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COMPANY PROFILE
Planet Herbs Lifesciences Pvt Ltd is a modern research based manufacturing
organization devoted to the development of natural medicines (nutraceutical /
herbal products) of the highest quality , with experience that is backed up by
rigorous scientific research, at it’s own manufacturing facility in Dehradun , India
with top-class quality control and R&D activities.
Planet Herbs Lifesciences combines the time-honored wisdom of traditional
knowledge with modern science and presents to the world affordable and effective
products free from side effects and heavy metals and pesticides.
Nestled in the foothills of the Himalayas, offering the best of the nature to the
world is Planet Herbs Lifesciences Pvt Ltd. Combining the time- honored wisdom
of traditional knowledge with modern science our products protect and cure the
human body from a plethora of modern ailments ranging from weight loss to liver
health , joint pain to digestion with the distinctive advantage of being heavy metals
and pesticides free.
OUR VISION
We will be a research driven, world class nutraceutical company, providing
premium quality natural products and services
OUR MISSION
To provide top quality natural healthcare products for the promotion of good
health
To utilize the most advanced technologies and incorporate good
manufacturing practice standards for product research, development and
manufacturing.
To blend our values and aspirations through innovative, healthy and
encouraging work environment.
To promote ecologically sustainable development including use of organic
medical plants.
To create team spirit within the organization and its entire network.
HISTORY
PHL was incorporated in July 2006 to manufacture Herbal and nutraceutical
products.
Factory is established at our group’s holding Sara Industrial Estate, Selaqui,
Dehradun. SIEL is a govt. approved industrial area, with internationally
recognized GMP facilities.
The joint venture has been signed between Sara Group, a NRI based in
Dubai and Herbresearch in Australia. PHL products are presently being sold
through distributor networks in UAE, Kuwait and Qatar.
Formal launch of products in India by April 30, 2010.
Contract with various distributors in USA, South America and SE Asia is
under negotiation.
QUALITY POLICY
The manufacturing facility and processes at Planet Herbs Life sciences, meet
the stringent Good Manufacturing Practices, as per "revised schedule-M"
laid down by the drug Controller (General) INDIA.
The WHO - GMP norms followed at PHL ensure compliance to
International Standards of pharmaceutical manufacturing.
At PHL Quality Assurance Professionals are regularly trained and updated
in tune with the latest International developments, while the Quality Control
department is regularly equipped with latest & best of instruments.
Through International up-date and in house R&D, PHL is committed to
develop and acquire products which completely safe, very effective and are
value for money.
The raw material for the products are sourced through most authentic
suppliers from across the world and are tested for quality, before being used
for product manufacturing.
The products ate PHL are manufactured with exceptional precision and are
tested for elimination of heavy metals and pesticides.
PHL is firmly committed to reach highest quality herbal healthcare products,
to our customers, across the Globe and exceed their expectation in terms of
quality every time.
LIST OF EQUIPMENTS (QUALITY CONTROL)
S. No. Instrument Name Make Used For
1Gas
ChromatographyAgilent Technology Pesticides Analysis, OVI Analysis
2 HPLC Agilent Technology Assay Analysis of RM & FP
3 pH analyzer LABINDIA (PHAN)Water Analysis & Mobile Phase
Preparation
4UV/VIS
SpectrophotometerPerkin Elmer Identification Test of Raw Materials
5 Digital Balance Mettler Micro weighing
6Auto Karl Fischer
titratorEffen technology Moisture Content Analysis
7 Disintegration tester Electro lab Disintegration test analysis
8Tablets Dissolution
TesterElectro lab Dissolution test analysis
PRODUCTS
Description: Modulates appetite, provides optimal energy and burns fat. PHL's
Lipozer contains certified and authentic Hoodia gordonii from South Africa.
Lipozer modulates appetite, maintaining high energy levels. Malabar Tamarind
prevents conversion of excess carbohydrates into fats. Green Tea acts as
antioxidant, it also helps maintain on job, alertness & concentration. Synergistic
effect of each ingredient makes Lipozer a very effective and yet SAFE NATURAL
PRODUCT to help you attain and maintain ideal weight with optimum energy
levels & alertness.
Essential Ingredients/Tablet in the
Weight Reduction Plan
Hoodia Gordonii (Authentic & Certified) - 400 mg
Garcinia Cambogia (Malabar Tamarind) dry fruit extract
containing 125 mg hydroxy citric acid (HCA) Camellia
sinensis (Green Tea) dry leaf
- 250 mg
Camellia sinensis (Green Tea) dry leaf extract containing 75
mg total phenols (catechins)- 150 mg
Salient Features:
• Modulates appetite through active ingredient asteroidal glycoside P57
• Helps in weight reduction by oxidation of deposited fat
• Prevent conversion of excess carbohydrate into fat by inhibiting formation of
enzyme citralyase
• Catechins poly phenols help to intensify levels of fat oxidation by thermos
genesis
• Acts as a powerful anti-oxidant
Indication:
• Obesity
• Appetite modulation
• Weight loss without loss of Energy
Dosage: One tablet 3 times a day one hour before major meals or as directed by
your health care professionals
Description: Joules-24 contains patent herbs from ancient healing traditions.
