A

PROJECT REPORT

ON

Recruitment And SelectionRecruitment And Selectionat

SUBMITTED IN PARTIAL FULLFILMENT

FOR

THE AWARD OF THE

DEGREE OF

BACHELOR OF BUSINESS ADMINISTRATION

(2008-2011)

SUBMITTED TO Ms. Gunjan Lecturer Management Department

SUBMITTED BYVikas GiriBBA VI Sem.

Roll No. 9392559

VENKETESHWARA INSTITUTE OF TECHNOLOGY, MEERUTGAUTAM BUDH TECHNICAL UNIVERSITY, LUCKNOW

STUDENT DECLARATION

I Vikas Giri student of BBA hereby declared that the Project report

titled "Recruitment & Selection” is completed and submitted is my

original work.

The imperial finding in this report is based on the data collected by

me. I have not submitted this Project report to C.C.S. University, Meerut

or any other university for the purpose of compliance of any requirement

of any examination or degree.

DATE VIKAS GIRI BBA (VI SEM.)

ACKNOWLEDGEMENT

This project report and the learning process behind it would not have been

possible without the guidance of my company guide Mr. Sushant Jain and Mr.

Sanjeev Sharma at Dabur India Ltd., who was able to introduce me to the idea

of Recruitment and Selection and what goes behind it.

I am also indebted to Mr. Puneet (HOD) & Mr. Siddhant (Faculty) for their

valuable guidance. These past two months were of utmost importance as they

added value towards my path of knowledge. I would like to end this

acknowledgement by thanking the staff, clients, and people at large with whom

I have interacted during the course of my training.

Better understanding I am grateful for each and every valuable interaction that

brought me to a of the workings of the Recruitment and Selection Process in an

organization forming the crux of my report.

Vikas GiriBBA II Sem

PREFACE

The purpose of my project was to learn the practical application of Recruitment

and Selection Process and its importance in Dabur along with the HR policies of

Dabur which prides itself to be the market leader.

While carrying out the study I have gained a good amount of knowledge and

insights of how HR department works but I have touched the tip of iceberg.

There was more to learn but due to constraint of time it was not possible. The

HRD manager has to work with the missionary spirit. Unlike many roles in an

organization where tangible short- term benefits can be obtained, it is difficult

for HRD functionary to demonstrate any tangible short- term accomplishment.

Yet HRD managers are tempted to show to the top management, line manager

and themselves that they are making things happen through training program,

performance appraisal, reward systems and the like.

In Dabur a meticulously natural team stands at the very heart of the group.

4,000 Personnel evince perfect camaraderie. A steadfast dedication to qualify an

attainment of maximum team potential are the touchstones of the company.

The company is engaged in constant learning process through intensive

selection and training program. Indeed, the aspiration is to shape a winning

team of self motivated, empowered, professionals with knowledge and

confidence to take independent decision. Dabur recognizes each employee’s

individuality, ability and efforts and also applauds for their contribution to the

success of the group.

EXECUTIVE SUMMARY

As in case of any other functional area like marketing, production or finance,

the work personnel department has also to be planned. Planning in the personnel

area is mainly concerned with crystallizing from where the right type of people

can be secured for future anticipated vacancies.

Manpower planning is the process by which management determines how

the organization should move from its current manpower position to its desired

manpower position. Through planning, management strives to have the right

number and the right kinds of people, at the right places, at the right time, doing

things, which result in the growth and success of both- the organization and the

individual. The manpower planning is one of the basic steps in the recruitment

and selection procedure.

Recruitment and Selection is the process wherein the organisation finds the

best candidate among the vast array of candidates. The function that locates the

sources where from the required human resources can be available and to attract

them towards the organisation is known as recruitment.

Selection can be defined as the process wherein the organisation has to select

a small lot of people who are useful to the organisation in terms of their

capabilities and their qualifications. The main aim of organisation at this stage

is to have a well-equipped manpower efficient enough to handle all the tasks

gracefully.

This project entitled "Recruitment and Selection in Dabur India Ltd (DIL)"

aims at studying the recruitment and selection procedure undertaken at this ever

growing organisation. The project gives a brief idea as to how the whole process

works. Every organisation has different policies, at times unique and it is very

rare that the policy of one organisation matches to the policies of another

organisation.

It is true that the success of any organisation depends upon the old dictum :

right person for the right job. At the same time it is all the more important to

have right and tested combination of recruitment and selection policies to

attract, select and appoint a desired lot and replenish it from time to time. The

transformation from a family concern to FMCG industry has tested the

recruitment and selection policies and the organisation. The sustainability and

success of this living legend over hundred years has proved that the strategies

adopted by this multinational are true to its needs and requirement. DIL has a

strong work force of 2,500 employees.

DIL has succeeded over hundred years because it still follows the basic

dictum and is being guided by the vision and the age-old the principles which

are followed religiously.

TABLE OF CONTENTSPART - I

1. INTRODUCTION TO DABURVISIONPRINCIPLESOVER HUNDRED YEARS OF CARINGCORPORATE PHILOSOPHYLOCATION OF OPERATIONS

PART - II

2. COMPANY'S BUSINESS ACTIVITIESMANUFACTURING UNITS OF DABURJOINT VENTURESSUBSIDIARIESDABUR PRODUCTSQUALITY POLICYQUALITY OBJECTIVEIMPORTANT STRATEGIES ADOPTEDLEVEL STRUCTURE OF ORGANISATIONLIST OF DIRECTORSECO-FRIENDLY DABURDOMINANT BRANDSBRINGING UP DABUR

3. WELFARE ACTIVITIES AT DABUR4. INTRODUCTION

RECRUITMENTSELECTION

5. RECRUITMENT AND SELECTION PROCEDURE IN DABUR INDIA Ltd.

6. STATEMENT OF OBJECTIVE7. RESEARCH METHODOLOGY8. DATA PRESENTATION 9. RECOMMENDATION AND SUGGESTIONS10. CONCLUSION 11. ANNEXURE12. BIBLIOGRAPHY

1

INTRODUCTION TO DABUR

Dabur India Limited came into existence over 100 years ago in 1884 at

Calcutta. The founder, Dr. S.K. Burman, was a practicing allopathic doctor. At

that time Malaria, Cholera and Plague were the common diseases. He was a

physician who brought ayurvedic medicines to the masses of Bengal. Initially

established as a proprietary firm for the manufacture of chemicals and

ayurvedic drugs it was later on 19th November 1930 incorporated as private

limited company. Late Shri C.L.Burman, son of late Dr S.K. Burman and his

son late Shri P.C.Burman in the name of Dr S.K.Burman Pvt.Ltd. to expand the

operations by setting up production facilities at Garia and Narendrapur, West

Bengal and Daburgram, Bihar.

Dabur (Dr. S.K.Burman) Pvt. Ltd. was merged with Vidogum and

Chemicals Ltd. w.e.f. 1st July1985 and the amalgamated company was renamed

DABUR INDIA LIMITED and a fresh certificate of incorporation was issued

to that effect. In 1970,the bulk of manufacturing facilities were shifted from

West Bengal to Faridabad in Haryana.

In 1975,vidogum and chemicals were incorporated in technical

collaboration with Unipekin AG (Switzerland) for the manufacture of edible

grade and industrial grade Guargum powder at Alwar in Rajasthan.

In 1977,a modern automated plant was set up in Sahibabad (U.P.) for the

manufacture of Chyawanprash, Asavrishthas, Hair oil, Tooth powders,

Hajmola, and other Ayurvedic specialties. Certification for production of

toiletries and food grade products was issued on 13th October 1986 by the

registrar of Delhi and Haryana to the company, Dabur Private Limited, a closely

held Public Limited Company.

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It was incorporated as a Private Ltd. Company in the name of Dabur (Dr.

S.K. Burman) Pvt. Ltd. From a humble beginning in 1884, a manufacture of

traditional medicine in Calcutta, Dabur has come a long way to become a

multifaceted multinational, multi-product, modern Indian corporation with a

global presence. It now enjoys the distinction of being the 2nd largest FMCG

Company and is praised to become a true Indian Multinational.

The main plant was set up in Sahibabad (U.P.) in 1977 for manufacturing

of Chyawanprash, hair oil, tooth powder, hajmola and other ayurvedic

medicines and food products etc. Dabur's main line of business is in the sphere

of Health care, Personal care and Beauty care. Its strength lies in natural and

herbal preparations.

Dabur's corporate philosophy has always been ahead of its time. The

founder's initial success was mainly due to his direct main campaigns- a

technique that became very popular nearly a century later. The company was

one of the earlier Indian companies to have fully equipped R & D lab as early as

in 1919. Today, the company has its own mainframes and computers are a way

of life here.

Dabur is also an ISO 9002 certified company. The certification was

obtained in 1995 by SGS YARSLEY international services Limited U.K.

Dabur's revenue today exceed Rs.800 crores with plans to achieve Rs.2, 000

crores by year 2003. Dabur has 34,000 shareholders with market capitalization

of over Rs.1, 400 crores.

Dabur has 11 manufacturing plants in India and Nepal and a licensee in the

Middle East. It has manufacturing base in Egypt also. The company has over

4,000 employees with around 1,500 looking after sales and marketing functions.

3

The Indian market is being served through a transactional network of sales

offices and carrying and forwarding agents. The company has its offices in

London, New York and Moscow. Dabur products are being exported to around

50 countries. Dabur portfolio is exceeding 500 products of FMCG and health

care products.

The Board of Directors of Dabur India Limited (DIL) met on July 23,

2003 to consider the unaudited financials of the company for the first quarter

that ended on June 30, 2003. Company has recorded a growth of 36 per cent in

its net profit per cent growth in its turnover during April-June 2003.

The turnover of DIL, during the three-month period, has increased to Rs

266 crore to Rs 300 crore while the net profit has increased 11.5 crore to Rs 16

crore during the same period.

The first quarter results should not be annualized as sales usually improve

in subsequent quarters.

