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RECRUITMENT AND
SELECTION
PRESENTED BY:-
DALJIT KAUR
ROLL NO- 120425710
STUDENT MBA FINAL YEAR
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ABOUT BISLERI
A brand that pioneered the concept of mineral water,bottled with its distinct green label . Bisleri , is ahousehold name that has 60 % market share in packageddrinking water in India .
Bisleri was originally an Italian company createdby SIGNOR FELICE BISLERI, who first brought theidea of selling bottled water in India. Bisleri originated inItalyin a place called NOCERA UMBRAfrom a spring
called Angelica. In 1965, it was introduced in Mumbai inglass bottles in two varietes - bubbly & still. In 1969, itwas bought over by Parle. Later Parle switched over toPVC non-returnable bottles & finally advanced to PETcontainers.
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The original Parle company was split into threeseparate companies owned by the different factions ofthe original Chauhan family:
Parle Bisleri, led by Ramesh Chauhan
Parle products , led by Vijay, Sharad and AnupChauhan (owner of the brands Parle-G, Melody,Mango Bite, Poppins, Monaco and KrackJack)
Parle Agro, led by Prakash Chauhan and hisdaughters Schauna, Alisha and Nadia (owner of thebrands such as Frootiand Appy)
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Brief summary about bisleri history :
1949parle group founded by late jayantilal chuhan started
manufacturing soft drink1951parle group launches gold orange aerated drink
1965bisleri introduced in Mumbai in two varieties
1969parle bay bisleri ltd. Was bought from an Italian
enterprenuer named signor
Felice bisleri. It originated in place called nocera umbra from aspring called angelica .
1971parle group launch limca a lime flavor aerated drink
1974maaza , mango based drink is launched
1978thums up , a cola based aerated drink is launched byparle group
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2010bisleri launched limited addition of celebration
and celebrate cricket labels in 250 and 500 ml packs.
Also launched vedica natural mountain water fromHimalaya
2011bisleri launched stay protected campaign with
bissi spreading the message of protect the one you
love.
It introduced home product 15 ltr an ideal pack size
for home
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Vision
To become premium and excel brand among all mineral
water companiesAn India in which every person has uninterrupted access
to scientifically purified and fortified drinking water,
irrespective of geographical barriers or economic
limitations and to make dominant player within all brandsMission
The Aqua Green Revolution urges us to innovate
continuously, to provide every Indian access to
scientifically purified and fortified drinking water that isreadily available and easily affordable; and to support
initiatives that rejuvenate the Earth's natural sources of
pristine drinking water.
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Values
Trust: Build trust in every single individual who
interacts with the brand.
Innovation: Approach innovation not as a can-do,but as a must-do.
Seamlessness: Integrate smaller goals seamlessly toachieve the larger objective.
Commitment: Sow the seeds of commitment atevery step towards the goal.
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Bisleri management
Bisleri franchise - mineral water plant in
Ludhiana( asianlak health foods ltd.)
Board of directors
Radhe Sham poddar Executive chairmen
Mr. Neeraj poddar Management
director
Mr. Gopal poddar Management
director
Mr . Abhishek poddar GM
Senior operation
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Admin and HR head Mr. R. S. Katoch
Account manager Mr. Naresh Kumar
IT head Mr. Tirath Ram
Production manager Mr. H .K. Sachdeva
Excise and taxation head Mr. I M Oberai
Electric and maintenance head Mr. Gurpal Singh
Project manager Mr. Narayan
Quality manager Mr. Sukhwinder Singh
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sales marketing & dispatch Mr. Parminder singh
Moulding Mr. S. L. verma
Store department Mr. Amarjeet singh
transport Mr. Ranjeet singh
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Bisleri Products
It is available in 8 pack sizes: 250ml cups, 250ml bottles,
500ml, 1 litre, 1.5 litre, 2 litre, 5 litre, and 20 litre.
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Vedica- Every drop ofvedica mountain water fillsyou with natural
benediction.it fed by chastesnow , seasoned with herbs
and minerals and purified
by natural filters the water
gushes from the Himalayato fill your being with the
mysticism of ages gone by
Fizzy sodait is a most
recent product of bislery .It is a carbonated water and
comes under soft water
segment
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Facilities and accessoriesregarding product
Chotukool
Faucet
Stand
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Environmental program run by bisleri
One of the guiding principles of the Aqua Green
Revolution is to return profits to the environment'.
Bisleri has joined hands with governments, communities
and individuals, to preserve our planet's delicate
environmental balance.Diverting the rain water into tanks and ponds
JCERT (Jayanti Lal Chauhan Trust )
Water Harvesting
PET recycling
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INTRODUCTION
The human resources are the most important assets of
an organization. The success or failure of anorganization is largely dependent on the caliber of the
people working therein. In order to achieve the goalsor the activities of an organization, therefore, they needto recruit people with requisite skills, qualifications and
experience.The objective of the study is to analyze the actualrecruitment process in bislery, and to evaluate how farthis process confirms to the purposes underlying theoperational aspects of the industry. How far the process
is accepted by it? And what are the options of thefamily members of the organization? The study onrecruitment highlights the need of recruitment in
bislery.
