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INTRODUCTION
India Glycols Limited is a Public Limited Company which
was incorporated on 19th November, 1983 under
Companies Act 1956 as U.P. Glycols Limited. It was
renamed as India Glycols Limited on 28-03-1986. It
started its commercial production of MEG on 24-04-89,
First Company in the world to produce Ethylene Oxide
(EO)/Mono Ethylene Glycol (MEG) from renewable agro route
based on molasses. Ethoxylates on 25-01-95 and
Formulation/Specialty Chemicals on 01-09-97 Some other
qualities of IGL are:
Largest Ethoxylate, Glycol Ether producer and thus leader
in Ethylene Oxide Derivatives/Surfacetant business in
India.
Global player meeting international specifications
and norms, exporting to South East Asia, Middle East,
Europe, Australia and USA.
Catering to more than 1,000 customers in various
end-use industries such as Textile, Agrochemical, Oil &
Gas, Personal Care, Pharmaceuticals, Brake Fluids,
Detegent, Emulsion Polymersation & paints etc.
Offer customer specific products to meet their
performance/technical requirements.
Customer base includes large MNCs,
Public Sector Undertakings and large as well as medium
& small Indian organizations.
The Company had initially set up the manufacturing
facilities at Kolhapur for manufacturing Mono Ethylene
Glycol, Di Ethylene Glycol and Tri Ethylene Glycol from
Molasses as against the conventional petro-route with an
investment of Rs. 90 core. The foundation stone was laid by
erstwhile Honorable Chief Minister of Uttar Pradesh Shri
Narayan Dutt Tiwari on 16th May, 1985. The commercial
production started in April, 1989. Subsequently, it September,
1997 Guar Gum in July, 2001 Glycol Ether in August, 2001
and Potable Alcohol & Liquor bottling in April, 2002. In
between, the company has expanded its production capacity
of Alcohol, Glycols, Ethoxylates, Formulation and Glycol Ether
plants. IGL had set up a Rib manufacturing unit in their campus
at Kashipur to supplement their raw material/feed stock
Molasses. IGL, Kolhapur products 260 different types of
chemicals. IGL holds the biggest capacity of producing alcohol
in Asia, with annual turnover of about 7 to 8 hundred corers
rupees.
IGL also set up a Distillery at Gorakhpur, U.P. to
supplement their raw material/feed stock Alcohol. It has
biggest capacity in U.P. and its annual turnover is over 300
corers rupees. IGL, Gorakhpur produces rectified sprit,
specific degenerated sprit, country liquor and Indian made
foreign liquor.
OBJECTIVES OF STUDY
To collaborate with and support internal customers of HR in
achieving business objectives through services viz . effective
manpower planning ensuring harmonious industrial relations etc.
To review and redesign the structure of the organization with
clarity of roles, responsibility and accountability for overall
organizational effectiveness and speedy response to the emerging
business challenges.
To develop knowledge and skills of the employees and groom
leaders with functional and business competencies to meet future
demands of the organization ( viz. Flexibility & change
management)
To benchmark best HR practices in order to enhance human
resource effectiveness.
To enhance employee productivity through rationalization of jobs
and manpower optimization.
To promote employee involvement in decision-making, team
working, creatively and empowerment.
To institutionalize transparency by farming, updating &
communicating systems and processes.
To maintain good liaison with government/ external agencies in
order to better serve the organizational cause.
To provide a safe and healthy work environment and continuously
benchmark and upgrade the standards of safety and hygiene.
To work towards improving the quality of work life of employees
and their families.
The primary objective of HRM is to ensure the availability
of competent and willing work force of an organization.
Apart from this, there are other objectives too,
specifically, HRM objective are four fold:
Societal, organizational, functional and personal.
SOCIETAL OBJECTIVES:
The societal objectives are socially and ethically responsible
for the needs and challenges of society. While doing so, they
have to minimize the negative impact of such demands upon
the organization. The failure of organizations to use their
resources for society’s benefit in ethical ways may lead to
restrictions.
ORGANIZATIONAL OBJECTIVES:
The objective is recognize the role of human resource
management in bringing about organizational effectiveness.
HRM is not an end in itself; it is only a means to assist the
organization with its primary objectives. Simply stated the
human resources department exists to serve the rest of the
organization.
FUNCTIONAL OBJECTIVES:
Functional objectives try to maintain the department’s
contribution at a level appropriate to the organization’s needs.
HR are to be adjusted to suit the organization’s demands. The
department’s level of service must be tailored to fit the
organization it serves.
PERSONAL OBJECTIVES:
Personal objectives assist employees in achieving their
personal goals, at least insofar as these goals enhance the
individual’s contribution to the organization. Personal
objectives of employees must be met if they are to be
maintained, retained and motivated. Otherwise, employee
performance and sati facts on may decline giving rise to
employee turnover.
SCOPE OF THE STUDY
Liquors are sweetened, colored and flavored spirits,
generally having a base of scotch whisky or brandy they are
sweetened with sugar and colored with vegetable pigments.
Two methods are used to extract maximum color and flavor:
1. STEEPING:
It is used to extract flavor mainly from soft fresh fruits
or dried fruits, but not nuts, is cut into small pieces and
seeds are removed as they often contain bitter oils. The fruits
are placed in large vessels, into which Scotch whisky or brandy
is pumped from below. The spirit remains in contact with the
fruit for 4-6 months, during which, due to action of the
alcohol, the fruits gets mashed up. The solids are separated
from the by liquid by frication or distillation if necessary.
Required sweating and colouring are added to the distillate.
2. PERCOLATION:
It is used to derive flavours from plant (such as stems,
leaves, bank and roots) which are hard and from which it
is very difficult to extract flavour. The desired herbs and
spices are put, along with the base and boiled (percolated)
in large vessels. This is distilled along with the herb
spices. The distillate thus obtained is highly
concentrated & defined color & sweetening is added
according to the type of liquor. Honey, especially heather
honey, is added to some plant liquors. Some liqueurs,
like tequila are unsweetened and some have a base of rum.
