CHAPkkklTER 123.docx

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CHAPTER

1

INTRODUCTION

INTRODUCTION:

Every business unit needs human resource (manpower) for the conduct of

different business activities. In fact, no organization can exist or operate efficiently

without the support of human resource. Such human resource includes top level

managers, executives, supervisors and other subordinate / lower level staff /


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employees. A business organization has to estimate its future manpower needs and

adjust its manpower planning and development programmes accordingly. This is

called 'staffing' function of management. Human resource management is also

described as personnel management or manpower management.

According to Edwin Flippo, "Personnel Management is the planning, organising,

directing and controlling of the procurement, development, compensation,

integration and maintenance of people for the purpose of contributing to

organizational, individual and social goals".

Various areas such as recruitment and selection, wage payment and industrial

relations are covered under human resource management.

Meaning of Human Resource

In an industrial unit, large number of persons is employed in order to conduct

various operations and activities. This is treated as human resource or manpower

employed. A business unit needs material resources as well as human resource for

the conduct of various activities. Of all the "M"s in management (such as

Materials, Machines, Methods and Money) the most important "M" stands for Men

i.e., manpower working in the organization. It is through manpower/employees

that all other ingredients of an enterprise-money, machines, materials, marketing,


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etc., are managed. In brief, Human Resource (HR) constitutes the most important

and the most productive resource of an industrial / business unit.

It is rightly said that "machines are important in the production process but the man

behind the machines is more important". He transforms the lifeless factors of

production into useful products. Human resource (HR) is an important asset of a

business unit. Well-trained, loyal and efficient team of workers brings success and

stability to a business unit. This suggests the importance of human resource in

business. People and the organization in which they work are inter-related and

interdependent. Organization moves towards prosperity only by using its available

human resource purposefully. Similarly, employees get various monetary and other

benefits through the prosperity of their organization.

What is Human Resource Development?

Human Resource Development (HRD) means to develop available manpower

through suitable methods such as training, promotions, transfers and opportunities

for career development. HRD programmes create a team of well-trained, efficient

and capable managers and subordinates. Such team constitutes an important asset

of an enterprise. One organization is different from another mainly because of the

people (employees) working therein. According to Peter F. Druker, "the prosperity,

if not the survival of any business depends on the performance of its managers of


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tomorrow." The human resource should be nurtured and used for the benefit of the

organization.

Importance of Human Resource in Management

Human resource is most important resource in management and needs to be used

efficiently. This is because success, stability and growth of an organization depend

on its ability in acquiring, utilizing and developing the human resources for the

benefit of the organization. In the final analysis, it is the people (i.e employees)

who produce promising results and generate a climate conductive to the growth

and development of an organization. HR is a highly productive corporate asset and

the overall performance of companies and corporations depends upon the extent to

which it is effectively developed and utilized. It is the most delicate factor of

production and need not be treated merely as a commodity to be bought and used

in factories.

According to Peter Drucker, "The function of management is to manage managers,

workers and work". The importance of manpower in business management is now

universally accepted. Employees have a capacity to grow and develop, if suitable

opportunities are offered. They give positive response to monetary and non-

monetary incentives, training opportunities, favorable work environment and


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motivation. According to Pigors and Myers, "Good management means getting

effective results with people". This suggests the importance of human resource.

Definitions of Human Resource Planning

Colemn has defined human resource planning as "the process of determining

manpower requirements and the means for meeting those requirements in order to

carry an integrated plan at the organization".

Stainer defines manpower planning as "strategy for the acquisition, utilisation,

improvement and preservation of an enterprise's human resources. It relates to

establishing job specifications or the quantitative requirements of jobs determining

the number of personnel required and developing resources of manpower".

Advantages / Importance of HRP

Meeting manpower needs: Every Organisation needs adequate and properly

qualified staff for the conduct of regular business activities. Imaginative HRP is

needed in order to meet the growing and changing human resource needs of an

organization.

Replacement of manpower: The existing manpower in an Organisation is affected

due to various reasons such as retirement and removal of employees and labour


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turnover. HRP is needed to estimate the shortfall in the manpower requirement and

also for making suitable arrangements for the recruitment and appointment of new

staff.

Meeting growing manpower needs: The expansion or modernization programme

may be undertaken by the enterprise. Manpower planning is needed in order to

forecast and meet additional manpower requirement due to expansion and growth

needs through recruitment and suitable training programmes.

Meeting challenges of technological environment: HRP is helpful in effective use

of technological progress. To meet the challenge of new technology existing

employees need to be retrained and new employees may be recruited.

Coping with change: HRP enables an enterprise to cope with changes in

competitive forces, markets, products, and technology and government regulations.

Such changes generate changes in job content, skill, number and type of personals.

Increasing investment in HR: An employee who picks up skills and abilities

becomes a valuable resource because an organization makes investments in its

manpower either through direct training or job assignments.

