evaluation of recruitment and induction (3)[1]

Evaluation of Recruitment and Induction

Master of Business Administration 1

VISVESVARAYA TECHNOLOGICAL UNIVERSITY

MATCHE, BELGAUM -590018

2009-2010

SUMMER PROJECT REPORT ON

“Evaluation of Recruitment and Induction Process”

Undertaken at

The Himalaya Drug Company, Bangalore

From 21st Dec 2009 to 28th Feb 2010

Submitted in partial fulfillment of the

Requirement for the award of degree of

MASTER OF BUSINESS ADMINISTRATION

A Project Report Submitted by

Mr. Ravi Patil

U.S.NO 5XE08MBA72

Internal Guide External Guide

Prof. A. V. Kapileshwar Mr. Raghavendra Kulkarni

Faculty, VTU, Belgaum Manager - Learning & Development

The Himalaya Drug Company, Bangalore




Department of Master of Business Administration

PG Centre, Belgaum

CERTIFICATE

Certify that the project entitled “The Himalaya Drug Company, Bangalore” is a bonafide work

carried out by Mr. Ravi Patil in partial fulfillment for the award of degree of MASTER OF

BUSINESS ADMINISTRATION of VISVESVARAYA TECHNOLOGICAL UNIVERSITY,

BELGAUM during the year 2009-10. It is certified that all correction/suggestion indicated for

internal assessment have been incorporated in report deposited in the department library. Further I

declare that no part of this report has been submitted for the award of any other

Degree/Diploma/Fellowship or similar titles prizes and work has not been published.

Signature of the Guide Signature of the PG Coordinator

Prof.A.V.Kapileshwar Smt.Nandini .S.Sidnal

External Viva

Name of the Examiners Signature with Date

1.

2.



Visvesvaraya Technological University

P.G.Department (M.B.A)

Matche, Belgaum

GUIDE CERTIFICATE

This is to certify that this project report is a record of work done by

Mr. Ravi Patil during the period of his training under my guidance to

the best of my knowledge and that it his not previously formed the

basis of any award or any master degree or diploma in Visvesvaraya

Technological University or elsewhere.

Place: Belgaum Signature of the guide

Date: Prof. A.V Kapileshwar



STUDENT DECLARATION

I declare that the Summer Project report on subject

“Evaluation of Recruitment and Induction Process’’

Undertaken at

(The Himalaya Drug Company, Bangalore)

Submitted in partial fulfillment of the requirement for

The award of the degree

Master of Business Administration


Is my original work and not submitted for the award of any

other degree diploma fellowship or other similar title.

Name: - Ravi Patil

U.S.No:-5XE08MBA72

Signature:-



ACKNOWLEDGEMENT

This dissertation would not be completed without expressing gratitude to those

who extended their wholehearted support for the successful completion of the

dissertation. I would like to articulate my heartfelt gratitude to all people stood

behind throughout the work.

Firstly, my wholehearted gratitude to our beloved principal Ms. Nandini Sidnal

and guide Prof. A.V. Kapileshwar, for guiding and giving me an opportunity to

take up this study.

I have immense gratitude to Mr. Raghavendra Kulkarni, Manager – Learning

& Development and Ms. Meetha Mahesh Kumar, Management trainee from

The Himalaya Drug Company, Bangalore, for their guidance and co-operation

during the study.

I am also thankful to all members of PG Department VTU Belgaum, for helping

and supporting in completion of this study.

And finally I also thank to all my friends and well - wishers who helped me

directly or indirectly in completion of this dissertation. Date:

Place: Belgaum Ravi Patil

5XE08MBA72

VTU, BELGAUM



EXECUTIVE SUMMARY

This project is done at The Himalaya Drug Company Bangalore, as a part of MBA

programme with the objective to study about “Evaluation of recruitment and induction” in the

company.

This report gives information about “recruitment and induction”. This report also includes the

profile of the company and information about the effectiveness of recruitment and induction

in the company.

The study was conducted systematically. The primary data required for the study was

obtained from the employees with the help of structured questionnaire which was given to 25

employees randomly.

The secondary data was collected through internet, company hand book, journals.

The study was limited to period of ten weeks.

The study also aims at providing suggestions for better recruitment and induction programme

and over coming the problems of the same if any in the company.



CONTENTS

Chapter 1

Industry Profile

Evolution of Ayurveda

Personal care industry

Pharmaceutical industry and recent developments

Chapter - 2

Company Profile

Inspection and back ground of company

Nature of the business Carried

Vision, Mission and Quality Policy

Product profile

Area of operation

Ownership pattern

Competitors information

Infrastructure facilities

Future growth and prospectus

Achievements and rewards

Work flow model

McKinsey’s 7S model

1. Structure

2. System

3. Strategy

4. Skills

5. Shared values



6. Style

7. Staff

SWOT analysis

Learning experience

Chapter – 3

Methodology

Recruitment

Induction

Chapter – 4

Analysis and Interpretation

Conclusion

Recommendations

Bibliography



Chapter-1

Industry Profile



Evolution of Ayurveda in the world

Ayurveda’s lasting influence in the Non-Indo-European sphere began after the rise and spread

of Buddhism in the sixth century B.C. Buddhist monks introduced Ayurveda to China, Tibet,

Korea, Mongolia and Srilanka leaving a lasting legacy in their medical system. More recently

the German translation of an Ayurvedaic text that dates back to less than 1000B.C. The

Susruta Samhita contributed to modern medicine, the discipline of plastic surgery and also

mentions the eight branches in Ayurveda – Genera medicine, Surgery, ENT, Eye disease,

Toxicology, Psychiatry, Pediatrics, Gynecology, Sexology, and Virility.

Ayurveda is a traditional science of medical treatment in India, traces its origin through the

myths to the “Puranas “and “Epics”. According to the puranas the Ayurveda tradition was

transferred from Brahma to Prajapathi and Ashwini Kumaras and through them to Indra.

Sage Bharadwaj acquired the knowledge from Indra and taught sage Aathreya, through his

disciples it was handed over to the Aryans. They landed on the banks of Sindhu river around

2000B.C, driving the Dravidian and laid the foundation of their culture. The excavations in

these lands reveal the existence of a fairly developed science of medical treatment. The vedic

literature works like Mantra, Brahma‟s and Aaranyaka Upanishads have references to

Ayurveda. The word Ayurveda comes from the word “AYUR” meaning “LIFE” and the

word “VEDA” meaning “TO KNOW”. Ayurveda means “THE SCIENCE OF LIFE” and is a

medical system practiced in India, Srilanka and Nepal.. Ayurveda’s mythological origins,

though, are attributed to the Indo-European Nasatya or Aswins, twin physicians of the gods

of the ancient Indo-European pantheon. Ayurveda is considered the Upaveda or accessory

Veda to the ATHRVANA VEDA.



Personal Care Industry in India

The Indian personal care industry through its many stages of transformation it evolved from

being one catering seemingly luxury items, to one, which encompasses a wide range of

products of daily use and one, which essential for healthy living.

Till 90‟s the industry was reeling under a closed economy where a few multinational like

Hindustan Lever Limited, Ponds and Colgate competed with domestic players like Godrej,

Balsara etc.

As economic liberalization was ushered-in, in the early 90‟s the industry began to hot up with

entry of a number of players, both multinational like Henkel, Revlon and Gillette and

domestic players like Marico and Cavin Care.

The current scenario is one of a decline in the fast growth rates so far. On one hand the

mature urban market is slowly reaching a stage of saturation and companies are increasingly

targeting the rural market for volume sales. On the other there has been significant increase in

promotional efforts to lure customers into buying products.

The major players in India are……….

a. Procter and Gamble

b. Revlon

c. Dabur

d. Cavin Care

e. Marico

f. Johnson & Johnson

g. Colgate

h. Pepsodent

i. Ponds

j. Charak Pharma

k. TTK Pharma

l. Ozone

m. HUL

n. Wipro

o. Garnier



Personal care products are generally used for personal health and hygiene. It includes

products like body talc, body scrub, tooth paste, tooth brush; tongue cleaner, tooth powder,

bathing salts, bathing gel, essential oils, moisturizer, skin creams, face wash, hair oil, hair

shampoo, hair conditioner, soap, nail and cuticle care products. The personal care product

market was a success on all counts in 2005-2006 with good performances from each of the

big five markets. In recent years, consumer health awareness has slowly been increasing and

this has led people trying to take better care of them.

