siddharth amazon

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AMITY UNIVERSITY, LUCKNOW

INTERNSHIP PROGRAMME AND CONFIDENTIALITY AGREEMENT

This AGREEMENT is between the office of the register Amity university Noida andZOHA ! AHMA" a student #resent$y studying at the AM T% !&' NE'' '(HOO)*)uc+now (am#us

The student named above desires to underta+e "issertation , training #rogram as student in

the institute , "e#artment , (enter AMITY BUSINESS SCHOOL * Amity &niversity as a #art of his studies- The com#etent authority of the institute where the student is #resent$ystudying has officia$$y recommended the student* confirming his antecedents* trac+ recordand good mora$ character-

CONFIDENTIALITY:

(onfidentia$ information means any information of a secret or confidentia$ nature re$ating tothe internshi# , training wor+#$ace- (onfidentia$ information may inc$ude* but is not $imitedto* trade secrets* #ro#rietary information* customer information* customer $ists* methods*

#$ans* documents* data* drawings* manua$s* noteboo+s* re#orts* mode$s* inventions* formu$as* #rocesses* software* information system* contracts* negotiations* strategic #$anning* #ro#osa$s* business* a$$iances* and trading materia$s and , or any other inte$$ectua$ #ro#erty of the &niversity-

The student , intern agrees to observe the confidentia$ity re.uirements of the Amity&niversity* its "isci#$inary #rocedure in a$$ res#ects and any additiona$ re.uirements set out

by the Amity &niversity- '#ecifica$$y* the students , intern agree to observe confidentia$ity inthe fo$$owing res#ects-

As &niversity intern* agree that/1- wi$$ use confidentia$ information on$y as needed by me to #erform my $egitimate

duties as intern- This means* among other things that-A- wi$$ not see+ confidentia$ information for which have no $egitimate need to +now*!- wi$$ not any way divu$ge share* co#y* re$ease se$$ $oan revise* a$ter or destroy any

confidentia$ information e0ce#t as #ro#er$y authori ed within the sco#e of myinternshi#/

(- wi$$ not misuse confidentia$ information or care$ess$y care for confidentia$information2 and

"- wi$$ strive to #rotect the #rivacy of a$$ confidentia$ information that come into

contact with-

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3- wi$$ safeguard and wi$$ not disc$ose my access code or any other authori ation havethat a$$ows me to access confidentia$ information- acce#t res#onsibi$ity for a$$activities underta+en using my access code and other authori ation-

4- wi$$ re#ort to my Head , su#ervisor activities by any individua$ or entity that sus#ect may com#romise the confident$y of confidentia$- Re#orts made in good faith

about sus#ect activities wi$$ be he$d in confidence to the e0tent #ermitted by $aw*inc$uding the identity of the individua$ re#orting the activities2

5- wi$$ be res#onsib$e for my misuse or wrongfu$ disc$osure of confidentia$ informationand for my fai$ure to safeguard my access code or other authori ation to accessconfidentia$ information- understand that have no right or ownershi# interest in anyconfidentia$ information referred to in this agreement- The &niversity may at any timerevo+e my access code* other authori ation or access or confidentia$ information- Ata$$ time during my internshi# with Amity &niversity* wi$$ act in the best interests of 6M(-

have read and understand the above definition of 7 confidentia$ information 7 agreethat wi$$ not at any time* both during and after my enro$$ment in &niversity nternshi#*communicate or disc$ose confidentia$ information to any #erson cor#oration or entity-

t is understood that any breach of confidentia$ity wi$$ resu$t in immediate termination ofthe internshi# and that a re#ort of the breach wi$$ be made by the concerned Head of

nstitution-

HA8E REA" THE A!O8E (ON9 "ENT A) T% AGREEMENT AN" AGREE TOT' TERM'-

AGREE" ::::::::::::::::::::::::::::::::::: ;' GNAT&RE<

ZOHA ! AHMA"

'ignature of Authori ed signatory of the institution

; nstitution de#uting the students<

A((E6TE"