Adjusting manpower requirements: A situation may develop in; an organization

when there will be surplus staff in one department and shortage of staff in some

other department. Transfers and promotions are made for meeting such situations.


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Recruitment and selection of employees: HRP suggests the type of manpower

required in an organization with necessary details. This facilitates recruitment and

selection of suitable personnel for jobs in the Organisation. Introduction of

appropriate selection tests and procedures is also possible as per the manpower

requirements.

Placement of manpower: HRP is needed as it facilitates placement of newly

selected persons in different departments as per the qualifications and also as per

the need of different departments. Surplus or shortage of manpower is avoided and

this ensures optimum utilization of available manpower.

Training of manpower: HRP is helpful in selection and training activities. It

ensures that adequate number of persons is trained to fill up the future vacancies in

the Organisation.

Meaning of Recruitment

Recruitment means to estimate the available vacancies and to make suitable

arrangements for their selection and appointment. In the recruitment process, the

available vacancies are given wide publicity and suitable candidates are

encouraged to submit applications so as to have a pool of eligible candidates for

scientific selection.


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In recruitment, information is collected from interested candidates. For this

different source of recruitment such as newspaper advertisement, employment

exchanges, internal promotions, etc., are used. In the recruitment, a pool of eligible

and interested candidates is created for the selection of most suitable candidates.

Recruitment represents the first contact that a company makes with potential

employees.

Recruitment is a positive function in which publicity is given to the jobs available

in the organization and interested candidates (qualified job applicants) are

encouraged to submit applications for the purpose of selection.

Definition of Recruitment

According to Edwin Flippo, "Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the Organisation."

Need for Recruitment

The need for recruitment may be due to the following reasons / situations:-

Vacancies: due to promotions, transfers, retirement, termination, permanent

disability, death and labour turnover.


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The recruitment process widens the scope for selection and provides wide choice

for the selection of best candidates out of many interested. Recruitment and

selection need lengthy and scientific procedure particularly in the case of

managerial posts. Such lengthy procedure must be followed for scientific selection

of employees.

Steps in the Scientific Selection Process

In the selection procedure, out of the available / interested candidates, the best one

is selected through written test, psychological tests, personal interview and medical

examination. Such lengthy procedure is followed in order to select the most

suitable candidate. Selection process is a screening process. It is a type of hurdle

race to the candidates. Final selection is possible only when the candidate

completes this hurdle race successfully. Lengthy selection procedure is needed for

scientific selection of candidates.

Steps involved in the selection procedure are:-

Job Analysis: job analysis prepares proper background for recruitment and

selection. It gives details of a job to be performed and the human qualities and

qualifications required for performing that job efficiently. Scientific selection is

possible only when it is made in the light of the details available from job analysis.

Job means an activity performed in one or the other department of a business unit.


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A job includes various positions. Clear and detailed understanding of the job is

called job analysis or job study.

Advertisement: This medium is widely used for recruitment of all categories of

personnel. Though quite costly, it provides a wide choice as it attracts large

number of candidates from all over the country. The qualities and qualifications

expected from the candidates are usually mentioned in the advertisement.

Collection of Applications Blanks: In this step, applications with necessary details

are collected from interested candidates. Some companies give advertisement in

the press and ask interested candidates to submit applications on a prescribed form.

Scrutiny of Applications Received: After the last date fixed for the receipt of

applications, officer from the personnel department starts the scrutiny of

applications received. Incomplete applications are normally rejected. Applicants,

who do not possess required qualifications, experience, etc., are also rejected.

Along with this, the certificates, testimonials and references are checked.

Written Tests: After the scrutiny of applications, a final list of candidates for

written tests is prepared. The purpose of such tests is to judge the knowledge of the

candidate and also to find out his:-

Intelligence, Aptitude, Capacity, Interests and Suitability for a specific job: Trade

test is particularly necessary in the case of technical jobs such as junior engineer,


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computer engineer and research assistant and so on. At present, such test is given

in the case of all types of jobs. For example, written tests are used by Banks and

public sector organizations for selection purpose.

It is also possible to reject candidates whose performance in such written tests is

not up to the mark. Testing of candidates is a lengthy process particularly when the

number of applicants is large. In such testing, the process of elimination can be

introduced. For example, all candidates may be invited for the first test and' the

candidates with poor performance in the first test need not be called for the second

test.

