PREFACE

In present scenario it is true that we can obtain any information regarding any matter or subject because of the availability of different sources like books, journals, case studies, and also through internet .we read a lot of principles, strategies, processes and different ways to do a piece of work but a practical training or exposure teaches much more to us.A management student can understand in better way the different types of situations of management and market by a practical task. During their training, students come to know that how the different decisions in different situations are taken by responsible authority. Students get an opportunity to integrate their knowledge and theoretical concepts with work assigned to them.In this report and attempt has been made to co-relate the theoretical aspect of the formal procedure of HR activities.

Niyati shrotiyaMBA IIIrd SEM

ACKNOWLEDGEMENT

No work can be done in vacuum; the accomplishment of this project would have not been possible individually without the assistance and valuable support from various sources.I take opportunity to express my profound sense of gratitude and respect to all those who helped me duration of this project.I owe my thanks to my parents and my friends for their constant support and encouragement during the work.I wish to say thank from the bottom of my heart to (M.B.A Course coordinator) and to Professor for providing me the opportunity to get the practical experience. I also would like to thank to and all faculty members of JAIPURIA INSTITUTE OF MANAGEMENT. M.B.A for their co-operation.

Niyati shrotiyaMBA IIIrd SEM

DECLARATION

I, NIYATI SHROTIYA, hereby declare that the project carried out in the Summer Internship Project on the topic RECRUITMENT AND RETENTION PROCESS IN COCA-COLA is my original work and all the information furnished is containing an authentic fact. This piece of work is only being submitted to JAIPURIA INSTITUTE OF MANAGEMENT, in partial fulfillment for degree of MBA. No part of this report has been published or submitted to anybody or University for award or any other Degree.

Niyati shrotiyaMBA IIIrd SEM

Objective of the STUDY The basic objective of the project undertaken will be as follows: -

To know the managerial satisfaction level about Recruitment and retention procedure. To critically analyze the functioning of the recruitment and retention procedure. Different method adopted towards employees trained them and how it is followed. To access the performance appraisal of COCA COLA LTD. What factors are required to find out the training needs. In changing scenario, what attributes are required in an individual. To know the training procedures. To critically analyse the functions of training. To identify a new areas by which workers do their work more effectively. How company survives in competitive era with respect of competence required in an individual.

RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure. This includes overall research design, the sampling procedure, the data collection method, and analysis procedure. Out of total universe 15 respondents from coca-cola have been taken for convenience. The sample procedure chosen for this are statistical sampling method. Here randomly employees are selected and interviewed. Information, which I collected, was based on the questionnaires filled up by the sample employees. Under secondary method I took the help of various reference books which I have mentioned in bibliography and also by way of surfing through the company website. Primary DataQuestionnaire: Corresponding to the nature of the study direct, structured questionnaires with a mixture of close and open-ended questions will be administered to the relevant respondents within the Personnel and other Departments of the organisation. Secondary DataOrganizational literature: Any relevant literature available from the organisation on the Company profile, recruitment & selection procedures, Job specifications, department-wise break up of manpower strength and the organisational structure. Other Sources: Appropriate journals, magazines such as Human Capital, relevant newspaper articles, company brochures and articles on www sites will also be used to substantiate the identified objectives.

Sampling Plan and DesignA questionnaire will be used for the purpose of research: Questionnaire: To test the validity and effectiveness of the recruitment and retention procedures within the organisation and to test th validity and effectiveness of the policies and procedures within the organisation. The basic rationale of Questionnaire is to ascertain the perception of the non-HR departments in terms of the validity and effectiveness of the policies and procedures used by the organisation. It is also in line with the assessment of any suggestions/recommendations that the respondents from these Departments might have in terms of the use of an alternative source/device of recruitment and retention, than what already forms the current practice of the HR Department. Questionnaire would be administered to 15 respondents, holding a senior designation within the Personnel Department of the organisation. It will also be administered to at least 15 respondents belonging to typical Departments within the organisation and holding senior designations within their respective Departments. Sampling Element For the purpose of administering the Questionnaire, the respondents would comprise of personnel holding senior designations within the Personnel Department of the organisation. The respondents for the Questionnaire will also be preferably being panel members of the Recruitment & Retention Board of the organisation. The respondents would comprise of personnel holding senior designations within certain typical Departments identified within the organisation, namely: Stores Finance Operations

COMPANY PROFILE

HISTORY OF COCA-COLA.

In May, 1886, Coca Cola was invented by Doctor John Pemberton a pharmacist from Atlanta, Georgia. John Pemberton concocted the Coca Cola formula in a three legged brass kettle in his backyard. The name was a suggestion given by John Pemberton's bookkeeper Frank Robinson.

Birth of Coca ColaBeing a bookkeeper, Frank Robinson also had excellent penmanship. It was he who first scripted "Coca Cola" into the flowing letters which has become the famous logo of today. The soft drink was first sold to the public at the soda fountain in Jacob's Pharmacy in Atlanta on May 8, 1886. About nine servings of the soft drink were sold each day. Sales for that first year added up to a total of about $50. The funny thing was that it cost John Pemberton over $70 in expanses, so the first year of sales were a loss. Until 1905, the soft drink, marketed as a tonic, contained extracts of cocaine as well as the caffeine-rich kola nut. Asa CandlerIn 1887, another Atlanta pharmacist and businessman, Asa Candler bought the formula for Coca Cola from inventor John Pemberton for $2,300. By the late 1890s, Coca Cola was one of America's most popular fountain drinks, largely due to Candler's aggressive marketing of the product. With Asa Candler, now at the helm, the Coca Cola Company increased syrup sales by over 4000% between 1890 and 1900. Advertising was an important factor in John Pemberton and Asa Candler's success and by the turn of the century, the drink was sold across the United States and Canada. Around the same time, the company began selling syrup to independent bottling companies licensed to sell the drink. Even today, the US soft drink industry is organized on this principle. Until the 1960s, both small town and big city dwellers enjoyed carbonated beverages at the local soda fountain or ice cream saloon. Often housed in the drug store, the soda fountain counter served as a meeting place for people of all ages. Often combined with lunch counters, the soda fountain declined in popularity as commercial ice cream, bottled soft drinks, and fast food restaurants became popular. On April 23, 1985, the trade secret "New Coke" formula was released. Today, products of the Coca Cola Company are consumed at the rate of more than one billion drinks per day.

