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EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

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A project report entitled

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN HINDUSTAN COCA- COLA BEVERAGES PVT LTD, RANINAGAR

By

Dipika Gupta

Submitted in partial fulfillment of the requirements

for the degree of

MBA

To

Sikkim-Manipal University, India


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(Student Declaration)

I hereby declare that the project report entitled


Submitted in partial fulfillment of the requirements for the degree of

MBA

To Sikkim-Manipal University, India,is my original work and not submitted for the award of any other degree, diploma,

fellowship, or any other similar title or prizes

Place:Date:

Sign: _______________


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Reg. No.


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(University study Centre certificate)This is to certify that the project report entitled


Submitted in partial fulfillment of the requirements for the degree of

MBA

of Sikkim-Manipal University by

Dipika Gupta

has worked under my supervision and guidance and that no part of this report has beensubmitted for the award of any other degree, Diploma, Fellowship or other similar titles or

prizes and that the work has not been published in any journal or Magazine.

(Reg. No:) Certified

(Guides Name and Qualification)


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PREFACE

Coca-Cola is a carbonated soft drink sold in stores, restaurants, and vendingmachines throughout the world. It is produced byThe Coca-Cola Company of Atlanta, Georgia,and is often referred to simply as Coke (a registered trademark of The Coca-Cola Company inthe United States since March 27, 1944). Originally intended as a patent medicine when it wasinvented in the late 19th century by John Pemberton, Coca-Cola was bought out by

businessman Asa Griggs Candler, whose marketing tactics led Coke to its dominance of theworld soft-drink market throughout the 20th century.

The company produces concentrate, which is then sold to licensed Coca-Cola bottlersthroughout the world. The bottlers, who hold territorially exclusive contracts with thecompany, produce finished product in cans and bottles from the concentrate in combinationwith filtered water and sweeteners. The bottlers then sell, distribute and merchandise Coca-Cola to retail stores and vending machines. The Coca-Cola Company also sells concentratefor soda fountains to major restaurants and food service distributors.

The Coca-Cola Company has, on occasion, introduced other cola drinks under theCoke brand name. The most common of these is Diet Coke, with others including Caffeine-Free Coca-Cola, Diet Coke Caffeine-Free, Coca-Cola Cherry, Coca-Cola Zero, Coca-ColaVanilla, and special versions with lemon, lime or coffee. In 2013, Coke products could befound in over 200 countries worldwide, with consumers downing more than 1.8 billion

company beverage servings each day.Based on Interbrand's best global brand study of 2011, Coca-Cola was the world's mostvaluable brand.


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DECLARATION

I, Dipika Gupta hereby declare that the report of the project entitled PERFORMANCE

APPRAISAL AT JK ORGANIZATION has not presented as a part of any other academic

work to get my degree or certificate except Sikkim Manipal University for the fulfillment of

the requirements for the degree of MBA.


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Dipika Gupta


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CONTENTS:

CHAPTERS PARTICULARS PAGE NO.

CHAPTERS-1 INTRODUCTION 8 28

CHAPTERS-2 RESEARCH DESIGN 29 37

CHAPTERS-3 COMPANY PROFILE38 51

CHAPTERS-4 ANALYSIS & INTERPRETATION OF

DATA

52 - 92

CHAPTERS-5 SUMMERY OF FINDINGS AND

CONCLUSION93 95

CHAPTERS-6 RECOMMENDATIONS AND

SUGGESTION

96 - 98

ANNEXURE

BIBLIOGRAPHY


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CHAPTER 1

INTRODUCTION


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HUMAN RESOURCE MANAGEMENT

INRTODUCTION:

Every business unit needs human resource (manpower) for the conduct of

different business activities. In fact, no organization can exist or operate efficiently

without the support of human resource. Such human resource includes top level

managers, executives, supervisors and other subordinate / lower level staff /

employees. A business organization has to estimate its future manpower needs and

adjust its manpower planning and development programmes accordingly. This is

called 'staffing' function of management. Human resource management is also

described as personnel management or manpower management.

According to Edwin Flippo, "Personnel Management is the planning, organising,

directing and controlling of the procurement, development, compensation,

integration and maintenance of people for the purpose of contributing to

organizational, individual and social goals".

Various areas such as recruitment and selection, wage payment and industrial

relations are covered under human resource management.


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Meaning of Human Resource

In an industrial unit, large number of persons is employed in order to conduct

various operations and activities. This is treated as human resource or manpower

employed. A business unit needs material resources as well as human resource for

the conduct of various activities. Of all the "M"s in management (such as

Materials, Machines, Methods and Money) the most important "M" stands for Men

i.e., manpower working in the organization. It is through manpower/employees

that all other ingredients of an enterprise-money, machines, materials, marketing,

etc., are managed. In brief, Human Resource (HR) constitutes the most important

and the most productive resource of an industrial / business unit.

It is rightly said that "machines are important in the production process but the man

behind the machines is more important". He transforms the lifeless factors of

production into useful products. Human resource (HR) is an important asset of a

business unit. Well-trained, loyal and efficient team of workers brings success and

stability to a business unit. This suggests the importance of human resource in

business. People and the organization in which they work are inter-related and

interdependent. Organization moves towards prosperity only by using its available

human resource purposefully. Similarly, employees get various monetary and other

benefits through the prosperity of their organization.