The major demands for the products are of basic need for the consumers like soap, shampoo,

hair oil etc. The personal care products industry consists of four major sub-sectors

manufacturing a range of products. These sub-sectors and their products are highlighted

below:

Face cream products-Face is the reflection of an individual‟s physical appearance.

Generally, the beauty of a person is described by the look of one‟s face. Thus, to enhance the

beauty of the face people use face care products whose market is growing at double digits.

The industry manufactures products like astringent, face cream, scrub, face toner,

moisturizer, cleanser, etc. Some of these products are used for clarification and purification of

the facial skin from dust and purification of the facial skin dust and harmful rays of the sun

while others are used for toni- ng.

Hand and foot care products-As the name suggest these products are used to enhance the

beauty of hands and feet, the hand and feet care product market segment, grew 5.9%in 2005

to a total of 338.2 million dollars, and included many successful product introduction. These

included herbal and organic products, as well as products for youthful skin; men are also

starting to take better care of themselves, resulting in growth in the men‟s foot care products

market segment. Hand and foot care products are broadly categorized into cuticle care

products, foot scrub, hand and foot cream; nail care products etc. the diagram given below

shows the various market segments:

http://www.fashionproducts.com/personal-care-overview.html



Hair care products-Hair care is the largest market segment, both in 2004 and 2005 with

sales reaching 350 million dollars. The price war had its impact on the shampoo and styling

categories. Sales in hair repair products showed significant growth, consumers were willing

to buy special, more costly, products, because these products are used for many purposes like

hair cleansing, hair conditioning and hair coloring. Some important hair care products are

shampoo, conditioner, oil, styling gel, glaze, spray, colors.

Cosmetics: The global cosmetics market continues to benefit from a combination of strong

macroeconomic trends creating opportunities for new product niches. The strongest growth in

the global cosmetics market in 2005 was derived from developing regions such as Eastern

Europe and Latin America and key markets in Asia-Pacific, with expansion linked to large

populations, rising disposable incomes, modernizing retail and distribution networks and

increased industry awareness amongst consumers. Cosmetics are items to enhance or protect

the appearance or odor of the human body. The products included in this category are; Eye

make up product, face make up product, lip make up product.



Pharmaceutical industry in India

The pharmaceutical industry in India is highly fragmented with over 20,000 registered units.

About 300 firms constitute the organized sector. Over the last 30 years the industry has made

impressive strides and today it accounts for the production of over 400 bulk drugs and about

60,000 formulations. India has emerged as a world leader in the production of high quality,

low-cost generic drugs. According to projections made by McKinsey, the Indian

pharmaceuticals industry is forecast to grow to USD 25 billion by 2010. Formulations

account for 78% of the total sales of the industry. Many companies are competing in the

formulations segment, but only a few are successful, as this segment is considered „delicate‟

when compared to the more „risk free‟ bulk drug segment. To come out successfully with a

formulation and establish it as a brand, the pharmaceutical firm has to put the formulation

through various trials to prove that the product is a cure for a particular symptom or disease.

Drug price control, a stringent patent law, counterfeiting of drugs, R & D costs involved in

discovery of new drugs and the existence of a huge unorganized segment within the industry

are some of the major challenges faced by the formulations manufacturers

Marketing Strategies and Challenges:

Let‟s look at strategies adopted and the challenges addressed by pharmaceutical firms in

marketing of formulations. The pharmaceutical industry has a large number of players – 300

units in the organized sector alone – and this signals a highly competitive environment.

Strategies in Customer Relationship Management (CRM), sales force management, branding

of products, promotion of products in the doctors‟ chambers and streamlining of the

distribution set-up are some of the key issues that are constantly kept in view for the

achievement of successful outcomes. At the same time, challenges involved in arresting the

sale of spurious/counterfeit drugs and the formation of grey markets are addressed by

progressive pharmaceutical companies, jointly with the Government machinery, if necessary.



Recent developments in pharmaceutical industry:

Recently the domestic pharma market has registered a robust growth of 17%, the highest in

two years after 2006, buoyed by a strong increase posted by all major companies and

expansion into rural markets. The industry closed the year 2009 on a high note recording a

healthy growth-the highest during the year-27.6% in December according to consultancy

ORG-IMS data.

The industry growth had dropped to 10% in 2008 due to economic slowdown, after a strong

growth of 14% in 2007 and 18% in 2006.

Almost all companies exceeded the industry growth, by growing over 20% during the month,

while mid-tier firms grew in the range 20%-30%, implying that the growth has come in

irrespective of scale. “This augurs well for the industry as all players are participating equally

and driving the growth momentum,” analyst says.

The Rs 40,000-crore organized domestic retail market is highly fragmented with the largest

company having a market share around 5-6%. Cipla which has topped the list in terms of

market share for the last couple of years, ended the year with 5.38%, with Ranbaxy closely

following at 4.96%.The top seven companies were Cipla, Ranbaxy, Glaxo, Nicholas Piramal,

Zyndus Cadila, Sun Pharma and Alkem.

Commenting on the industry‟s outlook, Ganesh Nayak, ED, Zyndus Cadila said,”not only

economic recovery helped markets to grow during last three to four months, but it is also due

to expansion strategy adopted by many companies during the middle of this year.” All top-

ranking companies increased their field force to tap into semi-urban and rural markets and

added new marketing divisions to expand their reach to new customers that resulted in

highest sales during the period.

The trend of high growth rate is expected to continue this year as well, with companies

focusing on these markets.



Chapter-2

Company Profile



A. Inception and background of the company

The Himalaya Drug Company has a history of eighty long years. The Himalaya Drug

Company was founded in the year1930 by Mr. M. Manal with a clear vision to bring

Ayurveda to society in a contemporary form and to unravel the mystery behind the 5,000 year

old system of medicine. This included referring to ancient ayurvedic texts, selecting

indigenous herbs and subjecting the formulations to modern pharmacological, toxicological

and safety tests to create new drugs and therapies.

Eighty years ago, on a visit to Burma, Mr. Manal saw restless elephants being fed with a root

to pacify them. The plant from which this was taken is Rauwolfia serpentina. Fascinated by

the plant's effect on elephants, he had it scientifically evaluated. After extensive research,

Serpina , the world's first anti-hypertensive drug, was launched in 1934.Mr.Manal young

man with a very curious mind pondered the idea of presenting herbal medicine in a

contemporary form. He spent his days riding his bicycle through the forests and learning

about herbs from the local healers. He knew he must scientifically prove that herbal

medicines do work. He also wondered how to make herbal tablets. He was advised to add

kerosene to the powdered herb to help the tablet keep its form. And he tried it too, only to

quickly realize that he had been tricked! He continued his efforts on his hand-operated tablet-

compressing machine. At night, his shoulders would ache after struggling to manually

produce a few hundred tablets, one tablet at a time. Simple as it may sound, the reality was

that in his time this had never been done. His continuous dedication, effort and long vision

resulted as a gift to the world of Ayurveda.

Business Philosophy:

Mr. M. Manal‟s main philosophy was to put ayurveda on par with modern medicine. His

desire was to create an awareness of significance of traditional system, to prove the Ayurveda

scientifically and to show that it is equally competent, effective to that of modern medicine.



Business Objectives:

Legacy of researching nature forms and to use it for mankind.

To make use of tools of modern science to create pharmaceutical-grade ayurvedic

products.

To become pioneer in research that has converted Ayurveda‟s herbal tradition into a

complete range of proprietary formulations dedicated to healthy living and longevity.

Establish Himalaya as a science-based, problem-solving, head-to-heel brand,

harnessed from nature's wealth and characterized by trust and healthy lives.

B. Nature of business carried

The Himalaya Drug Company is a pharmaceutical, animal health care, personal care

and health care consumer goods manufacturing company.

C. Vision, Mission and Quality policy.

Vision : “Wellness in every home through herbal health care”



Quality policy:

Developing safe and efficacious pharmaceutical grade herbal health care and personal care

products.