LAUNCHING OF THE PRODUCTS.

In 1798 The term "soda water" first coined. In 1810 First U.S. patent issued for the manufacture of imitation mineral waters. In 819 The "soda fountain" patented by Samuel Fahnestock. In 1835 The first bottled soda water in the U.S. In 1850 A manual hand & foot operated filling & corking device, first used for bottling soda water. In 1851 Ginger ale created in Ireland. In 1861 The term "pop" first coined. In 1874 The first ice-cream soda sold.In 1876 Root beer mass produced for public sale. In 1881 The first cola-flavored beverage introduced. In 1885 Charles Aderton invented "Dr Pepper" in Waco, Texas. In 1886 Dr. John S. Pemberton invented "Coca-Cola" in Atlanta, Georgia. In 1892 William Painter invented the crown bottle cap. In 1898 "Pepsi-Cola" is invented by Caleb Bradham. In 1899 The first patent issued for a glass blowing machine, used to produce glass bottles. In 1913 Gas motored trucks replaced horse drawn carriages as delivery vehicles. In 1919 The American Bottlers of Carbonated Beverages formed. In 1920 The U.S. Census reported that more than 5,000 bottlers now exist. In Early 1920's The first automatic vending machines dispensed sodas into cups. In 1923 Six-pack soft drink cartons called "Hom-Paks" created. In 1929 The Howdy Company debuted its new drink "Bib-Label Lithia Ted Lemon-Lime Sodas" later called "7 up" invented by Charles Leiper Grigg. In 1934 Applied color labels first used on soft drink bottles, the coloring was baked on the face of the bottle. In 1952 The first diet soft drink sold called the "No-Cal Beverage" a ginger ale sold by Kirsch. In 1957 the first aluminum cans was used. In 1959 The first Diet Cola sold. In 1962 The pull-ring tab first marketed by the Pittsburgh Brewing Company of Pittsburgh, PA. The pull-ring tab was invented by Alcoa. In 1963 The Schlitz Brewing Company introduced the "Pop Top" beer can to the nation in March, invented by Ermal Fraze of Kettering, Ohio. In 1965 Soft drinks in cans dispensed from vending machines. In 1965 The resalable top invented. In 1966 The American Bottlers of Carbonated Beverages renamed The National Soft Drink Association. In 1970 Plastic bottles are used for soft drinks. In 1973 The PET (Polyethylene Terephthalate) bottle created. In 1974 The stay-on tab invented, introduced by the Falls City Brewing Company of Louisville, KY.In 1979 Mello Yellow soft drink is introduced by the Coca Cola Company as competition against Mountain Dew.

HISTORY OF COCA-COLA IN INDIA.

As an MNC of the globe, Coca-Cola is one of the largest soft drink company in the world with its head quarters in Atlanta, U.S.A.?Coca-Cola was not a new company for India, it was operating in India since 70s but because of Jan Singh government anti foreign investment policy, it has to close its operation in India. After 16 year of absence, it returned in November 1993. Coca-Cola India has made significant investment, plants, distribution system and marketing equipment.During the past decade Coca-Cola system has invested more than $1 billion in India. It becomes country top international invested. Coca-Cola directly employs approximately 8000 local people in India. It indirectly creates employment for more than 15000 people in India. All the goods & services required to produce and market Coca-Cola locally are made in India.Coca-Cola in India produces about 10 brands including different types of product like Sun fill in collaboration with other FMCG companies.Coca-Cola is endorsing different types of culture program as well in India. Coca-Cola is also sponsoring the sports on India. Coca-Cola is helping India to develop the culture and tradition of India.Coca-Cola also participates an activity in the community activities in India. The main aim of Coca-Cola India is to strive every day to refresh the market place, preserve the environment and strengthen the communities along with satisfying the communities along with satisfying the consumer of India.All the heard of their business is the trust consumer place in them. They rightly expect, that coca-cola is managing their business according to sound ethical principle that they are enhancing the health of their communities and that they are using natural resources responsibility.India with a population of more than 100 crores is potentially one of the largest consumer markets in the world with urbanization and development of economy. Tastes and interests of the people change according to the advance nation.Marketing is about winning this new environment. It is about understanding what consumer wants and supplying it more efficiently and more conveniently.The consumer market may be identified as the market for product and services that are purchased by individuals as household for their personnel computation. Soft drink is a typical consumer product purchased by individual primarily to quench their thirst and also for refreshment. Different types of soft drinks are available in the market and more and less contents of all soft drinks are same. The market of soft drinks is facing a cutthroat competition and many companies are floating in the market with their product with different brand name. In such a situation different factors that influence the people choice for soft drink are taste, quality, image easy availability and the product cost of advertisement. The government of India has considered the soft drink industry as non-essential. As a result the excise duty levied by government on better soft drinks is very high. A bottle of soft drink today cost Rs.6.00 the ultimate consumer. Thus in the country like India where more than 50% of total population exist below poverty line, lots of consumer cannot afford such price for soft drinks.As a result the trading activity of soft drink industry concentrated in and around those populations, whose purchasing power is considered comparatively high.Soft drink industries in India has an annual sale of about 6000 crores with per capital consumption of soft drink at a low of nine bottle per annum (even Pakistan has a per capital consumption of 16) in china and USA. It is more than 800 bottle is due to price factor. With price of all products is skyrocketing; soft drink at a rate of Rs.5.00 per bottle is very low.So, marketing is both philosophy and technology, it is technology because it suggests ways and means for effective production and distribution of good and services in the market to give maximum satisfaction to the consumer. The marketing manager is responsible for both determining and suitability of goods and services presented by the company to the market and also determining about potential market and make better relation with retailer.In the regard the marketing management will have to apply the marketing technology in the conceptual philosophy of a system. It is the process of system analysis in the marketing management for effective research and can be systematic objective and exhaustive study of tasks relevant to any problem in the field of marketing.