Classification of Tests on the Basis Of Human Behavior

A. Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to learn new jobs

or skills. They will enable us to know whether a candidate if selected, would be suitable

for a job, which may be clerical or mechanical. These tests may take one of the following

forms.

a) Mental or Intelligence Test - measures and enables to know whether he or she has

mental capacity to deal with new problems.

b) Mechanical Aptitude Test - measures the capacity of a person to learn a particular type

of mechanical wok. This could help in knowing a persons capability for spatialvisualization, perceptual speed manual dexterity, visual motor coordination or

integration, visual insights etc.

c) Psychometric teststhese tests measures a persons ability to do a specific job

B. Achievement test


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Also known as proficiency tests they measure the skill, knowledge which is acquired as

a result of a training program and on the job experience they determine the admission

feasibility of a candidate and measure what he/she is capable of doing.

a) Tests for measuring job knowledgethis type of test may be oral or written. These tests

are administered to determine proficiency in shorthand and in operating calculators

adding machines dictating and transcribing machines and simple mechanical equipment.

b) Work sample testsdemand the administration of the actual job as a test. A typing test

provides the material to be typed and notes the time taken and mistakes committed.

C. Personality tests

These tests aim at measuring those basic make up or characteristics of an individual

which are non-intellectual in their nature. In other words they probe deeply to discover

clues to an individuals value system, his emotional reactions and maturity and

motivation interest his ability to adjust himself to the illness of the everyday life and his

capacity for interpersonal relations and self image.

a) Objective testsit measures neurotic tendencies self-sufficiency dominance submission

and self-confidence. These are scored objectively. They are paper and pencil tests or

personality inventors.

b) Projective tests it is a test in which a candidate is asked to project his own

interpretation into certain standard stimulus situation. The way in which he/she responds

to these stimuli depends on his own values, motives and personality.

c) Situation tests these tests measures an applicants reaction when he is placed in a

peculiar situation his ability to undergo stress and his demonstration of ingenuinity under

pressure. Such tests usually relate to leaderless group situations, in which some

problem is posed to a group and its members are asked to reach some conclusion

without the help of a leader.

d) Interest tests these tests aim at finding out the types of work in which a candidate is

interested. They are inventories of the likes and dislikes of the people of some

occupation hobbies and recreational activities. They are useful in vocational guidance

and are assessed in the form of answers to a well prepared questionnaire.

Psychological Testing

Test is defied as a systematic procedure for sampling human behavior

TESTS ARE USED IN BUSINESS FOR THREE PRIMARY PURPOSES.


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1) for the selection and placement of new employees

2) for appraising employees for promotion potentials and

3) For counseling employees if properly used psychological tests can be of paramount

importance for each of these purposes.

SOFT DRINKS

A soft drink(also called soda, pop, coke, soda pop, fizzy drink, tonic, or

carbonated beverage) is anon-alcoholic beverage that typically contains water

(often, but not alwayscarbonated water), asweetener,and aflavoring agent.The

sweetener may besugar,high-fructose corn syrup,or asugar substitute (in the case

of diet drinks).

A soft drink may also containcaffeine,fruit juice,or both.

Examples of beverages not considered to be soft drinks are:pure juice,hot

chocolate,tea,coffee,milk,andmilkshakes.Beverages likeGatorade and

Powerade may meet the definition of a soft drink but are usually calledsports

drinks.Red Bull (and variations) also may meet the definition, but are usuallycalledenergy drinks.

Soft drinks are called "soft" in contrast to "hard drinks" (alcoholic beverages).

Small amounts ofalcohol may be present in a soft drink, but thealcohol content

must be less than 0.5% of the total volume if the drink is to be considered non-

alcoholic.

Widely sold soft drink flavors arecola,cherry,lemon-lime,root beer,orange,

grape,vanilla,ginger ale,fruit punch,andsparkling lemonade.

Soft drinks may be served chilled or at room temperature. They are rarely heated.
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History

The first marketed soft drinks in theWestern world appeared in the 17th century.

They were made from water and lemon juice sweetened with honey. In 1676, the

Compagnie des Limonadiersof Paris was granted a monopoly for the sale of

lemonade soft drinks. Vendors carried tanks of lemonade on their backs and

dispensed cups of the soft drink to thirsty Parisians.

Carbonated drinks

In the late 18th century, scientists made important progress in replicating naturally

carbonatedmineral waters.In 1767, EnglishmanJoseph Priestley first discovered a

method of infusing water withcarbon dioxide to makecarbonated water which has

3.4 mg in the drinkwhen he suspended a bowl of distilled water above a beer vat at

a local brewery inLeeds,England. His invention of carbonated water (also known

assoda water)is the major and defining component of most soft drinks.

Priestley found that water treated in this manner had a pleasant taste, and he

offered it to friends as a refreshing drink. In 1772, Priestley published a paper

entitledImpregnating Water with Fixed Airin which he describes dripping oil of

vitriol(orsulfuric acid as it is now called) ontochalk to produce carbon dioxide

gas, and encouraging the gas to dissolve into an agitated bowl of water.

Another Englishman, John Mervin Nooth, improved Priestley's design and sold his

apparatus for commercial use in pharmacies. Swedish chemistTorbern Bergman

invented a generating apparatus that made carbonated water from chalk by the use

of sulfuric acid. Bergman's apparatus allowed imitation mineral water to be
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produced in large amounts. Swedish chemistJns Jacob Berzelius started to add

flavors (spices, juices, and wine) to carbonated water in the late 18th century.

