1. Summer Internship Report On
Recruitment & Selection Process
Coca-Cola
Submitted to: - Submitted by:-
Prof. Dr. Nidhi S.Bisht Ekta Chawla
PGDM (2014-2016)
Roll No: - 1401022
Shri Ram Murti Smarak International Business
School Lucknow- Kanpur Highway, Unnao
2. DECLARATION FORM
I hereby declare that the Project work entitled RECRUITMENT AND
SELECTION PROCESS submitted by me for the Summer
Internship during the Post Graduate Diploma in Management
Program to Shri Ram Murti Smarak International Business School
is my own original work and has not been submitted earlier either to
SRMS IBS or to any other Institution for the fulfillment of the
requirement for any course of study. I also declare that no chapter of
this manuscript in whole or in part is lifted and incorporated in this
report from any earlier / other work done by me or others.
Place: Lucknow
Signature of the student
Ekta Chawla
Date: 10-July2015
Name of Student : Ekta Chawla
Address : 34 Km on NH-25, Lucknow-Kanpur Highway
Ashakhera, Unnao- 209 859, U.P.,
3. ACKNOWLEDGEMENTS
I take this opportunity to express my profound gratitude and deep
regards to the Director and faculties of SRMSIBS for their exemplary
guidance, monitoring and constant encouragement throughout the
course of PGDM. The blessing, help and guidance given by them, time
to time shall carry me a long way in the journey of life on which I am
about to embark.
I am also thankful and acknowledged to Mr.DAYAKANT VERMA-
HR HEAD for his cordial support, valuable information and guidance,
which helped me in completing this task through various stages.
I would also like to thank the staff members of Brindavan Agro
Industries (P) LTD, for the valuable information provided by them in
their respective fields. I am grateful for their cooperation during the
period of my project.
I would extend my heartfelt gratitude to my faculty mentor Prof. Dr.
Nidhi S. Bisht who guided me throughout the project and gave me
valuable suggestion, moral support and encouragement.
Lastly I thank almighty, my parents and my relatives for their constant
support.
5. EXECUTIVE SUMMARY
As a part of academic requirement and fulfilling my PGDM program, I
have been assigned to complete internship report on “Recruitment and
Selection process of Brindavan Agro Industries Pvt.Ltd. under the
guidance of Prof.Dr.Nidhi S.Bisht.
“Recruitment and Selection process” is a segment of human resource
process. I have undertaken the project of Human Resource to learn and
have a look on Recruitment and Selection program of a company. I
have divided this report in some sub segments. As a young intern in a
reputed Bottling Plant of Coca- Cola like “Brindavan Agro Industries
Pvt.Ltd” I have tried my best to go through their Recruitment and
Selection process within little tenure of 1.5 months.
The report starts with a general introduction “COCA-COLA” Then this
report proceeds onto the preliminary talk about “Brindavan Agro
Industries Pvt.Ltd.”. Brindavan Agro is one of the top bottling plants of
Coca-Cola in India.
At first I introduced with the birth & history of Coca- Cola then I
started its journey and principles of Coca- Cola in India. Then the
introduction of Brindavan Agro Industries Pvt.Ltd. I have shown its
vision & mission, HR policies as well as rules of the plant,
certifications, and CSR activities. Then the objectives, need, scope of
the studying Recruitment & Selection Process. Afterward here discuss
about “Brindavan Agro Industries Pvt.Ltd” different Division and
Department. Then the report proceeds with my main focus of the
report- Brindavan Agro’s Recruitment and Selection process”
describing the different steps of it.
The first part is manpower requisition and each department gives
requisition according to its HR planning to HR Department. After
getting approval from GM, advertisement is given internally within the
organization or in external media like naukri.com & private agencies.
6. Following steps are arranged: sorting suitable CVs, taking one or more
interviews, and finally background checks & enquiries. A detail
elaboration of selection of best candidate has been added in the project
part and the contribution of HR department for selecting the most
eligible employees for Brindavan Agro has been highlighted. In this
report, some other important topics of their HR division are also
discussed like HR hierarchy, the environment within the organization,
recruitment cycle, etc. After completion of this report it can easily say
that efficient, competent and active part in Recruitment and Selection
process take a plant to the peak of the success.
8. THE HISTORY OF RECRUITMNT AND SELECTION
Early History
The U.S. Army in World War practiced some early methods of
selection, using the IQ test to place recruits in specific positions. This
use of a standardized test to rank individuals became adopted by many
companies.
Legislative Effects
According to the Department of Labor, current interview practices
must be structured to respect these protected classes.
Modern Day Selection
Modern day selection techniques revolve around finding the applicant
most suitable for the position. Today for "Recruitment and Selection",
94 percent of companies use behavioral interviews to rank their
applicants. These questions select applicants with the best skills for the
position.
9. RECRUITMNT AND SELECTION PROCESS.
Recruitment
Recruitment refers to the process of attracting, screening, and selecting
qualified people for a job at an organization or firm. It is undertaken by
recruiters. It also may be undertaken by an employment agency or a member
of staff at the business or organization looking for recruits. Recruitment can
also refer to processes involved in choosing individuals for unpaid
positions, such as voluntary roles or training programmes.
Depending on the size and practices of the organization, recruitment
may be undertaken in-house by managers, human resource generalists
and/or recruitment specialists. Alternatively, parts of the process may
be undertaken by public-sector employment agencies, commercial
recruitment agencies, or specialist search consultancies.
The use of internet-based services and computer technologies to
support all aspects of recruitment activity and processes has become
widespread and has revolutionized recruitment activities ranging from
recruitment agencies sourcing candidates through online job boards
and social media, or human resource professionals using assessment or
job simulation programs as part of the selection process.
There are several pieces to the recruitment and selection process:
sourcing candidates, reviewing and tracking applicants, conducting
interviews and selection for employment.
10. Job analysis
The proper start to a recruitment effort is to perform a job analysis. Job
Analysis is the systematic process of collecting information that
identifies similarities and differences in the work.
Job description
This information is captured in a job description and provides the
recruitment effort with the boundaries and objectives of the search.
These job descriptions need to be reviewed or updated prior to a
recruitment effort to reflect present day requirements. Starting
recruitment with an accurate job analysis and job description insures
the recruitment effort starts off on a proper track for success. A job
description could be used as a job indicator for applicants for a job.
Job specification
A job specification goes beyond a mere description - in addition, it
highlights the mental and physical attributes required of the job holder.
For example, a job specification for a trainee manager's post in a retail
store included the following:
'Managers at all levels would be expected to show responsibility. The
company is looking for people who are tough and talented. They
should have a flair for business; know how to sell, and to work in a
team.'
Job analysis, description, and specification can provide useful
information to a business in addition to serving as recruitment
instruments. For example, staff appraisal is a means of monitoring staff
performance and is a feature of promotion in modern companies. In
some companies, for example, employees and their immediate line
managers discuss personal goals and targets for the coming time period
(e.g. the next six months). The appraisal will then involve a review of
performance during the previous six months, and setting new targets.
Job details can serve as a useful basis for establishing dialogue and
targets. Job descriptions can be used as reference points for arbitrating
in disputes as to 'who does what' in a business
11. Latest Trends in Recruitment
i. Outsourcing
The outsourcing firms help the organization by the initial
screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the
final selection by the organization. Outsourcing firms
develop their human resource pool by employing people
for them and make available personnel to various
companies as per their needs. in turn, the outsourcing
firms or the intermediaries charge the organizations for
their services.
ii. Poaching/Raiding
“Buying Talent” (rather than developing it) is the latest
mantra being followed by the organizations today.
Poaching means employing a competent and experienced
person already working with another reputed company in
the same or different industry; the organization might be
a competitor in the industry. A company can attract talent
12. from another firm by offering attractive pay packages
and other terms and conditions, better than the current
employer of the candidate. But it is seen as an unethical
practice and not openly talked about. It has become a
challenge for human resource managers to face and tackle
poaching, as it weakens the competitive strength of the
firm.
iii. E- Recruitment
Many big organizations use internet as a source of
recruitment. E- Recruitment is the use of technology to
assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers send
their applications or CV’s through e mail using the
internet. Alternatively job seekers place their CV’s in
worldwide web, which can be drawn by prospective
employees depending upon their requirements. Employees
well selected and well placed would not only contribute
to the efficient running of the organization but also offer
significant potential for future replacement.