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Decentralized recruitment
It is the case of conglomerates
operating in different and diverse
business areas. With diverse andgeographically spread business
areas and offices, it becomes
important to understand the needs
of each department and frame the
recruitment policies and
procedures accordingly. Each
department carries out its own
recruitment. Choice between the
two will depend upon
management philosophy and
needs of particular organization.
In some cases combination of both
is used. Lower level staffs as well
as top level executives are
recruited in a decentralized
manner.
BENEFITS
Distribution of burden of
top executive
Increased motivation and
morale
Maintenance of Secrecy
Facilitate effective control
and quick decision
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Sources of recruitment
Internal sources
Persons already working in
an organization
Whenever any vacancy
arises, someone from within
the organization is
upgraded, transferred,
promoted or even demoted.
Candidates referred by
unions, friends, relativesand existing employees
Merits
Increase in Morale
Better Selection
Economical Internal
Labor- turnover is reduced
Better Labor-ManagementRelation
Demerits
Check on Young Blood
Limited choice
Encourages Favoritism
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EXTERNAL SOURCES
Students from reputed
educational institutions
Candidates forwarded by
search firms and contractors
Candidates responding to the
advertisements, issued by theorganization
walk-ins interviews
Merits
Entry of young blood Wide choice
Less Chances of Favoritism
Competition & motivation
Demerits
Decrease in Morale of
Existing Employees
Chances of Wrong Selection
Costly Source
Increase in Labour-turnover
Deterioration in Lab our-
Management Relationship
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FACTORS EFFECTING RECRUITMENT
the following are the two important factors affecting recruitment:-
INTERNAL FACTORS
recruiting policy
temporary and part-time employees
recruitment of local citizens
engagement of the company in hrp
companyssize
cost of recruitment company's growth and expansion
EXTERNAL FACTORS
supply and demand factors
unemployment rate
labour-market conditions
political and legal considerations
social factors
economic factors
technological factors
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GENERAL STEPS OF RECRUITMENT
1. Getting the job posted
2. Advertising
3. Receiving applications and resumes
4. Screening of applications and resumes
5. Interviewing candidate
6. Checking reference7. Requesting the hire of final candidate and submitting
the additional required information.
8. Approving the hire request
9. Extending job offers
10. Completing the administrative processes following the
acceptance of job offer
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ANALYSIS OF STUDY
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BEST WAY TO RECRUIT PEOPLE
40%
25%
20%
15%
Chart Showing the Best way to Recruit People is
Advertisement Walk-ins Variable Search Firms
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Sources used by company for recruitment
3%
35%
18%
12%
5%
25%
2%
campus consultants walk-ins advertismenta
job fairs job portals others
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factors that influenced you the most while
considering your current employment
14%
43%
43%
0%
Salary Package
Brand Image
Challenging Role
Benefits
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Does company disclose the job specification
at the time of selection of candidate
93%
0%7%
Yes
No
Partially
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FINDINGS
Major source for the recruitment of employee areconsultant, advertisement and job websites .
Advertisements is the most suitable source for hiringmiddle level employees.
Company is not making use of outsourcing forrecruitment.
Company is using conventional techniques for therecruitment of its employees
The company posts jobs on some job website andinternet services .
The databanks are not properly maintained. It is morefile based than computer based
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The dead bio-data are never being destroyed.
Salary comparison is not justifies
Manpowers are recruited from private placementconsultancy, who are demanding high amount of fees,
where as HRD Department is not fully utilised to recruit
manpower by advertisement.
Manpower is recruited from reliable source however
efficiency does not recognize
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Suggestion and Recommendation
Company should make use of modern techniques for the
recruitment of its employees.
Special emphasis should be given to the skills, knowledge
and experience of the applicants in their recruitment.
Employees should be well-informed regarding the
recruitment process and criteria for such recruitment.
The Data Banks should be computerized.
The dead CVs should be destroyed.
Salary comparison should be done adequately to retain theold employees.
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External source of recruitment should be given equal
importance with internal source
Proper inquiry should be done regarding previousemployment of a candidate before recruitment to
avoid industrial disputes.
Each level of employee should be formally inducted and
introduced to the Departmental Head. If not all levels, atleast Asst. Manager and above category of employees.
Manpower planning should be followed before
recruiting.
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CONCLUSION
Studying the recruitment procedures of Bisleri. Analyzingthe respondentsanswers, opinion survey and data analysisthe research I came to a conclusion that Bislery is agrowing Company. It has a separate personnel departmentwhich is entrusted with the task of carrying out the variousefficiently. The business of Bislery is carried on in a veryscientific manner. In the saturation point of business itneed not waste the time to diversify into the another
business. Management understands the business gamevery well. At the time of difficulty it takes necessaryaction to solve the problem. Now the personnel departmentof Bislery is in infancy stage. It always try to modernizethe department. It strongly believes in manpower positionof the organization because it knows in the absence of Mfor man all Mslike money, material, machines, methodsand motivation are failure. It always tries to develop thehuman resources. In the absence of right man, material,money, machines all things will not be properly utilized.So it always recruits manpower in a scientific manner.
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