4

VISION

Dedicated to the health and well being of every house hold."

Dabur is a company with a set of established business values, which direct

it's functioning as well as all its operations. The guiding forces for Dabur are the

words of its founder, Dr.S. K. Burman, "what is that life worth that can not

give comfort to others." The Company offers its customers, the products to suit

their needs and give them good values for money. The company is committed to

follow the ethical practices in doing business. At Dabur, nature acts as not only

the source of raw materials but also an inspiration and the company is

committed to product the ecological balance.

5

PRINCIPLES

OWNERSHIP :

This is our company. We accept responsibility and accountability to meet business needs.

PASSION FOR WINNING :

We all are leaders in our responsibility, with a deep commitment to deliver the results. We are determined to be the best at doing what matters the most.

PEOPLE DEVELOPMENT :

People are our most important asset. We add value through result- driven training and we encourage rewards and excellence.

CONSUMER FOCUS :

We have superior understanding of consumer needs and develop products to fulfill their demands.

TEAM WORK :

We work together on the principle of mutual trust and transparency in a boundary less organization.

INNOVATION :

Continuous innovation in products and processes and is the base of our success.

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DABUR OVER THE YEARS

More than a century ago, a young doctor started with a vision to provide innovative and affordable health care products to Indian masses. Thus, was born an organisation today known as Dabur India Limited. The twelve hundred crores corporate today started with a small dispensary at Calcutta, the noble thoughts of Dr.S.K.Burman being the main source of inspiration behind the project. From that humble beginning, the company has grown into India’s leading manufacturer of consumer health care, personal care and food products. This phenomenal progress has seen many milestones, some of which are mentioned below:

o 1884: Dr.S.K.Burman lays the foundation of what is known as Dabur India Limited. Started from a small shop at Calcutta, he began a direct mailing system to send his medicines to even the smallest of villages in Bengal. The brand name Dabur is derived from the words "DA" for Daktar or doctor and "BUR" from Burman.

o 1896: As the demand for Dabur products grows, Dr. Burman felt the need for mass production for some of his medicines. He set up a small manufacturing plant at Garhai near Calcutta.

o Early 1900s: The next generation of Burman's take a conscious decision to enter the Ayurvedic medicines market, as they believe that it is only through ayurveda that the healthcare needs of poor Indians can be met.

o 1919: The search for processes to suit mass production of ayurvedic medicines without compromising on basic ayurvedic principles lead to the setting up of the first Research and Development laboratory at Dabur. This initiate a pain staking study of ayurvedic medicines as mentioned in age old scriptures, their manufacturing processes and how to utilize modern equipment to manufacture these medicines without reducing the efficacy to manufacture these medicines without reducing the efficacy of these drugs.

o 1920s:A-manufacturing facility for Ayurvedic Medicines is set up at Narendrapur and Daburgram. Dabur expands its distribution network to Bihar and northeast.

o 1936: Dabur India (Dr. S.K.Burman) Pvt.Ltd. is incorporated.

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o 1940: Dabur diversifiers into personal care products with the launch of its Dabur Amla Hair Oil. This perfumed hair oil catches the imagination of the common man and film stars alike and becomes the largest hair oil brand in India.

o 1949: Dabur Chyawanprash is launched in a tin pack and becomes the first branded Chyawanprash of India.

o 1956: Dabur buys its first computer. Accounts and stock keeping are one of the first operations to be computerized.

o 1970: Dabur expands its personal care portfolio by adding oral care products. Dabur Lal Dant Manjan is launched and captures the Indian rural market.

o 1972: Dabur shifts base to Delhi from Calcutta. Starts production from a hired manufacturing facility at Faridabad.

o 1978: Dabur launches the Hajmola tablets. This is the first time that a classical ayurvedic medicine is branded from Shudhabardhak bati to Hajmola tablets.

o 1979: The Dabur Research Foundation (DRF), an independent company is set up to spearhead Dabur's multi-faceted research. Commercial production starts at Sahibabad. This is one of the largest and most modern production facilities for ayurvedic medicines in India at this time.

o 1984: The Dabur brand turns 100 but is still young enough to experiment with new offerings in the market.

o 1986: Dabur becomes a public Limited company through reverse merger with Vidogum Limited, and is re-christened Dabur India Limited.

o 1989: Hajmola Candy is launched and captures the imagination of children and establishes a large market share.

o 1992: Dabur enters into a joint venture with Agrolimen of Spain far manufacturing and marketing confectionery items such as bubble gums in India.

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o 1993: Dabur set up the oncology formulation plant at Baddi, Himachal Pradesh.

o 1994: Dabur India Limited comes out with its first public issued at a premium of Rs.85 per share. The issue is subscribed over 21 times.

o 1994: Dabur enters the oncology (anti-cancer) market with the launch of Intaxel (Pacitaxel). Dabur becomes only the second company in the world to launch this product. The Dabur Research Foundation develops the unique eco-friendly process of extracting the drug from the leaves of the Asian Yew Tree.

o 1995: Dabur enters into a joint venture with Osem of Israel for food and Bongrain of France for cheese other dairy products.

o 1996: Dabur launches Real fruit juices, which heralds the company's entry into the processed food market.

o 1997: The foods division is created, compromising of real fruit juices and Homemade cooking paste to form the core of this division's product portfolio.

o 1998: Project STARS (Strive To Achieve Record Successes) is initiated by the company to achieve accelerated growth in the coming years. The scope of this project is strategic, structural and operational changes to enables efficiencies and improves growth rates.

o 1998: The Burman family hands over the reins of the company to a professional, Mr. Ninu Khanna joins Dabur, as the Chief Executive Officer.

o 1999-2000: Dabur achieves the Rs.1000 crores turnover mark.

o 2001-2002: Launched Amla Light, new flavors in Real Juices-grapes, guava, apple active, orange active, homemade pappad, Vatika- an anti-dandruff shampoo.

o 2002: New launches homemade coconut milk (in south), Tang, Tomato puree, Vatika light.

o 2003: Dabur achieves Rs.1,232 crores turnover mark with an increase of 6 per cent. Turnover of FMCG reaches to Rs l048.5crores, which shows a

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profit of Rs. 72 crores. Turnover of pharmaceuticals reaches to Rs 184 crores with a profit of Rs.13 crores.

KEY STRENGTHS OF DABUR:o It has a very strong brand image. Dabur is synonymous with nature care

for more than hundred years.o Its products portfolio, with products that are always in high demand.o Distribution system that helps its products reach 47 stocking points,

10,000 stockists and 1.2 million retailers.

CORPORATE PHILOSOPHY:-Knowledge is the key to growth in today’s world .Whatever the industry , it is the knowledge which provides cutting edge to individual and organizations. For more than a century nature has been a rich source of knowledge for Dabur. Nature has not only given us the ingredients for all our products but has also taught us how to create a harmony within and without the organization. Nature has inspired us in all our acts. Ayurveda the science of life is based on principles of nature. All Ayurvedic preparations have their ingredients derived from nature. Dabur has converted the healing properties of natural ingredients and the age old knowledge of Ayurveda into contemporary healthcare products to alleviate health problems of its consumers .

Dabur is committed to expand the reach of this age old knowledge of Ayurveda and nature through web. Through web, we aim to overcome the physical boundaries to take Ayurvedic way of life to global frontiers. Dabur India limited understands its responsibility as a corporate house. We have not only set our sight on increasing turnover and profitability of the company but also on propagating Ayurvedic - the India system of medicine.

VISION “ Dedicated to the health and well being of every household.”

Dabur is a company with a set of established business values , which direct its functioning as well as all its operations . In this ,Dabur is guided by the words of its founder Dr. S.K.Burman “What is that life worth that cannot give comfort to others.” The company offers its consumers , products to suit their needs and give them good value for money .The company is committed to follow the ethical practices in doing business. At Dabur, nature acts as not only the source of raw material but also an inspiration and the company is committed to protect the ecological balance.

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11

PRINCIPLES:-

OWNERSHIP

This is our company .We accept personal responsibility and accountability to meet business needs.

PASSION FOR WINNING

We all are leaders in our area of responsibility , with a deep commitment to deliver the results .We are determined to be the best at doing what matters the most.

PEOPLE DEVELOPMENT

People are our most important asset .We add value through result driven training and we encourage and reward excellence .

CONSUMER FOCUS

We have superior understanding of consumer needs and develop products to fulfill them better .

TEAM WORK

We work together on the principle of mutual trust and transparency in a boundary less organization.

INNOVATION Continuous innovation in the products and the processes is the basis of our success.

SOCIAL ISSUES :

“What is that life worth which cannot bring comfort to others.” These words of Dr.S.K.Burman have inspired generations of Dabur . Keeping these golden words in mind, Sundesh or the Sustainable Development Society was set up to carry out welfare activities aimed at improving the quality of life of the rural people in its area of operation. This society is given complete financial and managerial support by Dabur India limited.

Sundesh is engaged in providing health services , non-formal education and training in income generating activities. The society has a dedicated team

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consisting of a doctor, a community organizer, a lady social worker, instructors for income generating activities , traditional birth attendants and village level worker .Sundesh organize regular OPDs , other health services rendered include training of traditional birth attendants. Immunization programmes for children, maintenance of family health records, anti-natal check ups, pulse polio programmes and health awareness meeting for women on topics such as family planning, ante-natal care, post-natal care , the importance of vaccination , baby care and AIDS prevention.

Restructuring moves Despite its range, investors have been wary of investing in this company because of its unrelated diversifications and a family-run business. To counter this, Dabur undertook a massive restructuring exercise about a couple of years ago, based on McKinsey recommendations to meet the growing competition and to focus only on core competencies and to gear up as the leading FMCG player in the country. As a result, it decided to spin off non-core businesses and conduct an all-new professional management team. Other positive actions include rejuvenating the sales and distribution set up, laying greater focus on brand extensions rather than on new brand creation and adding value to products.