Ashwagandha and Safed musli are considered to be the most powerful
reproductive tonics in the Ayurvedic tradition. Ginkgo is a potent circulatory
enhancer from China and Korean ginseng is considered to be ‘The King’ of all
tonics. Shilajit is known in Sanskrit as ‘Conqueror of mountains and destroyer of
weakness’. Ancient Persians and destroyer of Egyptians revered Saffron as a
potent aphrodisiac. Together these natural products synergistically promote
vitality, energy and stamina. Joules-24 is designed to be taken daily for extended
periods.
Essential Ingredients / Tablet for
Treating Low Energy Count
Ashwagandha (Withania sonifera) 225 mg
Korean ginseng Panax ginseng) 200 mg
Safed musli (Chlorophytum borivilianum) 120 mg
Ginkgo (Ginkgo biloba) 120 mg
Shilajit (Asphaltum) 50 mg
Saffron (Crocussativus) 15 mg
Salient Features:
• Reserves & sustains vital energy
• Powerful Energiser, Reduces stress & provide recovery from fatigue
• It helps improve stamina & resistance to stress & tiredness
• Increases overall vitality and concentration
• Increases vitality strength & Boosts up immune system
• Improves mind power, reflexes & radiance
Indication:
• Prolonged illness/hospitalisation
• During convalescence
• Lack of physical & mental energy
• Malnutrition
In today's fast-paced world, where everything passes by in a blur it is not
uncommon to feel our energy levels being depleted as the day progresses. We are
constantly required to pace ourselves to maintain a balance between the high
demands of work and it’s related pressures and stress and our energy , vitality
vigour and stamina.
At the end of the day most of us like to submit and escape to the complaisant world
of television encouraging unhealthy food habits and sedentary lifestyles. This leads
to a vicious cycle of further depletion of vitality and vigour.
Needless to say with depleting energy levels healthy desire also takes a nose dive.
Inergy offers a diverse mix of Ashwagandha, Kaunch Beech, Korean Ginseng ,
Safed Musli, Ginkgo and Shilajit all contributing to increased energy , vitality and
stamina.
Sr.
No.Composition
Qty per
Tablet
(mg)
Mode of action Benefits
1 Withania
Somnifera
(Ashwagandh
a)
225 WS acts on GABA binding site
and increases the binding of
benzodiazepine (a psychoactive
chemical naturally produced in
Overcomes
general body
weakness
the body (responsible for
sedative, anti-anxiety,
anticonvulsant, muscle relaxant
and amnesic action) The
enhanced 5 - HT or serotonin
turnover ratio in the prefrontal
cortex, nucleus accumbens &
hippocampus. (5-
hydroxytryptamine is a
monoamine neurotransmitter
associated with the feeling of
happiness and well being)
2 Panax
ginseng
(Korean
ginseng)
200 Ginsenosides (active component
of ginseng),modulate expressions
and functions of receptors such as
receptor tyrosine kinases
(regulating cell growth),
serotonin receptors (regulating
aggression, anxiety, appetite,
cognition, learning, memory,
mood, nausea, sleep, and
thermoregulation) NMDA
receptors (regulating memory
function) and nicotinic
acetylcholine receptors
(stimulation of these receptors
Ensures vigour
and vitality &
stamina
causes muscular contraction.)
3
Ginkgo
Biloba
(Ginkgo )
120
The flavoglycosides, Ginkgo’s
most active compound act as
strong anti-oxidant. Ginkgolides
and the bilobalides help to lessen
inflammation by inhibiting PAF
(Platelet Activating Factor) in the
blood. This action helps to boost
circulation in the whole body
including penile tissue without
changing blood pressure.
Immunomodulato
ry and anti -
inflammatory
4Asphaltum
(Shilajit)50
It’s active ingredient Fulvic acid
act as carrier molecules for the
Dibenzo Alpha Pyrones and trace
minerals important for the body.
Potent
aphrodisiac
5
Chlorophytu
m
borivillianum
(Safed Musli)
120
Safed Musli’s active component
steroidal sapogenins act as
precursors for the synthesis of
sex hormones and cortisone
(Cortisone suppresses the
immune system, thus reducing
inflammation and attendant pain
and swelling at the site of the
injury )
Improved
strength
6 Mucuna
Pruriens
(Kaunch
75 Increases testosterone levels ,
leading to deposition of protein in
the muscles and increased muscle
- Potent
aphrodisiac
- Enhance mental
Beej) mass and strength.
