PROJECT REPORT ON SUMMER TRAINING Conducted At SAHARA PURE BEVERAGE ORGANIZATION On RECRUITMENT

Submitted to Rajasthan Technical University, Kota in Lieu of partial fulfillment of requirement of Master of Business Administration ( MBA ) By CHANCHAL JAIN MBA II SEM 2010-12

From

BIYANI INSTITUTE OF SCIENCE & MANAGEMENT (BISMA) JAIPUR ( RAJASTHAN )

CERTIFICATE OF GUIDE

It is to certify that Ms Chanchal jain student of MBA 2nd Sem, BISMA has completed this summer report under my guidance. I wish her all success in academic career as well as her life. Mrs. RICHA KHUNTETA (Assistant Professor)

DECLARATION BY CANDIDATE

I hereby declare that this report is my original and I have not copied it from anywhere or earlier such report prepared by seniors. I further declare that I have not submitted this report anywhere else except to RTU, Kota in partial fulfilment of my MBA course.

Chanchal Jain Date :

PREFACE
Full time course like a two year management program demands both conceptual & practical aspect of knowledge. Hence there is provision for on the job summer training in this course. During t r a i n i n g p e r i o d t h e s t u d e n t s l e a r n t h r o u gh h i s o w n e x p e r i e n c e t h e real situation of the corporate world and to put his theoretical knowledge into practice. This experience is very valuable for the student and plays a leading and important role in his career life.

The summer training of the management student plays an important role to develop him well groomed professional. It is a golden opportunity for him to give theoretical concept a practical shape in the field of application. It gives him an immense idea of dynamic and versatile professional world as well as an exposure to the intricacies and complexities of corporate world.

Training report is an important contentment of curriculum and the MBA course is no exception to this general rule. A training report helps a student in getting acquainted with the manner in which her knowledge is practically used outside this institution and it different from what she has learnt from books.

My summer training for 45 days at SAHARA PURE BEVERAGE O R G A N I Z A T I O N S i k a r w a s a n e y e o p en i n g t o t h e i n d u s t r y w o r l d where it gave me immense exposure to the Recruitment and Selection. The overall experience has been a great learning, which will go along way with me to make my carrier in the industry.

ACKNOWLEDGEMENT
I have great pleasure in presenting this report for SAHARA PURE BEVERAGE ORGANIZATION. It will be a sin not to express my indebtedness to various people during this training session and p r ep a r a t i o n o f t h i s r e p o r t .

I am falling short of words for expressing my feelings of gratitude towards the management of SAHARA PURE BEVERAE ORGANIZATION.

Finally I would like to thank all the team members of SAHARA PURE BEVERAGE ORGANIZATION with whose kind support and co-operation my project was successfully completed. Last but not the least I would like to thank all the faculty members of our prestigious institute with whose guidance and continuous support I was able to attain this professional experience, which will help me t h r o u gh o u t m y l i f e .

And lastly I would like to Mrs. RICHA KHUNTETA (Asst. Prof. of B I S M A ) w h o h a v e e x t e n d e d h e r h e l p i n g w h en e v e r n e e d e d a n d a l s o f o r p r o v i d i n g m e i n s i g h t f u l s u g g e s t i o n f o r t h e p r ep a r a t i o n o f t h i s report.

I express my heartful gratitude to my parents for their suggestions and helping hands whenever I needed.

S t u d en t S i gn a t u r e

CONTENTS
1. Introduction to the Industry 2. Objective of the Study 3. Research Methodology 4. Data Analysis and Interpretation 5. Suggestion & Conclusion Annexure Questionnaire Bibliography

INTRODUCTION

INTRODUCTION
A b e v e r a g e i s a d r i n k s p e c i f i c a l l y p r ep a r e d f o r human include: based consumption. Beverages almost always largely consist of water. Drinks often drinks, Soft drinks, Sports consumed Energy

Water (both flat or carbonated),Juice and

drinks, Alcoholic beverages like beer or spirits ,Coffee, tea Dairy products like milk. Commonly, drinks are filled into containers, like glass or plastic bottles, steel or aluminum cans as well as cardboard supported packages, like the "TetraPak" or others. Filling of beverages can be done cold, hot, ambient and coldaseptic filling to mention the latest trend of beverage marketing and technology.

The beverage is mainly categorized into two major categories based upon the alcoholic and nonalcoholic nature of the drink. Non-Alcoholic beverages are further o two types based upon c a r b o n c o n t e n t . Th e s e b e v e r a g e s c o n t a i n F r u i t j u i c e s , C o f f e e , T e a , Soda, Colas. The Alcoholic beverages are based upon the fruit c o n t e n t a n d g r a i n . I t m a y b e Wi n e , B r a n d y , W h i s k y o r B e e r .

Beverage

Non-Alcoholic Beverages

Alcoholic Beverages

Non-carbonated

Carbonated

Fruit Based

Grain

Fruit Juices, Coffee, Tea, Packaged Water

Colas, Soda, Tonic Water

Wine, Brandy

Beer, Whisky

Beverages include drinking water, milk, soft drinks, tea, coffee and cocoa, and alcoholic beverages. A distilled beverage, liquor, or spirit is an a l c o h o l i c
b e v e r a g e containing e t h a n o l that is produced by d i s t i l l i n g (i.e., c o n c e n t r a t i n g b y d i s t i l l a t i o n ) ethanol produced by means of f e r m e n t i n g grain, fruit, or

vegetables. This excludes un-distilled fermented beverages such as b e e r , w i n e , and

hard c i d e r . Drinking p r a c t i c e s vary substantially among different countries and different masses. But both alcoholic and non alcoholic b e v e r a g e s a r e v e r y p o p u l a r a m o n g a l l a g e s o f p e o p l e . Th e a l c o h o l i c drinks market is broadly classified into five classes ,starting from beers, wines, hard liquors, liqueurs and others. The Indian alcoholic market has been growing rapidly for the last ten years, due to the positive impact of demographic trends and expected changes like r i s i n g i n c o m e l e v e l s , c h a n gi n g a g e p r o f i l e , c h a n g i n g l i f e s t y l e s a n d reduction in beverages prices. Similarly non-alcoholic drinks market is broadly classified into carbonated drinks, non-carbonated drinks a n d h o t b e v e r a g e s . Th e s e i n c l u d e j u i c e s , e n e r g y d r i n k s , c a r b o n a t e d drinks, tea, coffee and bottled water.

INTRODUCTION TO THE INDUSTRY

Indian Beverages Industry
India has a population of more than 1.150 Billions which is just behind become China. the According largest to in the estimates, of by 2030 India population will be around 1.450 Billion and will surpass China to World terms population. Beverage Industry which is directly related to the population is expected to m a i n t a i n a r o b u s t g r o w t h r a t e . T h e p r i c e s t a b i l i t y t h r o u gh o u t t h e year has contributed to the increase in domestic liquor sales.

The

Indian

beverage

market

offers

hot

options.

According to Dabur, the fruit beverages industry in India now stands at Rs 1100 crores (approx. Euro 180 million) and the market has grown at the rate of 30% where Dabur India, through the new launch Real Burrst, is looking at establishing a market share of 45% in next 2-3 years.Part of the industry of fast moving consumer g o o d s i s a l s o t h e b e v e r a g e i n d u s t r y . Th e t o t a l b e v e r a g e i n d u s t r y i n India is being estimated to grow at 17% this year, according to experts. "Food and beverages segment has not suffered despite the slowdown in the economy. FMCG in our stores has done very well. In fact, we registered 10-15% growth in this segment last year," s a i d a s p o k e s p e r s o n a t S p en c e r ' s R e t a i l L t d .

TYPES OF BEVERAGES
Non-alcoholic beverages

T e a i s a s t a p l e b e v e r a g e t h r o u g h o u t I n d i a ; t h e f i n es t v a r i e t i e s a r e g r o w n i n D a r j e e l i n g a n d A s s a m . I t i s g e n e r a l l y p r ep a r e d a s m a s a l a chai, wherein the tea leaves are boiled in a mix of water, spices such as cardamom, cloves, cinnamon, and ginger, and large quantities of milk to create a thick, sweet, milky concoction. Different varieties and flavors of tea are prepared to suit different tastes all over the country.

Lassi is a popular and traditional yogurt-based drink of India. It is made by blending yogurt with water or milk and Indian spices. Salted lassi is more common in villages of Punjab & Indian P o r b a n d a r , G u j a r a t . I t i s p r ep a r e d b y b l e n d i n g y o g u r t w i t h w a t e r and adding salt and other spices to taste. The resulting beverage is known as salted lassi. Traditional lassi is sometimes flavored with ground roasted cumin. Sweet lassi is a form of lassi flavored with sugar, rosewater and/or lemon, strawberry or other fruit juices. Saffron lassis, which are particularly rich, are also very popular. Sharbat is a cold sweet beverage that is prepared from fruits or flower petals. It can be served in concentrate form and eaten with a spoon or diluted with water to create the drink. Popular sharbats are made of one or more of the following: Rose, Sandalwood, Bel, Gurhal (Hibiscus), Lemon, Orange, Pineapple, and Falsa (Grewia asiatica). These are known to have several medicinal values and are known to be ayurvedic in nature.Other beverages include nimbu pani (lemonade), chaach, badam doodh (almond milk with nuts and cardamom), Panha (Raw Mango sharbat) and coconut water. In southern India, there is a chilled beverage known as "Panner Soda" or "Gholi Soda", a mixture of carbonated water, rose water, and sugar. Another beverage from the south, rose milk, is also served cold.

Alcoholic beverages
Beer

Beers in India are either lagers (4.8% alcohol) or strong lagers (7.8% alcohol). Th e I n d i a n b e e r i n d u s t r y h a s w i t n e s s e d steady growth of 10-17 percent per year over the last ten years, a rate of growth that has increased in recent years, with volumes the exceeding age 170 of million the cases d u r i n g t h e 2 0 0 8 2 0 0 9 f i n a n c i a l y e a r . Wi t h average population decreasing and income levels on the rise, the popularity of beer in the country continues to increase while the Indian beer industry h a s w i t n e s s e d m a j o r c h a n g e s o v e r t h e l a s t f i v e y e a r s . Th e i n d u s t r y was previously dominated by competition between the United Breweries Group and the Shaw Wallace. The scenario changed, however, with the entry of SABMiller to the Indian market. The international beer giant started by acquiring small breweries in the south but then completely changed the landscape with the a c q u i s i t i o n o f S h a w W a l l a c e ' s b e e r p o r t f o l i o . Th e m o s t n o t a b l e Indian brewer is United Breweries, even though there are several other popular ones including the foreign brewers.