Quality at Himalaya is achieved through teamwork and continuous learning and

improvement.

Measuring the quality from “seed to shelf “ensuring commitment to quality from herb

cultivator to the finished products.

Conforming to stringent quality standards and exceeding the customer expectations.

Any one who comes in touch with Himalaya must be pleased with his or her experience,

nothing less is acceptable.

Mission:

Establish Himalaya as a science-based, problem-solving, head-to-heel brand, harnessed from

nature's wealth and characterized by trust and healthy lives.

Develop markets worldwide with an in-depth and long-term approach, maintaining at each

step the highest ethical standards.

Respect, collaborate with and utilize the talents of each member of the Himalaya family and

the local communities where Himalaya products are developed and/or consumed, to drive the

seed-to-shelf policy and to rigorously adopt eco-friendly practices to support the environment

we inhabit.

Ensure that each Himalaya employee strongly backs the Himalaya promise to exceed the

expectations of the consumer, each time and every time. Nothing less is acceptable.



Environmental Policy:

The Himalaya Drug Company is engaged in developing and manufacturing safe and

efficacious pharmaceutical-grade herbal healthcare and personal care products.

Caring for the environmental policy aims at reducing our environmental impact, adopting

best practices and technologies in environment management, complying with legal

requirement and raising environmental consciousness amongst employees and the

communities in which we operate.

We are committed to:

1. Applying environment management system such as ISO 14001 to all our operations.

2. Promoting environment-friendly practices through the supply chain.

3. Accounting for environmental impact of our product and taking steps to reduce the

same.

4. Designing and developing products that are energy efficient and eco-friendly.

5. Training personnel in environment management with clearly defined roles and

responsibilities.

6. Identifying, evaluating, and controlling environmental impact from every activity.

7. Waste minimization and wherever possible, promoting waste reuse and recycling.

8. Reducing noise pollution.

9. Managing emission to air, water and land by observing the principle of „eliminate,

reduce, re-use, re-cycle, dispose.‟

10. Increasing the use of renewable energy to meet our energy requirements.

11. Maintaining transparency in reporting on environmental management.



Brand Identity :

The promise of health, well-being and a prescription for good living.

The Himalaya brand has much in common with the mountain range from which it draws its

name. For centuries, the Himalayas have been an icon of aspiration, of man's quest to unlock

Nature's secrets. They represent purity and lofty ideals. The fact that the Himalayas are the

source of many of the herbs that are used in our products makes our brand name all the more

appropriate.

The Himalaya logo is a visual definition of its brand identity. The leaf that forms the crossbar

of the letter H evokes the company's focus on herbal healthcare. The teal green represents

proximity to nature, while the orange is evocative of warmth, vibrancy and commitment to

caring. The Himalaya brand carries with it the promise of good health and well-being.



d. Product/service profile



Quality products start with quality raw materials, The Himalaya Drug Company is on a

mission to bring about healthy lives, to achieve its mission it has its own Research and

Development Centre with state of art technology work to improve the product yield.

The world‟s latest longing for alternative medicine like Ayurveda/Herbal, Reiki and

Homeopathy has been a grandmother‟s recipe in India for ages.

It was India‟s natural henna, which gave the world the concept of body decoration, the hair

shampoo and body tattoos. The story goes the Indian royal families used to take bath in rose

petal for special occasions. It is common knowledge today rose petal‟s extract are used for

variety of cosmetic products. Indian sense of ornamentation is so versatile in approach and so

rich in content that it is next to impossible to explain.

Product definition:

A product is any tangible, intangible offering that might satisfy the needs or aspirations of

consumer.

The Himalaya Drug Company has used its wealth of knowledge and research, in natural

herbal remedies, to formulate a personal care range, that cater to our daily health needs. This

range offers the goodness of natural solutions for daily use with no side effects.

The products of The Himalaya Drug Company carry the hall mark of quality and consistency.

It has pioneered the scientific validation of Ayurveda formulations. At The Himalaya Drug

Company, they respect the tradition but apply modern standard of analysis, formulation,

safety and clinical effectiveness to create products that are well balanced and can be taken by

any one. The Himalaya Drug Company formulations are manufactured according to the rigid

standards of the pharmaceutical industry. Extensive toxicological studies are carried out to

ensure the absence of pesticides, fungicides and microbial toxins in the final products.



Few main products of The Himalaya Drug Company are....

Product Properties

Forest Honey- Pure, fresh honey, from the

forest of India:

neem Himalaya-The derma ‘specialist’: Offers antibacterial, antifungle and blood- purifying

properties and also influencing healthy and growing

skin.

ashvagandha Himalaya-Calms nerves,

revives mind and body:

Increases endurance and energy and counteracts

anxiety and stress.

karela Himalaya-Secure glycemic control

from nature:

Helps lower blood sugar and provides antioxidant and

detoxifying properties. Useful for Diabetics and

patients with prediabetes.

shallaki Himalaya –The key to healthy

joints:

Plays useful role in relieving joint aches and arthritic

pains. Shallaki Himalaya maintains and supports

healthy joints.

triphala Himalaya-The prokinetic

cleanser:

Strengthens the week digestion and exerts the gentle

laxative action.

brahmi Himalaya-The cerebral herb: Improves the mental abilities, promotes clarity of

thought, calmness,memory,concentration and learning

amalaki Himalaya-Nature’s prime

antioxidant:

It provides restorative and balancing effects on body

functioning. Has role in weakness and convalescence.

bael Himalaya-Offers efficient

management of intestinal infections:

It has digestive, anthelmitic and anti-inflammatory

properties.

arjuna Himalaya- Comprehensive control

of hypertension:

Helps to regulate blood circulation and promotes

cardiac health.

gokshura Himalaya-Revives libido,

intensifies performance :

Strengthens the genitourinary system. It improves

male sexual desire and performance.

guduchi Himalaya-Strengthens anti-

infective response:

Build the body‟s resistance to infections, enhances the

activity of white blood cells and improves the immune

systems.



Haridra Himalaya-The versatile cytoprotective in

chronic diseases.

Offers ant allergic, anti-inflammatory, and antimicrobial

properties and is useful in skin infections, allergies and

oxidative stress-like leukoplakia, diabetes and tissue

injury.

Haritaki Himalaya –The gentle laxative. Offers gentle laxative action and promotes smooth

bowel evacuation, helps to provide good health through

relief from simple constipation.

Kapikachhu Himalaya-Elevates sperm count. Helps improve mood and exerts aphrodisiac qualities

and boost count.

Lasuna Himalaya-Improves perfusion in vascular

disease.

Helps improve the blood flow in patients affected with

blood vessel disease, influences the lowering of

cholesterol levels and for patients with atherosclerosis.

mandukaparni Himalaya-Enhances mental

concentration.

Improves mental functioning and alertness.

manjishtha Himalaya-Effective in skin

pigmentation disorders.

Helps to detoxify the blood and to reduce the skin

allergies and heal skin lesions.

meshashringi Himalaya-Invaluable for Diabetes. Helps for carbohydrate metabolism and lowering blood

sugar levels.

punarnava Himalaya-Comprehensive control of

UTI.

Supports for healthy Urinary system.

Shatavari Himalaya- The Queen of herbs for

women.

Promotes well-being in women during and after

menopause.

shigru Himalaya-Alleviates joint inflammation. Helps provide relief from painful and inflamed joints

through anti-inflammatory and anti-anti-arthritic

activities.

shuddha guggulu Himalaya-The effective lipid

regulator.

Helps in lipid metabolism and helping lower blood

cholesterol levels.

sunthi Himalaya-Dependable anti-nausea therapy

.

Provide reliable relief from nausea associated with

motion sickness, indigestion, migraine, headache and

post-surgery.

tagara Himalaya- Relaxes the mind, promotes

sleep.

Helps to calm nervous unrest and emotional troubles

and promotes sleep.

trikatu Himalaya-Digestive par excellence. Improves digestion.

tulasi Himalaya Ensures rapid control of URTI. Offers complementary restorative actions to help

recover faster from common cold, sore throat and other

upper respiratory tract infections (URTI).