13. SOURCES OF RECRUITMENT
A. Internal Sources
Best employees can be found within the organization. When a
vacancy arises in the organization, it may be given to an
employee who is already on the pay-roll. Internal sources
include promotion, transfer and in certain cases demotion.
When a higher post is given to a deserving employee, it
motivates all other employees of the organization to work hard.
The employees can be informed of such a vacancy by internal
advertisement.
The most common internal sources of internal recruitment are:
Inside Sources of Candidates
1
2 Notice boards
Personal recommendations
3 Company’s newsletters/magazines
Locating Inside Candidates
14. 1) Personal References-
The existing employees will probably know their friends or relatives or
colleagues who could successfully fill the vacancy. Approaching them
may be highly efficient method of recruitment but will almost certainly
offend other workers who would have wished to have been considered
for the job To keep employees satisfied make sure that potentially
suitable employees are informed of the vacancy so that they can apply.
Also anyone else who is likely to be interested is told about it as well
so that they can apply for the job.
2) Notice Boards –
This is the convenient and simple method of passing on important
messages to the existing staff. A job advertisement pinned to a notice
board will probably be seen and read by a sufficient number of
appropriate employees at little or no cost. However many of the staff
will probably not learn of the vacancy in this way either because the
notice board poorly located or is full of out dated notices that they
don’t bother to look at it, as they assume there is nothing new to find
out. A notice board must be ensured that it is well suited. Wherever it
is been placed it should be certain that it is seen by everyone. It means
there must be equal opportunity to see to it and this happens when they
kno0w that just important topical notices are on display. Attention
must be paid to the design and contents of the notice if it is to catch the
eye and make the employee read on and then want to apply for the job.
3) Newsletters –
Many companies regularly produce in-house newsletters, magazines or
journals for their staff to read. It is hoped that latest company news
sheet is read avidly by all staff thus ensuring that everyone is aware of
the job opportunity advertised in it. Unfortunately this is not always so,
because it is sometimes not circulated widely enough and employees
may find it boring and choose not to read it. Newsletter can be utilized
as the source of recruitment if it is convinced that everybody will see a
copy.
15. B. External Sources
All organizations have to use external sources for recruitment to
higher positions when existing employees are not suitable. More
persons are needed when expansions are undertaken. There are
many sources to choose from if you are seeking to recruit from
outside the company.
Outside Sources of Candidates
1
2
3
4
Advertising through
telivison,radio,etc.
Recruiting via the Internet
Employment Agencies
Outsourcing
5
6
7
Notices.
College/institutions Recruiting
Referrals
Locating Outside Candidates
Two or three points are discussed below:
1) Notices :
Displaying notices in and around business premises is a simple and
often overlooked method of advertising a job vacancy. They should be
16. seen by a large number of passerines, some actively looking for work.
It can also be inexpensive with a notice varying from a carefully hand
written post card up to a professionally produced poster. Pay attention
to the
appearance and contents of the notice if it is intended that it is applied
by the right people.
2) Employment Agencies/Job Centers:
Most large towns have a job center which offers employers a free
recruitment service, trying to match their vacancies to job seekers.
Staff will note information about a post and the types of person sought
and then advertise the vacancy of notice boards within their premises.
Job center employees can further help if requested to do so by issuing
and assessing application forms and thus weeding out those applicants
who are obviously unsuitable for the position. Short listed candidates
are then sent out for the employer to interview on his business
premises
Recruiting internally and externally
I. Internal Recruiting:
Recruiting from among the existing workforce offers many
advantages. Seeing your employees at work on a day-to-day basis will
enable you to evaluate their particular strengths and weakness
accurately and choose the most suitable person for the position. When
the company recruits from within the organization the employees will
feel important and highly valued since it appears that the organization
immediately turns to them whenever a vacancy occurs. Their work rate
and performance should improve as well as they will realize that
increasing job opportunities are available to them if they are
industrious and successful at their jobs. However any method has its
own merits and demerits.
17. Merits:
i. It improves the morale of the employees.
ii. The employee is in better position to evaluate those presently
employed than outside conditions.
iii. It promotes loyalty among the employees, for it gives them a
sense of job security and opportunities of advancement.
iv. These people are tired and can be relied upon.
Demerits:
i. It often leads to inbreeding and discourages new blood from
entering into an organization.
ii. There are possibilities that internal sources may “dry up” and it
may be difficult to find the requisite personnel from within an
organization.
iii. No innovations are made any new thinking so on new inputs
which is very much essential for the growth of the organization.
iv. Usually promotions are based on seniority so the danger is that
really capable hands may not be chosen.
II. External Recruitment
When a company is involved in large expansions and is more oriented
towards achieving high growth and high market share, with more focus
on quality of the product and high customer satisfaction then it is
inevitable for any organization to go for external recruiting. External
recruiting is nothing but recruiting the people in your organization
from outside the company. It will help the company to make best use
of other sources that are lying outside the organization like for example
campus recruits is an effective and efficient way of recruiting when a
18. company wants new minds that are more creative and go-getters for
any task. If a company wants to concentrate only on its core activities
and wants to relieve the burden of the task of recruitment then the
more feasible option would be third party recruiting or recruitment
process outsourcing RPO. The experienced persons but unemployed
can be recruited into the company which may reduce the training cost
if they are from same industry. Retired and experienced people can
yield more by enhancing their prior experience in new business
situations.
Merits:
i. New entrant to the labor force i.e., young mostly inexperienced
potential employee’s fresh graduates or postgraduates can be
taken and mould in accordance with company’s culture.
ii. External recruiting results in best selection from the large
sources.
iii. In the long run this source proves economical because potential
employees do not extra training.
iv. Many different ways of recruiting is available.
v. The excess applications generated for current requirement may
be utilized for future vacancies.
Demerits:
i. Extra time is required by the people to adjust themselves to the
present working situations.
ii. If the recruiting is done from large source then it will be more
time taking as the applications generated are more and short
listing becomes critical.
iii. Cost of recruiting will be comparatively more than internal
recruiting.
19. iv. Sometimes it creates employee dissatisfaction as there may be
mismatch between the employee expectation with the company
and the company’s expectation with the employee.
Before making a choice and making decisions as to which source
should be adopted for recruiting both the sources should be thoroughly
assessed and must be studied carefully the wide variety of individual
sources of recruitment that are available whether Internal or External.
The need for recruitment may arise either of
the following situations:
Vacancies due to transfer,
Promotion, retirement,
Termination,
Permanent disability, or
Death.
Creation of vacancies due to expansion, diversification, growth,
or job re-specification.
20. Selection
Employee Selection is the process of putting right men on right job. It
is a procedure of matching organizational requirements with the skills
and qualifications of people. By selecting right candidate for the
required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure.
But selection must be differentiated from recruitment,
though these are two phases of employment process. Recruitment is
considered to be a positive process as it motivates more of candidates
to apply for the job. It creates a pool of applicants. While selection is a
negative process as the inappropriate candidates are rejected here.
Recruitment precedes selection in staffing process. Selection involves
choosing the best candidate with best abilities, skills and knowledge
for the required job.
Those candidates who have been screened from the
Recruitment sources they are called for the Selection
process.
The selection process can be successful if the following
requirements are satisfied:
1. Someone should have the authority to select. This authority
comes from the employment requisition as developed by an
analysis of the work-load and work force.
2. There must be some standard of personnel with which a
prospective employee may be compared i.e., a comprehensive job
description and job specification should be available beforehand.
3. There must be sufficient number of applicants from whom the
required number of employees may be selected.
21. Step by Step
(Selection Process)
Step 7
Step 6
Step 5
Step 4
Step 3
Step 2
Step 1
Background checks
MedicalExamination
Selection Interview
Application Form
Screening Interview
Reception
SelectionTests (apptitude,personality,etc.)
Hiring Decisions Step 8
The employment selection process takes place in the
following order:
1. Reception:
Those candidates who are shortlisted from recruitment sources are
now told to wait at the reception area unless their names are not
called for the screening interview.
22. 2. Screening Interview:
It is used to eliminate those candidates who do not meet the eligibility
criteria laid down by the organization. The skills, academic and family
background, competencies and interests of the candidate are examined
during preliminary interview. Preliminary interviews are less
formalized and planned than the final interviews.
3. Application Form:
The candidates who clear the screening interview are required to fill
the application form. It contains data record of the candidates such as
details about age, qualifications, reason for leaving previous job,
experience, etc.
4. Selection Test:
Various organizations conduct tests during selection procedure like
aptitude test, intelligence test, reasoning test, personality test, etc.
