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DECLARATION
RECRUITMENT PROCESS IN COCO-COLA
I understand what plagiarism is and am aware o the Uni!ersit"#s poli$" in this regard
I de$lare that the wor% su&mitted &" me in partial ulilment o the re'uirement or the award
o degree B.com (Hons) assessment in RECRUITMENT PROCESS IN COCO-COLA
is m" own( it has not pre!iousl" &een presented or another assessment)
I de$lare that this is m" original wor%) *here!er wor% orm other sour$e has &een used+ all
de&ts ,or words data+ arguments and ideas ha!e &een appropriatel" a$%nowledged and
reeren$ed in a$$ordan$e with the re'uirements o NTCC Regulations and .uidelines)
,a I ha!e not used wor% pre!iousl" produ$ed &" another student or an" other person to
su&mit it as m" own)
,& I ha!e not permitted+ and will not permit+ an"&od" to $op" m" wor% with the purpose
o passing it o as his or her own wor%)
,$ The wor% $onorms to the guidelines or la"out+ $ontent and st"le as set out in the
Regulations and .uidelines)
/ate0 ------------ 1O2AI3 A2MA/
4
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A5667847449
3)COM,2ONS)
FACULTY CERTIFICATE
:orwarded here with a term paper report on *IPRO su&mitted &" 1O2AI3
A2MA/ Enrollment NO) A5667847449 student o 3COM ,2ons) ;R/
Sem,
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TUDENT$ CERTIFICATE
Certiied that this report is prepared &ased on the Compan" Report underta%en &" me on
RECRUITMENT PROCESS IN COCO-COLAB rom %&'h
AU( )&%* 'o %+'h
OCT. )&%*,
under the a&le guidan$e o #rofessor-Ass'. #rofessor !AYANTI RI"ATA"A in partial
ulilment o the re'uirement or award o degree o Master o 3usiness Administration ,M3A-
.I3MDS2R33AIII SEM+ 33A ? SEM+ 3COM ? SEM rom Amit" Uni!ersit"+ Uttar
Pradesh)
/ate)
Signature Signature Signature
1ohai& Ahmad MS)FA>ANTI SRI?ASTA?A PRO:) ?)P) Sahi
Student :a$ult" .uide /ire$tor ,A3S
;
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no/s0s for1111111111111111111111111111
Student is re'uired to pro!ide the ollowing inormation at the time o registration within a
wee% o =oining their $ourse)
Student#s Name 1O2AI3 A2MA/
Enrolment No A566747449
Program 3)COM 2ONS
Industr" OrganiGation#s name AMIT> UNI?ERSIT>
Address ,I appli$a&le ------------------------------------------------------------------------
EHternal .uide#s Name MS)FA>ANTI SRI?ASTA?A
/esignation ASSISTANT PRO:ESSOR
Contra$t /etails Ph ,O0 -------------------------,R -------------------------
Mo&ile0 ------------------------------------------------------
:aH0 ------------------------------------------------------
7
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Email0 ------------------------------------------------------
E2ECUTI"E UMMARY
E2ECUTI"E UMMARY
The Co$a Cola Compan" is the world#s largest &e!erage $ompan") In
this pro=e$t there is a &rie des$ription a&out the re$ruitment pro$ess
in Co$a Cola Compan") The !arious steps o re$ruitment along with
the wa"s o re$ruiting people+ i)e) Internal and EHternal) In the Co$a
Cola Compan" the main o$us is on Internal Re$ruitment)
The re$ruitment will &e done o$using on the present and
uture needs) The ma=or o$us areas are 'ualities and the prin$iples o re$ruitment)
The stud" here gi!es a &rie idea a&out the $ompan" and what
strategies should the $ompan" a$$ept that will redu$e the time+ eort
and $ost in re$ruitment pro$ess)
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CHA#TER I
INTRODUCTION
INTRODUCTION
THE COCA COLA COM#ANY0
The Co$a Cola Compan" is the Ameri$an multinational Compan" and
mar%eter o non-al$oholi$ &e!erage $on$entrate and s"rup) It is no) 4
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&rand a$$ording to the ortune
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"IION TATEMENT0