Few Skin Care Products……

CLEANSERS

SOAPS

EYE

CARE

TONER

MOISTURIZERS

SUN

PROTECTION

EXFOLIATORS

FACE PACKS

SKIN

NOURISHERS

Gentle Face

Wash Gel

Moisturizing

Almond

Soap

Kajal Gentle

Refreshing

Toner

Intensive Face

Moisturizing

Lotion

Protective

Sunscreen

Lotion

Gentle

Exfoliating

Walnut Scrub

Refreshing

Fruit Pack

Nourishing

Skin Cream

Gentle Face

Wash

Cream

Refreshing

Cucumber

Soap

Under

eye

cream

Face

Moisturizing

Lotion

Fairness

Cream

Gentle

Exfoliating

Apricot Scrub

Purifying

Mud Pack

Anti-

Wrinkle

Cream

Purifying

Neem Face

Wash

Cream &

Honey Soap

Soothing Body

Lotion

Neem Face

Pack

Revitalizing

Night Cream

Neem

Foaming

Face Wash

Protective

Neem &

Turmeric

Soap

Almond and

Cucumber

Peel Off

Mask

Lip Balm

Gentle

Exfoliating

Daily Face

Wash

Deep

Cleansing

Milk

Few Hair Care Products……….

HAIR

NOURISHEERS

CLEANSERS

HAIR

CONDITIONER

HAIR LOSS

CONTROL

DANDRUFF

CONTROL

Revitalizing Protein Protein Hair Loss Anti-Dandruff

vasaka Himalaya-Effective respiratory care. Provides respiratory comforts by exerting expectorant

action.

vrikshamala Himalaya-For successful weight

control.

Helps to decrease the body weight by improving

metabolism and oxidation of fats.

yashtimadhu Himalaya-For holistic management

of acid peptic disease.

Useful in heartburn and hyperacidity.



Hair Oil Shampoo Conditioner Cream Hair Oil

Protein Hair

Cream

Hair Detangler &

Conditioner

Anti-Dandruff

Hair Cream

Anti-Dandruff

Hair Shampoo

Few Health Care Products……

Anti-stress Massage Oil

Acne-n-Pimple Cream

Antiseptic Cream

Few Cold Care Products……

Cold Balm

Few Pain Care Products……

Pain Balm

Pain Massage Oil

Muscle and Joint Rub

Few Weight Control Products……

AyurSlim Capsules

Few Oral Care Products……

Dental Cream

dipper rash cream Himalaya

nourishing baby oil Himalaya

gentle baby shampoo Himalaya

baby lotion baby Himalaya

baby cream Himalaya



Animal Health Care

Himalaya is bringing its expertise in health care to animal care by leveraging R&D strengths

in creating natural drugs and therapies daily care for sensitive pets like cats & dogs.

The Himalaya Drug Company legacy extends to animal health as well. The Company offers

well-researched, safe, animal health products, harnessed from nature's wealth to alleviate the

suffering of animals, to improve their health and to increase their productivity. World-wide

there is a growing concern about the presence of chemical contaminants in dairy, meat and

poultry products.

Concern for animal welfare prompted The Himalaya Drug Company to launch the animal

health range of products for commercial livestock in July 1998. The products in this range

alleviate the suffering of animals and improve their health. This results in healthy livestock

whose animal products are safe for human consumption.

Realizing the importance of companion animals in today's life, The Himalaya Drug Company

launched the Companion Animal Care Range of products in 2000.

Livestock: Appetonic Vet, Appetonic forte Vet, Diarex Vet, Galactin Vet, Himfertin

Vet, Himpyrin Vet, HimROP Vet, Inflamin Vet, Liv.52 Vet, Liv.52 Protec, Rumalaya

Vet, Scavon Vet, Speman Vet, Styplon Vet, Tentex forte Vet.

Poultry: Diarex PFS, Geriforte Vet, Liv.52 Protec, Nefrotec Vet, Speman Vet,

Speman forte Vet, Tentex forte Vet.

Aquaculture: Geriforte Aqua, Liv.52 Protec.

Companion: Anxocare, Canisep, Digyton, Erina, Erina EP, Erina Plus, Himpyrin,

Immunol, Liv.52 Vet, Nefrotec, Regurin, Scavon.

E. Area of Operation:

The Himalaya Drug Company is a Globalized company having its hub offices in various

countries.



F. Ownership pattern:

The Himalaya Drug Company is closely held partnership company in private sector.

G. Competitors Profile:

Pharmaceuticals : Amilpharma, Dabur, Charaka and TIK.

Animal care division: Natural remedies,Indianimmunology,Vetcare,wockhardt,Pfizer.

Personal care : Lotus, Ozone, HUL, Dabur, Wipro, Loreal (Garnier), P&G.

H. Achievement and rewards

In March 2001,The Himalaya Drug Company were granted a "Good Manufacturing Practices

(GMP)" Certificate, issued by the Licensing Authority, Directorate of Indian Systems of

Medicine, Bangalore. Himalaya is the first Ayurvedic facility to get GMP certification in the

country.

The Himalaya Drug Company, the only phytopharmaceutical company whose ayurvedic

product, Liv.52, a hepato-protective formula, is registered as a 'pharmaceutical specialty' in

Switzerland.

Their R&D wing has been recognized as a Research Center by the Rajiv Gandhi University of

Health Sciences, Karnataka, India.



May 11th

2006 was a special day for the Himalaya herbals as the company launched its

exclusive retail outlet at C4C3 Kuala Lumpur City Center (KLCC) Park, the landmark twin

tower complex in KL, making the first Indian brand to have a stand-alone store in this

premium shopping complex.

This has been Himalaya‟s long time dream in Malaysia as it gives the company ideal platform

to present its powerful brand of Modern Scientific Ayurveda to the health conscious

Malaysian consumer. KLCC boutique extends the Himalaya universe in Malaysia and

reinforce the essence of a „popular brand with premium appeal ‟Himalaya decided to partner

with Shristi Special Academy(SSA), Bangalore based NGO involved in developing and

implementing technically designed intervention programs to help special needs children,

including severely intellectually challenged, autistic, down syndrome, become self-reliant

independent by imparting vocational training, and from the engagement with SSA may

empowers the residents economically.

The Himalaya Drug Company agreed to buy candles made by the residents. Which help them

to earn revenues and at the same time ensure that the residents enjoy the feeling of „making

their own money‟. Himalaya has also set up an agrotech division in South India, where it is in

the process of growing geographically compatible endangered herbs.

The Himalaya drug company also initiated a nationwide educational campaign, aimed at

raising the bar for Ayurvedic students. This awareness building program involves free

distribution of Himalaya published Infoline, a magazine containing information on

developments in ayurveda, to over 230 Ayurvedic colleges across India, Nepal and Srilanka.

The focus of this educational drive is to mainstream ayurveda by bringing it into the fold of

modern science. This was started in 2001; infoline is also distributed to pharmacists and other



Himalaya franchisees in Malaysia and Singapore to give them in-depth information on recent

ayurvedic trends, snippets of latest news within the industry and information on different

ayurvedic herbs and their medical properties.

I. Infrastructure Facilities

Today The Himalaya Drug Company is largest tablet-coating unit in the country

Starting off operations in Dehradun way back in the 1930s, the company later spread its wings

to Mumbai and across the country. In 1975, the company set up an advanced manufacturing

facility in Makali, Bangalore, India, which today houses the Corporate headquarters. In 1991,

the company relocated its R&D facility to Bangalore. The manufacturing facility at Makali has

the largest tablet-coating unit in the country. Over one crore tablets are punched every day.

J. Future Growth and Prospectus

The Himalaya Drug Company intends focus on strong growth in every aspect of

business. It will focus on new market in future which can segment the business to bring

out high profitability

State of the art manufacturing in company is concerned with bringing effectiveness in

production. Hence The Himalaya Drug Company in future intends to improve the

infrasrtcture facility.