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What is Human Resource Development? HRD

Human Resource Development (HRD) means to develop available manpower

through suitable methods such as training, promotions, transfers and opportunities

for career development. HRD programmes create a team of well-trained, efficient

and capable managers and subordinates. Such team constitutes an important asset

of an enterprise. One organization is different from another mainly because of the

people (employees) working therein. According to Peter F. Druker, "the prosperity,

if not the survival of any business depends on the performance of its managers of

tomorrow." The human resource should be nurtured and used for the benefit of the

organization.

Importance of Human Resource in Management

Human resource is most important resource in management and needs to be used

efficiently. This is because success, stability and growth of an organization depend

on its ability in acquiring, utilizing and developing the human resources for the

benefit of the organization. In the final analysis, it is the people (i.e employees)

who produce promising results and generate a climate conductive to the growth

and development of an organization. HR is a highly productive corporate asset and

the overall performance of companies and corporations depends upon the extent to

which it is effectively developed and utilised. It is the most delicate factor of


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production and need not be treated merely as a commodity to be bought and used

in factories.

According to Peter Drucker, "The function of management is to manage managers,

workers and work". The importance of manpower in business management is now

universally accepted. Employees have a capacity to grow and develop, if suitable

opportunities are offered. They give positive response to monetary and non-

monetary incentives, training opportunities, favorable work environment and

motivation. According to Pigors and Myers, "Good management means getting

effective results with people". This suggests the importance of human resource.

Definitions of Human Resource Planning

Colemn has defined human resource planning as "the process of determiningmanpower requirements and the means for meeting those requirements in order to

carry an integrated plan at the organization".

Stainer defines manpower planning as "strategy for the acquisition, utilisation,

improvement and preservation of an enterprise's human resources. It relates to

establishing job specifications or the quantitative requirements of jobs determining

the number of personnel required and developing resources of manpower".


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Advantages / Importance of HRP

Meeting manpower needs: Every Organisation needs adequate and properly

qualified staff for the conduct of regular business activities. Imaginative HRP is

needed in order to meet the growing and changing human resource needs of an

organization.

Replacement of manpower: The existing manpower in an Organisation is affected

due to various reasons such as retirement and removal of employees and labour

turnover. HRP is needed to estimate the shortfall in the manpower requirement and

also for making suitable arrangements for the recruitment and appointment of new

staff.

Meeting growing manpower needs: The expansion or modernization programmemay be undertaken by the enterprise. Manpower planning is needed in order to

forecast and meet additional manpower requirement due to expansion and growth

needs through recruitment and suitable training programmes.

Meeting challenges of technological environment: HRP is helpful in effective use

of technological progress. To meet the challenge of new technology existing

employees need to be retrained and new employees may be recruited.


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Coping with change: HRP enables an enterprise to cope with changes in

competitive forces, markets, products, and technology and government regulations.

Such changes generate changes in job content, skill, number and type of personals.

Increasing investment in HR: An employee who picks up skills and abilities

becomes a valuable resource because an organization makes investments in its

manpower either through direct training or job assignments.

Adjusting manpower requirements: A situation may develop in; an organization

when there will be surplus staff in one department and shortage of staff in some

other department. Transfers and promotions are made for meeting such situations.

Recruitment and selection of employees: HRP suggests the type of manpower

required in an organization with necessary details. This facilitates recruitment andselection of suitable personnel for jobs in the Organisation. Introduction of

appropriate selection tests and procedures is also possible as per the manpower

requirements.

Placement of manpower: HRP is needed as it facilitates placement of newly

selected persons in different departments as per the qualifications and also as per

the need of different departments. Surplus or shortage of manpower is avoided and

this ensures optimum utilization of available manpower.


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Training of manpower: HRP is helpful in selection and training activities. It

ensures that adequate number of persons is trained to fill up the future vacancies in

the Organisation.

Meaning of Recruitment

Recruitment means to estimate the available vacancies and to make suitable

arrangements for their selection and appointment. In the recruitment process, the

available vacancies are given wide publicity and suitable candidates are

encouraged to submit applications so as to have a pool of eligible candidates for

scientific selection.

In recruitment, information is collected from interested candidates. For this

different source of recruitment such as newspaper advertisement, employmentexchanges, internal promotions, etc., are used. In the recruitment, a pool of eligible

and interested candidates is created for the selection of most suitable candidates.

Recruitment represents the first contact that a company makes with potential

employees.

Recruitment is a positive function in which publicity is given to the jobs available

in the organization and interested candidates (qualified job applicants) are

encouraged to submit applications for the purpose of selection.


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Definition of Recruitment

According to Edwin Flippo, "Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the Organisation."

Need for Recruitment

The need for recruitment may be due to the following reasons / situations:-

Vacancies: due to promotions, transfers, retirement, termination, permanent

disability, death and labour turnover.

Creation of new vacancies: due to growth, expansion and diversification of

business activities of an enterprise. In addition, new vacancies are possible due to

job specification.

Meaning of Selection

Selection is next to recruitment. It is the process of choosing the most suitable

candidates (Properly qualified and competent) out of many interested candidates. It

is a process of selecting the best and rejecting the rest. In this selection process,

interested applicants are differentiated in order to identify those with a greater

likelihood of success in a job. Such candidates are selected and appointed.


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Selection is a negative function as it relates to elimination of unsuitable candidates.

'Right man for the right job' is the basic principle in selection. Selection of suitable

candidates is a responsible type of work as selection of unsuitable persons for jobs

creates new problems before the business unit. For appropriate selection, scientific

procedure needs to be followed.