These tests are used to objectively assess the potential candidate. They
should not be biased.
5. Selection Interviews:
Those candidates who are selected from the selection test they are
called for the selection interview. This interview includes some
comprehensive as well as technical questions.
6. Medical examination-
Medical tests are conducted to ensure physical fitness of the potential
employees. It decreases chances of employee absenteeism.
23. 7. Background Checks and Enquires:
The references given in the candidate’s application will be taken up
and a security check will be conducted. Security checks can take a
while if the candidate has lived abroad for any period of time.
8. Hiring Decision:
Those employees who get through successfully on all the steps of
selection are now eligible to receive an offer of employment. The
actual hiring decision should be made by the manager in the
department that had the position open. A reference check is made
about the candidate selected and then finally he is appointed by giving
a formal appointment letter.
25. OBJECTIVES
To understand the recruitment practices and selection criteria of
BAIPL.
To analyze the functioning of recruitment and selection of the
company.
To suggest measures to improve the recruitment and selection
process for improved effectiveness.
Source of Information:
i. Primary:
The primary information was collected through face to face interview,
observation, and by participation in the recruitment and selection
process.
ii. Secondary:
The secondary information was collected from website, magazines,
memorandum, books and some other relevant sources.
NEED OF THE STUDY
There is no doubt that the world of work is rapidly changing. As part
of an organization then, HRM must be equipped to deal with the
effects of the changing world of work. For them this means
understanding the implications of globalization, technology changes,
26. workforce diversity. Changing skill requirements, continuous
improvement initiatives contingent workforce, decentralized work sites
and employee involvement are the issue for confront. Now it is a big
challenge for the HRM to support the organization by providing the
best personnel for the suitable position in shortest possible time.
Starting with recognizing the vacancies and planning for them is a
great task. Moreover selecting attracting the suitable candidates and
selecting the best person in time is a challenge.
The cost of the recruitment is significant. So, proper planning and
formulate those plan is the task that require more focus and
improvement. Equal opportunity and sourcing is also a vital part.
Realizing this need we tried to find the difference and similarities
between theoretical aspects with the practical steps taken by the
company. We took an attempt to demonstrate the feature for the further
improvement.
SCOPE
The report deals with the recruitment and selection process in terms of
theoretical point of view and the practical use. The study will allow
learning about the recruitment and selection issues, importance, models
used to make it more efficient. The study will help to learn the
practical procedures followed by the organization. Moreover the study
will help to differentiate between the practice and the theories that
direct to realize how the organization can improve their recruitment
and selection process.
27. RESEARCH DESIGN
A research design is purely and simply the framework or plan for a
study that guides the collection and analysis of the data. The function
of research design is to ensure that the required data are collected
accurately and economically. The Research design used in the study
was EXPLORATORY RESEARCH.
Exploratory Research
Exploratory research is defined as the initial research into a
hypothetical or theoretical idea. This is where a researcher has an idea
or has observed something and seeks to understand more about it. An
exploratory research project is an attempt to lay the groundwork that
will lead to future studies, or to determine if what is being observed
might be explained by a currently existing theory.
29. COMPANY PROFILE
Birth of Refreshing Coca Cola
John Styth Pemberton first introduces the refreshing taste of coca
cola in Atlanta Georgia on May 8, 1886. Dr. John Styth stirred up
fragrant concocted colored syrup in the tree-legged brass kettle in his
backyard he first distributed the new product by carrying Coca Cola in
jug down the street to Jacob pharmacy for five cents. Consumer could
enjoy a glass of Coca Cola at soda fountain. Whether by design
accident carbonated was teamed with new syrup, producing a drink
was proclaimed –“DELICIOUS AND REFRESHING”.
Dr. Pemberton’s partner and book-keeper, Frank M.Robinson
suggested the name and penned Coca Cola. The trade mark “Coca
Cola” was registered with the US patent and trademark 1 Jan 1983
followed by “Coke” in 1945.
HISTORY OF COCA COLA
In 1886, A THREE LEGGED BRASS KETTLE IN John Styth
Pemberton’s
Backyard in Atlanta was brewing the first “P” of marketing legend.
Unaware, the pharmacist had given birth to the caramel-colored syrup,
which is now the chief ingredient of the world’s favorite drink.
The story of Coca Cola is the story of a drink and its charm with the
consumer.
30. Pemberton was the first person who manages to sell average nine
drinks in day to begin with, upping volumes as sales grew through a
shop called Jacob’s pharmacy. After that an Atlanta based druggist,
Candler brought Coca Cola for
$2300 in 1891.
The year after, along with four companions, he formed the Coca Cola
Company. With the initial stock $100, 000, Coca Cola was registered
at the US patent office in 1983, and begins selling at Soda Mountains
for five cents a glass as sort of therapeutic refreshment.
In 1894, it got into bottles, courtesy a candy merchant from
Mississippi. Five years later the drink was being bottle on a regular
basis, under a region wise franchising system. The unique taste of Cola
was an outstanding success.
GUIDING PRINCIPLES OF CCI
I.We will conduct ourselves and our business activities with the highest
standard of honesty, integrity and professionalism.
II.We will recognize the positive contribution that we make as
individuals and team member to produce our business success.
III.We will encourage a learning environment where people can constant
grow, develop and contribute.
IV.We will strive for excellence and seek continuous improvement in
everything.
31. V.We will respect all stakeholders, including employees, partners and
suppliers and instill with a passion to deliver the highest quality goods
and services.
VI.We will foster initiative and creativity by empowering individuals to
attain well defined objective.
CCI’s PUNCH LINES
1929- The pause that refreshes.
1936-It’s the refreshing thing to do.
1942-It’s the real thing.
1944-Global high sign.
1959-Be real refreshed.
1963-Things go better with Coke.
1969-It’s the real thing.
1971-I did like to buy the world a Coke.
1976-Coke adds life.
1982-Coke is it.
1986-Catch the wave.
1993-Always Coca-Cola.
1998-Eat music, sleep music and drink Coca-Cola.
1999-Jo chaho ho jaye Coca-Cola enjoy.
2000-I want Hrithik and I want Coke.
2001-Thanda matlab Coca-Cola.
2002- Enjoy Coca-Cola.
32. 2003-Piyo thanda jiyo thanda.
2004-Piyo sir uthake (Drink with pride)
2005-Make it real.
2006-The Coke side of life.
2009-Open happiness.
2015-Make it happy.
33. COKE IN INDIA
The Coke Company entered in India in the early 1950’s.It set up four
bottling plants at Mumbai, Calcutta, Kanpur and Delhi.
In 1950’s as there were negligible companies in Indian market
therefore Coca Cola didn’t face much competition and they were
accepted in Indian market more easily. All age groups accepted the
brand. By the end of 1977, Coca Cola had captured more than 45% of
the market share in India. Then Coke Cola left India following public
disputes over share holding structure and import permit. As per FERA
regulations the company was required to close operations by May 5,
1978. Yet strangely enough, the company’s operations come to end in
July 1977.
“Focus, focus, focus and steamroller ahead” with the classic coke
speak. Coca Cola re-entered into Indian marker after 17 years in 1993,
by striking a $40million deal with Parle. Coke launched its first plant
in Hathras near Agra on October 26. A strategic Alliance with Parle
exports gave the company instant ownership of the nation’s top brands
like Thums up, Limca and Maaza, access to Parle’s extensive 52 plants
bottling network and a base for rapid introduction of the company’s
international brands. This network of independently owned bottles in
India is largest soft drink bottling system.
Coke had launched 18 bottling plants of Coca Cola and Fanta in their
territories in 1994, and this continued through 1995 and 1996.Coca
Cola industry has the distribution of declaring break even in the first
year of operations, in 1994 then. Coke is bullish in India.The reason is
that it’s emerging market, which means, low consumption coupled
with big population number that adds up to potential demand.
34. Making a successful $3.6 million bid for being the official drink, at the
wills world cup cricket series is one part of the story. The other part is
the mega money coke is expected to put into its advertisement
(estimated at Rs.25 crores) which will dramatically increase its noise in
media.
35. SWOT ANALYSIS OF COCA COLA
Swot stands for strength for strength, weakness, opportunities and
threats. Swot analysis is an overall evaluation of a company current
state by looking at its strength, weakness, opportunities and threats.
Swot analysis is considered to be a source of information for strategic
planning which aims to develop full awareness of a company situation
that will help in strategic planning and decision making of the
company.