Alertness
- Improve
coordination
Nutrition Per 100 gms
Whole Milk Powder 55.00 gm, Whey Protein concentrate 15.00 gm, Dietary
Wheat Fiber 800 mg, Soya Protein Isolate 800 mg, Vitamin A (2000 IU) as
Vitamin A palmitae 2000 IU, Vitamin D (200 IU) 200 IU, Natural-d-alpha
tocopheryl acetate 10 mg, Vitamin K (mcg) 70 mcg, Vitamin C (mg) 40 mg,
Vitamin B, (mg) 1.2 mg, Vitamin B (mg) 3 mg, Pyridoxine 2 HCL (mg) 2 mg,
Niacinamide (mg) 10 mg, Vitamin B (mcg) 2 mcg, Folic Acid (mcg) 200 mcg, Iron
(Hydrolyzed Protein 12 chelate) 25 mg, Zinc as Zinc Sulphate 10 mg, Amla 60 mg,
Papain 60 mg, Ca as Dicalcium Phosphate 800 mg, P as Dicalcium Phosphate (mg)
475 mg, Magnesium (mg) from Magnesium Oxide 200 mg, Iodine (mcg) from
Potassiun Iodide 75 mcg, L-methionine (mg) 40 mg, B-carotene 2 mg, Guar gum
490 mg, Fructose 11 gm, Kesar liquid (Gogia-Avi) 77 mg, Kesar EC (Gogia) 700
mg, Pista EC (Gogia) 154, Maltodextrin 10 gm, Biotin 2 mg, Ginseng 2.5 gm.
Salient Features:
• Essential for rapid growth, development & maintenance of body
• Balanced nutrition for healthy body
• Controls the brain function
• Helps in lowering cholesterol
• Builds up bone health
• Boosts up immune system & maintains healthy body
• Maintains healthy heart & kidney
• Improves digestion & health benefits
• Provides relief from gas and acidity
Indication:
• Low appetite
• Recovering from illness
• Increased nutritional needs
• Maintaining good health
It may not be a topic typically talked about at the dinner table or a cocktail party ,
but most people are actually somewhat obsessed with it.
And with good reason: The state of your gastro-intestinal tract (as well as the
quality and quantity of its output) is a great barometer of the health of human body.
The gastrointestinal tract is a processing unit that metabolism all of the nutrients
you take in and eliminates all of the body’s waste.
What comes through is reflective of how well or how ill the body is.
Planet Herbs Lifesciences ‘s sugar free , effervescent , orange flavoured Imfresh is
useful for detoxification of the digestive tract , occasional or chronic constipation,
diverticulosis, haemorrhoids ,Irritable Bowel Syndrome (IBS) and convalescence.
Imfresh is available as a micro fine powder is available in easy to carry and
convenient to take single dose sachets.
It is also used to relieve constipation, faecal incontinence, ulcerative colitis,
hyperlipidemia irritable bowel syndrome, diverticular disease, and diarrhoea. They
are also used as a regular dietary supplement to improve and maintain regular GI
transit. The inert bulk of the husks helps provide a constant volume of solid
material irrespective of other aspects of the diet or any disease condition of the gut.
Dosage :
Adults and children over 12 years : One sachet (one serving - 5 g) morning and
evening. Children 6 - 12 years : ½ serving morning and evening.
Indication :
Use for occasional or chronic constipation and for constipation associated with
Irritable Bowel Syndrome, diverticulosis, haemorrhoids and convalescence may be
beneficial as part of a cholesterol lowering programme and to aid in detoxification
of the digestive tract.
Description:
1. Less than 150 micron size particle with greater surface area for maximum water
absorption capacity
2. Adds more bulk & softens to the stool
3. Orange flavour, the most accepted flavourb worldwide according to FDA
4. Regular use absorbs excess cholesterol in the diet during the day
Micronized for enhanced scope
Essential Ingredients/ sachet
for IBS & constipation relief
Psyllium seed husk/5 gm serving - 3.25 gm
Salient Features:
• Quicker, Better Dispersion & mixing
• Much Enhanced surface area than commonly available larger size particles.
• Increased bulk forming capacity than normal isabgol
• Adsorbs and entraps excess fat molecules from ingested food.
• Control acidity and prevents fat assimilation
Indication:
• Constipation
• Diarrhoea
• IBS
• Cholesterol control
Dosage: Adults & children over 12 years : one sachet (one serving - 5g) after last
meals. Children 6 -12 years : ½ serving after last meals, follow with glass of water.
Description: Therapeutic concentrations of Phyllanthus niruri helps patients
suffering from chronic liver damage due to hepatitis B virus infections. It decreases
the duration of disease in patients with acute virus B hepatitis. Milk thistle
effectively controls hepato biliary diseases & blocks the entrance of harmful
toxins. It has powerful antioxidant property which helps the regenerative power of
liver cells. Andrographis enhances the immune system & it also increases the anti-
inflammatory resonse in the body. Combination of Eclipta alba & Tinospora
impart efficient hepto protection.