People use liquor as an add to festive joy. Many find
that liquor does indeed make glad the heart of man. Some use
it as a convenient and effective lubricant to social mixings.
Most of the people can testify to the values of alcohol as an
add of ‘Making the party go’ Now and again a person used
it to distract himself from difficult situation for some movement
or to soften for a movement the reality of the world.
Alcohol is popularly conceived as a stimulant; in fact all
these impressions are brought about its anesthetic effects
upon the nervous system and particularly upon the cartex of
the by its depressant action on the cerebral cartex. Alcohol
reduces inhabitation and judgment; as a result a person mixed
more easily and pays less attention to the frustrating elements
in the environment.
The purists maintain that it is unforgivable to
defile whisky with soda and ice, diehards are shocked
that anything at all can be mixed with whisky. Each person
involves his/her own style of drinking which is an extension of
that individual’s personality. Pleasure and consolation has
been found in alcohol through out history and over a wide
range of cultural achievement from the most preference in the
literature of India to the use of alcoholic drinks carving in the
tombs of Egypt. Man has seen almost everywhere to have
produced and consumed alcohol in one form or the other.
The discoverer of alcohol is unkonwn, even the
substance from which the first alcohol originated is not
historically recorded, but most likely grape, grains or
honey served as the precursor. Evidence exists that alcohol
played an important role in the man’s social development for
many years.
Ruche even suggests that in the Neolithic period
agriculture may have sprung from a desire to ensure a
regular supply of alcohol. A more reasonable assumption is
that the desire for alcohol was simply an added impetus
towards increased agricultural productivity.
The early role of alcohol inhuman life is emphasized by
its close relation with religion. One of the earliest uses of
alcohol was in religious practices and ritualism. In the presence
of the unknown into a comprehensive frame of reference
religion makes it possible for a man to feel some security,
anxiety is diminished and it become easier to live with one’s
feelings. Alcohol like religion serves man in the sense that is
‘Pharmacologically’ changed its perspective and others
temporary relief.
The pace of our current civilization creates impossible
burden of adjustment which become omni alcoholic beverages.
Alcohol in general is rationalization into an antidote for any
kind of stress.
Alcoholic beverages besides their pharmacological
action, have acquired a symbolic meaning as have other basic
fluids such as water, milk and blood.
The taxes on alcohol, liquors and beers are one of the
most important revenue of the state treasury.
The taxes fall alike on rich and poor. Number of
persons going to the shops is so great that the consumption
of liquor and beer reaches surprisingly high figures, the
amount of taxed thus collected is very large.
It started its commercial production of MEG on 25.04.89, First
Company in the world to produce Ethylene Oxide (EO) / Mono
Ethylene Glycol (MEG) from renewable agro route based on
molasses. Ethoxylates on 25.01.95 and Formulation/Specialty
Chemicals on 01.09.97. Some other qualities of IGL are:
Largest Ethoxylate, Glycol Ether producer and thus
leader in Ethylene Oxide Derivatives/Surfacetant
business in India.
Global player meeting international specifications and
norms, exporting to South East Asia, Middle East, Europe,
Australia and USA.
Catering to more than 1,000 customers in various end-
use industries such as Textile, Agrochemical, Oil & Gas,
Personal Care, Pharmaceuticals, Brake Fluids, Detergent,
Emulsion Polymerisation & paints etc.
Offer customer specific products to meet their
performance / technical requirements.
Customer base includes large MNCs, Public Sector
Undertakings and large as well as medium & small Indian
organizations.
The Company had initially set up the manufacturing facilities at
Kashipur for manufacturing Mono Ethylene Glycol, Di Ethylene
Glycol and Tri Ethylene Glycol from Molasses as against the
conventional petro-route with an investment of Rs. 90 crore.
The foundation stone was laid by erstwhile Honarable Chief
Minister of Uttar Pradesh Shri Narayan Dutt Tiwari on 16th May,
1985. The commercial production started in April, 1989.
Subsequently, it diversified into Ethoxylates in January, 1995,
Formulation/Specialty Chemicals in September, 1997, Guar
Gum in July, 2001, Glycol Ether in August, 2001 and Potable
Alcohol & Liquor bottling in April, 2002. In between, the
company has expanded its production capacity of Alcohol,
Glycols, Ethoxylates, Formulation and Glycol Ether plants. IGL
had set up a Rab manufacturing unit in their campus at
Kashipur to supplement their raw material / feed stock
Molasses. IGL, Kashipur produces 260 different types of
chemicals. IGL holds the biggest capacity of producing alcohol
in Asia, with annual turnover of about 7 to 8 hundred corers
rupees.
IGL also set up a Distillery at Gorakhpur, U.P to supplement
their raw material / feed stock Alcohol. It has biggest capacity
in U.P. and its annual turnover is over 300 corers rupees. IGL,
Gorakhpur produces rectified sprit, specific degenerated sprit,
country liquor and Indian made foreign liquor.
Fig. 1: BUSINESS APPROACH OF IGL
METHODOLOGY OF STUDY
Before embarking on the details of research methodology and
Techniques, it seems appropriate to present a brief overview
of the research process consists of series of actions or steps
necessary to effectively carry out research and the desired
sequencing of these steps.
Research in a common parlance refers to a search for
knowledge. Research is also defined as a scientific and
systematic search for pertinent information on a specific topic.
In fact research is an scientific investigation. The Advanced
Learner’s Dictionary of Current English lays down the meaning
of research as “A Carefully investigation or inquiry especially
through search for new facts in any branch of knowledge.”
Redman & Mory define research as a “systemized effort to gain
new knowledge.”
According to Clifford woody research comprises defining and
redefining problems, formulating hypothesis or suggested
solutions; collecting, organizing and evaluating data; making
deductions and reaching conclusions; and at last carefully
testing the conclusions to determine whether they fit the
formulating hypothesis. “Research is the systematic design,
collection, analysis and reporting of data findings and relevant
to specific situations facing the organization.”