36. STRENGTH
i. Better distribution network - covers whole of the India.
ii. Brand recognition-brand image among customers.
iii. Brand equity- high equity in the market.
iv. Strong advertisement policy- Coca Cola Company has
endorsed with famous personalities like Amir Khan, Hrithik
Roshan, Salman Khan, Akshay Kumar, Priyanka Chopra,
Aishwarya Rai, Kareena Kapoor and many more. Last year the
brand brought in newcomers Alia Bhatt, Varun Dhawan, and
Siddharth Malhotra to promote its Rs.8 price point. Currently,
Deepika Padukone is the new face of Coca Cola, India.
v. Promotional schemes- to activate sales company is providing
Umbrellas, chairs, tables, racks, flanges, visicooler & glasses.
vi. Bottling plants -27 wholly-owned bottling operations
supplements by 17 franchisee-owned bottling operations and a
network of 29 contract-packers to manufacture a range of
products for the company.
vii. Extensive diversifies range of products.
37. WEAKNESSES
i. Weak and irregular supply.
ii. Irregular visit of Executives.
iii. Low product availablity.
OPPORTUNITIES
i. Greater opportunity in rural areas where coca cola can gain a
substantial base.
ii. 70% of total population lies in rural areas and market
penetration os soft drinks is only 12% hence there is greater
scope of increasing revenue of the Coca Cola Company.
38. iii. Opening new outleats in the areas where the coca cola’s share
id less.
iv. Company shouls offer schemes for long term profit to the
retailer so that they get involved in long term assocaition.
v. Covering graeter institutional areas as younger generation gets
much facination out of such beverages.
THREATS
i. Impulsive customesr’s buy whatever is in the offer,so company
has to give offers regularly.
ii. Health conscious people are boycotting soft drinks.
iii. Threats from competitors as they give offers at cheaper rates
than coca cola.
iv. Increasing competiton by local players.
41. BRINDAVAN AGRO INDUSTRY PVT.LTD.
Brindavan Agro Industries Pvt. Ltd is a renowned group and is the First
Bottler for Coca-Cola India since 24th Oct 1993 and with its continuous
efforts in 1994, it has been awarded as Best Bottler of Company for two
successive years. Thirst of Success has led this group to be the Best
Bottler in terms of Sales Growth in the years, 2003 and 2004
respectively. It took a long time and a lot of efforts to repeat the Golden
History, but with their zeal they stood runner up to The Best Bottler of
Year-2007 and in the Year 2009 they again become the Best Bottler of
the Year with 82% Growth in Physical case.
The bottling plant’s total plot area is 1, 18,700.00 sq.m situated in
Chhata about 35 km from Mathura. The production capacity of the plant
is 600 bottles per minute. Company deals with 100 to 150 vehicles for
distribution purpose per day.
The Crown of these achievements is to Mr. Gulab Chand Ladhani,
Managing Director and Chairman, Brindavan Agro Industries (P)
Ltd., one who has built the business from scratch to a Rs. 140 crores
operation.
In the year 2005 company entered into the field of Wind Power
Generation by putting up 2 Wind Mills of 600KW each in Karnataka
and later on 4 more Wind Mills of 800KW each were installed at
Karnataka and 2 wind mills at Jaiselmer (Rajasthan) and at present the
total installed capacity of wind Power Generation is 6 KW with
generation 110 Lac unit of Green power.
In the year 2008 the group has started construction of 141 Rooms Five
Star hotel under the brand name of Country Inn & Suites By Carlson
(one of the Brands of Carlson Hotels Worldwide, USA).
They reviewed the project at length in 2010. Keeping in view, the size
of the property and its grandeur, they decided to switch over to the brand
'RADISSON' which is an up market brand of Carlson Hotels
42. Worldwide. The Management o Carlson Hotels, USA agreed in
principal to this with certain changes in exterior & interior of Hotel
Building. Accordingly, they took up the restructuring of Front elevation
& Public area and interior of the hotel. Finally, the property got
operational on 1st April 2011 with the flagship of Radisson Hotel Agra.
At present the Hotel is doing well and has made his solid presence in the
market.
In 2012, Coca Cola had announced an investment of $5 billion in India
by 2020. The company has already invested around $2 billion in the
country between 1993 and 2011.The investments in the country are
being made to increase bottling lines, to add new bottling plants, and to
enhance back-end chain infrastructure as well as marketing.
Hence, In 2014 Brindavan Agro Industries (P) Ltd. has been awarded as
The Best Bottler of Company for making 1 crore 10 lakhs cases.
Mr. Ladhani is a visionary and a hardcore businessman who had
diversified his business group by entering other industries of business,
after the establishment of the Bottling Business. Mr. Ladhani has also
been charitable in discharging his services to the community and the
society in every possible way whether it is donations or community
services.
"The success of the group lies with the human resources who have
made commendable efforts in every situation and delivered the
desired results, thereby performing better and better over the
years."
43. VISION AND MISSION
“To become one of the fastest growing groups of India, pursuing
excellence in all spheres of achieving it. With ideal diversification and
innovation, the Group aims to become the most respectable, most
sought after group in India where employee’s visions are fulfilled and
planet is as significant as its profitability.”
SALES LAPPETS
To sale their products they started their sales lappets at:
I. Aligarh
II. Agra
III. Gwalior
IV. Etawaha
V. Hathras
VI. Mathura
VII. Firozabad
VIII. Menpuri
44. PRODUCTION OF FOLLOWING BRANDS OF COCA
COLA IN BRINDAVAN AGRO INDUSTRY
PVT.LTD.
i. COKE
ii. THUMS UP
iii. LIMCA
iv. SPRITE
v. FANTA
vi. KINLEY SODA
BREIF DESCRIPTIN ABOUT THE BRANDS:
COCA-COLA
The world’s favorite drink and most valuable brand coca-
cola has a truly remarkable heritage. From a humble
beginning in 1886 in India Coca-Cola was leading soft drink
till 1977 when government policy necessitated its departure.
Imagination of the building strong association with cricket.
Coca-Cola has been strongly associated with cricket
sponsoring the World Cup in 1996 and various other
tournament including Coca- Cola Cup in Sharjah.
Now also every brands of Coca-Cola is going on very well.
45. THUMS UP
Thums up is leading carbonated soft drink & most trusted
brand in India. Originally introduced in 1977, Thums up was
acquired by Coca- Cola Company in 1998 by Parle.
Thums up is known strongly, fizzy taste and its confident,
nature, and uniquely masculine attitude. This brand clearly
seeks to separate the men from boys.
LIMCA
Limca was introduced in 1971, has the original thirst choice
of millions of consumer for over 3 decades.
The brand has been displacing healthy volume growth year
on year and Limca continuous to be the leading flavor soft
drink in the country.
46. FANTA
Internationally Fanta, the orange drink of Coca-Cola
Company, is seen as one of the favorite drinks since
1940’s.Fanta entered the Indian Market in the year 1993.
Over the year’s Fanta occupied a strong market place and
identified as a “the fun catalyst” perceived as fun youth
brand. Fanta stands for its vibrant color tempting taste and
tingling bubbles that not just up loft, feeling but also helps
free. Thus encouraging one to indulge in the moment, this
positive image is associated with happy cheerful and special
time with friends.
SPRITE
Worldwide Sprite was launched in India in the year 1993 &
today it has grown to be one of the fastest growing soft drink
leading the clear lime category.
Today Sprite s perceived as a youth icon. Why? With a
strong appeal to the youth sprite for a straight forward and
honest attitude. It’s clear, crisp, refresh; hung taste
encourages the today’s youth to trust their instincts.
Influence them to be true to who are and to obey their thirst.
47. PACK SIZE AND EXPIRY OF BRANDS:
There are 2 kinds of bottles:
KINDS OF
BOTTLE
QUALITY PACK SIZE EXPIRY
RGB (Refilled
Glass Bottle).
GLASS 300 ML
250 ML
200 ML
6 Months
PET Bottle. PLASTIC 500ML
600 ML
1000 ML
1.5 LITRES
2 LITRES
3 months
SHIFTS:
Category Hours
A 7:00 AM - 3:00 PM
B 3:00 PM – 11:00 PM
C 11:00 PM – 7:00 AM
General 9:30 AM – 5:30 PM
48. SOFTWARE:
Every department mainly uses JAGUAR SOFTWARE but HR
Department use STAR LINK TIME OFFICE and POIS
PAYROLL.