Phosphate soda

A variant of soda in the United States called "phosphate soda" appeared in the late

1870s. It became one of the most popular soda fountain drinks from 1900 through

the 1930s, with the lemon or orange phosphate being the most basic. The drink

consists of 1 US fl oz (30 ml) fruit syrup, 1/2 teaspoon ofphosphoric acid,and

enough carbonated water and ice to fill a glass. This drink was commonly served in

pharmacies.

Soda fountain pioneers

Artificial mineral waters, usually called "soda water", and thesoda fountain made

the biggest splash in the United States.[citation needed]Beginning in 1806, Yale

chemistry professorBenjamin Silliman sold soda waters in New Haven,

Connecticut. He used a Nooth apparatus to produce his waters. Businessmen in

Philadelphia and New York City also began selling soda water in the early 19th

century. In the 1830s,John Matthews of New York City and John Lippincott of

Philadelphia began manufacturing soda fountains. Both men were successful and

built large factories for fabricating fountains.

Soda fountains vs. bottled sodas

The drinking of either natural or artificial mineral water was considered a healthy

practice. The American pharmacists selling mineral waters began to add herbs and

chemicals to unflavored mineral water. They used birch bark (seebirch beer),

dandelion,sarsaparilla,fruit extracts, and other substances. Flavorings were also
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added to improve the taste. Pharmacies with soda fountains became a popular part

of American culture. Many Americans frequented the soda fountain on a daily

basis. Due to problems in the U.S. glass industry, bottled drinks were a small

portion of the market in the 19th century. (However, they were known in England.

InThe Tenant of Wildfell Hall,published in 1848, the caddish Huntingdon,

recovering from months of debauchery, wakes at noon and gulps a bottle of soda-

water.) In America, most soft drinks were dispensed and consumed at a soda

fountain, usually in a drugstore or ice cream parlor. In the early 20th century, sales

of bottled soda increased exponentially. In the second half of the 20th century,

canned soft drinks became an important share of the market.

Soft drink bottling industry

Over 1,500 U.S. patents were filed for either a cork, cap, or lid for the carbonated

drinkbottle tops during the early days of the bottling industry. Carbonated drink

bottles are under great pressure from the gas. Inventors were trying to find the best

way to prevent the carbon dioxide or bubbles from escaping. In 1892, the "Crown

Cork Bottle Seal" was patented byWilliam Painter,a Baltimore, Maryland

machine shop operator. It was the first very successful method of keeping the

bubbles in the bottle.

Automatic production of glass bottles

In 1899, the first patent was issued for aglass-blowing machine for the automatic

production of glass bottles. Earlier glass bottles had all beenhand-blown.Four

years later, the new bottle-blowing machine was in operation. It was first operated

by the inventor,Michael Owens,an employee of Libby Glass Company. Within a
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few years, glass bottle production increased from 1,400 bottles a day to about

58,000 bottles a day.

Home-Paks and vending machinesDuring the 1920s, "Home-Paks" were invented. "Home-Paks" are the familiarsix-

pack cartons made from cardboard.Vending machines also began to appear in the

1920s. Since then, soft drink vending machines have become increasingly popular.

Both hot and cold drinks are sold in these self-service machines throughout the

world.

Production

Soft drink production

Soft drinks are made by mixing dry ingredients and/or fresh ingredients (for

example, lemons, oranges, etc.) with water. Production of soft drinks can be done

at factories or at home.

Soft drinks can be made at home by mixing either asyrup or dry ingredients with

carbonated water. Carbonated water is made using ahome carbonation system or

by dropping dry ice into water. Syrups are commercially sold by companies such

asSoda-Club.

Drinks likeginger ale androot beer are often brewed usingyeast to cause

carbonation.

Ingredient quality
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Of most importance is that the ingredient meets the agreed specification on all

major parameters. This is not only the functional parameter (in other words, the

level of the major constituent), but the level of impurities, the microbiological

status, and physical parameters such as color, particle size, etc.

Potential alcohol content

A report in October 2006 demonstrated that some soft drinks contain measurable

amounts of alcohol. In some older preparations, this resulted from natural

fermentation used to build the carbonation. In the United States, soft drinks (as

well as other beverages such asnon-alcoholic beer)are allowed by law to containup to 0.5%alcohol by volume.Modern drinks introduce carbon dioxide for

carbonation, but there is some speculation that alcohol might result from

fermentation of sugars in an unsterile environment. A small amount of alcohol is

introduced in some soft drinks where alcohol is used in the preparation of the

flavoring extracts such asvanilla extract.

Human Resource Management of Hindustan Coca-Cola Beverages Pvt. Ltd.

