“RECRUITMENT AND SELECTION”

PROCEDURESIN

Britannia industries limited,sidcul,Rudrapur

SUBMITTED FOR THE PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE OF MASTER OF BUSINESS ADMINISTRATION (2009-2011)

SUBMITTED TO: SUBMITTED BY:Mrs. Pooja Bajpai Sukhpreet kaur ( Faculty of management M.B.A-3rd Sem Department ) Roll No. 09290500067 SARASWATI INSTITUTE OF MANAGEMENT AND TECHNOLOGY [AFFILIATED TO UTTARAKHAND TECHNICAL UNIVERSITY, DEHRADUN] KASHIPUR ROAD,PREMNAGAR GADARPUR

DECLARATION

I hereby declare that the Project Report “RECRUITMENT AND

SELECTION” with special reference to Britannia Industries Limited

submitted to Saraswati Institute of Management & Technology,

Rudrapur in partial fulfillment of the requirement for the degree of

Master of Business Administration. This is my original and genuine

work and wherever secondary data is used, I have acknowledged the

same. I solely claim all the responsibility for any shortcoming and

limitation in this work.

Sukhpreet kaur

ACKNOWLEDGEMENT

I wish to express my heartfelt Gratitude to the Management of britannia Industries Limited,

Rudrapur (Uttarakhand) for extending co-operation and guidance to me during the Summer

Training. They provide me an excellent, disciplined and cordial work environment throughout

the training.

I would like to express my gratefulness in particular Mr. Mayank Srivastava (Head-HR) for

accepting me as a summer trainee in his highly esteemed organization. His help, guidance and

keen interest in the project are a source of inspiration for me to ameliorate the research. In spite

of the busy schedules, his deep involvement in the project directs me to proceed in the right

direction with enhanced enthusiasm and zeal.

I humbly acknowledge the help and support rendered by Mr.N.C.Panday (HR Executive,Project

in charge) RUDRAPUR in the preparation of this project report. His outstanding co-operation

was instrument in the smooth completion of this report. .

This is a combined effort of so many people both inside and outside of the organization without

their help it would have been very difficult for me to the present shape to the project.

The successful completion of this project in very short time has been possible due to the personal

interest taken by Mrs. Puja Johari (HOD, Mgmt Deptt.), Mrs.Pooja Bajpai, Faculty of HR Dept.

at Saraswati Institute of Management & Technology, Rudrapur. I am very obliged to these

persons who helped us out during our training tenure.

At last but not least, I would like to acknowledge all the people who were involved and helped

me in making this summer training possible.

PREFACE

Today, each and every company wants to be on top. For this purpose, the company, needs

valuable assets. Two have to be blended together. In India, the industrial training in the domain

of management courses has received pivotal importance. It exposes the potential manager to the

actual work environment and provides them a rich insight into what actually goes on in the

industrial climate of India. Infact, it is the implementation of theory in practice is the life force of

management.

A six week vocational training is a requirement for the award of the Master Degree in Business

Administration. I had the privilege of doing my summer training at Britannia Industries Limited

(Rudrapur); I must say that the management provided me with an excellent work atmosphere for

learning.

The project I worked on during my training at Britannia Industries Limited was

RECRUITMENT AND SELECTIONMr.N.C.Panday. (HR Executive,) motivated me to undertaken this topic for my project report.

In my project I have made the attempts to understand these activities in Britannia Industries

Limited and the point of view of the Recruitment and Selection Procedures in Britannia

Industries.

TABLE OF CONTENT TOPIC NAME:-

Objective of the Study

Company overview

Britannia Industries Limited

The Story of Britannia

The Board of Directors

The Origin of “Eat healthy Think better”

Mile Stones

Global Partners

The BIL Products

About Pantnagar Unit

SWOT Analysis

Things You Don’t Know About Britannia

Recruitment and Selection.

Recruitment

Introduction

Objectives of Recruitment

Sources of Recruitment

Recruitment Policy

Selection

Concept of Selection

Selection Procedures

Research Methodology

Data Analysis

Questionnaire

Recommendations

Conclusion

Bibliography

PRIMARY OBJECTIVE:-

To study the Procedures and Sources of Recruitment and Selection in Britannia

Industries.

To Study the employee’s behaviour against the new procedures of Recruitment and

Selection.

To gain the practical knowledge in Human Resource department.

To inhance my knowledge about the Company Policy and Procedures.

To inhance my knowledge about the new Techniques and the new Procedures of Human

Resource Department.

SECONDARY OBJECTIVE:-

To study the proper working Human Resource Department within the organization

To gain the practical knowledge in the HR field

To have some idea on the working of the administration to manage its activities

according to the priorities already setup

To study the employee's behavior

To trained myself properly before working with an organization

To properly deal with the problems in the company.

To undergone with the various activities performed within the organization

To gain the practical knowledge about the jobs

HISTORICAL

BACKGROUND

Industry Profile

&

Company Profile

INDUSTRY PROFILE:

Britannia Industries Ltd (BIL)

Britannia India Ltd was incorporated in 1918 as Britannia Biscuit Co. Ltd and currently the

Groupe Danone (GD)of France (a global major in the food processing business) and the Nusli

Wadia Group hold a 45.3 per cent equity stake in BIL through AIBH Ltd (a 50:50 joint

venture). BIL is a dominant player in the Indian biscuit industry.

The company holds a 40 per cent market share in the overall organized biscuit market and

has a capacity of 300,000 tons per annum .Currently, the bakery product business accounts for

99.1 per cent of BIL’s turnover. The company reported net sales of US$ 280 million in 2002-03.

Britannia Industries Ltd (BIL) has increased its manufacturing capacity through outsourced

contract manufacturing and green field plant in Uttaranchal to expand its share in the domestic

biscuit and confectionery market. Britannia Industries Limited(BIL) is engaged in the provision

of bakery products, including biscuits, bread, rusk and cakes, and dairy products. The company

primarily operates in India. The company’s product s include 50-50, Good Day, Little Hearts,

Marie Gold, Milk Bikis, Nice Time, Nutri choice , Pure Magic , Tiger , and Treat. It is

headquartered in Kolkata, India and employed about 1,982 people as on March 2009. The

company recorded revenues of INR 34,212.3 million (approximately $746.5 million) during

fiscal year March 2009 (FY 2009), an increase of 23.2% over FY 2008. The operating profit of

the company was INR 1, 782.4 million ( approximately $38.9 million) during FY 2009, a

decrease of 15.4% compared with FY2008. The net profit was INR 1,514.8 million

(approximately $33.1 million) in FY2009, a decrease of 14.6% compared with FY 2008.

The Story of Britannia

Biscuit Company took over the distribution of biscuits from Parry's who till now distributed

Britannia biscuits in India. In the subsequent public issue of 1978, Indian shareholding crossed

60%, firmly establishing the Indian ness of the firm. Four years later in 1983, it crossed the Rs.

The story of one of India's favorite brands reads almost like a fairy tale. Once upon a time, in

1892 to be precise, a biscuit company was started in a nondescript house in Calcutta (now

Kolkata) with an initial investment of Rs.295. The company we all know as Britannia today.

By 1910, with the advent of electricity, Britannia mechanized its operations, and in 1921, it

became the first company east of the Suez Canal to use imported gas ovens. Britannia's business

was flourishing. But, more importantly, Britannia was acquiring a reputation for quality and

value.

In 1975, the Britannia 100crores revenue mark.

On the operations front, the company was making equally dynamic strides. In 1992, it

celebrated its Platinum Jubilee. In 1997, the company unveiled its new corporate identity - "Eat

Healthy, Think Better" - and made its first foray into the dairy products market. In 1999, the

"Britannia Khao, World Cup Jao" promotion further fortified the affinity consumers had with

'Brand Britannia'.

Britannia strode into the 21st Century as one of India's biggest brands and the preminent

food brand of the country. It was equally recognized for its innovative approach to products and

marketing: the Lagaan Match was voted India's most successful promotional activity of the year

2001, while the delicious Britannia 50-50, Maska-Chaska became India's most successful

product launch. In 2002, Britannia's New Business Division formed a joint venture with

Fonterra, the world's second largest Dairy Company, and Britannia New Zealand Foods Pvt. Ltd.