I. Star Link Time Office Software-
This software is used to regulate and control the following
information regarding employees:
i. Attendance
ii. week offs
iii. shifts schedules (on daily/ monthly basis)
iv. Overtimes
v. Leaves
II. Pois Payroll-
In this, a transactions regarding employees and workers
payment is recorded.
49. SOME IMPORTANT HR RULES & POLICIES:
I. Working hours = 8 hours, an employee is not allowed to do
more than 1 hour overtime as per law.
II. Employee’s ID card:
Sample format:
III. Every employee shall keep his / her identity card while on duty.
In case of any loss or damage, employees are expected to report
and write an application for the same to HR department with an
COCA-COLA
Brindavan Agro Industries (P) Ltd.
E.Code
Name
Card no.
Designation
Bld.Group
Emrg.Cont.No.
Issued by
50. immediate effect, if lost Rs.100 for new ID card and if any
damage Rs.50 is chargeable.
IV. Every employee has to get their finger registered in the finger
machine, and then only ID card is given. On the basis of finger
machine, entry and exit of every employees are recorded on the
attendance register as well as in TIME OFFICE SOFTWARE.
The register is called MUSTER ROLL.
V. If an employee is working:
VI. An employee is allowed only twice a month to move outside
for some important work for that they are given Gate Pass
(GP), after working 6 hours.
VII. Some extra cards are issued to the visitors from outside
8 hrs Present
4 hrs Half day
Below 4 hrs Absent
RED Allowed in production as well as process area
means accessible everywhere.
BLUE Allowed In every area allowed except process
area.
WHITE Allowed only in accounts, transport and GM’s
office; not in plant.
51. VIII. Procedures for dealing with visitors to the Company
i. Employees who receive visitors will insist that they
wear visitors pass issued to them. Employees are
expected to attend to the visitors without making them
wait for a long time. It is advisable to receive visitors
normally with prior appointment.
ii. All visitors, be it customers, suppliers or any other
person should always be received with courtesy and
extended all possible hospitality.
iii. The employee concerned should receive visitors. In
his/her absence, another employee should deal with
the visitor from the department.
IX. Personal Files and Record:
i. All personal files will be prepared and stored in the HR
Department. These are kept confidential and cannot be
handed over to anybody, without written permission
from the HR Head.
ii. Any information pertaining to employees after their
joining will be constantly updated.
52. X. Housekeeping and Workplace Hygiene:
Company should maintain the highest standards of hygiene and
cleanliness in its premises. This is not possible without the active
involvement and cooperation of all employees. The following simple
rules will help us achieve this objective:
i. To enable ready access to information and documentation,
employees must sort their papers and put them into files and
folders. Unnecessary papers need to be shredded / disposed on
a daily basis. Please avoid printing out or photocopying what is
not necessary. “SAVE PAPER”.
ii. Please dispose coffee cups in the pantry and not in your
workstation bins since they stain the work place, smell and
more importantly run the risk of attracting rats, cockroaches,
etc. Employees’ cooperation is sought in the proper disposal of
wastes, garbage, and trash and also in maintaining hygiene in
the Pantry and Toilets.
iii. Employees should put away all their work papers at the end of
the day and leave behind a clean desk. This is in the interest of
security and cleanliness.
53. XI. Dress code:
i. Black pent
ii. Light red shirt with dark red strips with coca-cola logo
iii. Caps are also provided if needed.
iv. Formal shoes for employees and safety shoes for workers are
necessary.
All Employees are required to attend office in Formal attire on all
working days. However casual dresses (e.g. Jeans/T-shirts) may be
worn on weekends or holidays.
SAFETY & HEALTH MEASURES
The company provides all the safety equipments like gloves, disposal
caps, masks, etc. which are required by the workers who are working
in the process area or lab. Without helmet no one can enter in the plant.
If during work any employee or worker is injured or not well, it’s the
responsibility of HR department to take that person to the hospital
immediately, with that person HR Executive or Supervisor will go.
Every expense will be bear by the company only.
54. DATE OF GIVING SALARY & WAGES
1000 manpower
i. If below …………….7th
of every month.
ii. If above …………….between 7th
to 10th
of every month.
LEAVES
3 TYPES OF LEAVES:
i. Casual leave…..a leave which is given if an employee is having
any sudden urgent work or personal work like sister’s marriage,
children’s admission in school, parent teacher’s meeting, or
applying for passport, rassion card, court proceeding etc.
ii. Sick leave……..a leave which is given when a person is not
well.
iii. Earn leave……..a leave that a person actually earns after
working 20 days in a month.
RULES OF GIVING THESE LEAVES:
i. Casual leave……………………...7 days leave in 1 year.
55. ii. Sick leave…………………………10 days leave in 1 year.(if
leave exceed 3 days then medical is mandatory)
iii. Earn leave………………………..after working 20 days in 1
month, 1 earn leave is given.(EL= No. of working Days in
month /20 )
At the end of the year (If in case):
i. CL or SL is remaining then those holidays will be lapse.
ii. EL is remaining then those holidays will be carried forward to
the next year.
These all records are maintained in LEAVE REGISTER as well as in
TIME OFFICE SOFTWARE.
EMPLOYEE PROVIDENT FUND
Employee Provident Fund EPF is an employee benefit scheme
generally prescribed by a statutory body of the government which
provides facilities to the employees of an organization with regard to
medical assistance, retirement, education of children, insurance support
and housing. In India, the Employees’ Provident Fund Organization
(EPFO), which works under the Ministry of Labour and Employment,
has the authority to mandate policies on EPF, pension and insurance
schemes.
56. Here, if a person has salary:
i. Above Rs.15000…………it depends on the employer he wants
to cut PF or not.
ii. Below Rs.15000…………then the employer’s & employee’s
both contribution is must .(Only 12% contribution on basic or
as per company policy )
As per law the employee blow the ceiling limit, he must fill the EPF
Form.
GRATUITY
Gratuity is a part of salary that is received by an employee from his/her
employer in gratitude for the services offered by the employee in the
company. Gratuity is a defined benefit plan and is one of the many
retirement benefits offered by the employer to the employee upon
leaving his job. An employee may leave his job for various reasons,
such as - retirement/superannuation, for a better job elsewhere, on
being retrenched or by way of voluntary retirement.
Here that employee who has completed his/her 5 years in the company
enjoys the benefits of gratuity. For that an employee has to fill a
Gratuity Nomination form (as per law).
57. INCENTIVES
A monetary gift provided to an employee based on performance, which
is thought of as one way to entice the employee to continue delivering
positive results. Incentive pay may come in the form of bonus, profit-
sharing, or commission
Here incentives are given every month to encourage employees as well
as workers working efficiency and are given in terms of cash. Every
worker gets incentives between Rs 1000-Rs 2000.
Certain Forms in the company related to HR are
prescribed under Labour Laws and it varies from state
to state like:
FORMS DESCRIPTION OF THE
FORM
2 P Provident fund nominations
10 Salary and Wages
11 Shifts
12 Attendance
14 Leaves
F Gratuity nominations
58. CERTIFIACTIONS:
Brindavan Agro Industries Pvt.Ltd. is honored with various renowned
certificates like:
ISO
International Organization for Standardization is a non-profit, non-
government organization, develop for product and services. These
standards are accepted worldwide as the method to ensure that
products and services are safe, reliable and if good quality.
Brindavan Agro is certified with 2 standards of ISO:
ISO 9001-2008 - Quality management.
ISO 14001-2004-Environmental management.
FSSC 22000-2011
The FSSC 22000 Food Safety Management System provides a
framework for effectively managing your organization’s food safety
responsibilities.FSSC 22000 is fully recognized by the Global Food
Safety Initiative (GFSI) and is based on existing ISO Standards. It
demonstrates your company has a robust Food Safety Management
System in place that meets the requirements of your customers and
consumers.
59. OHSAS 18001:2007
OHSAS 18001 is an Occupational Health and Safety Assessment
Series for health and safety management system. It is intended to help
organizations to control occupational health and safety risks.
SGP AUDIT
Supplier Guiding Principles communicate our values and
expectations of suppliers and emphasize the importance of responsible
workplace practices that respect human rights and comply, at as
minimum, with applicable environmental and local labor laws and core
international conventions. The Supplier Guiding Principles reflects our
commitment to respect our commitment to respect human rights across
our business system and global supply chain.
GAO Quality Audit
Global Audit Organization Certificate fulfills that a company
is maintaining quality audit properly.