HISTORY OF SOFT DRINKS IN INDIA

Around 1948 the first branded soft drink came in Indian market. The soft drink was named as Gold Spot before Coca-Cola entered the country to dominate the scene in 1950s.Parle exports (P.) Ltd., was the first Indian company to introduce a lemon soft drink, this drink was known as Limca and it was introduced in 1970s However, before this they had introduced Cola Pepino, which was withdrawn in face of tough competition from Coca-Cola.In the year 1979 Coca-Cola left Indian market and this brought in an opportunity to various Indian companies to show their caliber. At this time a new Parle products introduced soft drink and Parle products introduced this and this was named thumps-up. This was Coca-Cola drink, which had a burnt sugar colour.This drink was introduced with a mighty saying happy day are here again. As if happy day went away with Coca-Cola. There was another company named pure drinks, which introduced the soft drink named Campa Cola along with orange and lemon flavor.Just after this many more companies entered the Indian soft drink market a sort drink named company Modern bakers have introduced double-7. Another company, Mohan Meakins also came with Thrill, Rush

INTRODUCTION OF ORGANIZATION-BBPL

Brindawan Beverages Ltd. (B.B.P.L.) a bottling company was started during the year 1986 in Bangalore due to the humble services Mr. S.N. Ladhani, the Marketing Director of the company, with an initial capital of Rs.25 Lacks B.B.L. has a franchise agreement with Parle Exports Pvt. Ltd. for 10 years to manufacture and sell its products.During November 1993, Parle Exports sold all its 60 franchises to Coca-Cola India in order to compete with Pepsi. In the War B.B.L. has undergone in the territory of Coca-Cola. The company is manufacturing and selling Thumps Up, Coke, Limca, Fanta, Mazza, and Kinley Soda for Bareilly franchise. This is also serving the nearby cities like Rampur, Moradabad, Badaun, Haldwani, Shahjahanpur, Lakhimpur, Almora, Chamoli, Pithoragrah, Nainital, Ranikhet etc.M/s Brindawan Beverages Ltd. has its production unit, having capacity of six hundred bottles per minute, located at Parasakhera Industrial Area, its marketing office is located at Swaley Nagar, Bareilly. The storage of filled bottles is done in the godown which is located next to the production unit B.B.L. has 3 more bottling plants located at Barabanki, Faizabad, and Hathras. All the activities are centralized from the head office located at Bangalore. The director, marketing is the head of the organization and incharge of all the administrative matter and General Manager, Production is incharge of the production and takes care of the production department.

LOCATION OF THE PLANT:Bottling plant of Brindawan Beverages Ltd. is located at a distance of 12 from Bareilly-Rampur highway i.e. (Parsakhera Industrial Area).

DISTRIBUTION AREA OF THE PLANT:Wide areas of 12 district of Uttar Pradesh are being served by this plant though its 85 distributors. Following are the districts covered by Brindawan beverages PVT. Ltd. (B.B.L.)

Bareilly Badaun Rampur Moradabad Shahjahanpur Nainital Almora Ranikhet Chamoli Lakhimpur Pithoragarh HaldwaniVarious Brands sold under the seal of Brindawan Beverages Ltd.

Thums up Coca-Cola (Coke) Limca Fanta Maaza Kinley Water Kinley Soda SpriteBBPL is also running 3 more plants located at Barabanki, Faizabad, Hathras and the following brand and packs are being supplied from these above three plants these are:

Maaza Coke 1 liter Thumps Up 1 liter.

PRODUCT PROFILE OF COCA-COLA.

COCA-COLACoca-Cola is the most popular and biggest-selling soft drink in history, as well as the best-known product in the world. Created in Atlanta, Georgia by Dr. John S. Pemberton, Coca-Cola was first offered as a fountain beverage by mixing Coca-Cola syrup with carbonated water.

COCA-COLA

THUMS UPThums Up is a leading carbonated soft drink and most trusted brand in India. Originally introduced in 1977, Thums Up was acquired by The Coca-Cola Companyin1993. Thums Up is known for its strong, fizzy taste and its confident, mature and uniquely masculine attitude. This brand clearly seeks to separate the men from the boys.

THUMS UP

SPRITEIntroduced in 1960, Sprite is the world's leading lemon-lime flavored soft drink. Sprite is sold in more than 190 countries and ranks as the No. 4 soft drink worldwide, with a strong appeal to young people.

Millions of people enjoy Sprite because of its crisp, clean taste that really quenches your thirst. But Sprite also has an honest, straightforward attitude about things that sets it apart from other soft drinks. Sprite encourages you to be true to who you are and to obey your thirst.

SPRITE

FANTA

A favorite in Europe since the 1940s, Fanta was acquired by The Coca-Cola Company in 1960. Fanta Orange is the core flavor, representing about 70% of sales, but other citrus and fruit flavors have their own solid fan base.

fanta

MAAZA

"Yaari-Dosti Taaza Maaza"With the real fruit taste kids love, plus added calcium, Maaza's tagline, "Yaari-Dosti Taaza Maaza" means "Friendship moments with fresh Maaza" in Hindi. Maaza was introduced in India in 1984 as a noncarbonated mango fruit drink. It was acquired by The Coca-Cola Company in 1993 and is currently available in three flavors, mango, pineapple and orange -- plus added calcium.

MAAZALIMCA

This thirst-quenching beverage features a fresh, light lemon-lime taste and fun-loving attitude. It's a home-grown, national treasure in India, where it was acquired by The Coca-Cola Company in 1993. The product's invigorating taste and cloudy look haven't changed, but the brand has been revitalized with a new marketing campaign.

limca

KINLEY WATER

Introduced in India in August 2000, Kinley is purified bottled water. In a country where many people are concerned about reliable drinking water, Kinley delivers a product that is safe and suitable for consumers.

Within ten months of its launch, Kinley had emerged as India's number two packaged water and is currently the number three Coca-Cola product.