Coca-Cola Company is a beverage retailer, manufacturer and marketer of non-

alcoholic beverage concentrates and syrups. The company is best known for its

flagship product Coca-Cola, invented by pharmacist John Stith Pemberton in 1886.

The Coca-Cola formula and brand was bought in 1889 by Asa Candler who

incorporated The Coca-Cola Company in 1892. Besides its namesake Coca-Cola

beverage, Coca-Cola currently offers more than 500 brands in over 200 countries
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company, cultural and political differences need to be taken into account.

Therefore, the focus of this paper will be on four tasks and duties of Human

Resource Management (performance management, compensation, career

development, succession planning) based on the United States procedures.

Coca Cola is one of the leading beverage companies of the industry. It runs its

business campaigns all across the world. It deals with different types of products

such as soft drinks, bottled water, tea, sport juices, etc. Coca-Cola has a franchising

model for the production and distribution purposes. Only the syrup concentrate are

manufactured by the company which is sold to the bottlers who are its franchisers

(Coca-Cola Bottling, 2008).

It is important on the part of management to organize the activities of human

resources and organizing technology along with other resources such as physical

assets, monetary resources and knowledge of the employees and to establish

effective and efficient internal organizational structure of the business. The

organizing function focuses on division, coordination, and control of tasks and

flow of information within the organization. Moreover, managers distribute

responsibility and authority to job holders

Organizing Human resources at Coca Cola Company

Management at Coca Cola Company focuses on the acquisition and retention of


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highly skilled and knowledgeable employees so that it can maintain its top position

in the market. It treats these resources as an asset. It provides such conditions of

employment and procedures that enables all employees to develop a sense of unity

with the enterprise and to carry out their duties in the most willing and effective

manner.

It also provides for the security of employment to the workers so that they may not

be distracted by the uncertainties of their future. These objectives, strategies,

policies, and programs are pre-specified by the company, which guides the

management and unions in taking decisions. Also they are in accordance with the

organizations mission, objectives, strategies, policies and its and internal external

environments.

Human Resource Management within Coca Cola

Human Resource Management is an essential part for any organization. Moreover,

development of this department is the first step, the ground on which the future of

the company depends. It is essential for every single business unit and especially

for such international company as Coca Cola. It is people, not technology who

create the company. Human Resource Management at Coca Cola Company has

many advantages. It is the global company and it is impossible to create certain

policies or procedures applicable in all divisions of the company, cultural and


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political differences need to be taken into account. Therefore, the focus of this

paper will be on four tasks and duties of Human Resource Management

(performance management, compensation, career development, succession

planning) based on the United States procedures.

Basically the HRM practices are necessary for every organization. But

unfortunately in Pakistan not so much used HRM practices. In multinational

companies like coca cola have their own separate department of HRM? According

senior executive of HR Waqar Mahmood our HR department consist of 29 people

in Gujranwala plant.

Every organization has its own policies and strategies by which they control the

functions of their departments. Similarly, we also have own policies and strategies

by which we control all the functions of our departments. coca cola HR department

is also conducting all the practices of HRM like Job analysis and design of work,

recruitment and selection, training and development, performance appraisals,

compensation, employee relationships, staff welfare and medical policies and some

other things like that. These all practices are conducted by own policies and

strategies.

HR department not make decisions related of its own department, they also

conduct in companys decision.

JOB ANALYSIS AND DESIGN


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Job analysis is the procedure for determining the duties and skill requirements of a

job and the kind of person who should be hire for it.

Job analysis consists of two products one is job description and second job

specification.

Job description: a list of job duties, responsibilities, reporting relationship, working

conditions, and supervisory responsibilities- one product of a job.

Job specification: a list of a jobs human requirements that is requisites education,

skills, personality, and so on-other product of a job analysis.

Coca cola company HR department check its own job description and job analysis

in which they get the information about employees work activities, human

behavior, performance standard, job context and human requirements and also

other information related to this conduct.

HR department of coca cola used this information for Recruiting, selection,

compensation, performance appraisal, training, and employees relationship.

Planning and Forecasting

The process of deciding what positions the firm will have to fill, and how to fill

them.

Coca cola HR department involves in company strategic planning and they also

make sufficient planning for hiring new employees in the future. We forecast for


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the expected employees needs in the organization. We forecast of employees on

the change technology and increasing in productivity.

After planning we send this report to the head office for approval. If we get

approval from the head office then we start recruitment process

Recruitment process

Our recruitment process is well established first of all we give ads in news papers,

company website, institutions etc. Once we receive an application form, from

candidates with required documents and C V.

1.Internal recruitment

2. External recruitment

External

SELECTION PROCESS

The selection process will vary depending on the position youre applying for, as

one process cant fit all the different roles we have here at CCE. However, in most

cases a combination of any of the following tools will be used:

Interview

Group exercises

Presentations


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Psychometric tests

Role plays/Situational Exercises

INTERVIEW

The interview is designed to reveal more about you and your experiences. Well

ask for examples of how you behaved in different situations, maybe at school,

university, at home or in previous jobs. This is not designed to 'catch you out' and

our interviewers will never try and trick you into an answer. Be honest, be yourself

and it should be an enjoyable experience.

