CHAPTER 1
CHAPTER 1
INTRODUCTION
INTRODUCTION
INTRODUCTION OF HUMAN RESOURCE MANAGEMENT INTRODUCTION OF HUMAN RESOURCE MANAGEMENT
Organisation exists for people. The behavior and level
Organisation exists for people. The behavior and level of performanceof performance of the people will show their effect on the organisation. Human resource of the people will show their effect on the organisation. Human resource man
manageagemenment t can can be be defdefineined d as as thathat t papart rt of of manmanageagemenment t proprocescess s whiwhichch develops, and manages the human elements of enterprise considering the develops, and manages the human elements of enterprise considering the resourcefulness of the organisation own people in terms of total knowledge, resourcefulness of the organisation own people in terms of total knowledge, skill
skill, , creacreative, abilitiestive, abilities, , talentalents, ts, aptitaptitudes udes and and potenpotentialitialities ties for for actuaactuatingting effectively.
effectively.
Human Resource Management is the process of managing the people Human Resource Management is the process of managing the people of an organisation with a human approach. Human Resource approach to of an organisation with a human approach. Human Resource approach to ma
mannpopowewer r is is tthe he mmosost t esessesenntitiaal l an an iindndiispspeensnsabable le reresosoururce ce oof f ananyy organisation. There is a need to look at the HRD concepts, components and organisation. There is a need to look at the HRD concepts, components and mec
mechanhanismisms s mormore e comcompreprehenhensivsively ely and and in in a a intintegregrateated d way way as as peopeopleple rel
relateated d funfunctictions ons ratrather her thathan n isoisolatlate e thethem m frofrom m perpersonsonnel nel funfunctictions ons or or industrial relations aspects. Employees participation in management is no industrial relations aspects. Employees participation in management is no longer an idealistic or ideological conception. It is an imperative need to longer an idealistic or ideological conception. It is an imperative need to cope with change in organisation. It is in the context of changing profile of cope with change in organisation. It is in the context of changing profile of people with high expectations and the
people with high expectations and the demands for high performance.demands for high performance.
Manpower planning is incorporated into human resource planning, Manpower planning is incorporated into human resource planning, rec
recruiruitmetment, nt, selselectectionion, , supsupervervisiision, on, sucsuch h othother er funfunctictions ons of of perpersonsonnelnel ma
mananagegemement nt frfrom om papart rt of of HRHRM, M, ototheher r asaspepectcts s lilike ke huhumaman n reresosoururcece de
devevelolopmpmenent, t, cacarereer er plplanannining ng anand d dedevevelolopmpmenent, t, coconsnstatant nt efeffofortrts s fofor r appraisal, research and feedback system, data storage and so on receiving appraisal, research and feedback system, data storage and so on receiving
greater attention to the people at work backed by welfare amenities and greater attention to the people at work backed by welfare amenities and cordial industrial relations, policies must also be
cordial industrial relations, policies must also be an integral part of HRM. an integral part of HRM. InIn th
the e HRHRM M apapprproaoachch, , pepersrsononnenel l fufuncnctition on is is nonot t memererely ly rerecocord rd kekeepepiningg function. Rather it is a constant endeavor to motivate the people at work to function. Rather it is a constant endeavor to motivate the people at work to foster a oneness with the organisation and its performance goals. This is foster a oneness with the organisation and its performance goals. This is achieved neither through pressure tacties nor through conflicts and struggles, achieved neither through pressure tacties nor through conflicts and struggles, but through constant
but through constant cooperation, team-building and mutual understanding.cooperation, team-building and mutual understanding.