Research is, thus, an original contribution to the existing stock
of knowledge making for its advancement. It is the pursuit of
truth with the help of study, observation, comparison and
experiment. In short, the search of knowledge through
objectives and systematic method of finding solution to a
problem is research. The systematic approach concerning
generalization and the formulation of theory is also research.
Descriptive and conclusive types of research is conducted. The emphasis
laid on the analysis of the information and the type of data used in
descriptive research. This kind of research is needed to provide a
theoretical framework and background on which, total knowledge and
operational practices can be used and judged. The major purpose of
descriptive research is description of the state of affairs, as it exits at
present.
RESEARCH DESIGN:
The study is carried out on the basis of information and data collected
from selection & recruitment center of IGL Automobiles Pvt. Ltd. The
following procedure is followed:-
The research includes interpretation of selection & recruitment
process at IGL Ltd.
Understanding the HR policies of IGL Ltd.
Determining the selection plan.
Analyzing the selection process, evaluation and conclusion.
DATA COLLECTION:
Both primary and secondary data are collected for the purpose of
completion of this project report.
DATA COLLECTION METHOD:
The data is collected through both primary and secondary methods.
PRIMARY METHOD:
Information gathered by feedback forms filled by and interview and
discussions with the employees of various departments and my project
guide/mentor.
SECONDARY METHODS:
Secondary data is being collected through following methods;
IGL Ltd.’s training planner and induction guide.
Training report and manuals available in the Organisation.
Company annual report and other publication.
Other training documents available at the training centre.
LIMITATIONS
A large section of sales persons were illiterate, so they
were not willing to respond to several questions such as
name, contact number, suggestions.
Some respondents, considering the interviewer to be
company personnel, could have given biased answers in
order to please.
Names of 36% products of different brands are quite
similar to each other, e.g. Mr. Lemon of IGL and Mr. Lime
of Sarraiya. Hence, a lot of respondents confuses
between them.
PROFILE OF THE COMPANY
REVIEW OF PERFORMANCE
A company cannot fill all its vacancies from on single source. It
must carefully combine some of these sources. Weighing their
cost and flexibility, the quality of men they supply and their
effect on the present work force.
1. TIME LAG BETWEEN REQUISITION AND
PLACEMENT:
The basic statistics needed to estimate the time lag are time-
laps data. If the company begins its recruitment and selection
process today, the best estimate is that it will be 48 days
before the new employee is added to pay roll.
2. YIELD RATIO:
These ratio tell us about the number of leads/contacts needed
to generate a given number of hires in a given time.
TRAINING AND DEVELOPMENT:
The training and development function gives employees the
skills and knowledge to perform their jobs effectively. Training
& development programmes provided useful means of
assuring that employees are capable of performing their jobs
at acceptable levels.
RECORD KEEPING:
The oldest and most basic personnel function is employee
record – keeping. This function involves recording maintaining
and retrieving employees – related information for a variety of
purposes. Complete and up – to – date employee records are
essential for most personnel functions.
PERSONNEL RESEARCH:
All personal people engage in some form of research activities.
In a good research approach the object is to get facts and
information about personnel specifics in order to develop and
maintain a programme that works. Through a well – designed
attitude survey, employee opinions can be gathered on wages,
promotions, welfare services, working conditions job security,
leadership, industrial relations and the like. In spite of its
importance, how every in most companies, research is the
most neglected area because personnel people are too busy
putting out fires.
HIRES 10
OFFERS 20
INTERVIEW 30
INVITE 40
LEADS 240
Fig.3. Recruiting yield pyramid
3. EMPLOYEE ATTITUDES STUDIES:
These studies try to discover the reaction of present
employees to both external and internal resource of
recruitment.
Human resource planning may be defined as strategy for
acquisition, utilization improvement and preservation of the
human resources of an enterprise. The objective is to provide
right personnel for the right work and optimum utilization of
the existing human resources. HRP exists as a part of the
planning process of business. This is the activity of the
management which is aimed at co-ordinating requirements for
and the availability of different types of employers.
The major activities of HRP includes : fore costing (future
requirements), inventorying (present strength), anticipating
(comparison of present and future requirements and planning
(necessary programme to meet future requirements).
PROCESS OF HRP
The process of HRP is entirely based on the corporate plans
and objective. HRP is a continuous process of review, control
and assessment.
PROBLEMS IN HRP PROCESS
The main problems in the process of HRP are as follows:
A) IN ACCURACY
HRP is entirely dependent on the HR fore costing and supply,
which can not be cent percent accurate process.
B) EMPLOYEE RESISTANCE
Employees and their union feel that by HRP their work
load increases so they resist the process.
C) UNCERTAINTIES
Labour absenteeism, labour turn over, seasonal
employment technological changes and market
fluctuations are the uncertainties which HRP process
might have to face.
D) INEFFICIENT INFORMATION SYSTEM
In Indian industries, HRIS is not much strong. In the
absence of reliable date it is not possible develop
effective HRP.
E) TIME AND EXPENSE
HRP is time consuming so and expensive exercise so
industries avoid.
SELECTION
Selection as the name implies involves picking for hire a subset
of workers from the total set of workers who have applied for
the job selections are done comparing the recruitment of a job
with applicant’s qualifications an attempt is made to find a
round hole. In doing so naturally many applicants are rejected.
This makes selection a negative function. In contrast
recruitment is a positive function because in it an attempt is
made to increase the number of applicants for job opening.
Advantages of Selection programme:
Generally speaking there are two advantages of having a
selection programme.
1 When there is labour surplus and there are individual
differences in job performance the programme helps in
eliminating poor performers. E.g. on a production line
having a similarly paced activity there may be no
differences at all in the output of workers. Further social
pressure of fellow workers may compel uniformity in their
rate of production.
2 The programme helps in identifying people with a hope
syndrome i.e. tendency to frequently changing jobs.
Many organizations provide potential candidates with
accurate and complete information about organizational
opportunities and constraints to help them assess the
match, which exists between their personality and the job
characteristics.