KINLEY WATER

PRODUCT RANGE:Coca-Cola200ml, 300ml, 500ml, 1 liter, 1.5 liter, 2 literThumps-Up300ml, 500ml, 1 liter, 1.5 literLimca300ml, 1 liter, 1.5 literFanta300ml, 1 liter, 1.5 literMazza200mlSprite300ml, 1 liter, 1.5 literDiet Coke300ml, 1 liter, 1.5 literKinley Soda300ml

SWOT ANALYSIS

SWOT ANALYSIS

STRENGTH

Popularity Well known Branding obvious and easily recognized Customer loyalty WEAKNESS Word of mouth Lack of popularity of many Coca Colas brands Health issues Result of low profile or non- existent

OPPRTUNITY Many successful brands to pursue Advertise its less popular product Buy out competition More brand recognitionTHREATS Changing health- consciousness attitude Legal issues Health ministers Competition ( Pepsi )

Recruitment Process

RECRUITMENT

All organizations are basically human organizations. They need people to carry out the organizational mission, goals and objectives. Every organization needs to recruit people .The recruitment policy should, therefore, address itself to the key question; what are the personnel/human resource requirement of the organization in terms of number, skills, levels etc to meet present and future needs of production and technical and other changes planned or anticipated in the next years. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization .To recruit means to enlist, replenish or reinforce. It refers to the process of bringing together prospective employees and employer with a view to stimulate and encourage the former to apply for a job with the latter. The primary purpose of recruitment and retention is to achieve one desired aim i.e. picking the right person for the right jobs. The recruitment process begins when an employee is to be transferred or promoted to another post, notice of resignation or dismissal is given or retirement is planned. The five keyways to develop top quality people: Recruitment-getting the right people in the right job Developing people-through training & development. Monitoring-to ensures long-term development and performance. Developing Managers-ensuring that these key people are delivering what the organization requires. Managing for performance- techniques that ensure top quality performance.

Factors Affecting Recruitment: -

In recruiting new employees management must consider the nature of labor market, what sort of potential labor are available and how do look for works. The factor affecting can be summed up under the following heads:

Labor Market Boundaries:- The knowledge of the boundaries help management in estimating the available supply of qualified personnel form, which it might recruit. A labor market consists of a geographical area in which the forces of demand and supply interact and thus affect the price of labor.

Available Skills:- Companies must locate the areas where they can find employees who fit the jobs according to their skills.

Economic Condition: Economic conditions also affect recruitment. Unemployment worker may swamp a new plan located in a depressed labor market whereas a firm trying to establish it or to expand in an area where a few qualified workers are out of wok has quite a different recruitment problem.

Attractiveness of the Company: The attractiveness of the company in terms of higher wages, clean work, better fringe benefits and rapid promotions serves as influencing factor in recruitment.

PROCESS OF RECRUITMENTS

HUMAN RESOURCEPLANNINGRECRUITTING REQUIRED PERSONNELPLACINGSELECTEDPERSONNELON JOBSFINDING ANDDEVELOIPING SOURCES OF POTENTIALEMPLOYEESSEARCH FOR PROSPECTIVEEMPLOYEES:a). DEVELOPING TECHNIQUESb). ATTRACTING CANDIDATESEVALUATINGEFFECTIVENESSOFRECRUITINGINTERNAL SOURCESEXTERNALSOURCESPERSONNELRESARCHJOB POSTINGEXPERIENCEEMPLOYEE REFERALSADVERTISINGTRANSFERING TONEW JOBSUPGRADING INSAME POSITIONPROMOTING TO HIGHER JOBSPROVIDING INFORMATIONCLARIFYINGDOUBTSSELECTING QUALIFIEDPERSONNELSCOUTING

Recruitment begins by specifying the human resource recruitment, initiating activities and action to identify the possible sources form where they can be met, communicating the information about the jobs, terms and conditions and prospects they offer, and enthuse the people who meet the recruitment to respond to the invitation by applying for jobs. Thereafter the selection process begins. The process is as follows:

a) Decide on how many people you really need: If everything is being done to improve performance and still there is a gap between what the current performance is and the goals set, then the best way is to recruit more people.

b) Analyzing the job: Analyzing the job is the process of assembling and studying information relating to all aspects of a particular post. Analysis is done to find possible details about: Purpose: Identify the aims and objectives of job and what the employee is expected to achieve within department and company. Position: The job title, its position in the hierarchy and for whom it is responsible ought to be recorded. A sample organization chart may be useful for this purpose. Main Duties: A list of key tasks may be written out; standards that need to be reached and maintained must also be maintained. Methods of recording, assessing and recording the key tasks must be determined. The work Environment: Study the physical and social environment in which the work is out because the work environment influences the quantity and quality of work.c) Drafting a job description:After job analysis is done, job description is made. Job description describes the job. The job description decides upon the exact knowledge, skill and experience needed to do the job.Job description must be drafted around these heading: Job title Responsible to Responsible for Purpose of job Duties Responsibility Signature and dated) Drawing of employee specification:Employee specification is also known as job, person or personnel specification. It lists the skills; knowledge and experiences required doing the job successfully. Studying the description makes it. An employee specification will help in deciding where to advertise what to include in job advertisement to attach the right person. It is based upon: Physical make-up Attainment Specific aptitude Interest Disposition Circumstancese) Evaluation future needsFor Evaluation future needs manpower is drafting. A manpower plan evolves studying the make-up of present work force, assessing forthcoming changes and calculating future workforce, which is required. Manpower planning helps in devising long-term recruitment plans.

f) Finding sources of recruitment: The human resource requirement can be met from internal or external sources.

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SOURCES OF RECRUITMENT

Internal Sources

These refer to persons already employed in the organization. Promoting persons from lower levels may fill up vacancies at higher levels. Shortage of manpower in one branch \ factory may be met by transferring surplus staff from another branch \ factory. Promotion means shifting of an employee to higher post caring greater salary, status and responsibility. On the other hand transfer refer to the shifting an employee with salary, status and responsibility. Some time ex-employee of the organization may be re-employed.

Advantages of Internal Sources:

1. Filling vacancies for higher job by promoting employees from with in the organization helps to motivate and improved the morale of the employees. This induces loyalty among them.2. Internal requirement has to minimize labor turnover and absenteeism. People wait for promotion and the work force is more satisfied.3. Candidates working in organization do not require induction training. They are already familiar with organization and with the people working in it.