Recruitment and selection are Supplementary Activities

In recruitment prospective employees are encouraged to apply for the jobs and in

the selection; the most suitable candidates are selected out of the pool of

applicants. The purpose of both is to have the most suitable and most capable

candidates for the Organisation out of a pool of available and interested candidates.

The recruitment process widens the scope for selection and provides wide choice

for the selection of best candidates out of many interested. Recruitment and

selection need lengthy and scientific procedure particularly in the case of

managerial posts. Such lengthy procedure must be followed for scientific selection

of employees.

Steps in the Scientific Selection Process

In the selection procedure, out of the available / interested candidates, the best one

is selected through written test, psychological tests, personal interview and medical


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examination. Such lengthy procedure is followed in order to select the most

suitable candidate. Selection process is a screening process. It is a type of hurdle

race to the candidates. Final selection is possible only when the candidate

completes this hurdle race successfully. Lengthy selection procedure is needed for

scientific selection of candidates.

Steps involved in the selection procedure are:-

Job Analysis: job analysis prepares proper background for recruitment and

selection. It gives details of a job to be performed and the human qualities and

qualifications required for performing that job efficiently. Scientific selection is

possible only when it is made in the light of the details available from job analysis.

Job means an activity performed in one or the other department of a business unit.

A job includes various positions. Clear and detailed understanding of the job is

called job analysis or job study.

Advertisement: This medium is widely used for recruitment of all categories of

personnel. Though quite costly, it provides a wide choice as it attracts large

number of candidates from all over the country. The qualities and qualifications

expected from the candidates are usually mentioned in the advertisement.


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number of applicants is large. In such testing, the process of elimination can be

introduced. For example, all candidates may be invited for the first test and' the

candidates with poor performance in the first test need not be called for the second

test.

Psychological Tests: The psychological tests given to candidates include the

following tests:-

Intelligence test,

Aptitude test,

Interest test,

Achievement test,

Analytical test,

Performance test,

Synthetic test and

Personality test


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Human Resource Management of Hindustan Coca-Cola Beverages Pvt. Ltd.

Coca-Cola Company (NYSE: KO) is a beverage retailer, manufacturer and

marketer of non-alcoholic beverage concentrates and syrups. The company is best

known for its flagship product Coca-Cola, invented by pharmacist John Stith

Pemberton in 1886. The Coca-Cola formula and brand was bought in 1889 by Asa

Candler who incorporated The Coca-Cola Company in 1892. Besides its namesake

Coca-Cola beverage, Coca-Cola currently offers more than 500 brands in over 200

countries or territories and serves 1.6 billion servings each day.

The company operates a franchised distribution system dating from 1889 where

The Coca-Cola Company only produces syrup concentrate which is then sold to

various bottlers throughout the world who hold an exclusive territory. The Coca-

Cola Company owns its anchor bottler in North America, Coca-Cola

Refreshments.

The Coca-Cola Company is headquartered in Atlanta, Georgia. Its stock is listed

on the NYSE and is part of DJIA, S&P 500 Index, the Russell 1000 Index and the

Russell 1000 Growth Stock Index. Its current chairman and CEO is Muhtar Kent.


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Human Resource Management within Coca Cola

Human Resource Management is an essential part for any organization. Moreover,

development of this department is the first step, the ground on which the future of

the company depends. It is essential for every single business unit and especially

for such international company as Coca Cola. It is people, not technology who

create the company. Human Resource Management at Coca Cola Company has

many advantages as well as disadvantage. It is the global company and it is

impossible to create certain policies or procedures applicable in all divisions of the

company, cultural and political differences need to be taken into account.

Therefore, the focus of this paper will be on four tasks and duties of Human

Resource Management (performance management, compensation, career

development, succession planning) based on the United States procedures.

Coca Cola is one of the leading beverage companies of the industry. It runs its

business campaigns all across the world. It deals with different types of products

such as soft drinks, bottled water, tea, sport juices, etc. Coca-Cola has a franchising

model for the production and distribution purposes. Only the syrup concentrate are

manufactured by the company which is sold to the bottlers who are its franchisers

(Coca-Cola Bottling, 2008).

It is important on the part of management to organize the activities of human


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resources and organizing technology along with other resources such as physical

assets, monetary resources and knowledge of the employees and to establish

effective and efficient internal organizational structure of the business. The

organizing function focuses on division, coordination, and control of tasks and

flow of information within the organization. Moreover, managers distribute

responsibility and authority to job holders

Organizing Human resources at Coca Cola Company

Management at Coca Cola Company focuses on the acquisition and retention of

highly skilled and knowledgeable employees so that it can maintain its top position

in the market. It treats these resources as an asset. It provides such conditions of

employment and procedures that enables all employees to develop a sense of unity

with the enterprise and to carry out their duties in the most willing and effective

manner.

It also provides for the security of employment to the workers so that they may not

be distracted by the uncertainties of their future. These objectives, strategies,

policies, and programs are pre-specified by the company, which guides the

management and unions in taking decisions. Also they are in accordance with the

organizations mission, objectives, strategies, policies and its and internal external

environments.


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Human Resource Management within Coca Cola

Human Resource Management is an essential part for any organization. Moreover,

development of this department is the first step, the ground on which the future of

the company depends. It is essential for every single business unit and especially

for such international company as Coca Cola. It is people, not technology who

create the company. Human Resource Management at Coca Cola Company has

many advantages. It is the global company and it is impossible to create certain

policies or procedures applicable in all divisions of the company, cultural and

political differences need to be taken into account. Therefore, the focus of this

paper will be on four tasks and duties of Human Resource Management

(performance management, compensation, career development, succession

planning) based on the United States procedures.