Was born. In recognition of its vision and accelerating graph, Forbes Global rated Britannia 'One

amongst the Top 200 Small Companies of the World', and The Economic Times pegged

Britannia India's 2nd Most Trusted Brand.

THE BOARD OF DIRECTORS:

NAME DESIGNATION

Mr. Nusli Neville Wadia Chairman

Ms. Vinita Bali Managing Director

Mr. Grorge Casala Director

Mr. Keki Dadiseth Director

Mr. Avijit Deb Director

Mr. Stephan Gerlich Director

Mr. A K Hirjee Director

Mr. Nimesh N Kampani Director

Mr. S.S.Kelkar Director

Dr. Vijay Kelkar Director

Mr. Pratap Khanna Director

Mr. Jeh N Wadia Director

Mr. Francois Xavier Roger Director

Field Marshall Sam Manekhshaw Director Emeritus

MANAGEMENT TEAMS

Richa Arora : General Manager -Marketing

Amitava Mukhrejee : National Sales Manager

Purnendu Roy : Head of R & D

V. Madan : Company Secretary & Head of Legal

Vinod Menon : Head of Internal Audit & Projects

Gautam Banerjee : General Manager - Materials

Ashok Kumar Gupta : General Manager – Accounts & Planning

Saroj Kumar Chakraborty : General Manager & Head of Technical

Dr. K. N. Shashikanth : Corporate Quality Assurance Manager

TS Purushothaman : Corporate Head – IT & Systems

Managing Director(Vinita Bali)

VP & Head of MarketingSales and Innovations

(Neeraj Chandra)

VP & Head of Operators(Rajesh K. Lal)

VP & Head of Quality(P. Shyam Sunder)

Head of Human Resources(S. Ramesh Shankar)

Chief Financial Officer(Durgesh Mehta)

THE ORIGIN OF “EAT HEALTHY THINK BETTER”

Britannia- the ‘biscuit’ leader with a history – has withstood the tests of time. Part of the reason

for its success has been its ability to resonate with the changes in consumer needs that have

varied significantly across its 100+ year epoch. With consumer democracy reaching new levels,

the one common thread to emerge in recent times has been the shift in lifestyles and a

corresponding awareness of health. People are increasingly becoming conscious of dietary care

and its correlation to wellness and matching the new pace to their lives with improved nutritional

and dietary habits. This new awareness has seen consumers seeking foods that complement their

lifestyles while offering convenience, variety and economy, over and above health and nutrition.

Britannia saw the writing on the wall. Its "Swasth Khao Tan Man Jagao" (Eat Healthy, Think

Better) re-position directly addressed this new trend by promising the new generation a healthy

and nutritious alternative - that was also delightful and tasty.

Thus, the new logo was born, encapsulating the core essence of Britannia - healthy, nutritious,

optimistic - and combining it with a delightful product range to offer variety and choice to

consumers.

MILE STONES

1892 The Genesis - Britannia established with an investment of Rs.295 in Kolkata

1910 Advent of electricity sees operations mechanized

1921 Imported machinery introduced; Britannia becomes the first Company East of the

Suez to use gas ovens

1939 Sales rise exponentially to RS.16,27,202 in 1939

1944 During 1944 sales ramp up by more than eight times to reach Rs.1.36 crore

1975 Britannia Biscuit Company takes over biscuit distribution from Parry's

1978 Public issue - Indian shareholding crosses 60%

1979 Re-christened Britannia Industries Ltd. (BIL)

1983 Sales cross Rs. 100 crore

1989 The Executive Office relocated to Bangalore

1992 BIL celebrates its Platinum Jubilee

1993 Wadia Group acquires stake in ABIL, UK and becomes an equal Partner with

Group Danone in BIL

1994 Volumes cross 1,00,000 tons of biscuits

1997 Re-birth - new corporate identity 'Eat Healthy, Think Better' leads to new mission:

'Make every third Indian a Britannia Consumer'

BIL enters the dairy products market

1999 "Britannia Khao World Cup Jao" - a major success! Profit up by 37%

2000 Forbes Global Ranking - Britannia among Top 300 small companies

2001 BIL ranked one of India's biggest brands

No.1 food brand of the country

Britannia Lagaan Match: India's most successful promotional activity of the year

Maska Chaska: India's most successful FMCG launch

2002 BIL launches joint venture with Fonterra, the world's second largest dairy

company.

Rated as 'One amongst the Top 200 Small Companies of the World' by Forbes

Global

Economic Times ranks BIL India’s 2nd Most Trusted Brand

2003 ‘Treat Duet' - most successful launch of the year

Britannia Khao World Cup Jao rocks the consumer lives yet Again

2004 Britannia accorded the status of being a ‘Super brand' Volumes cross 3,00,000

tons of biscuits.

Good Day adds a new variant - Coconut - in its range

2005 Re-birth of Tiger - (Swasth Khao, Tiger Ban Jao' becomes the Popular chant!

Britannia launched ‘Greetings’ range of premium assorted gift Packs

The launch of yet another exciting snacking option Britannia 50-50 Pepper

Chakkar

2007 Britannia industries formed a joint venture with the Khimji Ramdas Group and

acquired a 70 percent beneficial state in the Dubai-based Strategic Foods International

Co. LLC and 65.4% in the Oman-based AI Sallan Food Industries Co. SAOG.

2008 Britannia launched Iron Fortified 'Tiger Banana' biscuits, 'Good Day Classic

Cookies’ Low Fat Dahi and renovated ‘MarieGold’.

2009. Britannia NutriChoice Nature Spice Crackers launched. Your favorite Cream

Crackers, now made even more exciting with the addition of "Sabut" Ajwain and Jeera

spices. Britannia takes full control of Daily Bread. Britannia-Fonterra joint venture dairy

business restructured.

2010.Britannia NutriChoice launches a New Year pack - the Health Starter Kit. The

Health Starter Kit contains 1 pack each of NutriChoice Hi-Fiber Digestive, NutriChoice 5

Grain, NutriChoice Nature Spice Cracker bundled together with a Fit Sip Sipper and a

fitness chart. All this only for Rs 100.

GLOBAL PARTNERS:

The Wadia Group of India along with Groupe Danone of FRANCE is equal shareholders in

ABIL,UK which is a major shareholder in Britannia Industries Limited. GROUPE DANONE is

an International FMCG Major specializing in Fresh Dairy Products, Bottled Water and Biscuits/

Cereals. One of the World leaders in the food industry, these are some of the laurels it possesses:

No #1 worldwide in Fresh Dairy Products

No #1 worldwide equally placed in Bottled Water(by volume)

No #2 worldwide in Biscuits and Cereal Products

Through its three core businesses (Fresh Dairy Products, Beverages and Biscuits and

Cereal Products), GROUPE DANONE is committed to improving the lives of people

around the world by providing them with better food products, a wider variety of flavors

and healthier pleasures. Its dominant position worldwide is based on major international

brands and on its solid presence in local markets (about 70% of global sales come from

brands that are local market leaders).

GROUPE DANONE is recognized for the dynamism and strength of its brands: Danone:

the leading brand worldwide for Fresh Dairy Product; DANONE represents almost 20%

of the international market. DANONE is present in 40 countries worldwide.

Evian: the best selling mineral water brand, with 1.5 billion bottles sold every

year. Present in the 5 continents, in 125 countries.

LU: the second brand worldwide, the first biscuits brand of GROUPE DANONE,

which represents almost the half of the sales for the Biscuits and Cereal Products

division. LU is mainly present in Western Europe.

Wahaha: the leading brand for refreshing still water (water, readymade tea. Fruit

juices). The brand is one of the most popular in China, with more than 1.5 billion

litres of water sold each year. Its name means “the child who laughs”.

ACTIVITIES OF THE COMPANY

Sales

Marketing

Research and Development

Quality Assurance

Exports

Technical & Operations

Finance and IT

Human Resources & Legal

THE BIL PRODUCTS

Nutri Choice Sugar Out:

Nutri Choice Sugar Out is the most novel product range to have been introduced in the market.

The product is not just sweet but tastes great, and yet contains no added sugar.