Our main o$us is to rea$h ea$h and e!er" person o the world#s
population whi$h is around )8 &illion who get thirst" and we are the
one#s with the &est opportunit" to reresh them) Our moti!e is to ma%e
Co$a Cola reasona&le and a$$epta&le to the people 'uen$hing their thirst
and pro!iding them with a pere$t moment o relaHation) 3" doing this
we ma%e it possi&le or the )8 &illion people to get awa" Co$a Cola)
COCA COLA NO54
This Co$a Cola Compan"#s goal is to pro!ide magi$ e!er" moment
someone drin%s one o the more than 66 &rands) The Co$a Cola
Compan" has ans rom 3oston to 3udapest to 3ahrain+ drin%ing &randssu$h as Am&asa+ ?egita&eta and :res$olita) :rom the !er" start when
onl" 9 drin%s were ser!ed in a da"+ Co$a Cola has grown to the world#s
most amous &rand with more than 4)5 &illion &e!erage ser!ing sold per
da") This Co$a Cola Compan" wants the $hoi$e to &e eH$iting and
satis"ing+ e!er" single time when people raise to $hoose this $ompan")
OB!ECTI"E0
The Co$a Cola Compan" aims to attra$t+ de!elop and retain the
ne$essar" talent or the &usiness to get su$$eed toda" and in uture to
&"-
J
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• 2elping emplo"ees or de!eloping proessionall" and
personall")
• Prote$ting and promoting their health+ saet" and well-&eing
also)
• Engaging with the emplo"ees openl" and honestl")
• Respe$ting human rights)
• Re$ognising and rewarding perorman$e also)
#EO#LE DE"ELO#MENT4
Re$ruiting+ de!eloping and grati"ing talent is $entral to the !alue
Caring :or Our PeopleB) The uture o Co$a Cola Compan" as the
su$$essul and d"nami$ $ompan" is the dependent upon as e'uipping
our emplo"ees to rea$h their ull potential)
EM#LOYEE EN(A(EMENT4
E!er"thing starts with our !alues onl") The" are the /NA o the
$ompan" what ma%es men who we are) In
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emplo"ees are anal"sed and sele$ted and emplo"ed &" this re$ruitment and
sele$tion department) It is essential or the proit ma%ing in an" o the
organisation)
Re$ruitment pla"s the !er" important role in 2R department+
&e$ause unless the pere$t people are hired+ e!en the &est plans+ organiGation $hart
and $ontrol s"stem might not do mu$h good)
CHA#TER II
LITERATURE RE"IE5
COM#ANY #ROFILE0
Co$a-Cola was leading sot drin% &rand in India until 4955+ &ut when
it let rather than dis$losed its ormula to the .o!ernment and redu$e
its e'uit" sta%e as re'uired under :oreign Regulation A$t ,:ERAwhi$h was go!erned &" the operations o oreign $ompanies in India)
Co$a-Cola re-entered in Indian mar%et on
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Lim$a+ MaaGa+ whi$h were loated &" the Parle+ as these produ$ts had
a$hie!ed a strong $onsumer &ase and ormed a strong &rand image in
Indian mar%et during the re-entr" o Co$a-Cola in the "ear 499;)Thus
these produ$ts &e$ame the part o range o produ$ts o the Co$a-ColaCompan")
Co$a-Cola is made up o 5666 lo$al emplo"ees+ 66 managers+ o!er
86 manua$turing lo$ations+
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$ompensating their ser!i$es in ad=ust with the =o& and organiGational
re'uirements)
RECRUITMENT-
Re$ruitment is deined as the pro$ess o dis$o!ering the sour$es
o manpower to meet the re'uirement o staing agenda and to
emplo" ee$ti!e measures to ease sele$tion o an ee$ti!e wor%or$e)
Re$ruitment is hiring o emplo"ees eHternall") It is the
dis$o!ering o potential appli$ants or a$tual or anti$ipatedorganiGational !a$an$ies) A$$ordingl" the purpose o re$ruitment is to
lo$ate sour$es o manpower to meet up =o& spe$ii$ations)
ED5IN B FLI##O deines re$ruitment as the pro$ess o sear$hing
or potential emplo"ees and stimulating them to appl" or the =o&s in