Disadvantages of Internal Sources:1. There may be inbreeding, as fresh talent from outside is not obtained. Internal candidates may not be given a new outlook and fresh ideas to business. 2. Unsuitable candidates may not be promoted to positions of higher responsibility because the choice is limited. 3. The employees may become lethargic if they are sure of time bound promotion. There may be infighting among those who aspires for promotion with in the organization. 4. Internal recruitment cannot be complete method in itself. The enterprise has to resort to external recruitment at some stage because all vacancies cannot be filled from with in organization.

External SourcesIt refers to recruitment of employees from outside the organization. External sources provide wide choice of the required number of the employees having the desired qualification. It also provides the people with new ideas and specialized skills required to cope with new challenge and to ensure growth of the organization. Internal competitors have to compete with the outsiders. However, existing employees resent the policy of filling higher-level vacancies from outsiders. Moreover it is time consuming and expensive to recruit peoples from outside. Recruitment from the outside may create frustration among the existing employees that aspires for promotions. There is no guarantee that the organizations will attract sufficient number of suitable candidates. Advantages of External Sources:1. The entry of fresh talent in to the organization is encouraged. New employees bring new ideas to the organization. 2. External sources provide wider sources of personnel to choose from. 3. Requisite type of personnel having the required qualifications, training and skill are available from the external sources. Disadvantages of External Sources:1. The enterprise can make the best selection since selection is made from among a large number of applicants. 2. There is a greater decoration in employer- employee relationship, resulting in industrial strikes, unrest, and lockouts. 3. The personnels selected from outside may suffer from the danger of adjustment to the new work environment.METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:a) Direct methodb) Indirect methodc) Third-party method

a) Direct Method:These include the campus interview and keeping a live register of job seekers. Usually under this method, information about jobs and profile of persons available for jobs is exchanged and preliminary screening is done. The short listed candidates are then subjected to the remainder of the selection process. Some organization maintains live registers or record of applicants and refers to them as and when the need arises.

b) Indirect Method:They cover advertising in newspapers, on the radio, in trade and professional journals, technical journals and brochures.When qualified and experienced persons are not available through other sources, advertising in newspapers and professional and technical journals in made. Whereas all types of advertisements can be made in newspapers and magazines, only particular types of posts should be advertised in the professional and technical journals.A well thought-out and planned advertisement for appointments reduces the possibility of unqualified people applying. If the advertisement is clear and to the point, candidates can assess their abilities and suitability for the position and only those who possess the requisite qualifications will apply.c) Third Party Method: Various agencies are used for recruitment under these methods. These include commercial and private employment agencies, state agencies, and placement offices of schools, colleges and professional associations, recruiting firms, management consulting firms, indoctrination seminars for college professors, friends and relatives.

Employment Agencies:They are specializing in specific occupation like general office help, salesman, technical workers, accountants, computer staff, engineers and executives and suitable persons available for a job. Because of their specialization, they can interpret the needs of their clients and seek out particular types of persons.

State or Public Employment Agencies:They also knew as Employment or Labor Exchanges, are the main agencies for public employment. They also provide a wide range of services, like counseling, assistance in getting jobs, information about the labor market, labor and wage rates, etc.

Executive Research Agencies:They maintain a complete information records about employed executives and recommend persons of high caliber for managerial, marketing and production engineers posts. These agencies are looked upon as head hunters, raiders, and pirates.

Trade Unions: The employers to supply whatever additional employees may be needed often call on Trade Unions. Unions may be asked for recommendations largely as a matter of courtesy and an evidence of goodwill and cooperation.

Professional Societies: They may provide leads and clues in providing promising candidates for engineering, technical and management positions. Some of these maintain mail order placement services.

RETENTION PROCESS

Employee retentionrefers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period). However, many consider employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the strategies rather than the outcome.A distinction should be drawn between low-performing employees and top performers, and efforts to retain employees should be targeted at valuable, contributing employees.Employee turnoveris a symptom of deeper issues that have not been resolved, which may include low employee morale, absence of a clear career path, lack of recognition, poor employee-manager relationships or many other issues. A lack of satisfaction and commitment to the organization can also cause an employee to withdraw and begin looking for other opportunities. Pay does not always play as large a role in inducing turnover as is typically believed.In abusinesssetting, the goal of employers is usually to decrease employee turnover, thereby decreasing training costs, recruitment costs and loss of talent and organizational knowledge. By implementing lessons learned from keyorganizational behaviorconcepts, employers can improve retention rates and decrease the associated costs of high turnover. However, this isn't always the case. Employers can seek "positive turnover" whereby they aim to maintain only those employees whom they consider to be high performers.

OBJECTIVES AND PRINCIPLES OF RETENSION MANAGEMENT

Retention management focuses on measures that lead toretention of employees. It includes activities that systematically influence the binding,performanceand degree ofloyaltyof staff. David J. Forrest (1999) defines 5 basic principlesof retention management that lead to employee performance and satisfaction, and therefore to their retention.1. employees need to feel they are appreciated, valued and trusted. It is about respecting people and their contributions to the company effort.2. development. Employees who participate in their own growth and development plans are going to stay with the company because they know their company wants more for them.3. growth in responsibility. Most people want to grow and to feel more competent and more responsible, at any level. A good company helps people manage themselves by consistently focusing on performance and results. The manager teaches the employee what they are good at, what else they need to know and how to get it. As they grow they receive higher levels of responsibility and accountability. This attitude also encourages innovation and creativity.4. good relationship with the manager. The supervisor represents the personal experience of a corporation of employees and therefore reflects, for better or for worse, its underlying attitudes toward them.5. success. The valued and successful employee stays. This implies, of course, that the work is meaningful to the corporate enterprise. The strong employer rewards employees for helping to make others successful as well.RETENTION TOOLSEmployee Surveys By surveying employees, organizations can gain insight into the motivation, engagement and satisfaction of their employees. It is important for organizations to understand the perspective of the employee in order to create programs targeting any particular issues that may impact employee retention.Exit Interviews By including exit interviews in the process of employee separation, organizations can gain valuable insight into the workplace experience. Exit interviews allow the organization to understand the triggers of the employees desire to leave as well as the aspects of their work that they enjoyed. The organization can then use this information to make necessary changes to their company to retain top talent. Exit interviews must, however, ask the right questions and elicit honest responses from separating employees to be effective.Employee Retention Consultants An employee retention consultant can assist organizations in the process of retaining top employees. Consultants can provide expertise on how to best identify the issues within an organization that are related to turnover. Once identified, a consultant can suggest programs or organizational changes to address these issues and may also assist in the implementation of these programs or changes.