It has discontinued its low margin businesses like merchant exports, generic drugs and herbal intermediates. The company has also exited from two JVs namely confectionery JV with General DE Confiteria India Limited and biscuits JV, Excelsia Foods Limited. The company has also hived off its foods business into a separate subsidiary, Dabur Foods Limited. During year 2000, the company exited from Ayurvet Herbal Veterinary drugs. It sold off its entire stake in Excelsia JV foods with Nestlé for manufacturing biscuits for a nominal value of Rs. 10. Dabur is also consolidating and rationalizing its brand portfolio. It has discontinued the number of small and marginal brands in personal care and healthcare products. It also decided to wind up its finance businesses. Though the company exited from beauty products business, with increasing market size and higher margins the company has revived its interests in re-entering the business. In the year 1999, Dabur India Ltd has started implementing a BaaN Enterprise Resource Planning (ERP) to cut the cost of inventory, which is a major component of its overall costs. Because of its high inventory levels, it has to bear high holding costs. It seems that all these initiatives are being paid off, and the analysts are optimistic about the current year.

Dabur has also restructured its board. Due to this, six directors, namely AC Burman, Sidharth Burman, Air Chief Marshal NC Suri (Retd.), SM Datta, Raja Vijay Karan, and Ashok Goenka have resigned from the directorship of the

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company and the board has accepted the same with effect from April 1, 2002. Further, VC Burman and Pradip Burman have also resigned from the whole-time directorship of the company, which has also been accepted by the board; however, they will continue as non-executive directors of the company. The company has completed its restructuring process and has exited non-core businesses. With the homespun philosophy that drives Dabur, it is now gearing up to face the challenge to an MNC onslaught.

ORG figures put Dabur's pharmaceuticals division as the second largest growing pharmaceutical company in India with a secondary sales growth of 37.2 percent and a mind-boggling 29 New Chemical Entities (NCEs) in pipeline. Analysts say, its pharma division is full of potential. In oncology segment, it is No. 1 in India. It is working in close co-operation with DRDO, CSIR and top universities in R&D. It is the first company in India to have developed the anti-cancer intermediary DAB-10 and its associated drug paclitaxel (Taxol).

DABUR INDIA LTD

Dabur is the fourth largest FMCG Company in India with interests in Health care, Personal care and Food products. Building on a legacy of quality and experience for over 100 years, today Dabur has a turnover of Rs.1163 crores with powerful brands like Amla, Vatika, Hajmola & Chyawanprash, Lal Dant Manjan,etc. Dabur India Limited has marked its presence with some very significant achievements and today commands a market leadership status. Their story of success is based on dedication to nature, corporate and process hygiene, dynamic leadership and commitment to their partners and stakeholders. The results of their policies and initiatives speak for themselves.

Based on the products manufactured by the company entire business can be divided into 5 divisions, namely Family Products Division, Health Care Division, Ayurvedic Specialties Division, Pharmaceutical division and Exports division. Each of these divisions performed well during FY00. The family products division grew by 16%yoy while Health Care products division recorded a growth of 12%. Ayurvedic specialties division grew by 27%yoy while pharmaceutical division grew by 20%yoy.

o Leading consumer goods company in India with 4th largest turnover of Rs.1163.2 Crore (FY02)

o 3 major strategic business units (SBU) - Family Products Division (FPD), Health Care Products Division (HCPD) and Dabur Ayurvedic Specialities (DASL)

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o 5 Subsidiary Group companies - Dabur Foods, Dabur Nepal, Dabur Oncology, Dabur Pharma and Dabur Egypt

o 13 ultra-modern manufacturing units spread across 4 countries o Products marketed in over 50 countries o Wide and deep market penetration with 47 C&F agents,

more than 5000 distributors and over 1.5 million retail outlets all over India 

DABUR SUBSIDIARIES:With a basket including personal care, health care and food products, Dabur India Limited has set up subsidiary Group Companies across the world that can manage its businesses more efficiently. Given the vast range of products, sourcing, production and marketing have been divested to five leading group companies that conduct their operations independently:

DABUR FOODS LTDDabur foods ltd, 100% subsidiary of Dabur India ltd is spearheading Dabur’s foray into food processing industry. The company, set up in 1996 , is marketing a range of fruit juices under the brand name Real, Hommade cooking paste and sauces and Lemoneez lemon juice. Real is today the market leader in this category with more than 50% market share. Hommade cooking paste is the only national brand in this category. Lemoneez is the only product in its category available in unique drop and trickle pack and uniquely shaped tabletop pack.

DABUR NEPAL PVT LTD:Dabur Nepal was the first manufacturing base overseas for Dabur group. The company is today the leading exporter in Nepal and the third largest and the most modern manufacturing base for Dabur. Dabur Nepal is today involved in promoting cultivation of herbs and apiculture activities in Nepal. The company has set up state of art greenhouse at Banepa for developing saplings for 20 medicinal plants. Dabur Nepal has also set up an apiculture center for promoting Bee-keeping activity in Nepal and developing queen bees and bee colonies for export.

DABUR EGYPT LTDDabur Egypt is groups gateway to Africa.This manufacturing base set up a couple of years back to cater to the demands of middle

east and Africans market dealing in hair care , skin care products and foods.

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DABUR ONCOLOGY PVT LTD

This subsidiary of Dabur Ltd is manufacturing anti-cancer formulations for European market. The company has set up manufacturing base near London to operate in that market.

FAMILY PRODUCT DIVISION It deals with personal care products which comprises of hair care, oral care, skin care and foods, is the largest SBU contributing to 45% sales of Dabur India ltd.

o 3 leading brands - Vatika, Amla Hair Oil and Lal Dant Manjan with Rs.100 crore turnover each

o Vatika Hair Oil & Shampoo the high growth brand o Strategic positioning of Honey as food product, leading to market

leadership (over 40%) in branded honey market 

HEALTH CARE PRODUCT DIVISION:It deals with daily health care products which comprises of health supplements, digestives,baby care and natural care, is the 2nd largest SBU with 28% share in sales.

o Leadership in Ayurvedic and herbal products market with highly popular brands

o Dabur Chyawanprash ,the largest selling Ayurvedic medicine with 65% (Rs.127 crore) market share.

o Charted high growth with 15% in 2001. o Dabur Chyawanprash and Hajmola account for sales of over Rs.100

crore each o Leader in herbal digestives with 90% market share o Hajmola tablets in command with 75% market share of digestive

tablets category .o Dabur Lal Tail tops baby massage oil market with 35% of

total share

DABUR AYURVEDIC SPECIALITIES, deals with classical Ayurvedic medicines

o Has more than 250 products sold through prescriptions as well as over the counter

o Major categories in traditional formulations include: -AsavArishtas,RasRasayanas,Churnas, Medicated Oils

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o Proprietary Ayurvedic medicines developed by Dabur include:-NatureCareIsabgol,Madhuvaani, Trifgol

o Division also works for promotion of Ayurveda through organised community of traditional practitioners and developing fresh batches of students 

DABUR FAMILY PRODUCT DIVISION:The family products division generated sales of Rs 526.61 crore which accouted for 45.3% of the company’s total sales. The division recorded growth of 5.7% over the previous year, which was higher than growth in overall sales of the company. This was on the account of its strong focus on top brands and consolidation of new products.

Hair care portfolio recorded steady performance. Dabur Amla Hair Oil maintained its market share in the face of stiff competition in the market. The brand’s advertising strategy was reformulated around true nourishment arising from the inherent features of ‘Amla’. This established a better value for money proposition for the brand.

Vatika brand continued its good performance with high growth coming from the Vatika shampoo consists of Vatika Henna cream conditioning shampoo and Vatika Anit-Dandruff shampoo.

In the oral care portfolio, Dabur Lal Dant Manjan performed well in spite of stagnant toothpowder market. Binaca Fresh Toothpowder which was introduced last year perfomed satisfactorily.

In skin care segment, Dabur Gulabari recorded another year of high growth and crossed the Rs 10 crore mark.

The packaging of Dabur Honey was changed to a square glass bottle giving it a unique and contemporary appearance. Besides having better consumer appeal, this packaging is also expected to reduce the incidence of counterfeits for the brand.

PRODUCT RANGE:

Family product division comprises of :

o HAIR CAREo ORAL CAREo SKIN CARE

FOODS

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HAIR CARE: Strong presence in hair oils market with 27% market share with focus on value added categories.Brand Range:

o Vatika hair oilo Vatika henna cream conditioning shampoo o Vatika anti-dandruff shampooo Himsagar cooling oilo Amla hair oilo Jasmine hair oilo Amla lite hair oilo Special hair oilo Anmol pure coconut oil

ORAL CARE:Strong presence in toothpowder category with 27% market share in powder segment.

Brand Range:o Dabur Red tooth powdero Binaca fresh tooth powder and tooth brusheso Dabur Herbal toothpaste

SKIN CARE:

Under skin care Dabur Gulabari is the only brand of rose water which is positioned as skin toner.

FOODS :

Strategic positioning of Honey as food product, leading to market leadership (over 40%) in branded honey market .

Brands under foods are –o Dabur honeyo Sharbat-e-azamo Level edible oilo Dabur keora water

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CORPORATE PHILOSOPHY

Knowledge is the key to growth in today's world. Whatever be the

industry, it is the knowledge, which provides cutting edge to individual and

organisations. For more than a century nature has been a rich source of

knowledge for DABUR. Nature has not only gives it the ingredients for all its

products but also has taught it how to create a harmony within and outside the

organisation. Nature has inspired DABUR in all its acts. Ayurveda - the science

of life is based on principles of nature. All ayurvedic preparation has their

ingredients derived from nature. Dabur has converted the healing properties of

natural ingredients and the age-old knowledge of ayurveda into contemporary

health care to eliminate health problems of its consumers.

Dabur is committed to expand the reach of its age-old knowledge of

ayurveda and Nature through web. Through web the aim is to overcome the

physical boundaries to take ayurvedic way of life to global frontiers. Dabur

India limited understands its responsibility as a corporate house. It has not only

set a sight on increasing turnover and profitability of the company but also on

propagating Ayurveda - The Indian System of Medicine.