Essential Ingredients/Tablet in Treating Hepatitis
Stonebreaker (Phyllanthus niruri) 400 mg
Wild Indigo (Baptisia tinctoria tephrosia) 100 mg
Bhringaraj (Eclipta alba biloba) 125 mg
Kalmegh (Andrographis paniculata) 100 mg
Milk thistle (Silybum marianum) 150 mg
Guduchi (Tinospora cordifolia) 100 mg
Kudzu (Pueraria lobata) 100 mg
Salient Features:
• Effective in Chronic liver damage
• Effective in hepatic dropsy, liver & spleen
• Possesses a wide range of biological activities & used for the treatment of
hepatitis & cirrhosis
• Increases the immune system
• Protects liver & corrects hepatotoxicity
• Strengthens the immune system
• Helps in detoxification of liver
Salient Features:
• Viral Hepatitis
• Liver dysfunction
• Hepatoprotection & Hepatorecorrection
Dosage : One tablet twice daily or as directed by your healthcare professional
Description: Salai Guggul & Methyl Sulfonyl Methane (MSM) provide pain relief
in arthritis conditions. Glucosamine is naturally produced in the body and it is the
key component of cartilage, which is responsible for normal joint function.
Glucosamine Sulphate as a supplement has been shown to be as effective as some
drugs for relief of symptoms associated with degenerative joint conditions such as
arthritis. Vitamin D , Vitamin C along with 3 Boron prevent joint stiffness & give
good bone health.
Essential Ingredients/Tablet in the Joint Management Plan
Glucosamine sulphate 750 mg
Methyl sulfonyl methane 200 mg
Vitamin C 50 mg
Vitamin D3 200 IU
Sodium borate equivalent to Boron 0.5 mg 4.5 mg
Boswellia serrata (Salai guggul) 100 mg
Salient Features:
• Key component of cartilage, responsible for normal joint function
• Important in joint health and helps form connective tissue
• Reduces joint pain and helps in pain management
• Cofactor in collagen synthesis, the main protein in joint tissue and bone
• Protect against inflammatory polyarthritis
• Helps body to increase calcium absorption
• Prevents joint stiffness
• Related to calcium content in the spines of the spinal column
• Results in stronger bone
• Strengthens joints and soft tissue
Indication:
• Joint pains & osteoarthritis
Dosage: Two tablet twice daily after meals or as directed by your health care
professionals
Description: Frinex helps to maintain healthy lungs and eases breathing. Adhatoda
vasica in Frinex is mucolytic and expectorant. Piper longum is a powerful
stimulant for the respiratory systems and removes cold and congestion. According
to Ayurveda it is also rejuvenative to lungs and kapha dosha. It significantly
benefits respiratory function and builds up resistance against respiratory tract
constriction and inflammation.
Essential Ingredients/Tablet for joint repair
Adhotoda (Adhotoda vasica) 100 mg
Pippali (Piper longum) 50 mg
Tylophora (Tylophora indica) 25 mg
Coleus (Coleus forskohlii) 100 mg
Bala (Sida cordifolia) 100 mg
Salient Features:
• Strong bronchodilator
• Powerful stimulant for respiratory system
• Eases respiration & symptoms of cold
• Smoothens bronchial muscle contraction
• Anti-inflammatory
Indication:
• Respiratory disorders
• Healthy lungs & eases breathing
• Detoxification of lungs
Dosage: 2 to 3 tablets daily or as directed by your healthcare professional
RECRUITMENT
After having determined the number and kinds of personnel required, the Human
Resource of Personnel Manager Proceeds with identification of sources of
recruitment and finding suitable candidates for employment. Both internal and
external sources of manpower are used depending upon the types of personnel
needed.
The selection procedure starts with the receipt of applications for various jobs from
the interested candidates. Totally unsuitable candidates are rejected at the
screening stage. The personnel department administers various kinds of tests to the
candidates to determine if they would be able to do their jobs efficiently. Those
passing this stage are called for employment interview. Candidates found suitable
for employment are required to go through medical examination and reference
checking. The employment process is completed when appointment letters are
issued to the candidates clearing all the stages in the selection procedure.
Definition :
Dale S. Beach observed, "Recruitment is the development and maintenance of
adequate manpower resources. It involves the creation of a pool of available labour
upon whom the organization can draw when it needs additional employees."
SOURCES OF RECRUITMENT
INTERNAL SOURCES :
Transfer : It involves the shifting of an employee from one job to another, one
department to another or from one shift to another. Transfer is a good source of
filling vacancies with employees from overstaffed departments or shifts.
Promotion : It leads to shifting an employee to a higher position, carrying higher
responsibilities, facilities, status and pay. Many companies follow the practice of
filling higher jobs by promoting employees who are considered fit for such
positions.