REG 'TRAR

AM T% &N 8ER' T%* &6

)&(=NO>

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DECLARATION

RE(R& TMENT 6RO(E'' N (O(O?(O)A

understand what #$agiarism is and am aware of the &niversity@s #o$icy in this regard

dec$are that the wor+ submitted by me in #artia$ fu$fi$ment of the re.uirement for the awardof degree B.com (Ho !" assessment in RE(R& TMENT 6RO(E'' N (O(O?(O)A

is my own2 it has not #revious$y been #resented for another assessment-

dec$are that this is my origina$ wor+- >herever wor+ form other source has been used* a$$debts ;for words data* arguments and ideas< have been a##ro#riate$y ac+now$edged andreferenced in accordance with the re.uirements of NT(( Regu$ations and Guide$ines-

;a< have not used wor+ #revious$y #roduced by another student or any other #erson tosubmit it as my own-

;b< have not #ermitted* and wi$$ not #ermit* anybody to co#y my wor+ with the #ur#oseof #assing it off as his or her own wor+-

;c< The wor+ conforms to the guide$ines for $ayout* content and sty$e as set out in theRegu$ations and Guide$ines-

"ate/ ???????????? ZOHA ! AHMA"

A BB5C1511D

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!-(OM;HON'-<

FACULTY CERTIFICATE

9orwarded here with a term #a#er re#ort on > 6RO submitted by ZOHA !AHMA" Enro$$ment NO- A BB5C1511D student of !(OM ;Hons- < 4 R" 'em;3B15?1


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STUDENT*S CERTIFICATE

(ertified that this re#ort is #re#ared based on the (om#any Re#ort underta+en by me on

7RE(R& TMENT 6RO(E'' N (O(O?(O)A from + -$ AUG +/ -o +0 -$ OCT. +/,

under the ab$e guidance of P'o(%!!o'1A!!-. P'o(%!!o' )AYANTI SRIVASTAVA in #artia$

fu$fi$ment of the re.uirement for award of degree of Master of !usiness Administration ;M!A?

G, !,M ',HR,!!A 'EM* !!A 8 'EM* !(OM 8 'EM< from Amity &niversity* &ttar

6radesh-

"ate-::::::::::::::

'ignature 'ignature 'ignature

Zohaib Ahmad M'-IA%ANT 'R 8A'TA8A 6RO9- 8-6- 'ahi

'tudent 9acu$ty Guide "irector ;A!'<

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S2 o3!4! o'----------------------------

'tudent is re.uired to #rovide the fo$$owing information at the time of registration within awee+ of oining their course-

'tudent@s Name ZOHA ! AHMA"

Enro$ment No A BB51511D

6rogram !-(OM HON'

ndustry , Organi ation@s name AM T% &N 8ER' T%

Address ; f a##$icab$e< ????????????????????????????????????????????????????????????????????????

E0terna$ Guide@s Name M'-IA%ANT 'R 8A'TA8A

"esignation A'' 'TANT 6RO9E''OR

(ontract "etai$s 6h ;O


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E5ECUTIVE SUMMARY

E5ECUTIVE SUMMARY

The (oca (o$a (om#any is the wor$d@s $argest beverage com#any- n

this #ro ect there is a brief descri#tion about the recruitment #rocessin (oca (o$a (om#any- The various ste#s of recruitment a$ong withthe ways of recruiting #eo#$e* i-e- nterna$ and E0terna$- n the (oca(o$a (om#any the main focus is on nterna$ Recruitment-

The recruitment wi$$ be done focusing on the #resent andfuture needs- The ma or focus areas are .ua$ities and the #rinci#$es of recruitment-

The study here gives a brief idea about the com#any and whatstrategies shou$d the com#any acce#t that wi$$ reduce the time* effortand cost in recruitment #rocess-