This is because Nutri Choice Sugar Out is sweetened with "Sucralose," derived from sugar,

which provides the same sweetness as any other biscuit, without the added calories of sugar.

This range is available in 3 delicious variants namely Lifetime, Chocolate cream, and

Orange cream.

Nutri Choice Digestive Biscuit:

The new and improved Nutri Choice Digestive Biscuit, have one less thing to worry about.

Made with 50% whole-wheat and packed with added fiber (10% of our daily dietary needs),

these delightfully tasty biscuits are amongst your healthiest bites of the day

Treat Fruit Rollz:

Britannia Treat launches the amazingly yummy Treat Fruit Rollz!! These tasty soft rolls are

filled with real fruits and provide a healthy yet mouth-watering treat to the kids. Fruit Rollz come

in four masti fruit flavors – Juicy Apple, Strawberry Surprise, Tangy Orange and Delicious

Dates!

New Britannia Milk Bikis:

Milk Bikis is set to add excitement and appeal to ‘nutritious’ food. Whoever said that ‘good

food’ needs to look ‘dull and boring , will just have to take a look at Milk Bikis. With a unique

and attractive honeycomb design and an enhanced product experience, the new biscuit prompts

the ‘Kids will love it’ reaction amongst mothers. The milk goodness in the recipe is now

enhanced with SMART NUTRIENTS- 4 vital vitamins, iron and iodine, proven to aid mental

and physical development and growing kids. So, whether its breakfast time or snack time at

school, rest assured that kids will look forward to munching these crunchy, milky biscuits which

even helps in their development. And yes, adults won’t be far behind in reaching out for a pack!

Britannia Marie Gold Doubles:

Everybody’s favorite Marie biscuit now comes in a completely new avatar! Recently launched in

Tamil Nadu, Britannia Marie Gold Doubles is all about doubling expectations and experience.

Naturally, everything about it is new and exciting. This special variant of Marie, through a

patented production process, offers three delicious layers in a new flavor concept – with the same

old crispiness and a subtle new taste. The shape of the new Marie Gold Doubles biscuit is

completely altered and nowhere resembles the classic round Marie biscuit.

Britannia 50- 50 Pepper Chakkar :

The launch of the latest 50-50 variant left everybody guessing “What it eez?” From TV ads,

radio, outdoor and in- store display materials to events, a website and SMS,email blasts and new

media were blended synergistically to create excitement and curiosity about the unique taste of

the biscuit. The tangy and distinctive pepper flavoured biscuit, that’s thin and crispy and more

like a snack, caught the imagination of a younger audience craving something to nibble on.

Veg Cakes:

Britannia Veg Cakes is every vegetarian's dream come true! 100% vegetarian cake with all the

softness and delight a cake should have. Every slice is soft and fluffy, stuffed with real fruit bits,

to give you a cake that is truly delicious, down to the last slice. Add to this zero cholesterol and a

3 month shelf life and you have a healthy, convenient snack to enjoy anytime, anywhere

Nutrichoice Health Starter Kit:

2010 - Britannia Nutrichoice launches a New Year pack - the Nutrichoice Health Starter Kit

Created for everyone who makes a New Year resolution to become healthy and does not follow

through on it. Nutrichoice Hi-Fiber Digestive, Nutrichoice 5 Grain and Nutrichoice Nature

Spice Cracker.

.

Nutri Choice 5 Grain:

Britannia NutriChoice 5 Grain biscuits are made from 5 carefully chosen healthy cereals (Oats

that help reduce bad cholesterol, Corn which promotes heart health, Ragi a good source of both

Calcium as well as Fibre, Rice low in fat, and Wheat that provides wholesome energy). These

biscuits are delicately sweetened with natural honey, and come in a unique large oval shape.

Tiger Banana:

Britannia is committed to help secure every child's right to Growth & Development through

good food everyday. Purposefully taking forward the credo of 'Eat Healthy, Think Better ', we

have launched a new variant under our power brand TIGER - TIGER BANANA - power packed

with IRON ZOR & and with the delightful taste of banana.

IRON ZOR helps make mind sharper and body stronger.

Little Hearts:

Little Hearts was launched in 1993 and targeted the growing youth segment. A completely

unique product, it was the first time biscuits were retailed in pouch packs like potato wafers. In

1997, the ‘Direct Dil Se’ campaign encouraged youngsters to openly express their feelings. And

in 2003, two variants called Little Hearts Chocolate and Little Hearts Sesame were rolled out

with a campaign “Dil sabka actually sweet hai”.

Britannia Good Day:

Britannia Good Day was launched in 1986 in two delectable avatars - Good Day Cashew and

Butter. Over the years, new variants were introduced - Good Day Pista Badam in 1989, Good

Day Chocochips in 2000 and Good Day Choconut in 2004.

Good Day is among the fastest growing brands in Britannia's portfolio and it has been the leader

in the cookies category ever since its launch.. The celebration was taken to the IPL as Good day

cheered along with a million cricket fans in the stadiums, each screaming and proclaiming "Ho

gaya re Good Day".

Britannia Bourbon:

India's first and favorite Bourbon's sweet adventure began in 1955. Since then, Bourbon lovers

across the country have been caught opening this chocolate couplet, licking the cream, and

nibbling at the melt-in-your-mouth biscuit, bit by bit.

Whatever the occasion, wherever the hangout, Bourbon makes for great company. You can grab

your very own Nano Pack or a Pocket Pack. The Hangout Pack is just right for chilling with

friends. Take along a Party Pack for... yes, a party! And the Gift Pack will surely win you a few

brownie points! 

Treat:

Britannia launched Treat in 2002. Britannia Treat offers a wide variety of flavors, such as the

Elaichi, the Fruit Flavored Creams such as Orange, Pineapple, Mango, and Strawberry, the Jam

Filled Centers under the Jim Jam range, and the Duet Range (biscuits with two flavours of cream

between three layers of biscuit) comprising Strawberry Vanilla and Duet Strawberry Chocolate.

Bread:

Till 1958, there were no breads in the organised sector and bread consumption was a habit

typified by the British. Then, a mechanised bread unit was set up in Delhi with the name

"Delbis" which produced sliced bread and packed it under the Britannia name. The Mumbai unit

came up in 1963 and there again Britannia was the first branded bread in the city.

Rusks   :

Britannia launched its rusks in the year 2005. In a Market full of unbranded players, Britannia

rusks have stood head and shoulders above the rest in terms of sheer quality .They are made from

the finest ingredients and baked with care as they are twice as crisper as and tastier than ordinary

rusks. The communication for this mouthwatering offering is aptly “Enliven your spirits with

Britannia rusks”

Time paas:

Britannia Timepass was launched in 2000.

The brand quickly became a leader in Britannia's portfolio and, consequently, Snax was

revamped as a lighter product and renamed Britannia Timepass Classic Salted. To further the

franchise of the Timepass brand, a variant 'Nimkee' was introduced in the Eastern market in

April 2003, and then taken nationwide after a favourable response. Judging by its history, the

resounding success of Britannia Timepass will continue to grow.

Cookies:

Britannia's latest symbol of 'Zindagi mein Life' - Britannia Cookies, is packed with the

nourishment of wheat, the richness of butter and milk, and the lingering flavor of elaichi.

Britannia is the leader in the cookies segment, with the Good Day at the top end and now

Britannia Cookies delighting consumers at the bottom end of the pyramid.

Summed up as Britannia Cookies - Tann ko lagey, Mann ko chuay

Britannia 50-50:

It was launched in 1993, 50-50 belongs to the family of crackers and is considered the "very very

tasty tasty" snack. Britannia 50-50 is the leader in its category with more than one-third of

market share. The versatile and youthful brand constantly aims to provide a novel and exciting

taste experience to the consumer. As a result, in 2001, the delicious Maska Chaska was launched

as a variant of the original brand and became an instant success

COMPANY PROFILE

Registered office of Britannia Industries Limited is situated in West Bengal. This company is

registered under Companies Act, 1956.

Britannia biscuits Company Limited was originally incorporated on 21st March 1918under

Indian Companies Act under the name "The Britannia Biscuits Company Limited" under section

21 of Companies Act and approval of Central Government.