Basically the HRM practices are necessary for every organization. But

unfortunately in Pakistan not so much used HRM practices. In multinational

companies like coca cola have their own separate department of HRM? According

senior executive of HR Waqar Mahmood our HR department consist of 29 people

in Gujranwala plant.

Every organization has its own policies and strategies by which they control the

functions of their departments. Similarly, we also have own policies and strategies

by which we control all the functions of our departments. coca cola HR department


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SELECTION PROCESS

The selection process will vary depending on the position youre applying for, as

one process cant fit all the different roles we have here at CCE. However, in most

cases a combination of any of the following tools will be used:

Interview

Group exercises

Presentations

Psychometric tests

Role plays/Situational Exercises

INTERVIEW

The interview is designed to reveal more about you and your experiences. Well

ask for examples of how you behaved in different situations, maybe at school,

university, at home or in previous jobs. This is not designed to 'catch you out' and

our interviewers will never try and trick you into an answer. Be honest, be yourself

and it should be an enjoyable experience.

Also, dont forget that this is your chance to find out more about us and ask

questions. Remember, interviews are a two-way process so use it to understand the

nature of the role and to make sure it rea lly is what youre looking for.

GROUP DISCUSSION

were very much a team at CCE so these will show us how effectively you work


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with people. Theyre a good opportunity for us to see how you communicate,

influence and involve other people in the workplace.

PRESENTATION

Presentations give you the chance to show your ability to communicate to a group

of people on a specific topic. You may be given a topic in advance or on the day,

but dont worry youll have plenty of time to prepare.

PSYCHOLOGICAL TEST

Psychometric tests are timed exercises that examine your abilities and potential.

On occasions, we may also use a personality assessment tool that is designed to

find out more specific things about you. If youre asked to complete a

psychometric test, wel l send you information and advice in advance on how to

prepare.

ROLE PLAYS / SETUATIONAL EXCERCISES

Designed to assess how you react in certain situations, these help to highlight

particular skills and how well your suited for a position. You may be given facts

and figures to review, or a report to complete; we may also have an assessor acting

as a customer or employee to simulate a situation that could occur in the

workplace. Dont worry, youll be given a brief and ample time to prepare.


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CHAPTER 2

RESEARCH DESIGN


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TITLE OF THE STUDY

A study on EFFECTIVENESS OF RECRUITMENT AND SELECTION

PROCESS in HINDUSTAN COCA- COLA BEVERAGES PVT. LTD

Bangalore.

STATEMENT OF PROBLEM

1. For an industry to survive and prosper in the economy, quality resources

have to be utilized.

2. The quality aspect is such an important element in picking up the right kind

of human inputs to make HINDUSTAN COCA-COLA BEVERAGES

PVT. LTD success.

3.

The activity of recruitment and selection takes care of the responsibility ofthe much needs quality service sector professionals.

4. Service sector is very much felt the need for study and analysis of the

recruitment and selection process in the Hindustan Coca-cola Beverages Pvt.

Ltd as vital function of HRM to feed with quality workforce.


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OBJECTIVES OF THE STUDY

To analysis the study on recruitment and selection process in Hindustan

Coca-Cola Beverages Pvt. Ltd certain objectives are needed. They are as

follows-

o To understand the recruitment and selection process with

respect to Hindustan Coca-Cola Beverages Pvt. Ltd.

o To compare the practiced process with the theoretical process.

o To find out the quality of the professional hired.

o To gain a practical exposure and hand on experience of the

recruitment and selection process.

o To study the effectiveness of the process practiced by this

company.o To recommend suitable recommendation, if any, based on the

findings.

SCOPE OF THE STUDY

1. Recruitment is a process to discover the sources of man power to meet the

requirements of staffing schedule.

2. To employ effective measuring manpower in adequate numbers to

facilitate effective selection of an effective working force.


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The professional organization search for the best suitable candidates and

advice the company regarding the filling up of position.

5. Recession It is the general slow down in economic activity in a country

over a sustained period of time or a business cycle contraction.

METHODOLOGY

Sources of data collection:

Primary data:

This is the first hand data, which the researcher gets while interacting with

different people. Primary data is collected by a set of questionnaires which

contains open ended and close ended questions. Are original source from

which the researcher directly collects data that have not been previously

collected.

Service sector includes:

Personal observations.

Discussions with recruiters of consultancies.


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SAMPLE SIZE

The study conducted on Effectiveness of Recruitment and Selected process in

Hindustan Coca-Cola Beverages Pvt. Ltd ., was restricted to four consultancies.

A structured questionnaire was used to collect data from 50 employees of the

consultancies. A convenience sampling technique was used. So the sample size for

the study is 50 employees. The study is restricted to four consultants.

TYPES OF RESEARCH

The type of research study done is respective descriptive research. Descriptive

research includes surveys and facts finding enquiries of different kind. The major

purpose of descriptive research is description of the state of affairs as it exists at

present.

TOOLS FOR DATA COLLECTION

A structured questionnaire with open ended and close ended questions was

designed as a tool for primary data collection and also interview was taken to

collect data.


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PLAN OF ANALYSIS

From gathered information (i.e. questionnaire) it was analyzed through tables and

graphs. The table implies the brief structure of information of questions, it

includes rows and columns , the table represents response, no : of responses and

percentage of responses for a particular question. In here same way graph shows

the graphical representation of the tables in a simple way by using chart diagrams.