Share of Volume by Beverage Category of India

12.00% 10.00% 8.00%
Share%
Milk Tea Bottled Water Coffee Distilled Spirits Carbonated Soft Drinks Beer

6.00% 4.00% 2.00% 0.00% 2002 2003 2004 2005 2006 2007

Fruit Beverages Wine

Years

INDIAN BEVERAGE MARKET SHARE OF VOLUME BY CATEGORY Segment 2002 2003 2004 Milk 10.3% 10.4% 10.5% Tea 6.3% 6.4% 6.5% Bottled 0.2% 0.2% 0.3% Water Coffee 0.2% 0.2% 0.2% Distilled 0.1% 0.1% 0.1% Spirits Carbonated 0.2% 0.2% 0.2% Soft Drinks Beer 0.1% 0.1% 0.1% Fruit 0.0% 0.0% 0.0% Beverages Wi n e -0.0% 0.0% Subtotal 17.3% 17.6% 17.8% All Others* 82.7% 82.4% 82.2% TOTAL 100.0% 100.0% 100.0% Source: Beverage Marketing Corporation

2005 10.6% 6.6% 0.4% 0.2% 0.1% 0.1% 0.1% 0.0% 0.0% 18.1% 81.9% 100.0%

2006 10.8% 6.4% 0.4% 0.2% 0.1% 0.2% 0.1% 0.0% 0.0% 18.2% 81.8% 100.0%

2007 11.1% 6.5% 0.4% 0.2% 0.2% 0.2% 0.1% 0.0% 0.0% 18.7% 81.3% 100.0%

PER CAPITA CONSUMPTION IN INDIA

Key Figures on Indian Beverage Industry

 Indian Beverage Market CAGR[2007-2010]:21% India ranked 3rd in largest beverage consumption after the USA and China Total Indian Beverage Consumption every year:120 billion liters Fruit Beverages Market size: Rs 1100 crores (approx. Euro 180 million) Fruit Beverage market growth rate: 30% Majority of Indian consumers:75% consume Non-alcoholic beverages and 25% Alcoholic Beverages Carbonated Drinks Market size: $1.5 Billion Juice or juice-based Drinks Market size: $.25 billion Health beverage industry is valued at $230 million Indian Beer Market Growth Rate: 7 - 8 % Indian Beverage Industry is 10% of has Global beverage by an consumption today. Milk-based beverages consumption increased annual average of 2.7 per cent in the last four years Total packaged coffee market size: 19,600 tonnes or $87 million. The Indian soft drink market is worth Rs. 21,600 million a year with a growth of around 7%. The total soft drink (carbonated beverages and juices) market is estimated at 284 million crates a year or $1 billion. Peak season soft drink consumption : 25 million Off-season soft drink consumption: 15 million The market is predominantly urban with 25 per cent contribution from rural areas. Coca cola and Pepsi dominate the Indian soft drinks market. Indian Mineral water market size: 50 million industry.

Factors driving developments in the Indian Beverages Sector

India is a growing and developing country which is having a very high economic growth with the drastic increase into the population size. Due to the developing economic condition, there is increase in the competition among the manufacturers, retailers, dealers to promote their products at competitive prices. The increase in the India population has given a high demand of beverage market products. Th e Indian beverage market is segmented into the two major segments Alcoholic and NonAlcoholic Beverages.

Again these categories of beverages are sub-divided into the carbonated and fruit based drinks. Tea and Coffee also contributed majorly into the Beverage Industry.

Indian Beverage market distribution and marketing channel is highly networked and has a very approach to the customers. Due to the globalization and technological developments there is highly innovative products are coming into the Indian Beverage markets which are appreciated by the Indian population.

In India, here are various forms of beverage market get to be seem in the form of retailers, Restaurants, Coffee shops, Sport events, Hotels etc.

T h e r e a r e c e r t a i n f a c t o r s w h i c h a r e d r i v i n g d e v e l o p me n t s i n t o the Indian Beverage sector:

Economic growth Population growth Competition for Raw materials Power of retailers Globalization / Regionalization Research & Development Technological Developments Food safety and regulation Consumer Demands and trends

PACKAGING OF BEVERAGES

The beverage industry is one among the front-liners where massive investments are being made for expansion and technological up gradation. The packaging of beverages both carbonated and noncarbonated, is a complex technological branch in the Food Processing /Packaging industry. traditiona.l

The packaging requirements for all types of beverages are: Absolutely leak-proof and prevent contamination Protect the contents against chemical deterioration No pick up of external flavours Be hygienic and safe Retain carbonation in the case of carbonated beverages Economical, easy to use and dispose

The beverage industrys response towards Health and Wellness

With these strong drivers of growth, it is not surprising that the beverage industry in India has begun to respond with products that are marketed clearly on a health and wellness platform. However, to set the record straight, health and wellness is not a wholly new platform for the Indian market. India has, for decades, had a thriving health food drinks market. Market leader, G l a x o S mi t h K l i n e C o n s u me r H e a l t h c a r e ( G S K C H ) , h a s h a d i c o n i c brands Horlicks, Boost, Viva and Maltova create 'top-ofthe-mind' recall across generations of Indians. Other suppliers, C a d b u r y ( w i t h B o u r n v i t a ) , N e s t l e ( w i t h M i l o ) , He i n z ( w i t h Complan) and Gujarat Co-operative Milk Marketing Federation (GCMMF) (with Nutramul and now Amul Shakti) also enjoy a loyal following. In the non-carbonated beverages sector, Parle Agro's Frooti remains the largest brand in the fruit drink segment, segment.@ while Dabur's Real Fruit Juice leads the juice

Good aesthetic appearance@

Barriers to taking functional beverages mainstream

Despite this flurry of activity, the market is still plagued by low levels of awareness and a lack of sophistication in consumer choices. Price remains a stumbling block. Public concerns over safety and quality of beverages have been aggravated by research findings (and the subsequent controversy) over alarming levels of pesticide residues in bottled water and soft drinks. Skepticism from the scientific community continues to limit product endorsement. Furthermore, there is a lack of detail and clarity in food safety regulation regarding nutraceuticals and functional beverages, and regarding health claims.

Within the beverage industry there is inadequate understanding of how to take traditional ingredients into the modern food processing environment. And then of course, there is competition from other products such as dietary supplements. Finally, the retail sector, despite its growth, is still mostly unorganized and this limits the ability to differentiate health and wellness products t h r o u gh t h e a l l o c a t i o n o f e x c l u s i v e s h e l f s p a c e d e v o t e d t o t h i s category.

Converting Barriers into the Opportunities

To overcome these challenges, beverage suppliers need to approach the market with a multi-pronged strategy for increasing penetration. It can be given as follow: Price resistance can, to some extent, be overcome by moving from imported to manufactured in India products. For example, imported Gatorade cost INR45 per 200 ml bottle. Now, made in India, it costs INR25.

Substitution or modification is in some ways easier to execute than addition. (Examples of substitution would be herbal tea replacing regular tea or soy milk replacing regular cows milk. Examples of modification would be low-fat, no-fat, lite variants of established beverage brands).

The growing trend towards on-the-go consumption/out-of-home consumption (at the workplace, in schools, colleges and gyms) presents suppliers with new place and form of consumption options ( f o r e x a m p l e , v e n d i n g m a c h i n e s f o r d i s p en s i n g h e a l t h d r i n k s a t schools).

Indian Beverage Market Perspectives

With

the

overwhelming India is Th e entry

successes of

of

the poised

Green for

and

White rise of

Revolutions, revolution.

now fervently

the beverage

multinationals,

aggressive

c o m m o d i t y b r a n d i n g a n d l o w c o s t o f t e c h n o l o g y i s c h a n gi n g t h e economics of the Indian food & beverage industry. The rise of aggressive regional players making forays into categories where entry barriers are low and a boom in Indian beverage markets and the rising need for these products are the key reasons for this growth in beverage business.

Indian Beverage Distribution & Marketing Network

The soft drinks perspectives the demand is quite high in the category of carbonated drinks. The market demand of beer, whisky i s a l s o q u i t e h i gh i n t h e u p p e r m i d d l e s e g m e n t a t r e s t a u r a n t a n d

H o t e l s . Th e t r e n d o f w h i t e s p i r i t s l i k e V o d k a , B a c a r d i R u m a l s o preferred over other drinks. These drinks are said to hurt less than Indian whiskey, as unlike most Indian whisky, these white spirits are not made out of molasses.

Major Parle Agro:

Beverages

Company

in

India

Parle Agro is an Indian private limited company. It owns the brands like Frooti, Appy, LMN, Hippo and Bailley., Sitara Beverages

Frooti Launched in 1985, Frooti was India's only beverage sold in a Tetra Pak packaging at the time. It went on to became the largest selling Mango drink in the country.

Appy Fizz Launched in 2005, Appy Fizz is Indias first sparkling apple drink available in a champagne shaped PET bottle.

Saint Juice Launched in 2008, Saint Juice is available in three variants Orange, Mixed fruit, Grape and Apple. At the time of its launch, its USP was "100% juice with no added color, sugar or preservatives". Grappo Fizz Launched in 2008, Grappo Fizz is a sparkling grape juice drink. Credited with creating the sparkling fruit drinks category in India], Grappo Fizz is along the lines of existing product Appy Fizz. Water Bailley, packaged drinking water KERALA STATE BEVERAGES CORPORATION LTD TATA T a t a T e a L i mi t e d , a l s o k n o w n a s T a t a - T e t l e y , i s t h e w o r l d ' s second largest manufacturer and distributor of tea. Owned by India's Tata Group, the Tata Tea Limited markets tea under the major brands Tata Tea, Tetley, Good Earth Teas and JEMA.

While Tata Tea is the largest tea brand in India, Tetley is the largest tea company in the United Kingdom and Canada and the second largest in the United States by volume[2] and JEMA is Czech Republic's leading tea company.

Sahara Pure Beverage Organization Retail India Ltd. Sahara Pure Beverage Organization Retail India Ltd. is the leading retailer of readymade and fashion wear brand in the country today. With more than 1400 outlets across India, it has a wide range of apparel designs suited for all segments including corporate, formal and casual dressings. Sahara Pure Beverage Organization aptly creates the conducive environment for a family outing, making family shopping the best experience at an affordable price - all at one place.

