Khushboo Project Report

8/3/2019 Khushboo Project Report

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A Summer Training Report

On

RECRUITMENT AND SELECTION PROCEDURE

(DS GROUP)

Submitted in partial fulfillment of the requirements for the award of the degree of

Bachelor of Business Administration (General)

Of

Guru Gobind Singh Indraprastha University, Delhi

Guide: Submitted by:

Mr. Barun Jha Khushboo Gupta

Roll No.:08612201709

Semester- Vth

Delhi College of Advanced Studies

B-7, Shankar Garden, Vikas Puri,

New Delhi 110018

Certificate


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I, Ms. Khushboo Gupta, Roll No. 08612201709 certify that the Summer Training Report

(Paper Code 311) entitled Recruitment and Selection Procedure is done by me and it is

an authentic work carried out by me at DS Group. The matter embodied in this has not

been submitted earlier for the award of any degree or diploma to the best of my

knowledge and belief.

Signature of the Student

Date:

Certified that the Summer Training Report (Paper Code 311) entitled Recruitment and

Selection Procedure done by Ms Khushboo Gupta, Roll No. 08612201709 is completed

under my guidance.

Signature of the Guide

Date:

Name of the Guide:

Designation:

Countersigned

Prof. (Dr.) J.P. Varshney)

Director


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Acknowledgement

I have taken efforts in this project. However, it would not have been possible without the

kind support and help of many individuals. I would like to extend my sincere thanks to all

of them.

I am highly indebted to my mentor Mrs. Renu Mattoo Sr. Manager (HR), DS GROUP for

their guidance and constant supervision as well as for providing necessary information

regarding the project & also for their support in completing the project. I would like to

express my gratitude towards my parents & member of Dharampal Satyapal Group (DS

Group) for their kind co-operation and encouragement which help me in completion of

this project. I would like to express my special gratitude and thanks to industry persons

for giving me such attention and time.

My thanks and appreciations also go to my Faculty guide Mr. Barun Jha in developing

the project and people who have willingly helped me out with their abilities.

I thanks Prof. (Dr.) J.P.Varshney (Director) of Delhi College Of Advance Studies for

giving me this opportunity.

(Khushboo Gupta)


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Contents

S.no Topic Page no

1 Certificate

2 Acknowledgement

3 List of Tables

4 List of Figures

5 List of Abbreviations

6 Chapter -1 Profile of the DS Group

About DS Group History of DS Group Introduction of DS Group Company overview Founders DS Group Vision and mission of DS Group DS Business Size of DS Group Market share and position of the DS Group Present leadership Corporate Social Responsibility OF DS Group


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Key Milestones of DS Group Trendsetters Board of Directors Methodology

7 Chapter -2 SWOT Analysis of DS Group

Strengths and Weaknesses of DS Group Opportunities and Threats that DS Group Faces

8 Chapter -3 Conceptual Framework

Human Resources Management Recruitment Recruitment Needs Recruitment Process Purpose and importance of Recruitment Factors Affecting Recruitment Policy Sources of Recruitment Process of Making Decisions The HRM System Selection Types of Employment Test


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Interview Checklist for conducting interviewer & Issuance of L.O.I of

SS/SR level At DS Group

Difference between Recruitment and Selection Recruitment process At DS Group

9 Chapter-4 Lesson Learnt

Limitations of the study Recommendations/Suggestions Conclusion

10 Bibliography

11 Appendices


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List of Tables

S.no Title Page no

1 Checklist for conducting interviewer & Issuance of L.O.I of SS/SR

level At DS Group.

2 Difference between Recruitment and Selection


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List of Figures

S.no Title Page no

1 Process of Making Decisions

2 The HRM System

3 Steps to Interviewing

4 Recruitment process At DS Group


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List of Abbreviations

S.no Abbreviated name Full name

1 DS Group Dharampal Satyapal Group

2 HRM Human Resource Management

3 HR Human Resource

4 L.O.I. Letter of Intent

5 C.V. Curriculum vita


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Chapter-1

Profile of DS Group

About DS Group

Name of the company: Dharampal Satyapal Group (DS Group) Address of DS Group: DS GroupA-85, Sector 2,Noida 201301 Telephone number: 0120 4032200 , 3083333 Fax no:

0120 2522592

E-mail address: [email protected] Website Name: www.dsgroup.com Identity of the Firm: National Corporate Office: DS Group A-85, Sector 2, Noida 201301 Geographical Areas of Operation of the company:

Haldwani,Delhi,Lucknow,Jaipur,Ahemdabad,Indore,Bhiwandi,Raipur,Ranchi,

Bhuwneshwar, Howrah, Bangalore, Coimbtore,Aluva.


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History of DS Group

In the early 20th century, when trade and commerce had not witnessed the advent of

brands and marketing warfare in India, Shri Dharampalji the founder of DS Group, set

up a small perfumery shop in Chandni Chowk, Delhi in the year 1929. The urge to create

a business around consumer tastes and preferences led Dharampalji to innovate quality

products.

His sagacity revolutionized the market of chewing tobacco and the shop in Chandni

Chowk became renowned not only in Delhi but even amongst the connoisseurs of

tobacco in other parts of India and the world. Blending modernity, technology and

tradition, Dharampaljis son Satyapalji brought the dawn of a new era - an era that saw a

revolution. Satyapalji inherited qualities of high virtues, innovation and aspiration for

being the best in the business. His in-depth knowledge of perfumes honoured him the title

of Sugandhi (perfumer). He is credited with blending tobacco with various exquisite

fragrances. He is also known for bringing the element of quality and research hitherto

unknown in this category.

Under the able stewardship of Satyapalji, the nations first ever-branded chewing tobacco

BABA was launched in 1964 which became an instant success and widely popular in its

category. And what followed later was an array of premium brands like Tulsi and a host

of others which have established their leadership in their own category and created new

markets in its wake.


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Continuing the fervour of innovation and quality, the Group set new benchmarks in

Foods & Beverages. Innovative tabletop sprinklers changed the way Indian households

had been enjoying salt and spices. Be it Catch spices or Catch Beverages, today catch

stands for international quality and convenience. Mouth fresheners like Rajnigandha and

Pass Pass created new offerings and established new categories.