REFERENCE PERIOD

The reference period of the research study is 45 days.

LMITATION OF THE STUDY

1. The constraint.

2. The study was limited to only four consultancies.

3. This is time consuming job.

4. This is more jobs.

CHAPTER SCHEME

1. INTRODUCTION - This includes title of the theoretical background of the

study.


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2. RESEARCH DESIGN - This includes the of the study, statement of the

problem, objectives of the study ,scope of the study ,operational definition of

concepts sources of data, sample design , methodology, types of research plus

tools for data collection ,plan of analysis, reference period, limitation and

chapter scheme.

3. COMPANY PROFILE - This includes history of the company, business

operations, service profile market share , competitors and organizational chart.

4. DATA ANALYSIS AND INTERPRETATION - This includes title of the

table , data table , inference of the table, graphical representation.

5. SUMMARY OF FINDINGS AND CONCLUSION - It includes summary of

findings and conclusion.

6 .RECOMMENDATIONS AND SUGGESTIONS -This chapter includes the

recommendations and suggestions by the researcher.

7. APPENDICES AND ANNEXURES This includes the copy of

questionnaire.

BIBLIOGRAPHY The references made from text books, journals,

newspapers and magazines are listed in this chapter.


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CHAPTER 3

COMPANY PROFILE


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An Introduction to Hindustan Coca-Cola Beverages Pvt. Ltd, Raninagar

Location: This plant is situated at nearly 9 km away from Jalpaiguri and 36 km

away from Siliguri. It is located at Raninagar Industrial Growth Center.

Address: Hindustan Coca-Cola Beverages Pvt. Ltd.

WBIIDC,

Raninagar Industrial Growth Center,

Raninagar, Mouza: Patkata,

P.O. & Dt : Jalpaiguri,

West Bengal.

Area: The total area of the plant is 11.3 acres.

Status: Authorized bottlers of the Coca-Cola company:

1, Coca-Cola Plaza, Atlanta, GA 30313, USA.

History: This plant started in April, 2000 with six different products namely


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Coca-Cola (Coke)

Thums Up

Sprite

Fanta

Limca

Kinley Soda

Production: The manufacturing facility is capable of producing 200ml and 300ml

RGB and 600ml, 1.25L, 1.50L and 2.00L PET bottles for the six different flavours

that are produced here.

Production Capacity: 600 BPM (RGB), 300 BPM (New PET) AND 100 BPM

(New PET).

International Standards:

ISO-9001:2008- For quality.

ISO-14001:1996- For environment.

ISO-22000- For food safety.

OHASAS 18001:2007- For occupational health and safety.

Awards Received: The plant is awarded by Citizenship Challenged Award for

Pet Recycling Project, Environmental Excellence Award, Max Glass Award etc.


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It has also received recognition for Excellence in Water Management and Other

Environmental Initiatives.

CRS Activities: The plant is also highly active in CRS or the social activities. It

has provided scholarship to meritorious poor students, celebrating Childrens Day

and Environment Day along with arranging competition like Sit-n-Draw for the

childrens . It also actively participates in Rain water harvesting, PET recycling,

Working with District Disable Rehabilitation Centre etc.

Food Safety Management: All associates of HCCBPL, Raninagar are committed

to produce beverages in hygienic conditions and safe to consume by common

people every time by implementing HACCP, GMP, GLP, GHK from receiving of

raw materials to storage of finished products.

TABULATIO

Acme Fairgrowth Contactx

What is

Recruitment

Inducting

manpower to fill

up current and

future vacant

Choosing the best

candidate

Sourcing the right

Candidate for the

right job.


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position on

ensuring a right fit

How often the

process takes

place

As required Twice in a year As and when

there is

requirement of

manpower with a

client.

Main sources of

Recruitment

Placement

agencies,

Newspaper Ads,

Referral, Portals

Job Portals and

Head Hunting

Job Portals,

referencing,

networking,

internal database.

Selection Criteria Domain

knowledge,

Competency,

Family

Confidence and

ability to commit

Communication,

Qualification, Job

profile,

employment

history and most


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clients

Does MONEY

make you MOVE

Profile,

Compensation

and benefits along

with money is

important

Not so much but

definitely a factor

to be considered.

Job Scope and

satisfaction,

remuneration,

growth makes me

switch.

Note: The above table shows details about various companies Opinion about

Recruitment and Selection on the basis of the mentioned criteria. They are

highly subjective as they are personal opinion

THE QUALITY ASSURENCE DEPARTMENT

The quality assurance department is an integral part of Coca-Cola Company. It has

its importance because it provides assurance to the consumers that the products

they are consuming it safe to the extent that they are accepted by the Government

of India and worldwide.

The department is headed by the quality incharge Mr. Rudra Mohan Thakur, with

quality associates Microbiologists, Line Chemists, Process Chemists and operators.


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The quality department controls mainly three departments:

The Water Treatment Plant.

The Effluent Treatment Plant.

The Syrup Preparation Room.

The department also checks the quality of different products received from the

suppliers and thus we can conclude that it works not only in factory but also

managers the status of the company outside.

Product and Services:

The business system of the Company in India directly employs approximately

6,000 people, and indirectly creates employment for many more in related

industries through our vast procurement, supply and distribution system. The vast

Indian operations comprise 25 company-owned bottling operations and 24

franchisee-owned bottling operations. That apart, a network of contract-packers

also manufactures a range of products for the Company.