19

LOCATION OF OPERATIONS

Head office : Sahibabad, Ghaziabad (U.P.)Regd. Office : Asaf Ali Road, New Delhi

Corporate office : Kaushambi, Ghaziabad (U.P.)

Sales & Marketing: New Delhi

OFFICES:

Chandigarh (H.P.), New Delhi (Delhi), Jaipur (Rajasthan), Kanpur (U.P.), Patna

(Bihar), Ahemadabad (Gujarat), Indore (M.P.), Cuttak (Orissa), Mumbai

(Maharashtra), Hydrabad (A.P.), Chennai (TamilNadu), Bangalore (Kamatka),

Kochi (Kerela), Guwahati (Assam), Kathmandu (Nepal), Russia, U.K.

FACTORY:

Baddi (H.P.), Ghaziabad (U.P.), Alwar (Rajasthan), Daburgram (Bihar),

Kalyani&

Narendrapur (West Bengal), Katni (M.P), Birgunj (Nepal), Egypt.

C&Fa:

Jammu, Chandigarh (HP) Ambala (Punjab), New Delhi (Delhi), Ghaziabad

(U.P.), Dehradun (U.P.), Lucknow (UP), Rachi, Patna (Bihar), Guwahati

(Assam), Calcutta (West Bengal), Jaipur (Rajasthan), Ahemadabad (Gujarat),

lndore (M.P.) Raipur (M.P.), Bhubaneshwar (Orissa), Cuttak (Orissa), Mumbai

(Maharashtra), Hydrabad

(A.P.), Chennai (TamilNadu), Bangalore (Karnataka), Cochin (Kerela).

20

21

THE COMPANY BUSINESS ACTIVITIES COMPRISES OF:

HEALTH CARE PRODUCTS: Markets a range of OTC health care:

products based on ayurveda, some of its products like Chyawanprash, Hajmola,

Hajmola Candy, Pudinhara are market leaders with over 65 per cent market

share in their respective categories.

PERSONAL CARE PRODUCTS: It includes hair care, oral care and honey.

Dabur Amla as a brand has made its mark beyond India; it is a leading hair oil

brand in Middle East and Africa. Other well-known brands are Vatika, Dabur

Lal Dant Manjan.

AYURVEDIC SPECIALITIES: There is a range of over 400 Ayurvedic

medicines. It has vast range of classical ayurvedic drugs and priority ayurvedic

medicines developed by own R&D.

PHARMACEUTICAL DIVISION: It includes a range of natural ethical

products like Livfit, Lionitus, Legal etc, and angel of contract media and

gynecological. This division has a major presence in Anti-thronbolytic, Anti-

migrane therapy and radio opaque dyes.

ONCOLOGY: The formidable range includes brands such as Intel, Docetaxel

that were manufactured in India for the first time by Dabur. The company is a

market leader in this category in India and plans to establish itself as a general

Oncology player in selective global market.

BULK DRUGS AND CHEMICALS: Dabur manufactures synthetic and semi-

synthetic bulk pharmaceutical substances, bulk natural compounds and

22

intermediaries. Isolation of pure natural compounds and custom synthetics are

focus areas.

FOODS DIVISION: One of the youngest divisions of the company markets a

range of sauces, ethnic pastes and foods. Real fruit juices gave Indian consumer

for the first time, fruit juices with nothing artificial, no preservatives, no colour

and no flavors added. Launched two years back, the range includes Real Juices

and cooking pastes under the brand name Home Made.

NATURAL GUMS: This division manufactures and process Guar gums, Gum

Karaya, tamarind based gums and psyllium husk. The division produces a range

of industrial and grade natural gums to meet the customer specifications.

AYURVEDIC VETERINARY: It deals exclusively in animal hea1thcare.

Markets safe and non-toxic herbal veterinary products for poultry.

23

MANUFACTURING UNITS OF DABUR

Dabur India Limited has 12 manufacturing plants in India, Nepal

and Egypt.

Sahibabad unit1: Group generating a turnover of over Rs.250 crores. The key

product line of this unit includes Asavs, Hajmo1a, Hingoli, Oncology

medicines, Dabur Amla hair oil, Chyawanprash and Ashokarisht. The unit

operated on these shifts as well as a general shift, with product lines running for

one, two or three shifts according to the market demand and supply chain

requirell1ents.

Sahibabad unit 2: Recently established for manufacturing and packing Dabur

hair oil in Pet Bottles.

Baddi unit 1: The most modern plant for manufacturing ayurvedic medicines

and honey, this unit was built following stringent guideline for pharmaceutical

units.

Baddi unit 2: Manufacturing one of Dabur's most popular products-Dabur

Chyawanprash, this unit also boasts of the most modern processing and

packaging unit for the medicated oil Asavrishthas.

Baddi Injectibles: This unit manufactures Oncologicals, and is certified by

OGYI of Hungary and South Africa.

Alwar: This unit manufactures food and print grade Natural gums, Psyllium

Husk and Ayurvedic Veterinary products.

Narendrapur: One of Dabur oldest plant. It produces Ayurvedic medicines and

24

Honey.

Kalyani: This bulk drugs unit was bought from Pfizer and upgraded to

manufacture oncology bu1k drugs of critical importance.

Katni: Set up in the heart of Amla producing belt of India. This unit

manufactures Amla pishi, an essential ingredient in Dabur Chyawanprash.

Birgunj, Nepal: Dabur's first overseas manufacturing unit. It is one of the most

important besides Sahibabad and Baddi. This modern manufacturing unit churns

out Ayurvedic Medicines, Oral Care and Hair Care Products, Honey and Fruit

Juices. It also has the facility to process leaves of the Asian Yew Tree to extract

Paclitaxel, an important part of all anti-cancer products.

Egypt: This part was established to serve Saudi Arabia and the fast growing

African market. It manufactures Hair and Skin Care and Food products.

25

JOINT VENTURES

Dabur International Limited: Dabur has also collaborated with Bongrain of

France for the manufacture and marketing of speciality cheese and other Dairy

Products. This joint venture company has already made its presence felt in the

Indian cheese market through the launch of processed cheese under the brand

name Lebon, and a specialty cheese under the brand name Delicieux.

SUBSIDIARIES

Dabur has six subsidiary units, which come under the umbrella of the

Dabur India Organisation. These are:

Dabur Foods Limited: Dabur Foods Limited, a 100 per cent subsidiary of

Dabur India Limited, is spearheading Dabur's foray into food processing

industry. The company, set up in April 1999,is marketing a range of fruits juices

under the brand name Real, Homemade Cooking Paste and Sauces and

Lemoneez -- lemon juice. Dabur was the first company in India to introduce

fruit juices in packaged form without any artificial additive. Real is today the

market leader in this category with more than 50 per cent market share.

Homemade cooking paste is the only national brand in this category. Lemoneez

is the only product in its category available in unique drop and trickle pack and

uniquely shaped tabletop pack.

Dabur Nepal Private Limited: Dabur Nepal was the first manufacturing

base overseas for Dabur group. The company is today the leading exporter of

Nepal and the third largest and most modern manufacturing base for Dabur.

Dabur Nepal is today involved in promoting cultivation of herbs and apiculture

activities in Nepal. The Company has set up state of the art greenhouse at

Banepa for developing sampling for 20 medicinal plants. Dabur Nepal has also

26

set up an Apiculture center for promoting bee-keeping activity in Nepal and

developing queen bee colonies for exports.

Dabur Egypt Limited: Dabur Egypt is group's gateway to Africa. This

manufacturing base set up a couple of years back to cater to the demands of

Middle East and African market is producing Hair Care, Skin Care Products and

foods.

Dabur oncology PIc: Set up recently in UK, this subsidiary of Dabur India

Limited will be manufacturing anti-cancer formulations for European market.

The company is in the process of setting up manufacturing base near London

and is expected to start operation from year 2001.

Dabur Research Foundation (DRF): Incorporated in 1979, is a premier

research organisation recognized by Department of Scientific and Industrial

Research, Government of India. It is situated at Sahibabad, Ghaziabad, Uttar

Pradesh. DRF today is known for its path breaking research in the field of

health care and personal care. The foundation is on the forefront of oncology

research and is in the process of developing many new molecules to fight with a

dreaded disease like Cancer. In fact DRF was the first organisation in the world

to develop a process for extraction of Paclitaxel, a drug, for cancer without

harming its source tree. This process has now become a universal one.

Herbal health care is an area where Dabur Research Foundation has made

immense contribution by doing research and development work using modern

pharmaceutical protocols.

27

OTHER ASSOCIATE COMPANIES OF DIL

o REROCK LIMITED.

o BRITISH HEALTH PRODUC'TS LIMITED.

o NORTHERN AROMATICS LIMITED.

o BURMAN LABORATORIES LIMITED.

o DABON INTERNATIONAL LIMITED.

o MAXCARE INTERNATIONAL LIMITED.

o PRECISE LABORATORIES LIMITED.

28

COLLABORATIONS

Dabur Foods Limited: 100% subsidiaries (taking care of all the food

products)

Dabur Nepal Limited: Wholly owned subsidiary in collaboration with

DRF

Dabur Egypt Limited: Wholly owned subsidiary.

Dabur Oncology Limited: Wholly owned subsidiary.

Dabur Overseas Limited: Owned subsidiary.

Dabur International Limited: Subsidiary (not yet commenced business)

29

D ABUR PRODUCTS

A vast array of products touching the lives of almost every individual,

from an infant to a grand old man, from poor to rich that's how the Dabur range

of health personal care and food products could be best explained. Today Dabur

trust has travelled beyond the boundaries of India and is available in more than

50 countries worldwide.