Also, dont forget that this is your chance to find out more about us and ask

questions. Remember, interviews are a two-way process so use it to understand the

nature of the role and to make sure it really is what youre looking for.

GROUP DISCUSSION

were very much a team at CCE so these will show us how effectively you work

with people. Theyre a good opportunity for us to see how you communicate,

influence and involve other people in the workplace.

PRESENTATION

Presentations give you the chance to show your ability to communicate to a group

of people on a specific topic. You may be given a topic in advance or on the day,

but dont worry youll have plenty of time to prepare.

PSYCHOLOGICAL TEST


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Psychometric tests are timed exercises that examine your abilities and potential.

On occasions, we may also use a personality assessment tool that is designed to

find out more specific things about you. If youre asked to complete a

psychometric test, well send you information and advice in advance on how to

prepare.

ROLE PLAYS / SETUATIONAL EXCERCISES

Designed to assess how you react in certain situations, these help to highlight

particular skills and how well your suited for a position. You may be given facts

and figures to review, or a report to complete; we may also have an assessor acting

as a customer or employee to simulate a situation that could occur in the

workplace. Dont worry, youll be given a brief and ample time to prepare.


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CHAPTER2

RESEARCH DESIGN


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TITLE OF THE STUDY

A study on EFFECTIVENESS OF RECRUITMENT AND SELECTION

PROCESS inHINDUSTAN COCA-COLA BEVERAGES PVT. LTD

Raninagar.

STATEMENT OF PROBLEM

The mobilization of money, the construction of factory building, the purchase and

installation of machines and procurement of materials are the initial measures

taken by a management in the establishment of a company. The recruitment and

selection of people to man and machines and auxiliary services form a part of

these initial measures.

In enterprise grows and diversifies, and so there is great need for men and

women. Recruitment and selection, therefore becomes a specialized function and

is disclosed by the personnel department. In act, employments are one of the

foremost functions of the human resource development.

Therefore, it is necessary to know about the employment function i.e.,

recruitment, selection, interviews, placing and orientation of personnels. HR is

the major inputs for any organization to achieve its objectives. Therefore its


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important for any organization to spend time and money till the right personnel

are found.

OBJECTIVES OF THE STUDY

To analysis the study on recruitment and selection process in Hindustan

Coca-Cola Beverages Pvt. Ltd certain objectives are needed. They are as

follows-

o To understand the recruitment and selection process with respect to

Hindustan Coca-Cola Beverages Pvt. Ltd.

o To compare the practiced process with the theoretical process.

o

To find out the quality of the professional hired.

o To gain a practical exposure and hand on experience of the recruitment

and selection process.

o To study the effectiveness of the process practiced by this company.

o To recommend suitable recommendation, if any, based on the findings.

SCOPE OF THE STUDY

1. Recruitment is a process to discover the sources of man power to meet the

requirements of staffing schedule.


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2. To employ effective measuring manpower in adequate numbers to

facilitate effective selection of an effective working force.

3. Selection is the process of differentiating between applicants in order to

identify and hire those with a greater likelihood of success in a job.

RESEARCH DESIGN

A research design is the arrangement of conditions for collection and

analysis of data in a manner that aims to combine relevance to the research

purpose with economy in procedure.

The study was carried on with the association. The information gathered was

through discussions with recruiters. The study is based on an Random

Sampling Method.

OPERATIONAL DEFINITION OF CONCEPTS

Recruitment and selection

Recruitment is the process of identifying that the organisation needs to employ

someone up to the point at which application forms for the post have arrived at


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the organisation. Selection then consists of the processes involved in choosing

from applicants a suitable candidate to fill a post. Training consists of a range of

processes involved in making sure that job holders have the right skills,

knowledge and attitudes required to help the organisation to achieve its

objectives. Recruiting individuals to fill particular posts within a business can be

done either internally by recruitment within the firm, or externally by recruiting

people from outside.

The advantages of internal recruitment are that:

1. Considerable savings can be made. Individuals with inside knowledge of how

a business operates will need shorter periods of training and time for 'fitting in'.

2. The organisation is unlikely to be greatly 'disrupted' by someone who is used

to working with others in the organisation.

3. Internal promotion acts as an incentive to all staff to work harder within the

organisation.

4. From the firm's point of view, the strengths and weaknesses of an insider will

have been assessed. There is always a risk attached to employing an outsider who

may only be a success 'on paper'.