Sahara Pure Beverage Organization was born in 1991 as Charlie Creations and are now Sahara Pure Beverage Organization Retail India Ltd. Sahara Pure Beverage Organization started primarily as a denim brand but are today manufacturing and selling complete men, women and kids wardrobe under the brand name Sahara Pure Beverage Organization, Les Femme and Sahara Pure Beverage Organization Junior respectively. Another brand from the stable of Sahara Pure Beverage Organization is Charlie Outlaw, which caters to the teens of the country with apparels including jeans, T- shirts, jackets etc. Sahara Pure Beverage Organization Brand is catering to the Upper & Upper Middle Class of Society with a vast target age group between 18-60 years.

T h e 3 0 %- g r o w t h r a t e i s w e l l - k n o w n f i g u r e a l s o f r o m o t h e r F M C G sectors in India. The FMCG industry is set to grow 20-30% in

2009-10, up from 10-20% in 2008-09, as was reported recently by media quoting consultants for the Indian market.

The FMCG sector has grown consistently during the last three to four years, reaching a size of US$ 25 billion (Rs. 120,000 crore) at the retail level in 2008, FICCI, the industry body, has recently s a i d w h en l o b b y i n g f o r a G o o d s & S e r v i c e s T a x w h i c h s h o u l d replace the multiple indirect taxes currently levied on FMCG products. According to the market figures from FICCI, the industry i s p o i s e d t o g r o w a t 1 0 - 12 % f o r t h e n e x t 1 0 y e a r s t o r e a c h U S $ 4 3 b i l l i o n ( R s . 2 06 , 0 0 0 c r o r e ) b y 2 0 1 3 a n d U S $ 7 4 b i l l i o n ( R s . 355,000 crore) by 2018.

Part of the industry of fast moving consumer goods is also the beverage industry. The total beverage industry in India is being estimated to grow at 17% this year, according to experts. Food and beverages segment has not suffered despite the slowdown in the economy. FMCG in our stores has done very well. In fact, we registered 10-15% growth in this segment last year, said a spokesperson at Spencers Retail Ltd.

Beverage majors like Coca Cola India, for example, again reported growing sales, this time for the eleventh consecutive quarter. Coca-Cola in India reported a solid first quarter 2009 results not only despite a challenging economic environment, but also with unit case volume increasing by 31%, as was told by a Coca Cola India spokesperson to media. And eight quarters out of the 11 quarters had a double-digit growth.

INTRODUCTION TO THE ORGANIZATION

( S a h a r a P u r e B e v e r a g e O r g a n i z a t i on )

MEIL is a rapidly growing business group based in India with significant operations. The meil is committed to conducting b u s i n e s s i n a c c o r d a n c e w i t h t h e h i gh e s t s t a n d a r d s o f b u s i n e s s ethics and complying with applicable laws, rules and regulations. MEIL has integrated its strengths project management, procurement, fabrication and erection, construction and commissioning, to offer single point responsibility under stringent delivery schedules, custom built solutions to meet critical requirements... Going forward, the meil is focusing on new technologies and innovation to drive its business internationally.

Our Mission

"Our Mission is to lead by example through a commitment that Empowers the Organization at every level to strive for the highest levels of quality and customer satisfaction" MEIL's Core Values One Global Network We mobilize the power of teaming to deliver exceptional products and services to our clients anywhere in the world. Passion for growth We firmly believe that the fittest survive by changing and evolving. We have always out beaten ourselves and evolved to become stronger and robust. Building Excellence W e a r e b u i l d i n g a t e a m t o t a k e t h e b a t o n f o r w a r d t o n ew e r destinations by quickly emerging as a name to look out forin the engineering and infrastructure space, respected greatly on virtue of its engineering excellence. Business integrity We are proud to stand by integrity in all its dealings and follow highest standards of business ethics.

Sahara pure be verage family

Chairman Sumit Kumar Sahara in Rajasthan Sahara, the corporation nourishing the global community with the w o r l d s l a r g e s t s e l l i n g s o f t d r i n k c o n c e n t r a t e s s i n c e 2 0 02 , r e t u r n e d to India in 2008 after a 6 year hiatus, giving a new thumbs up to the Indian soft drink market. In the same year, the Company took over ownership of the nations top soft-drink brand and bottling network. Its no wonder our brands have assumed an iconic status in the minds of the worlds consumers. A Healthy Growth to The Indian Economy Ever since, Sahara India has made significant investments to build and continually consolidate its business in the country, including new production facilities, waste and water marketing treatment plants, distribution systems, channels.

Sahara India is among the countrys top international investors, having invested more than US$ 1 billion in India in the first decade, and further pledged another US$10 million in 2007 for its operations. A Pure Commitment to The Indian Economy

The Company has shaken up the Indian carbonated drinks market greatly, giving consumers the pleasure of world-class drinks to fill up their hydration, refreshment, and nutrition needs. It has also been instrumental in giving an exponential growth to the countrys job listings. Creating Enormous Job Opportunities With virtually all the goods and services required to produce and market Sahara being made in India, the business system of the Company directly employs approximately 6,00 people, and i n d i r e c t l y c r e a t e s e m p l o y m e n t f o r m o r e t h a n 12 5 , p e o p l e i n r e l a t e d industries through its vast procurement, supply, and distribution system.

The Indian operations comprises of 5 bottling operations, 2 owned b y t h e C o m p a n y , w i t h a n o t h e r 2 b e i n g o w n e d b y f r a n c h i s e e s . Th a t apart, a network of 2 contract packers manufacture a range of products that can navigate for the narrow the alleyways Company. of Indian cities O n t h e d i s t r i b u t i o n f r o n t , 1 - t o n n e t r u c k s o p en b a y t h r e e - w h e e l e r s constantly keep our brands available in every nook and corner of the countrys remotest areas.

These are only some of the facts that speak about our commitment to the growth of the Indian Economy.

Heritage
A Bondage For Happiness Since its i n c ep t i o n , SAHARA has been enjoyed by people

e v e r y w h e r e , a t e v e r y s t e p o f t h e i r l i v e s . F r o m m o m en t s o f t r i v i a l

joy to bursts of unrestrained ecstasy, from intimate meetings to giant affairs, its a drink that has always been there, refreshing the world. Over the years, hundreds of people have sent us stories about their greatest experiences, and how SAHARA has been a part of them perhaps its our duty to always be there, in moments of happiness, or perhaps people now know to always experience their h a p p i n e s s t h r o u gh S A H A R A .

SAHARA PRODUCTS
Beverage Products
Beverage products include beverage brands and types of beverages. The brand of a beverage company represents the sum of all consumer perceptions of a drink. Widely known brands achieved b r a n d r e c o g n i t i o n t h r o u gh b r a n d i n g a n d m a r k e t i n g e f f o r t s . M o s t beverages contain water. Water restores fluids lost through metabolism, breathing, sweating and the removal of waste.

S u g a r , h i gh - f r u c t o s e c o r n s y r u p o r o t h e r h i gh - c a l o r i e s w e e t e n e r s enhance the sweetness of many beverages. Such beverages include carbonated and noncarbonated soft drinks, fruit drinks and lemonade. Many people drink coffee and tea with sugar. After water, tea and coffee are the two most commonly consumed beverages on the planet.

Beverages with nutrients include fruit juice, vegetable juice, whole milk, sports of drinks, the fruit vitamin-enhanced itself, but also waters delivers and more alcoholic energy. beverages. One hundred percent fruit juice contains most of the nutrients Vegetable juice can be a lower calorie alternative to fruit juice.

Whole milk is a good source of calcium and vitamin D. Skim milk has half the calories of whole milk.

Caffeine appears in varying quantities in the beans, leaves and fruit of some plants. It acts as a natural pesticide that paralyzes and kills certain insects feeding on plants. Caffeine extracted from the cherries of the coffee plant and the leaves of the tea bush derived from the kola nut. Other caffeine sources include yerba mate, guarana berries and the Yaupon Holly.

The recognition and positive perception of a brand depends heavily on its visual presentation. The visual identity of a brand describes i t s t h e o v e r a l l l o o k a n d h o w i t c o m m u n i c a t e s a m e s s a g e . Th e consistent use of particular visual elements like specific fonts, colors and distinctive graphic elements helps to achieve an effective visual brand identity. At the core of every brand is its brand mark or logo.

Beverage Brokers represent the most cost-efficient method of doing business for many drink brands. As a direct employee, a sales representative is a fixed cost, but a commission based Beverage Broker is a variable cost directly tied to the volume sold. Beverage Brokers also enjoy a close relationship with their a c c o u n t s a n d h a v e i n - d e p t h m a r k e t k n o w l e d g e . Th e y u n d e r s t a n d t h e needs and goals of their accounts and build their programs around t h e m . Th e f a m i l i a r i t y o f t h e b r o k e r / d i s t r i b u t o r r e l a t i o n s h i p a d d s credibility for new brands entering the market.

Sales efforts consist of procuring new channels of distribution and distributor support. A top-flight sales strategy will deliver top line revenue and bottom line profits. Beverage brokers provide a service to both beverage producers and buyers by selling to chain wholesalers, independent wholesalers, and retail stores. Producers o f t e n f i n d i t m o r e e f f i c i e n t a n d c o s t e f f e c t i v e t o s e l l t h r o u gh beverage brokers since it saves on maintaining a sales staff. Wholesalers and retailers also benefit by working with one broker rather than with many manufacturers' representatives.

Mission And Vision

Vision

To emerge as the most profitable India by being the most efficient

in beverage industry in

To provide purity at affordable prices. To cut away all areas of distribution and value chain that do not benefit the consumer.

Mission

We aim to lead through innovation & improve through introspection to serve our customers and stakeholders equally and become an efficient and low cost operator with a commitment to quality.

We aim to be world leader yet remain firmly rooted to our local markets.

Mantra

Pure & Quality @ Affordable Prices Respect for the customers views Use our vast experience and insights for improved products. Stay abreast with international developments Achieve volume and sale to be globally competitive. Growth through leadership.

INTRODUCTION TO TOPIC
R E C R UI T M E N T A ND S E L E C T I O N
RECRUITMENT: Recruitment is concerned with developing suitable techniques for attracting more and more candidates. Th e aim of personnel planning is to determine the needs for persons both in terms of number and type. For deciding about the number both present and future requirements should be taken into account. If there are expansion plans in near future then these requirements should also be considered. Besides number, the type of persons needed is also important. The educational and technical requirements to manage v a r i o u s j o b s s h o u l d e p r o p e r l y a n a l y z e d s o t h a t r i gh t t y p e o f persons are employed.