EXTERNAL SOURCES:
Direct Recruitment : An important source of recruitment is direct recruitment by
placing a notice on the notice board of the enterprise specifying the details of the
jobs available. It is also known as recruitment at factory gate. The practice of direct
recruitment is generally followed for filling casual vacancies requiring unskilled
workers. Such workers are known as casual or badli workers and they are paid
remuneration on daily wage basis.
Casual Callers or Unsolicited Applications : The organizations which are
regarded as good employers draw a steady stream of unsolicited applications in
their offices. This serves as a valuable sources of manpower.
Media Advertisement : Advertisement in newspapers or trade and professional
journals is generally used when qualified and experienced personnel are not
available from other sources. Most of the senior positions in industry as well as
commerce are filled by this method.
Employment Agencies : Employment exchanges run by the Government are
regarded as a good source of recruitment for unskilled, semi-skilled and skilled
operative jobs. In some cases, compulsory notification of vacancies to the
employment exchange is required by law.
Management Consultants : Management consultancy firms help the
organizations to recruit technical, professional and managerial personnel. They
specialize in middle level and top level executive placements. They maintain data
bank of persons with different qualifications and skills and even advertise the jobs
on behalf their clients to recruit right type of personnel.
Educational Institutions or Campus Recruitment : Jobs in commerce and
industry have become increasing technical and complex to the point where school
and college degrees are widely required. Consequently, big organizations maintain
a close liaison with the universities, vocational institutes and management
institutes for recruitment to various jobs. Recruitment for educational institutions is
a well established practice of thousands of business and other organizations. It is
also known as campus recruitment.
Recommendations : Applicants introduced by friends and relatives may prove to
be a good source of recruitment. In fact, many employers prefer to take such
persons because something about their background is known. When a present
employee or a business friend recommends some one for a job, a type of
preliminary screening is done and the person is place on a job.
Labour Contractors : Labour contractors are an important source or recruitment
in some industries in India. Workers are recruited through labour contractors who
are themselves employees of the organization. The disadvantage of this system is
that if the contractor leaves the organization, all the workers employed through him
will also leave. That is why, this source of labour is not preferred by many
business, organizations. Recruitment through labour contractors has been banned
for the public sector units. However, this practice is still common in case of
construction industry.
Telecasting : The practice of telecasting of vacant posts over T.V. (Doordarshan
and other channels) is gaining importance these days. Special programmes like 'Job
Watch', 'Youth Pulse', 'Employment News', etc.
Telecasting is an expensive medium.
The advertisement for the job appears for a very short time and it is not
repeated. The candidates may not be able to understand it fully.
The candidates who don't watch T.V. miss the information about job
vacancies.
PROCESS OF RECRUITMENT
In a small organization, recruitment is usually done rather informally by the owner
or manager. But in a larger organization, the human resource department is usually
responsible for developing sources of applicants. Within the human resource
department, there is likely to be an employment office to do the recruiting and even
initial selection of candidates for a job. Big organizations employing large number
of professional and managerial employees, may have a separate department
engaged entirely in recruiting.
At the same time, individual managers and employees may be referring promising
applicants to the personnel department. Similarly, the human resource department
may be requesting recruitment assistance from the managers as may be the case
when campus recruitment is proposed at the alma mater of one of the managers.
Still other firms prefer to put together recruiting teams consisting of human
resource specialists and other executives. For example, one or more engineers may
accompany the team of campus recruiters for recruitment of engineering personnel
at technical institutes.
Factors affecting Recruitment : There are many factors that limit or affect the
recruitment policy of an organization. The important factors are listed below :
Size of the organization and the kinds of human resources required.
Effect of past recruitment efforts.
Nature of labour market of the region.
Extent and strength of unionization in the region.
Working conditions, wages and other benefits offered by other concerns.
Social and political environment.
Legal obligations created by various statues.
WHAT IS SELECTION
Selection involves a series of steps by which the candidates are screened for
choosing the most suitable persons for vacant posts. The process of selection leads
to employment of persons who possess the ability and qualifications to perform the
jobs which have fallen vacant in an organization.
IMPORTANCE OF SELECTION
Proper selection and placement of personnel go a long way towards building
up a suitable workforce. It will keep the rates of absenteeism and labour
turnover low.
Competent employees will show higher efficiency and enable the
organization to achieve its objective effectively.
The rate of industrial accidents will be considerably low if suitable
employees are placed on various jobs.
When people get jobs of their taste and choice, they get higher job
satisfaction. This will build up a contended workforce for the organization.
The morale of the employees who are satisfied with their jobs is often high.
PROCESS OF SELECTION
Preliminary Interview : In most of the organizations, the selection programme
beings with preliminary interview or screening. The preliminary interview is
generally brief and does the job of eliminating the totally unsuitable candidates.
The preliminary interview offers advantages not only to the organization, but also
to the applicants.
