SYNOPSIS

ON

“Recruitment And selection”

IN

LUXOR AND PARKER.

SUBMITTED IN FULFILMENT OF THE DEGREE OF MASTER

OF BUSINESS ADMINISTRATION

(SESSION: 2010-11)

SUBMITTED TO: SUBMITTED BY:Controller of examination KAVITA SHARMAM.D.U. (Rohtak) MBA IV sem.

ROLL. NO.24

MANAV RACHNA COLLEGE OF ENGINEERING

(FARIDABAD.)

INSTITUTE OF MANAGEMENT STUDIES AND RESEARCH

MAHARISHI DAYANAND UNIVERSITY, ROHTAK

PROFORMA FOR APPROVAL OF PROJECT PROPOSAL

Name of the Student: - Kavita Sharma

Class Roll No.:- 2K9/MRCE/MBA/024

Institute's Name:-Manav Rachna College of Engineering

Title of the Research: - Recruitment and selection

Subject Area:-Human resource managment

Name and Designation of the Supervisor

Signature of the Supervisor Signature of the Student

Signature of Principal/Director

Date

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← OBJECTIVE OF THE PROJECT

The basic purpose or rationale of undertaking this project was to understand how

recruitment is done practically in the organizations.

1. To know the complete recruitment process of ‘ LUXOR AND PARKER

.

2. To recruit sales managers for the company.

3. To suggest ways to improve the selection process of LUXOR AND PARKER.

COMPANY PROFILE

MISSION

Our mission is to establish Luxor Writing Instruments Ltd. as the clear leader of the Indian writing instruments market both in value and image through sustained and profitable growth of its franchises.

MANUFACTURING MISSION

Creating Luxor a world class manufacturing centre by continuous improvement of people, processes and products and optimization of resources through rationalization of facilities and developing a reliable vendor base.To achieve this Mission, the company competes in supporting product areas that enhance the company’s ability to achieve or hold the leadership position in core categories.

VALUES OF LUXOR

In pursuing our Mission, Luxor lives by the following values:

People Customer Focus Good Citizenship

Luxor believes that commitment to this Mission and these values will enable the Company to ensure growth of all employees, shareholders and their families.

Employee Innovation and Creativity is one of the key business Processes in the company.

LUXOR ANTHEM

Luxor is an organization built on sentiments. This is one organization where people can be seen living with their heart and mind attached to the company. The whole company though runs professionally nurtures values of family relationships. To further augment the cohesion amongst Luxor family and on the suggestion of employees an anthem was created and imbibed into all systems and sub-systems of the company. It was so well accepted that employees went all across to get it professionally recorded and gave it an audio status in the company. When Chairman heard the anthem his eyes had tears for love and affection he carried for his people.

INNOVATIVE APPROACHES AT LUXOR

Business to Business (B2B)

One of the very profound innovations in market engineering was creation of Business to Business (B2B). A separate factory was established to cater the needs of those customers who would place large orders with the company. Today B2B is an independent business and is continually growing and has benchmarked the customized writing solutions in India.

Business to Customer (B2C)

On the similar lines of Business to Business (B2B), this is another market re-engineering to cater the needs of prized customers of higher-end range of Parker brands.

Luxor has adopted various innovative approaches to ensure that all the five P’s of Marketing are better than the competition i.e. :-

Product– Largest product range in the country starting from Children to Student to Executives.

Price - Luxor pricing philosophy is based on “value for money proposition”

Promotion – Advertising has always been the passion of Luxor and a good percentage of the turnover is invested continuously on all the brands to ensure that the brand equity continuously grows. The company has taken Amitabh Bachchan as Brand Ambassador which itself is an achievement. Passion for building brands has been a regular phenomenon at Luxor. Luxor believes strongly in building brands through rational advertising and marketing spends. Product delivery lives up to the brand expectations.

Placement – The Writing Instruments business traditionally was wholesale dominated. Luxor took an initiative of bringing it in the concept of organized distribution to ensure easy availability of the products for consumers all over the country. Today Luxor has a complete distribution network of around 1200

distributors and 1,00,000 retailers covering the entire nation from Kashmir to Kanyakumari.

People– In the Writing Instruments Industry Luxor has the best human capital and the company has recruited qualified professionals from different Industries to bring in new thoughts and this has been the major differentiator between Luxor and the rest of the industry.

INNOVATION IN NEW PRODUCTS

New Product is the life-line of Luxor Business. The Company believes that the growth in business has to be largely contributed by introduction of New Products.

Some of the recent New Products are:The “Parker Soccer” in line with World Cup Series, “Parker Valentine” ,

“Parker” packed with promotional gifts for all occasions etc., are some of the recent examples which have evoked a great response in the Indian market.

Family Hangama – conceptualized by the CEO himself - is a major land mark in the Luxor History of Product Innovation which is a bundle of several products, a pen for every member of the family, serviced in a smartly packed casing which has generated a great enthusiasm in the consumer circle as a very good gifting option. The New Product Management Process:

Luxor has a highly innovative New Product Team which is called NPPM (New Product Program Management) constituted by functional heads mainly The Chief Executive Officer - Marketing – Manufacturing – Materials – Quality Assurance etc .

The Team identifies the need gap through market study and works on a New Product Calendar. Each Brand team does a careful analysis and recommends the New Products.

Over the years, the company has achieved excellence in New Products Delivery track-record. This includes Investment Oriented New Products – Product Extensions – Quality Improvements – Value Engineering Products – Costs Reduction Oriented Products and Consumer Promotion New Products.