The Group has also ventured into a rapidly growing hospitality sector with extensive five

star properties in the larger cities and boutique & heritage properties at tourist

destinations. The Group has also successfully ventured into Packaging, Rubber Thread,

Steel in the last few years. Since the launch of BABA, the Group has never looked back,

reaching for milestones year after year. Thus, evolving from a single product to multiple

brands,

DS has successfully woven over eight decades legend of innovation and enterprise. And

the quest for innovation continues..


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Introduction of DS Group

Dharampal Satyapal Group (DS Group) is Rs.1850 crore rapidly growing multi-

diversified conglomerate that has a strong presence in sectors such as F&B, Hospitality,

Mouth Fresheners, Tobacco, Packaging, Agro forestry Rubber Thread and Infrastructure.

The Group has recently ventured into infrastructure with Steel, Cement and Power.

Founded in year 1929, DS Group is committed towards premium quality products &

credited with several innovations over last eight decades. The product portfolio of DS

Group has evolved magnificently over the years and its undeterred pursuit for Quality &

Innovation has given impetus to the consumer satisfaction and loyalty. From an assorted

range of F&B products, to idyllic hospitality ventures; from splendid manufacturing units

of Flexi Packaging to sprawling Plants for Rubber Thread production; the legacy of DS

Group has indeed come full circle with the success of all its diverse endeavors.

The group has more than 24 manufacturing units spread across Delhi, Noida, Himachal

Pradesh, Assam & Tripura.

The Group successfully ventured into the rapidly growing hospitality sector with The

Manu Maharani which is a super deluxe property in Nainital epitomizing impeccable

service and premium facilities. Going forward with its extensive plans the Group has

acquired the Kolkata Airport Hotel property. The construction of a five star, a budget

hotel and a large convention center has started there and it will soon emerge as an

International standard destination. Among other projects, the Group is coming up with

the first five star hotel in the North East region, at Guwahati; a business hotel at Jaipur


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and a resort at Jim Corbett. In addition to the above ventures, land has been acquired in

other cities with plans to set up hotels & resorts in these destinations in future.

The Group leverages its strength through dealer network expansion and up gradation of

production facilities, while reviewing its commitments to high quality, innovation and

consumer satisfaction. Following a well-defined procedure for product development &

quality assurance, constant improvisations are made in all its manufacturing components

that lead to a perfect product. Be it the sourcing of raw materials, the process of

production, or packaging of the final product, Research & Development remains the crux

of DS Philosophy.

HR department is set up under the leadership of hr manager who has specialized

knowledge and skills. He performs managerials functions as well as operative functions.

As he is manager so he performs managerial functions like planning, organising,

coordinating, controlling to manage his department. He also performs operative function

which other departments may entrust to him. He has to play multiple roles in effective

management of human resources and human relations in the organisation. Ideally he

should concentrate to draw managerial attention to human problems.


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Company overview

DS Group has established and maintained its market leadership in the chewing tobacco

segment, with brands like Baba & Tulsi. The Group entered the mouth freshener

category with Rajnigandha and continued expanding the category with Pass Pass

Indias first branded all herbal mouth freshener, Tansenthe connoisseurs choice and

Meetha Maaza.

Catch is recognized as the topmost premium F&B brands of the country today. Catch

pepper and salt, marked its debut in the category in 1987, which is till date the leader in

this segment and has been awarded the Super brand status. Today Catch offers a wide

range of spices and seasonings. Catch is also the nations first ever Natural Spring

Water bottled at the source in Himalayas followed by the launch of a popular range of

Catch beverages.

Packaging is another area of diversification for the Group. An eco friendly revolutionary

packaging plant to make rigid biodegradable cans was set up in India in 2001, in

association with Canpaca leading Switzerland based packaging major.

Another ultra modern Flexible PackagingUnit at Assam, manufactures laminates and

pouches used for packaging consumer products like snacks, soaps, shampoos, etc. The

plant was set up in 2007 and has an installed capacity of 3600MT annually.

A heat resistant Rubber Thread plant in Agartala, was added to the Group's portfolio in

August 2006. Located on a sprawling area of 10 acres, the unit has a total installed

capacity of 5000 MT per annum. It uses state-of-the-art Italian technology to manufacture


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one of the best rubber thread products in Asia under the name of Unitex, which is the

largest selling rubber thread brand in the country today.

The recent foray of the DS Group has been in the year 2006, into Agro-Forestry; wherein

wastelands/semi-arid/fallow ands are acquired to raise Medicinal & Aromatic plantations

using modern technology. The yield is primarily used to meet the companys captive

requirements of ingredients in food products. The Company has successfully regenerated

one of the endangered forest species, Sandalwood in Central India and has established

the largest Sandalwood plantation as an Agro-forestry model in India. DS is also the first

to successfully cultivate horticultural crops in the non-conventional regions of Madhya

Pradesh. The company is focusing on water harvesting & conservation to raise the water-

table in the area.

DS Group has chosen to mesh their social commitment into business vision. The

Company has been working in Assam and Tripura, on a wide range of CSR programmes

from education to health and self reliance for tribal and ethnic communities. They

actively employ locals from the region across different levels and aim to generate

employment through various secondary & tertiary operations. The company believe that

economic empowerment of individuals transforms them into powerful agents of social

change.

The Company believes in standing by the people of the community where they do

business because like business, care and development too, does not have any boundaries

to work within. While DS Group pursues leadership in its business spheres; it

simultaneously endeavors to promote common welfare through multidimensional

activities.


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Founders DS Group

1. Shri Dharampal Ji (1901-1964):Born on 01-01-1901, call it coincidence. Or call it destiny. Birth of a legend Shri

Dharampal Ji remains the dawn of a new era. An era when the nation was to experience

the taste of independence. Beginning with a modest perfume shop in Chandni Chowk, in

the heart of Delhi, Shri Dharampal Ji was adding his personal touch in spreading

fragrance to the nation. A self-starter and a visionary, he was farsighted to conceive the

impossible.

2. Shri Satyapal Ji (1929-1995):

Shri Satyapal Ji was a visionary who made everything possible. He inherited high virtues

and aspiration for being the best in one's own business. His in-depth knowledge of

perfumes honoured him with the title of "Sugandhi" (Perfumer). Shri Satyapal Ji was

skilled at blending tradition with modernity. He is credited with blending chewing

tobacco with exquisite perfumes.

Vision and mission of DS Group

Vision

To be a leading quality and innovation driven global conglomerate.


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Mission

We are constantly striving to achieve excellence in all our endeavors to create sustainable

value for our stakeholders and the community at large.