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CHAPTER I

INTRODUCTION

INTRODUCTION

THE COCA COLA COMPANY /

The (oca (o$a (om#any is the American mu$tinationa$ (om#any and

mar+eter of non?a$coho$ic beverage concentrate and syru#- t is no- 1

brand according to the fortune 3BBD survey- The (om#any o#erates the

franchised distribution system date from 1JJD- The (oca (o$a (om#any

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is the head.uartered at At$anta* Georgia-

The ma or mar+ets of (oca (o$a (om#any consist of the

&-'-A* !ritain* Euro#e* Midd$e East* Asia* Russia and North America- t

has many activities in 3BB (om#anies about 4BBB branches* FFBBB

em#$oyees@ crossways the wor$d- Over 3BB e0#atriates are assigned for

the internationa$ #ositions every year* as region managers-

COCA COLA PAKISTAN /

"es#ite (oca (o$a is not the new name for $oca$ mar+et* (oca (o$a

!everages 6a+istan )imited ;((!6)


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Our main focus is to reach each and every #erson of the wor$d@s

#o#u$ation which is around F-C bi$$ion who get thirsty and we are the

one@s with the best o##ortunity to refresh them- Our motive is to ma+e

(oca (o$a reasonab$e and acce#tab$e to the #eo#$e .uenching their thirst

and #roviding them with a #erfect moment of re$a0ation- !y doing this

we ma+e it #ossib$e for the F-C bi$$ion #eo#$e to get away (oca (o$a-

COCA COLA NOW:

This (oca (o$a (om#any@s goa$ is to #rovide magic every moment

someone drin+s one of the more than FBB brands- The (oca (o$a

(om#any has fans from !oston to !uda#est to !ahrain* drin+ing brands

such as Ambasa* 8egitabeta and 9resco$ita- 9rom the very start when

on$y D drin+s were served in a day* (oca (o$a has grown to the wor$d@smost famous brand with more than 1- bi$$ion beverage serving so$d #er

day- This (oca (o$a (om#any wants the choice to be e0citing and

satisfying* every sing$e time when #eo#$e raise to choose this com#any-

OB)ECTIVE /

The (oca (o$a (om#any aims to attract* deve$o# and retain the

necessary ta$ent for the business to get succeed today and in future to

by?

• He$#ing em#$oyees for deve$o#ing #rofessiona$$y and

#ersona$$y-

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• 6rotecting and #romoting their hea$th* safety and we$$?being

a$so-• Engaging with the em#$oyees o#en$y and honest$y-• Res#ecting human rights-• Recognising and rewarding #erformance a$so-

PEOPLE DEVELOPMENT:

Recruiting* deve$o#ing and gratifying ta$ent is centra$ to the va$ue

7(aring 9or Our 6eo#$e - The future of (oca (o$a (om#any as the

successfu$ and dynamic com#any is the de#endent u#on as e.ui##ing

our em#$oyees to reach their fu$$ #otentia$-

EMPLOYEE ENGAGEMENT:

Everything starts with our va$ues on$y- They are the "NA of the

com#any what ma+es men who we are- n 3B11 we reinforced the

commitment to being a va$ue?$ed organisation and then undertoo+ a

#ro ect to c$ear$y define these va$ues and bui$d a high K#erformance

team committed for $iving them everyday* in everything we do-

IMPACT ON COMPANY*S PERFORMANCE:

(oca (o$a (om#any in ndia re$ies on the recruitment and se$ection #rocess for its

smooth functioning- The candidates chosen in this #rocess is to be the future

em#$oyees are ana$ysed and se$ected and em#$oyed by this recruitment and

se$ection de#artment- t is essentia$ for the #rofit ma+ing in any of the

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organisation-

Recruitment #$ays the very im#ortant ro$e in HR de#artment*

because un$ess the #erfect #eo#$e are hired* even the best #$ans* organi ation chart