SELECTION TECHNIQUES:
Selection techniques are typically referred to as predictors
because they help in distinguishing between ‘good’ and ‘poor’
workers by predicting their future job success.
Following are some common selection techniques.
APPLICATION SCRUTINY:
There is a high degree of similarity among the application
forms of various companies. The type of information, which
they generally ask for, is more or less the same. It relates to
the applicant’s sex, age, height and weight his educational
qualification, experience and his participation in extracurricular
activities. Still we can classify application forms as under.
Structured application form
Unstructured application form
Weighted application form
INTERVIEW:
An interview is a face-to-face observational and personal
appraisal method of evaluating the applicant where the
interviewer who is higher in status is in a dominant role. Two
interviewers-preliminary and final-generally occur during the
selection process. Where a large number of candidates are
asking for application forms a preliminary interview becomes a
necessity. Its purpose is not to make a detailed probe of
qualification but to refuse application forms to those who
cannot be employed because of such reasons as average,
disqualifying physical handicaps and lack of required
experience or training. The final interview is generally
conducted in two stages:
In the first stage, some official of the personnel department
makes a comprehensive appraisal of the candidates and
recommends the successful ones to the line department, which
has made the requisition.
In the second stage, the line official interviews these
candidates and makes final selection.
Kinds of interview-interviews may be classified under eight
main categories, depending on their methods.
THE DIRECT PLANNED INTERVIEW:
This interview is a straight forward, face to face, question and
answer situation intended to measures the candidate’s
knowledge and back ground.
THE INDIRECT NONDIRECTIVE INTERVIEW:
In this type of interview the interviewer refrains from asking
direct and specific question but creates an atmosphere in
which the interviewer feels free to talk and go into any subject
he considers important.
The difficulties of this type of interview keep many companies
from using it. It requires a highly trained interviewer. It also
requires more time than other method.
PATTERNED INTERVIEW:
In these interviews a series of question, which can illuminate
the strategic parts of the applicant’s background, are
standardized in advance and validated against the record of
employees who have succeeded or failed on the job.
a) The stress interview:
In this interview the interviewers deliberately creates stress to
see how an applicant operates under it. To include the stress,
the interviewer responds to the applicant’s answers with
anger, silence, criticism or a flurry of incisive follow-up
question.
THE SYSTEMATIC DEPTH INTERVIEW:
In this interview the interviewer has a plan of areas he wishes
to cover. Ordinary, the interviewer exhausts one area before
launching into the next so that he can be more certain of
complete cover. Ordinary the interviewer exhausts one area
before launching into the next so that he can be more certain
of complete coverage.
PANEL OR BOARD INTERVIEW:
In the board interview more than one person interviews an
applicant at the same time. Areas of question are allocated to
each interviewer before the interview starts.
GROUP INTERVIEW:
In this interview 5 or 6 applicants are placed together in a
situation in which they must interact. The situation may be
structured or unstructured. Some times the applicant and the
selectors may live together for a few days thus providing a
chance to the selectors to know about the personal
idiosyncrasies of applicants better. This is known as the house
party technique.
WALK IN INTERVIEW:
In this interview candidates are not required to apply for the
post before hand they are asked to approach the employer for
interview on the advertised date, time and place with their bio
data and copy of their passport size photograph.
PROCEDURE FOR AN INTERVIEW
Follow steps are generally involved in an interview procedure: -
1. Reviewing background information.
2. Preparing a question plan
3. Creating a helpful setting
4. Conducting the interview
5. Concluding the interview
MERITIS AND DEMERITS OF INTERVIEWING:
Interviewing has two big advantages over other methods.
These are as follow: -
1. It can fill information gaps and can correct questionable
responses.
2. It can effectively bring out the behavior characteristics of
the applicant. The interviewer can easily find out whether
the applicant is likely to get along with others in organizing
or not where can talents be utilized most effectively and so
on.
Following are some important reason which generally accounts
for this difference:
a) The interviewer differs in their bias related to sex, ethnic
group, age etc. Hence they may match men and prejudice
instead of men and job.
b) Interviews typically make some tentative decisions about
candidates early in the interview.
c) Interviews are mostly influenced by the impression of the
preceding interviewee.
d) Interviewers are influenced by interview structure.
From the above description it is clear that only unsystematic
and pseudo-scientific interviews have little dependability.
TESTS:
Another important devoice used in selection in psychological
test. A psychological test is designed to measure such skills
and abilities in a worker as are found by job analysis to be
essential for successful job performance.
Some important tests are:
Intelligence tests, interest tests, knowledge tests, ability tests,
aptitude tests, personality tests and stimulation exercise
Intelligence Tests:
Intelligence quotient [IQ]=mental age [MA] / chronical age
[CA]*100
ADVANTAGE AND LIMITATION OF PSYCHOLOGICAL
TESTS:
Psychological tests as a selection technique have definite
advantages over other methods of selection. They are less
time consuming and costly compared with interviews.
One common weakness of all psychological test in that they
cannot have a known zero point and equal intervals.
Personality and interest tests suffer from one additional
weakness. It’s difficult in their care to obtain truthful answers
from the applicant. Tests alone are inaccurate predictors of job
success.
4-REFERENCE:
Requesting reference is a wild speed practice with substantial
doubt as to its validity. Reference is usually obtained from the
candidate’s friends or from his previous employer.
5-PHYSICAL EXAMINATION:
Physical examination reveals whether or not a candidate
possesses the required stamina, strength and tolerance of hard
working condition. Major deficiencies may serve as a basis for
rejection but minor deficiencies serve as a positive aid to
selective placement and as indicating restrictions on the
candidate’s transfer to other position.
SUBJECT MATTER OF THE STUDY
Should be remembered that in personate testing a manager is
more interested in the capacity of his selection device to
improve the over all performance of the selected
Group than in its capacity to accrue tally predicts the
performance of any single individual.
One important factor, which helps in improving the overall
performance of the selected groups in the selection ratio. The
selection ratio is they ratio of the number of applicants to be
selected to the total number of applicants available. It is
expressed as n/N.