HR
HRM M is is coconcncerernened d wiwith th ththe e efeffefectctivive e anand d efeffificicienent t ususe e of of ththee org
organianisatsationion’s ’s humhuman an resresourourcesces. . We We neeneed d humhuman an resresourources ces to to run run our our operations. Hence, we need to attract and hire the best employees possible. operations. Hence, we need to attract and hire the best employees possible. One of the functions of a human resources management departmental is to One of the functions of a human resources management departmental is to attract potential employees. Having attracted potential employees, we need attract potential employees. Having attracted potential employees, we need to be able to choose the best of these applicants. Further more, having hired to be able to choose the best of these applicants. Further more, having hired employees, we need to train them if we expect them to function effectively. employees, we need to train them if we expect them to function effectively. HRM also
HRM also involinvolves the ves the maintmaintenanenance ce of human resourceof human resources. s. This includeThis includes s thethe issue of compensation.
issue of compensation.
Human Resource Management: Human Resource Management:
“Human Resource Management is a series of decisions that affect the “Human Resource Management is a series of decisions that affect the rel
relatiationsonship hip betbetweeween n the the empemployloyees ees and and the the empemployloyersers; ; it it affaffectects s manmanyy constituents and is intended to influence the effectiveness of the employees constituents and is intended to influence the effectiveness of the employees and employer”.
and employer”.
HRM
HRM--- --- effeffectective ive and and effefficiicient ent use use of of ththe e orgorganianisatsationion’s ’s humhumanan resources within most organisations, considerable thought is given to the resources within most organisations, considerable thought is given to the
effective and efficient use of financial resources. This is called “Financial effective and efficient use of financial resources. This is called “Financial Man
Manageagemenment” t” and and “Ma“Markerketinting g ManManageagemenment” t” conconcercerns ns it it selself f witwith h thethe promotion and sale of the
promotion and sale of the organisation’s products.organisation’s products.
HR
HRM M is is coconcncerernened d wiwith th ththe e efeffefectctivive e anand d efeffificicienent t ususe e of of ththee organisation’s human resources. What kind of human resources (employees) organisation’s human resources. What kind of human resources (employees) we need? How to procure them? How to select only the best? How to ensure we need? How to procure them? How to select only the best? How to ensure that the people chosen can do the jobs in the way which is expected them to that the people chosen can do the jobs in the way which is expected them to do?
do? How How to to meameasursure e thetheir ir efeffecfectivtiveneeness? ss? HumHuman an resresourource ce manmanageagemenmentt meets all these.
meets all these.
Once our employees are functioning effectively, we need to ensure Once our employees are functioning effectively, we need to ensure th
that at ththey ey cocontntininue ue to to do do soso; ; we we neneed ed to to coconcncerern n ouoursrselelveves s wiwith th ththeieir r motivation. In the case of hiring, we need to decide what kind of employee motivation. In the case of hiring, we need to decide what kind of employee we’re looking for? When engaged in the selection process, we must decide we’re looking for? When engaged in the selection process, we must decide which of the applicants will actually be the best employee? HRM also which of the applicants will actually be the best employee? HRM also involves the main penance of human resources. This includes the issue of involves the main penance of human resources. This includes the issue of compensation. Theories of motivation also point out employees needs for compensation. Theories of motivation also point out employees needs for feedback therefore, we need to be able
feedback therefore, we need to be able to determine when our employees areto determine when our employees are doing a good job.
doing a good job.
Th
Therere e is is a a neneed ed to to unundedersrstatand nd ththe e jojobs bs ththat at ouour r ememplployoyeeees s araree performing and, to understand their jobs, we need to do a job analysis. performing and, to understand their jobs, we need to do a job analysis.
Es
Essesentntiaialllly, y, ththe e jojob b ananalalysysis is foformrms s ththe e cocore re of of ththe e huhumaman n reresosoururcece management function. In doing a job analysis, we are essentially gathering management function. In doing a job analysis, we are essentially gathering raw data about the jobs in our organisations. Human Resource Development raw data about the jobs in our organisations. Human Resource Development ha
de
defifininite te titime me pepeririodod, , to to inincrcreaease se ththe e popossssibibililitity y of of imimprprovovining g jojobb performance and growth.
performance and growth.