DS Business

Tobacco Baba: BABA flavoured Chewing Tobacco better known as BABA

Zarda was launched in 1948. Being the first branded chewing tobacco in

the world, BABA has an unwavering customer base across the world.

BABA is popular for its refined taste, pleasing aroma, saffron and silver

flakes. The brand has set global benchmarks for quality with its choice

of finest natural ingredients, hygienically processing and global

packaging standards. BABA chewing tobacco is available in a user-

friendly metal packaging.

Tulsi: Tulsi Royal Chewing Tobacco (Zarda) is Indias only premiumchewing tobacco. Well known of its matchless quality, it is rich blend of

finest tobacco leaves, exquisite perfumes and fresh and natural indigents

such as spices, menthol, saffron, herbs, raw kimam, vegetarian silver foil

and sandalwood oil.


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Mouth Fresheners

Rajnigandha: Rajnigandha, the worlds largest selling premium PanMasala, is the flagship brand of DS group. This completely tobacco free

pan masala is a rich blend of select ingredients such as Betel nut,

Catechu, Lime, Cardamom, Menthol and added flavours. Its excellent

quality has made it the taste of millions of Pan Masala connoisseurs

around the world.

Pass-Pass: Pass Pass is Indias first all natural premium mouth freshenerbrand. Its 100% herbal ingredients- Dry dates, Saunf, Coconut, Saffron,

Dhania seeds, Melon seeds and Silver-coated cardamom seeds assure a

guilt free indulgence for people of all ages. With its fresh and crunchy

feel, it has become Indias favourite mouth freshener.

Baba Elaichi and Supari: Baba Elaichi and Supari are all timefavourites, 100% natural mouth fresheners assuring long lasting

refreshment.

Meetha Mazaa: Rajnigandha Meetha Mazaa is a refreshing new mouthfreshener for the young at heart. This refreshing Indian mouth freshener

is a blend of choicest ingredients such as dry dates, elaichi seeds, saunf,

katha powder and processed supari.


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Food and Beverages

Catch Spices:Catch Spices is Indias foremost spices brand knownfor its matchless product quality and innovative approach. Catch

spices are ground using the unique state-of-the-art Low Temperature

Grinding (LTG) technology, which prevents the evaporation of

volatile & delicate oils from spices. Catch Spices thus retain the

original aroma and wholesome flavour of authentic spices.

Catch Snacks: Catch Snacks is a premium range of sumptuoussnacks launched primarily for the international markets and a niche

high-end segment in India. The range comprises of top of the line

world-class products such as Pistachios, Cashews, Green Grams,

Green peas and especially imported Jumbo Corn which is retailed

in two exciting spicy blends. Catch Snacks are packed in special

composite cans that preserve their freshness and taste.

Catch Beverages: It includes variety of beverages such as Catchnatural spring water, Catch flavoured spring water, Catch club soda,

Catch tonic water, Catch spring-cola, lemon & orange.


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Catch Silver & Gold foils: Catch Silver & Gold foils are Indiasonly pure vegetarian silver and gold foils. A world-class product of

DS groups international alliance with Wallner, Germany, these are

first electronically beaten silver and gold foils in India.

Packaging: Packaging is an important area of expansion for the DS Group.

Today, packaging is absolutely critical to the success of a product. It has

become a potent marketing tool available and has rapidly evolved into

becoming the most important P in the marketing mix. It is what makes a

brand or product stand out in a veritable jungle of competing brands or brand

variants. Today, Packaging is not only a showcase for the end product but

Packaging innovations have helped establish new markets in a big way.

Hospitality

The Manu Maharani: Nestled amidst the pristine lakes and loftymountains of Nainital is the beautiful mountain retreat, Manu Maharani.

Sitting at the top of Nainital, The Manu Maharani is popularly known as

The Heart of Nainital.


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Swasthayagram: The center is dedicated to providing expert treatment forchronic and acute diseases like Asthma, arthritis, polio, paralysis, spondylitis,

diabetes, gastro-intestinal problems & hypertension based on the principles

of Naturopathy. The guiding ideology behind the setting up of this Health

Villa is the belief that most chronic and acute disease can be effectively

treated using natural resources.

Heat Resistant Latex Rubber Thread: DS group has set up a manufacturing unit

for Heat Resistant Latex Rubber Thread at Agartala, Tripura with a total installed

capacity of 5,000 MT annually. The choice of Agartala as the location for the plant

was a strategic decision driven by factors such as - Tripura being the second largest

producer of natural rubber in India and the location being close to Bangladesh,

which is one of the major producers of hosiery in the world. The company follows

stringent testing methodologies backed by rigorous Research and Development at

every stage of production to ensure excellent end product .

Infrastructure:

Steel Plant: Dharampal Premchand commenced the operations of itsfirst state-of-the-art Steel plant at Agartala. The Rs.250 crore plant

has the capacity of 1, 50,000 tons per annum and is spread over 24

acres of land with the total covered area of the 24,000 Sq.Meters.


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Cement Industry: In line with its vision of diversification, DSGroup has entered the fast growing Cement Industry. The Project is

located at the Khliehriat sub division of District Jaintia Hills in

Meghalaya. The Company, Nilanchaal Cement Private Limited, a

subsidiary of Dharampal Satyapal Limited, has already received

various statutory approvals from the State Government. The capacity

of the upcoming plant will be approximately 1 million tons Per

Annum and will have a captive power plant of 20 MW capacity

based on coal. This will be one of the largest investments on new

projects, by the Group.

Power: As a significant step in Infrastructure Sector, DS Group hassigned a MOA with state Govt. of Meghalaya to set up a 240 MW

Thermal Power Plant, based on coal, which would be sourced

locally. This is a landmark project for the State as it will reduce the

dependability on Hydro Power from rain fed rivers on one side &

capitalize on abundant coal reserve in the State.

Size of DS Group

Turnover: Dharampal Satyapal Group (DS Group) is Rs.1850 crore rapidly growing

multi-diversified conglomerate.


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Market share and position of the DS Group

Delhi-based Rs 1,850 crore DS Group aims to post a 45 per cent growth in its revenue to

Rs 650 crore next year from Rs 450 crore this year a growth of nearly 45 per cent) by

expanding its product portfolio in the FMCG category.