the organiGation)# The pro$ess &egins with new re$ruits are sought and
ends when their meti$ulousness are su&mitted)
OB!ECTI"E4
• To attra$t with !arious multi-dimensional eHperien$e and
s%ills that are in agreement with present as well as uture
organisation o&=e$ti!es and strategies)
• To ind new management personnel with new ideas to lead
the $ompan")
• To inuse resh &lood at all le!els o organiGation)
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• To de!elop an organiGational $ulture that attra$ts s%illed
people to the $ompan")
• To sear$h or head-hunt people whose s%ill it the $ompan"#s
!alue)• To see% out non-$on!entional de!elopment &asis o talent)
• To de!ise methodolog" or assessing ps"$hologi$al traits)
• To sear$h or talent worldwide not =ust with in the $ompan")
• To design entr" pa" that $ompetes on 'ualit" &ut not on
'uantum)
• To anti$ipate and ind people or position that doesn#t eHists
"et)
Fac'ors affec'0n6 Recr70'men'
There are two t"pes o a$tors that ae$t the Re$ruitment o
$andidates or the $ompan"0
%4 INTERNAL FACTOR0
These in$ludes-
- Compan"#s pa" pa$%age
- Compan"#s produ$t
- ualit" o wor% lie
- Managerial $ulture
- Role o trade unions
- Compan"#s siGe- Cost o re$ruitment
- .rowth rate o the $ompan"
COST O: RECRUITMENT- Re$ruitment in$ur $ost to the
emplo"er+ thereore organiGations tr" to emplo" that sour$e
whi$h will &ear a low $ost to irm or ea$h $andidate
)
4;
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COMPAN>#S SI1E- The siGe o the irm is the important a$tor
or re$ruitment pro$ess) I the organiGation is planning to
in$rease its operation and eHpand the &usiness+ it will ha!e to
hire more personnel whi$h will handle its operations)
.RO*T2 RATE- OrganiGation will emplo" or thin% o
emplo"ing more personnel i it is going up it#s operations)
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For e8am/le0 .o!ernment o India has introdu$ed law or
reser!ation in emplo"ment or s$hedule $astes+ s$hedule tri&es+
ph"si$all" handi$apped et$) This $onines the management
reedom to sele$t the &est perormers)
• :a$tors to &e underta%en while ormulating re$ruitment
poli$ies
The ollowing a$tors should &e underta%en while ormulating
the poli$ies -
- .o!ernment poli$es
- Re$ruitment sour$es
- Re$ruitment needs- Re$ruitment $ost
- OrganiGational and personal poli$ies
THEORIE REARDIN RECRUITMENT4
Re$ruitment is two wa" street0 it sa"s that the re$ruiter has the $hoi$ein regard to whom to re$ruit+ same wa" the prospe$ti!e emplo"ee has
ta%en the de$ision whether or not to appl" or the gi!en =o& !a$an$")
Usuall" the indi!idual ta%e de$ision on three &asi$s -
40 The o&=e$ti!e a$tors)
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organiGation#s oers in terms o o&=e$ti!e or su&=e$ti!e a$tors+
&e$ause o his limited or !er" short $onta$t with the
organisation) Choi$e $an &e made onl" when appli$ant $an
readil" odour the a$tors su$h as the &eha!iour o the re$ruiters+the nature o the ph"si$al a$ilities+ and su$h as the ei$ien$" in
pro$essing paper wor% asso$iation with the appli$ation)
On the other hand+ the s79:ec'0;e 'heor emphasiGes the
$ongruen$e) 2ere the $hoi$es are made on highl" personal and
emotional &asis thereon)
Recr70'men' ccle
#lann0n64
3eore re$ruitment+ $he$% the duties and responsi&ilities "our
organiGation needs to ha!e perormed urther0
• Is the $urrent =o& des$ription reall" what the organiGation
needs
• /o the" it with the organiGation#s strategi$ and &usiness
plans
• *hat are the go!ernmental re'uirements
• *hat re$ruitment poli$ies and pro$edures should &e
ollowed
Recr70'men'4
Ads in the lo$al newspaper is the onl" wa" o hiring( otheroptions in$lude0
Internal noti$es su$h as newsletters or email messages
Noti$es pla$ed on pu&li$ noti$e-&oards either within "our