The main aim of the Company is to make available good and improved quality biscuits to each

and every part of the country.

The Company is perusing for IS014001certificate and it is ISO 22000 certified. The Company

was established at the Pantnagar branch on 21st May 2005 mainly for production with a

production coverage area of approximately 20 acres.

The control of management is through Board of Directors.

The Company's head and registered office and works place are located at the below mentioned

addresses:-

Registered & Head office : Britannia Industries Limited 5/1 A, Hungerford Street Kolkata- 700017

Work Places : (a) Britannia Industries Limited 33, Industrial Area Lawrance Road, Delhi- 110035 (b) Britannia Industries Limited Plot No.1, Sector- 1 Integrated Industrial Estate Pantnagar, Rudrapur- 263153 (c) Britannia Industries Limited 15, Taratola road, Kolkatta – 700088(d) Britannia Industries Limited MTH road, Padi Chennai - 600050 (e) Britannia Industries Limited Ready road (East), Mazagaon, Mumbai - 400010

HISTORY OF BISCUITS

The word 'Biscuit' is derived from The Latin words 'Bis' (meaning 'twice') and 'Coctus'

(meaning cooked or baked). The word 'Biscotti' is also the generic term for cookies in Italian.

Back then, biscuits were unleavened, hard and thin wafers which, because of their low water

content, were ideal food to store.

As people started to explore the globe, biscuits became the ideal traveling food since they

stayed fresh for long periods. The seafaring age, thus, witnessed the boom of biscuits when these

were sealed in airtight containers to last for months at a time. Hard track biscuits (earliest version

of the biscotti and present-day crackers) were part of the staple diet of English and American

sailors for many centuries. In fact, the countries which led this seafaring charge, such as those in

Western Europe, are the ones where biscuits are most popular even today. Biscotti is said to have

been a favorite of Christopher Columbus who discovered America!

During the 17th and 18th Centuries in Europe, baking was a carefully controlled profession,

managed through a series of 'guilds' or professional associations. To become a baker, one had to

complete years of apprenticeship - working through the ranks of apprentice, journeyman, and

finally master baker. Not only this, the amount and quality of biscuits baked were also carefully

monitored.

The English, Scotch and Dutch immigrants originally brought the first cookies to the United

States and they were called teacakes. They were often flavored with nothing more than the finest

butter, sometimes with the addition of a few drops of rose water. Cookies in America were also

called by such names as "jumbles", "plunkets" and "cry babies".

As technology improved during the Industrial Revolution in the 19th century, the price of sugar

and flour dropped. Chemical leavening agents, such as baking soda, became available and a

profusion of cookie recipes occurred. This led to the development of manufactured cookies.

Interestingly, as time has passed and despite more varieties becoming available, the

essential ingredients of biscuits haven't changed -like 'soft' wheat flour (which contains less

protein than the flour used to bake bread) sugar, and fats, such as butter and oil. Today, though

they are known by different names the world over, people agree on one thing - nothing beats the

biscuit!

WHAT MAKES A BRITANNIA

If you think Britannia's are extraordinary individuals who are passionate about everything they

do…create inspiration through everything they do...and succeed in everything they do...you're

probably right. Britannia’s are hand-picked for a singular purpose...to perpetually ensure Market

Leadership and generate exemplary performance in every function.

Britannia’s exhibit the following leadership behaviors (we fondly call BULBs - Britannia

Universal Leadership Behaviors):

Integrity

Team Orientation

People Development

Learning Orientation

Customer Orientation

Quality Orientation

Drive for Results

Entrepreneurial Spirit

System and Process Orientation

Communication

OBJECTIVES OF THE COMPANY:-

To acquire and take over as a going concern the biscuit manufacturing business now

carried on at Dum dum junction under the styles or firms of V.S Brothers and company,

Gupta and company and Britannia biscuits company and all or any of the lands,

buildings, plant and machinery, assets and liabilities of the proprietors of that business.

To manufacture, buy, sell, prepare for market and deal in farinaceous foods for all kinds

and in particular biscuits, breads, cakes and confectionary and food of every description

suitable for individuals.

To carryon business as millers and grain merchants, dealers in flour, rice and other

produces.

To carryon business as bakers and confectioners and to manufacture buy, sell, refine

prepare, grow, import export and deal in provisions of all kinds of wholesale and retail,

whether solid or liquid.

To make, accept, endorse, discount and issue promissory notes, bills of exchange and

other negotiable instruments etc.

AN OVERVIEW OF THE FMCG INDUSTRY IN INDIA

What is Fast Moving Consumer Goods (FMCG)?

Products which have a quick turnover, and relatively low cost are known as Fast Moving

Consumer Goods (FMCG). FMCG products are those that get replaced within a year. Examples

of FMCG generally include a wide range of frequently purchased consumer products such as

soap, cosmetics, tooth cleaning products, shaving products and detergents, as well as other non-

durables such as glassware, bulbs, batteries, paper products, and plastic goods. FMCG may also

include pharmaceuticals, consumer electronics, packaged food products, soft drinks, tissue paper,

and chocolate bars.

A subset of FMCGs are Fast Moving Consumer Electronics which include innovative electronic

products such as mobile phones, MP3 players, digital cameras, GPS Systems and Laptops. These

are replaced more frequently than other electronic products.

White goods in FMCG refer to household electronic items such as Refrigerators, T.Vs, Music

Systems, etc.

Indian FMCG Sector

The Indian FMCG sector is the fourth largest in the economy and has a market size of US$13.1

billion. Well-established distribution networks, as well as intense competition between the

organized and unorganized segments are the characteristics of this sector. FMCG in India has a

strong and competitive MNC presence across the entire value chain. It has been predicted that

the FMCG market will reach to US$ 33.4 billion in 2015 from US $ billion 11.6 in 2003. Most of

the product categories like jams, toothpaste, skin care, shampoos, etc, in India, have low per

capita consumption as well as low penetration level, but the potential for growth is huge.

The Indian Economy is surging ahead by leaps and bounds, keeping pace with rapid

urbanization, increased literacy levels, and rising per capita income.

The big firms are growing bigger and small-time companies are catching up as well. According

to the study conducted by AC Nielsen, 62 of the top 100 brands are owned by MNCs, and the

balance by Indian companies. Fifteen companies own these 62 brands and 27 of these are owned

by Hindustan Lever. Pepsi is at number three followed by Thumps Up. Britannia takes the fifth

place, followed by Colgate (6), Nirma (7), Coca-Cola (8), and Parle (9). These are figures the

soft drink and cigarette companies have always shied away from revealing. Personal care,

cigarettes, and soft drinks are the three biggest categories in FMCG. Between them, they account

for 35 of the top 100 brands.

THE TOP 10 COMPANIES IN FMCG SECTOR

S. NO. COMPANIES

1 Hindustan Unilever Ltd.

2 ITC (Indian Tobacco Company)

3 Nestle India

4 GCMMF (AMUL)

5 Dabur India

6 Asian Paints

7 Cadbury India

8 Britannia Industries

9 Procter & Gamble Hygiene and Health Care

10 Marico Industries

The foods category in FMCG is gaining popularity with a swing of launches by HLL, ITC,

Godrej, and others. This category has 18 major brands, aggregating Rs. 4,637 crore. Nestle and

Amul slug it out in the powders segment. The food category has also seen innovations like

softies in ice creams, chapattis by HLL, ready to-eat rice by HLL and pizzas by both GCMMF

and Godrej Pillsbury. This category seems to have faster development than the stagnating

personal care category. Amul, India's largest foods company, has a good presence in the food

category with its ice-cream , curd, milk, butter, Chess and so on. Britannia also ranks in the top

100 FMCG brands, dominates the biscuits category and has launched a series of products at

various prices.

In the household care category (like mosquito repellents), Godrej and Reckitt are two

players. Goodknight from Godrej, is worth above Rs 217 crore, followed by Reckitt's Mortein at

Rs 149 crore. In the shampoo category, HUL's Clinic and Sunsi1k make it to the top 100,

although P&G's Head and Shoulders and Pantene are also trying hard to be positioned on top.

Clinic is nearly double the size of Sunsilk.