Present leadership

Name: Mrs. Renu Mattoo

Position: Sr. HR Manager, DS Group

Name: Mr. PranayPosition: Assistant General Manager, DS Group

Corporate Social Responsibility OF DS Group

DS Group has chosen to mesh their social commitment into business vision. The

Company has been working in Assam and Tripura, on a wide range of CSR programmes

from education to health and self reliance for tribal and ethnic communities. They

actively employ locals from the region across different levels and aim to generate

employment through various secondary & tertiary operations. The company believe that

economic empowerment of individuals transforms them into powerful agents of social

change.


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If education is manifestation of an individuals success in life, then proper infrastructure

and environment is the backbone on which this is built upon. DS has been renovating

local schools like Pallimangal H.S School to facilitate education for the village children.

The objective of DS Group is to inculcate the value of education leading to better life for

children. From the foundation to a sound basis for a better tomorrow for individuals as

well as the society they live in, professional degrees are important too. Keeping this in

mind, DS Group is setting up a State level Law College in Guwahati offering five year

integrated course on lines of National Law College. DS Group has committed to donate

funds to the State Medical College at Tripura. This College would provide avenues for

students of this region to pursue higher education.

The need for understanding and promoting local culture plays an important role in

acceptance of a company by the people. Taking this forward, DS Group has been

promoting activities to enrich and highlight the salience of communities in North East.

The Company has contributed towards the development works of Maa Kamakhya

Temple to promote it as a heritage site.

DS has also assisted in the construction of a Singpho Eco Lodge at Magherita, as an

initiative to make the tribal community self reliant and financially independent. The

lodge is independently managed and run by this tribal community.

A lot of other Corporate Social Responsibility (CSR) projects, specially keeping the

ethnic groups and tribals in mind, are on horizon in North Eastern states.


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The Company believes in standing by the people of the community where they do

business because like business, care and development too, does not have any boundaries

to work within. While DS Group pursues leadership in its business spheres; it

simultaneously endeavours to promote common welfare through multidimensional

activities.

Key Milestones of DS Group

1987: Foray into F&B, catch salt and pepper sprinklers launched. 1999: Catch natural spring water launched. 2000: Catch kitchen Range of spices launched. 2001: Foray into snacks. 2002: Catch adds Fizz with the launch of Catch Club Soda. 2003: Catch clear flavoured Drink launched. 2005: Catch Spring Cola, Lime & Orange gives a refreshing range.

Trendsetters

First to offer saffron flavoured chewing tobacco in the world. First to launch branded chewing tobacco in India in metal packaging. First and only chewing Tobacco Company in India to get ISO 9001:2000

certifications.

First to introduce various kinds of spices in one-time use packaging. First to launch free flowing salt in revolutionary table top rotatory dispensers in

India.


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First to introduce 100 per cent biodegradable, composite cans packs which arepilfer proof, rust proof and leak proof using brine and through vacuum

evaporation process for food products.

First to introduce electronically beaten finest malleable silver foils in India. First in India to bottle natural spring water which has been awarded NSF

certification from FDA, US: a hallmark of quality and purity.

First to introduce soda processed with natural spring water. First to introduce zero calorie tonic water. First to launch 100% herbal mouth freshener - Pass Pass.

Board of Directors

Mr. Ravinder Kumar, Chairman Mr. Rajiv Kumar, Managing Director

1. MR. Gaurav gupta2. MR. R.K Kakraina3. MR. Puesh Kumar4. MR. Ajay Kumar5. MR. Atul Kumar6. MR. Rajesh Kumar7. MR. Ritesh Kumar


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Methodology

Methodology can be:

1. "The analysis of the principles of methods, rules, and postulates employed by adiscipline";

2. "The systematic study of methods that are, can be, or have been applied within adiscipline".

3. A documented process for management of projects that contains procedures,definitions and explanations of techniques used to collect, store, analyze and

present information as part of a research process in a given discipline.

4. The study or description of methods.

A project methodology tells us what we have to do, to manage our projects from start to

finish. It describes every step in the project life cycle in depth, so we know exactly which

tasks to complete, when and how. Whether we are an expert or a novice, it helps us to

complete tasks faster than before.

In Primary data collection, we collect the data our self using methods such as interviews

and questionnaires. The key point here is that the data we collect is unique to us and our

research and, until we publish, no one else has access to it.

Secondary data is data taken by the researcher from secondary sources, internal or

external. The researcher must thoroughly search secondary data sources before

commissioning any efforts for collecting primary data. Secondary data is of two kinds,


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internal and external. Secondary data whether internal or external is data already

collected by others, for purposes other than the solution of the problem on hand.

Secondary data is data which has been collected by individuals or agencies for purposes

other than those of our particular research study.

No marketing research study should be undertaken without a prior search of secondary

sources (also termed desk research). There are several grounds for making such a bold

statement.

Secondary data may be available which is entirely appropriate and whollyadequate to draw conclusions and answer the question or solve the problem.

Sometimes primary data collection simply is not necessary.

It is far cheaper to collect secondary data than to obtain primary data. For thesame level of research budget a thorough examination of secondary sources can

yield a great deal more information than can be had through a primary data

collection exercise.

The time involved in searching secondary sources is much less than that needed tocomplete primary data collection.

Secondary sources of information can yield more accurate data than that obtainedthrough primary research. This is not always true but where a government or

international agency has undertaken a large scale survey, or even a census, this is

likely to yield far more accurate results than custom designed and executed

surveys when these are based on relatively small sample sizes.


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It should not be forgotten that secondary data can play a substantial role in theexploratory phase of the research when the task at hand is to define the research

problem and to generate hypotheses. The assembly and analysis of secondary data

almost invariably improves the researcher's understanding of the marketing

problem, the various lines of inquiry that could or should be followed and the

alternative courses of action which might be pursued.

Secondary sources help define the population. Secondary data can be extremelyuseful both in defining the population and in structuring the sample to be taken.

For instance, government statistics on a country's agriculture will help decide how

to stratify a sample and, once sample estimates have been calculated, these can be

used to project those estimates to the population.


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Chapter-2

SWOT Analysis of DS Group

Strengths and Weaknesses of DS Group

Strengths-

Brand famous for its Quality products.

Recognized by American First in India to bottle natural spring water which has been

awarded NSF certification from FDA, US: a hallmark of quality and purity.

First to introduce soda processed with natural spring water.

Company provides zero calorie tonic water.

The only company to sell flavoured mineral water.

Mineral water has a natural sweetener and has zero calories.