RECRUITMENT AND SELECTION RECRUITMENT AND SELECTION
The Employment Process: The Employment Process:
On the face of recruitment and selection seem to be a fairly straight On the face of recruitment and selection seem to be a fairly straight forward procedure. Its objectives to place the right people in the right place forward procedure. Its objectives to place the right people in the right place to
to achachievieve e orgorganianisatsationional al goagoals. ls. RecRecruiruitmetment nt and and selselectection ion are are onlonly y twotwo activities or stages in what can be called the employment process. It can be activities or stages in what can be called the employment process. It can be divided into five stages
divided into five stages
Manpower PlanningManpower Planning
Job AnalysisJob Analysis
RecruitmentRecruitment
SelectionSelection
Induction and follow upInduction and follow up
An effective employment process requires that each of these stages or An effective employment process requires that each of these stages or activities must be gone through in an entire and systematic manner.
Re
Recrcruiuitmtmenent t anand d seselelectctioion n alallolow w mamananagegemement nt to to dedetetermrminine e anandd gradually modify the behavioral characteristic and competence of the gradually modify the behavioral characteristic and competence of the workforce.
workforce.
Manpower Planning: Manpower Planning:
Manpower planning enables a department to projectiles short
Manpower planning enables a department to projectiles short to longto long term needs on the basis of its
term needs on the basis of its departmental plans. So that it can adjust itsdepartmental plans. So that it can adjust its manpower requirements to meet changing priorities. The more changing the manpower requirements to meet changing priorities. The more changing the environment the department.
environment the department.
The number of requirements in a The number of requirements in a specified timeframe and thespecified timeframe and the availability of talent.
availability of talent.
Early indications of potential recruitment or retention difficultiesEarly indications of potential recruitment or retention difficulties
Availability of suitable qualified and experienced successors.Availability of suitable qualified and experienced successors.
Job Analysis: Job Analysis:
Consists of defining the job and discovering what the job demands in Consists of defining the job and discovering what the job demands in terms of employee behavior. Job analysis forms the basis of a number of terms of employee behavior. Job analysis forms the basis of a number of personnel activities such as
personnel activities such as job evaluation, job design, and job evaluation, job design, and performance.performance. Appraisal with regard to the
Appraisal with regard to the employment process and recruitment andemployment process and recruitment and
selection in particular job analysis clarifies the duties and responsibilities of selection in particular job analysis clarifies the duties and responsibilities of a job, the knowledge, skills and expertise required to under take it.
a job, the knowledge, skills and expertise required to under take it.
First Way: You ask the employees to prepare their own job description. First Way: You ask the employees to prepare their own job description.
Second Way: Ask the manager or supervisor of the employee to prepare a Second Way: Ask the manager or supervisor of the employee to prepare a job description.
job description.
Third Way: Employ a trained job analyst and interviews the employees. Third Way: Employ a trained job analyst and interviews the employees.
In any job description/job specification there are five
In any job description/job specification there are five key areas:key areas:
Job titleJob title
Job PurposeJob Purpose
Key results areaKey results area
Who the employee reports toWho the employee reports to
ResponsibilitiesResponsibilities
Recruitment:-Edwin B. Flippo defined recruitment as “The process of searching for Edwin B. Flippo defined recruitment as “The process of searching for the prospective employees and stimulating them to apply for jobs in the
the prospective employees and stimulating them to apply for jobs in the organisation”.
organisation”.
Thus there are two states in the
Thus there are two states in the recruitmentsrecruitments 1.
1. SearSearching ching for sfor suitabuitable canle candidadidate for te for job ajob andnd 2.
2. MotiMotivatinvating and eng and encourcouraging aging them tthem to applo apply for joy for jobs.bs.
SOURCESS OF RECRUITMENT SOURCESS OF RECRUITMENT
Internal Sources of Internal Sources of
Recruitment:-The main sources of internal recruitment are promotion, transfer and The main sources of internal recruitment are promotion, transfer and demotion.
demotion.