Receiving Applications : Whenever there is a vacancy, it is advertised or
enquiries are made from the suitable sources, the applications are received from the
candidates. Standard application forms may be drawn up for different jobs and
supplied to the candidates on request.
Screening of Applications : After the applications are received, they are screened
by a screening committee and a list is prepared of the candidates to be interviewed.
Applicants may be called for interview on some specific criteria like sex, desired
age group, experience and qualifications.
Employment Tests : Employment tests are widely used for judging the applicant's
suitability for the job. They bring out the qualities and weaknesses of individuals
which could be analysed before offering them jobs. The tests must be designed
properly. If they are biased, they will not be good indicators of one's knowledge
and skills. Selections based on such tests will be faulty. That is why, tests should
not be relied upon fully.
Intelligence Tests : These tests are used to judge the mental capacity of the
applicants. They measure the individual learning abilities, i.e., ability to
catch or understand instructions and also ability to make decision and
judgement.
Aptitude Tests : Aptitude means the potential which an individual has for
learning the skills required to do a job efficiently. Aptitude tests measure an
applicant's capacity and his potential for development. Aptitude tests are the
most promising indices for predicting workers' success.
There are two general types of aptitude tests :
Cognitive Test.
Motor Test
Proficiency Test : Proficiency tests are those which are designed to measure
the skills already acquired by the individuals. They are also known as
performance, occupational or trade test. They are used to test the level of
knowledge and proficiency acquired by the applicants.
Interest Tests : Interest tests identify patterns of interests that is areas in
which the individual shows special concern, fascination and involvement.
These tests will suggest what types of jobs may be satisfying to the
employees.
Personality Test : Personality tests probe the qualities of the personality as
a whole, the combination of aptitude, interest and usual mood and
temperament. It is very difficult to devise and use personality tests because
they are concerned with discovering clues to an individual's value system,
his emotional reactions, maturity.
Employment Interview : Although application blank and employment tests
provide a lot of valuable information about the candidate, yet they do not provide
the complete information required of the applicant. Interview may be used to
secure more information about the candidate. The main purposes of an
employment interview are :
o to find out the suitability of the candidate,
o to seek more information about the candidate, and
o to give him an accurate picture of the job with details of terms and
conditions and some idea of organisation's policies.
Checking References: A referee is potentially an important source of information
about a candidate's ability and personality if he holds a responsible position in
some organization or has been the boss or employer of the candidate. Prior to final
selection, the prospective employer normally makes an investigation on the
references supplied by the applicant and undertakes more or less a through search
into the candidate's past employment, education, personal reputation, financial
condition, police record, etc.
Medical Examination: The pre-employment physical examination or medical test
of a candidate is an important step in the selection procedure. Through in the
suggested selection procedure, medical test is located near the end, but this
sequence need not be rigid. The organisations may place the medical examination
relatively early in process so as to avoid time and expenditure to be incurred on the
selection of medically unfit persons. Some organisations either place the
examination relatively early in the selection procedure or they advise the
candidates to get themselves examined by a medical expert so as to avoid
disappointment at the end.
Final Selection and Appointment Letter: After a candidate has cleared all the
hurdles in the selection procedure, he is formally appointed by issuing him an
appointment letter or by concluding with him a service agreement. Generally, the
candidates are not appointed on permanent basis because it is considered better to
try them for a few months on the job itself. This is because no procedure of
selection is complete in itself to find out the whole picture of the personality and
qualities of a candidate.
PROCESS OF RECRUITMENT IN PLANET HERBS
LIFESCIENCES
The process of recruitment at Planet Herbs Lifesciences is interdependent on and
interlinked with other HR activities. Employee planning and work analysis
precedes the process of recruitment. Compensation packages and corporate image
all have an impact on the recruitment process. At the outset, the objectives of the
process of recruitment may be retention and satisfaction of the employee. Other
aspects like cost of filling jobs, speed of filling jobs, and total number of
applications received would all contribute to the retention process.
The first and the foremost step of recruitment process at Planet Herbs Lifesciences
is the identification of a vacancy.
The second step constitutes the Job Description, which is a written statement of
duties, responsibilities, required qualifications, and reporting relationships of a
particular job based on objective information obtained through Job Analysis.
Thirdly, the candidates are short listed on the basis of Job Specification. It specifies
not only educational qualification but also certain personality characteristics that
may be required specifically for a job.
Fourth step consists of various interview rounds. It is an attempt to obtain
maximum amount of information from the candidate considering his or her
suitability for the concerned job. The interview at Planet Herbs Lifesciences
consists of three rounds vis-a-vis functional, HR, final round with CFO (however,
this is for selected profiles only)
Fifth step comprises of, post interview consideration i.e. approval of selected
candidates is posted on CRC portal and it moves through following channels:
Business HR
Corporate HR
Management
Applicant code is generated
Approval received by local HR.