Weakness-

Losses due to transport expenses.

Less market for mineral water industry at the operating area i.e. Himachal Pradesh.

Company not that much interested in selling the product yet.

Un-experienced management and unskilled labour.

Unavailability of other raw materials other than water.

Company brand not known to people yet in mineral water industry (unlike catch

masala and Pass- pass).

Not much effort put into advertisement.


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There is no classification called natural spring water; so, everybody calls it mineral

water.

Opportunities and Threats that DS Group Faces

Opportunities-

Huge opportunities in Mineral water industry.

Lesser competition or say lesser or nil Cut throat competition.

Company is still new therefore huge growth opportunities.

Very less company sell mineral water hence huge growth opportunities for company in

this segment.

Railway, as according to a estimate railways ordered 10,000 cases (of 12 bottles each)

a day.

Threats-

Tata is an emerging threat in packaged mineral water industry with its purchase of

Himalaya mineral water plant.

Bisleri enjoys the highest market share and is planning to increase it by introducing

flavoured mineral water.

Aggressive selling by Coke and Pepsi.

Many companies have realized the market potential and are entering into this business.

Local companies are posing a huge threat as they are selling their product at prices

lesser than the market price.

Government policies and change in taxation and other policies.


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Chapter-3

Conceptual Framework

Human Resources Management

Human resources is a term used to describe the individuals who make up the workforce

of an organization, although it is also applied in labor economics to, for example,

business sectors or even whole nations.

Human resources is also the name of the function within an organization charged with the

overall responsibility for implementing strategies and policies relating to the management

of individuals (i.e. the human resources). This function title is often abbreviated to the

initials "HR".

Features of Human Resources Management

HRM involves management functions like planning, organizing, directing andcontrolling.

It involves procurement, development, maintenance of human resource. It helps to achieve individual, organizational and social objectives. HRM is a mighty disciplinary subject. It includes the study of management

psychology communication, economics and sociology.

It involves team spirit and team work.


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HR Philosophies:

HR Philosophy of DS Group revolves around transparency and empowerment of

employees. HR Department is committed "To deliver increased value to DS employees

by ensuring that the HR resources, knowledge, support and infrastructure are at the level

necessary for the organization to achieve it's objectives.

To achieve this, DS Group will continually strive to:

1. Develop relationships that celebrate diverse ideas, perspectives and cultures.

2. Help people realize their potential.

3. Support a balance between family and work life.

4. Recognize and reward individual and team achievement.

5. Provide appropriate working conditions and resources to enable people to do their

work.

HR Corporative Plans:

1. Forecast HR Demand Forecasting the future employee needs can be done using

several methods such as Delphi method, Unit Forecasting, Formal Expert Survey, Trend

analysis etc.

2. Estimating the HR SupplyHR supply is the internal employees who can be promoted

and transferred using a Management or Skill inventory and the unemployed who are

seeking jobs or the employed but seeking better opportunities.

3. Then the HR demand should be compared against the HR Supply. This will result in an

excess or shortage of employees for the future.


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4. Strategies should be formulated to avoid the excess/ shortage. Excess can be deal with

by freezing recruitment, offering voluntary retirement, transferring to other branches etc

while hiring employees, getting existing employees to do over time; out sourcing etc can

be done for shortage of employees.

Recruitment

Recruitment refers to the process of attracting, screening, and selecting qualified people

for a job. For some components of the recruitment process, mid- and large-size

organizations often retain professional recruiters or outsource some of the process to

recruitment agencies.

The recruitment industry has four main types of agencies: employement agencies,

recruitment websites and job search engines, headhunters" for executive and

professional recruitment, and niche agencies which specialize in a particular area of

staffing. Some organizations use employer branding strategy and in-house recruitment

instead of agencies. Recruitment-related functions are generally carried out by an

organization's human resources staff.

The stages in recruitment include sourcing candidates by advertising or other methods,

screening potential candidates using tests and/or interviews, selecting candidates based

on the results of the tests and/or interviews, and on-boarding to ensure the candidate is

able to fulfill their new role effectively.

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

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


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

recruitment are:

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

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

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

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

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

numbers to facilitate effective selection of an efficient working force.

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

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

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

process is to expedite the selection process.

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

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

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

requisition for a specific vacancy or an anticipated vacancy.


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Recruitment Needs

Plannedi.e. the needs arising from changes in organization and retirement policy.

AnticipatedAnticipated needs are those movements in personnel, which an organization can

predict by studying trends in internal and external environment.

UnexpectedResignation, deaths, accidents, illness give rise to unexpected needs.

Recruitment Process

The recruitment and selection is the major function of the human resource department

and recruitment process is the first step towards creating the competitive strength and the

strategic advantage for the organisations. Recruitment process involves a systematic

procedure from sourcing the candidates to arranging and conducting the interviews and

requires many resources and time. A general recruitment process is as follows:

Identifying peopleThe recruitment process begins with the human resource department receiving

requisitions for recruitment from any department of the company. These contain:

Posts to be filled

Number of persons

Duties to be performed

Qualifications required


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Preparing the Job Description and Job Specification:Job Description is an organized factual statement of job contents in the form of duties and

responsibilities of a specific job. The preparation of job description is very important

before a vacancy is advertised. It tells in brief the nature and type of job. This type of

document is descriptive in nature and it constitutes all those facts which are related to a

job such as :

1. Title/ Designation of job and location in the concern.2. The nature of duties and operations to be performed in that job.3. The nature of authority- responsibility relationships.4. Necessary qualifications those are required for job.5. Relationship of that job with other jobs in a concern.6. The provision of physical and working condition or the work environment

required in performance of that job.

Job Specification is a statement which tells us minimum acceptable human qualities

which helps to perform a job. Job specification translates the job description into human

qualifications so that a job can be performed in a better manner. Job specification helps in

hiring an appropriate person for an appropriate position. The contents are :

1. Job title and designation2. Educational qualifications for that title3. Physical and other related attributes4. Physique and mental health


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5. Special attributes and abilities6. Maturity and dependability7. Relationship of that job with other jobs in a concern.

Sources of Recruitment:

Locating and developing the sources of required number and type of employees

(Advertising etc).

Identifying the Prospective Employee:

Short-listing and identifying the prospective employee with required characteristics.

Communication of Information:

Information about the organization, the job, the terms & conditions is committed to

the candidate so that they know about the vacancy in the organization.