There are many advantages of
There are many advantages of using the internal labor market.using the internal labor market.
An
An acaccucurarate te knknowowleledgdge e of of ththe e ememplployoyee ee anand d ththeieir r peperfrforormamancncee internal recruitment can have a positive impact on employee moral. Some internal recruitment can have a positive impact on employee moral. Some organisations believe that this approach can increase employee loyalty and organisations believe that this approach can increase employee loyalty and commitment.
commitment.
External Sources of
External Sources of Recruitment:Recruitment:
There are four main sources There are four main sources
Unsolicited Applications: These are people who have submitted their CV to Unsolicited Applications: These are people who have submitted their CV to the organisation on a speculative basis. They should be kept on file in the the organisation on a speculative basis. They should be kept on file in the organ
organisatiisation and on and used as used as a a sourcsource e of suitable candidof suitable candidates when the ates when the occasoccasionion arises.
arises.
Schools and Colleges: Many companies have developed links with particular Schools and Colleges: Many companies have developed links with particular schools and colleges, which they use as a
schools and colleges, which they use as a recruiting source.recruiting source.
Recruitment ag
Recruitment agencies and consuencies and consultancies: ltancies: Apparently, thApparently, there is extenere is extensive usesive use of recruitment agencies, contracting out the recruitment task has
of recruitment agencies, contracting out the recruitment task has a number of a number of advantages for the organisation.
Media Advertising: This is the
Media Advertising: This is the most widely known method of recruitment. Itmost widely known method of recruitment. It has
has 3 3 maimain n objobjectectiveives. s. AttAttracract t suisuitabtable le cancandiddidateates s to to appapply, ly, disdiscoucouragragee unsuitable candidates from applying,
unsuitable candidates from applying, promote organisations public image.promote organisations public image.
CONSTRAINTS ON RECRUITMENT CONSTRAINTS ON RECRUITMENT
Logically, firms would seek to recruit in a manner that guarantees the Logically, firms would seek to recruit in a manner that guarantees the greatest number of qualified applicants.
greatest number of qualified applicants. However, there are often constraintsHowever, there are often constraints on the recruitment process, which prohibits some
on the recruitment process, which prohibits some methods.methods.
Some of these constraints are Some of these constraints are
1.
1. OrgOrganianisatsationional al PoPolicliciesies 2.
2. AffAffirmirmatiative-ve-actaction progion programramss 3.
3. ReRecrcruiuiteter Hr Hababititss 4.
4. EnvEnviroironmenmentantal Col Condinditiotionsns 5.
5. JoJob Rb Reqequiuireremementntss 6.
6. OrgOrganianisatsationional al PoPolicliciesies
Another organisational policy that could potentially constrain recruitment Another organisational policy that could potentially constrain recruitment efforts is a
efforts is a firm’s compensation policyfirm’s compensation policy
Affirmative-action plans: Occasionally, firms may adopt affirmativeAffirmative-action plans: Occasionally, firms may adopt affirmative
aactctioion n popolilicicieses. . AAn n eefffforort t to to aattttaiain n a a woworkrkffoorcrce e ththat at is is mmoorere re
workforce diversity, firms may choose to voluntarily hire persons workforce diversity, firms may choose to voluntarily hire persons withwith specific characteristics; more often, law mandates such affirmative specific characteristics; more often, law mandates such affirmative action policies.
action policies.