K. Work flow Model

HR&

ADMINISTRATION

PRODUCTION

PLANNING &

INVENTORY

CONTROL

PURCHASE

MARKETING

AND SALES

DO-DISRTRIBUTION

STORES QA PRODUCTION

RECEIVABLE PAYABLE

PAYROLL, FINANCE

RETAIL

BRANDING

CORPORATE

COMMUNIC

ATION

S

U

R

V

E

Y

CUSTOMER

SERVICE

RESPONSIB-

-ILITY

HELP DRIVE

IN PROCESS CHECK

E

N

D

P

R

O

D

U

C

T

FORECAST

F

O

R

M

U

L

A

TI

O

N

I

N

D

E

N

T

RAW MATERIAL

TO PRODUCTION

P

R

O

C

u

r

e

S

Issue

Checks

Projection

mechanics electronic

air conditioning

engineering service

Transfer to

PROCESS FLOW MODEL

R&D

Goods received

note

IT INFRASTRUCTURE

&ERP



L. MCKENSY’S 7 S FRAMEWORK

THE 7- S MODEL:

The 7-S model is better known as McKinsey 7S this is because the two individuals who

developed this model, Tom Peters and Robert Waterman, had been consultants at Mc Kinsey

& Co during that time. They published their 7s model in their article “Structure is not

organization“(1980), in their books “The art of Japanese management“(1981) and “In search

of excellence” (1982). The model starts on the premise that an organization is not just

structure, but consists of seven elements:

The seven elements are distinguished in so called hard S‟s and soft S‟s. The hard elements:

Strategy, Structure and Systems are feasible and easy to identify. They can be found in

Strategy statements, corporate plans, organizational charts and other documents.

The four soft S‟s: Skills, Staff, Style and Shared values however are hardly feasible. They are

difficult to describe since capabilities, values and corporate elements are continuously

developed and changed, and the people who work in the organization determine these.

Therefore it is much more difficult to plan or to influence the characteristics of the soft

elements, although the soft factors are below the surface, they can have a great impact



of the hard structures.

STRATEGY:

“It is more important to do what is strategically right than what is immediately profitable”

It is the means to achieve organizational purpose. Strategy refers to decisions bearing on the

future of an enterprise defining its direction and scope in the long run. These decisions ideally

involve matching of resources to the changing environment, and determining what the

enterprise ought to be doing in the years to come and how it should position itself to take

advantage of the future market opportunities.

Strategy is the course of actions through which organization relates itself with its

environment so as to attain its objectives.

COMPANY’S STRATEGY

The Himalaya Drug Company has restructured its pharma division into as marketing business

unit. They are,

a. Zenith (The Horizon)

Focuses on general practitioners, surgeons, pediatrician etc.

b. Zandra (Helper of human kind)

Focus on Gynecologists.

c. Zindel (Defender of Human Kind)

Focus on pure herbs and baby care ranges.

d. Zera (Seed)

Focus on rural markets.

e. Zeal (Enthusiasm)

Focus on gastro intensive and dermocare.



SYSTEM:

Rules, regulations and procedures constitute „Systems‟ in the 7-S framework. Systems can be

described as the procedures, process, and routines that characterize all the important work is

to be done. A system is an assemblage of things connected or interrelated so as to form a

complete unity; a whole composed of parts and sub-parts in orderly arrangement accordingly

to some scheme or plan. A system is not merely the totality of parts and sub-parts but their

arrangement is more important. The whole becomes greater than the total of individual parts

because of the type of arrangement made in these parts and sub-parts. Thus, a system is an

interdependent framework in which varies parts are arranged.

COMPANY SYSTEM

The company is a ISO9000-2001certified for its manufacturing process. Along with this it

also certified ISO14001 for its Environmental management system. The company has a

different department for its smooth functioning ex HR, Marketing, Finance, engineering

services etc.

Few policies which company has adopted are….

Employee annual leave policy

Leave Travel Assistance

Special MIS systems

Customer service policies

Online Services

Telephone Charges and Mobile charges

STRUCTURE

It is one which shows the structural flow of the organization. Communication and reporting

formalities can be derived out of it. The Himalaya Drug Company has shown the uniqueness

in its structure which can be analyzed follows.



STRUCTURE OR ORGANOGRAM OF THE COMPANY:

STYLE

It is another variable, which may determine the effectiveness of organizational change effort.

It tries to explain the culture and style of working in an organization. It also explains about

the behavior and attitude of key person or manager in achieving the Organization‟s Goals.

It is the process of influencing people so that they will contribute to organization and at the

same time in achieving its goals.

CHAIRMAN

DEPUTY

CHAIRMAN

President &

CEO pharm

–aceutical

(Asia

pacific)

Business head

consumer

production

division

Business

head animal

health care

division

Head of

human

resource

Chief

financial

office

Manager of

international

operation

Direct R&D

Functional Food

Development

Head of

photochemistry

Head new drug

discovery

Head new

product initiative

Head medical

service &clinical

trial

Head formulation

development

(pharmaceutical)

Head packaging

development

Head of

packaging

innovation

Director technical

operation

Head

quality

assurance

Head

production

planning &

production

Senior

manager

material

Head

engineering

service

President of

bulk

manufacture

Manager

corporate

communication

Head international

regulatory affairs



COMPANY STYLE

Strong organization brand

High level of commitment

Strong leadership by management

Unique Selling Proposition (USP) not diversifying into other category

The Himalaya Drug Company conducts the departmental wise meeting whenever necessary.

All the departments of the organization interact with each other for proper communication

and running the business smoothly. The company has participative style of leadership where

every one is open to express their own thoughts. Top down communication could be seen for

goals and objective and down-up communication for suggestions and opinions.

STAFF

Staffing is the process of acquiring, developing, employing, appraising, remunerating, and

retaining people so that right type of people are available at right positions and at right time

in the organization. It is clear that staffing must be closely linked to organizing, that is, the

setting up of intentional structures of roles and positions. To be sure, this department

provides valuable assistance, but it is the job of managers to fill the positions in their

organization and to keep them filled with qualified people.

COMPANY STAFF

The company does a man power planning once a year. Company‟s HR department co-

ordinates with all the other departments and estimates the staff requirement for the future.

Based upon this the HR department seeks for the candidate.

Qualification required

B.Pharm, M.Pharm and M.Sc.

PhD for R&D

MBA or MSW for managerial post.

The company pays an average salary level based upon the post and responsibility. The

Himalaya Drug company provides better carrier development opportunity to its employees

and has an employee health and safety policy as well. Company has an annual appraisal

policy and 360 feed back system. The company has the least attrition rate.



Career Graph at The Himalaya Drug Company:

E1 Executive level

E2 Executive level

E3 Executive level

M5 Manager Level

M4 Manager Level

M3 Senior Manager Level

M2 Senior Manager Level

M1 Divisional Head

M0 CEO/Director

There are three executive hierarchy levels leading to manager and senior manager level

which is governed by divisional head and CEO/ Director.

SKILLS:

Skill refers to „Distinctive Competence‟, which reflects the dominant skills of an

organization and may consist of competence in terms of customer services, quality

commitments, market potentiality and so on.

Skills refer to expertness, practical ability or facility in an action or doing something. It is

also the capacity of doing or performing something individually, independently, or in a

group so as to attain some pre-determined goals.

COMPANY SKILL:

As this company is one of the pharmaceutical company in the global region, the various type

of skills required for smooth and continuous functioning of the organization. Since the

company‟s core competency is herbal health care it is imperative to have the skills to have

competitive advantage.



The Himalaya Drug Company has a very good Research and Development centre deals with

extraction of new herbs, new technology for quality products and has a good clinical research

and trial centre, Practical knowledge regarding current market trends (Demand, Competitors

information etc). To achieve the efficacious products the Himalaya Drug Company has

different training programme for staff, workmen to gain required skills.

SHARED VALUES:

Value is “Global beliefs that guide actions and judgments across a Varity of situations”. It

refers to the set of values and aspirations that go beyond the formal statement of corporate

objectives. In other words, these are fundamental ideas around which a business is built and

which constitutes its main values.

The inter-connecting center of McKinsey‟s model is Shared Values, it emphasizes on- “what

does the organization stands for and what believes in central beliefs and attitudes”

COMPANY VALUE:

The Himalaya Drug Company is the strong ethical and transference in the shared value. Clear

understanding of the organization values the company having the following alignment with

these five core values:

Integrity

Transparency

Empathy

Leadership

Respect

Beside that The Himalaya drug company‟s values and culture are stated below;

“Our success depends entirely on the creativity, performance and achievements of our

associates at all levels. We value challenge, innovation, collaboration and learning.