JOIN, STAY, LEAVE MODELFor organizations and employers, understanding the environment is the first step to developing a long-term retention strategy. Organizations should understand why employees join, why they stay and why they leave an organization. This join, stay, leave model is akin to a three-legged stool, meaning that without data on all three, organizations will be unsuccessful in implementing a proper retention strategy.Why employees join- The attractiveness of the position is usually what entices employees to join an organization. However, recruiting candidates is only half the problem while retaining employees is another. Understanding what your employees are looking for in the job while simultaneously making sure your expectations are correct are both important factors to address in the hiring process. High performing employees are more likely to be retained when they are given realistic job previews. Organizations that attempt to oversell the position or company are only contributing to their own detriment when employees experience a discord between the position and what they were initially told. To assess and maintain retention, employers should mitigate any immediate conflicts of misunderstanding in order to prolong the employees longevity with the organization. New-hire surveys can help to identify the breakdowns in trust that occur early on when employees decide that the job was not necessarily what they envisioned.Why employees stay- Understanding why employees stay with an organization is equally as important to understanding why employees choose to leave. Recent studies have suggested that as employees participate in their professional and community life, they develop a web of connections and relationships. These relationships prompt employees to become more embedded in their jobs and by leaving a job; this would severe or rearrange these social networks. The more embedded employees are in an organization, the more they are likely to stay.http://www.shrm.org/templatestools/toolkits/pages/managingforemployeeretention.aspxAdditionally, the extent to which employees experience fit between themselves at their job, the lesser chance they will search elsewhere. Organizations can ascertain why employees stay by conducting stay interviews with top performers. A stay survey can help to take the pulse of an organizations current work environment and its impact on their high performing employees. Employers that are concerned with over-using stay interviews can achieve the same result by favoring an on-going dialogue with employees and asking them critical questions pertaining to why they stay and what their goals are.Why employees leave- By understanding the reasons behind why employees leave, organizations can better cater to their existing workforce and influence these decisions in the future. Oftentimes, it is low satisfaction and commitment that initiates the withdrawal process, which includes thoughts of quitting in search of more attractive alternatives. If administered correctly, exit interviews can provide a great resource to why employees leave. Typically, employees are stock in their responses because they fear being reprimanded or jeopardizing any potential future reference.The most common reasons for why employees leave are better pay, better hours and better opportunity. These typical answers for leaving, often signal a much deeper issue that employers should investigate further into. By asking relevant questions and perhaps utilizing a neutral third party provider to conduct the interview, employers can obtain more accurate and quantifiable data. Contrary to what most organizations believe, employees often leave due to relationships with manager and/or treatment of employees and not compensation, as this is often a response that employees are uncomfortable expressing to their organization directly.Retention Diagnostic is a rapid benchmarking process that identifies the costs and can help uncover what affects employee loyalty, performance and engagement.

EMPLOYEE RETENSION BEST PRACTICESBy focusing on the fundamentals, organizations can go a long way towards building a high-retention workplace. Organizations can start by defining their culture and identifying the types of individuals that would thrive in that environment. Organizations should adhere to the fundamental new hire orientation and on boarding plans. Attracting and recruiting top talent requires time, resources and capital. However, these are all wasted if employees are not positioned to succeed within the company. Research has shown that an employees first 10 days are critical because the employee is still adjusting and getting acclimated to the organization. Companies retain good employees by being employers of choice.Recruitment- Presenting applicants withrealistic job previewsduring the recruitment process have a positive effect on retaining new hires. Employers that are transparent about the positive and negative aspects of the job, as well as the challenges and expectations are positioning themselves to recruit and retain stronger candidates.Selection- There are plethora of selection tools that can help predict job performance and subsequently retention. These include both subjective and objective methods and while organizations are accustomed to using more subjective tools such as interviews, application and resume evaluations, objective methods are increasing in popularity. For example, utilizing biographical data during selection can be an effective technique. Biodata empirically identifies life experiences that differentiate those who stay with an organization and those who quit. Life experiences associated with employees may include tenure on previous jobs, education experiences, and involvement and leadership in related work experiences.Socialization- Socialization practices delivered via a strategic onboarding and assimilation program can help new employees become embedded in the company and thus more likely to stay. Research has shown that socialization practices can help new hires become embedded in the company and thus more likely to stay. These practices include shared and individualized learning experiences, activities that allow people to get to know one another. Such practices may include providing employees with a role model, mentor or trainer or providing timely and adequate feedback.Training and development- Providing ample training and development opportunities can discourage turnover by keeping employees satisfied and well-positioned for future growth opportunities. In fact, dissatisfaction with potential career development is one of the top three reasons employees (35%) often feel inclined to look elsewhere. if employees are not given opportunities to continually update their skills, they are more likely to leave. Those who receive more training are less likely to quite than those who receive little or no training. Employers that fear providing training will make their employees more marketable and thus increase turnover can offer job specific training, which is less transferable to other contexts. Additionally, employers can increase retention through development opportunities such as allowing employees to further their education and reimbursing tuition for employees who remain with the company for a specified amount of time.Compensation and rewards- Pay levels and satisfaction are only modest predictors of an employees decision to leave the organization; however organizations can lead the market with a strong compensation and reward package as 53% of employees often look elsewhere because of poor compensation and benefits. Organizations can explicitly link rewards to retention (i.e. vacation hours toseniority, offer retentionBonus paymentsorEmployee stock options, or define benefit plan payouts to years of services)[18]Research has shown that defined compensation and rewards as associated with longer tenure. Additionally, organizations can also look to intrinsic rewards such as increased decision-making autonomy. Though this is important, employers should not leave organization.Effective Leaders- An employees relationship with his/her immediately rankingsupervisoror manager is equally important to keeping to making an employee feel embedded and valued within the organization. Supervisors need to know how to motivate their employees and reduce cost while building loyalty in their key people. Managers need to reinforce employee productivity and open communication, to coach employees and provide meaningful feedback and inspire employees to work as an effective team.In order to achieve this, organizations need to prepare managers and supervisors to lead and develop effective relationships with their subordinates. Executive Coaching can help increase an individuals effectiveness as a leader as well as boast a climate of learning, trust and teamwork in an organization. to encourage supervisors to focus on retention among their teams, organizations can incorporate a retention metric into their organizations evaluation.Employee Engagement- Employees who are satisfied with their jobs, enjoy their work and the organization, believe their job to be more important, take pride in the company and feel their contributions are impactful are five times less likely to quit than employees who were not engaged. Engaged employees give their companies crucial competitive advantages, including higher productivity and lower employee turnover.