and contro$ system might not do much good-

CHAPTER II

LITERATURE REVIEW

COMPANY PROFILE /

(oca?(o$a was $eading soft drin+ brand in ndia unti$ 1D * but whenit $eft rather than disc$osed its formu$a to the Government and reduceits e.uity sta+e as re.uired under 9oreign Regu$ation Act ;9ERA<which was governed by the o#erations of foreign com#anies in ndia-(oca?(o$a re?entered in ndian mar+et on 3Cth October 1DD4 after aga# of a com#$ete 1C years* with its $aunch in Agra- An agreementwith the 6ar$e Grou# gave the (om#any direct ownershi# of the to#soft drin+ brands of the nation- >ith access to F4 6ar$e@s #$ants and awe$$ set bott$ing networ+* an e0ce$$ent base for the ra#id introductionof the (om#any@s nternationa$ brands was formed- The (oca?(o$a(om#any ac.uires soft drin+ brands $i+e Thum#s * Go$ds#ot*)imca* Maa a* which were f$oated by the 6ar$e* as these #roducts hadachieved a strong consumer base and formed a strong brand image in

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ndian mar+et during the re?entry of (oca?(o$a in the year 1DD4-Thusthese #roducts became the #art of range of #roducts of the (oca?(o$a(om#any-

(oca?(o$a is made u# of BBB $oca$ em#$oyees* FBB managers* over CB manufacturing $ocations* 3 (om#any Owned !ott$ing O#erations;(O!O


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RECRUITMENT ?

Recruitment is defined as the #rocess of discovering the sourcesof man#ower to meet the re.uirement of staffing agenda and toem#$oy effective measures to ease se$ection of an effective wor+force-

Recruitment is hiring of em#$oyees e0terna$$y- t is thediscovering of #otentia$ a##$icants for actua$ or antici#atedorgani ationa$ vacancies- According$y the #ur#ose of recruitment is to$ocate sources of man#ower to meet u# ob s#ecifications-

EDWIN B FLIPPO defines recruitment as the #rocess of searchingfor #otentia$ em#$oyees and stimu$ating them to a##$y for the obs inthe organi ation-@ The #rocess begins with new recruits are sought andends when their meticu$ousness are submitted-

OB)ECTIVES:

• To attract with various mu$ti?dimensiona$ e0#erience and

s+i$$s that are in agreement with #resent as we$$ as futureorganisation ob ectives and strategies-• To find new management #ersonne$ with new ideas to $ead

the com#any-• To infuse fresh b$ood at a$$ $eve$s of organi ation-• To deve$o# an organi ationa$ cu$ture that attracts s+i$$ed

#eo#$e to the com#any-• To search or head?hunt #eo#$e whose s+i$$ fit the com#any@s

va$ue-

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• To see+ out non?conventiona$ deve$o#ment basis of ta$ent-• To devise methodo$ogy for assessing #sycho$ogica$ traits-• To search for ta$ent wor$dwide not ust with in the com#any-•

To design entry #ay that com#etes on .ua$ity but not on.uantum-

• To antici#ate and find #eo#$e for #osition that doesn@t e0istsyet-

F#c o'! # %c 4 6 R%c'74 m%

There are two ty#es of factors that affect the Recruitment of candidates for the com#any/

+: INTERNAL FACTORS /These inc$udes?? (om#any@s #ay #ac+age? (om#any@s #roduct? ua$ity of wor+ $ife? Manageria$ cu$ture? Ro$e of trade unions? (om#any@s si e? (ost of recruitment? Growth rate of the com#any

(O'T O9 RE(R& TMENT? Recruitment incur cost to theem#$oyer* therefore organi ations try to em#$oy that sourcewhich wi$$ bear a $ow cost to firm for each candidate-(OM6AN%@' ' ZE? The si e of the firm is the im#ortant factor for recruitment #rocess- f the organi ation is #$anning toincrease its o#eration and e0#and the business* it wi$$ have tohire more #ersonne$ which wi$$ hand$e its o#erations-

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GRO>TH RATE? Organi ation wi$$ em#$oy or thin+ of em#$oying more #ersonne$ if it is going u# it@s o#erations-

3/ E5TERNAL FACTORS:

These inc$ude?