60. AWARDS
i. Best Bottler of the yaear-1994, 2002, 2004,
2009& 2014.
ii. Excellence in production-
Big Bang Award 2003,
Maxima-Minima Award 2003,
GATI Award 2012
iii.Lakshya Award H1 2009 & H1 2012.
iv.Quality Excellent Award in 2009.
v. Nominated for Group President’s Sustainability
Award for 2011-2012 and 2012-2013[Stood 4th
Position in Eurasia Group.]
61. CSR ACTIVITIES:
Corporate Social Responsibility is a management concept whereby
companies integrate social and environmental concerns in their
business operations and interactions with their stakeholders. CSR is
generally understood as being the way through which a company
achieves a balance of economic, environmental and social imperatives
(“Triple-Bottom-Line- Approach”), while at the same time addressing
the expectations of shareholders and stakeholders. In this sense it is
important to draw a distinction between CSR, which can be a strategic
business management concept, and charity, sponsorships or
philanthropy. Even though the latter can also make a valuable
contribution to poverty reduction, will directly enhance the reputation
of a company and strengthen its brand, the concept of CSR clearly
goes beyond that.
i. Here lot of world days are celebrated like:
World water day.
World Safety Day
62. World Environment Day
Women’s Day
On every world day, a poster competition is organized by the company
from labor to employees, employees to top managements participates.
And whoever wins they get prizes.
ii. Blood donation camp is organized.
iii. Medical checkup camp for every person in the company.
iv. On world environment day, every employee as well as worker
plant tress.
v. Brindavan AGRO SUPPORTS MY SCHOOL CAMPAIGN in
which basic amenities like toilets, access to water, sports
infrastructure ,chair, fans, table etcs. are provided to the school.
vi. Creating rain water harvesting facilities at school levels.
vii. 2 big villages are adopted by Brindavan agro for the welfare
basis.
63. viii. Brindavan agro members are educating women of the
villages.
ix. Visitors are also treated very well with good refreshments, free
visiting in plant conveying knowledge.
64. HUMAN RESOURCE DIVISION
HR is a key to ensuring:
An Organization, that provides a competitive
advantage by being simple, aligned and efficient.
A Culture centered on the employee and
characterized by diversity, generosity and an
international mindset.
Leaders, Who have a passion for business, excel at
empowering people and never compromise on ethical
standards.
.
People, Who perform at the peak of their ability
because they feel a sense of mission,
accomplishment and growth.
65. ORGANIZATIONAL STRUCTURE OF BRINDAVAN
AGRO INDUSTRY PVT.LTD.
SO Incharge Executive Electricia
n
Fitter Operator
Supervisor Foreman Jnr.
Executive
Operator
General Manager
HR
Mngr
Finance
Mngr
Admin.
Mngr
Prod.
Mngr
Quality
Mngr
Electrical
Mngr
Maintenance
Mngr
Store&
Purchase
Mngr
Shippi
ng
Mngr
Snr.
Executive
Acct.
Officer
Snr.
Executiv
e
Snr.
Engg.
Deputy
manager
Snr.
Engg.
Snr. Engg. Incharge Deputy
manager
Executi
ve
Executi
ve
Executiv
e
Engg. Asst.
Manager
Engg. Engg. Purchase
r
Supervis
or
Supervi
sor
Cashier CSO Superviso
r
Snr.
Executi
ve
Jnr.
Engg.
Operator Keeper Incharge
67. RECRUITMENT AND SELECTION AT BRINDAN
AGRO INDUSTRIES PVT.LTD.
As we know recruitment refers to the process of finding possible
candidates for the job or function, usually undertaken by recruiters. It
also may be undertaken by the employment agency or a member of
staff at the business or organization looking for recruits. And Selection
is a process by which candidates employment are divided in to two
classes those who will be offered employment and those who will not.
There is a general process of recruitment and selection that companies
follow. Recruitment and selection process varies from companies to
companies, country to country.
In Brindavan agro industries Pvt. ltd. recruitment and selection is done by
a specific process and which is very much modern. It starts with the
manpower planning and ends with appointment and after that they arrange
training and development program for the employees to develop their skill
and be able to understand the working environment. In true sense they
follow a developed recruitment process for selecting right people in right
place.
Role of HR in Recruitment and Selection process starts now:
In Recruitment and Selection process the main role is played by HR
Division. The process starts with manpower requisition and end with
appointment. When there is a need of manpower, the required
departments send the manpower requisition to HR consist the approval
of GM. Then HR starts the process. The process include some step or
task that done by a sequential order. First step is manpower
requisition. It comes from the division who has vacancies. It can be
replacement or for the new candidates. In the second step the
requisition comes to HR department. Then the third step starts, HR
give advertisement for the job. After collecting CVs HR starts sorting
suitable CVs for that post. After sorting of CV the forth step starts.
The candidate has to face interview, sometimes they have to face two
interviews. After interview a candidate is selected by the interviewers.
Then comes reference check step. It is the fifth step. Lastly in sixth
68. step selected candidates fill up joining forms and then he/she gets the
appointment letter.
This is the procedure that HR follow to recruit people. Here the
recruitment and selection is totally control by HR Division. HR
Division makes the policy for recruitment and selection and also takes
decision sometimes that a department required manpower. When the
requisition comes HR starts the process. HR also supervise that
Recruitment and Selection are not simply mechanisms for filling
vacancies rather they are viewed as the key factor for suitable
placements.
For a better recruitment and selection process HR arrange some work
like:
- collecting suitable and better CVs.
- arranging interviews.
- Background checks and enquiries.
- Appointment letter
Basic Rule of Recruitment in Brindavan Agro
For recruitment Coca-Cola HR follow some rules. These rules are set up
by HR for the better of recruitment. The rules are:
i. Here Recruitment is to hire the right kind of people at the right
place selecting them through an effective process from the pool of
candidates in the job .market. Effective recruitment shall ensure
competency and high quality performance of the whole
organization.
ii. Recruitment does not allow any favor or preferential treatment to
anyone.
iii. No one who is minor (below 18 years) can be hired as an
employee on regular, contract or temporary status.
iv. Under no circumstances a regular or contract employee of any
other organization is allowed to undertake regular or long-term
employment.
69. Recruitment & Selection Process at BRINDAVAN
AGRO
The Process of recruitment and selection consist of number of
sequential steps. The following picture can show the process very
clearly:
Human Resource planning
Manpower
Requisition
Joining
Collecting CVs from
sources:
Referrals
Internet
Advertisements
Private agencies Offer letter &
Acceptance
Sorting CVs
that are
suitable for the
job.
Background
Checks &
Enquiries.
Interviews
Final Selection
&
Salary
Negotiation
70. Recruitment and Selection are not simply mechanisms for filling
vacancies rather they are viewed as the key factor for suitable
placements. With a view towards placing the right person at the
position, in Brindavan agro following procedures in Recruitment and
Selection will be practiced:
I. Manpower Planning:
Based on the HR Planning respective Division/Department Head will
inform HR on personnel requirement through Manpower Requisition
form, after obtaining necessary approvals from the General Manager.
Employment Requisition Form must contain a JTOR (Job Terms of
Reference), comprising Job Description and Job Specifications /
Requirements of the position.
If there is need of manpower in any division they will submit that in
written form and on the basis of such requirement HR Division will
prepare the upcoming recruitment plan of each Division/Department.
Manpower may be needed within 2 days, 10 days and so on.
Requisition form contain some information like
Name of the position
Status of the employment (replacement/fresher)
Job description
Job specification
Approval of the GM
When the approval comes to HR, the process begins by collecting
suitable candidates from sources it can be replacement or for the new
candidates.
First and foremost step of recruitment is collecting CVs from sources.
The sources mainly used here are:
Internal References
Data Bank
Internet job site is used i.e., Naukri.com
Advertisements
Private agencies.
71. Here, there are three kinds of candidates they are:
a. Skilled- candidates having knowledge and qualifications.
b. Semi-skilled- candidates having knowledge but qualifications
at least 10th
pass.
c. Unskilled- candidates with no knowledge, no qualifications
Sources:
i. Referral Basis, Here first and most often preference source
used is candidates are taken on referral basis because mostly
unskilled and semi-skilled people are required if existing
employees know their friends or relatives or colleagues who
could successfully fill the vacancy so they are first to be
approached.
And if requirement is of skilled candidates (knowledge and
qualifications both) then external sources are used mean
collecting CVs from outside. When there is a need to fill the
senior position like Managers, Senior Managers and Above
Positions in that case General Manager’s approval is necessary.