Encouraging Candidates:

The next step is to encourage the candidate to apply for the job in the organization.

This is the main function of recruiter so that vacancies can be filled.


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Purpose and importance of Recruitment

Determine the Present and Future Requirements in Conjunction with Personnel

Planning and Job Analysis Activities

Increase the Pool of Job Candidates at Minimum Cost

Help Increase Success Rate of Selection Process by Reducing Number of Under-

Qualified or Over-Qualified Applications.

Reduce the Probability That Job Applicants Once Selected Would Leave Shortly

Factors Affecting Recruitment Policy

Organizational Objectives Personnel policies of the organization and itscompetitors.

Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

Sources of Recruitment

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

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

organization itself (like transfer of employees from one department to other, promotions)

to fill a position are known as the internal sources of recruitment. Recruitment candidates

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

sources of recruitment.


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Internal Sources:

Present employee: Permanent, temporary & casual employees already on the payof organizations are good sources of recruitment. Vacancies may be filled up from

such employees through promotion, transfer, upgrading & even demotions.

Retired and retrenched employee: Those who want to return to company maybe re-hired.

Advantages of internal recruitment

Cheaper and quicker to recruit.

People already familiar with the business and how it operates.

Provides opportunities forpromotion with in the businesscan be motivating.

Business already knows the strengths and weaknesses of candidates.

Disadvantages of internal recruitment

Limits the number of potential applicants.

No new ideas can be introduced from outside the business.

External candidates might be better suited / qualified for the job.

May cause resentment amongst candidates not appointed.

Creates another vacancy which needs to be filled.

Longer process.


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External Sources:

External sources of recruitment have to be solicited from outside the organization.

External sources are external to a concern. But it involves lot of time and money. The

external sources of recruitment include - Employment at factory gate, advertisements,

employment exchanges, employment agencies, educational institutes, labour contractors,

recommendations etc.

Employment at Factory Level - This a source of external recruitment in whichthe applications for vacancies are presented on bulletin boards outside the Factory

or at the Gate. This kind of recruitment is applicable generally where factory

workers are to be appointed. There are people who keep on soliciting jobs from

one place to another. These applicants are called as unsolicited applicants. These

types of workers apply on their own for their job. For this kind of recruitment

workers have a tendency to shift from one factory to another and therefore they

are called as badli workers.

Advertisement - It is an external source which has got an important place inrecruitment procedure. The biggest advantage of advertisement is that it covers a

wide area of market and scattered applicants can get information from

advertisements. Medium used is Newspapers and Television.


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Employment Exchanges - There are certain Employment exchanges which arerun by government. Most of the government undertakings and concerns employ

people through such exchanges. Now-a-days recruitment in government agencies

has become compulsory through employment exchange.

Employment Agencies - There are certain professional organizations which looktowards recruitment and employment of people, i.e. these private agencies run by

private individuals supply required manpower to needy concerns.

Educational Institutions - There are certain professional Institutions which serveas an external source for recruiting fresh graduates from these institutes. This kind

of recruitment done through such educational institutions is called as Campus

Recruitment. They have a special recruitment cell which helps in providing jobs

to fresh candidates.

Recommendations - There are certain people who have experience in a particulararea. They enjoy goodwill and a stand in the company. There are certain

vacancies which are filled by recommendations of such people. The biggest

drawback of this source is that the company has to rely totally on such people

which can later on prove to be inefficient.


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Advantages of external recruitment:

Outside people bring in new ideas

Larger pool of workers from which to find the best candidate

People have a wider range of experience

Disadvantages of external recruitment:

Longer process

More expensive process due to

advertisements and interviews required

Selection process may not be effective enough to reveal the best candidate.


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Process of Making Decisions

Vacancy announced

Informal enquiry

Application

submitted

Application

considered &

Information

supplied informally

Formal

expression

Further

information

provided

Decision to apply

Proceed reject or

withdraw

Long list drawn up

Proceed reject or withdraw Initial meeting

between parties.


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The HRM System

Human Resource Management

HR Philosophies

HR strategies,

practices, policies,

Human Capital

Management

Corporate & social

responsibility

Organization

Design

Development

Job/

role

Resourcing

HR Planning

Recruitment

Talent

Health &

safety

Employee

HR Services

Learning &

development

Organization

Individual

learning

Management

development

Performance

Knowledge

Reward

Job

Grade &

pay

Contingent

Employee

Benefits

Employee

relations

Industrial

Employe

Communication


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Selection

Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting

the unfit candidates, or a combination of both. So, selection process assumes rightly that,

there is more number of candidates than the number of candidates actually selected,

where the candidates are made available through recruitment process

The selection process consists of various steps. At each stage facts may come to light

which may lead to rejection of the applicant. Steps involved in the selection are: -

application.

Preliminary interview: - Initial screening is done to weed out totallyundesirable/unqualified candidates at the outset. It is essentially a sorting process

in which prospective candidates are given necessary information about the nature

of the job.

Application blank: - Application form is a traditional and widely used device for

collecting information from candidates. The application form should provide all

the information relevant to selection.

Selection test: - Psychological are being increasingly used in employee selection.A test is sample of some aspects of an individuals attitude, behavior and

performance. It also provides systematic basis fro comparing the behavior,

performance and attitudes of two persons.


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Employment interview: - An interview is a conversation between two persons.In selection it involves a personal, observational and face to face appraisal of

candidates for employment.

Medical examination: - Applicants who have crossed the above stages are sentfor a physical examination either to the companys physician or to a medical

officer approved for the purpose.

Reference checks: - The applicant is asked to mention in his application form thenames and addresses of two or three persons who know him well.

Final approval: - The shortlisted candidates by the department are finallyapproved by the executives of the concerned department. Employment is offered

in the form of appointment letter mentioning the post, the rank, the grade, the date

by which the candidate should join and other terms and conditions in brief.

Importance of selection test

Employers often use tests and other selection procedures to screen applicants for hire.

The types of tests and selection procedures utilized include cognitive tests, personality

tests, medical examinations, credit checks, and background checks.

Companies can legally use these tests, as long as they don t use to them to discriminate

based on race, color, sex, national origin, religion, disability, or age (40 or older).

Employment tests must be validated for the jobs they are being used to hire for and for

the purposes for which they are being used.


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Advantages of selection tests

1. Selection test can be used to weed out the large number of candidates who may

not be considered for the employment. Normally organization receives a large

number of applications so these tests help to find out the

suitable candidates having required characteristics for the position. Selection test

will provide cut off point above which candidates may be called for the interview.

