priya project report ppt (2)

8/4/2019 Priya Project Report Ppt (2)

1/30

PROJECT REPORT

ON

RECRUITMENT: THE POWER OF MANPOWER

PLANNING

UNDER GUIDANCE OF: SUBMITTED BY:Mrs. Abhiruchi Pandey Richa Shukla

Faculty of Management Department MBA (IIIrd Semester)

S.R.M.C.E.M. HR

Lucknow Roll no.: 1012270126

Session: 2010-12


2/30

COMPANYPROFILE:MISSION:

To serves as the standard against whichthey weigh their actions and decisions.

To refresh the world...

To inspire moments of optimism andhappiness...

To create value and make a difference.


3/30

VISION:

Vision serves as the framework of their Roadmap

and guides every aspect of business by describingwhat need to accomplish in order to continue

achieving sustainable, quality growth.


4/30

COMPANY PROFILE

Coca-Cola is a carbonated soft drink sold in stores,restaurants, and vending machines in more than200 countries

It has being the world's no.1 non alcoholicbeverage company. The Coca-Cola Company(TCCC) owns four of the top five soft-drink brands(Coca-Cola, Diet Coke, Fanta, and Sprite). Its otherbrands include Minute Maid, Powerade, and Dasani

water.


5/30

OBJECTIVES OF COMPANY

FOCUS ON THE MARKET:

Focus on needs of our consumers, customers and

franchise partners. Get out into the market and listen, observe and

learn.

Possess a world view.

Focus on execution in the marketplace every day.Be insatiably curious


6/30

HISTORY: was firstly produce by Dr. John Stith

Pemberton in Atlanta, Georgia on May 8,1886.

Trademark of -Frank M. Robinson

1892,Georgia corporation named the Coca cola

company1893, Coca-cola was registered in U.S. Patent

Office.

Coca-Cola was sold in bottles for the first time onMarch 12, 1894.

Cans of Coke first appeared in 1955.


7/30

OBJECTIVE OF TRAINING

To develop the analytical abilities for understanding theimplications of changes in the manpower situation of acompany and the availability of HR within the organizationand outside, so as to advise and assist the authoritiesconcerned in their manpower planning and developmentactivities.

Human resources are regarded as the only dynamic factor of

production. Other factors like materials, methods, machines,money etc. are useless without their effective use by thehuman resources. Thus, it is logical that there should beproper manpower or human resource planning in theorganization to use the other resources effectively. .


8/30

Planning is one of the basic functions of managementof any organization. In commercial and industrialundertakings, planning has been focused on profitmaking, procurement, production, marketing, qualitycontrol and only most recently, manpower. Manpower

planning has now been recognized as an importantpart of the overall planning of any organization.Without the procurement and maintenance ofadequate number of personnel, it is not possible to

realize the goals of the organization. Manpowerplanning is essential to put the plans of theorganization into action for the achievement of itsgoals or objectives.


9/30

INTRODUCTION TO RECRUITMENT

Recruitment forms first stage in the process, whichcontinues with selection and ceases with the placementof the candidate. It is the next step in the procurement

function, the first being the manpower planning.Recruitment makes it possible to acquire the number andtypes of people necessary to ensure the continuedoperation of the organization. Recruiting is thediscovering of potential applicants for actual or

anticipated organization vacancies. In other words, it is alinking activity bringing together those with jobs and

those seeking jobs.


10/30

DEFINITION OF RECRUITMENT

Recruitment is a process of searching forprospective employees and stimulating them toapply for jobs in an organization. It is often termedpositive in that it stimulates people to apply for jobs

to increase the selection ratio. Selection on theother hand tends to be negative because it rejects agood number of those, who apply, leaving only thebest to be hired.


11/30

PROCESS OF RECRUITMENT

Planning,

Strategy development

Searching

Screening

Evaluation and control


12/30

SOURCESSOURCES OF RECRUITMENT


13/30

TRAINING ROADMAP

Iterative

Process

COCA-COLA follows a unique approach to training. We see training from the

perspective of a business case and try to get to the root of the problem. The focus on the

development of a strategic direction for the client.

This roadmap enables COCA-COLA to provide a holistic, comprehensive solution that

takes into account the clients unique culture, background, etc.

Preliminary

NeedsAssessment

Proposal

Detailed

NeedsAnalysis

Design and

Pedagogy

Delivery

Feedback

And

Assessment


14/30

RECRUITMENT CAPABILITY

Strategy:-

Working together with our clients, we evaluate the situation and determine a

search strategy for finding the best candidate. An important aspect to this process is a

clear understanding of the clients culture, the position, responsibilities and necessary

qualifications needed to do justice to the position. Once the profile is developed, we

define our search strategy, including target sectors, companies as well as levels which

result in finding the best person for the job.


15/30

Candidate Identification and Assessment:-

We conduct preliminary research for developing an initial candidate list.We

contact, meet, assess and validate a short list of potential candidates through telephonic

and personal interviews. Our team then prepares a confidential candidate assessment

report, which is then presented to the client for review. When the client is ready to

proceed on the list, our team assists with coordinating the interviews as well as taking

& incorporating regular feedback.


16/30

Search Completion, follow up and hand holding:-

We consult with our clients to review top candidates and support the selection

process. We frequently provide support in the negotiations between the client and

candidate. Even after the position is filled, we conduct ongoing follow-up with both

client and candidate to ensure success of the hired executive.