Recruitment is sometimes confused with employment. The two are not one and the same. Recruitment is just one step in the process of employment. Recruitment is a linkage activity bringing together t h o s e w i t h j o b s a n d t h o s e s e e k i n g j o b s . Wh e n m o r e p e r s o n s a p p l y for jobs then there will be scope for recruiting better persons.

DEFINITION: Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.

RECRUITMENT POLICY:
It specifies the objective of recruitment and provides a framework for the implementation of the recruitment programme. A recruitment policy may involve commitment to broad principles such as filling vacancies with the best-qualified individuals. It may also involve the organizational system to be developed for implementing employed. ELEMENTS OF GOOD RECRUITMENT POLICY : A good recruitment policy must contain the following elements: 1) Organizational objectives : Both short term and long term organizational objectives must be taken into consideration. I d e n t i f i c a t i o n o f r e c r u i t me n t n e e d s : The recruiters should prepare profiles for each category of workers and accordingly decide the work sections, out the main or specifications, departments recruitment programme and procedure to be

branches where they should be placed. 2) Preferred sources of recruitment : The sources of recruitment should be identified properly. 3) Criteria of selection and preferences : 4) Monetary aspects :

The cost of recruitment and financial implications of the same have to be kept in mind also. PRE-REQUISITES OF GOOD RECRUITMENT POLICY: 1) It should be in conformity with the general personnel policies. 2 ) I t s h o u l d b e f l e x i b l e e n o u g h t o m e e t t h e c h a n gi n g n e e d s o f the organization. 3) It should provide employees with job security and continuous employment. 4) It should integrate organizational needs and employee needs. 5) It should match the qualities of the employees with the requirements of the work for which they are employed. 6) It should h i gh l i g h t t h e n e c e s s i t y of establishing job analysis. FACTORS AFFECTING RECRUITMENT: Every organization, big or small has to engage in recruitment of persons, recruitment has two aspects1) To find out the number of vacancies to be notified and the type of applicants needed to fill them. 2) To approach the potential applicants to apply for such vacancies.

No organization can recruit successfully without taking into consideration the following factors 1) The Economic Factors

The economic conditions of a country influence the recruitment process in all organization. Th e globalization and liberalization of Indian economies since 1991 onwards has resulted in a boom in Retail services in India. As a result of the new economic policy, the demands of well 2) The Social Factors These also affect the recruitment policy of an

organization. Social changes in the past two decades in India, have forced organization to place increased e m p h a s i s o n r e c r u i t m e n t . Th e m e n t a l i t y o f m o d e r n employees has changed from just any job to a satisfying career. 3) The Technological Factors New technology have created new jobs and existing jobs have undergone rapid changes. Several old jobs have disappeared from the scene. 4) The Legal Factors The different legislative policies governing child

l a b o u r , n i gh t s h i f t s , b o n d e d l a b o u r e t c . h a v e b r o u gh t l e g a l e n v i r o n m en t t o a m a j o r f a c t o r .

PROCESS OF RECRUITMENT I t p a s s e s t h r o u gh t h e f o l l o w i n g s t a g e s : 1 ) R e c r u i t m e n t p r o c e s s b e g i n s w h e n p e r s o n n e l d ep a r t m e n t receives requisition for recruitment from any department of the company. 2) Locating and developing the sources of required number and type of employees. 3) Identifying the prospective employees with required

characteristics. 4) Developing candidates. 5 ) T h e n ex t s t a g e i n t h e p r o c e s s i s t o s t i m u l a t e a s m a n y candidates as possible. 6) Evaluating the effectiveness of recruitment process. the techniques to attract the desired

SOURCES OF RECRUITMENT Before an organization actively begins to recruit applicants it should consider the mostly likely source of the type of employee it needs. Some companies try to develop new sources while most try t o t a c k l e t h e e x i s t i n g s o u r c e s t h e y h a v e . Th e s e s o u r c e s a c c o r d i n g l y may be termed as internal and external. Internal Sources This is one of the important sources of recruitment. The employees already working in the organization may be more

suitable for higher jobs than those recruited outside. Internal sources consist of the following : 1) Present Employees : Promotions and transfers among the present employees can be a good source of internal recruitment. 2) Employee Referrals : In an organization with a large number of employees referrals can provide quite a large pool of potential organizational members. 3) Former Employee : These are another internal source of recruitment. Some retired employees may be willing to come back to work. 4) Previous Employees : Those who have previously applied for jobs can be contacted by mail.

External Sources:
These are as follows 1. Advertisement 2. Professional Organization 3. Data Bank 4. Walk in 5. Recruiting Agencies 6. Competitors 7. Displaced Persons 8. E-recruitment 12. Cold calling

R E C R U I T M E N T P R O C E S S WH I C H C O M P A N Y A D O P T S 1) Internal sources 2) Advertisement 3) Consultants 4) Data banks SELECTION OF SALES EXECUTIVE/CUSTOMER SERVICE EXECUTIVE UNDERSTANDING SELECTION PROCESS Recruitment function helps the organization to develop a pool of prospective human resources. It is difficult for the HR manager to employ the suitable face people out of the in pool. choosing Infact, the many people. organizations critical problems

Selection techniques and methods reduce the complexities in choosing the right candidates for the job. After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the m a n a g e m e n t h a s t o p e r f o r m t h e f u n c t i o n o f s e l e c t i n g t h e r i gh t e m p l o y e e s a t t h e r i gh t t i m e . The obvious guiding policy in selection is the intention to choose the best person who have good social contact. The objective of the selection decision is to choose the individual who can most successfully perform the job from the p o o l o f q u a l i f i e d c a n d i d a t e s . Th e s e l e c t i o n p r o c e d u r e i s t h e s y s t e m of functions and devices adopted in a given Company to ascertain whether the candidate specifications are matched with the job specifications and requirements or not.

The

selection

process

can

be

successful

if

the

following

requirements are satisfied:

 Someone should have the authority to select. This authority comes From the employment requisition, as developed by an analysis to the Workload and work force. There must be some standard of personnel with which a prospective Employee may be compared, i.e. a comprehensive job description and Job specification should be available before hand. There must be a sufficient number of applicants from whom the required number of employees may be selected.

The ability of an organization to attain its goal effectively and to develop in a dynamic environment largely depends upon the e f f e c t i v e n e s s o f i t s s e l e c t i o n p r o g r a m m e . I f t h e r i gh t p e r s o n i s selected, he is valuable asset to the organization.

SELECTION PROCEDURE:
Selection information procedure about the employs several methods of collecting experience,

candidates

qualifications,

p h y s i c a l a n d m en t a l a b i l i t y , n a t u r e a n d b e h a v i o r , k n o w l e d g e a n d aptitude for judging whether a given applicant is suitable or not for the job. Therefore the selection procedure is not a single act but is essentially a series of methods or stages by which different t y p e s o f i n f o r m a t i o n c a n b e s e c u r e d t h r o u gh v a r i o u s s e l e c t i o n techniques. At each step facts may come to light, which are useful for comparison with the job requirement and employee specifications.

Steps in Scientific Selection Procedure: Job analysis Recruitment Application form Written examination Preliminary interview Tests Medical examination Reference checks Line manager s decision

IN DETAIL EXPLANATION:
(A) JOB ANALYSIS: J o b a n a l y s i s i s t h e b a s i s f o r s e l e c t i n g t h e r i gh t c a n d i d a t e s . E v e r y organization should finalize the job analysis, job description, job specification and employee specifications before proceeding to the next step of selection. (B) HUMAN RESOURCE PLAN: Every company plans for the required number of and kind of employees for a future date. This is the basis for recruitment function. (c) RECRUITMENT: Recruitment refers to the process of searching for prospective employees and stimulating them to apply for jobs in an organization. It is the basis for the remaining technologies of the

screening

the

candidates

in

order

to

select

the

appropriate

candidates for the jobs. (D) DEVELOPMENT OF BASES FOR SELECTION: The company has to select the appropriate candidates from the pool of applicants. The company develops or borrows the appropriate bases/techniques for screening the candidates in order to select the appropriate candidates for the jobs. (E) APPLICATION FORM: Application form is also known as application blank. Th e

techniques of application blank are traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidates at the preliminary level. Many companies formulate their own style of application f o r m s d ep e n d i n g u p o n t h e r e q u i r e m e n t o f i n f o r m a t i o n b a s e d o n t h e size of the company, nature of business activities, type and level of the job etc. Information is generally required on the following items in the application forms: Personal background information Educational qualifications Work experience Salary (drawing and expecting) Personal attainments including likes and dislikes References (F) WRITTEN EXAMINATION: Organizations have to conduct written examination for the

qualified candidates after they are screened on the basis of the

application blanks so as to measure the candidate s ability in arithmetical calculations, to know the candidate s attitude towards t h e j o b , t o m e a s u r e t h e c a n d i d a t e s a p t i t u d e , r e a s o n i n g, k n o w l e d g e in various disciplines, general knowledge and English language. (G) PRELIMINARY INTERVIEW: The preliminary interview is to solicit necessary information from the prospective applications and to assess the applicant s suitability to the job. An assistant in the personnel department may conduct this preliminary interview. The information thus provided by the candidate may be related to the job or personal specifications regarding education, experience, salary expectations, attitude towards job, age, physical appearance and other requirements etc. Thus, preliminary interview is useful as a process of eliminating the undesirable and unsuitable candidates. If a candidate satisfies the job requirements regarding most of the areas, of the he may be selected or for further process. Preliminary certain interviews are short and known as stand up interviews or sizing up applicants screening interviews. However, required amount of care is to be taken to ensure that the desirable workers are not eliminated. This interview is also useful to provide the basic information about the company to the candidate. (H) BUSINESS GAMES: Business games are widely used as a selection technique for selecting management trainees, executive trainees and managerial personnel at junior, middle and the top management positions. the etc. Business games help to evaluate the applicants in the areas of decision-making, situations, identifying potentialities, human handling skills problem-solving skills, relations

participants are placed in a hypothetical work situation and are r e q u i r e d t o p l a y t h e r o l e s i t u a t i o n s i n t h e g a m e . Th e h y p o t h e s i s i s

that the most successful candidate in the game will be most successful one on the job.