organisation or in other pla$es
EHisting networ%s and word o mouth ad!ertising are
$heap as well as ee$ti!e
Re$ruitment agen$ies $an help sort out potential
appli$ants and thereore sa!e "ou time)
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Aou must not &rea% anti-dis$rimination rules and =o&
ad!ertisements must &e $lear and truthulQ
elec'0n6 s'aff4
• >ou need a good 'ualit" sele$tion $riteria and an inormed
and organised inter!iew panelQ• Short listing $andidates will &e a sa!iour o time)
• uestions "ou $ome out at the time o inter!iew must &e
$onsistent or all appli$ants and the 'uestions must relate to
the position o $andidate)
• >ou $an as% a&out eHisting in=uries i it is rele!ant to the
position+ &ut &e $areul K o&!iousl" the" ha!e to &e a&le
to do the =o& howe!er+ it is illegal to dis$riminate on thegrounds o disa&ilities as it is not legalQ
In
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"ou gi!e "our emplo"ee initiation into O2DS poli$ies and
pro$edures)
I
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E!en ater &eing more than 4< million online =o& see%ers as
online re$ruiting sites ha!e $ome up+ still the most popular
method o sele$tion i)e) a$e-to-a$e inter!iew remains in
demand in terms o de$ision ma%ing espe$iall" or higher positions) The pro$ess o re$ruitment leads to sele$tion)
Promotion o the emplo"ees is also a %ind o emplo"ee
sele$tion) I the pro$ess o re$ruitment is wea% it is possi&le that
the re$ruited person ma" not ne$essaril" perorm his tas% well+
though this perorman$e issue $an &e sorted &" gi!ing ee$ti!e
training to the newl" =oined emplo"ee) 3ut in order or the
indi!idual not to lose his enthusiasm and get demoti!ated andalso or the organisation to sa!e time+ eort and minimiGe the
$ost+ ee$ti!e re$ruitment is essential) It is !er" $ru$ial or the
sele$tor to sele$t a $andidate who $an meet the =o& $riteria and
re'uirement o the $ompan"+ in whom the $ompan" $an see their
uture emplo"ees)
Thereore+ this pro$ess o sele$tion is !er" important otherwise
it ma" lead to waste o time and mone" spent on re$ruitment pro$ess as well as sele$tion pro$ess and training o the
emplo"ee+ loss o !alua&le resour$es+ a$$idents+ also a $han$e o
sele$ting a &etter emplo"ee+ et$) This means the re$ruitment
pro$ess is e'uall" important in order or a su$$essul
re$ruitment pro$ess) Otherwise it ma" &ring a&out hea!" loss or
the organisation) The 'ualit" and 'uantit" o emplo"ees should
not &e less than what the organisation re'uires otherwise humanresour$e s"stem will not &e ee$ti!e) The &asi$ moti!e o
sele$tion is to e'ualise emplo"ee with wor%) *or% $an &e o
dierent t"pe in en!ironments li%e ph"si$al+ so$ial or e$onomi$)
It is important to sele$t $andidates a$$ording to the wor% load
and time leHi&ilit" in toda"#s world as leHi&ilit" is the one o
the irst ma=or plus point seentested in the $andidates while
inter!iewing)
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The importan$e o re$ruitment is that the organisation will
re$ei!e man" responses rom $andidates &ut it is the
responsi&ilit" o human resour$e to sear$h or the right
$andidate suita&le or a parti$ular position) Also sta&ilit" in an"organisation is the &iggest issue) *hile inter!iewing an"
$andidate+ sta&ilit" $riteria must &e $he$%ed ma" &e through his
proile as in the num&er o $ompanies $hanged till date) Alwa"s
=o& anal"sis is essential to get $larit" in the =o& des$ription) Fo&
des$ription is used as a &ase or the human resour$e to $learl"
determine personal attri&utes and $andidate spe$ii$ation or the
=o& whi$h are written in the person spe$ii$ation) Thead!ertisement pla$ed or the =o& !a$an$" should mention the =o&