Re
Recrcruiuiteter r hahabibitsts: : ReRecrcruiuiteter r hahabibits ts mamany ny alalso so coconsnstititutute te a a rerecrcruiuitmtmenentt con
constrstrainaint. t. For For exaexamplmple e paspast t sucsuccescesses ses may may lealead d to to habhabits its or or prprefeeferrerredd te
tendndenencicies es in in rerecrcruiuitmtmenent. t. OnOne e rerecrcruiuiteter, r, whwho o hahad d plplayayed ed rurugbgby, y, hahadd considerable success recruiting other rugby enthusiast. Where as he had considerable success recruiting other rugby enthusiast. Where as he had luckily had this initial success, he wants so far as to overtly seek out rugby luckily had this initial success, he wants so far as to overtly seek out rugby p
plalayeyers rs in in hihis s rerecrcruiuitmtmenent t obobviviououslsly, y, rurugbgby y skskilills ls arare e nonot t nenececessssararililyy indicators of job-related success, such recruiter habit, do not constitute good indicators of job-related success, such recruiter habit, do not constitute good recruitment practices. In the end, such abets may actually perpetuate past recruitment practices. In the end, such abets may actually perpetuate past mistakes.
mistakes.
Job Requirements: - Generally, skilled workers are more difficult to find Job Requirements: - Generally, skilled workers are more difficult to find than unskilled wo
than unskilled workers. rkers. A limited pooA limited pool of potential of potential applicants causes fl applicants causes firmsirms to use different recruiting techniques. Where as an advertisement placed in a to use different recruiting techniques. Where as an advertisement placed in a new
news s pappaper’er’s s claclassissifiefied d secsectiotion n may may serserve ve to to attattracract t unsunskilkilled led worworkerkers,s, recruitment of skilled workers requires more.
recruitment of skilled workers requires more.
Job Posting: It is one of the most effectively used comparative mechanisms. Job Posting: It is one of the most effectively used comparative mechanisms. The candidates design it and it will contain information they wish to convey The candidates design it and it will contain information they wish to convey and may get internal recruitment. Further, job posting help employees feel and may get internal recruitment. Further, job posting help employees feel they have some control
they have some control over their future in the over their future in the organisation.organisation.
Environmental Conditions: In many unionized environments, policies may Environmental Conditions: In many unionized environments, policies may restrict the number of part-time employees working for the firm. This is restrict the number of part-time employees working for the firm. This is
clearly a recruitment constraint insofar as it places limitations on the firm. clearly a recruitment constraint insofar as it places limitations on the firm. However, it may well also limit the number of applicants because some very However, it may well also limit the number of applicants because some very highly qualified applicants may
highly qualified applicants may simply prefer part-time employment.simply prefer part-time employment.
Em
Emplploy oy ReRefeferrrralals: s: AnAnototheher r cocommmmon on rerecrcruiuitmtmenent t memeththododolologogy y is is ththee employee referral. To fill job vacancies, present employees refer job seekers employee referral. To fill job vacancies, present employees refer job seekers to the HR department as potential employees
to the HR department as potential employees
SELECTION SELECTION
Selection: Selection:
During recruitment, it is important to have a large pool of qualified During recruitment, it is important to have a large pool of qualified recruits. However, after having recruited this large number of job applicants, recruits. However, after having recruited this large number of job applicants, organisations must weed out the unqualified ones and then select the very organisations must weed out the unqualified ones and then select the very best remaining candidates for the job. A well designed selection process will best remaining candidates for the job. A well designed selection process will
yield information about a candidate’s skills
yield information about a candidate’s skills and weaknesses.and weaknesses.
There are some legal considerations involved in the selection of new There are some legal considerations involved in the selection of new emp
employloyeesees. . The The feafear r of of wrowrongfngful ul terterminminatiation on lawlawsuisuits ts has has caucaused sed manmanyy co
compmpananieies s to to bebecocome me fafar r momore re coconcncerernened d ababouout t whwhom om ththey ey hihirere. . If If aa company has selective in its hiring practices, it can reduce the instances company has selective in its hiring practices, it can reduce the instances when it will be necessary to terminate employees.
when it will be necessary to terminate employees.