AYURVEDIC SPECIALITIES

Ayurvedic Specialties is a range of over 350 Ayurvedic drugs and

proprietary Ayurvedic Medicines- developed by Dabur's own Research and

Development department. Dabur has products for all the 16 categories as

defined in the Ayurveda. Some of the leading products in this category are:

Asav Arishtas: These are medicated decoctions with self-generated alcohol

contents.

Churnas: These are finely ground medicinal powders used to treat a variety of

ailments ranging from digestive problems to cough and fever.

Ras Rasayanas: Preparations containing mineral drugs as main ingredients are

called Ras Rasayanas.

Medicated oil: The oils boiled along with certain prescribed drugs are known

as medicated oils. These oils retain the curative properties of herbs and are used

for injunction and massage.

30

PHARMACEUTICALS

Branded Pharmaceuticals: It includes a range of natural ethical products like

New Livfit, Honitus, Uigeletc and a range of contrast media and gynecological.

Oncology: This wide and formidable range includes brands such as Intaxel,

Docetaxel and Topotecan, all of which were manufactured for the first time in

India by Dabur. Little wonder then, that Dabur is the undisputed market leader

in this category in India and has plans to establish itself as a generic oncology

player in selected global market. Bulk drugs and Chemicals-this range consists

primarily oncology category. Healthcare is one of the biggest and the oldest

divisions of Dabur with a wide range of OTC healthcare products. It comprises

of:

AYURVEDIC HEALTH TONICS

Chyawanprash: The leader in the Chyawanprash market in India, Dabur

Chyawanprash is one of the most well known Ayurvedic products in India &

abroad. An effective herbal immunodulator, Dabur Chyawanprash has the

essential goodness of amla & over 50 other herbs. Dabur has conducted several

clinical trials on this product, which confirm its efficacy as a unique product

that strengthens the body from within.

31

DIGESTIVES

Hajmola Tablets: Hajmola tablets are the first classical ayurvedic product to be

branded and positioned as fun-filled products with medicinal properties. It finds

mention in ayurvedic scriptures as Kshudhavardhak bati & was branded as

Hajmola, a name derived from Hajma, which means digestive in Urdu. It is

available in regular & tamarind flavors.

Hajmola Candy: To cash in on the brand equity enjoyed by Hajmola, Dabur

launched Hajmola Candy in 1989. Since then, the company has added Mango &

Tamarind flavors besides the regular one.

Pudin Hara: One of the oldest products in Dabur portfolio, Pudin Hara is

available in liquid as well as capsule form. It has a special combination of mint

oils and cures gastric problems without any side effects. The company has

added effervescent powder with goodness of mint for gas and acidity and named

it Pudin Hara G.

Hingoli: Asafetida or Hing is mentioned in Ayurveda as an effective aid in

digestion, and is used a lot in Indian cooking. Dabur's Hingoli has all the

goodness of asafetida & other herbs.

32

CHILDCARE PRODUCT

Dabur Lal tail: The largest baby massage oil in India. It has the goodness of

herbs, which helps in strengthening the bones of infants.

Dabur Janam Ghutti: This Ayurvedic preparation helps in strengthening the

digestive system of new ones.

WOMEN CARE PRODUCTS

Efarelle comfort:

An herbal medicine in self-gel capsule form to overcome abdominal pain

during PMS. A combination of natural oils this formulation gives immediate

relief from pain without any side effects.

The largest division in terms of sales, the Family Product Division of Dabur

has in its portfolio- hair care and skin care products, oral care and food product

like Honey.

HAIR & SKIN CARE

Dabur is the leader in hair care products in India and has covered

almost all the categories of hair oils.

Dabur Amla Hair Oil: As a brand has made its mark beyond India and is a

leading hair oil brand in middle East and Africa. A perfumed heavy hair oil, it is

Dabur's largest brands.

33

Dabur Special Hair Oil: It is light hair oil that combines the natural hair care

properties of lemon and hibiscus.

Vatika: The fastest growing brand in India, Vatika has single-handedly

created an altogether new category of herbal enriched natural oils. The Vatika

range also includes an herbal shampoo, which has made its mark in the very fast

year of its launch in the competitive shampoo market of India. The company has

recently launched Vatika Anti-Dandruff Shampoo having herbal ingredients to

fight the problem of Dandruff.

Gulabari: Rose water derived from best of Indian roses makes the skin supple

and glowing.

ORAL CARE

Dabur Lal Dant Manjan: It is the second largest brand of India and the largest

in coloured tooth powder category. This herbal tooth powder is very popular in

rural parts of India.

Binaca Tooth Brushes: After having acquired this dormant brand a few years

back, Dabur launched toothbrushes under this umbrella. There are plans to

launch other oral care products under the Binaca brand.

Dabur Honey: When repositioned in 1993, it totally changed the perception of

Indian consumers. Launched over two years back Dabur food range include

juices under the brand name Real & cooking paste under the brand name

Homemade.

34

DABUR FOODS Ltd.

Dabur Foods Ltd, a 100% subsidiary of Dabur India Ltd., is making foray

into food processing industry. The company, setup in April 1999, is marketing a

range of fruit juice under the brand name Real, home made cooking paste &

sauces & Lemoneez- lemon juice.

Dabur was the first company India to introduced fruit juices in packaged form

without any artificial additives. Real is today the market leader in this category

with more than 50 per cent market share. Homemade cooking paste is the only

national brand in this category. Lemoneez is the only product in its category

available in unique pack & uniquely shaped tabletop pack.

35

QUALITY POLICY

At Dabur, quality is a relentless commitment to continuous improvement in

products, process and systems to provide consistent quality products to meet

customer's requirements worldwide.

The management is fully committed to quality and ensures all resources to

accomplish this task. Dabur has been on steep path for few years. Its sales

turnover has increased from Rs.530 crores in 1995 to Rs.1166 crores in 2000-

01.

In 1999-2000, overall growth of 13.5 per cent was recorded in sales (Rs.1000

crores plus) with Family Product Division recording a growth of--15.85 per

cent, Health Care Division- 12.3 per cent, Ayurvedic Specialties Division -27

per cent and Pharmaceuticals Division- 20 per cent. Exports recorded a growth

of 11 per cent in 1999-2000,amounting to Rs.114.16 crores. The major

contributions of growth were herbal products, bulk drugs & anti-cancer

formulations. Gross margin showed an improvement of 4 per cent and net profit

amounted to Rs.77 crores.

In 2000-01,sales turnover had recorded a growth of 12 per cent, amounting to

116.5 crores and net profit had soured by 39.2 per cent amounting to Rs.78.5

crores. Sales turnover in light of such growth path has been targeted for Rs 2000

crores in 2003-04.

The Board of Directors of Dabur India Limited (DIL) met on July 23,

2003 to consider the unaudited financials of the company for the first quarter

that ended on June 30, 2003. Company has recorded a growth of 36 per cent in

its net profit per cent growth in its turnover during April-June 2003.

36

The turnover of DIL, during the three-month period, has increased to Rs

266 crore to Rs 300 crore while the net profit has increased 11.5 crore to Rs 16

crore during the same period.

The first quarter results should not be annualized as sales usually

improves in subsequent quarters.

37

QUALITY OBJECTIVES

o To focus on customers successfully and to strive to meet their needs and

requirements.

o To manufacture effective health care products at competitive prices and

to improver the Quality of Life of common masses.

o To implement and emphasise on systems to ensure prevention of errors

rather than detection of errors.

o To ensure global competitiveness by striving to achieve Current Good

Manufacturing Practices (CGMP).

o To ensure safety in all operations and to follow the systems in all areas of

operations.

o To continually train people to build up and upgrade skills and expertise

and to involve them to become committed to the quality process.

o To reduce wastages within the organisation and increase productivity.

38

IMPORTANT STRATEGIES ADOPTED

o "Developing to built" philosophy for HR personnel.

o Shifting to zonal set up of sales and marketing to facilitate better

distribution.

o Adopting contribution enhancement plan for performance management.

o Empowering employees through Employee Stock Purchase Option Plan.

o Backward integration strategy in Ayurvedic Products by engaging in

plantation of herbs needed for the production of Ayurvedic Products.

o Continuous enhancement of automation.

o Continuous emphasis on Research & Development (DRF i.e. Dabur

Research Foundation is a separate company working in collaboration

with Dabur solely for the purpose of R&D).

39

LEVEL STRUCTURE OF ORGANISATION

Vice President

General Manager

Deputy General Manager

Senior Manager

Manager

Assistant Manager

Officer

Assistant Officer

Supervisor/Chemist

Senior Mechanic/Senior Assistant

Mechanic/Junior Chemist

Junior Mechanic

Workers

40

MANAGEMENT, DIRECTORS AND BANKERS

CEO Mr. Sunil Duggal

LIST OF DIRECTORS

DESIGNATION NAME

Chairman Mr.Vivek Chand Burman

Vice Chairman Dr.Anand Burman

Directors Mr.Ashok Chand Burman

Mr.Siddharth Burman

Mr.Pradip Burman

Mr.Amit Burman

Mr.S.M.Dutta

Mr.Ashok Geonka

Air Chief Marshal Nirmal Chand

Suri (Retd.)

Mr.Uday S.Kotak

His Highness Maharaja Gaj Singh

Raja Vijay Karan

Mr.Pritam Das Narang

Mr.Ajay Bahl

Mr.P.N.Vijay

BANKERS

41

Punjab National Bank, ANZ Grendlays Bank Ltd., American Express Bank Ltd,

The Hong Kong &Shengai Banking Corp. Ltd., State Bank Of India, Deutsche

Bank AG, ABN Amro Bank NV, Citibank NA, United Bank Of India.

ECO-FRIENDLY DABUR

Dabur is committed to maintaining the ecological balance. It understands

the need for a healthy and eco-friendly environment for the existence living

beings. The company's reforestation program aims at planting medicinal herbs,

plants and trees in the Himalayan range extending in to Nepal. An in-house

tissue culture program actively supports this exercise.