Challenging and exciting engagements and an organizational culture that emphasizes

learning, drives every Himalayan to excel in their individual and as team players.

Build an organization that is continuously learning and changing to suit the dynamic

business environment.

Develop and nurture who shall bring out the best in themselves and their teams.



Promote the spirit of teamwork in the workplace-innovation is a process that needs

the contribution of many”

The Himalaya Drug Company‟s commitment to the community is part of their core values.

Their mission is to make a positive difference to the communities in which they operate.They

believe that every human being has a fundamental right to a good quality of life. This

involves access to health, education, a clean environment and freedom from poverty.Through

their several community initiatives, which include programs aimed at ensuring better health,

education, sustainable development and economic empowerment, they dot heir best to bring

happiness to the lives of people who are marginalized and poor.Their social philosophy is

very simple - if we want to prosper as a business they need to ensure that the community

prospers with them. By investing in the community they are investing in their business.



M.SWOT analysis of The Himalaya Drug Company:

Strength:

Consumer loyalty and trust towards the ayurvedic products are the base for the

company due to its least side effects, hence which can retain its customer as

potential towards the Himalaya Drug Company.

Effective Research and Development team with 100s of scientists who are

contributing towards this segment.

High market share.

Low attrition rate.

Focus on niche market in the field of ayurveda can be regarded as the strength of the

company.

The Himalaya Drug Company has got strong brand image in the market.

Experienced, skilled human resource.

Weakness:

Company focus on niche segment, not concentrating on low class of society.

Products of the company are not diversified.

There is less advertisement done by the company which makes it difficult to attract

new customers.



Opportunities:

Collaboration with foreign company‟s can lead to expansion and also some provision

regarding technology.

Diversifying the products can bring fame in several fields and which can make the

company more competent in all aspects.

Opening of more retail outlets in various urban areas can create profits to the

company.

Creating awareness about new products through advertisements.

Rural market is another opportunity where company can cater.

Collaborating ayurveda with allopathic medicine can generate new trends in the field

of pharmaceuticals.

Threats:

Customer‟s tendency is to switch on to new product is a big threat which may result in

new players or competitors.

Global competition in the field of the pharmaceuticals, personal care etc.

Scarcity for the raw material mainly herbs.

Customer tendency while investing in products.



LEARNING EXPERIENCE

Inplant Training is the practical orientation programme which every MBA student has to

undergo as per the rule of Visvesvaraya Technological University. It is conducted with a

view to help the students understand the working culture of an organization in different areas.

Students have got Inplant training in the organization, which enriches their practical

knowledge, about the functioning of the organization. The scope of the training covers the

various aspects of an organization like how they work authority responsibility, distribution

and functioning of different departments.

Objective of Inplant Training:

The main objective of undergoing this training is to get practical exposure of functional

department of organization such as marketing, human resource, production department etc

and to know how the theoretical knowledge is practically applied in different departments of

organization

Experience:

I have got the practical orientation of the functions of the various departments of the

company.

I would able to analyze the performance of the company.

I understood the application of theoretical concepts into business decisions in the

organization.

I understood the aspects of delegation of authority, responsibility, co-ordination, and

team work etc.

I have gained knowledge about all round view of the management operation.

I got the knowledge about the analysis of the present status & future strategies of the

company.

I understood the behaviour and culture of an organization.



Chapter-3

Study on recruitment and induction process



Objectives of study:

1) To study the recruitment and induction process at The Himalaya Drug Company.

2) To assess the employees opinion on various aspects of recruitment and induction

procedure of the company.

3) To analyze the effectiveness of the recruitment and induction.

4) To make constructive suggestions based on the findings made.

Scope of Study:

Result of my survey and analysis would provide very useful inputs to the management. The

Himalaya Drug company wants to evaluate its recruitment and induction programmes and it

wants to upgrade it. They have welcomed my effort and are looking forward to collect all

available data for examining in totality.

My survey will enhance the sourcing, candidate interaction and better execution of above

programme mentioned in the company. It will also help in winning trust of the employees

towards the company

Research Design:

Statement of problem:

A study on the evaluation of the recruitment and induction programme adopted by

The Himalaya Drug Company with reference to the employees.

Evaluation here is referred to, in terms of the satisfaction with respect to the

programme of recruitment and induction.

Methodology of Data Collection:

This study was conducted in The Himalaya Drug Company for a period of ten weeks.

The information was collected with the help of questionnaire. A quantitative analysis

of the collected data was carried out to arrive at the findings.

To understand the problem undertaken for the research study, the following

methodology was applied.



Sources of Data:

Data, facts, figures, other relevant material of past and present and surveying are the

basis for study and analysis. Without an analysis of factual data no specific inference

can be drawn on the questions under study. Inferences based on the imagination or

guesses can not provide correct answer to research questions. The relevance adequacy

and reliability of data determine the quality of the findings of the study.

For the purpose of present study, data from two sources has been collected, viz

primary and secondary data.

Primary Data:

Primary data is a source from which the researcher collects the data. It is a first hand

data, which is used directly to analyze purpose. Primary data always give the

researcher a fairer picture. In the present study primary data has been collected using

questionnaires. For the purpose of collecting the same, 25 employees have been

selected randomly and their responses were taken into consideration. In this study,

primary data plays a vital role for analysis, interpretation, conclusion and suggestion.

The primary sources used to collect are

1, Personal Interviews

2, Questionnaires

Secondary data:

Secondary data is data which is collected and complied for the purposes. Secondary

data also plays a key factor in providing various other information which will

influence the analysis. Few of the main sources are

1, Company records

2, Reference books

3, Articles in news papers

4, Magazines and Journals

5, Internet



Sample Design:

A part of population is known as sample. The process of drawing a sample from a

large population is known as sampling. The type of sample design used is simple

random sampling. The sample design is formulated at The Himalaya Drug Company.

Sample Size:

The sample size for the survey are 25 respondents who are from The Himalaya Drug

Company.

Tools and Techniques of Data collection: The following techniques are adopted,

1, Personal Interviews:

Approaching employees personally and interviewing directly.

2, Questionnaires:

Design the questions in such a way that it should cover various opinions and views

about The Himalaya Drug Company‟s recruitment and induction process. The

questionnaires consisted of various types of questions for example open ended

questions and multiple choice questions.

3, Observations:

Observation include,

Study of company records, published reports and journals.

Analysis of data through editing, coding and tabulation.



Methodological Assumptions:

For the purpose of study, following assumptions are made:

It has been assumed that the information given by the respondents are

authentic, bonafide and genuine.

The sources of the data are the basis, from which the actual required

information can be extracted

The sampling procedure adopted will help in choosing an appropriate sample

that truly represents that actual population

It has also been assumed that “Interview-Questionnaire” is more suitable for

collecting data for the present day.

Limitations of the Study:

The sample size was fixed at 25, based on judgmental sampling which may

not represent the entire population.

The study is based entirely on the data collected.

I have tried to be as objective as possible. However, the bias of the employees

may have introduced some errors in the findings, on which I had no control.

Originally it was intended to interview the employees personally.

But their preoccupation with their hectic schedule made it rather impossible

to have a one-to-one talk with them.



RECRUITMENT:

INTRODUCTION

„The company is known by the people it employs‟

Human resource is the combination of quantitative and qualitative assessment of human

beings in the society. It does not mean only the number of people working in the

organization; it is the aggregate of employees, employee skills, knowledge, ability, talents,

aptitude and creativity. The success and failure of an organization depends to an extent as to

how much efficient, experienced and capable employees are procured and recruited.

The war for talent has never and can never end. Most of the companies try to find the best

talents. It is an interesting paradigm and more so a critical impediment for HR professional

today to identify the talent.

Hence, for identifying the source of human resource and searching for prospective employees

and stimulating them to apply for jobs in an organization, the management has to perform the

function selecting the right employees at the right time adopting the best possible procedure.

Thus recruitment process is the obvious guiding policy and is the most important function of

the Human resource department.

Human resource planning helps to determine the number and type of people of an

organization needs. Job analysis and job design specifies the task and duties of job and the

qualifications expected from prospective jobholders.