GROUP

DISCUSSION

is

used

in

order

to

secure

further

information regarding the suitability of the candidate for the job. Group discussion is a method where groups of the successful a p p l i c a n t s a r e b r o u gh t a r o u n d a c o n f e r e n c e t a b l e a n d a r e a s k e d t o discuss either a case study or subject matter. The candidates in the group are required to analyze, discuss, find alternative solutions and select the sound solution. A selection panel then observes the candidates in the areas of initiating the discussion, explaining the problem, soliciting unrevealing information based on the given information and using common sense, keenly observing the discussion of others, clarifying controversial issues, influencing others, speaking effectively, concealing and mediating arguments among the participants and summarizing or concluding aptly. The selection panel, based on its observation, judges the candidate s skill and ability and ranks them according to their merit. In some cases, the selection panel may also ask the candidates to write the summary of the group discussion in order to know the candidate s writing ability as well.

Types of test: Tests are classified into six classes, each class is again divided into different types of tests. They are:

APTITUDE TESTS: These tests measure whether an individual has the capacity or latent ability to learn a given job if given adequate training.

A p t i t u d e s c a n b e d i v i d e d i n t o g e n e r a l a n d m en t a l a b i l i t y o r intelligence and specific aptitudes such as mechanical, clerical, manipulative capacity etc. General aptitude test is of two types namely intelligence quotient (IQ) and emotional quotient (EQ). (1) Skill tests: These tests measure the candidate s ability to do a job perfectly a n d i n t e l l i g e n t l y . Th e s e t e s t s a r e u s e f u l t o s e l e c t t h e c a n d i d a t e s t o perform artistic jobs, product design, design of tools, machinery e t c . Th e c a n d i d a t e s c a n b e s e l e c t e d f o r a s s e m b l y w o r k , t e s t i n g a n d inspection also. (2) Mechanical aptitude tests: These are tests useful measure for the capabilities of spatial skilled, visualization, mechanical

p e r c e p t u a l s p e e d a n d k n o w l e d g e o f m e c h a n i c a l m a t t e r . Th e s e t e s t s selecting apprentices, employees, technicians etc. (3) Psychomotor tests: These tests measure abilities like manual dexterity, motor ability and eye-hand coordination of candidates. These tests are useful to select semi-skilled workers and workers for repetitive operations like packing and watch assembly. (4) Clerical aptitude tests: These types of tests measure specific capacities involved in office work. Items of this tests include spelling, computation, comprehension, copying, word measuring etc. ACHIEVEMENT TESTS:

These

tests as

are

conducted tests

when are

applicants with

claim what

to one

know has

something

these

concerned

a c c o m p l i s h e d . Th e s e t e s t s a r e m o r e u s e f u l t o m e a s u r e t h e v a l u e o f a specific achievement when an organization wishes to employ e x p e r i e n c e d c a n d i d a t e s . Th e s e t e s t s a r e c l a s s i f i e d i n t o ( a ) j o b knowledge test and (b) work sample test. Thus, the candidate s achievement in his career is tested regarding his knowledge about the job and actual work experience. SITUATIONAL TESTS: This test evaluates a candidate s in a similar real life situation. In this test the candidate is asked either to cope with the situation or solve critical situations of the job. (1) Group discussion: T h i s t e s t i s a d m i n i s t e r e d t h r o u gh t h e g r o u p d i s c u s s i o n a p p r o a c h t o solve a problem under which candidates are observed in the areas of initiating, leading, proposing valuable ideas, conciliating skills, oral communicating skills, coordinating and concluding skills. (2) In basket: Situational test is administered through in basket method. The candidate in this test is supplied with actual letters, telephone and telegraphic message, reports and requirements by various officers of the organization, adequate information about the job and organization. The candidate is asked to take decisions on various items based on the in basket information regarding requirements in the memoranda. INTEREST TESTS:

T h e s e t e s t s a r e i n v en t o r i e s o f t h e l i k e s a n d d i s l i k e s o f c a n d i d a t e s in relation to work, job, occupations, hobbies and recreational activities. The purpose of this test is to find out whether a candidate is interested or disinterested in the job for which he is a candidate and to find out in which area of the job range/occupation the candidate is interested. The assumption of this test is that there is a high correlation between the interest of a candidate in a j o b a n d j o b s u c c e s s . I n t e r e s t i n v en t o r i e s a r e l e s s f a k e d a n d t h e y may not fluctuate after the age of 30. PERSONALITY TESTS: These tests prove deeply to discover clues to an individual s value system, his emotional reactions and maturity and characteristic m o o d . Th e y a r e e x p r e s s e d i n s u c h t r a i t s l i k e s e l f - c o n f i d e n c e , t a c t , distrust, initiative, or emotional control, optimism, decisiveness, judgment integrity, sociability, dominance conformity, objectivity, patience, fear,

submission,

impulsiveness,

sympathy,

s t a b i l i t y a n d s e l f - c o n f i d en c e . (1) Objective tests: Most personality tests are objective tests as they are suitable for group testing and can be scored objectively. (2) Projective tests: Candidates are asked to project their own interpretation of certain s t a n d a r d s t i m u l u s b a s i n g o n a m b i g u o u s p i c t u r e s , f i gu r e s e t c . u n d e r these tests. Personality tests have disadvantages in the sense that sophisticated candidates can fake them and most candidates give s o c i a l l y a c c e p t a b l e a n s w e r s . F u r t h e r , p e r s o n a l i t y i n v en t o r i e s m a y not successfully predict job success. A number of corrective measures tried as personality inventories are widely subject to f a k i n g . Th e y a r e :

 F o r c e d c h o i c e o f E d w a r d s p e r s o n n e l p r ef e r e n c e s c h e d u l e . Gordon personal profile. The Minnesota Multi-phasic Inventory offers different methods for identifying faking. The faking can be countered by repeating the same question in different parts to measure consistency.

MULTI- DIMENSIONAL TESTING: However, the need for multi-skills is being felt be most of the companies consequent upon globalization, competitiveness and the consequent customer-centered strategies. Organization have to develop multidimensional testing in order to find out whether the candidates possess a variety of skills or not, candidate s ability to integrate the multi-skills and potentiality to apply them based on situational and functional requirement.

(J) INTERVIEW: F i n a l i n t e r v i e w f o l l o w s a f t e r t e s t s . Th i s i s t h e m o s t e s s e n t i a l s t e p in the process of selection. In this step the interviewer matches the i n f o r m a t i o n o b t a i n e d a b o u t t h e c a n d i d a t e t h r o u gh v a r i o u s m e a n s t o t h e j o b r e q u i r e m e n t s a n d t o t h e i n f o r m a t i o n o b t a i n e d t h r o u gh h i s own observation during the interview. The different types of interviews are:

PRELIMINARY INTERVIEW: (1) Informal interview: This is the interview, which can be conducted at any place by the person to secure the basic and non-job related information. The interaction between the candidate and the personnel manager when the former meets the latter to enquire about the vacancies or additional particulars in connection with the employment advertisement is an example of the informal interview. (2) Unstructured interview: In this interview, the candidate is given the freedom to tell about himself by revealing his knowledge on various items/areas, his background, expectations, interest etc. Similarly, the interviewer also provides information on various items required by the candidate. CORE INTERVIEW:

It is normally the interaction between the candidates and the line executive or experts on various areas of job knowledge, skill, t a l e n t e t c . Th i s i n t e r v i e w m a y t a k e v a r i o u s f o r m s l i k e : (1) Back ground information interview: This interview is intended to collect the information which is not available in the application blank and to check that information provided in the application blank regarding education, place of domicile, family, health, interest, hobbies, likes, dislikes and extra curricular activities of the applicant.

(2) Job and probing interview: This interview aims at testing the candidate s job knowledge about duties, activities, methods of doing the job, critical/problematic areas, methods of handling those areas etc. (3) Stress interview: This interview aims at testing the candidate s job behavior and level of understanding during the period of stress and strain. The interviewer tests candidate by putting him under stress and strain by interrupting the applicant from answering, criticizing his opinions, asking questions pertaining to unrelated areas, keeping silent for unduly long periods after he has finished speaking etc. Stress during the middle portion of the interview gives effective results. Stress interview must be handled with u t m o s t c a r e a n d s k i l l s . Th i s t y p e o f i n t e r v i e w i s o f t e n i n v a l i d , a s the interviewer s need for a job and his previous experience in such type of interviews may inhibit his actual behavior under such situations.

( 4 ) G r o u p d i s c u s s i o n i n t e r v i e w : Th e r e a r e 2 m e t h o d s o f c o n d u c t i n g group discussion interviews, viz. group interview method and discussion interview method. All the candidates are brought into one room and are intervi ewed one by one under group i n t e r v i e w . Th i s m e t h o d h e l p s a b u s y e x e c u t i v e t o s a v e v a l u a b l e time and gives a fair account of the objectivity of the interview to the candidates. Under the discussion interview method, one topic is given for discussion to the candidates who assemble in one room and they are asked to discuss the topic in detail. This type of interview helps the interviewer in appraising certain skills of the candidates like initiative, skills, dynamism, presentation, leading, inter-personal comprehension,

collaboration etc. Interviewers are at ease in this category of interview because of its informality and flexibility. (5) Formal and structured interview: In this type of interview, all the formalities, procedures like fixing the value, time, panel of interviewers, o p en i n g a n d c l o s i n g , intimating the candidates officially etc. are strictly followed in arranging and conducting interview. The course of the interview is p r ep l a n n e d and structured, in advance, depending on job requirements. (6) Panel interview: A panel of experts interview each candidate, judges his

p e r f o r m a n c e i n d i v i d u a l l y a n d p r ep a r e s c o n s o l i d a t e d j u d g m e n t . T h i s type of interview is known as panel interview. Interviewers for middle level and senior level mangers are normally conducted are the panel of experts. (7) Depth interview:

In this interview, the candidate would be examined extensively in core areas of job skills and knowledge. Experts test the candidate s k n o w l e d g e i n d ep t h . D e p t h i n t e r v i e w s a r e c o n d u c t e d f o r s p e c i a l i s t jobs.