Coca -Cola

Diet Coke


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Sprite

Fanta

Thums Up

Limca

Maaza and Kinley are Trademarks of The Coca -Cola Company

Cultures and Values:

The Secret Of Formula

Commitment, tempered by Passion and seasoned with a great deal of Fun is the

Coke way of life. Drawing upon our collective energies, this Secret Formula drives

us to achieve greater results collaboratively and thoroughly enjoy ourselves while

doing it! The pace, energy and passion of our people constitute the invisible glue

that make us one of the most sought after workplaces.

Participative Leadership

Right from our interactions in the market, our Business Planning and our Brand

launches, to our Employee Engagement Programs, our Values Agenda, and

employee processes, every system is available for continuous improvement. A


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learning atmosphere, enabled by our Manifesto for Growth, helps us seek and

replicate the learnings from within and outside our organization. Our Engagement

programs enable us to examine, validate and improve ourselves, constantly. Our

colleagues involve themselves in our opportunities for participative leadership

volunteering for work groups that assist decision-making in critical processes.

Values

We are guided by the shared values that guide us a Company and as individuals

Leadership The courage to shape a better future

Passion Committed in heart and mind

Integrity Be real

Accountability If it is to be, its up to me

Collaboration Leverage collective genius

Innovation Seek, imagine, create, delight

Quality What we do, we do well


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Number of Departments in PCS

1. Technical Department

2. Administration

3. Human Resource

4. Finance& Accounts

5. Quality Department

6. Sale & Marketing

SOURCES OF RECRUITMENT

INTERNAL SOURCES

Internal sources are used by this organization such as present employees, former

employees, employee referrals, previous applicant for recruitment purpose.

These internal sources are used but very rarely whereas external sources are used

frequently.

EXTERNAL SOURCES

Advertisement:-

News papers used by this organization for recruitment purpose:-


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1) Times of India

2) Mumbai mirror

Deputation:-

Deputation is done in case of well performing employees who can go in other

industries and understand new techniques of work. Normally these employees are

sent abroad countries such as U.S.A., Dubai, Norway etc.

Other external sources such as Professional Associations , Raiding or Poaching,

Word-of-mouth are not used by the organization.

SELECTION PROCESS

Its selection process is quite different from the other manufacturing companies.

Selection process is based on technical knowledge of the candidate.

Main things taken into consideration while selecting the candidate are:-

Basic qualification

Technical qualification

Job experience

Specialized working area


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There normally selection is done in two levels.

Middle and top level selection

Lower level selection

Lower level selection :-

For selecting lower level employees such as cad operators, designers, etc. the

preliminary test is conducted. The candidates who scores higher marks are called

for interview.

In interview many things are asked and decided such as:-

Candidates recruitment on temporary basis or contract basis.

Candidates to be paid on hourly basis or monthly basis.

Candidate to be sent to abroad for training or project.

Candidates readiness to work on s hifts.

After confirmation of all these things final decision regarding giving appointment

letter is taken and at last letter of appointment is given.

Top level selection :-

While selecting middle or top level employees job experience is main element and

interview is given most importance. As top level employee is going to manage

people in the organization his personal skills are also given importance with his


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CHAPTER 4

ANALYSIS

& INTERPRETATION OF

DATA


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1. What is the major source to recruiting the candidates?

s. no Opinion No. of

respondents

Percentage

1 Campus recruitment 0 0

2 Walk-in 20 40

3 Data bank 0 0

4 All 30 60

Total 50 100


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INTERPRETATION:

The above graph indicates that the major source of recruitment

of the organization are walk-in 20% and other sources are campus selection,

data banks, walk-in are found to be 30% .

01020

3040506070

C a m p

u s r e c

r u i t m e

n t

W a l k - i

n

D a t a b

a n k s A l l

RespondentsPercentage


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INTERPRETATION:

The above graph indicates that the hiring decision mostly taken

by the HR manager and sometimes line manager also takes the decision in the

organization.

0

10

2030

40

50

60

70

L i n e m

a n a g e r

H R m a

n a g e r B o

t h

Respondents

Percentage


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3. What type of interview is conducted during the selection process?

S. no Opinion No of

respondents

percentage

1 Panel interview 50 100

2 Structured interview 0 0

3 Un structured

interview

0 0

Total 50 100


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INTERPRETATION:

The above graph indicates that the organization only concentrate

on conducting the panel interview.

0

20

40

60

80

100

120

P a n e

l i n t e

r v i e w

S t r u

c t u r e

d i n t

e r v i e

w

U n s t r u

c t u r e

d i n t

e r v i e

w

Respondents

Percentage


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4. Does your organization rehire the employees who have already left?

S. no Opinion No of respondents percentage

1 Yes 30 60

2 No 20 40

Total 50 100


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INTERPRETATION:

The above graph indicates that 60% of the respondents stated

that the organization rehire the employees who have already left.

0

10

20

30

40

50

60

70

Yes No

Respondents

percentage


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5. Are you satisfied with your organizations recruitment and selection

processes?


1 Yes 40 80

2 No 10 20

Total 50 100


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INTERPRETATION:

The above graph indicates that the 80% of the employees are

satisfied and remaining 20% of the employees are not satisfied with the

organizations recruitment and selection processes.

0

10

2030

40

50

60

70

80

90

Yes No

Respondents

Percentage


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6. Who will give the approval for selected candidates?