All candidates who are coming on referral basis will have to go
through with the same overall processes which are meant for
others too.
The most imperative thing, there is no guarantee that the
candidates who are coming on referral basis they will be
selected, if they are eligible for the respective post then only
they will be selected.
ii. Naukri.com, now a day every company has a tie-up with some
of the well known websites and they collect CVs by those
websites. Ever there is lots of job website and company can
72. send advertisement over there. Generally Brindavan Agro gives
advertisement in www.naukri.com. The interested candidates
whose profiles match with the requirements can apply for job
over the net.
iii. Data Bank, some companies has their own data bank. In this
bank HR keeps the CVs of those candidates who were not
selected and were good .Whenever there is a need of
manpower,HR will make a call to confirm if they are still
interested in doing job in our company ,if anyone is interested
will be called and with basic introduction will be hired.
iv. Advertisement is a well known and worldwide accepted source
of recruitment. Like other company Brindavan Agro also has a
career website from where applicants can fill up an application
forms. When the job requirement is matched with the
applicant’s CV then HR selects these applications for
recruitment.
As the recruitment sources are decided HR starts sorting suitable CVs
job description for that post. The candidates whoever are suitable are
called for the further Selection process.
II. Pool Decision:
After sorting CVs, candidates are called in the plant only for
the further process. They are told to fill the application form
and submit it in the reception area. It contains data record of the
candidates such as details about age, qualifications, reason for
leaving previous job, experience, etc. They wait in the waiting
room unless they are not called.
73. III. Interview
Basically for the unskilled or semi-skilled candidate’s interview
– HR and Consultant department takes the interview and for the
skilled candidate with HR and Consultant department, GM also
takes the interview.
Interview includes two parts:
Comprehensive interview-
Ist part of interview is comprehensive interview which is
handled by HR Department when a candidate come for the
interview first of all he is called in HR Department. The HR
Head asks his/her Basic introduction, work efficiency and
knowledge If HR is not satisfied they won’t move on the IInd
part of the interview, as question round is over they will say
simply THANK YOU and the next candidate is called and if
they are impressed with the candidate they will move to IInd
part of the interview.
Technical Questioning Round-
Moving on to 2nd
part of interview from here the candidate who
is selected in 1st
round will be taken to respective consultant
department where there is vacancy. The technical round will
handled by the respective consultant department, that the
candidate will be asked technical questions. Questions may
focus on his/her previous work or on real/hypothetical technical
problems. It seen that the candidate proves himself/herself but
also they admit to what they don’t know.
74. Final Selection & Salary Negotiation-
And if a candidate is selected in 2nd
round also then the 3rd part
is salary negotiation which is totally handled by HR Division in
which questions regarding how much salary he/she was getting
in previous company? On the basis of the previous salary and
his/her work experience, the salary is decided.
This time HR discuss about few things like:
salary,
location
post
In Brindavan Agro, if the interview is for skilled candidates or
fresher, is evaluated on the basis of RATING SCALE METHOD.
In RATING SCALE METHOD, the HODs rate the employee’s
interview performance itself on a labeled numeric measuring
scale. Rating scales are perhaps the most commonly used
method of evaluating an employee’s interview performance. On
the basis of this scale a candidate is judged whether he/she is
eligible or suitable to fill the vacancy.
But before we use a rating scale to rate an employee’s
interview, we need to:
Identify that on what parameters the interview will be
evaluated.
75. In Brindavan Agro, on the basis of the 12 parameters a
candidate is evaluated.
Personality- General Behavior & manners evidencing
grooming & a balance mental maturity.
Intelligence- Mental alertness & capability, clarity of
thought.
Job knowledge- Conceptual understanding of job.
Experience- Quality & quantity of know how & skills
as evidenced from past achievements.
Communication- Ability to convey ideas to others in
writing & orally.
Attitude- Positive mental outlook & disposition in
relating to people & ideas.
Initiative- Ability to pursue goals on won accord.
Analytical ability- Ability to identify & evaluate all
possible options.
Leadership- Ability to provide direction & persuade
others to enthusiastically follow.
Achievement orientation- Motivation for
accomplishment.
Job fit- Suitable to occupy the current job.
76. The HODs develop the rating scale itself (design a rating scale
for job interview basis evaluation)
Rating scale is design in 5-point scale:
1= Excellent means exceeds requirements for the job
vacancy.
2= Good means meets all requirements.
3= Average means meets most requirements.
4= Below Average means meets some requirements.
5= Poor means does not meet any requirements.
Final Approval
Like the requisition for appointing candidate, the approval of GM is
needed. This time HR sends the approval to GM. that these candidates
are selected in interview for this position and they are going to appoint
these candidates for the post.
Reference Checks
When a candidate is selected for the job, his or her given reference has
been checked by HR. Reference check may be conducted by HR
Division upon acceptance of offer. Subject to satisfactory response
joining will be accepted.
77. Offer Letter & Acceptance
At last after reference is checked, the offer letter for the candidate has
been issued. After that the candidate gets the call that he or she has
been appointed and he or she has to collect the letter from HR.
But sometimes situation arises when a candidate does not come to
collect offer leter, may be he got much better offers from other job or
whatever reasons. Then HR makes a confirmation call that he/she will
join or not and gives time limit to that candidate that up to this day or
date he/she must give his/her confirmation.
If a candidate confirms that he/she is not joining, another candidate is
selected who was kept on hold or standby means at the time of
interview a backup is also made. With the final selected candidate a
secondary candidate is also selected, if in case that selected candidate
will not join due to whatever reason the candidate who was kept on
hold or standby will be selected. The HR calls the secondary candidate,
basic introduction will be there and offer letter will be issued to
him/her.
Joining
The joining also has some procedure. In time of joining at first the
candidates have accept the offer letter by signing it.
When all this formalities are over the candidate will become one of the
members of Coca-Cola. He join the company and induction starts,
where HR Executive explains him the rules & regulation of the
company his/her duty hours, how many leaves are allowed, profession
timing, etc. Then the HR Executive takes the new employee to the
consultant department, that department manager or executive explains
him/her about the job he/she’ll be doing.
78. Recruitment Cycle
Human Resources Division will take minimum 2 Days & maximum 15
Days to complete a recruitment process.
Recruitment of Contractual & Others
This policy governs the appointment of individuals on Contract/Causal
basis and through Third Party service providers. Prior to process the
employment on the above category, the Division/ Department
concerned must obtain approval from the General Manager. The
manpower requisition must contain the job specification with
justification of the need along with the period.
Contract Appointment
i. Jobs which are temporary in nature and is likely to be for a
limited period or need is for a long term but cannot be hired on
a permanent basis due to headcount restrictions. The period of
appointment will be of 1 (one) year to maximum 3 (three) years
or it depends on the contractor.
ii. Standard terms and conditions similar to permanent employee
especially adherence of code of business ethics, confidentiality
and full time engagement clauses must be included.
iii. On no conditions or situations a contract employee is made
permanent.
iv. A contract employee will be entitled to get salary, wages,
benefit as per UP minimum wages act. by their contractor only.
79. v. A contract employee’s personal files related to salary, wages,
etc are maintained by HR.
Casual Appointment
i. Jobs that are totally causal in nature and are required for a short
period (maximum 1 year) to cater the additional influx of work
or emergency exigencies or filling up a permanent position that
is temporarily vacant.
ii. Casual appointment should be for a fixed period or until the
completion of the special job/project and cannot be for long
periods. Employing divisions/ department must obtain approval
from the Division/ Department Head justifying the need,
specifying the number of personnel and the required
background. HR will process the hiring.
iii. No written contract is required. Appointment will be on a daily
worked basis.
iv. The HR Executive will do the necessary arrangements for
recruitment and appointment of Casuals keeping HR &
Administration informed.
v. Casual employee will not be eligible for any other standard
benefits of the company and the payments can be on a
daily/weekly/monthly basis.
Recruitment for Fresher
For a fresher, a profession period is 1 year. The candidates have to face
the interview and if they get selected then they will be directly hired as
fresher
81. Findings
Brindavan Agro Industries Pvt.Ltd.
Recruitment:
1. Brindavan Agro Industries Pvt. Ltd. mainly emphasizes on
internal and external sources for recruitment. For the
recruitment process Brindavan Agro mainly focuses on referral
basis, naukri.com, data bank as well as advertisements.