The logical step is to hire the right number of people of the right type to fill the jobs.

Human

Resource

Planning

Determine Recruitment

And Selection Needs

Job

Analysis



RECRUITMENT

Recruitment forms the first stage in the process, which continues with selection. Recruitment

makes it possible to acquire the number and type of people necessary to ensure continued

operation of the organization.

Meaning and Definition:

In simple terms „recruitment‟ is understood as a process for searching for and obtaining

applicants for jobs, from among whom the right person can be selected. A formal definition

of „Recruitment‟ is:

“It is the process of finding and attracting capable applicants for employment. The process

begins when new recruits are sought and ends when the applicants are submitted. The

result is a pool of applicants from which new; employees are selected. “

Recruitment Process:

The recruitment process informs qualified individuals about employment opportunities creates a

positive image of company; provides enough information about the job so that applicants can

make comparisons with their qualifications and interests, and generate enthusiasm among the

best candidates so that they will apply for vacant positions. The effectiveness of recruitment

process can play a major role in determining the resources that must be expended on other HR

activities for the ultimate success.

Therefore, the first step in the development of a firm‟s personnel activity is to acquire the key

resource people to operate the organization. This is the most critical in the establishment and

expansion of business.

The process comprises five interrelated stages:

Planning

Strategy Development

Searching

Screening

Evaluation and Control



Recruitment planning:

The first stage in the recruitment process is planning. Planning involves the translation of likely

job vacancies and information about the nature of these jobs into a set of objectives that specify

the number and type of applicants to be counted.

Strategy development

Strategy development includes the following:

Make or buy employees:

Organizations must decide to hire less skilled employees and invest on training

and education programs, or they can hire skilled labor and professional.

Essentially this is the „Make‟ (Hire less skilled workers) or‟ Buy‟ (Hire skilled

workers and professionals).

Technological sophistication of recruitment.

The second division in strategy development relates to the methods used in

recruitment. This decision mainly influenced by the available technology. The advent

of technological advancement has made it possible for employers to scan national and

international applicant qualifications and also for the job seekers to gain better access.

Geographic distribution of labor markets comprising job seekers :



Where to look :

In order to reduce cost, organizations look into labor markets most likely to

offer the required job seekers. Generally, companies look into the national market

for managerial and professional employees, regional or local markets for technical

employees and local markets for clerical blue color employees.

How to look :

It refers to the methods of recruitment. The most important challenge for an

organization is to attract qualified candidates through sound and appropriate

recruitment methods. There are several sources and they may be broadly

categorized into:

Sources of recruitment

Internal recruitment:

Internal recruitment seeks applicants for positions from those who are currently

employed. Internal sources include present employees, employee referrals, former

employees and former applicants.

External recruitment:

External sources of an organization are professional or trade associations,

advertisements, employment exchanges, college/university/institute placement

service, walk-ins and write-ins, consultancy, contractors, displaced persons, radio

and television, acquisitions and mergers and competitors.

Searching:

The search process involves two steps

Source activation:

Source activation takes place when a job vacancy exists in the organization. If the

organization has planned and well and done a good job of developing its source

and search methods, activation soon results in a flood of application.

Selling:

In selling the organization, both the message and media deserve attention.

Message refers to the employment advertisements. Media refers to the source



of any recruiting message. For example, Employment Exchanges, Advertises

in Business magazines

Screening:

The purpose of screening is to remove from the recruitment process at an early

stage, those applicants who are visibly unqualified for the job. Effective

screening can save a great deal of time and money. Care must be exercised to

assure that potentially good employees are not lost.

Evaluation and Control:

It is necessary as considerable costs are incurred in the recruitment

process.Statistical information should be gathered and evaluated to know the

suitability of the recruitment process.



Induction:

An induction programme is the process used within many businesses to welcome new

employees to the company and prepare them for their new role.An induction programme is an

important process for bringing staff into an organization. It provides an introduction to the

working environment and the set-up of the employee within the organization. The process

will cover the employer and employee rights and the terms and conditions of employment. As

a priority the induction programme must cover any legal and compliance requirements for

working at the company and pay attention to the health and safety of the new employee.

An induction programme is part of an organizations knowledge management process and is

intended to enable the new starter to become a useful, integrated member of the team, rather

than being "thrown in at the deep end" without understanding how to do their job, or how

their role fits in with the rest of the company.

A typical induction programme will include at least some of the following:

any legal requirements

any regulatory requirements

introduction to terms and conditions

a basic introduction to the company, and how the particular department fits in

a guided tour of the building

completion of government requirements

set-up of payroll details

introductions to key members of staff

specific job-role training

In order to fully benefit the company and employee, the induction programme should be

planned in advance. A timetable should be prepared, detailing the induction activities for a set

period of time (ideally at least a week) for the new employee, including a named member of

staff who will be responsible for each activity. This plan should be circulated to everyone

involved in the induction process, including the new starter. If possible it should be sent to

the new starter in advance.

http://en.wikipedia.org/wiki/Employees

http://en.wikipedia.org/wiki/Legal

http://en.wikipedia.org/wiki/Compliance

http://en.wikipedia.org/wiki/Health_and_safety

http://en.wikipedia.org/wiki/Knowledge_management

http://en.wikipedia.org/wiki/Guided_tour

http://en.wikipedia.org/wiki/Planning



Recruitment and Induction process at Himalaya:

The recruitment and induction process at The Himalaya Drug Company begins with „Man

Power Planning‟ the process is as fallows,

It is noted that employee attrition rate is around 20% at The Himalaya Drug

Company

When any department has vacancy to be substituted they will go for “man power

requisition form”, which is characterized by details like job profile, qualification, job

description etc.

The man power requisition form is sent to the Human Resource Department to hunt

for candidates.

Employee data base are used as a source, the HR department also looks into the

registration done at the Himalaya website by different job aspirants. The other sources

are job portals, consultancy, employee reference etc.

Candidate is scrutinized primarily based on the resume.

The sourced profiles are then sent to the department and concerned department sends

the name of short listed candidate to HR department. HR department schedules

appropriate date for interview and intimates the candidates about interview.

Interview date and time is fixed and informed to all respective candidates and

guidelines to arrive to the company.

Interview is held with panel members constituting a HR and representative of concern

department.

If candidate has arrived from outside the state then traveling expenses are reimbursed.

If the candidates are selected in the interview, then a salary negotiation is done and is

informed about the joining date.

Joining day will be usually Monday of every week.

The candidates are welcomed with the flower bouquet and joining formalities are

carried out. Then switching on to induction process which involves introducing joinee

to various departments of the company.

The induction process involves showing documentary about the company and

presentation which gives information about rules and regulation of company.



MAN POWER REQUISITION FORM:

Dept. / Division : Reporting date (approx. ) :

New /Replacement : Designation :

No. of posts : Reporting manager :

Male / Female : Regular / temporary :

Requirement profile :

Qualification : Experience :

Suggested Salary : Age limit :

Other requisites :

Job Description:

Reason for replacement / New Addition:

If replacement:

For whom: Date of leaving:

Date: Division / Department head Approved by

To be filled by Human Resources Division only:

Budgeted strength :

Current strength :

Action taken :

Date Executive – HR Head - HR



Chapter-4

Analysis and Interpretation



Questionnaire:

A. Recruitment:

1. I am happy that security had the information about my arrival for interview.

Parameter No of People Percentage of Sample

Strongly agree 18 72%

Agree 06 25%

Moderate 01 4%

Disagree Nil -

Strongly Disagree Nil -

Interpretation through Pie chart:

Inference of Study:

The analysis shows that 72% of new recruits strongly agree, 25% agree and3% moderately

agree that the security had intimation about the arrival of candidates coming for interview.

71%

25%

4% 0%0%

S trongly agree Agree Moderately AgreeDisagree S trongly disagree



2. I was given proper directions to reach the HR department.


Inference of study:

Analysis shows, 84% respondents strongly agree and 16% agree that they were given proper

directions to reach HR department.