Dabur is among the top five FMCG companies in India and is a herbal specialist. With a

turnover of Rs. 19 billion (approx. US$ 420 million) in 2005-2006, Dabur has brands like Dabur

Amla, Dabur Chyawanprash, Vatika, Hajmola and Real. Asian Paints is India's largest paint

company, with a turnover ofRs.22.6 billion (around USD 513 million). Forbes Global magazine,

USA, ranked Asian Paints among the 200 Best Small Companies in the World

Cadbury India is the market leader in the chocolate confectionery market with a 70% market

share and is ranked number two in the total food drinks market. Its popular brands include

Cadbury's Dairy Milk, 5 Star, Eclairs, and Gems. The Rs.15.6 billion (USD 380 Million) Marico

is a leading Indian group in consumer products and services in the Global Beauty and Wellness

space.

Outlook

There is a huge growth potential for ail the FMCG companies as the per capita consumption of

almost all products in the country is amongst the lowest in the world. Again the demand or

prospect could be increased further if these companies can change the consumer's mindset and

offer new generation products. Earlier, Indian consumers were using non-branded apparel, but

today, clothes of different brands are available and the same consumers are willing to pay more

for branded quality clothes. It's the quality, promotion and innovation of products, which can

drive many sectors.

ABOUT PANTNAGAR UNIT

INTRODUCTION:

Britannia Industries Limited was established at Pantnager on first may 2005 in the area of

approximately 20 acres mainly for the purpose of production of biscuits as this area is free from

all most all types of taxes.

In Britannia Industries Limited there are many types of departments which are interconnected to

each other & work together for the welfare of the company as the whole. There is a well built

communication system inside the company which helps in doing the work on time & with full

efficiency & effectiveness. The department of the company includes quality, assurance, stores,

production, purchase, maintenance, Engineering, Packaging & dispatch, Personnel & Training,

Finance, Legal & Administrative security.

At the Production plant also care is being taken for the neatness & cleanness of the biscuits & the

biscuits prepared in full hygienic condition. For this purpose all the persons who enter the

Production of plant area is not allowed to inside without wearing a cap.

New concepts like 5S are also being implemented in Britannia Industries Limited. The company

is perusing for IS014001 certificate & it is ISO 22000 certified.

There are four plants in operation in the company at this branch. First plant is for Marie Gold

which has a flexi line for Good Day also. Second plant is for Good Day; third one is 50-50

variants, pepper chakkar and Maska Chaska. Forth and last plant is for Bourbon which has a flexi

line for orange cream, milkbikis and pure magic.

COMPANY EVENTS

1. Bhumi poojan of Britannia Industries Limited was ion 20th may 2004.

2. Machinery was set up on 23rd march 2005.

3. Production trial was taken on 23rd march 2005 itself.

4. Actual production started on first April 2005.

5. First dispatch of finished goods was done on 20th April 2005.

6. Biggest plant of the company is plant no. 2.

7. The company is setup in an area of approximately 20 acres.

8. Minimum production of the company is 180 tons per day.

9. Maximum production 300 tons per day.

10. Control of management is through Board of Directors.

11. It is public limited company.

12. The auditors of the company are Lovelock & lewes.

13. The bankers of the company are :

State bank of India.

Stand d Chartered Bank.

ABN Aroma Bank.

City Bank

The Hongkong & shanghai banking corporation limited.

Bank of America.

HDFC Bank Limited.

ICICI Bank Limited.

NUMBER OF PLANTS & PRODUCTION IN THE PANTNAGER

BRANCH

Not all the brands of Britannia are produced in this branch only some brands of biscuits are

produced at this branch.

Production of biscuits in Britannia Pantnagar branch is divided into four plants.

1) Plant I

a) Mariegold

b) Good Day butter

c) Good Day pista badam

2) Plant II

a) Good Day cashew

3) Plant III

a) 50-50

b) 50-50 Maska Chaska

c) 50-50 pepper chakkar

4) Plant IV

a) Chocolate treat bourbon

b) Orange Treat

OBJECTIVES OF THE UNITS

Investing in appropriate technology.

Working collaborators the business partners.

Quality products to customers.

Continuous training & retraining of the employees to create culture that value

quality & safety as a core pillar of the business.

To control the wastage & save time & efforts.

To work under the principals of Kiazen, Hassap & 5S.

STORAGE & USAGE OF MATERIAL

There are many types of raw material which are used in Britannia for the production of different

types of biscuits. Some of them are- wheat flour, sugar, butter, skimmed milk powder, cashew,

salt, different types of fats which includes different oils, sodium bi carbonate, ammonium bi

carbonate etc.

Now the question comes of their storage, as we can see that some of the material which are used

in Britannia Industries heed cold storage while some need normal storage. So on the basic of the

need of different raw materials they are stored in different storage places. The materials which

are stored in cold storage are at the temperature of 5 degree Celsius while the materials which

need normal storage are stored at the normal temperature. There classification of some of the raw

materials is as follows:

NORMAL STORAGE RAW MATERIAL

Wheat flour

Sugar

Ammonia

Skimmed milk powder

Palm oil

Salt

COLD STORAGE RAW MATERIAL

Butter

Cashew

Essences

Skimmed milk powder

Condensed milk

HOW THE PRODUCTION PLAN COMES?

The monthly production plan comes directly from the company’s head office which is situated at

Bangalore.

The plan consists of:

Variety name

How much production for the particular variety.

Total production in tons.

Area where varieties will be dispatched along with quantity.

Dispatch order.

SWOT ANALYSIS:

STRENGTH

Goodwill of company

Financially a very strong company

Effective well designed & developed production & marketing network.

Superior quality & service to provide maximum benefits to customers.

The healthy and friendly environment in the company.

Dedicated work force

Continuous growth.

Market share of the company.

Excise and Income tax benefit to the company

WEAKNESSES

No uniform of the officers & of the workers too.

Storage capacity of the company is limited.

Land is not properly utilized.

Raw material is wasted at the time of unloading.

Unit is situated far away from main plant.

OPPORTUNITY

There can be minimization of waste.

There must be more efficient utilization of the material.

More & more incentives should be given to workers to motivate them which helps in

increasing the employee morale.

There can be use of the foreign technology for efficient utilization of raw material so that

the production of a biscuit can be increased.

The expansion of the plant

THREATS

New entrants in the business

Threats of substitute products

Availability of the other brands

Rivalry among the competitions

Changing taste & preference of customers

5S' OF BRITANNIA INDUSTRIES LIMITED

SEIRI

(Organization)

SEITON

(Neatness)

SEISO

(Cleanliness)

SEIKETSO

(Standardizations

)

SHITSUKE

(Discipline)

SEIRI (ORANISATION)

It is sorting between wanted and unwanted things in a selected area, region or domain.

SEITON (NEATNESS)

It means a place for everything and everything in its place.

SEISO (CLEANLINESS)

It deals with the job of thoroughly cleaning the workplace.

SEIKETSO (STANDARDIZATION)

It means Standardization which is needed to maintain SEIRI, SEITON & SEIS0. It lead to use of

visual management to avoid mistakes.

SHITSUKE (DISCIPLINE)

It means discipline which is called for strict adherence to a system form our present unsystematic

way.

DEPARTMENTS /HIERARCHY OF THE COMPANY

There are mainly six departments of the company. These are as follows:

HEADS OF DEPARTMENT OF THE COMPANY

Finance : Mr. Mudit Agarwal

Human Resource : Mr. Mayank Srivastave

Production : Mr. Mahak Singh

Purchase : Mr. Anil Sharma

Engineering : Mr. Sajeev Koshy

Unit Head : Dr. Manoj Mishra

H. R.

Manager

Account

Manager

Maintenance

Manager

Production

Manager

Purchase

Manager

Standard

Manager

QUALITY & FOOD SAFETY POLICY OF THE COMPANY

The purpose of this policy is to ensure that we win through quality in the market place. This

means that we must do everything to ensure consistent delivery of quality products to the

customer every time.

Our commitment to quality & food safety will be reflected every action & is non negligible. That

means:

All ingredients used in our factories always meet specified quality standards.

All factories & depots maintain high standard of hygiene which ensures that our products are

healthy & safety for consumption.