Offer letter is sent to the candidate>>on acceptance appointment letter is sent>
>candidate joins on assigned joining date.
Joining formalities on Day one by HR is completed.
EMPLOYEE CLASSIFICATION
PERMANENT : Engaged on a regular basis, confirmed in writing as a Permanent
employee after satisfactory completion of Probation Period.
PROBATIONER : Provisionally employed to fill a regular vacancy, minimum 6
Months Probation period, can be extended or terminated.
TRAINEE : In House training on specific areas of operation example:
MT's/GET's.
Assessment at the end of training for confirmation or extension
Or termination.
CONTRACT STAFF : Employed for a specific period/project.
Extension / Termination as per requirement at the end of Contract.
RESEARCH METHODOLOGY
RESEARCH PROBLEM
The research part of the project involves following steps:
The organization need to be the fittest in today’s scenario to survive and for that
they need the fittest workforce. Planet Herbs Lifesciences is spending a
considerable amount of money in Recruitment & Selection to upgrade skills of
their employees. It has been observed sometimes that PSU’s go for rigorous
Recruitment & Selection but results on investments are very low. Thus a need was
felt to evaluate the effectiveness of Recruitment & Selection in Planet Herbs
Lifesciences.
PROBLEM FORMULATION
The research to be conducted can be formulated as
* Recruitment & Selection at Planet Herbs Lifesciences
RESEARCH OBJECTIVE
* Evaluate the effectiveness of Recruitment & Selection at Planet Herbs
Lifesciences.
* General perception of members about Recruitment & Selection programme
* Suggest ways to makes it more effective
SOURCES OF DATA
The data collection for the project work from tow sources i e, primary and
secondary sources.
1) PRIMARY DATA
* Observation-Participant observation
* Interviews
2) SECONDARY DATA
* Websites
* Transcripts of Books
RESEARCH DESIGN
Descriptive research design: It is concern with describing the characteristics of a
particular individual of a group.
SAMPLING DESIGN
SAMPLING TECHIQUE- The sampling method has been followed for this study
is RANDOM SAMPLING.
SAMPLING SIZE- 40
SAMPLE AREA- Planet Herbs Lifesciences, Dehradun.
ANALYSIS
1. What Recruitment source is used in the Planet Herbs Lifesciences?
30%
20%
25% 25%
0%
5%
10%
15%
20%
25%
30%
35%
Newsp
aper
/Journ
als
Emplo
ymen
t Exc
hang
e
Campu
s
Inte
rnet
New spaper/Journals
Employment Exchange
Campus
Internet
INTERPRETATION
The above graph shows that the organization use 30% newspaper and journals &
20% from the employment exchange & 25% from the campus & internet.
2. Are you aware of Recruitment policies and program in Planet Herbs
Lifesciences?
Aware 30 75%
Can’t say 4 10%
Unaware 6 15%
75%
15%10%
0%10%20%30%40%50%60%70%80%
Aware Can't Say Unaware
Aware
Can't Say
Unaware
INTERPRETATION
The above graph shows that 75% of the sample size say yes that they are aware of
the recruitment policies & 15% Said that they can't say any thing about the
recruitment policies. 10% say that they are not aware of the recruitment policies.
3. Did you join this organization through well defined Recruitment and
selection procedures
Yes 38 95%
No 2 5%
95%
5%
0%
20%
40%
60%
80%
100%
Yes No
Yes
No
INTERPRETATION
The above graph shows that 95% says of the sample size say yes that they are
recruited by the well defined Recruitment and selection procedures & 5% Said no
they are not been recruited by the well defined Recruitment and selection
procedures.
4. Is the source of recruitment used by organization able to attract the
applicants?
Strongly
Agree
Agree Can’t say Disagree Strongly
Disagree
28 4 4 4 0
70% 10% 10% 10% 0
70%
10% 10% 10%0%
0%
10%
20%
30%
40%
50%
60%
70%
80%
StonglyAgree
Agree Cant Say Disagree SronglyDisagree
Stongly Agree
Agree
Cant Say
Disagree
Srongly Disagree
INTERPRETATION
The above graph shows that 70% of the sample size that they are strongly agree
that the source of recruitment used by organization able to attract the applicants,
10% says that they are only agree &10% can't say & 10% says that they disagree
& 0% Strongly disagree.
5. Do the company gets the potential employees through internal recruitment?
Average Above expectation Below expectation
8 28 4
20% 70% 10%
20%
70%
10%
0%
10%
20%
30%
40%
50%
60%
70%
80%
Average AboveExpectation
BelowExpectation
Average
Above Expectation
Below Expectation
INTERPRETATION
The above graph shows that 20% of the employees says that the company gets the
potential employees through internal recruitment & 70% of the employees says
that the company gets the potential employees through internal recruitment it is
above expectations & 10% of the employees says it is below expectations.
6. Do you feel that recruitment policy of Planet Herbs Lifesciences requires any
change?