Where n is the number of job to be field and N is the
number of applicants for those jobs. When this ratio is greater
than 1.
(a) Scatter plot showing relationship (r = 0.70) between
predictor and criterion SR=1.00 i.e. all applicants are
being hired.
(b) Same scatter plot when SR=0.80 i.e. there are eight
job openings for every Ten applications. Thus the lower
20 % on predictor can be rejected.
(c)Same scatter plot when SR= 0.20 i.e. there are only two
jobs openings for every fen applicants. Thus the lower
80% on predictor can be rejected.
TRAINING & DEVLOPMENT
1. Off the job training-
It is also called Lecture method. It is generally theoretical in nature and is imparted [n
a class-room type atmosphere. It is associated more with knowledge than with skills.
The lacture method can be easily used for training large groups.It violates the
principle of learning-by-doing and constitutes one way communication. But students
may be permitted to ask questions.
Importance:
Optimum utilization of human resource
Training helps in Optimizing the utilization human resource that further helps
employees to achieve the organizational goals as well as their individual goals.
Development of skills of employee
Training helps in increasing the productivity of the employees.
Quality
Training helps in improving upon the quality of work and work life.
Morale
Training helps in improving the morale of the workforce.
2.On the job training-
Under this method, the worker is trained on the job and at his work place. This enable
him to get training under the same working conditions and with the same processes,
materials and equipment that he will be using ultimately. There are three forms of on-
the-job training which are:
Coaching
Understudy
Position Rotation
Objective:
- To continuously upgrade the knowledge of the employees to grain working
efficiency
3. Vestibule training-
The employees are taken through a short course under working conditions that are
similar to actual shop, sales or office conditions. Vestibule schools are adopted to the
same general type of training problem that is faced at the actual place of work. An
attempt is made to create working conditions which are similar to the actual work
environment.
METHODS OF DEVELOPMENT
1. On the job development-
The main feature of all on-the-job methods is to increase the ability
of the executives to work while performing their duties.
On- the -job Coaching:
It is important to note that the superior only guides and does
not teach, although he extends his assistance whenever
needed. Periodic feedback and evaluation are also the part of
coaching activity.
Understudy:
In it the trainee is prepared to perform the work or fill the
position of his superior. He is a trainee who at a future time
will assume the duties and responsibilities of the position
currently by his immediate superior when the latter separates
from the job because of transfer, promotion, resignation,
retirement, etc.
Job Rotation:
It consists of systematic and co-ordinated effort to transfer an
executive from job to job and plant to plant. The executive is
given all the normal duties and responsibilities which go along
with the job to which he is transferred.
Multiple Management:
Under this method, permanent advisory committees of the
mangers are constituted. These committees study various
problems and make recommendations to the higher
management. Each manager stays on for tow years in a
committee.
2. Off the job development-
The focus in off-the-job methods of development is to improve
general behavioural and decision-making skills of the executives.
Role Playing:
Role playing may be described as a technique of creating a
life situation, usually one involving conflict between people
and then having persons in a group play the parts or roles of
specific personalities.
Sensitivity Training:
It is also called T-group training. Its main objective is the
development of awareness and sensitivity to one’s own
behavioral pattern through interactions with others.
Syndicate Method:
It enables an executives to acquire a proper perspective of his
job in relation to the activities in areas other than his own and
to give him practice in skills, techniques and procedures
which he has to use in his day-to-day work as he rises higher
up a ladder of management.
Conference Training:
A conference is a group meeting conducted according to an
organized plan in which the participants seek to develop
knowledge and understanding by obtaining a considerable
amount of oral participation.
RECRUITMENT & SELECTION
After the quality and quantity of personnel needed have been
decided the task of its recruitments and selection beings.
There are a number of steps involved in this task:
1. Placing the requisition
2. Recruitment
3. Selection
4. Placement and
5. Induction
A description of these steps is given below:
PLACING THE REQUISITION OR INDENT:
As soon as the blueprint for the future recruitment activities is
ready the line manager or the head of the department can
submit an indent for recruitment to the personnel department.
An indent usually specifies the jobs or operation or positions
for which persons are required the number to be recruited, the
time by which the persons should be available, their duration
of employment, the salary to be offered and any other terms
and conditions of employment which the indenting officer feels
necessary. This from is prepared in duplicate, one copy being
sent to the personnel department, and the other retained by
the requisitioning department for reference.
RECRUITMENT:
Once the requisition or the indent has been received the
personnel department can be the process of recruitment.
Some people define the recruitment as the process of
searching prospective workers and stimulating them to apply
for jobs in the organizations according to this definition
recruitment is a prospecting job where organization make
search for prospective employees. Therefore the job of
recruitment is based on the mating theory where success of
both the parties is critically dependent on timing. Unless the
two searches synchronies conditions are not ripe for
recruitment to succeed. The synchronization its turn depends
on these factor:
1. There should be a common communication medium. If an
organization advertises read vacancies in paper, which is
never read by the job- seekers, its efforts will go waste.
2. There should be match between the job seeker’s personal
characteristics and job characteristics.
3. The job seeker must be motivated to apply for the job.
SOURCES OF RECRUITMENT
The sources of recruitment can broadly be classified into two:
Internal
External
INTERNAL SOURCES:
Internal sources refer to the present working force of a
company. In the event of a vacancy, some one already on the
payroll is prompted. Thus at the Tata engineering and
locomotive company and at Hindustan lever. Outside
recruitment is resorted to only when requirement cannot be
met form internal promotions.
There are three advantage of internal recruitment:
1. It results into promoting people and they’re by increasing
their morale, commitment and satisfaction.
2. It is less costly than external recruitment.
3. It recruits people about whom organizing typically have a
better knowledge
Three disadvantage of this method are as follow:
1. It encourages inter-personal politics and bickering.
2. It perpetuates the old concept and way of doing things.
3. It promotes competition among different section of the
same organization for getting the same individual.