LUXOR BACKGROUND

The success story of Luxor is an example of unhindered self-confidence in oneself, and is a milestone in the saga of enterprises

Mr.D.K.Jain started from a small manual assembly shop in the Sadar Bazaar area of Old Delhi in the year 1963

The Indian pen users had been subjected to inferior quality of ball-point pens for years together

The turning point in the history of Indian Writing Instruments Industry came with Mr.D.K.Jain’s visit to Japan where he came across the fibre-tip technology

Thus PILOT was launched in India in the year 1982 Since then, the company has taken leaps and bounds in its journey towards

progress and achievement 20th March 1996, the historic Joint Venture with Gillette was signed, when the

world renowned PARKER range of writing instruments was launched in the Indian market by Luxor

This JV brought with it a revolution in the writing instruments market by bringing true world class brands

LEADING BRAND OF WRITING INSTRUMENTS IN INDIA BROUGHT IN INNOVATIVE PRODUCTS TO INDIA FIRST COMPANY TO LAUNCHSKETCH PENS

o ROLLER PENSo PLASTIC TIP PENS

•LEADING BRAND OF PENS IN AMERICA • MANY INNOVATIONS IN PENS • LARGE RANGE OF BALL PENS

• LAUNCHED IN INDIA IN 1999

INTRODUCTION OF THE TOPIC

RECRUITMENT

Recruitment is the process of discovering potential applicants for actual or anticipated organizational vacancies. It is a “linking activity” bringing together those with jobs and seeking jobs.

It is a process to discover sources of manpower to meet the requirements of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient working force.

The recruitment process has two major goals:-

Generate a large pool of applicants Providing enough information for individual to self select out of the Process.

SOURCES OF RECRUITMENT

Advertisements: - advertisement in newspapers and journals are a widely used source of recruitment. The advantage of this is it covers millions of persons throughout the country. Cost per person is very low. This method has a wide reach.

Employment agencies: - government of India has established public employment exchanges throughout the country. These exchanges provide information about job vacancies to the job seekers and help employers in identifying suitable candidates.

Recommendations : - when present employees are asked to recommend the candidate a type of preliminary screening takes place. Present employee knows both the company and acquaintance and presumably would attempt to please both.

Campus recruitment: - various institutes like IIMs, IITs, engineering colleges, medical colleges and good universities are a good source for recruiting well-qualified executives. They provide facilities of campus recruitment and placements. Labour contractors: - manual workers can be recruited through contractor who maintains close contacts with the sources of such workers.

Walk ins and unsolicited interviews: - unsolicited applicants both at the gate and through mail constitute a much used source of personnel. These can be developed through provision of attractive employment office facilities and prompt and courteous replies to unsolicited letters.

Electronic recruiting through World Wide Web:- candidates visits various sites just in search of jobs and send their resumes by mail.

SELECTION

Selection is the procedure to assess applicants against the criteria established in the job description in order to predict which job applicants will be successful when hired. The main aim of selection process is to match the employee with the job. Thus, an effective and efficient selection aims to touch the ideal mark in “person-role” match.

OBJECTIVES OF SELECTION PROCESS

An efficient selection process aims to achieve the following: -

To predict which job applicants would be successful if hired. To inform and sell the candidation on the job and organization.

THE SELECTION PROCESS

The selection process may undergo few or all of the following steps: -

Initial screening interview Application form Employment tests Assessment centers Comprehensive interview Background investigation Physical examination Final Employment Decision

RESEARCH METHODOLOGY

SCOPE OF THE STUDY:

The study is conducted at LUXOR AND PARKER.This procedure relates to all the employees who undergo Recruitment And Selection procedures in the organization.

NATURE OF DATA:

The data collected for this research study is both primary as well as secondary.

Primary sources:-

Administering questionnaire & get them filled by employees of LUXOR AND PARKER.

Secondary sources:

Annual reports and other publications of the organisation Magazines and journals Newspaper Reference Books

TECHNIQUES OF SAMPLING

The method of selecting the representative sample will be based upon random sampling

SAMPLE SIZE

The size of representative sample taken for this study would include 22 employees of luxor and parker.

LIMITATIONS OF THE PROJECT

1. Employees showed less interest in filing the questionnaires. Management trainees

showed more interest than the managers and executives.

2. Least concern and interest of the people.

3. I was not able to see how interviews are taken as I could not go with my guide to take

interviews.

4. Recruitment is very time consuming.

CONCLUSION

In fine, it may be concluded that: -

1. The Company has an effective & time-tested system of selection & recruitment, which is working satisfactorily.

2. The psychometric tests being currently used by the Company are serving the purpose of selecting / recruiting employees with right type of mindset.

3. The employees are satisfied with the current selection procedure. The present method of selection/recruitment is providing the company with effective & efficient manpower, which is getting reflected in the performance of the Company & is its market image as also its reputation, which has improved significantly over the years.

4. The present system & process of selection & recruitment followed by the Company, in the view of the forgoing, does not warrant any change. .

Bibliography

Saiyadain, M. HumanResourse Management, Tata Macgraw Hill, 1986, New Delhi.

Ghosh, P.k. and Ghorpade, M.B. Industrial Psychology. 1996.Bombay: Himalaya.

Anne, Anastari.Psychological Testing in Industry.1976.

Blum, M.l. and Naylor, J.c. Industrial Psychology, Theoretical and Social Foundations, International Edition, 1987, Newyork-row,

Cascio, W.f. Managing Human Resourse. Mcgraw, 1987 Hill, New York.

Decenzo, D.A.and Robbins, Personnel/Human Recourses Management,1974, Prentice Hall Of India, New Delhi.

Pace, R.w., Philip C. Smith and Mills, G.E Human ResourseDevelopment, Prentice Hall, 1982, Englewood Cliffs,