Yes 2 5%
No 38 95%
5%
95%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Yes No
Yes
No
INTERPRETATION
The above graph shows that 5% employees says are agree that recruitment policy
of Planet Herbs Lifesciences requires change & 95% employees says are not agree
that recruitment policy of Planet Herbs Lifesciences requires change.
7. Do you think that the recruitment in your organization is free from all kind of
biases?
Strongly
Agree
Agree Can’t say Disagree Strongly
Disagree
26 8 2 4 0
65% 20% 5% 10% 0%
65%
20%5% 10%
0%0%
10%20%30%40%50%60%70%
Strong
ly Agr
ee
Agree
Can't S
ay
Disagr
ee
Strong
ly Disa
gree
Strongly Agree
Agree
Can't Say
Disagree
Strongly Disagree
INTERPRETATION
The above graph shows that 65% employees says that they are strongly agree that
the recruitment in the organization is free from all kind of biases, 20% employees
says that they are agree, 5% employees says that they can't say & 10% employees
says that they are disagree.
8. Exiting recruitment policy is satisfactory or not?
Strongly
Agree
Agree Can’t say Disagree Strongly Disagree
35% 10% 5% 20% 30%
35%
10%5%
20%
30%
0%
5%
10%
15%
20%
25%
30%
35%
40%
Strongly Agree
Agree
Can’t say
Disagree
Strongly Disagree
INTERPRETATION
The above graph shows that the 35% employees are strongly agree with the
recruitment policy, 10% employees are agree with the recruitment policy, 5%
employee are can't say, 20% employees are disagree and 30% employees are
strongly disagree with the recruitment policy.
9. The Company’s performance with its present workforce is excellent?
65%
35%
0%10%20%30%40%50%60%70%
Yes No
Yes
No
INTERPRETATION
The above graph shows that the 65% employees says yes that the companies
performance with its present workforce is excellent and 35% says no.
10. Do you feel that company should give preference to internal sources of recruitment
over external?
Yes 38 95%
No 2 5%
95%
5%
0%
20%
40%
60%
80%
100%
Yes No
Yes
No
INTERPRETATION
The above graph shows that 95% employees says yes that company should give
preference to internal sources of recruitment over external & 5% employees say
no they should not give preference to internal sources of recruitment over
external.
CONCLUSION
Study has been conducted on Recruitment and Selection in Planet Herbs
Lifesciences. Through the research being conducted, It can be concluded that
the corporation with its present recruitment and selection policy have been able
to get man power in quality & quantity. The employees in the corporation are
totally satisfied with their job & they believe that the company’s recruitment
and selection policy have been able to get the right person for the right job.
Through there are certain areas which need improvement; as the recruitment
policy is very much centralized which some time act as a hurdle when the
organization is operating outside India.
RECOMMENDATIONS
The following are the suggestion for the improvements
Selection process should be clear and transparent there should not be any
undue influences.
Company should give equal preference to internal sources of recruitment as
well as external.
Regular audit of Recruitment & Selection should be done & the suggestion
given by the employees should be incorporated.
Job analysis and job specification should be part of selection process
including psychometric tests.
Few candidates from the reputated institute should be recruitment
BIBLOGRAPHY
BOOKS:
1. K.Aswthappa, 4th Edition, “Human Resource Management,”MC-Graw Hill
Publishing Co-Itd, pp 130-179.
2. P.Subba Rao, 2nd Edition, “Human Resource Management and Industrial
Relation, Himalaya Publishing House, pp 131-190.
3. T.N.Chhabra, 5th Edition, “Human Resource Management Concept and
Issues, Dhncapt Rai and Company, NEW DELHI, pp 140-165.
INTERNET SITES
www.planet-herbs.com
QUESTIONNIARE
1. What Recruitment source is used in the Planet Herbs Lifesciences?
Newspaper/Journals
Employment Exchange
Campus
Internet
2. Are you aware of Recruitment policies and program in Planet Herbs
Lifesciences?
Aware
Can't Say
Unaware
3. Did you join this organization through well defined Recruitment and
selection procedures
Yes
No
4. Is the source of recruitment used by organization able to attract the
applicants?
Strongly Agree Agree Can't Say Disagree Strongly Disagree
5. Do the company gets the potential employees through internal recruitment?
Average
Above Expectation
Below Expectation
6. Do you feel that recruitment policy of Planet Herbs Lifesciences requires
any change?
Yes
No
7. Do you think that the recruitment in your organization is free from all kind
of biases?
Strongly Agree Agree Can't Say Disagree Strongly Disagree
8. Exiting recruitment policy is satisfactory or not?
Strongly Agree Agree Can't Say Disagree Strongly Disagree
9. The Company’s performance with its present workforce is excellent?
Yes
No
10. Do you feel that company should give preference to internal sources of
recruitment over external?
Yes
No