Our manufacturing products always ensure delivery of products consistent with product & pack

specification which is free from contamination.

Our supply chain practices enable delivery of fresh product to our customers.

We will fulfill these objectives through:

Investing in appropriate technology & equipping our factories adequately.

Working collaborately with our business partners to create 'win win' business outcomes.

Developing process which enable consistent delivery of quality products to our

customers.

Continually Training & retraining our employees & business partners to create a culture

that values quality & food safety as the core pillars of our business.

THINGS YOU DON'T KNOW ABOUT BRITANNIA

Britannia product are sold in over two million outlets, reaching millions of customers

who buy approximately 2.4 billion packets each year.

A small army keeps Britannia going - over 180 stock keeping units, 3000 employees,

over 2200 authorized whole sellers & 56 depots

The number of biscuits produce by Britannia in one year would be the equivalent of one

pack of twelve biscuits for every two people in the words.

Stacked on top of each other, all Britannia biscuits sold in a year would stand 10000

times taller than Mount Everest.

Britannia has had a long association with cricket & cricket players. Nearly half the

members of the current Indian cricket team serve as its brand ambassadors.

Launched in 1997, tiger became the largest selling Britannia biscuits brand in just 4

months of launch. It crossed Rs 1 billion sales mark in its very first year & is growing

stronger.

RECRUITMENT

AND

SELECTION

INTRODUCTION:-

CONCEPT OF RECRUITMENT :-

The process of seeking and attracting a pool of people from which qualified candidates for job

vacancies can be chosen. Recruitment is the process of searching for prospective employees

and stimulating them to apply for jobs in the organization. Effectively, recruitment is the

process of getting the right kind of people to apply for the vacancies in an organization.

It is a process to discover the sources of manpower to meet the requirements of the staffing

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

facilitate effective selective of an efficient workforce.

Though employment, recruitment and selection are used interchangeably, technically all the

three have different meanings. Infact, recruitment and selection together constitute employment.

Recruitment as a process, starts with identification of the need for human resource and ends with

getting the prospective employees to apply for the vacancies available. Selection starts where

recruitment ends and deals with choosing the right candidates and getting the best job-fit.

The aim of an effective recruitment program is to attract the best people for the job and aid the

recruiter by making a wide choice available. A good job description helps in attracting the right

candidates for the job.

Recruitment has acquired immense importance in today’s organizations. Organizations have

realized the value of human capital and its role in their development. Recruitment is the first step

in the process of acquiring and retaining human resources for an organization. In today’s rapidly

changing business environment, organizations have to respond quickly to requirements for

people. Hence, it is important to have a well-defined recruitment policy in place, which can be

executed effectively to get the best fits for the vacant positions.

Recruitment is a positive process as it increases the selection ratio by attracting a

large number of applicants for the advertised jobs.

.

OBJECTIVES OF RECRUITMENT:-

Recruitment is the first step in the process of acquiring and retaining human resources for an

organization. In today’s rapidly changing business environment, organizations have to respond

quickly to requirements for people .Hence it is important to have a well-defined recruitment

policy in place, which can be executed effectively to get the best fits for the vacant positions.

Following are the objectives of recruitment:-

To attract people with multidimensional skills and experiences that suits the present and

future organization strategies.

To develop an organizational culture that attracts competent people to the company.

To search people whose skills fit the company’s values.

To devise methodologies for assessing psychological traits.

To seek out non conventional development grounds of talents.

To search for talent globally and not just within the company.

To anticipate and find people for positions that do not exists yet.

To induct outsiders with a new perspective to lead the company.

SOURCES OF RECRUITMENT:-

INTERNAL SOURCES :-

Internal sources consist of the following:

(a) Present employees-Permanent, temporary and casual employees already on the pay of the

organization are a good source.

(b) Retired and retrenched employees who want to return to the company may be rehired.

(c) Dependants and relatives of deceased and disabled employees.

ADVANTAGES:-

(a) Morale and motivation of employees improved.

(b) Present employees are already familiar with the organization and its policies. Therefore,

time and costs of orientation and training are low.

(c) Suitability of existing employees can be judged better as record of their qualifications and

performance is already available in the organization.

(d) Filling of higher level jobs through promotions within the organization helps to retain

talented and ambitious employees.

DISADVANTAGES:-

(a) It may lead to inbreeding.

(b) It discourages flow of new blood into the organization.

(c) If promotion is based on seniority, really capable persons may be left out.

(d) All vacancies cannot be filled up from within the organization.

EXTERNAL SOURCES :-

External sources of recruitment lie outside the organization. These are as follows:

(a) Educational and Training Institutions:-Various institutes like IIMs, IITs, medical

colleges, ITIs and universities are a good source for recruiting well-qualified executives,

engineers, medical staff, chemists etc.

(b) Gate Recruitment:-Unskilled workers may be recruited at the factory gate. These may be

employed whenever a permanent worker is absent.

(c) Labour Contractors:- Manual workers can be recruited through contractors who maintain

close links with the sources of such workers. This source is often used to recruit labour

for construction jobs.

(d) Press Advertisements:-Advertisements in newspapers and journals is a widely used

source of recruitment. This method has a very wide reach and cost per person is also very

low.

(e) Similar Organisations:-Experienced employees can be recruited by offering better

benefits to the people working in similar organizations.

(f) Employment Exchanges:-These exchanges provide information about job vacancies to

the jobseekers and help employers in identifying suitable candidates.

ADVANTAGES:-

(a) People having the requisite skill, education and training can be obtained.

(b) Expertise and experience from other organizations can be brought.

(c) It helps to bring new blood and new ideas into the organization.

(d) This source of recruitment never ‘dries up’. It is available to even new enterprises.

DISADVANTAGES:-

(a) It is more expensive and time-consuming to recruit people from outside.

(b) The employees being unfamiliar with the organization, their orientation and training is

necessary.

(c) If higher level jobs are filled from external sources, motivation and loyalty of existing

staff are affected.

PROCESS OF RECRUITMENT: -

The recruitment process consists of the following steps:

1. Recruitment process generally begins when the human resource department receives

requisitions for recruitment from any department of the company. The human resource

requisitions contain details about the position to the filled, number of persons to be

recruited, the duties to be performed, qualifications required from the candidate, etc.

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

3. Identifying the prospective employees with required characteristics.

4. Communicating the information about the organization, the job and the terms and

conditions of service.

5. Encouraging the identified candidates to apply for jobs in the organization.

6. Evaluating the effectiveness of recruitment process.

According to Famulrao, recruitment process consists of five elements, namely a

recruitment policy, a recruitment organization, developing sources of recruitment,

techniques used to tap these sources, and a method of assessing the recruitment

programme.

Process of Recruitment

RECRUITMENT POLICY :-

The recruitment policy of an organization would normally be in alignment with the objectives

and policies of the organization. It lays down the objectives of recruitment and the channels and

sources of recruitment.

The recruitment policy is considered with quantity and qualifications of manpower. A

recruitment policy establishes guidelines for the staffing process.

A good recruitment policy:

Complies with government policy on hiring.

Provides optimum employment security and avoids frequent lay-offs or lost time.

Assures the candidates of the management’s interest in their development.

Prevents the formation of cliques(small exclusive groups)which result in employing the

members of the same household or community in the organization.

Reflects the social commitment of the organization by employing handicapped people

and other underprivileged people of the society whenever there is a possibility of job fit.

Is in alignment with the objectives and people-policies of the organization.

Is flexible enough to accommodate changes in the organization.

Is designed in such a way that it ensures long-term employment opportunities for its

employees.

Stresses and reflects the importance of job analysis.

Is cost effective for the organization.

A good recruitment policy is based on the organization’s objectives,

identification of the recruitment needs, preferred sources of recruitment,

criteria for selection and preferences, the cost of recruitment, and other

financial implications. It should reflect the reputation and image of the organization.

Internal Sources

Finding and Developing Sources of Potential Employees EvaluatingEffectivenessOf Recruiting

Search for Prospective Employees.(a)Developing Techniques(b)Attracting Candidates

ExternalSources

Human Resource ResearchJob PostingExperience

Transferring to new jobUpgrading in Same positionPromoting to Higher job

Employee ReferralsAdvertisingScouting

Providing InformationClarifying Doubts

INTRODUCTION OF SELECTION:-

Selection is the process of choosing the most suitable persons out of all the applicants. In this

process, relevant information about applicants is collected through a series of steps so as to

evaluate their suitability for the job to be filled.