• 'u##$y and demand factors• Em#$oyment rate• )abour mar+et condition• 6o$itica$* $ega$ and government factors• nformation system

'&66)% AN" "EMAN"? The avai$abi$ity of man#ower bothwithin and outside the organi ation is an im#ortant determinantin the recruitment #rocess- f the com#any demands for more

#ersonne$ and there is $itt$e su##$y in the mar+et* then thecom#any have to de#end on the interna$ sources by #rovidingthem s#ecia$ training and deve$o#ment #rograms-

)A!O&R MAR=ET? Em#$oyment conditions in thecommunity where the firm is $ocated wi$$ inf$uence therecruiting efforts- f there is sur#$us of man#ower at the time of recruitment* even informa$ attem#ts $i+e notice board* dis#$ay of the re.uest or announcement in the meeting wi$$ attract morethan enough a##$icants-

6O) T (A)* )EGA) 9A(TOR'? Many governmentregu$ations forbid #ecu$iarity in hiring and em#$oyment hasdirect im#act on recruitment #ractices-Fo' %8#m3&%/ Government of ndia has introduced $aw for reservation in em#$oyment for schedu$e castes* schedu$e tribes*

#hysica$$y handica##ed etc- This confines the management

freedom to se$ect the best #erformers-

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• 9actors to be underta+en whi$e formu$ating recruitment #o$icies

The fo$$owing factors shou$d be underta+en whi$e formu$ating

the #o$icies ?? Government #o$ices? Recruitment sources? Recruitment needs? Recruitment cost? Organi ationa$ and #ersona$ #o$icies

THEORIES REGARDING RECRUITMENT:

Recruitment is two way street/ it says that the recruiter has the choicein regard to whom to recruit* same way the #ros#ective em#$oyee hasta+en the decision whether or not to a##$y for the given ob vacancy-&sua$$y the individua$ ta+e decision on three basics ?

1/ The ob ective factors-

3/ The critica$ contact-

4/ The sub ective factor-

The o9 %c 4;%! $%o'2views the #rocess of organi ationa$choice as being one of weighing and eva$uating set of measurab$e characteristic of the em#$oyment offers such as #ay*

benefits* $ocation* o##ortunity for advancement* the nature of ob to be #erformed* and education o##ortunities->hereas* the c'4 4c#& co #c $%o'2 suggests that the ty#ica$candidate is unab$e to ma+e a meaningfu$ differentiation of organi ation@s offers in terms of ob ective or sub ective factors*

because of his $imited or very short contact with theorganisation- (hoice can be made on$y when a##$icant can

readi$y odour the factors such as the behaviour of the recruiters*

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the nature of the #hysica$ faci$ities* and such as the efficiency in #rocessing #a#er wor+ association with the a##$ication-On the other hand* the !79 %c 4;% $%o'2 em#hasi es the

congruence- Here the choices are made on high$y #ersona$ andemotiona$ basis thereon-

R%c'74 m% c2c&%

P 4 6:

!efore recruitment* chec+ the duties and res#onsibi$ities your organi ation needs to have #erformed further/• s the current ob descri#tion rea$$y what the organi ation

needs• "o they fit with the organi ation@s strategic and business

#$ans• >hat are the governmenta$ re.uirements• >hat recruitment #o$icies and #rocedures shou$d be

fo$$owed

R%c'74 m% :

Ads in the $oca$ news#a#er is the on$y way of hiring2 othero#tions inc$ude/P nterna$ notices such as news$etters or emai$ messagesP Notices #$aced on #ub$ic notice?boards either within yourorganisation or in other #$acesP E0isting networ+s and word of mouth advertising arechea# as we$$ as effectiveP Recruitment agencies can he$# sort out #otentia$a##$icants and therefore save you time-

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I

6erformance a##raisa$s are most$y done after #robation #eriodand then annua$$y- "iscuss both the #ositive and negativeas#ects because it is essentia$ that em#$oyees fee$ su##ortedduring this time #eriod-

Mo;4 6 O :

No matter how good a boss you might be* there is a need tomove on- At times there is the need to move as the em#$oyee isnot ab$e to e0ecute to the re.uired $eve$-