IJPs:
Internally the organization discloses the positions of the job and
announces it to all current employees as IJPs. Nature of the
position and the qualification needs for the job is described in
the announcement so that the interested candidates can apply.
Or sometimes informal communication among the managers
also leads the discovery for the best candidates who are
working in the other department of the firm.
But the process is same for every applicant.
Referral Programme:
All candidates who are coming on referral basis have to face
the same overall processes which are meant for others too. The
most imperative thing, there is no guarantee that the candidates
who are coming on referral basis will be selected.
The employee who gives the reference of any candidate is not
entitled to get any benefit like bonus or something.
82. Naukri.com :
Brindavan Agro gives advertisements in www.naukri.com. The
interested candidates whose profiles match with the
requirements can apply for job.
Data Bank:
In this bank HR keeps the CVs of those candidates who were
not selected and were good .Whenever there is a need of
manpower,HR will make a call to confirm if they are still
interested in doing job in our company ,if anyone is interested
will be called and with basic introduction will be hired.
Advertisements:
Brindavan Agro also has a career website from where
applicants can fill up an application forms. When the job
requirement is matched with the applicant’s CV then HR
selects these applications for recruitment.
2. Based on employee skills, educational background, experience
of work; employee can be recruited in the organization.
3. Fresher/Interns/Trainees are recruited based on their
performance. It depends upon the vacancy.
83. Selection:
1. Brindavan Agro has a structured and standard selection
process. This is strictly followed by the selection board that is
empowered by the organization.
2. After sorting CVs, the selection process is done by the
selection criteria.
The selection process takes place in the following order:
After sorting CVs, candidates are called in the plant
only for the further process. They are told to fill the
application form and submit it in the reception area and
are told to wait at the reception.
The candidates are called for the interview. This
interview includes some comprehensive as well as
technical questions. The HR Head asks his/her Basic
introduction, work efficiency and knowledge If HR is
satisfied then only they’ll move towards the IInd part of
the interview. The technical round is handled by the
respective consultant department, that the candidate will
be asked technical questions. Questions focus on his/her
previous work or on real/hypothetical situation
The interviews are evaluated on the basis of RATING
SCALE METHOD. On the basis of this scale a
candidate is judged whether he/she is eligible or suitable
to fill the vacancy. Identify that on what parameters the
interview will be evaluated. The parameters are:
84. Personality, Intelligence, Job knowledge, Experience,
Communication, Attitude, Initiative, Analytical ability,
Leadership, Achievement orientation, Job fit.
Rating scale is design in 5-point scale.
And if a candidate is selected. This time HR discuss
about few things like: salary, location as well as post. In
this, questions regarding how much salary he/she was
getting in previous company? On the basis of the
previous salary and his/her work experience, the salary
is decided.
3. Once the recruitment and selection process is done. Offer letter
are rolled out only after reference checks are being done.
4. Contractual as well as casual employees are hired.
86. Limitations
Every project has limitations and it is wise to point them out instead of
glossing over them, this project also has some limitations:
The main limitation of the study is the collection of information
because most of the information was confidential so they don’t
want to disclose the information.
Information took much time to get collected as there were no
records related to project title.
Time was a constraint, as I was given only 45 days to
understand overall recruitment & selection process of the
company, so it was not possible to have in-depth knowledge of
the same.
Due to time constraint the study is restricted only to limited
respondents.
88. Conclusion
Recruitment is an important issue for any organization. Recruitment
and selection allows an organization to assess the vacancy and choose
the best personnel who will lead the organization in future. So the
organization should give more emphasize on selecting a person. A
person who can carry forward the organization in terms of
development, values and ethics. Mainly the precious resource for any
organization is their knowledge based efficient workers. The
organizations should more cautious on this issue to ensure the ethics.
From the above discussion we can easily understand that Brindavan Agro
Pvt.Ltd is one of the top bottling plants of Coca-Cola in India. It covers
the whole India by its network. There are many product and services of
Brindavan Agro is available in Market. At this moment the Plant is in
growing position. But the strategies of the plant will make the plant
“number one” Bottling plant of India.
So we can easily find out the Human resource practice, recruitment and
selection process, employee satisfaction and relations at Brindavan Agro
is a developed and effective one. For making the process more effective
Brindavan Agro should analyze the recruitment and selection process of
other Bottling Plants of home and abroad. That can make Brindavan Agro
perfect in recruiting people and the plant will get efficient professionals as
well as workers which will increase the productivity as well as revenue.
The most important key source factor of Brindavan Agro Pvt.Ltd. is its
efficient human resource. Moreover, its decisions are based on facts from
market research and coverage survey. The company also monitors it's
competitor's activities and is proactive in marketing decisions.
90. Recommendations
i. Recruitment Software:
Successful employment planning is designed to identify an
organization human resources need. Brindavan Agro can use
Human Resource Planning software to simplify the processes;
which type of qualified employees they have; forecast future
requirement of qualified employees.
ii. Emphasizing on internal candidates and grooming them:
Most of the time, Brindavan Agro filled the vacant positions from
outside. But they can fill these by IJPs form time to time. They rely
majorly on referral basis for recruiting purpose. They must attempt
to develop their internal employees for higher positions.
iii. Intensive and thorough background investigation:
HR department should undertake a background investigation of
applicants who appear to offer potential as employees. They should
verify an individual legal status to previous work through checking
credit reference, criminal records and so on.
iv. Policies sync between Letter and Spirit :
HR Department should try to implement their policies with full
spirit. It should not only be on paper.
Often happens, on one hand policies are made but employees are
unaware. They don’t know what are the policies or why these
policies been made, etc.
91. On the other hand, if policies are made and everyone is aware, just
for sake of formality that should not be implemented,
implementation should be with full spirit, zeal and enthusiasm.
v. Proper scheduling of interviews:
Candidates who are coming for the interviews should not wait in
the waiting room for too long.Prpoer scheduling for interviews
should be done.
93. Bibliography:
1. Human Resource Management college
slide Human Resource Planning by
Dr.Nidhi S.Bisht
2. www.coca-cola.com
3. Company Magazines
4. Sustainability (CSR) Report of Brindavan
Agro Industries Pvt.Ltd.
95. SAMPLE OF APPLICATION FORM OF COCA-COLA
APPLICATION FORM
Application For The Post Of:
Name:…………………………………………………………….
Date of Birth (Enclose Proof): ……/……/……. Age: yrs…….…
Contact Number:
Present Address: ………………………………………………….
…………………………………………………………………….
………………….Phn.No………………………………………….
Permanent Address : …………………………………….
…………………………………….
……………..Phn. No……………...............
Father’s/Husband’s Name :……………………………………….
Father’s/Husband’s Profession :………………………………………..
Emergency Contact Number :………………………………………..
Marital Status :Married/Single No. of children& Age
Date of Marriage : Blood Group: ……………
Pan Card No. :……………. Driving License No…………….
Family Details:
S.No Name D.O.B. Relation With
Employee
Education Qualifications(Increasing Order):
Examination Passed Name of
Institute/University
Year of Passing Class/Rank obtained
(Enclose Certificate copies in support of the qualifications mentioned above)
96. Any Certificate Course :…………………………………………....
:……………………………………………
Total Experience : Years Months
Experience Details(Starting from Present) :
Organizations
Served.
Position
Held
Reporting
to
Serving
Period
Duties
Performed
Reason
for
Leaving
(Enclose proof in support of above experience)
REFEREES
Give names, address and contact numbers of three persons known to you for the last past
years.
S.No. Name Address Contact number
All the particulars mentioned above are true and best of my knowledge and the copies of
certificates enclosed are genuine.
Place:
(Signature of Applicant)
Date:
97. The Coca-Cola Interview Evaluation sheet is
given below:
Interview Evaluation Sheet
S.No. Criteria 1 2 3 4 5 Remarks
1 Personality
2 Intelligence
3 Education
4 Job knowledge
5 Experience
6 Communication
7 Attitude
8 Initiative
9 Analytical Ability
10 Leadership
11 Achievement Orientation
12 Job Fit
Overall Assessment
Name of candidate: Position:
Date of interview: Interviewed by:
98. 1=Excellent 2= Good 3= Average 4= Below
Average
5= Poor
Exceeds
Requirement
Meets all
Requirements
Meets most
Requirements
Meets some
Requirements
Does not meet
any
Requirements
Decision: Selected Rejected Wait Listed
Reasons:
HOD Signature G.M.Plant Signature
Present Salary:
Salary Offered:
Joining Time:
Remarks