2. Selection test can provide the information about the qualities and potential of the

prospective employees which can not be known through other methods including

personal interviews. These tests also help for the promotion of the

potential candidates.

3. Selection tests are standardized and unbiased method of selecting the candidate.

Thus a person who is not selected on the basis of test can not argue for the

partiality in selection process. Impartiality is very important for organizations like

public sector.

Types of Employment Test

1. Assessment Centers

Assessment centers can be designed to measure many different types of job related

skills and abilities, but are often used to assess interpersonal skills, communication

skills, planning and organizing, and analytical skills. The assessment center

typically consists of exercises that reflect job content and types of problems faced on

the job. For example, individuals might be evaluated on their ability to make a sales


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presentation or on their behavior in a simulated meeting. In addition to these

simulation exercises, assessment centers often include other kinds of tests such as

cognitive ability tests, personality inventories, and job knowledge tests

2. Biographical Data

The content of biographical data instruments varies widely, and may include such

areas as leadership, teamwork skills, specific job knowledge and specific skills (e.g.,

knowledge of certain software, specific mechanical tool use), interpersonal skills,

extraversion, creativity, etc. Biographical data typically uses questions about

education, training, work experience, and interests to predict success on the

job. Some biographical data instruments also ask about an individuals attitude,

personal assessments of skills, and personality.

3. Cognitive Ability Tests

Cognitive ability tests typically use questions or problems to measure ability to learn

quickly, logic, reasoning, reading comprehension and other enduring mental abilities

that are fundamental to success in many different jobs. Cognitive ability tests assess

a persons aptitude or potential to solve job-related problems by providing information

about their mental abilities such as verbal or mathematical reasoning and perceptual

abilities like speed in recognizing letters of the alphabet.


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4. Integrity Tests

Integrity tests assess attitudes and experiences related to a persons honesty,

dependability, trustworthiness, reliability, and pro-social behavior. These tests

typically ask direct questions about previous experiences related to ethics and

integrity OR ask questions about preferences and interests from which inferences are

drawn about future behavior in these areas. Integrity tests are used to identify

individuals who are likely to engage in inappropriate, dishonest, and antisocial

behavior at work.

5. Interviews

Interviews vary greatly in their content, but are often used to assess such things as

interpersonal skills, communication skills, and teamwork skills, and can be used to

assess job knowledge. Well-designed interviews typically use a standard set of

questions to evaluate knowledge, skills, abilities, and other qualities required for the

job. The interview is the most commonly used type of test. Employers generally

conduct interviews either face-to-face or by phone.

6. Job Knowledge Tests

Job knowledge tests typically use multiple choice questions or essay type items to

evaluate technical or professional expertise and knowledge required for specific jobs

or professions. Examples of job knowledge tests include tests of basic accounting

principles, A+/Net+ programming, and blueprint reading.


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7. Personality Tests

Some commonly measured personality traits in work settings are extraversion,

conscientiousness, openness to new experiences, optimism, agreeableness, service

orientation, stress tolerance, emotional stability, and initiative or proactivity.

Personality tests typically measure traits related to behavior at work, interpersonal

interactions, and satisfaction with different aspects of work. Personality tests are often

used to assess whether individuals have the potential to be successful in jobs where

performance requires a great deal of interpersonal interaction or work in team settings.

8. Physical Ability Tests

Physical ability tests typically use tasks or exercises that require physical ability to

perform. These tests typically measure physical attributes and capabilities, such as

strength, balance, and speed.

9. Work Samples and Simulations

These tests typically focus on measuring specific job skills or job knowledge, but can

also access more general skills such as organizational skill, analytic skills, and

interpersonal skills. Work samples and simulations typically require performance of

tasks that are the same or similar to those performed on the job to assess their level of

skill or competence. For example, work samples might involve installing a telephone

line, creating a document in Word, or tuning an engine.


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Interview

Interview is a conversation between two parties or people (the interviewer & the

interviewee) where questions are asked by the interviewer to obtain information from the

interviewee.

Steps to Interviewing

Prospect

Approach

Present

Overcome objectives

Close

Follow-up


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Checklist for conducting interviewer & Issuance of L.O.I of SS/SR level At DS

Group

S.no Particulars Responsibility1 Candidate assessment summary for

approval

Zonal sales coordinates

2 Interview evaluation sheet Zonal sales coordinates

3 Interview evaluation sheet-B (to be filled

by interviewer)

Interviewer

4 Organization structure Zonal sales coordinates

5 Checking the application form [dully

filled with photograph]

Interviewer

6 Verification of salary proof-A (if

provided)

Interviewer

7 The verification of salary proof-B (if not

provided) then the Sr. G.M. sales will

signed the to whom it may concerned

after the recommendations of the zonal

sales head.

Interviewer

8 Bio-data checking & verification Interviewer

9 Education qualification certificates - to be

checked by the interview

10 Experience - checking & verification Interviewer


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11 CASA Zonal sales coordinates

12 Submission of papers to HR Zonal sales coordinates

13 Issuance of LOI. HR to be issued the LOI

within 48 hrs from the date of submission

of papers.

HR


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3.8 Difference between Recruitment and Selection

Basis Recruitment Selection

Meaning It is an activity of establishing

contact between employers and

applicants.

It is a process of picking up

more competent and suitable

employees.

Objective It encourages large number of

Candidates for a job.

It attempts at rejecting

unsuitable candidates.

Process It is a simple process. It is a complicated process.

Hurdles The candidates have not to cross

over many hurdles.

Many hurdles have to be

crossed.

Approach It is a positive approach. It is a negative approach.

Sequence It proceeds selection. It follows recruitment.

Economy It is an economical method. It is an expensive method.

Time

Consuming

Less time is required. More


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3.9 Recruitment process At DS Group

RES:HOD

No

No

Yes

YES

Position Identification in

the department

Prepare new organizational chart & get it

renewed from Respective director and

a roved from Res ective Heads.

Approval

Forward the duly approved org.

chart & position description to

corporate head HR.

Corporate head HR to analyze &

forward the required to

recruitment team with target

Replacement Position

Is Replacement Required

by HOD?

Take sign from HOD & stop

the process.


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A

Identify various sources based on the

position, urgency as suggested by

Corporate Head HR.