1 Chairman 40 80

2 HR manager 10 20

3 Departmental

head

0 0

4 All 0 0

Total 50 100


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INTERPRETATION:

The above graph indicates that in the organization mostly the

chairman give the approval to the selected candidates and sometimes the HR

manager will give the approval to the selected candidates.

0102030405060708090

C h a i r

m a n

H R m a n

a g e r

D e p a

r t m e n

t a l h e

a d A l l

Respondents

Percentage


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INTERPRETATION:

The above graph indicates that the organization prefers the

internal recruitment process.

0

20

40

60

80

100

120

Yes No

Respondents

Percentage


70/112


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71

INTERPRETATION:

The above graph indicates that in the organization 20% of the

vacancies are created by expansion of business; remaining vacancies are

created by all the factors.

010203040

5060708090

E x p a n s

i o n

T r a n s f

e r

R e s i g

n a t i o n A l l

Respondents

Percentage


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9. How long it takes to inform to the selected candidates that they have been

selected?


1 Immediate 10 20

2 One week 10 20

3 15 days 10 20

4 Above 15 days 20 40

Total 50 100


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INTERPRETATION:

The above graph indicates that the organization informs the

selected candidates that they have been selected within 15 days.

05

1015202530354045

I m m e d i

a t e 1 w

e e k

1 5 d a y

s

A b o v e

1 5 d a

y s

Respondents

Percentage


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10. According to your opinion is competition plays an important role at the

time of selection.


1 Yes 50 100

2 No 0 0

Total 50 100


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INTERPRETATION:

The above graph indicates that competition plays an important

role in the selection process.

0

20

40

60

80

100

120

Yes No

Respondents

Percentagec


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INTERPRETATION:

The above graph indicates that 60% of the people say that the

organizations recruitment process is better and remaining say that the

organizations recruitment process is good.

0

10

20

30

40

50

60

70

Best Better Good Average

RespondentsPercentage


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12. What type of tests do you follow in your organization to select candidates?


1 Written test 0 0

2 Technical

interview

0 0

3 Personal interview 0 0

4 All 50 100

Total 50 100


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INTERPRETATION:

The above graph indicates that the organization follows all types

of tests in selecting candidates.

0

20

40

60

80

100

120

W r i t t e

n t e s t

T e c h n i

c a l i n t

e r v i e w

P e r s o

n a l i n t

e r v i e w A l l

Respondents

Percentage


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13. How do you think that the candidates come to know about the vacancy?

S. no Opinion No of

respondents

percentage

1 Advertisement 0 0

2 Employee referrals 0 0

3 Campus

recruitment

0 0

4 All 50 100

Total 50 100


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INTERPRETATION:

The above graph indicates that the candidates know about

vacancy through all the media like advertisements, employee referrals, job

posting etc.

0

2040

60

80

100

120

A d v e

r t i s e m

e n t s

E m p l o

y e e r

e f e r r a

l s

J o b p

o s t i n g

C a m p

u s r e c

r u i t m

e n t A l l

Respondents

Percentage


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14. On which base your organization recruits the candidates?


1 Contract base 0 0

2 Permanent

base

20 40

3 Both 30 60

Total 50 100


83/112


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15. What are the key factors consider recruiting the candidates?


1 Merit 0 0

2 Qualification 0 0

3 Experience 0 0

4 All 50 100

Total 50 100


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INTERPRETATION:

The above graph indicates that the organization considers all the

factors like merit, qualification and experience of candidates.

0

20

40

60

80

100

120

M e r i t

Q u a l i f

i c a t o i n

E x p e

r i e n c

e A l l

Respondents

Percentage


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16. Is there any induction program for selected candidate in your company?


1 Yes 30 60

2 No 20 40

Total 50 100


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INTERPRETATION:

The above graph indicates that most of the respondents say that

there induction program to the selected candidates in their organization.

0

10

20

30

40

50

60

70

Yes No

Respondents

Percentage


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88

17. Selection process for managerial level is taken by?


1 Chairman 30 60

2 Departmental

head

0 0

3 HR manager 0 0

4 All 20 40

Total 50 100


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INTERPRETATION:

The above graph indicates that selection process for managerial

level is mostly taken by chairman and sometimes by remaining persons.

0

10

20

3040

50

60

70

C h a i r

m a n

D e p a

r t m e n

t a l h e

a d

H R m a n

a g e r A l l

Respondents

Percentage


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90

18. Is internal source of recruitment benefit to the organization?


1 Yes 50 100

2 No 0 0

Total 50 100


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91

INTERPRETATION:

The above graph indicates that the internal source of recruitment

is more benefit to this organization.

0

20

40

60

80

100

120

Yes No

Respondents

Percentage


92/112


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93

INTERPRETATION:

The above graph indicates that 80% of the respondents say that

their organization prefers the campus recruitment. And 20% respondents say

that their organization does not prefer campus recruitment.

0

10

2030

40

50

60

70

80

90

Yes No

Respondents

Percentage


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94

20. Which recruitment policy does your organization follow?


1 Centralized 10 20

2 decentralized 20 40

3 Both 20 40

Total 50 100


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INTERPRETATION:

The above graph indicates that most of the people say that their

organization prefers both recruitment policies.

0

5

1015

20

25

30

35

40

45

Centralized Dcentralised Both

Respondents

Percentage


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CHAPTER 5

SUMMERY OF FINDINGS

&

CONCLUSION


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FINDINGS:

Under noted are the findings and suggestions drawn out of the data analysis, which

can be used for the further benefits of the organization.

1. 1. Out of the data analysis, it is found that the organization is mostly focusing

on the employee referrals.