17/30

ORGANIZATIONAL DESIGN ANDRESTRUCTURING

We work with our clients to develop and design organizationstructures which enable speedier decision making, easierescalation of issues and resource optimization. We havehelped organizations (entering new geographies) developscalable organization structure. We have also helped mature

organizations redefine/ modify their structure to keep it alignedto changing environment and business goals. We helped themplan out and implement sources to hire new talent, redeployexisting employees and manage exits where necessary.

we provide the complete suite of solutions developing the JobDescriptions, defining the performance metrics and

competency requirement for the new structures. We havehelped our clients assess the current capability of theorganization by using. Competency based assessmentcenters. Our varied experiences across industry verticals havehelped us to develop industry specific solutions


18/30

RESEARCH METHODOLOGY

The purpose of the research methodology is todescribe the research procedure. This includesover all research design and the data collectivemethod. This selection is important because it is

hard to discuss methodology without usingtechnical terms yet, most of the readers for thereport will not understand the technical languages.


19/30

RESEARCH DESIGN

A research design is the specification of measuresand procedure for the information needed to structureto solve problems it the overall operational pattern offramework of the project that stipulates whatinformation is to be collected from which sources, andby what procedure


20/30

TYPE OF RESEARCH

Descriptive research has been used; it involvessurveys and fact-findings enquirer of different kindsthe major purpose of descriptive research is thedescription of the state of affairs, as it exists at

present. The main characteristics of this method arethat the researcher has no control over the variable;can only report what had happened or what ishappening. The methods of research utilized in

descriptive research are survey methods of all kinds,including comparative and correlation methods


21/30

COLLECTION OF DATA

The data used for this study are both primary and secondary data. The source ofprimary data is the field where the researcher has collected a data from the employees

ofCOCA COLA.

PRIMARY DATA :-

The primary data are those that are collected through questionnaire and direct

personal interview. The questionnaire was framed in such a manner to obtain correct

information, graded suitably for the study.

SECONDARY DATA :-

The secondary data has been collected through oral communication. Secondary

data about the company profile and collecting information of the industrial consulting

side.


22/30

RESEARCH INSTRUMENT

The research instrument used in this studystructured questionnaire. Structured questionnaire

are those questionnaire in which there arepredetermined question relating to the aspect for

which the researcher collects data. The questions arepresented with exactly the same wording and in thesame order to all the respondents


23/30

SAMPLING PROCEDURE

Convenience sampling has been used in thisstudy. Convenience It refers to candidatesselection a sample of study. It is a non-probabilitysampling.

Thus research study may include study objects,which are conveniently located. Research findingsbased on convenient sampling however, cannot begeneralized.


24/30

FINDINGS

Respondents are 20-25 age level

Respondents are under Graduate level

Physical fitness is very important in recruitment of

candidate. Respondents are screen out in Aptitude.

Organization image influence applicants initial

reactions to employers. Recruiter warmth has a large and positive effect on

applicants decisions to accept a job.


25/30

SUGGESTIONS

The company needs to recruit high quality of candidates withthe right skills on the appropriate contracts to deliver the keyobjectives of the position and organization.

It needs to ensure that the equality of opportunity isconsidered as an integral part of the recruitment practices,

thus encouraging diversity. The major issue due to which the candidates are skeptical

joining the company is the bond problem.

The company has to ensure that recruitment is fair, efficientand cost effective. Facilitate and encourage best practice by

training those involved to follow a structured and systematicprocess of selection.

Continuously monitor, review and improve the recruitmentprocess in the light of experience and information obtainedfrom those involved in the process.


26/30

CONCLUSION

The study has concentrated on the recruitment: Thepower process of in Coca Cola.

The study has been conducted on the recruitmentof candidates and is confirmed only to Recruitment:

The Power of Manpower Planning at COCA COLA.

The company seems to be moving in right lines asfar as its recruitment strategy is concerned.However a few drawbacks were found and

remedies are suggested.


27/30

QUESTIONNAIRE

1.What source you adopt to source candidates?a. Employee referralb. Campus recruitmentc. Advertisingd. Recruitment agenciese. Job portalsf. Other

2. How many stages are involved in selecting the candidate?a. 1b. 2c. 3d. 4e. More

3.Do you use any of the following tests during the process of recruitment?

a. Writtenb. Aptitudec. Group Discussiond. Personal Interviewe. Psychometric testf. Other


28/30

4. How do you track the source of candidate?a. Manualb. Softwarec.Onlined.Windows. Xls

5. Apart from the HR Manager, who all from the other departments arerequired to get involved in interviewing process?a. Salesb. Administrationc. HR Executivesd. Other

6. What is the average time spent by sales dept. during recruitment(each candidate)?a. 10mins.b. 10 to 20mins.

c. 20 to 30mins.d. More


29/30

7. What is the average time spent by HR dept.during recruitment (each candidate)?a. 10mins.b. 10 to 20mins.

c. 20 to 30mins.d. More

8.What is the average time spent by Admin dept.during recruitment (each candidate)?a. 10mins.b. 10 to 20mins.c. 20 to 30mins.d. More


30/30

Thank you

priya project report ppt (2)

Documents