Recruitment Process at Parle

November 3, 2017 Philosophy

Recruitment Process at Parle Here the company adopted to system for recruited their staff and worker . For staff member the company has adopted the traditional process like by the test , G. D , interview and for the worker level the company adopted the following process:- ?????? On gate ?????? By the contractor ?????? By the camp ?????? On the reference Thus the recruitment process of the Parle’s in as like as the other company but one thing is different i. e. the camp based selection process . This a different kind of process is unique it self.

The company runs the camp in the rural and remote area in state for the Recruitment . They conducts one week program and this time interval the select number of candidate. This helps not only the company but also the life of rural people who cut of the rest world due to several reasons. This also helps increasing the economic and social condition of the remote area which ultimately helps the nation development. By this process the company also full fills the social objective of the company. Selection Procedure 1. Screening of Application: All application received from various sources will be screened by the concerned department and HR based on the job description and specification and the applicant profile. • Shorting of prima facile suitable candidates who should be called for test/interview shall be prepared. 2. Test: • Depending on the requirement of the job if required, management may conduct written/aptitude/psychometric/physical or any other test as deem fit. • Short listed application will be send formal letter for appearing test at least 15 days in advance. • Qualifying criteria for the test will be etermined by the management depending on the nature and requirement of the job. 3. Interview: • All the candidates short listed for interview will be informed through a formal call letter for attending interview at least 15 days in advance. • The candidate will be interview by the interview panel. 4. Final Selection and Appointment: • Recommendation of the interview panel will be put up before the MD by the HR Department for his approval. • Candidates for the officer and above after interviewed by the panel will be finally interview by the MD. Selection of candidates will be strictly on the basis of merit. Other things being equal local candidate from state of Bihar will be given preference. • Appointment letter will be issued to the finally selected candidates after duly approved by MD. However, in case appointment letter can initially be issued to the candidates and the detailed formal appointment letter can be issued at the time of joining. 5. Joining Formalities: (a) Employees joining shall first report in the HR department will facilitate in completing the joining formalities such as filling of joining report and other necessary forms. b) HR department will ensure that the candidates will be allowed to join subject to their being found medically. Recruitment & selection process at Britannia Industries Ltd. ?????? Application (online / through consultant / Direct / Employee Referrals) ?????? Short listing ?????? Interview (multiple rounds) ?????? Final Offer ?????? Pre Employment Medical Examinations ?????? Appointments The search for young, enthusiastic talent is always on at Britannia. The work culture at Britannia is characterized by strong performance focus coupled with result orientation.

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Nurturing Talent An innovative company like Britannia is always on the lookout for innovative, young minds. The Management philosophy encourages nurturing of talent through grooming of bright and young entry-level managers. The organizational culture provides a perfect blend of fun and learning that helps in the overall development of talented individuals recruited into the system. Today, with a huge variety of professional institutions spread across the country, there is a broader canvas to choose from.

The main sources of recruitment of Management Trainees are: • Business Schools (MBA) • Engineering Institutes • Food Technology Institutes • ICAI/ICWAI/ICSI/ICFAI and other such institutes offering professional courses. An alternative route is for candidates to apply directly to Britannia or through a recruitment consultant. The distinguishing factor between MTs and other lateral hires would be in terms of their experience and qualifications. In this case, however, candidates may or may not have prior experience.

For experienced candidates, 1 year or less would be the maximum cap to be eligible for the Management Training Scheme. Campus Campus recruitment has two stages, viz. Summer Trainee Recruitment and Management Trainee Recruitment. Summer Training takes place for a period of two months where students from Business Schools and Functional Institutes (Engineering/Food Technology/Finance) work on projects with Britannia in the following functional areas – Marketing; Sales and Distribution; Operations and Supply Chain; Human Resource Management; Finance and Quality Assurance.

Summer Trainees at the end of their training tenure are taken through an evaluation process to assess placement within the company as Management Trainees. This happens through a Pre-Placement Interview by a panel that assesses the candidate on his/her project and his/her potential to fit into the organization. Management Training Management Trainees are recruited on the basis of actual vacancies in the system. They are recruited either through Pre-placement offers made to exceptional Summer Trainees or through direct Campus Recruitment.

MTs join the covenant grade as Management Trainee – (function), and are absorbed into the following functions – Sales and Distribution; Operations and Supply Chain; Human Resources; Finance and Quality Assurance. The Marketing function has so far been insulated from the Management Training Route as entry level marketing positions require knowledge of Sales or prior knowledge of Marketing (lateral route). The Program Once MTs are on-board, they are taken through a series of carefully designed Training Modules that encompass almost all functions of the business.

The Training Modules are interspersed with live projects in different functions to test their knowledge and problem-solving abilities. Ideally, any Management Trainee would need to complete at least 2 live projects related to his/her stream of interest and 1 live project in a related function or a function of choice. . At the end of the training period, all MTs are assessed on the basis of their learning and project performances by a cross-functional panel consisting of Functional Heads.

On successful completion of their Training Program, MTs are confirmed as Managers in their respective functions. The total tenure of Management Training is 18 months for a Technical Trainee (Engineer/Food Technologist) and 12 months for all other trainees. The reputation that Britannia has built over the years for high ethical standards is one of our greatest business assets. To share the responsibility to preserve and enhance this asset, the company has documented the Code of Business Conduct (COBC) for its employees.

This handbook covers the Code in detail. Code of Conduct 1. Responsibilities of Employees of Britannia • Maintaining ethical standards, including appropriate accounting controls; • Identify, surface and resolve ethical issues with great speed; • Corporate assets (physical and intellectual) must not be used for personal benefit; • Exercise good judgment and standards of good taste when creating company records, including e-mail; • Maintain company records accurately and retain them in accordance with law. . Workplace Responsibilities • Being committed to fair employment practices; • Being committed to a workplace free from drugs and any kind of harassment or intimidation of employees; • Being committed to the safety of our employees; • Being committed to discipline at workplace; • Compliance with appropriate laws and internal regulations. 3. Representing Britannia to Customers and Other External Constituencies • Treating customers, suppliers and competitors fairly; • Maintaining high standards of quality; Speeches, media interviews, and other public appearances in connection with Britannia must first be approved internally; • Preparing accounts accurately and maintaining records; • Ensuring not to use unfair and misleading statements when marketing Britannia products and services; • Accepting and giving gifts is not permitted, except as governed by the policy laid down herein. 4. Privacy / Confidentiality • Protect proprietary and confidential information at all times in accordance ith applicable law; • Keep customer information secure at all times, as a sacred trust given to the company by our customers; • Keep employees’ information confidential. 5. Investments and Outside Activities • Trading in the securities of Britannia or any other company while in possession of “inside” information is illegal; • Avoiding real or perceived conflicts of interest in areas including investments or outside business activities, among others. 6. Corporate Social Responsibility • Catering to the national interest • Committed to be a good corporate citizen • The company prohibits any payment of bribes.


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