Agree 04 16%

Moderate NIL -

Disagree Nil -


P ropotion

84%

16%0%0%0%

S trongly agree

Agree

Moderate

Dis agree

S trongly dis agree



3. Interview was well planned.



Agree 04 16%

Moderate Nil -

Disagree Nil -



P rpotion

84%

16%0%0%0%

S trongly agree

Agree

Moderate

Dis agree

S trongly dis agree

Inference of Study:

Result shows, 84% recruits strongly agree and 16% agree that interview conducted by HR

department. was well planned.



4. Panel members were courteous and focused during interview.



Agree 04 16%

Moderate Nil -

Disagree Nil -



P ropotion

84%

16%0%0%0%

S trongly Agree

Agree

Moderate

Disagree

S tronglydisagree

Inference of study:

The analysis shows, 84% respondents strongly agree and 16% agree that the panel members

who conducted interview were courteous.



5. Waiting time for meeting the interview panel members was minimal.



Agree 10 40%

Moderate 02 08%

Disagree Nil -



P ropotion

52%

40%

8% 0%0%

S trongly agree

Agree

Moderate

Disagree

S tronglydisagree

Inference of study:

We may conclude that 52% and 40% of new recruits strongly agree and agree respectively to the

fact that the waiting time for interview was minimal. Only 8% said, it was moderate.



6. Medical check up was completed with a minimum waiting time.



Agree Nil -

Moderate Nil -

Disagree Nil -


No answer 01 04%


P ropotion

96%

0%0%0%0% 4%

S trongly agree

Agree

Moderate

Disagree

S tronglyDisagreeNo Answer

Inference of study:

It is found, 96% respondents strongly agree that the waiting time for medical check up was

minimum and rest 4% being neutral.



7. I am happy that my offer letter was sent within the time promised by HR representative.



Agree 06 24%

Moderate Nil -

Disagree Nil -



P ropotion

76%

24%

0%0%0%

S trongly agree

Agree

Moderate

Disagree

S tronglyDisagree

Inference of study:

Here, 76% strongly agree and 24% agree to the fact that their offer letter was being sent well

within time promised by HR representative.



8. HR representative was in regular touch with me after the issue of letter and before joining.



Agree 03 12%

Moderate Nil -

Disagree Nil -



P ropotion

88%

12%0%0%0%

S trongly agree

Agree

Moderate

Disagree

S tronglydisagree

Inference of study:

Result shows, 88% and 12% of respondents strongly agree and agree respectively that the HR

representatives were in regular touch after issue of letter and before joining



B. Induction

9. I am happy that security had the information about my joining.



Agree 02 08%

Moderate 01 04%

Disagree Nil -

Strongly Disagree 01 04%


P ropotion

84%

8%

4% 0% 4%

S trongly agree

Agree

Moderate

Disagree

S tronglydisagree

Inference of study:

Result shows, 84%strongly agree, 08% agree, 04% moderately agree and 04% not satisfied

that the security had information about their joining.



10. I was welcomed by the HR representative when I entered the organization.



Agree 01 04%

Moderate Nil -

Disagree Nil -



P ropotion

96%

4% 0%0%0%

S trongly agree

Agree

Moderate

Dis agree

S trongly dis agree

Inference of study:

Result shows, 96% respondents strongly agree and 4% agree that they were welcomed by HR

representative as they entered organization.



11. I believe that welcoming a new joinee with a flower bouquet is good initiative.



Agree Nil -

Moderate Nil -

Disagree Nil -


Interpretation through Pie Chart:

P ropotion

100%

0%0%0%0%

S trongly Agree

Agree

Moderate

Disagree

S tronglydisagree

Inference of study:

All respondents strongly agree that welcoming new recruits with a flower bouquet is good

initiative.



12. Joining formalities were very well explained and executed (including bank a/c open and

transport)



Agree Nil -

Moderate Nil -

Disagree Nil -


Interpretation through Pie-chart:

P ropotion

100%

0%0%0%0%

S trongly Agree

Agree

Moderate

Disagree

S tronglydisagree

Inference of study:

A complete satisfaction could be seen in above case where the joining formalities were very

well explained and executed.



13. Induction presentation was very well structured and comprehensive.



Agree 01 04%

Moderate Nil -

Disagree Nil -



P ropotion

96%

4% 0%0%0%

S trongly Agree

Agree

Moderate

Dis agree

S trongly Dis agree

Inference of study:

Analysis shows, 96% and 04% respondents strongly agree and agree respectively to the fact

that induction presentation was well structured and comprehensive.



14. All the policies and procedures of organization were clearly explained.



Agree 02 08%

Moderate Nil -

Disagree Nil -



P ropotion

92%

8% 0%0%0%

S trongly agree

Agree

Moderate

Disagree

S tronglydisagree

Inference of study:

Result shows, 92% and 08% new recruits strongly agree and agree respectively to the point

that the policies and procedures of organization were clearly explained.



15. I have clearly understood policies, procedures, rules and regulations of the company.



Agree 09 36%

Moderate Nil --

Disagree Nil -



P ropotion

64%

36%

0%0%0%

S trongly Agree

Agree

Moderate

Dis agree

S trongly dis agree

Inference of study:

Analysis shows, 64% and 36% strongly agree and agree that they were clear about the

policies, procedures, rules and regulations of the company.



16. I am happy that all my questions were answered by the HR department



Agree 02 08%

Moderate Nil -

Disagree Nil -



P ropotion

92%

8% 0%0%0%

S trongly agree

Agree

Moderate

Dis agree

S trongly dis agree

Inference of study:

Above analysis shows, 92% respondents strongly agree and 08% agree that all their queries

were answered by the HR department.



17. I was delighted to see my profile on notice board on the day I joined.



Agree 02 08%

Moderate Nil -

Disagree Nil -



P ropotion

92%

8% 0%0%0%

S trongly agree

Agree

Moderate

Disagree

S tronglydisagree

Inference of study:

92% and 8% of sample population strongly agree and agree respectively that they were

delighted to see their profiles on notice board on the day of joining company.



18. Campus visit was well organized.



Agree 02 08%

Moderate Nil -

Disagree Nil -



P ropotion

92%

8% 0%0%0%

S trongly agree

Agree

Moderate

Dis agree

S trongly dis agree

Inference of study:

We can conclude, 92% and 8% respondents strongly agree and agree respectively that the

campus visit was well organized.



19. My induction with other departments was well planned.



Agree 01 04%

Moderate Nil -

Disagree Nil -



P ropotion

96%

4% 0%0%0%

S trongly agree

Agree

Moderate

Dis agree

S trongly dis agree

Inference of study:

96% respondents strongly agree and 4% agree that the induction with other departments was

well planned for new recruits.



20. I was comfortably placed in my department after completion of Induction.



Agree 01 04%

Moderate Nil -

Disagree Nil -



P ropotion

96%

4% 0%0%0%

S trongly agree

Agree

Moderate

Dis agree

S trongly dis agree

Inference of study:

96% new recruits strongly agree and 4% agree that they were comfortably placed in their

departments after completion of induction programme.



21. I am satisfied with the overall induction programme at Himalaya.



Agree 04 16%

Moderate Nil -

Disagree Nil -



P ropotion

84%

16%0%0%0%

S trongly agree

Agree

Moderate

Disagree

S tronglydisagree

Inference of study:

The above responses shows that 84% new recruits strongly agree that induction programme

conducted was satisfactory and rest 16% agree to the same.



Conclusions:

From above analysis it is concluded that The Himalaya Drug Company is effectively carrying

out recruitment and induction programme. All new recruits are satisfied with programme

running at Company. Few things where it could have been better are mentioned below.

Recommendations:

On personal interaction with the new recruits following recommendations are made,

A booklet from the company stating comprehensive history and milestone,

achievements of the company is to be provided.

A small brochure highlighting departments, staff designation and their contacts would

be helpful for new joinee.

A small writing note having dos and don‟ts (rules and regulations) in the company is

to be provided.

The duration of the campus induction can be increase.

Lack of prior notification to all the departments about the arrival of HR with new

recruits. This could be improved.

Conduction of Research & Development induction programme.



Bibliography:

www. google.com

www.himalayahealthcare.com

News Paper: Times of India

Text book on recruitment and induction- by,K. Aswathappa (1997) Human

Resource and Personal management,Tata McGraw-Hill publications

http://www.himalayahealthcare.com/

evaluation of recruitment and induction (3)[1]

Documents