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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 organization 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 organization is known as recruitment.
Selection can be defined as the process wherein the organization has to select a small lot of people who are useful to the organization in terms of their capabilities and their qualifications. The main aim of organization 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 organization. The project gives a brief idea as to how the whole process works. Every organization has different policies, at times unique and it is very rare that the policy of one organization matches to the policies of another organization.
It is true that the success of any organization 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 organization.
RECRUITMENT
Recruitment and selection are the most important functions in an organization because with the help of these functions the management selects the best available candidate from a batch of them. The organizations, in this growing competitive world, need to have the best of the manpower so as to have an edge over its competitive.
According to Flippo, "Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization."
In the words of Yoder,"Recruitment 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 organization and retirement policy. These occur due the expected changes in the organization so the management can make a proper policy for it.
Anticipated need refer to the movements in personnel which an organization can predict by studying the trends in the internal and external environments.
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 organization.
• It is an on going function in all the organizations, but the volume and nature of recruitment varies with the size, nature and environment of the organization.
• It is a complex process because a number of factors affect it --the nature of the job offered, image of the organization, organizational 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-
 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 organization.