EXTERNAL SOURCES:
Among the more commonly used external source are the
following:
1. ADVERTISEMENTS IN NEWSPAPER:
Senior posts are largely filled by this method.
FIRST:
There are some companies, which do not know their own
advertising.
SECOND:
There is some companies which although do their own
advertising but give only box numbers.
THIRD:
There are some companies in which divulge their names
in their advertisements which hide employer’s identity are
known as blind advertisements.
2. EMPLOYMENT EXCHANGE:
An employment exchange is an office setup by the
government for bringing together as quickly as possible those
men who are in search of employment and those employers
who are looking for men. Employment exchanges register
unemployment people and nation the record pf their names,
qualification etc.
FIELD TRIPS:
An interviewing team makes trips to towns and cities, which
are known to contain the kinds of employees, required arrival
dates and the time and venue of interview, are advertised in
advance.
EDUCATIONAL INSTITUTION:
Sometimes recruiters are sent to educational institutions
where they meet the members of the faculty and persons in
charge of placement services who recommend suitable
candidates.
EMPLOYEE REFERRALS:
Some industries [taking talent search] with a record of good
personal relations encourage their employees to bring suitable
candidates for various openings in the organizing
LABOUR UNIONS:
Some times workers are recruited through unions in pursuance
to closed shop agreement.
RESUME:
The use of resume database is the popular method of
recruitment.
POACHING:
Another source that is gaining prominences is the recruitment
of key personnel from competitor’s organizing. Poaching has
become a common practice in the IT industry.
OUTSOURCING:
An increasing number of large companies in sectors like
automobiles, real e state, cement, retail, PMCG and
manufacturing are now a days, outsourcing their entire human
resources requirements to professional head-hunters.
CELL PHONES:
Some mobile companies [hutch in west Bengal] are toying with
the idea of teaming up with recruitment and staffing firms to
provide to their subscribers jobs on phones. Sub sequent on
SMS would be sent to the recruitment firm for getting in touch
with the caller.
PLACEMENT
So far we have focused on selection, that is, a decision to
accept or reject each applicant on the basis of his performance
in some selection techniques. Now we are going to focus on
placement that is a decision to place a selected individual in
one job than in other. In selection the task is to match people
with positions. In placement the task is to much positions with
people so that each individual is assigned to that potion where
he is likely to make the best use of his abilities consistent with
the requirements of his total working group. Selection is best
done where the number of available jobs in large relative to
the number of selected individuals. Proper placement of a
worker reduces employee turnover, absenteeism, accident
rates etc. and improves morale and motivation.
As the time of employment, selection and placement are
often inseparable parts of a single process. As a rule, a small
company has only a few vacancies at any one time, and
consequently it selects people for specifics jobs .In large
companies, however, where there are a number of vacancies ,
selection and placement may become distinct processes .
Placement problems arise when large –scale transfer or
promotions are being made or when some people rendered
surplus from some parts of the organization are being placed
elsewhere in the organization or when executive trainees on
completion of their general training programme are being
assigned to jobs in production , sales, marketing or some other
functional area and so on .In such situations the individual is
already “employed” and the placement decision is then made
to assign him to the job for which he considered to be best
qualified.
In making placements of individuals are the principle that
each individual should be placed on that job for which he has
the greater ability should not be rigidly followed because this
may result in some jobs being filled by unqualified
persons .The aim should be to realise the abilities and talents
of the largest number of individuals . This may involve some
workers being assigned to jobs for which their talents are
secondary but the composite assignments collectively are
optimum.
IGL’s COUNTRY LIQUOR PRODUCTS
The country liquor products are categorized into 3 different
levels of concentration as per the standards fixed by the
excise department. The 3 different levels of concentration
are 25%, 36%, 42.8%. IGL produces 7 brands of country
liquor, which are as follows:
25% 36% 42.8%
1.BUNTY BABLI
2.GURU
1.MR. LEMON
2.WAH ORANGE
1.MIRCH MASALA
3.BULLET NO.1
4.MAUJ MASTI
(All products available in 180ml, 375ml, 750ml)
All bottles are packed in cases.
Total no. of units (bottles) in a case containing 180ml bottles=48
Total no. of units (bottles) in a case containing 375ml bottles=24
Total no. of units (bottles) in a case containing 750ml bottles=12
Trade is carried out in terms of Bulk Liters (BL). To calculate the
total excise duty to be paid to the department:
Firstly, total BL of different concentrations (25%, 36% and 42.8%)
are converted to that of 36% and then it is multiplied to the excise
duty per BL which is fixed by the excise department. The current
excise duty per BL (which is fixed for 36%) = Rs.92. The formula for
converting BL of different concentrations to 36% is:
BL in n cases = [(Concentration)/36] X No. of cases (n) X no. of
units per case X Volume per unit
TERMINOLOGY USED IN COUNTRY LIQUOR
BUSINESS:
Pieces = bottles
Bulk Liter (BL) per case of 180ml bottles = 48x0.18 = 8.64 BL
BL per case of 375ml bottles = 24x0.375 = 9 BL
BL per case of 750ml bottles =12x0.75 = 9 BL
CL2 – Office where C & F agent sits, Wholesaling outlet.
CL5 – Retailer’s shop.
In a case there are 48 units of 180 ml bottle, or 24 units of 375
ml bottle, or 12 units of 750 ml bottle. In a truck there are 600
cases.