R%c'74 m% P'oc%!!:

Im3o' # c% o $% '%c'74 m% 3'oc%!!-Even after being more than 13 mi$$ion on$ine ob see+ers ason$ine recruiting sites have come u#* sti$$ the most #o#u$ar method of se$ection i-e- face?to?face interview remains in

demand in terms of decision ma+ing es#ecia$$y for higher

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candidate* stabi$ity criteria must be chec+ed may be through his #rofi$e as in the number of com#anies changed ti$$ date- A$ways ob ana$ysis is essentia$ to get c$arity in the ob descri#tion- Iob

descri#tion is used as a base for the human resource to c$ear$ydetermine #ersona$ attributes and candidate s#ecification for the

ob which are written in the #erson s#ecification- Theadvertisement #$aced for the ob vacancy shou$d mention the obduties as we$$ as the s#ecification of the candidate desires for that #osition- Iob descri#tion basica$$y inc$udes of the fo$$owingmentioned information/?

P Tit$e and bac+ground P Terms of contract P (om#ensation #ac+age P "uties of the #osition vacant and advertising for P 6ros@ and cons@ P Training* #romotion and other contract detai$s

8igi$ant recruitment is essentia$ for any organisation-•

A $ot of candidates are e0#ected to a##$y for the vacant #ostadvertised for-

• There wi$$ be difference in the candidate@s #erformance-There is a$ways a #redictab$e average stay of the new$y hiredem#$oyee-

• A number of #eo#$e can be recruited-• Ha ards connected with the a##ointment•

The #rocess of recruitment and se$ection is cost$y-

• t is tough to terminate the em#$oyees a$ready hired in thecom#any-

The organisation shou$d interna$$y su#ervise the recruitment

agencies hired so that on$y suitab$e candidates@ a##$ications are

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short$isted- Even if there any $imitation in the recruitment andse$ection #rocess it can be sorted out by giving effective trainingto the new$y se$ected em#$oyee so that it may enab$e them in

ta+ing right action* increase #roductivity and ta+e a##ro#riatedecisions and satisfies $egis$ative re.uirements- On$y if therecruitment and se$ection and induction #rocess is effective* theorganisation wi$$ have the best ta$ented em#$oyees who cangrow within the organisation and fu$fi$ the business ob ectives of the organisation- Therefore* +ey to business success is effectiverecruitment- t is im#ortant in order to bring the right

individua$@s forward for any and every ob re.uirement- The #rocess of se$ection enab$es an em#$oyer to assign the mostsuitab$e individua$ for occu#ation for a #articu$ar vacancy-'e$ection is the em#$oyment of a candidate who has the bestmatch to the vacancy he a##$ied for-

R%c'74 m% 3'oc%!! # Coc# Co:

• (oca co$a does not #refer e0terna$ recruitment- Their basicfocus is on interna$ recruitment-

• They maintain a ta$ent stoc+ for meeting interna$ hiring needs-• They on$y do e0terna$ hiring in case of certain recruitment-• They forecast their future needs and co$$ect the data of

a##$icants in advance-• They have an offer to dro# resume for any ob at their website-• They co$$ect resumes at their every territory to fu$fi$$ their

ta$ent ban+* they visit universities and co$$eges-• 6revious$y the mo$ten territory visit !Z& and &! and co$$ect

the data- They ta+e interviews of 4FB candidates and se$ecton$y 4 a##$icants-

• Their ma or focus is on .ua$ity and their standards of recruitment are high- )ast time their se$ection standard wasJFL mar+s in masters-

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• Their ma or recruitment source is E?Recruiting-• They are wor+ing on such ty#e of advertisements which are

according to the ob descri#tion and s#ecification-• Their recruitment ads are #ub$ished by their media de#artment-• Advertisements and vacancies banners are being offered by

every territory is demanded-

n continuation to recruitment* se$ection is fo$$owed a$ong with whichis the ne0t ongoing #rocess- (andidates to be se$ected needs to forgomany such ste#s before #assing in the fina$ se$ection in the com#any-