duties as well as the spe$ii$ation o the $andidate desires or
that position) Fo& des$ription &asi$all" in$ludes o the ollowing
mentioned inormation0-
Title and &a$%ground
Terms o $ontra$t
Compensation pa$%age
/uties o the position !a$ant and ad!ertising or
Pros# and $ons#
Training+ promotion and other $ontra$t details
?igilant re$ruitment is essential or an" organisation)
• A lot o $andidates are eHpe$ted to appl" or the !a$ant post
ad!ertised or)
•
There will &e dieren$e in the $andidate#s perorman$e)There is alwa"s a predi$ta&le a!erage sta" o the newl" hired
emplo"ee)
• A num&er o people $an &e re$ruited)
• 2aGards $onne$ted with the appointment
• The pro$ess o re$ruitment and sele$tion is $ostl")
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• It is tough to terminate the emplo"ees alread" hired in the
$ompan")
The organisation should internall" super!ise the re$ruitment
agen$ies hired so that onl" suita&le $andidates# appli$ations are
shortlisted) E!en i there an" limitation in the re$ruitment and
sele$tion pro$ess it $an &e sorted out &" gi!ing ee$ti!e training
to the newl" sele$ted emplo"ee so that it ma" ena&le them in
ta%ing right a$tion+ in$rease produ$ti!it" and ta%e appropriate
de$isions and satisies legislati!e re'uirements) Onl" i the
re$ruitment and sele$tion and indu$tion pro$ess is ee$ti!e+ the
organisation will ha!e the &est talented emplo"ees who $an
grow within the organisation and ulil the &usiness o&=e$ti!es o
the organisation) Thereore+ %e" to &usiness su$$ess is ee$ti!e
re$ruitment) It is important in order to &ring the right
indi!idual#s orward or an" and e!er" =o& re'uirement) The
pro$ess o sele$tion ena&les an emplo"er to assign the most
suita&le indi!idual or o$$upation or a parti$ular !a$an$")
Sele$tion is the emplo"ment o a $andidate who has the &est
mat$h to the !a$an$" he applied or)
Recr70'men' /rocess a' Coca Cola4
• Co$a $ola does not preer eHternal re$ruitment) Their &asi$
o$us is on internal re$ruitment)• The" maintain a talent sto$% or meeting internal hiring needs)
• The" onl" do eHternal hiring in $ase o $ertain re$ruitment)
• The" ore$ast their uture needs and $olle$t the data o
appli$ants in ad!an$e)
• The" ha!e an oer to drop resume or an" =o& at their we&site)
• The" $olle$t resumes at their e!er" territor" to ulill their
talent &an%+ the" !isit uni!ersities and $olleges)
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• Pre!iousl" the molten territor" !isit 31U and IU3 and $olle$t
the data) The" ta%e inter!iews o ;6 $andidates and sele$t
onl" ; appli$ants)
• Their ma=or o$us is on 'ualit" and their standards o re$ruitment are high) Last time their sele$tion standard was
J mar%s in masters)
• Their ma=or re$ruitment sour$e is E-Re$ruiting)
• The" are wor%ing on su$h t"pe o ad!ertisements whi$h are
a$$ording to the =o& des$ription and spe$ii$ation)
• Their re$ruitment ads are pu&lished &" their media department)
•Ad!ertisements and !a$an$ies &anners are &eing oered &"e!er" territor" is demanded)
In $ontinuation to re$ruitment+ sele$tion is ollowed along with whi$h
is the neHt ongoing pro$ess) Candidates to &e sele$ted needs to orgo
man" su$h steps &eore passing in the inal sele$tion in the $ompan")
C2APTER III REEARCH METHODOLOY
RESEARCH METHODOLOGY
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Resear$h $an &e deined as a s$ientii$ s"stemati$ sear$h or pertinent
inormation on a spe$ii$ topi$) Resear$h is a $areul in!estigation o en'uir"
espe$iall" through the sear$h or new a$ts in an" mew &ran$h o %nowledge) Insimple terms+ resear$h reers to sear$h or %nowledge) Resear$h $omprises
deining and redeining the pro&lems ormulating h"pothesis or suggested
solution $olle$ting+ organising and e!aluating data ma%ing dedu$tions and