IGL’s INDIAN MADE FOREIGN LIQUORS PRODUCTS
IGL produces 17 brands of Indian made foreign liquor, which are as follows:
1. IGL Excellence Select Whisky
(Available in 375ml, 180ml & 90ml)
2. IGL Supreme Whisky
(Available in 750ml, 375ml, 180ml & 90ml)
3. IGL No. 1 Whisky
(Available in 750ml, 375ml, 180ml & 90ml)
4. IGL No. 1 XXX Rum
(Available in 750ml, 375ml, 180ml & 90ml)
5. IGL No. 1 Dry Gin
(Available in 750ml, 375ml, 180ml & 90ml)
6. IGL No. 1 – Gold Whisky
(Available in 90ml)
7. OB Deluxe Whisky
(Available in 750ml, 375ml & 180ml)
8. OB Lemon Duet Gin
(Available in 750ml, 375ml, 180ml & 90ml)
9. OB Orange Tango Gin
(Available in 750ml, 375ml & 180ml)
10. OB Deluxe Orange Tango Gin
(Available in 90ml)
11. OB Whisky
(Aailable in 90ml)
12. Saturday’s Deluxe Whisky
(Available in 750ml & 375ml)
13. Saturday’s Aged 1 Whisky
(Available in 180ml & 90ml)
14. Silky Studs Prestige Whisky
(Available in 375ml & 180ml)
15. Silky Studs Extra Dry Gin
(Available in 750ml, 375ml & 180ml)
16. Silky Studs XXX Rum
(Available in 750ml, 375ml & 180ml)
17. Silky Studs Deluxe Whisky
(Available in 750ml, 375ml & 180ml)
IMFL can be divided into 5 segments according to their brands.
These are: Cheap, Medium, Regular, Premium and Prestigious.
Among these brand segments, the customers of cheap brands
buy a brand on the basis of its price. The customers of
premium and prestigious brands are brand loyal. They don’t
consider price as a factor. The customers of medium and
regular brands are generally split loyal. They substitute a
brand with other when it is not available.
Among above brands of IGL, brands with name starting with
IGL No. 1 and Silky are cheap brands, whereas all others are
medium brands.
LIQUOR MARKETING
Marketing normally provides two functions: one the
satisfaction of consumer needs and wants; other providing an
outlet for production.
Goods produced have no value in themselves, it is only when
they are made available to consumers who want them and
willing to buy them, they assume any value.
Marketing of liquor is although a different ball game. Liquor
marketers face several restrictions:
1. NO OUTDOOR PUBLICITY:
Advertising is limited to putting up banners and posters
in retail shops only.
2. LIMITED OULETS:
Retail and wholesale outlets are controlled or owned by
the Government. Their number is strictly limited area wise.
3. PRICE RESTRICTIONS:
Prices of liquor are controlled by the Government. This
restricts the option of increasing sales by lowering price.
Also this may lead to fall in quality.
4. NO DIRECT MARKETING: No door to door selling can be
taken up in liquor as in other consumer goods.
In the light of above constraints, liquor sales can be performed
through the following strategies only:
1.Advertising brand name through other related products
like soda, lime juice, etc.
2.Banners and posters displayed at outlets are made more
eyes catching, so that customers see and retain the
brand name.
3.Sales promotion could be effected by giving incentives to
retailers like distributing free gifts or giving larger profit
margins in the states where retail outlets are own by
Government.
4.Frequent visit of personals to the retail outlets could also
help to increase the sales. Complaints, if any can be
rectified faster and early assessment of the product’s
market position can be made. This could help in
remedying the state of affairs before it is too late.
MARKETING SETUP
The marketing department is set up by all the companies to
facilitate distribution and sale of their products.
The duties of each marketing personnel and its position is well
defined. This ladder like system functions in a synchronized
manner to achieve the best possible results. The authority
increases as one move upward and so also the duties,
responsibilities and remuneration.
The Government policies regarding to the licensing of
distilleries, along with tax structure are usually headed by the
General Manager who is responsible for the sale of the
products in the market. He has to operate whole marketing
system of the company with skills and efforts; and take
decision regarding changing pattern in society, consumer
demand and competitive condition.
The General Manager is assisted by the required sales
managers who are responsible for a defined region. They are
intern assisted by area sales manager of the particular area in
the region.
Area sales manager co-ordinate and instruct the field staff and
they report about the market position, market share of
different products, consumer’s expectations, competitive
activities, and also give the idea for sales and promotional
activities necessary for the market.
FIG. 5: GENERAL ORGANIZATION CHART
ANALYSIS OF DATA
SWOT ANALYSIS
With the help of this analysis, we are able to know the
strengths and weaknesses, threats and opportunities of our
targeted IGL country liquor products for the research work and
study. For any product 3A’s play a vital role in the market.
3A’s = Availability
Affordability
Acceptability
STRENGTHS
IGL is the largest producer of alcohol in Asia.
The distillery, compared to other distilleries, is closely
located to the city.
Better quality.
Highly skilled sales force.
WEAKNESSES
No promotional activities such as postures, banners.
Taste and smell of Bunty-Bubbly registered not up to the
expectations of the customers.
No schemes for the sales persons.
Weaker brand names such as Guru.
Unavailability of IGL products at many shops.
People are not much aware about its all product.
OPPORTUNITIES
Coverage of virgin areas.
Schemes for salesmen like commission on sales or gifts.
Product sales with unique customer attracting
techniques.
Product development to meet them with customer
expectations.
THREATS
The biggest threats are:
PRIMARY COMPETITORS:
As the liquor of 25% sells most, Sarraiya distillery’s Laila
and also products by Redico and Ojus.
SECONDARY COMPETITOR: I
llegal sale of raw liquor at lower price and
administration’s ignorance towards it.
Inadaptability of customers to emerging brands.
Some shops related to syndicate sell liquor at less m.r.p.
Poor conditions of road which cause damage while
transportation.
Various religious laws and rituals, e.g. A month long
period defined by the Hindu customs as ‘Malmas’ when
people don’t drink. In Islam also, taking liquor is a sin.
The population in the area is highly fanatic for its religion.
Between the months of July to October as an average
customer who is a farmer, painter, labor or a washer man
has less job opportunities. Construction works, laundry
works and agriculture are less practiced during the
months of July to October due to reasons like monsoons.
During this period due to less work, the buyer has a
limited income. So he is forced to shift to cheaper forms
of liquor which is raw liquor (available @ Rs.20 / 750ml).
FINDINGS & CONCLUSIONS
IGL is the biggest largest producer of alcohol in Asia. This
unit is closely situated to Gorakhpur city. There are 52%
of the CL-5s in Gorakhpur district that IGL country liquor
brands. But there is still a great scope for expansion of
the market.