42

PERSONNEL DEVELOPMENT IN DABUR

o Personnel department is headed by Vice- President (HR)

o Functions of Vice President (HR)

o Personnel administration

o Recruitment and Promotion

o Industrial Relations

o Human Resource Group

o Human Resource Development

o General Administration and Welfare

o Public Relations

o Security/Fire Vigilance

o Medical Services

o Implementation Of Official Language Policy (Hindi)

o Land Acquisition

The above functions are grouped under different General Managers/Deputy

General Managers. These executives provide support to Vice President (HR) on

different issues, which arise in Headquarter/regional offices and field. Vice

President (HR) has the responsibility of keeping the Board of Directors

informed on the above mentioned personnel activities and also on Industrial

Relations. In addition to this, he is also expected up date senior officials in their

respective areas.

43

DOMINANT BRANDS

o Amla Hair Oil

o Vatika Hair Oil

o Red Tooth Powder

o Chyawanprash

o Hajmola Tablets

o Asavs

o Hajmola Candy

o Real Fruit Juice

o Honey

o Pudin Hara

44

BRINGING UP DABUR

Dabur has made a mark and created a space for itself while catering to the

needs of the Indian customers. It fulfills all their requirements while assuring

the quality product. Asking about the name of the five largest FMCG companies

in India one is likely to dash of one of that own desi -sounding brands like

Chyawanprash, Vatika, Hajmola etc. This is the stand of Dabur that it has

acquired over the years. Dabur India Ltd. is the India's fourth largest FMCG

Company, having a turnover in fiscal 2000-01 at Rs.1,167 Crores, ahead of big

and mighty multinationals such as Proctor & Gamble, Rickitt and Coloman,

Johnson & Johnson.

The Board of Directors of Dabur India Limited (DIL) met on July 23,

2003 to consider the unaudited financials of the company for the first quarter

that ended on June 30, 2003. Company has recorded a growth of 36 per cent in

its net profit per cent growth in its turnover during April-June 2003.

The turnover of DIL, during the three-month period, has increased to Rs

266 crore to Rs 300 crore while the net profit has increased 11.5 crore to Rs 16

crore during the same period.

The first quarter results should not be annualized as sales usually improve

in subsequent quarters.

However, most of its turnover comes from two divisions -Family Product

Division (FPD), accounting for 40 percent, and secondly, Health Care Division

(HCD), which accounts for 30 per cent. FPD is Dabur's biggest, having the

biggest product -Dabur Amla Hair Oil, and a brand of Rs.160 Crores in fiscal

1999-2000.The strategies in the hair care market emphasis brand extension. It

45

plans to launch two new products, Amla light and Vatika light over the next few

months.

A separate company, Dabur Foods, looks after food products such as real

fruit juice and homemade of pastes. Dabur sees a lot of potential in the "real"

brand-currently Rs.30 crores brand, which claims 3 per cent market share.

Two another divisions of Dabur, Ayurvedic specialties, and Pharmaceuticals,

constitute 8 per cent and 7 per cent respectively of its turnover.

The Pharmaceuticals division is internally considered of great promise with

the potential of producing safe medicines much required by mankind. Its most

promising product is anti-cancer drug, Intaxel, which is prepared of ingredients

from the Himalayan Yew Tree.

Dabur Amla, which is derived from vegetables and minerals, has an 80 per

cent market share in the heavy perfume hair oil segment. The other leading

brand in the Hair Care Division, Dabur Vatika shampoo was launched at the end

of 1998.In the

fiscal year 1999-2000,it was Rs.2 crores brand with a 30 per cent market share

of Rs.75 crores herbal shampoo market.

All the products of Dabur are prepared from natural extracts; they are pure

and nutrition. Dabur's brand offers products both for fun or health; Dabur has a

brand to match to the demands of majority of cross-section of the people across

various market segments, different cultures and also tries well to cater to the

global demands.

46

BRAND PORTFOLIO STRENGTH

The products offered by Dabur are unique thus attracting many

consumers.

The brands are strongly enriched in traditional usage and habits.

The brands are prepared in active collaboration with the mother

nature and Dabur is also having right consideration that its products

do not cause any harm to the environment thus takes necessary steps.

The products offer immense potential for growth and extension.

47

WELFARE ACTIVITIES AT DABUR

FESTIVAL CELEBRATIONS : Dabur celebrates the festivals with its

employees and sweets are distributed. This helps to maintain constant

interaction with the employees and the employees in turn feel assured

thus boosting their morale.

RECREATIONAL TOUR : An annual recreational tour is organized and

50 per cent of the expenses are borne by the organisation. This helps in

enhancing togetherness among the employees.

IT'S NOT ALL WORK AND NO PLAY : Dabur does not expect its

employees to work all day long because the work gets monotonous,

resulting decrease in the efficiency. Hence, Dabur has formed Dabur

Cricket Club and also provides the facilities for indoor games like table

tennis.

MEDICAL ATTENTION : At Sahibabad Factory, two part time doctors

and two full time nurses are available round the clock to ensure health

and safety of workers.

UNIFORMS : To maintain uniformity in the factory premises the

uniforms are provided both for summer and winter with a pair of shoes.

STAFF BUSES : The organisation provides the facility of buses to its

employees to help in easy commutation.

48

MESS FACILITIES : The Company provides the facility of mess to its

workers as well as staff. A contractor manages it proper hygienic

conditions are maintained. Employees of Grade V and above use the

Executive Mess.

STAFF SALE : The Company provides products to its employees at a

concessional rate through the staff sales canteen.

HIRE/PURCHASE SCHEME : Sale of consumer items is organized for

the employees of Dabur on a yearly basis under the welfare scheme.

POST OFFICE SALARY SAVING SCHEME : Under this scheme,

employees and their family members can open a recurring deposit

account with Bharat nagar Post Office.

BLOOD DONATION : Dabur organizes blood donation camps at

Sahibabad factory in association with the Lions Club Of Delhi

Cosmopolitan, in the month of February/March every year.

CHUNNI LAL MEDICAL TRUST : Dabur rightly believes in

following the path of its founder-Dr.S.K.Burman-to serve the poor and

the needy. The Chunni Lal Trust was established to achieve this goal.

Dr.S.K.BURMAN CHARITABLE TRUST : This trust provides

reimbursement for workers who cannot afford their medical expenses.

SUNDESH-HELPING PEOPLE THEMSELVES : Established in

Nov.1993, Sustainable Development Society (SUNDESH) is a registered

49

voluntary organisation. It aims at improving the Quality of Life of the

rural people in its area of operation.

PARKING FACILITY : There are separate parking space for

cars/scooters and motor cycles/cycles and that too free of cost.

LONG SERVICE AWARDS : Employees belonging to grade I &IX,

who have put in 10 years of service with the company are given

Meritorious Services Award Certificate along with a Titan wrist watch

and on completion of 25 years of service, they are given 4 silver glasses

along with the certificate.

50

JAPANESE CONCEPT FOLLOWED IN DABUR 5s….

is a participation programme.

It is very effective approach to improving our

work environment and total quality it

becomes a base for continuous in the

improvement in

the organisation.

KAIZEN

Continuous improvement involving Kai-Change and Zen-for the

better.

Identification of problems, losses and wastage at work place.

Rectification through small improvement.

51

HUMAN RESOURCE FUNCTIONS

Recruitment and selection.

Performance Appraisal.

Training and Development.

Promotion, Transfer, Seperation.

General administration & Welfare.

Security.

Public Relations.

Industrial Relations.

52

HUMAN RESOURCE PROCESS IN ORGANISATIONS

53

Human Resource Recruitment Selection

Socialization Training & Development

Performance Appraisal

Promotions, Transfers,Demotions&Seperations.

HUMAN RESOURCE DEPARTMENT

54

Unit Head

Deputy Manager-HR

Additional General Manager-Corporate HR & IR

Senior Executive-HR

Assistant HR Officer

Supervisor-Administration

Security

Housekeeping

General Administration

Executive Assistant-HR

AN INTRODUCTION

55

RECRUITMENT

Recruitment and selection are the most important functions in an

organisation because with the help of these functions the management selects

the best available candidate from a batch of them. The organisations, in this

growing competitive world, need to have the best of the manpower so as to have

an edge over its competitives.

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

prospective employees and stimulating and encouraging them to apply for jobs

in an organisation."

In the words of Yoder,"Recrutiment is a process to discover the sources of

manpower to meet the requirements of the staffing schedule and to employ

effective measured for attracting that manpower in adequate numbers to

facilitate effective selection of an efficient working force."

The recruitment needs can be classified into-

Planned.

Anticipated.

Unexpected.

Planned need arise from changes in the organisation and retirement policy.

These occur due the expected changes in the organisation so the management

can make a proper policy for it.

Anticipated need refer to the movements in personnel which an organisation

can predict by studying the trends in the internal and external environments.

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Resignations, deaths, accidents and illness result in to the unexpected needs.

FEATURES:

Recruitment is a process or a series of activities rather than a single event.

It is a linking activity as it brings together the employers and employees.

It is positive process because in this activity the employers want to have the

maximum number of job seekers so as to have a wider scope for choice

ultimately leading in spotting right persons for job.

It is an important function as it makes it possible to acquire the number and

type of persons required for the effective functioning of the organisation.

It is an on going function in all the organisations, but the volume and nature

of recruitment varies with the size, nature and environment of the

organisation.

It is a complex process because a number of factors affect it --the nature of

the job offered, image of the organisation, organisational policies, working

conditions etc.

SOURCES OF RECRUITMENT:

The various sources of recruitment are -

Internal Sources : Include-

Present Employees who can be transferred or given promotions.

The retired and retrenched employees who want to return to the company.

Dependents and relatives of the deceased and disabled employees.

External Sources : Consist of-

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Press advertisements.

Campus Interviews.

Placement Agencies.

Recommendations.

Recruitment at factory gate.

Employment Exchanges.