(HA6TER RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

Research can be defined as a scientific systematic search for #ertinentinformation on a s#ecific to#ic- Research is a carefu$ investigation of en.uiryes#ecia$$y through the search for new facts in any mew branch of +now$edge- n

sim#$e terms* research refers to search for +now$edge- Research com#risesdefining and redefining the #rob$ems formu$ating hy#othesis or suggested

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so$ution co$$ecting* organising and eva$uating data ma+ing deductions andreaching conc$usions and at $ast carefu$$y testing the conc$usion to determinewhether to fit the formu$ating hy#othesis-

n mundane $ife* human beings have to face many teething troub$es i-e- 'ocia$*Economica$ and 9inancia$- These #rob$ems $oo+ for acce#tab$e and effectiveso$utions and for this #ur#ose* research is re.uired and methodo$ogy a##$ied for the so$utions can be found out-

RESEARCH PLAN :

6re$iminary investigation/? n which data on the situation surrounding the #rob$ems sha$$ be gathered to arrive at?

The correct definition of the #rob$em-An understanding of its environment-

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'E(ON"AR% "ATA?

"ata was co$$ected from boo+s* maga ines and web sites* going through therecords of the organisation* etc- t is the data which has been co$$ected by

individua$ or someone e$se for the #ur#ose of other than those of our #articu$ar research study- Or in other words it can be said that secondary data is the dataused #revious$y for the ana$ysis and the resu$ts are underta+en for the ne0t

#rocess-

LIMITATION OF THE STUDY:

Recruitment #rocess is very $engthy one-

t ta+es .uite $ong time to recruit a #erson who wi$$ be suitab$e for thecom#any or maybe not-

f the decision is wrong$y ta+en at times* and then the com#any bears $oss aswe$$ as wastage of time-

The com#any shou$d use modern techni.ues for recruitment-

CHAPTER IV

FINDINGS

=

RECOMMENDATIONS3


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FINDINGS:-

Em#$oyees are recruited by #aying better #ay #ac+ages-

(andidates em#$oying in (oca (o$a needs to have the master@s degree-

The common methods offered by (oca (o$a are cam#us #$acements*vacancy #ub$icity* em#$oyee referra$* #rivate consu$tants and wa$+ ins-

The way the vacancy is advertised and com#any #rofi$e is mentionedref$ects the re#utation of the com#any-

Most of the em#$oyees in (oca (o$a (om#any are rationa$$y satisfiedwith their com#any and their recruitment and se$ection #ractices

#revai$ing in the com#any-

A##roach and #hi$oso#hies have been used in order to understand theconce#t thorough$y and wide$y-

The hiring #ractice referred as tem# to #erm@ is the form of ob try outi-e- hiring someone through an agency first to see if the individua$ wi$$wor+ out-

CHAPTER V

CONCLUSIONS

CONCLUSIONS

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This research is #re#ared to understand the significance and main$y #rocess of recruitment to observe which case study of (oca (o$a ndia

was ta+en u#- The reason because of which em#$oyees want to

$eave their ob* way of attracting more candidates* its im#act onthe outside wor$d* how recruitment and se$ection #rocess arede#endent or get affected by each other etc- A$$ these areachieved by thorough$y eva$uating and ana$ysing these conce#ts-The recruitment #rocess gives the first im#ression of theorganisation to the candidates a##$ying for interview- n order tofind a desirab$e candidate* recruitment and se$ection #rocess isvery essentia$ for that and is the +ey factor for any businesssuccess- Every organisation needs a de#artment to discover theta$ents and s+i$$s every em#$oyee #ossesses* for this they needrecruiters and se$ectors who can conference the candidate andfind out whether the candidate is worthy for the desired #ost or not- Therefore recruitment and se$ection #rocess is essentia$ for the smooth functioning of the organisation-

BIBLIOGRAPHY

W%9 !4 %! :- >>>.!c'49


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