Call CVs collection & initial screening of the CV received

through various sources.

Touch Base with candidate:

Introduce with DS profile. Seek interest level. Understand present profile. Get other Details. Make comparative sheet.

Send selected CVs to the HOD.

Add the CVs

Meeting


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Shortlist the CV & Send back to HR

Plan the assessment

Mode of interview. Panel of interview Date of Training.

Telephonic interview (if reqd.)

Confirm date & time. Telephonic interview format. Profile of the candidate Record of the feedback

Main Interview Planning

Confirm date, time & venue. Forward the employment applications Form. H.O.D. to prepare test paper. Keep org. chart & parity sheet. Keep interview panel sheet.

Conduct Written Test

Conduct interview


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No: INFOR:

YES

Negotiations

Salary

Conduct Reference Check

Prepare candidate assessment sheet.

Prepare L.O.I. (Letter Of Intent)

Inform the candidate and search

for more.Approval

Granted

Classify candidate as

Shortlisted


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Send L.O.I.

To Candidate File L.O.I. SEND INFORMATION OF HOD

Filling of interviews document.


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Chapter-4

Lesson Learnt

Limitations of the study

As we know each and everything has its own limitation. No study can be free from

impediments. The major limitations of internship report are as follows:

1. Scope: Limited to the study of Foods Division of DS Group2. Focus: Study of recruitment process of: a. Sales b. Production c. Marketing3. Preferences: Candidates which preferred must have the experience of FMCG

industry only.

4. Accuracy: Projecting manpower needs over a period of time is a risky one. Itsnot possible to track the current and future needs correctly and convert the same

into meaningful action guidelines. Factors such as absenteeism, labor turnover,

seasonal trends in demand, competitive pressures, technological changes and a

host of other factors may turn the rest of manpower plans as fashionable,

decorative pieces.

5. Confidentiality: Confidentiality of certain information at unit level which is notdisclosed.


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Recommendations/Suggestions.

After analyzing the recruitment & selection procedure of DS Group I got to know about

some suggestions, that I would like to give in order to make the procedure much better

than before:

Recruitment procedure is totally centralized, if there is any vacancy in units orany other department or in any zone than it is first finalized by Corporate HR

Department, so this prevalent procedure must be changed, and to be converted

as Department Head can make his own decisions for their candidate as on the

recommendation of corporate.

Candidate must be given the result on the date of interview, or as soon aspossible, so that a qualified candidate dont shift to any other job.

As all the interviews of different zone will be conducted in HQ of DS Groupin Noida, so for the convenience of the candidate, interviews can be conducted

at the place of requirement.

Resume will be kept in data bank for 6 months; it must be reduced to 3months.

Physical examination is also important aspect of selection process which wasmissing here in DS Group Page.

DS Group can go in for aggressive promotions and advertising to make apresence in the market.


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There must be career development opportunity for the employees so that theycan work energetically in the organization as there is high turnover due to lack

of information in the related sector.

DS Group also adopts recruitment methods through institutional areas likecolleges, universities.

The recruitment and selection procedure should not to lengthy and timeconsuming.


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Conclusion

People form an integral part of the organization. The efficiency and quality of its people

determines the fate of the organization. Hence choice of right people and placing them at

right place becomes essential. Hiring comes at this point of time in the picture. Hiring is a

strategic function for HR department. Recruitment and selection form the process of

hiring the employees. Recruitment is the systematic process of generating a pool of

qualified applicant for organization job. The process includes the step like HR planning

attracting applicant and screening them. This step is affected by various factors, which

can be internal as well as external. The organization makes use of various methods and

sources for this purpose. Selection is carried from the screen applicant during the

recruitment process. There is also some specific process is involved. By the way of

conducting preliminary interview and conducting the various tests, if required reference

check and further final interview is conducted. During the process there are certain

difficulties and barriers that are to be overcome. Different organization adopts different

approaches and techniques for their employees.


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Bibliography

Books

Elearn ltd, Recruitment & selection, Pergamon Flexible Learning, 2009. Marget Dale,Managers guide to Recruitment & selection, Kogan Page

Publishers, 2004.

Kotler Philip,Management-Li, Pearson Education India, 2010. Talwar Prakash ,Human Resource Management, Gyan Publishing House, 2006 Mamoria C.B. and Gankar S.V., Personal Management Text and Cases,

Himalaya Publication,2004.

Websites:

www.dsgroupindia.com http://en.wikipedia.org/wiki/Recruitment http://en.wikipedia.org/wiki/Selection www.wikipidia.com


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Appendices

Forms and Format, With Guidelines for the Employees:

1. Leave Application Form:

Procure The Form From The Personnel Department. Fill The Form And Get It Sanctioned From H.O.D. Send The Form After Getting Leave Sanctioned To The Personnel Department.

2. Out Going Pass: Required, if leaving the work place within office time for personal purpose. Mention your name, purpose & place of visit as well as the expected duration of

absence

Get the pass signed by the H.O.D.

3. On Duty Slip:

Required, If Leaving The Work Place Within The Office Time For OfficePurpose.

Mention Your Name, Purpose & Place Of Visit As Well As The ExpectedDuration Of Absence

Get The Pass Signed By The H.O.D.


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4. Requisition for Vehicle:

This format is to be filled in case a company vehicle is required for some officialpurpose.

Fill the forms with all the details & then it has to be sanctioned by theadministration head.

5. Out Station Duty Authorization:

Required if going on an official tour.

Mention your name, purpose & place of visit as well as the expected duration ofabsence

Get the pass signed by the H.O.D.


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HRIS Master- Cadre & Band

Cadre Master Band Master

Cadre Description Band Description

M0 Top management

cadre

0

1

2

M0-Top Band

M0-Middle Band

M0-Initial Band

M1 Senior management

cadre

3

4

5

M1-Top Band

M1-Middle Band

M1-Initial Band

M2 Middle management

cadre

6

7

8

M2-Top Band

M2-Middle Band

M2-Initial Band

M3 Managerial cadre 9

10

11

M3-Top Band

M3-Middle Band

M3-Initial Band

O

cadre

Executive cadre 12

13

14

O1-TOP BAND

O1-Middle Band

O1-Initial Band

Officer cadre 15 O2-Top Band


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16

17

02-Middle Band

O2-Initial Band

S1 Staff-1 NA

S2 Staff-2 NA

S3 Staff-3 NA


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Documents

Khushboo Project Report