.

Check if the right person is being placed at the right place

Induction programme should be made in time, but not too late.

The process of selection should be the same for the employees of

same designation and very according to the designations.

Job rotation should be made according to the individual’s skill and

qualification.

98

QUESTIONNAIRE

Name………………………………………………………………………

Employee No. …………………., Experience…………………………..

Designation……………………… Department…………………………

1. How do you recruit the employees?

a) Internal b) External

2. If external how do you recruit the employee?

a) Through agencies b) Through reference

c) Casual applications d) Data banks

3. Is there any recruitment policy followed by your company

a) Yes b) No

4. How will you inform the vacancy position of the job to internal

conditions

a) Through word of mouth b) Notice boards

c) Department heads

5. What are the major sources for identification of candidates for

recruitment?

a) Through ads b) Internet

c) Consultants

99

6. Who are involved in the manpower planning?

a) Department heads b) HR Department

c) Above two

7. What are the recruitment sources for top-level management?

a) Internet b) Internal Search

c) Through ads d) above all

8. How frequently do the companies recruit the employee?

a) Quarterly b) Half yearly

c) Annually d) whenever required

9. What is your level of satisfaction regarding the present recruitment

policy?

a) Satisfied b) Needs Training

10.Do you feel any improvements in the present recruitment process?

a) Yes b) No

11.What are the recruitment sources for middle level management?

a) Internet b) Through ads

c) Consultants e) Above all

12.Does the company deserve the campus selection?

a) Yes b) No

100

13.Which type of interview do you follow for selecting the employees

a) Structured b) Unstructured

14.Do you face any difficulty in recruiting the talent employees in LPG

scenario?

a) Yes b) No

15.What type of interviews is to be conducted on selection process?

a) Preliminary interview b) Group decision interview

c) Decision making interviews

16.Do you face any hurdles in selection process?

a) Yes b) No

17.What do you think about the recruitment process in ITC Limited?

a) Excellent b) Good

c) Fair

18.Do you think the competent employees are preferred to promotions?

a) Yes b) No

19.What factors do you most consider while selecting the employees.

a) Subject b) Willingness

c) Suitability

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20.Any Suggestions---------

ABBREVATIONS

1. HRM : Human Resource Management

2. HRD : Human Resource Development

3. ITC : Indian Tobacco Company

4. ILTD : Indian Leaf Tobacco Development

5. R&D : Research and Development

6. TTD : Tiber Tissues Division

7. IBD : International Business Division

8. FCV : Flue Curved Virginia

9. FMCG : Fast Moving Consumer Goods

10. GLT : Green Leaf Threshing

11. FCV : Few Curved Virginia

12. IS : Initial Screening

13. BPBD : Bhadrachalam Paper Board Division

102

GLOSSARY

HRM: Human Resource Management is a series of a decision that

affect the relationship between the employees and the employers. It

effects many constituents and is intended to influence the effectiveness,

of the employees and employer.

Recruitment: Recruitment as the process of searching for the

prospective employees and stimulating them to apply for jobs in the

organisation.

Dividend: The director do not recommended payment of any dividend

for the year in order to strengthen the working of the company

Preliminary interview: Preliminary selection of applicants is often

done by setting minimum standards for the job, and communicating

these standards of the employees.

Final Interview: it is very important of the company. Since the

immediate supervisor is ultimately responsible for new workers he or

she should have input the hiring decision.

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Job offer: the actual hiring of an applicant constitutes the end of the

selection process. At this stage successful applicants must be notified

the firms decisions.

HR communication effect: It is essential that special efforts are taken

to make human resource communication effective. These effects are

need.

In adequate appreciation of need for HRC by the organisation

Tendency of keeping HR policies and practices confidential

CIPP Approach: This approach takes context, process and product for

evaluation context evaluation

Context Evaluation: It involves evaluation of trends needs analysis and

formulation objectives in the light of need.

Input Evaluation: It involves evaluation of determining policies,

budget, schedules and procedures for organisation programmed.

Process Approach: It involves of preparation of reaction sheet rating

scales and analysis of relevant records.

Product Evaluation: It involves measuring and interpreting the

attainment of recruitment and selection process.

104

BIBLIOGRAPHY

Books :

Managing for the future P.F. Drucken

Human Resource Management P. Subba Rao

Human Resource management K. Ashwathappa

Websites:

www.itc.ltd

www.iltd.com

www.hrm.co

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http://www.hrm.co/

http://www.iltd.com/

http://www.itc.ltd/

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