During my short stint at DIL, it was observed that the recruitment need of

DIL is diversified. It needs persons who have knowledge of use, processing

of natural ingredients of number of varied products, technical know-how of

latest industrial technical knowledge, and computer applications to

pharmaceutical industry to manual workers. The importance of the process

could be understood that the present work force of DIL is 2,500 employees.

Hence, the recruitment and selection procedure should match the

complexities of the need and at the same should commensurate with the

complex need of the organisation.

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SELECTION

Selection is the process of choosing the best candidate out of the all the

applicants. In this process, relevant information about the applicants is collected

through a series of steps so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job

so that the candidate can be entrusted with the task that matches with his

credibility.

It is a process of weeding out unsuitable candidates and finally identifying the

most suitable candidates.

This process divides the candidates into two categories-the suitable ones and

the unsuitable ones. The suitable people prove to be the asset for the

organisation. Selection is a negative process because in this process the

management tries to minimise the number of people at each step so that the final

decision can be in the light of all the factors and at the end of it best candidate is

selected. Selected candidate the has to pass through the following stages-

Preliminary Interview.

Application Form.

Selection Test.

Selection Interview.

Physical Examination.

Reference Check.

Final Approval.

Employment.

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Preliminary Interview is the initial screening done to weed out the

undesirable candidates. This is mainly a sorting process in which the

prospective candidates are given the necessary information about the nature of

the job and the organisation. Necessary information about the candidate is also

taken. If the candidate is found suitable then he is selected for further screening

else he is dropped. This stage saves the time and effort of both the company and

the candidate. It avoids unnecessary waiting for the candidate and waste of

money for further processing of an unsuitable candidate.

Application Form is a traditional and widely used device for collecting

information from candidates. This form asks the candidates to fill up the

necessary information regarding their basic information like name, address,

references, date of birth, marital status, educational qualifications, experience,

salary structure in previous organisation and other such information. This form

is of great help because the scrutiny of this form helps to weed out candidate

who are lacking in education, experience or any other criterion provided by the

organisation. It also helps in formulation of questions, which will be asked in

the interview. These forms can also be stored for future references thus

maintaining a databank of the applicants.

Selection Tests are being increasingly used in employee selection. Tests

are sample of some aspect of an individual's attitudes, behaviour and

performance. It also provides a systematic basis for comparing two or more

persons. The tests help to reduce bias in selection by serving as a supplementary

screening device. These are also helpful in better matching of candidate and the

job. These reveal the qualifications, which remain covered in application form

and interview.

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Selection Interview involves the interaction of the employer and the

employee. Selection involves a personal, observational and face-to-face

appraisal of candidates for employment. It is an essential element of the

selection procedure. The information obtained through application form and test

can be crosschecked in the interview.

The applicants who have crossed the above stages have to go through

Physical Examination either by the company's physician or the medical officer

approved for the purpose. The main aim is to ensure that the candidate is

physically fit to perform the job. Those who are found physically unfit are

rejected.

The next stage marks of checking the references. The applicant is asked

to mention in his application form the names and addresses of two or three

person who know him well. The organisation contacts them by mail or

telephone. They are requested to provide their frank opinion about the candidate

without incurring any

liability. The opinion of the references can be useful in judging the future

behaviour and performance of a candidate.

The executives of the concerned departments then finally approve the

candidates short-listed by the human resource department. Employment is

offered in the form of an appointment letter mentioning the post, the rank, the

salary grade, the date by which the candidate should join and other terms and

conditions in brief. Appointment is generally made on a probation of one or two

years. After satisfactory performance during this period the candidate is finally

confirmed in the job on permanent basis or regularized.

Selection is an important function as no organisation can achieve its goals

without selecting right persons for the required job. Faulty selection leads to

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wastage of time and money and spoils the environment of an organisation.

Scientific selection and placement of personnel can go a long way in building

up a stable workforce. It helps to reduce absenteeism and labour turnover.

Proper selection is helpful in increasing the efficiency and productivity of the

enterprise.

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Dabur India Ltd. selects the future employees keeping everything in mind

right from the qualification of the employees to the future prospects-both of the

organisation and the employees.

The first step involves the filling up of Manpower Indent Form. This form

is filled up by the department, which is having the vacancy. The form consists

of various questions which are to be answered like if the current vacancy is a

replacement vacancy, its reason is to be specified -the factors which resulted it

like death, retirement etc.

The department is required to give the qualifications that the future

candidate should possess.

In the next step, this form is given to the Human Resource (HR) department;

this department sees if the position can be filled through internal sources. The

internal sources can be transfers, promotion etc. In the case of internal sources,

the recommendations of the employees are not taken into consideration. If the

HR department does not find suitable candidate within the organisation then this

department has to give reasons for it. The form then goes to the Corporate HR

for its approval.

When the suitable candidate is not available within the organisation, the

organisation then moves to the outside world for filling up the vacancies.

If the number of employees required is large then the company has in its

consideration three ways-

The Data bank of the organisation.

Advertisements.

Contacting large consultants.

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The company maintains a databank of the candidates, which is used when

the number of vacancies to be filled up is large. The sources of databank can be

the qualified candidates who had applied in the organisation earlier but due to

some reasons could not join the organisation.

Advertisements are the second big source to attract the candidates. These are

having much larger scope and reach to a number of people. The qualifications

required by the organisation and the criteria could be described in detail.

Large number of consultants also constitutes a big source. Many people

register themselves with these consultants and they act as a bridge between the

organisation and the candidates. The consultants provide the company required

details about all criteria. These consultants are fixed for the organisation, which

are chosen on the basis of their performance. In case of overseas recruitment it

is checked whether their Indian counterparts can perform the job efficiently or

not. If need arises then they are also taken through consultants.

But if the number of vacancies is very small then the organisation takes the

help of the local consultants.

The candidates are then required to fill up the Application Form. This form

requires the candidate to fill the details regarding the previous employment, if

any and his personal data. The form is having details regarding like the marital

status, organisation structure, the position held by the candidate, his salary

structure, the top three deliveries to the organisation that proved to be beneficial

to the organisation, career goals, his strengths and weaknesses etc.

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After the application form has been duly filled and submitted, the selection

process starts wherein the candidate has to pass through various stages and

interview. The interview panel consists of the persons from Corporate (HR),

and other persons including the executives from the department for which the

vacancy is to be filled.

The selected candidates are then short-listed. The short listed candidates are

then given priority numbers; this is due to the reason that sometimes the

candidate who is having first priority is unable to join the organisation due to

some reasons then in that case the candidate next in the priority list is given

preference.

The candidate has to under go medical examination and his credentials are

verified.

After qualifying these stages, the candidate is then absorbed in the

organisation and explained his/her duties. This phase marks the end of the

selection procedure.

Dabur India Ltd.also performs Campus interviews as and when the need

arises. The esteemed organisation also provides apprentice training-wherein the

organisation trains the people in the working of the organisation and gives then

stipend. If these trainees are found useful to the organisation then they are

absorbed in the organisation else they are given certificate so that they can show

this as an experience and get a job elsewhere.

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STATEMENT OF OBJECTIVE

This project entitled Recruitment and Selection in Dabur India Ltd (DIL) is

aimed at studying the recruitment and selection procedures at DIL. Recruitment

and selection procedures of any organisation are very important functions

because these decide the most suitable manpower which steers the industry to

its desired goals.

RATIONALE

This project was undertaken as a part of the curriculum of MBA course, of

Bharat Institute of Technology, Meerut, which is compulsory for each student to

have the training in any organisation so as to gain first hand knowledge of the

organisation. This exposure enables the trainees to learn effective and efficient

ways and means to solve the real problems faced by the organisation and also to

understand its dynamics.

OBJECTIVES

The main objectives of this project are:

To study the Recruitment and Selections procedures used at DIL.

To analyze the effectiveness of this very important function in terms of

development of the organisation and the individual.

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RESEARCH METHODOLOGY

An empirical study has been undertaken to understand and study the process of Recruitment and Selection process employed in Dabur.

Data to be collected for the project titled ‘ RECRUITMENT AND SELECTION AT DABUR”.

Primary data was collected for the project report.

PRIMARY DATA:

First hand information was collected by personally visiting the Dabur.

Information regarding the Recruitment and Selection process was obtained through personal discussion with PERSONNEL ASSISTANT of HR Department. Questionnaire was administered and based on the analysis of those questionnaires the research has been carried forward. 20 employees at the administrative level and 12 employers of the company have filled up the questionnaire.

METHODOLGY FOR COLLECTING THE DATA

Defining the problem:

Recruitment and Selection procedure in any organization is vital, as it helps in selecting the right candidate for the right job. Therefore the effective of Recruitment and Selection procedure depends upon the extent of inter linkage with the other HRD systems.

The Recruitment and Selection procedure for Dabur has been evolved with a view of meeting the individual and organizational needs

The current Recruitment and Selection procedure in Dabur has been studied. With the help of questionnaires, executive’s opinions, their priorities and their expectations were studied.

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Planning the sample:

The total population i.e. some of the executives, managers, and some people from the middle and lower level management was the sample of the research study.

Sampling Technique:

Simple random sampling technique was used in order to get the data. To facilitate easy availability of the data, respondents were the executives of the top management and of various other divisions were approached.

Tools of Data collection:

The tools of collecting data included questionnaires, interviews and personal observation.

Data Analysis:

The data collected has been analyzed in the theoretical form.

Limitations of Research Process:

The problems faced are the reluctance of the respondents to give the mutual response. They were not willing to reveal their exact expectations and the loopholes regarding the systems.

Also the respondents were unwilling to fill up the questionnaires.

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ANALYSIS OF THE QUESTIONNAIRE

EMPLOYER QUESTIONNAIRE

Q.1 ) Does Dabur follow any Recruitment and Selection Procedure?

120 out of 120 employer’s accepted the fact that Dabur follows recruitment and

selection procedure.

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Q.2) In case of external recruitment does the company compensate the employees for the expenses made by them?

It basically depends on the post the candidate is applying for, in most of the cases the company does compensate the employees for the expenses incurred by them.