2. In this organization vacancy is created due to expansion of business,

retirement, transfers, and resignations.

3. Company have preplan about recruitment & selection process.

4. Company uses internal & external sources of recruitment.

5. HINDUSTAN COCA-COLA BEVERAGES PVT. LTD. follows centralized &

decentralized recruitment policies.

6. The organization is found to be considering the present employee references

for recruiting the new man power.

7. The time taken for recruitment process carried by the organization is found to

be 1 month.

8. The organization is found to be following no promotion system for the

employees to fill the vacancies other than job rotation within the same level.


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CHAPTER 6

RECOMMENDATION

&

SUGGESION


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RECOMMENDATIONS AND SUGGESIONS:

The following are the suggestions given for the above noted findings.

1. It is suggested that the organization should concentrate not only on the

employee referrals but also go to campuses to recruit freshers.

2. The organization is suggested to concentrate on the walk-ins also besides the

employee references.

3. The organization should concentrate on the time factor under the recruitment

process.

4. It is suggested to the organization that it also follow the promotion system,

for the employees so that they get motivated and work effectively.

5. Due to the contract basis of recruitment of the employees, the fresher

candidates may not feel interested. Hence the organization has to give a

chance to the fresher candidates by providing the minimum contract period.

6. It is suggested to the organization that it should concentrate on the time

factor for the selection process.

7. It is suggested to the organization that it should follow a full pledged

induction program.


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8. If third parties to the organization conducts exit interviews it will benefit to

the organization. Because departing employee may not give accurate

feedback to company interviewer.


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APPENDICES

&

ANNEXURES


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APPENDICES AND ANNEXURES

Dear Sir / Madam,

I Gourab Saha of 6 th semester student of a BBM from

ACHARYA INSTITUTE OF MANAGEMENT and SCIENCES , Bangalore

University. As a part of my academic curriculum, I have to complete a project for

6th semester. I have chosen the topic as EFFECTIVENESS OF

RECRUITMENT AND SELECTION PROCESS done by HINDUSTAN

COCA- COLA BEVERAGES PVT LTD , I request your kind co-operation in

filling up the enclosed questionnaire.

Thanks and regards,

Gourab Saha


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QUESTIONNAIRE

COMPANY NAME: HINDUSTAN COCA-COLA BEVERAGES PVT. LTD.

PROJECT TITLE: RECRUITMENT AND SELECTION

Dear sir/madam,

I am conducting this entitled survey recruitment and selection as a

project work in BBM course. I request you to kindly fill up the following

questionnaire, giving your free and frank option. The given information will

be kept confidential and used for academic purposes. I will be thankful for

your positive response.

1. What is the major source to recruiting the candidates?

a. Campus recruitment b. Walk-in

a. Data banks d. All

2. What are the key factors consider recruiting the candidates?

a. Merit b. Qualification

c. Experience d. All


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3. On what base your organization recruits the candidates?

a. Contract base b. Permanent base c. Both

4. Which recruitment policy does your organization follow?

a. Centralized b. Decentralized c. Both

5. Is internal source of recruitment benefit to the organization?

a. Yes b. NO

6. Does your organization prefer campus Recruitment?

a. Yes b. No

7. Most of the manpower required due to vacancy created by?

a. Expansion b. Transfer c. Both d. Resignation

8. Do you think that the recruitment in your organization is ?

a. Best b. Excellent c. Good d. Average


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9. How do you think that the candidates come to know about the

Vacancy?

a. Advertisements b. Employee referrals

c. Campus Recruitment d. All

10. What type of tests do you follow in your organization in selection

candidate?

a. Written test b. Technical interview

c. Personal interview d. All

11. Does your organization prefer internal recruitment?

a. Yes b. No

12 What type of interview is conducted during the selection process?

a. Panel interview b. structured interview

c. Un Structured interview

13. Does the candidate undergo any preliminary interview before

screening of CVs?

a) Yes b) No


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14. How long it takes to inform to the selected candidates that they have

been selected?

a. Immediate b. One week

c. 15 days d. Above 15 days

15. Selection process for managerial level is taken by?

a. Chairman b. Departmental head

c. HR head d. All

16. Who will give the approval for selected candidates?

a. Chairman/Director b. HR-Head

c. Departmental head d. All

17. Who takes hiring decision in your organization?

a. Unit-Head b. HR-Head

c. Both d. Department head

18. Does your organization rehire the employees who have already left?

a. Yes b. No


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19. Are you satisfied with your organizations recruitment and selection

processes?

a. Yes b. No

20. Is there any induction program for selected candidate in our

company?

a. Yes b. No

THANK YOU.


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BIBLIOGRAPHY


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BOOKS:

1. Human resource management by P. Subba Rao.

2. A.K Aswathappa, Human Resource & Personal Management, Tata

Mc,Graw Hill Publication, New Delhi,2003.

3. Wayne F . Cascio, Managing HR, Tata Mc Graw Hill Publication,6 th Edition.

4. Gary Bessler, HRM, Hall of India Pvt Ltd Publication. 10 th edition ,New

Delhi.

5. Bernardin John HRM, Mc Graw Hill Publication, New York,2003.

WEBSITES VISITED:

1. www.citehr.com

2. www.google.com

3. www.hrcommunity.com

4. www.wikepedia.com

5. www.mbaguys.net

6. www.cocs-colaindia.com


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REPORTS:

Organizational Brochures

Journals


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THANK YOU

Documents

Full Project Dipika