The success of a brand depends mainly on customer
demand and its availability at different CL-5s. Customers
generally take home those brands which retailers offer
and retailers offer as per their demands. E.g. when a
customer goes to a CL-5 to buy 36% liquor, the retailer
offers the brands available at his shop. Even if the
customer demands for a specific brand and it is
unavailable at that moment, he buys the competitors’
brands. This implies that customers, on an average, are
not brand loyal they are CL-5 loyal. However Laila is the
most successful brand and it has drawn away a large
number of customers. Since there is a lack of IGL
products at many CL-5s in the area, the company has
been unable to reach out to a significant number of
customers.
25 % country liquor has the maximum demand in the
area and the highest selling brand is Laila (which is in
25%). On the other hand, Bunty-Bubbly, a product of IGL
in 25%, is making its market slowly. But Guru, another
product of IGL in 25%, is unable to make its name and is
not sold in Gorakhpur.
Due to quite similar name and packaging some shops
and many customers don’t distinguished between Wah
Orange, Mr. Lemon and Mr. Orange, Mr. Lime of Sarraiya
distillery.
Company has not adopted strong promotional techniques
such as motivational schemes for salesmen or posters,
banners etc.
Retailers do not take any interest in promoting brands.
Customers are highly inadaptable to new brands or
tastes.
Taste remains the most important criteria for customers
at the time of purchase however taste is an unstated
factor up to great extent as most of them belong to
economically weaker sections of the society. This is the
reason why 42.8% liquor brands record comparatively
lower sales and illegal sale of cheap raw liquor is at its
peak.
Sarraiya distillery’s products happen to be the favorite of
the local customers as it is oldest among the distilleries
active in Gorakhpur. IGL is second in the race.
A decent percentage of retailers are satisfied with IGL
services. Yet a lot more can be achieved by improving
the taste and smell of IGL brands.
Some customers also complaint that they want IGL
brands but the CL-5 from where they buy liquor cannot
have the brands.
Salesmen don’t get any reward from the company on
selling its brands. So he don’t cannot bother much about
convincing the customer to buy a brand.
Some companies promises to give benefits to the
salesmen, but they don’t provide it. Such type of
practices make a negative image of company in
salesmen mind.
SUGGESTIONS & RECOMMENDATIONS
On the basis of market experience and market survey, I would
like to suggest the following to increase the sales of IGL
country liquor products:
PRODUCT:
Since the company is in the introduction phase, the company
should provide the best quality products. The base spirit being
used for country liquor production should be of potable grade.
The company can adopt better packaging techniques (e.g.
Inside the case, bottles can be covered by a cardboard sheet,
or any form of spongy material). Even the trucks in which the
cases are transported to the CL-2, a provision can be made to
ensure safety and least damages to the bottles.
During the survey it was found out that, taste and smell of
Bunty-Bubbly was not registered up to the customer’s
satisfaction. A lot of customers were unsatisfied with it. So the
company can take up this issue and check this problem.
The entire eastern U.P. belt is a 25% country liquor dominated
market. Customers have been drinking Laila which comes in
rose flavor. Since Laila is in the market for a long time now,
they have got used to this taste available in 25% liquor. The
company has already launched a product in the same flavor
with the name of Guru. But Guru has been comparatively
unpopular, so what the company can do is give Guru some
striking name such as Majnu, Masuka, Janam, Hir-Ranjha, Don
with packaging similar to that of English liquor bottles to draw
attention of more and more customers because it was seen
that the name in itself acts as a big magnet to pull the buyers
towards itself.
PLACE:
Unlike the conventional norms of the introduction phase, the
company should increase its coverage area so that it can reach
out to more customers since it was found out from the survey
that large number of people have still not tasted IGL products.
Still 48% of the retailers don’t sell IGL.
PROMOTION:
Since IGL brands are not as popular among the customers as
Laila or other brands, the company can adopt heavy
promotional tools. The company can put up attractive and
colorful postures at shops or boards outside. It can also paint
the refrigerators with IGL logo. To attract more customers, IGL
can distribute freebies such as openers, steel glasses, and
small pack of chips or namkeen. Various promotional schemes
can be adopted such as, on collecting 10 bottle caps or on
purchase of 3 bottles one more for free.
MOTIVATION TO CHANNEL MEMBERS:
Company can set up certain targets for retailers which on
meeting, the retailers can get rewards such as family trip,
cameras, watches, television sets etc. And just as retailers get
certain rebates, there should be scheme under which salesmen
should get something too. The survey shows that a number of
salesmen demanded some kind of motivational schemes for
themselves too. It should start ‘Lucky Draw’ schemes for
retailers and salesmen. IGL can pursue ‘Push Marketing’
techniques. The company can also distribute free ‘IGL’ t-shirts
or caps to the vendors who sell snakes or any kind of eatables
within or outside the CL-5 premises.
Company should follow following suggestions:
1. Company should not send the promoters to retailers
regularly.
2. Company should give some special gift, incentive to
retailers because they play an important role in selling
the product.
3. Company should follow various sales promotion schemes
like money back scheme, lucky coupons scheme etc.
BIBLIOGRAPHY
1. Human Resources Development------------- Prof. P.C. Tripathi
2. www.google.com
www.answers.com
www.cems.uwe.ac.uk
www.markwebtest.netfirms.com
www.tutor2u.net
3. www.indiaglycols.com
4. Annual Report of IGL 2006-2007
QUESTIONNAIRE
1) How many time you use the selection process.
a) Yearly
b) Thrice a week
c) Weekly
d) Occasionally
Name: - Age: -Address: - Sex: -
Contact No: - M/S: - AREA: -
e) Others, please specify
2) Can you name any 3 process of selection?
a)
b)
c)
3) Which method the HR Manager recruited the employee?
4) Do you have any suggestions to improve the employee motivation?
5) Do you want any new employee in the company?
6) According to you, what steps should be taken by the organization to
increase your morale of employee?
Thank you for sparing your valuable time