HYPOTHESIS

This survey is conducted under the presumption of the functioning of the Recruitment and retention Procedure in COCA-COLA . In testing the above hypothesis the following aspects will be considered: -

Manpower Planning Recruitment Policy Sources of Recruitment Latest Techniques of Recruitment Recruitment of Summer/In-plant Trainees Selection Policy Feedback of Recruitment and retention Procedure

Data analysis1. How long have you been working in the organization?OPTIONRESPONSE

Less than 1 year11

1 to 4 year15

More than 4 year24

Total50

INTERPRETATION- From the above table we conclude that 11 employees are working in the organization with less than 1 year,15 employees are working between 1 to 4 years in the organization,24 employees are working for more than 4 years.

2. Were you aware of the company brand before applying for a position?OPTIONRESPONSE

Yes46

No4

Total50

INTERPRETATION- From the above table and graph we conclude that 46 people were aware of the brand before applying for the position whereas 4 were unaware of it.

3. Were you satisfied with the recruitment process?OPTIONRESPONSE

Yes 37

No4

Could have been better9

Total50

INTERPRETATION- From the above table and graph it is observed that, the satisfaction level of the employees from the Recruitment process is higher. 37% of the employees were satisfied with the recruitment process.4. Do you think the present profile / position will help you to grow individually ?OPTIONRESPONSE

Yes40

No3

Can't say7

Total50

INTERPRETATION- From the above table and graph it is observed that, 40 employees were satisfied with the present profile and position. They were aware that the present profile would help them grow individually. This notion will help the employees as well as the organizations growth prospects. Thus we can see that the organization puts an extra effort on the individual growth of the employee.5. Which internal source of recruitment is followed by the company and given more priority?OPTIONRESPONSE

Internal promotion22

Employee referrals24

Transfer4

Total50

INTERPRETATION-From the above table and graph we conclude that 22 people were agree for the internal promotion, 24 people were agree for the employee referrals ,and 4 people were agree for the transfer. Therefore we conclude that employee referral is given more priority.

Which source of recruitment is relied upon when immediate requirement arises?OPTIONRESPONSE

Internal35

External15

Total50

INTERPRETATION- It was found that 15% of people relied on external sources and 35% of people relied on internal sources.

6. What would be your primary reasons for leaving the company ?OPTIONRESPONSE

Benefits & salary11

Better job opportunity elsewhere 24

Conflict with co-worker/ higher authority/management1

Working conditions3

Job expectations10

Poor performance evaluation1

Total50

INTERPRETATION- From the above table and graph we conclude that the 11 employees will leave the company for better benefits & salary, 24 employees will leave the company for better job opportunity elsewhere, 1 employee will leave the company for conflict with co-worker/ higher authority / management, 3 employee will leave the company due to working conditions, 10 employee will leave the company for job expectation/challenges/growth, 1 employee will leave the company due to poor performance evaluation.

7. Do you clearly understand the basis on which your performance is judged?OPTIONRESPONSE

Yes34

No7

Not sure9

Total50

INTERPRETATION-From the above table and graph we conclude that 34 employees know the reason on which their performance is being judged,7 employees dont know the reason on which their performance is being judged, whereas 9 are not sure for this.

8. Which quality of candidate your organization looks while selecting a candidate for a job?OPTIONRESPONSE

Knowledge37

Nature1

Past experience6

Team work3

Others3

Total50

INTERPRETATION- From the above table and graph we conclude that 37 employees go for knowledge,01 employee go for nature,06 employees go for past experience,03 employees go for team work,03 employees go for others.

9. Which of the following methods does your company choose for sourcing ?OPTIONRESPONSE

Campus15

Consultants5

Walk in6

Advertisement5

Job fair7

Portals3

Employee referrals9

Total50

INTERPRETATION- From the above table and graph we conclude that 15 employees go for campus placement,09 employees for employee referrals, 06 employees go for consultants,05 employees go for walk-in, 07 employees go for advertisement,03 employees go for job fair, 05 employees go for portals 10. Have you ever observed or experienced any kind of harassment at this company?OPTIONRESPONSE

Caste harassment3

Working hours harassment4

Required leave harassment4

None of these39

Total50

INTERPRETATION- From the above table and graph we conclude that 03 employees opted for caste harassment,04 employees opted for working hour harassment, 04 employees opted for required leave harassment, 39 employees opted for none of these.11. Do you satisfied with the health welfare and safety schemes of the company?OPTIONRESPONSE

Strongly satisfied13

Strongly dissatisfied8

Little bit20

None of these9

Total50

INTERPRETATION-From the above table and graph we conclude that 13employees were strongly satisfied with the health welfare and safety schemes of the organization,08 employees were strongly dissatisfied,20 employees were little bit satisfied,09 employees opted for none of these.