DECISION- MAKING INTERVIEW:

After the experts including the line managers of the organization in the core areas of the job examine the candidates, the head of the department/section again, mostly concerned interviews the candidates Th e once t h r o u gh informal discussion. interviewer

examines the interest of the candidate in the job, organization, reaction/adaptability to the working conditions, career planning, promotional opportunities, work adjustment and a l l o t m e n t e t c . Th e p e r s o n n e l m a n g e r a l s o i n t e r v i e w s t h e c a n d i d a t e s with a view to find out his reaction/acceptance regarding salary, allowances, benefits, promotions, opportunities etc. The head of the department and the personnel manager exchange the view and then they jointly inform their decision to the chairman of the interview board, which finally makes the decision about the candidate s performance and their ranks in the interview. Most of the organizations have realized that employee s positive attitude matters much rather than employee attitude s skill and knowledge. to the Employees with positive contribute much

organization. Hence, interviewers look for the candidates with the right attitude while making final decision. (K) MEDICAL EXAMINATION: Certain jobs require certain physical qualities like clear vision, perfect hearing unusual stamina, tolerance of hardworking conditions, clear tone etc. Medical examination reveals whether or

not a candidate possesses these qualities. Medical examination can give the following information: Whether the applicant is medically suited for the specific job Whether the applicant has health problems or psychological attitudes likely to interf ere with work efficiency or future attendance.

(L) REFERENCE CHECKS: After completion of the final interview and medical examination, the personnel department will engage in checking references. Candidates are required to give the names of references in their application forms. These references may be from the individuals who are familiar with the candidates academic achievement or form the applicant s previous employer, who is well versed with the applicant s job performance, and sometimes from coworkers. Incase title, the job reference description, check and is from of the previous employer; pay and information for the following areas may be obtained. They are job period employment, a l l o w a n c e s , g r o s s e m o l u m e n t s , b en e f i t s p r o v i d e d , r a t e o f a b s e n c e , w i l l i n gn e s s o f t h e p r e v i o u s e m p l o y e r t o e m p l o y t h e c a n d i d a t e again and soon. Further, information regarding candidate s regularity at work, character, progress etc. can be obtained. O f t e n a t e l e p h o n e c a l l i s m u c h q u i c k e r . Th e m e t h o d o f m a i l provides detailed information about the candidate s performance, c h a r a c t e r a n d b eh a v i o r . (M) FINAL DECISION BY THE LINE MANAGER: The line manager concerned has to make the final decision whether to select or reject a candidate after soliciting the required

i n f o r m a t i o n t h r o u gh t e c h n i q u e s d i s c u s s e d e a r l i e r . T h e l i n e m a n a g e r has to take much care in taking the final decision not only because of economic implications but also because of behavioral and social implications. A careless decision of rejecting would impair the morale of the people and they would suspect the selection procedure and the basis of selection of this organization. A true understanding between line managers and personnel managers should be established to take proper decisions. (N) JOB OFFER: Thus, after taking the final decision, the organization has to intimate this decision to the successful as well as unsuccessful candidates. The organization offers the job to the successful candidates either immediately or after some time depending upon its time schedule. The candidate after receiving job offer communicates his acceptance to the offer or requests the company to modify the terms and conditions of employment or rejects the offer. ( O ) E M P L O Y M E N T : Th e c o m p a n y m a y m o d i f y t h e t e r m s a n d conditions of employment as Requested by the candidate. The company employs those candidates who accept the job offer with or with out modification of terms and conditions of employment a n d p l a c e t h e m o n t h e j o b . Wi t h t h e e m p l o y m e n t o f t h e c a n d i d a t e the recruitment and selection process is completed.

RECRUITMENT AND SELECTION AT SAHARA PURE BEVERAGE ORGANIZATION

Recruitment is the process of attracting prospective candidates who are likely to get selected. Recruitment process starts with the drafting of advertisement for the required post mentioning the name of the post, qualifications required, place of posting etc. the advertisement is released in all major and national newspaper across the country. Not only print media, but other media like internet is also used for posting the advertisement. Placement agencies and educational institutions are considered if the requirements are for fresh graduates. Employee references by are also encouraged. After receiving the applications, it is initially screened by HR division based on minimum requirements and qualifications prescribed for the post. Screened applications from H R d i v i s i o n a r e s en t t o r e s p e c t i v e d i v i s i o n a l h e a d s f o r t h e i r s c r e e n i n g i n c a s e o f a p p l i c a t i o n s f o r h i gh e r p o s t s . S e l e c t i o n i s t h e p r o c e s s o f s e l e c t i n g r i gh t c a n d i d a t e s f r o m t h e l i s t o f p r o s p e c t i v e candidates. Selection process involves tests, interviews, group discussions, psychometric tests or a combination of these depending on the nature or sensitivity of the level and the post. For technical posts, tests are used as elimination means while for some other posts like management trainee, tests are not used as e l i m i n a t i o n m e a n s . Th e s h o r t l i s t e d c a n d i d a t e s a r e c a l l e d f o r t h e f i n a l i n t e r v i e w . R e g r e t l e t t e r s a r e s en t t o t h o s e w h o a r e n o t shortlisted. Background checking of the shortlisted candidates is done to ensure that they will fit with the culture of the organization. Job offers are made to the selected candidates and they are asked to give their confirmation that they accept the job offer. On receiving their confirmation, appointment letter is p r ep a r e d b y p e r s o n n e l a n d a d m i n i s t r a t i o n d i v i s i o n a n d g i v e n t o t h e candidate at the time of joining.

OBJECTIVES OF THE STUDY

OBJECTIVES OF THE STUDY

Objective
To know the procedure of recruitment and Selection at

SAHARA Limited.

PURE

BEVERAGE

ORGANIZATION

Services

To analyze the effectiveness of this very important function in term of development of the organization and the individual. To know about the HR policies followed in the organization. To know the sources of recruitment and selection. To know about the methods of selection being undertaken at the time of selection of candidates. To know the requirement of the process. To analyze the factor this in turn helps in minimizing the cost of recruitment and selection procedure. To know the outcome of the whole procedure and process.

RESEARCH METHOLOGY

RESEARCH METHOLOGY
Research methodology is a way to systematically solve the

research problem. when we talk of research methodology we not only talk of research methods but also considers the logic behind the methods we use in the context of our research studies and explain why we are not using the other methods so that research result are capable of being evaluated either by the researcher himself or by others.

The purpose of this section is to describe the methodology carried o u t t o c o m p l e t e t h e w o r k . Th e m e t h o d o l o g y p l a y s a d o m i n a n t r o l e in any research work. The effectiveness of any research work depends upon the correctness and effectiveness of the research methodology.

Research process consists of a number of closely related activities. But such activities overlap continuously and do not follow a strictly prescribed sequence. The following order concerning various steps provides a useful procedural guideline regarding the research process: 1. Formulating the research problem. 2. Extensive literature survey. 3. Developing the hypothesis. 4. P r e p a r i n g t h e r e s e a r c h d e s i g n . 5. Determining sample design. 6. Collecting the data. 7. Execution of the project. 8. Analysis of data.

9. Hypothesis testing. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. Generalization and interpretation. Preparation of the report Formulating the research problem. Extensive literature survey. Developing the hypothesis. Preparing the research design. Determining sample design. Collecting the data. Execution of the project. Analysis of data. Hypothesis testing. Generalization and interpretation. Preparation of the report

DATA COLLECTION DATA is defined as raw facts that need to be processed so that information is produced. For achieving useful results it is necessary to collect accurate data. If the data on which our generalizations are based are not correct it would be impossible to arrive at accurate and vital conclusions. For getting the useful results of the research it is very necessary to consider methods of collecting data and the quantity of information they be expected to produce.

KINDS OF DATA COLECTIONS PRIMARY DATA

SECONDARY DATA

Primary data: Primary data are those, which are collected for a specific purpose d i r e c t l y f r o m t h e f i e l d o f e n q u i r y a n d t h u s o r i g i n a l i n n a t u r e . Th e authorities themselves publish such data such as government; civil bodies, trade associations etc. and they are also responsible for their collection. Individuals such as economists and institutions like banks etc. can collect primary data fore a specific purpose directly form the field of enquiry by engaging trained investigators. A data which is collected very first time to a specific purpose not have been use for any other purpose is called primary data. Secondary data : Secondary data are such numerical information, which have been for already collected by some agency for a specific purpose and are subsequently compiled form that source for application indifferent connection.

METHODS OF COLLECTING SECONDRY DATA INTERNET MAGAZINE ANY PRIOR REPORT OF THE COMPANY NEWSPAPERS

SAMPLE DESIGN DATA RESERCH DESIGN FORMAT OF DESIGN : : : Primary data Exploratory research design Questionnaires

SAMPLE SIZE

100 Employees T h r o u gh q u e s t i o n n a i r e s

DATA COLLECTION METHOD:

DATA ANALYSIS & INTERPRETATION

DATA ANALYSIS
Q.1 Is there any recruitment and selection procedure followed in SAHARA PURE BEVERAGE ORGANIZATION?

10% 13% Very Often Often Sometime 77%

Fig. No. 4.1 Mostly 77% of Recruitment & selection Procedure followed in SAHARA PURE BEVERAGE ORGANIZATION is Very often. 13% & 10% of Recruitment & selection Procedure followed in SAHARA PURE BEVERAGE ORGANIZATION is often and Sometime.

Q.2 By which method you are called?

15%

Externally Internally

85%

Fig. No. 4.2

85%

Recruitment

&

selection

process

in

SAHARA

PURE

BEVERAGE ORGANIZATION is done externally & 15% is done internally.

Q.3 The sources used for recruitment and selection are suitable?

11%

3% yes No Don't Know 86%

Fig. No. 4.3

yes 86% of the sources used for recruitment and selection are suitable. Dont know & NO 3%, 11% sources used for recruitment and selection are suitable.

Q.4 Do you know the job description before the recruitment and selection process?

20% Fully Partially 13% 67% Unware

Fig. No. 4.4

67% employees are fully aware of the Job Description, before Recruitment & Selection Process. 20% & 13% employees are partially aware & unaware

Q.5 Did you feel that interview was just formality?

4%

23% yes No Don't Know

73%

Fig. No. 4.5

23% of Employees feel that interview was just formality. 73 % of Employees thing that interview was not formality.

Q.6 Does the company ask for ref erences at the time of selection?

13%

4%

83%

yes

No

Don't Know

Fig. No. 4.6

83% employees said yes the company asks for references at the t i m e o f s e l e c t i o n . 4 %, 1 3 % E m p l o y e e s s a i d D o n t k n o w a n d N o t h e company ask for references at the time of selection.

Q.7 Do you feel that it is correct manner to measure your suitability for the job?