rea$hing $on$lusions and at last $areull" testing the $on$lusion to determine
whether to it the ormulating h"pothesis)
In mundane lie+ human &eings ha!e to a$e man" teething trou&les i)e) So$ial+
E$onomi$al and :inan$ial) These pro&lems loo% or a$$epta&le and ee$ti!e
solutions and or this purpose+ resear$h is re'uired and methodolog" applied or
the solutions $an &e ound out)
REEARCH #LAN 4
Preliminar" in!estigation0-In whi$h data on the situation surrounding the
pro&lems shall &e gathered to arri!e at-
The $orre$t deinition o the pro&lem)
An understanding o its en!ironment)
E8/lora'or s'7
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/es$ripti!e Resear$h /esign 0-
It attempts to des$ri&e and eHplain $onditions o the present &" using
man" su&=e$ts D 'uestionnaire to ull" des$ri&e the phenomenon)
COLLECTION OF DATA4
SECON/AR> /ATA-
/ata was $olle$ted rom &oo%s+ magaGines and we& sites+ going through the
re$ords o the organisation+ et$) It is the data whi$h has &een $olle$ted &"
indi!idual or someone else or the purpose o other than those o our parti$ular
resear$h stud") Or in other words it $an &e said that se$ondar" data is the dataused pre!iousl" or the anal"sis and the results are underta%en or the neHt
pro$ess)
LIMITATION OF THE TUDY4
Re$ruitment pro$ess is !er" length" one)
It ta%es 'uite long time to re$ruit a person who will &e suita&le or the$ompan" or ma"&e not)
I the de$ision is wrongl" ta%en at times+ and then the $ompan" &ears loss as
well as wastage o time)
The $ompan" should use modern te$hni'ues or re$ruitment)
CHA#TER I"
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FINDIN
=
RECOMMENDATIONFINDIN41
Emplo"ees are re$ruited &" pa"ing &etter pa" pa$%ages)
Candidates emplo"ing in Co$a Cola needs to ha!e the master#s degree)
The $ommon methods oered &" Co$a Cola are $ampus pla$ements+
!a$an$" pu&li$it"+ emplo"ee reerral+ pri!ate $onsultants and wal% ins)
The wa" the !a$an$" is ad!ertised and $ompan" proile is mentioned
rele$ts the reputation o the $ompan")
Most o the emplo"ees in Co$a Cola Compan" are rationall" satisied
with their $ompan" and their re$ruitment and sele$tion pra$ti$es
pre!ailing in the $ompan")
Approa$h and philosophies ha!e &een used in order to understand the
$on$ept thoroughl" and widel")
The hiring pra$ti$e reerred as temp to perm# is the orm o =o& tr" outi)e) hiring someone through an agen$" irst to see i the indi!idual will
wor% out)
CHA#TER "
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CONCLUION
CONCLUION
This resear$h is prepared to understand the signii$an$e and mainl"
pro$ess o re$ruitment to o&ser!e whi$h $ase stud" o Co$a Cola India
was ta%en up) The reason &e$ause o whi$h emplo"ees want tolea!e their =o&+ wa" o attra$ting more $andidates+ its impa$t on
the outside world+ how re$ruitment and sele$tion pro$ess are
dependent or get ae$ted &" ea$h other et$) All these are
a$hie!ed &" thoroughl" e!aluating and anal"sing these $on$epts)
The re$ruitment pro$ess gi!es the irst impression o the
organisation to the $andidates appl"ing or inter!iew) In order to
ind a desira&le $andidate+ re$ruitment and sele$tion pro$ess is!er" essential or that and is the %e" a$tor or an" &usiness
su$$ess) E!er" organisation needs a department to dis$o!er the
talents and s%ills e!er" emplo"ee possesses+ or this the" need
re$ruiters and sele$tors who $an $oneren$e the $andidate and
ind out whether the $andidate is worth" or the desired post or
not) Thereore re$ruitment and sele$tion pro$ess is essential or
the smooth un$tioning o the organisation)
BIBLIORA#HY
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BOO3 41
3. As>a'ha//a (%++@) H7man Reso7rce an< #ersonnel Mana6emen'
!ohn M. I;ance;0ch H7man Reso7rce Mana6emen'