The disadvantages of recruiting from within are that:

1. You will have to replace the person who has been promoted

2. An insider may be less likely to make the essential criticisms required to get


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the company working more effectively

3. Promotion of one person in a company may upset someone else.

Job description

A job description will set out how a particular employee will fit into the

organisation. It will therefore need to set out:

the title of the job

to whom the employee is responsible

for whom the employee is responsible

a simple description of the role and duties of the employee within the

organisation.

A job description could be used as a job indicator for applicants for a job.

Alternatively, it could be used as a guideline for an employee and/or his or her

line manager as to his or her role and responsibility within the organisation.

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


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company.

Keeping the costs of selection down will involve such factors as holding the

interviews in a location, which is accessible to the interviewing panel, and to

those being interviewed. The interviewing panel must have available to them all

the necessary documentations, such as application forms available to study before

the interviews take place. A short list must be made up of suitable candidates, so

that the interviews do not have to take place a second time, with new job

advertisements being placed.

The skills required should have been identified through the process of job

analysis, description and specification. It is important then to identify ways of

testing whether candidates meet these requirements. Testing this out may involve:

interviewing candidates

asking them to get involved in simulated work scenarios

asking them to provide samples of previous work

getting them to fill in personality and intelligence tests

giving them real work simulations to test their abilities.

METHODOLOGY

Definition: Methodology can properly refer to the theoretical analysis of the

methods appropriate to a field of study or to the body of methods and principles


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contains open ended and close ended questions. Are original source from

which the researcher directly collects data that have not been previously

collected.

Secondary data:

These are sources containing data, which have collected and complied for

another purpose. The secondary data consists of already compiled statistical

statements and reports whose data may be used by the researchers for the studies.

The data is collected through the following:

HRM textbooks.

HR magazinesHRM review.

HR websites.

Other articles from web sites and newspapers.

SAMPLING METHOD

The sampling technique used for conducting the research study is simple random

sampling. In simple random sampling each unit of population has an equal chance

to be selected as a simple random sampling is the process of selecting a sample in


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such way that the entire individual in the defined population have an equal chance

of being selected for the sampling.

SAMPLING UNIT

All employees in Hindustan Coca-Cola Beverages Pvt. Ltdare selected as a

sampling unit.

SAMPLE SIZE

The study conducted on Effectiveness of Recruitment and Selected process in

Hindustan Coca-Cola Beverages Pvt. Ltd., was restricted to four consultancies.

A structured questionnaire was used to collect data from 50 employees of the

consultancies. A convenience sampling technique was used. So the sample size for

the study is 50 employees. The study is restricted to four consultants.

TYPES OF RESEARCH

The type of research study done is respective descriptive research. Descriptive

research includes surveys and facts finding enquiries of different kind. The major

purpose of descriptive research is description of the state of affairs as it exists at

present.

TOOLS FOR DATA COLLECTION


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Reliability ofdata: Reliability of data always remains a prime concern

when humans are surveyed. Mon-interest, poor understanding, unclear

questions, inability to think instantly creeps in apprehensiveness in the

minds of the researcher while tabulating and analyzing the data.

CHAPTER SCHEME

1. INTRODUCTION - This includes title of the theoretical background of the

study.

2. RESEARCH DESIGN - This includes the of the study, statement of the

problem, objectives of the study ,scope of the study ,operational definition of

concepts sources of data, sample design , methodology, types of research plus

tools for data collection ,plan of analysis, reference period, limitation and

chapter scheme.

3. COMPANY PROFILE - This includes history of the company, business

operations, service profile market share , competitors and organizational chart.

4. DATA ANALYSIS AND INTERPRETATION - This includes title of the

table , data table , inference of the table, graphical representation.

5. SUMMARY OF FINDINGS AND CONCLUSION - It includes summary of

findings and conclusion.


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6 .RECOMMENDATIONS AND SUGGESTIONS -This chapter includes the

recommendations and suggestions by the researcher.

7. APPENDICES AND ANNEXURESThis includes the copy of

questionnaire.

BIBLIOGRAPHYThe references made from text books, journals,

newspapers and magazines are listed in this chapter.


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CHAPTER3

COMPANY PROFILE


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Human resource structure:

General Manager (GM)

Deputy General Manager (DGM)

Assistant General Manager (AGM)

Manager

Assistant Manager

Senior Executive


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Executive

Junior Executive

Assistant Executive

Trainee

An Introduction to Hindustan Coca-Cola Beverages Pvt. Ltd, Raninagar

Location: This plant is situated at nearly 9 km away from Jalpaiguri and 36 km

away from Siliguri. It is located at Raninagar Industrial Growth Center.

Address:Hindustan Coca-Cola Beverages Pvt. Ltd.

WBIIDC,

Raninagar Industrial Growth Center,

Raninagar, Mouza: Patkata,

P.O. & Dt : Jalpaiguri,

West Bengal.


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Area:The total area of the plant is 11.3 acres.

Status:Authorized bottlers of the Coca-Cola company:

1, Coca-Cola Plaza, Atlanta, GA 30313, USA.