6% 16%

78%

yes

No

Don't Know

Fig. No. 4.7

78% Employees agree that it is correct manner to measure your suitability for the job. 16%, 6% Employees dont agree that it is correct manner to measure your suitability for the job

Q.8 Did you face any problem at the time of joining?

20%

2%

yes No Don't Know 78%

Fig. No. 4.8

78% Employees face some problem at the time of joining

Q.9 Does the company post position on the job site and internet searches?

Fig.
10% 2% yes No Don't Know

No. 4.9

Th e
88%

company post position on the job site and internet searches 88%. Th e c o m p a n y N o a n d D o n t K n o w p o s t p o s i t i o n o n t h e j o b S i t e a n d i n t e r n e t s e a r c h e s 1 0 % a n d 2 %.

Q . 1 0 I n c a s e o f e x t e r n a l r e c r u i t m e n t d o e s t h e c o m p a n y c o m p en s a t e the employees for expenses made by them?

11%

5% yes No Don't Know 84%

Fig. No. 4.10

Almost 84% of the Employees respond that company Compensate the expenses incurred at external recruitment.

Q.11 Does the recruitment and selection process contributes to the efficiency of the company?

11%

7%

yes No Don't Know 82%

Fig. No. 4.11

Above 82% Employees are in favour of the recruitment and selection process contributes to the efficiency of the company

Q 12.Will screening intervi ews are conducted?

5%

2% yes No Don't Know 93%

Fig. No. 4.12

About 93% of the Employees State that the screening interviews are conducted.

: Q.13 Characteristics of visit Preference of coffee shops:

Barista 50% 50% CCD

Graph 1 The Graph 1 shows which coffee shop the respondents usually preferred to visit. Although this is not a true indicator of market share, it gives us some idea or the closeness in which both companies operate. They both received an equal preference in the survey, with 50% of the respondents choosing Barista and the remaining 50% choosing Caf Coffee Day, indicating there is no clear winner in terms of actual visits to the outlets.

This can be analyzed in relation to the comparative rating respondents give both outlets, to help us identify which areas both the chains are doing well in, where they need to improve and where the opportunity for growth exists.

Frequency of visit:

N often ot 20 % 2-3 Tom es aw eek 50 %

2-3 T es a im m onth 30 %

Graph 2 The Graph -2 indicates how often the respondents visited a coffee shop. Considering the age- group for the sample, its quite evident that they have enough free time to visit cafs regularly. Out of those surveyed, 50% said they visited a coffee shop 2-3 times a week, and 30% visited a coffee shop 2-3 times a month. This is great opportunity for Barista and Caf Coffee Day to attract regulars with loyalty programs. Spending Habits:
Over 125 Rs. 10% 25-75 Rs. 50% 75-125 Rs. 40%

Graph 3 The values of Graph - 3 illustrate how much money the respondents usually spend at coffee shops. While the majority of respondents spent between Rs. 25 & Rs. 75 on a

49

single visit to an outlet, a high percentage also spent between Rs. 75 & Rs. 125. An important point to note here however is that a majority of the people who were in the Rs. 75 & Rs. 125 bracket were Barista customers. Length of Visit:
Over 2 hours 10%

1/2-1 hour 40%

1-2 hours 50%

Graph 4 The survey also asked the respondents how much time they would usually spend on a single visit to a coffee shop. The Graph - 4 shows that half of them would spend between 1 hour and 2 hours, and 40% would spend between hour to 1 hour. Average group size:
More than 5 people 20%

2 people 20%

3-5 people 60%

Graph 5 Another important factor to consider is the size of the groups that go to these cafs. This would help us identify consumer patterns, and enable us to create customer- specific policies. The Graph - 5 shows that 60% of the respondents visit caf in groups of 3-5 50

people. This would indicate that they are usually accompanied with common friends, who have similar tastes, and buying patterns. The remaining 40% either went with only 1 person, or in a group of more than 5 people.

Deciding Factor:
Value for money 20%

Ambience/ Experience 40%

Taste of coffee/ food 40%

Graph 6 When asked about the most important factor that contributed to their choice of coffee caf, an equal number (40%) of respondents selected the taste of coffee/ food and the ambience/ experience. Only 20% of them choose value for money as their most important factor. This would indicate a clear shift of consumer focus from price factors to service factors. 4.3: Comparative Rating Parameter Taste & Quality of Products The first parameter that respondents were asked to rate was the taste and the quality of the products available at both Barista and Caf Coffee Day. Essentially these products are Coffees, Other Drinks (like Granitas, Cremosas etc), eatables and desserts. Barista Caf Coffee Day

51

Finding out how customers feel about the taste and quality of products offered, could help both these organizations improve their share, by adapting and improving their products.

This parameter is also especially important, because 40% of the sample stated Taste & Quality of Coffee/ Food as the most influential factor in choosing a coffee caf.

Coffees 3.5/ 5 4/5 Diagram 11. Comparative Rating - Taste & Quality of Prime Products. Since coffee is the primary product served by cafs, it is vital that the taste and quality standards of their coffee are up to the mark, because it directly affects the cafs performance. Various kinds of coffee are available, and a detailed list can be found in the product mix of both Barista and Caf Coffee Day. The Coffee at Caf Coffee Day seems to have a slight edge over Barista. This is quite an important fact, considering Caf Coffee Day uses its own brand of Coffee beans, while Barista uses a combination of imported coffee beans and coffee beans from TATA Coffee. A large chunk of Baristas costs are tied up with importing Coffee Beans and roasting them abroad. Their performance in this area didnt live to expectations. Some respondents highlighted the variety of flavors Caf Coffee Day has as an added advantage. Other Drinks 52

4/ 5 Diagram 12. Comparative Rating Other Drinks

3.5/ 5

Though most customers visit caf for coffee, other drinks like Granitas, Cremosas, smoothies and ice teas are very popular. Cafs need to focus on providing the right kind of drinks in the right taste and with a certain level of quality.

Ratings for the taste and quality of Other Drinks indicate a marginal advantage for Barista over Caf Coffee Day, with ratings of 4/5 and 3.5/5 respectively. Caf Coffee Day should look at different ideas for improving in this area. A significant number of respondents also specifically expressed their preference for Baristas smoothies, and Caf Coffee Days Cremosas.

Eatables 3.5/ 5 Diagram 13. Comparative Rating - Eatables 3.5/ 5

Caf customers usually have a light snack or side order along with what they are drinking. This provides an opportunity for cafs to offer these eatables at marginally higher prices, and increase their revenue. Increase in revenue though, would be useless if they offered substandard eatables, which can often be caused by inefficiencies in storage and distribution, which leads to eatables becoming stale. Thats why it is important for cafs to provide high quality food, which allows them to charge a premium. Respondents rated the eatables available at both Cafs equally, this in spite of the fact that Barista uses Taj as their national caterers, while Caf Coffee Day has private caterers in each city.

53

Caf Coffee Day got a positive rating with respect to the variety of their eatables (especially their Indian food), although the quality was often inconsistent. While, respondents described Baristas sandwiches as tasteless and sometimes stale. Overall, Barista did not live up to expectations considering they use the Taj as their national caterers, while Caf Coffee Day performed well in spite of their seeming disadvantage of not having a nationally recognized caterer.

Desserts 4.5/ 5 Diagram 14. Comparative Rating - Desserts 3.5/ 5

Desserts are another valuable source of revenue for a caf. The better the taste and the quality of the desserts, the higher the premium a caf can charge. Desserts, like eatables, have a tendency to spoil quickly if not stored or distributed properly, so taste and quality is of paramount importance. The Desserts category shows a huge lead for Barista over Caf Coffee Day one entire rating point- and this is where Baristas choice of a single, high quality national caterer plays to their advantage. Respondents gave Barista a near- perfect rating (4.5/ 5) because of their excellent standards and quality of desserts. Caf Coffee Day received only an average rating of 3.5/ 5, and this is one area where they need to really concentrate on, because they are lagging for behind Barista. Overall

4/ 5 54

3.5/ 5

Diagram 15. Comparative Rating Overall Taste & Quality of Products Overall, Barista received a higher rating of 4/5, thanks almost entirely due to its Desserts. Otherwise, both Barista and Caf Coffee Day performed almost identically.

The closer Caf Coffee Day gets to Barista in the Desserts products area, the harder it will be to differentiate the two in terms of taste a& quality. The equality of their performance in the core product area, would then lead to a larger differentiation in their peripherals. Prices Customers perception of prices plays a very important role in a service sector industry. Because of the intangible nature of a service, prices are often regarded an approximate indicators of quality. Pricing policy affects the cafs revenue directly. The higher the price, the larger the profit margins, but the lower the price, the higher the market share. In a retail caf chain though, volumes are what count- thats why the more competitive the price is, the better for the firm. The survey asked respondents to rate the prices of both the caf chains on a scale of 15, 1 being most expensive, and 5 being the cheapest. This would directly illustrate whether the customer perceives price to be inexpensive, affordable or expensive. Coffee 3/ 5 Diagram 16. Comparative Rating -Pricing 4/ 5

55

Respondents rated Caf Coffee Days coffee prices as highly inexpensive, with a rating of 4/ 5, while Barista got an average affordability of 3/ 5.

This is strange though, considering the prices of coffee at Barista and Caf Coffee Day are within 8% of each other, and in a lot of the cases, Baristas actual prices were lower than Caf Coffee Days. Other Drinks 3/ 5 4/ 5 Diagram 17. Comparative Rating Other Drinks Pricing The ratings for the prices of Other Drinks followed an almost identical pattern to the ratings for Coffee. And in this case, all of Baristas Other Drinks were less expensive than Caf Coffee Days. Respondents may not be aware of this, because they gave Caf Coffee Day an excellent 4/ 5, and only an average rating of 3/ 5 to Barista. Eatables

2.5/ 5 Diagram 18. Comparative Rating Eatables Pricing

3.5/ 5

Although the eatables provided at both cafs are mostly different, the prices for the common eatables are approximately the same in both cafs. Barista received another poor rating of 2.5/ 5, a whole point behind Caf Coffee Days 3.5/ 5. Again, if the actual prices are used, there is less than a 10% difference in the average prices of eatables at both caf chains.