ANALYSIS AND FINDINGS

The analysis of the various sources of recruitment and retention devices is presented on the following pages. The response entailed from the HR Department (as analysed from Questionnaire) represents current practice within the organisation in terms of the sources of recruitment and retention devices used. The analysis of the response entailed from all the other departments (as analysed from Questionnaire) forming the sample, represents the perception of the respondents from these Departments in terms of the validity and effectiveness of the various sources/devices of recruitment/selection (specific to these Departments) The analysis further entails any suggestions/recommendations given by these non-HR Departments (forming the sample for administering Questionnaire), in terms of any recruitment source and/or selection device that should be deployed by the organisation International Journal of Innovation,Management and Technology, Vol. 1, No. 4, October 2010

RECOMMENDATIONS FOR THEIMPROVEMENTOF THERECRUITMENT AND RETENTION PROCEDURE

Based on the survey analysis and suggestion from the respondents, the following are the proposed recommendation to improve the existing system and practices of recruitment and retention procedures:

Recruitment PolicyApart from the director of the company, the operational head should have the authority for sanctioning the vacancy of a right to recruit the candidates as per the decisions.

Recruitment of summer/in-plant traineesThere should be a provision for the recruitment of summer/in-plant trainees in the organization.

Internet Recruitment Advertisement of jobs on Internet should be an accessible to maximum job seekers. Service portal like monster.com, jobsahead.com, naukri.com etc should be used.

Sources of recruitmentCompany must recruit the individuals through valuable sources of recruitment.

Selection Policy Test developed by the company for the purpose of selection of the candidates should not be of complex nature.There must be proper communication between the interviewer and interviewee at the time of interview.The reference procedure if adopting, should be analyzed properly before recruitment them.

Selection Process During the selection process not only the experienced candidates but also the fresh candidate should be selected so as to avail the innovation and enthusiasm of new candidates. These candidates should be kept on the job for some time period; if suitable they should be recruited. During the selection process, the candidates should be made relaxed and at ease.

Summer/In plant Management Trainees In the organization where summer/in-plant/management training facility prevailing then such kind of practices must be adopted so that the student can learn and again from their practical views.

Steps of Recruitment and retention Company should follow all the steps of recruitment and retention for the selection of the candidates. Selection process should be less time consuming.

InterviewThe interview should not be boring, monotonous. It should be made interesting. There must be proper communication between the Interviewer and the Interviewee any the time of interview.

Evaluation and ControlEvaluation and control of recruitment and retention should be done fair judgment.

Methods Methods used for selection of candidates should be done carefully and systematically.

Fair Selection The attainment of goals and objective of any organization depend on the type and quality of its manpower. To have right type of men at right job and at right time, the recruitment and retention procedure should be fair and impartial.

Group Discussion for better assessmentThis is indeed an important suggestion and authorities concerned should immediately look into it and try to implement it.

The Problems and Limitations of the Study

Even though every effort has been done to minimize the variations and present a factual picture with the help of statistical method, but still there are some limitations: -

Availability of less time in meager economical support also acted as a constraint towards improving the quality of the report.

Due to busy schedule of the HR Officers, they were not able to give more time and attention.

Certain important information was kept secret; this is because of the reason certain hypothesis were taken.

The respondents may not have marked all responses honestly, being apprehensive of adverse management reaction.

CONCLUSION

Based on the analysis through the questionnaire responses the following is the conclusion of the study.

The organization follows the rules and regulation involved in their Recruitment and retention Procedure of the organization. However, there is some scope for improvement with regard to following:

1. The managers are fully satisfied with the existing Recruitment and retention procedure.

2. The recruitment and retention procedure should not be lengthy.

3. To some extent a clear picture of required candidates should be made in order to search for appropriate candidates.

4. The Recruitment and retention procedure should be impartial.

5. In COCA COLA, a proper Recruitment and retention procedure is followed.BIBLIOGRAPHY

S. S. Khanka, Organisational Behaviour, Third Edition, S. Chand & CompanyC. R. Kothari, Research Methodology, Second Revised Edition, New Age International PublishersFred Luthans, Organisational Behaviour, Eighth Edition, Mc Graw HillStephen p. Robbins & Seema Sanghi, organizational Behaviour, Eleventh Edition, Pearson Education

webliographywww.google.comwww.managementparadise.comwww.naukri.comwww.citehr.comwww.wikipedia.comwww.hr.com

annexure

QUESTIONNAIRE1. NAME : .2. DESIGNATION : ..3. DEPARTMENT: .

4. How long have you been working in the organization?a. Less than 1 year [ ]b. 1 to 4 years [ ]c. More than 4 years [ ]5. Were you aware of the company brand before applying for a position?a. Yes [ ]b. No [ ]6. Were you satisfied with the recruitment process?a. Yes [ ]b. No [ ]c. Could have been better [ ]7. Do you think the present profile/position will help you to grow individually?a. Yes [ ]b. No [ ]c. Cant say [ ]

8. Which internal source of recruitment is followed by the company and given more priority?a. Internal promotion [ ]b. Employee referrals [ ]c. Transfer [ ]9. Which source of recruitment is relied upon when immediate requirement arises?a. Internal [ ]b. External [ ]10. What would be your primary reasons for leaving the company?a. Benefits & Salary [ ]b. Better Job Opportunity elsewhere [ ]c. Conflict with co-worker/ higher authority/management [ ] d. Working conditions [ ]e. Job Expectation/challenges/growth [ ]f. Poor performance evaluation [ ]

11. Do you clearly understand the basis on which your performance is judged?a. Yes [ ]b. No [ ]c. Not sure [ ]12. Which quality of candidate your organization looks while selecting a candidate for a job?a. Knowledge [ ]b. Nature [ ]c. Past experience [ ]d. Team work [ ] e. Others [ ]13. Which of the following methods does your company choose for sourcing?a. Campus [ ]b. Employee referrals [ ]c. Consultants [ ]d. Walk in [ ]e. Advertisement [ ]f. Job fair [ ]g. Portals [ ]

14. Have you ever observed or experienced any kind of harassment at this company?a. Caste harassment [ ]b. Working hour harassment [ ]c. Required leave harassment [ ]d. Any others./ None of these [ ]15. Do you satisfied with the health welfare and safety schemes of the company?a. Strongly satisfied [ ] b. Strongly dissatisfied [ ]c. Little bit [ ]d. None of these [ ] 16. Your suggestion

Signature of employee