70 out of 120 employers said that the company compensate the employees for the expenses made by them, while 50 employers said No.

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Q.3) Does the company hire consultancy firms or recruitment agency for hiring candidates?

All 120 employers said that the company hire consultancy firms or recruitment agency for hiring candidates.

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Q.4) Are the references provided by the candidates verified?

8 0 out of 120 employers said that the references provided by the candidates is verified while 40 employers said No.

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Q.5 How much of the total monitory expenditure does the company spends on recruitment and selection procedure?

20 out of 120 employers said that the company spends about 10%-20% of its total expenditure on recruitment and selection. 70 out of 120 employers said that the company spends about 20%-30% of its total expenditure on recruitment and selection.

While 30 out of 120 employers said that the company spends above 30% of its total expenditure on recruitment and selection.

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Q.6 Does your company post positions on the job sites and internet searches?

120 out of 120 employer said company post positions on the job sites and internet searches

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Q.7 Does your company maintains and manage candidate’s file including maintenance of database to ensure comprehensive data collection of candidates?

120 out of 120 employers said that company maintains and manage candidate’s file including maintenance of database to ensure comprehensive data collection of candidate.

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Q.8 How far do you think does the productivity of the employees get hampered due to his/her marital?

50 out of 120 employers believe that the employee’s productivity gets hampered due to his marital status to a large extent, while 30 out of 120 believe that productivity is somewhat affected, 30 out of 120 believes that marital status does not affect the productivity of the employee and one employee did not had any ans.

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Q.9 How do you rate the importance of recruitment and selection

procedure in your organization?

70 out of 120 employee’s rate recruitment and selection procedure in Dabur as very important while 50 out of 120 consider it to be important.

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EMPLOYEE QUESTIONNAIRE

Q.1 Does Dabur follow any Recruitment and Selection Procedure?

200 out of 200 employees accepted the fact that Dabur follows recruitment and selection procedure.

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Q.2 Does the recruitment and selection procedure affects the performance of the employees?

Yes, it does because if in-appropriate candidates are selected it would lead to loss of productivity, labor turnover.

180 out of 200 employees said that recruitment and selection procedure affects the performance of the employees while 20 out of 200 employees said that it does not.

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Q.3 Does the company recruit employees internally?

200 out of 200 employees said that Dabur recruit employees internally.

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Q.4 Is the recruitment and selection procedure followed by the company appropriate?

170 out of 120 employees believe that the recruitment and selection procedure followed by the company is appropriate while 30 out of 20 employees believe its inappropriate.

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Q.5 Does your company disclose the job specifications at the time of selection of a candidate?

Disclosing of job specification basically depends on the job profile of the candidate.

130 out of 200 employees say that the company discloses the job specifications at the time of selection of a candidate while 7 out of 20 employees said the company doesn’t disclose job specifications at the time of selection.

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Q.6 Does your company ask for references at the time of selection?

140 out of 200 employees said that the company ask for references at the time of selection while 60 out of 200 said no.

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Q.7 What percent of the selection procedure does the written test contribute?

50 out of 200 employees said that written test contributes about 20-30% of the total selection procedure, while 120 out of 200 said written test contributes about 30-40% of the total selection procedure and 30 out of 200 said that written test contributes about 40-50% of the total selection procedure

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Q.8 Which type of interview methods does your company usually follow?

200 out of 200 said the company follows direct interview method, as well as other method which include unstructured interview with the departmental head. And the 120 said the computerized is followed by the company.

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ANALYSIS OF DATA

o 70% of employees accepted that recruitment & selection procedure

affects the performance of the employees.

o 65% of employees as per analysis are satisfied that job specifications

basically depends on the job profile of the candidate.

o 50% of employees said that the company spends about 10%-20% of its

total expenditure on recruitment and selection.

o The analysis clearly shows that company spends about 20% - 30% of its

total expenditure on recruitment and selection.

o As per responses 70% of employees said that company ask for references

at the time of selection and rest of them said no.

o From the responses, it is clear that upto 80% of employers accepted that

the references provided by the candidates is verified.

o 90% of employer said that company positions on the job sites and Internet

searches.

o 90% of employers said that company maintains and manage candidates

file including maintenance of database to ensure comprehensive data

collection data collection of candidate.

o As per the responses 45% of employers believe that the employee's

productivity gets hampered due to his marital status to a large extent.

o 30% of them said that productivity is somewhat affected. So, there is a

need to identify this.

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RECOMMENDATIONS

The Training in Dabur has helped me in broadening my view. It has helped me

to know that HR is the heart of every organization. It made me aware about how

policies play an important role in the smooth functioning of any organization.

But I have found that there is something that lacks in the company and which is

possible to overcome.

Dabur is engaged in making maximum sales, providing satisfaction to its

customers, as well as maintaining good relations with the corporate world. But

it has not thought about marinating a health relation with its employees. This is

the reason that there was an increase in the labor turnover. Also, it has never

given consideration to find the reason lying behind the same.

Employee retention is crucial to the long-term success of your business and

therefore the ability to retain employees is a primary measure of the health of

your organization. Of significant concern is the fact that unplanned employee

turnover directly impacts the bottom line of a business.

The company can undertake the following steps to maintain long and existing

relationship with its employees as well as a steady increase in sales:-

1. Employees should know clearly what is expected of them-

Continually changing expectations minimize employee’s sense of

internal security and create unnecessary stress. It is beneficial therefore

to provide a specific framework, in which people can work.

2. Employees should be provided with quality management and leadership-

It is well documented that people leave their managers more often than

they leave the company or the job. Turnover issues that cause an

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employee to feel unvalued by their manager include lack of feedback

about performance, lack of clarity regarding earning potential, failure to

hold scheduled meetings, and the failure to provide a framework for the

employee to succeed. Ensure that the right people are in place to lead

your teams, departments, business units and the organization as a whole

towards success.

3. The company should compensate candidates applying for any position in

the organization in case of external recruitment; this will give candidates

a positive impression about the company.

4. The references given by the candidates at the time of selection should be

brought into use and should be verified in order to avoid undesired

candidates.

5. Job specifications should be disclosed at the time of recruitment and

selection so that employees are well aware of the tasks to be performed

by them and the expectations their seniors have from them.

6. Company should undergo personality test in order to judge the

personality of the person applying for the job.

7. Company should have a round of panel interview so that decision of

selecting a candidate is not based on personal biasness of the interviewer,

interviews should therefore be followed by group discussion.

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CONCLUSION

REQUIREMENT :-

‘Necessity is the mother of Invention’ this is true everywhere. In the study

first of all I tried to find out the cause of the process of Recruitment and

selection.

I got the answer from Dabur that here in Dabur major cause for the process

is its Expansion program as Dabur is growing vastly. Few other reasons are

Replacement vacancy Retirement hardly takes place here.

SOURCES :-

An organization’s excellence depends upon its employee’s performance,

which has not only to be maintained on a consistent level, but also must be

improved constantly. All this can be achieved if suitable employees are

selected, through proper Recruitment and Selection procedure.

METHODS :-

For the recruitment and selection various test include for e.g. aptitude

test ,personality test and group discussion. As we all know that, in today’s

highly competitive age the biggest problem is of retention of its highly

skilled employees in the organization. Recruitment plays a vital role in this

regard. But it should be seen that no system is without any flaws. Every

system has its strong and weak points and is open for change at any time.

IMPROVEMENT :-

DABUR a well-developed Selection System for its employee’s development.

Thus, the company provides scope for employees on future growth, career

planning, training and development.

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ANNEXURE

Form 1- Employment application form (New)

Form 2- Employment application form (Traditional)

Form 3- Interview Assessment Form

Questionnaire

Q.1How much of the total monitory expenditure does the company spends on recruitment and selection procedure?

Below 10% 10% - 20%20% - 30%30% & above

Q.2 How do you rate the importance of recruitment and selection procedure in

your organization?

Formality ImportantVery ImportantUse less

Q.3 How far do you think does the productivity of the employees get hampered due to his/her marital?

To a large extent Somewhat affects

Does not affect at all Cant Say

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Q.4 Does your company maintains and manage candidate’s file including maintenance of database to ensure comprehensive data collection of candidates?

Yes No

Q. 5 Does the company hire consultancy firms or recruitment agency for hiring candidates?

Yes No

Q.6 Are the references provided by the candidates verified?

Yes No

Q.7 Does your company postpositions on the job sites and internet searches?

Yes No

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QUESTIONNAIRE ON RECRUITMENT & SELECTION FOR THE EMPLOYEES

Q.1 Does Dabur follow any Recruitment and Selection Procedure?

Yes No

Q.2 Does the recruitment and selection procedure affects the performance of the employees?

Yes No

Q.3 Does the company recruit employees internally?

Yes No

Q.4 Is the recruitment and selection procedure followed by the company appropriate? T.A.(Totally Agree) S.A.(Some What Agree), S.D.(Some What Disagree) T.D.(Totally Disagree)

T.A. S.A.S.D. T.D.

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Name:

Designation:

Organization:

Age:

Date:

If not, then suggest the appropriate changes required in the recruitment and selection procedure followed by the company? ……………………………………………………………..

Q.5 Does your company disclose the job specifications at the time of selection of a candidate?

Yes No

Q.6 Does your company ask for references at the time of selection?

Yes No

Q.7 What percent of the selection procedure does the written test contribute?

Below 10% 10% - 20%20% - 30%30% -40% 40% -50% 50% and above

Q.8 Which type of interview methods does your company usually follow?

Direct ComputerizedGroup PanelStress

Any other …………………………………………………

Q.9 Does your company follow any of the following personality test for the purpose of recruitment and selection?

MBTI PsychometricFIRO_B Other

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BIBLIOGRAPHY

Gupta C.B., Human Resource Management, Sultan Chand & Sons,

New Delhi.

Dcenzo & Robbins Human Resource Management, Prentice-Hall

International.

Monappa, Arun Managing Human Resources, McMillan India

www.dabur.com

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