56

Desserts 2.5/ 5 Diagram 19. Comparative Rating Desserts Pricing 3.5/ 5

In the Desserts category, although most of the products were more expensive at Barista, there isnt as big a difference as is shown in the ratings of the 2 cafs. Respondents somehow seem to still perceive Baristas prices as higher than Caf Coffee Days. Overall 3/ 5 Diagram 20. Comparative Rating Overall Pricing 4/ 5

Overall, Caf Coffee Day has done well to live up to its USP of being an affordable brand. Almost all respondents perceived their prices to be lower than Baristas. Barista on the other hand, although their prices are within 10% of Caf Coffee Days, received a very poor rating. This is strange considering that in almost 50% of the products; Barista is priced lower than Caf Coffee Day. This could only indicate that customers are still not aware of the reduction in price, and make customers aware of the close proximity of both cafs prices. Delivery of Product The delivery of the product plays a vital role in improving customer service. Factors like the time taken to place/ deliver an order, and the process of placing and delivering an 57

order contribute to the customers overall experience. The sample was asked to rate Order Time and Delivery Time on a scale of 1-5 (1 being the slowest and 5 being the quickest), to help us discover how much time is usually taken to complete delivery cycle. Respondents were also asked to rate the Order Process and Delivery Process, on a scale of 1-5 (1 being the most inconvenient, and 5 being the most convenient), so that we can understand how much value is really added to the service, in terms of convenience. Order Time

3.5/ 5 Diagram 21. Comparative Rating Order Time

4/ 5

Order Time is the time taken from when the customer wants to place an order, till when the order process is completed. The order process largely affects the order time. Caf Coffee Day scored higher than Barista, with a rating of 4/ 5 to 3.5/ 5. Some respondents attributed Caf Coffee Days faster order time to the fact that they more had staff on hand than Barista (in a caf of the same average size). Delivery Time 4/ 5 Diagram 22. Comparative Rating Delivery Time 3.5/ 5

Delivery Time is the time taken from the point when the customer gives the order, to when it is delivered to the customer. It largely depends on the preparation time/ process and the delivery process, and is an indicator of how long a customer must sit idle until his order is ready for consumption.

Barista scored marginally higher here, indicating that their orders, once entered were prepared and delivered quicker than Caf Coffee Day.

Order Process

4/ 5 Diagram 23 - Comparative Rating Order Process

4/ 5

Order Process is the sequence of actions taken by a customer to place an order. Barista and Caf Coffee Days order process is basically self-service. When the customer is ready to place an order, he goes to the counter and tells the attendant what he wants. This process earned both the cafs a near- perfect rating of 4/ 5. Respondents liked the fact that they could take their own time, and place their order when they found it convenient. Delivery Process 3.5/ 5 Diagram 24 Comparative Rating Delivery Process 4.5/ 5

Delivery Process is the process of delivering the product to the customer once it is prepared and ready for consumption. Baristas delivery process is again, self-service. When an order is ready, the Barista attendant calls out the customers name and the customer has to go to the counter and collect it. Barista received an above average rating of 3.5/ 5. Although none of the respondents found the Barista delivery process very inconvenient, some said that they would have preferred having the order delivered to their table.

Caf Coffee Days delivery process involves a restaurant- like approach. When the order is ready, and the customer has not collected it from the counter, a Caf Coffee Day attendant comes to the customers table and delivers the order. Caf Coffee Day received an excellent rating of 4.5/ 5 for this process. A lot of the respondents praised Caf Coffee Day for their delivery process. Overall 4/ 5 Diagram 25. Comparative Rating Overall Delivery 4/ 5

Overall both Barista and Caf Coffee Day performed exceptionally, getting an overall rating of 4/ 5, indicating that there isnt much difference between the two in the overall delivery of the product. Barista scored higher than Caf Coffee Day in Order Process and Delivery Time, while Caf Coffee Day scored higher in the Order Time and Delivery Process. It is significant to note, that although the convenience of Caf Coffee Days Delivery Process was rated higher than Baristas, Barista still managed to have a better Delivery Time rating. This would indicate that Baristas preparation time could be significantly lower than Caf Coffee Days. Baristas Order Process received a near-perfect rating, but their Order Time wasnt as quick as Caf Coffee Days. Respondents attributed this to the fact that the average Caf Coffee Day outlet has more attendants than a Barista of the same size- so the Order Time is significantly reduced because there are more attendants to cater to the customer. Staff

The staff at any service establishment plays a very important role in the proper functioning and success of that establishment. Especially in the restaurants and cafs the staff makes or breaks the place. For the purpose of this study, the sample was asked to rate the staff at a caf on four counts: Behavior, Manners, Helpfulness and Service.

This would help give us an insight on how customers feel about their interactions with the staff of a caf, and how this affects their overall experience. Behavior 4.5/ 5 Diagram 26. Comparative Rating Behaviour 3.5/ 5

The behavior of the staff directly contributes to the customers overall experience. Their actions, reactions and conduct while interacting with the customers will directly affect the level of customer satisfaction. Barista received an excellent rating of 4.5/ 5, which reflects on their training and development program. Respondents also especially highlighted the Barista staffs nonintrusive as a great quality which really made their experience more enjoyable. Caf Coffee Day received an above average rating of 3.5/ 5, but they really need to work on their staff behavior if they hope to catch up to Barista. Manners 4.5/ 5 Diagram 27. Comparative Rating Manners 3.5/ 5

Perhaps the most important aspect of interacting with customers is the way an employee speaks to them. His mannerism and etiquette should be polite and courteous.

61

Barista again scored very highly with their Employees manners, and respondents were overall extremely happy with the politeness and courtesy of Baristas staff.

Caf Coffee Day received an above- average rating of 3.5/ 5 again, which indicates that although their training and development programs might not be bad, they still need to do a lot of work to be at par with Barista. Helpfulness 4/ 5 Diagram 28. Comparative Rating Helpfulness 3.5/ 5

The staff should be able to assist and help customers with their queries and needs. A little help or assistance goes a long way in improving the customers view of the organization. Both Barista and Caf Coffee Day performed quite well, earning ratings of 4/5 and 3.5/5 respectively. Service 4.5/ 5 Diagram 29. Comparative Rating Service 3.5/ 5

A customers visit to a coffeehouse doesnt end with his purchase of coffee. He goes there for the service the organization provides, and this service is provided directly by the staff. Barista performed exceptionally well, with another excellent 4.5/ 5 rating. Caf Coffee Day stayed at the above- average level once again with only a 3.5/ 5. Overall 4.5/ 5 Diagram 30. Comparative Rating Overall Service 3.5/ 5

62

Overall, Barista has a huge lead over Caf Coffee Day when it comes to the staff at the outlets. Barista received another fantastic rating of 4.5/ 5 overall, while Caf Coffee Day could only manage an above- average 3.5/ 5.The staff at Barista performed extremely well in terms of their Behavior, Manners and Service. Caf Coffee Day cant afford to let Barista outperform them in this area, because it plays a vital role in building and developing their brand.

63

SUGGESTIONS & CONCLUSION

66 65

CONCLUSION
1) REQUIREMENT N e c e s s i t y i s t h e m o t h e r o f i n v en t i o n t h i s i s t r u e e v e r y w h e r e . I n the study first of all I tried to find out the cause of the process of Recruitment and selection. I got to know that in SAHARA PURE BEVERAGE ORGANIZATION major cause for the process is its Expansion and other reasons is Resignation. 2) SOURCES There are two method of Recruitment i.e. External and Internal. T h r o u gh t h e s u r v e y i t c a n b e c o n c l u d e d t h a t S A H A R A P U R E BEVERAGE recruitment ORGANIZATION but p r ef e r e n c e is adopts given both to the modes mode of of external

recruitment so that to include the best stuff of people. 3) METHOD Various tests are involved at selection stage. Although it depends on the group and also on number of requirement but if I conclude on an average mostly interview is the most adopted test for selection but Recruitment and selection process is changed according to group and requirement so it can be said that it is elastic process not the rigid one through it has its own policy for the process. 4) OUTCOME From the survey it can be concluded that efforts were made to select the knowledgeable and skilled person then emphasis is given

for experienced person but the outcome is not always the same as desired. 5) IMPROVEMENT Although the system of Recruitment and selection process in SAHARA PURE BEVERAGE ORGANIZATION is appropriate but still

SUGGESTIONS

SUGGESTIONS
To recruit the right number of the right type of people. The system of recruiting executives should be reviewed and Too much time is taken in the recruitment and selection A constant research must be needed to update the recruitment The campus recruitment must be done to infuse fresh talent There should be constant feedback from executives or

improved upon at definite intervals. procedures which may result in loss of capable candidates. and selection process. and save on costs. employees benchmarking in order to have a check on recruitment process. By offering management diplomas and MBA courses. Too much stress and rigidity on joining formalities should The references given by the candidates at the time of

not be given. s e l e c t i o n s h o u l d b e b r o u gh t i n t o u s e a n d s h o u l d b e v e r i f i e d i n order to avoid undesired candidates. Creation of database of the entire applicant who apply. Employees should be encouraged for regular suggestions

ANNEXURE

ANNEXURE
Q.1 Is there any recruitment and selection procedure is followed in SAHARA PURE BEVERAGE ORGANIZATION? Very often Often Sometimes

Q.2 By which method you are called? Internal External

Q.3 The sources used for recruitment and selection are suitable? Yes No Dont know

Q.4 Do you know the job description before the recruitment and selection process? Yes No Dont know

Q.5 Did you feel that interview was just formality? Yes No Dont know

Q.6 Does the company ask for ref erences at the time of selection? Yes No Dont know

Q.7 Do you feel that it is correct manner to measure your suitability for the job? Yes No Dont know

Q.8 Did you face any problem at the time of joining? Yes No Dont know

Q.9 Does the company post position on the job site and internet Searches? Yes No Dont know

Q . 1 0 I n c a s e o f e x t e r n a l r e c r u i t m e n t d o e s t h e c o m p a n y c o m p en s a t e the employees for expenses made by them? Yes No Dont know

Q.11 Does the recruitment and selection process contributes to the efficiency of the company? Yes No Dont know

Q 12.Will screening intervi ews be conducted? Yes No Dont know

BIBLIOGRAPHY
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Database

ORGANIZATION Through Books: Aswathapa, k.: Human Resource Management, Himalaya Publishing House, Ed-.4(Pg. 261). Memoria, C.B., Human Resource Management, Himalaya Publishing House, Ed 5th - 5(Pg. 286). Tripathi, P.C.: Human Resource Management and Industrial Relations, Himalya, Publishing House, New Delhi, Ed. 3(Pg. 108). Rao, P.Subba. Human Resource Management and Industrial Relations, Himalya Publishing House, New Delhi, Ed. 5th (Pg. 186).