Selection is a process of matching the qualifications of applicants with the job requirements. It is

a process of weeding the unsuitable candidates and finally identify the most suitable candidate.

Selection may be described as a process of rejection because generally more candidates are

turned away than are hired. Selection is different from recruitment. Recruitment technically

precedes selection.

Recruitment involves identifying the sources of manpower and stimulating them to apply for

jobs in the organization. On the other hand, Selection is the process of choosing the best out of

those recruited.

Recruitment is positive as it aims at increasing the number of applications for wider choice or

for increasing the selection ratio. Selection is negative as it rejects a large number of applicants

to identify the few who are suitable for the job.

Thus, the purpose of selection is to pick up the right person out of the job. Selection is an

important function as no organization can achieve its goals without selecting the right people.

Proper selection is helpful in increasing the efficiency and productivity of the enterprise.

STEPS IN SELECTION PROCESS:-

Steps involved in selection process include the following:-

1) Preliminary Interview :-

Preliminary interview is essentially a sorting process in which prospective candidates are

given the necessary information about the nature of the job and the organization. In this if the

candidate is found suitable, he is selected for further screening.

2) 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.

Generally, an application form contains the following information:

(a) Identifying information-name, address, telephone number etc.

(b) Personal information-age, sex, place of birth, marital status, etc.

(c) Physical characteristics-height, weight, etc

(d) Family background

(e) Education-academic, technical and professional

(f) Miscellaneous-hobbies, games and sports, extra curricular activities etc.

(3) Selection Test :

Psychological tests are being increasingly used in employee selection. Selection test provides a

systematic basis for comparing the behaviour, performance, and attitudes of two more persons.

The selection test may be classified as:

(A) Aptitude tests:-These tests measure the latent ability or potential of a candidate to learn

a new job or skill. Such test are of following types:

(a) Mental tests

(b) Mechanical tests

(c) Psycho-motor tests

(B) Achievement tests:-These tests measure what a person can do. These determine the

skill or knowledge already acquired through training and on the job experience. These

tests are of two types:

(a) Job knowledge tests

(b) Work sample tests

(C) Personality tests:-These tests help in assessing a person’s motivation and interests, his

ability to adjust himself to the stress of everyday life, his capacity for interpersonal

relations and for projecting an impressive image of himself. These are of three types:

(a) Objective tests

(b) Projective tests

(c) Situation tests

(D) Interest tests:-These tests are used to discover a person’s area of interest and to identify

the kind of work that will satisfy him. These are generally used for vocational guidance.

(4) Selection Interview:-

An interview is a conversation between two persons. In selection, it involves a personal,

observational and face-to-face appraisal of candidate for employment. It is an essential

element of selection and no selection procedure is complete without one or more

personal interviews. Interviews may be classified as:

Informal Interview

Formal Interview

Structured Interview

Unstructured Interview

Depth Interview

Group Interview

Stress Interview

Panel Interview

(5) Medical Examinations:-

Applicants who have crossed the above stages are sent for a physical examination either

to the company’s physician or to a medical officer approved for the purpose. Such

examination serves the following purposes:

(a) It determine whether the candidate is physically fit to perform the job. Those who are

physically unfit are rejected.

(b) It prevents the employment of people suffering from contagious diseases.

(6) Reference Checks:-

The applicant is asked to mention in his application form, the names and addresses of

two or more persons who know him well. These may be his previous employers, heads

of educational institutions or public figures. The organization contacts them by mail or

telephone. They are requested to provide their frank opinion about the candidate

without incurring any liability. They are assured that all information supplied will be

kept confidential.

(7) Final Approval:-

Employment is offered in the form of an appointment letter mentioning the post, the

rank, the salary grade, the date by which the candidate should join and other terms and

conditions in brief. In some organizations, a contract of service on judicial paper is

signed by both the candidate and the representative of the organization. Appointment is

generally made on a probation of one or two years. After satisfactory performance

during this period, the candidate is finally confirmed in the job on permanent basis or

regularized.

Preliminary Interview

Application Form

Selection Tests

Selection Interviews

Physical Examinations

References Checks

Final Approval

PROCESS OF SELECTION

RESEARCH METHODOLOGY:-

Research in common parlance refers to a search of knowledge. One can also define research as a

scientific and systematic search for pertinent information on a specific topic. In fact, research is

an art of scientific investigation. The Advanced Leamer's Dictionary of Current English lays

down the meaning of research as:

A careful investigation or inquiry especially through Search for new facts in any branch of

knowledge."

Redman and Mory define research as -:

"A systematized effort to gain new knowledge."

Some people consider research as a movement from known to unknown. It is actually a voyage

of discovery. We all possess the vital instinct of inquisitiveness for the unknown, we wonder and

our inquisitiveness makes us probe and attain full and fuller understanding of the unknown. The

inquisitiveness is the mother of all knowledge and the method, which man employ for obtaining

the knowledge of whatever the unknown, can be termed as research.

According to Clifford Woody research comprises defining and redefining problems, formulating

hypothesis or suggested solutions; collecting, organizing and evaluating data; making deductions

and researching conclusions; and at last carefully testing the conclusions to determine whether

they fit the formulating hypothesis.

OBJECTIVES OF RESEARCH:-

1. The purpose of research is to discover answers to questions through the application

of scientific procedures. The main aim of research is to find out the truth which is

hidden and which has not been discovered as yet.

2. To portray accurately the characteristics of a particular individual, situation or a

group (studies with this object in view are known as descriptive research studies);

3. To determine the frequency with which something occurs or with which it is

associated with something else (studies with this object in view are known as

diagnostic research studies);

4. To test a hypothesis of a causal relationship between variables (such studies are

known as hypothesis-testing research studies).

DESCRIPTION OF RESEARCH DESIGN:-

A research design is a plan of action, a plan for collecting and analyzing data in an economic,

efficient and relevant manner. Decision regarding what, where, when, how much, by what means

concerning an inquiry or a research study constitute a research design. In the present study the

arrangement of conditions for collection and analysis of data are based on the various design

decisions. In this, we take the following decisions:-

What is the study about?

Why is the study being made?

What type of data is required?

Where can the required data are found?

What periods of time will the study include?

What will be the sample design?

What techniques of data collection will be used?

In what style will the report be prepared?

Keeping these questions into consideration the research design frame or the present study

is as follows: This is an initial study on RECRUITMENT AND SELECTION

PROCEDURES in BRITANNIA INDUSTRY LIMITED, Rudrapur.

COMPANY RESEARCH METHODOLOGY

A training period of about 7 weeks was taken to complete the project. The project was concluded

under the supervision of HRD of Britannia Industries Limited Rudrapur. The views were taken

from staff.

When we talk of Research Methodology, we not only talk of the research methods but also

consider the logic behind the methods we use in the context of our research study and explain

why we are using a particular method or technique and why we are not using so that research

results are capable of being evaluated either by research himself or by others.

As the title of the project suggests the project is about the study of the recruitment and selection

procedures in the company. So my objective is that to know that how the recruitment and

selection should be done in the co. & which method is used in this.

The Research Methodology followed during the training period is as follows:

A Questionnaire was prepared to know the effectiveness of Recruitment and Selection.

Questionnaire are of multiple choices and of close ended nature.

SAMPLE SIZE

The sample size refers to the no. of employees selected from the co. to constitute a sample. The

sample size used for study includes 100 employees from the company.

METHOD OF SAMPLING

The process employed for the sample was Random Sampling. Random Sampling is the sampling

in which every person has an equal opportunity of being selected in the sample; the method is

more representative of the persons as there are no personal biases.

LIMITATION OF THE STUDY

Knowledge, as sky, has not any limit.

The duration of my study was 7 weeks, so I cannot cover all the Functions of H.R. Deptt. The

survey of recruitment and selection procedures are could not be done in detailed due to shortage

of time. As H.R. is the vast area. This is very short period to understand the whole system of

H.R. Deptt. Various aspects of H.R. & Excise duty could not be cover up. The study lacks

various methods applied in recruitment and selection procedures.