History:This plant started in April, 2000 with six different products namely

Coca-Cola (Coke)

Thums Up

Sprite

Fanta

Limca

Kinley Soda

Production:The manufacturing facility is capable of producing 200ml and 300ml

RGB and 600ml, 1.25L, 1.50L and 2.00L PET bottles for the six different flavours

that are produced here.

Production Capacity:600 BPM (RGB), 300 BPM (New PET) AND 100 BPM

(New PET).

International Standards:

ISO-9001:2008- For quality.

ISO-14001:1996- For environment.


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ISO-22000- For food safety.

OHASAS 18001:2007- For occupational health and safety.

Awards Received:The plant is awarded by Citizenship Challenged Award for

Pet Recycling Project, Environmental Excellence Award, Max Glass Award etc.

It has also received recognition for Excellence in Water Management and Other

Environmental Initiatives.

CRS Activities:The plant is also highly active in CRS or the social activities. It

has provided scholarship to meritorious poor students, celebrating Childrens Day

and Environment Day along with arranging competition like Sit-n-Draw for the

childrens. It also activelyparticipates in Rain water harvesting, PET recycling,

Working with District Disable Rehabilitation Centre etc.

Food Safety Management:All associates of HCCBPL, Raninagar are committed

to produce beverages in hygienic conditions and safe to consume by common

people every time by implementing HACCP, GMP, GLP, GHK from receiving of

raw materials to storage of finished products.

TABULATIO

Acme Fairgrowth Contactx


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knowledge,

Competency,

Family

Background,

Track Record,

Etc.

ability to commit Qualification, Job

profile,

employment

history and most

important his

attitude.

Openness to

negotiateNO Very much Negotiation is

very important on

both fronts with

the candidate and

clients.

Problems during

Recruitment and

Selection

Cultural

Background

issues, Salary

band problems,

Candidates not

joining after offer

acceptance

Sourcing the right

candidate for a

technical position

,candidates not


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attending the

interview ,lack of

feedback from the

clients

Does MONEY

make you MOVEProfile,

Compensation

and benefits along

with money is

important

Not so much but

definitely a factor

to be considered.

Job Scope and

satisfaction,

remuneration,

growth makes me

switch.

Note: The above table shows details about various companies Opinion about

Recruitment and Selection on the basis of the mentioned criteria. They are

highly subjective as they are personal opinion

THE QUALITY ASSURENCE DEPARTMENT

The quality assurance department is an integral part of Coca-Cola Company. It has

its importance because it provides assurance to the consumers that the products

they are consuming it safe to the extent that they are accepted by the Government

of India and worldwide.


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The department is headed by the quality incharge Mr. Rudra Mohan Thakur, with

quality associates Microbiologists, Line Chemists, Process Chemists and operators.

The quality department controls mainly three departments:

The Water Treatment Plant.

The Effluent Treatment Plant.

The Syrup Preparation Room.

The department also checks the quality of different products received from the

suppliers and thus we can conclude that it works not only in factory but also

managers the status of the company outside.

Product and Services:

The business system of the Company in India directly employs approximately

6,000 people, and indirectly creates employment for many more in related

industries through our vast procurement, supply and distribution system. The vast

Indian operations comprise 25 company-owned bottling operations and 24

franchisee-owned bottling operations. That apart, a network of contract-packers

also manufactures a range of products for the Company.

Coca-Cola


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Diet Coke

Sprite

Fanta

Thums Up

Limca

Maaza and Kinley are Trademarks of The Coca-Cola Company

Cultures and Values:

The Secret Of Formula

Commitment, tempered by Passion and seasoned with a great deal of Fun is the

Coke way of life. Drawing upon our collective energies, this Secret Formula drives

us to achieve greater results collaboratively and thoroughly enjoy ourselves while

doing it! The pace, energy and passion of our people constitute the invisible glue

that make us one of the most sought after workplaces.

Participative Leadership

Right from our interactions in the market, our Business Planning and our Brand

launches, to our Employee Engagement Programs, our Values Agenda, and


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employee processes, every system is available for continuous improvement. A

learning atmosphere, enabled by our Manifesto for Growth, helps us seek and

replicate the learnings from within and outside our organization. Our Engagement

programs enable us to examine, validate and improve ourselves, constantly. Our

colleagues involve themselves in our opportunities for participative leadership

volunteering for work groups that assist decision-making in critical processes.

Values

We are guided by the shared values that guide us a Company and as individuals

LeadershipThe courage to shape a better future

PassionCommitted in heart and mind

IntegrityBe real

AccountabilityIf it is to be, its up to me

CollaborationLeverage collective genius

InnovationSeek, imagine, create, delight

QualityWhat we do, we do well


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Number of Departments in PCS

1. Technical Department

2. Administration

3. Human Resource

4. Finance& Accounts

5. Quality Department

6. Sale & Marketing

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