The study lacks in the points as:-

Lack of proper communication with employees as they are having much work load.

Lack of cooperation of employees in giving detail of the topic.

Lack of information from employee.

Lack of time for deep study of the matters.

More work load on the employees makes them busy.

The objective of study could not be accomplished properly.

The drawn conclusion is not final, further study can be carried out.

.

DATA ANALYSIS

1- For how many years you are working for Britannia?

(a) O-1 = 30

(b) 1-3 = 30

(c) More than 3 = 40

1 2 30

5

10

15

20

25

30

35

40

Series1

Interpretation:-

It shows that the company is facing the problem of retention of old

and experienced employee. The employees are not working for a long time. They are

switching the job as soon as they get the opportunity.

2-Do you know the Recruitment and Selection policy?

Yes = 60

No = 30

To some extent = 10

1 2 30

10

20

30

40

50

60

Series1

Interpretation:-

It means that a number of employee do not know Recruitment Selection

policy due to some reasons. They want to know the sources of the procedures.

3-What Recruitment sources are used in your Company?

Advertisement = 50

Employee Referral = 20

Consultant = 20

Portals = 05

All of this = 05

1 2 3 4 50

5

10

15

20

25

30

35

40

45

50

Series1

Interpretation:-

It shows that most of employee accept that company help the

advertisement of recruiting of new employee and using other sources of

fulfilling of new vacancy.

4-Does Britannia Company adopt Recruitment sources Transfer and Promotion?

Yes = 70

No = 20

If yes than which type of post = 10

1 2 30

10

20

30

40

50

60

70

Series1

Interpretation:-

Although 70% are satisfied, yet there is a large number of employee

with the help of company internal sources of recruitment procedures and keeping in mind their

own as well as company’s benefits.

5-Which sources of Recruitment is better for Companies?

Internal sources = 30

External sources = 20

Depends on Job and Situation = 50

1 2 305

101520253035404550

Series1

Interpretation:-

The company facing the situation according to the organizational vacancy

and depend on situation and post.

6- On which basis you select the Candidates? Qualification = 30

Experience = 20

Skills = 20

Personality = 10

Depend upon job variety = 20

1 2 3 4 50

5

10

15

20

25

30

Series1

Interpretation:- All the selection procedures of the company is very clear company recruiting

on the basis of qualification and the experience of the employee and some time depend on the

variety of job.

7-Hom many stages are followed in Selection Procedures? 2=60

3=40

4 = 00

1 2 30

10

20

30

40

50

60

Series1

Interpretation:-

There is a mix response of the employee about the selection procedures of company.

Out of 100 people, 60 people says that there are two stages and 40 people says that three stages

and none says that 04 stages are followed in selection procedures.

8-Do you get immediate medical facilities in case of any mis-happening?

Yes =90

No=10

1 20

102030405060708090

Series1

Interpretation:- It shows that the medical facilities of the company are very fast and mostly the

workers of every plant get it on time immediately.

9. Is company recruitment and selection process is transparent?

Yes = 60 No = 30

Yes No 0

10

20

30

40

50

60

Series1

Interpretation:- The data shows that 60 employees are saying that companies recruitment and selection process is transparent and 30 employees are not in favour.

10. Is the recruitment & selection process of the company is:

Very tough = 30 Tough = 20 Average = 40 Easy = 10

very tough tough average easy0

5

10

15

20

25

30

35

40

Series1

Interpretation:-

The data shows that most of the employees says that recruitment and selection process of company is average, 30 says that it is very tough, 20 says that it is tough and there are 10 who says that company recruitment and selection process is easy.

QUESTIONNAIRE

Q.1-For how many year you are working for Britannia?

0-1

1-3

More than 3

Q. 2-Do you know the Recruitment and Selection policy?

Yes

No

To some extent

Q.3-What Recruitment sources are used in your Company?

Advertisement

Employee Referral

Consultant

Portals

All of these

Q.4-Does Britannia Company adopt Recruitment sources Transfer and Promotion?

Yes

No

If yes than which type of post

Q.5-Which sources of Recruitment is better for Companies?

Internal sources

sources External

Depends on Job and Situation

Q.6- On which basis you select the Candidates?

Qualification

Experience

Skills

Personality

Depend upon job variety

Q.7-Hom many stages are followed in Selection Procedures?

2

3

4

Q.8-Is the estimation of Recruitment Process cost is done?

Yes

No

Q.9-Do you get immediate medical facilities in case of mishappening?

Yes

No

Q.10-Will you keep on working with Britannia if Company reduces their benefits?

Yes

Can’t say

No

Q.11- Is company recruitment and selection process is transparent?

Yes

No

Can’t say

Q.12- Is the recruitment and selection process of the company is:

Very tough

Tough

Average

Easy

FINDINGS

AND CONCLUSION

FINDINGS

1. The Authority & Responsibility both moves with each other.

2. There is a proper mixture of talent & experience among the employees.

3. In Britannia Industries Limited all the employees are very cooperative.

4. In Britannia Industries Limited Recruitment and Selection procedures is done on the yearly

basis of organizational vacancies.

5. Britannia Industries Limited provides a lot of chances of promotion to its employees.

6. Recruitment and Selection is the systematic description of an employee's performance. It

provides motivation to the employees& they try to do their job in a more efficient &

effective manner.

7. Britannia Industries Limited provides very healthy working environment to its employees.

8. Britannia Industries Limited provides canteen facilities to its employees. The rules of

canteen are same for all the top executive as well as workers.

9. In Britannia Industries Limited all the work is done in a systematic manner so the chances

of accidents in the company are very low.

10. Britannia Industries Limited provides gifts all the workers & organize parties for the

executive on their birthday.

CONCLUSION

"Human beings are drawn close to one another by their common nature but habits &

custom keep them apart".

There is no doubt that Recruitment and Selection process contribute to the efficient & effective

operation of the staff & their future development. But the method & administration of

Recruitment and Selection procedures will vary from organization to organization.

It is truth that no work is completed in itself. In fact, completion of one job is actually the

beginning of another job. Likewise, H.R. is never ending process. It is actually for personal &

professional development.

At last it is concluded that the company as a hole is a well brand company. The good will of the

company is very high. The company is also having proper system or communication through

inter-corns which helps in reduction is wastage of time.

The environment (working & cultural) is found the employees are pleased to work very hard in

the corporation to achieve the desired objective. The company organized the Training &

Development programmes for employees & through it employees gets more knowledge & a lot

of chances of internal selection.

After the Training I got the difference between theoretical knowledge & practical knowledge.

The employees gave me the full practical knowledge about salary sheet, leave Book, ESI form,

PF form & the Training & development of workers.

RECOMMENDATIONS

Almost half of the workers are new, so the company is not having experienced workers. It is also

facing the problem of less loyal workers. So the company should find out the reason for this

problem and must control this problem.

Should make aware about the different types of programme & should be concluded by the

experienced person by seniors.

There should not be biasness among the employee's everything should be clear to employee's in

written as well as in oral after the assessment.

Land is not properly utilized.

Storage capacity of the company is limited.

There should be uniform of the officers & of the workers too.

Raw material is wasted at the time of unloading. So it should not be the wastage of raw material.

Unit is situated far away from main plant.

There is no board of Britannia at the entry Gate. So it should be very necessary.

Most of the workers feel improvement in themselves which is also a good point for the company.

The company can increase the manpower and salary because most of workers feel that the

manpower and salary is less than the requirement.

All the employees are happy with the immediate medical facility. Company should maintain it.

A number of workers do not feel safe in the working areas. The company should examine those

areas and should provide safety equipments to the workers there and should increase some safety

requirements there.

Most of the workers feel confident due to these benefits. Company should also try to boost the

morale of the workers.

BIBLIOGRAPHY:

Books:

Human Resource Management

L.M. Prasad

C.B.Gupta

V.S.P.Rao

Human Resource Management & Personnel Management

Ashwathapa

Research and Methodology

C.R. Kothari

Web-Sites:

www.google.com

www.britannia.co.in

www.wikipedia.com

www.hrcite.com