Short-listing is the process to which a number of
Short-listing is the process to which a number of applicants are chosenapplicants are chosen form the total number of candidates further assessment before making a final form the total number of candidates further assessment before making a final decision. Applicants may be divided into 3 categories
The marginalThe marginal
The suitable, possibleThe suitable, possible
The unsuitableThe unsuitable
Step 1: Step 1:
Preliminary Selection: Preliminary selection of applicants is often done by Preliminary Selection: Preliminary selection of applicants is often done by setting minimum standards for the job, and communicating these standards setting minimum standards for the job, and communicating these standards for
for the the jobjob, , and and comcommunmunicaicatinting g thethese se stastandandards rds to to the the empemployloyeesees, , andand agencies that help to recruit. The fact that some potential applicants may not agencies that help to recruit. The fact that some potential applicants may not apply because of their inability to meet the minimum requirements serves as apply because of their inability to meet the minimum requirements serves as an initial screening device.
an initial screening device.
Step 2: Step 2:
Initial screening: The initial screening is done to select only the suitable Initial screening: The initial screening is done to select only the suitable candidates through the further stages in selection them, when reviewing candidates through the further stages in selection them, when reviewing re
resusumemes s anand d apapplplicicatatioions ns foformrms, s, fifirmrms s arare e fufurtrtheher r abable le to to scscrereen en ououtt unacceptable job candidates. At this point, firms can also assign priorities to unacceptable job candidates. At this point, firms can also assign priorities to the resumes so that the most promising candidates may be seen
the resumes so that the most promising candidates may be seen first.first.
Step 3: Step 3:
Ap
Applplicicatatioion n foformrms: s: ThThe e apapplplicicatatioion n foform rm is is dedesisigngned ed to to obobtatain in ththee in
infoformrmatatioion n on on vavaririouous s asaspepectcts s of of ththe e apapplplicicanants ts sosocicial al dedemomogrgrapaphihic,c, academic and work related background and references.
Step 4: Step 4:
Tests: A test
Tests: A test is a sample of is a sample of a aspects of individuals behavior, performance of a aspects of individuals behavior, performance of attitude. It also provides a systematic basis for comparing the behavior, attitude. It also provides a systematic basis for comparing the behavior, performance or attitude of two or more persons. Tests serve as a screening performance or attitude of two or more persons. Tests serve as a screening
device and provide supplementary inputs in selection
device and provide supplementary inputs in selection decisions.decisions.
A number of selection lets are quail able to assist in making selection A number of selection lets are quail able to assist in making selection decisions.
decisions.
Attainment testAttainment test
Attitude testAttitude test
Personality testPersonality test
Intelligence testIntelligence test
Step 5. Step 5.
Selection Interview: - The employment interview is conducted to learn more Selection Interview: - The employment interview is conducted to learn more about the suitability of people under consideration for a particular job and is about the suitability of people under consideration for a particular job and is one further obstacle for the applicant to overcome. The interview is one one further obstacle for the applicant to overcome. The interview is one further means of reducing the number of people who might be eligible for further means of reducing the number of people who might be eligible for the job
the job
Step 6: Step 6:
Me
Medidicacal l EvEvalaluauatitionon: : MeMedidicacal l evevalaluauatition on is is alalso so knknowown n as as phphysysicicalal examination is a selection tool which varies from the comprehensive to examination is a selection tool which varies from the comprehensive to nominal, depending upon the job. Comprehensive physical examinations are nominal, depending upon the job. Comprehensive physical examinations are nec
necessessary ary fofor r phyphysicsicallally y hanhandicdicappapped. ed. It It revrevealeals s whewhethether r the the cancandiddidateate po
possessesses sses the the reqrequiruired ed stastaminmina, a, strstrengength th and and toltoleraerance nce of of harhard d worworkinkingg conditions.
conditions. Step 7: Step 7:
Final Interview: Since the immediate supervisor is ultimately responsible for Final Interview: Since the immediate supervisor is ultimately responsible for new workers, he or she should have input into the hiring decision. The new workers, he or she should have input into the hiring decision. The supervisor is better able to evaluate the applicant’s technical capabilities and supervisor is better able to evaluate the applicant’s technical capabilities and is in a better position to answer the interviewee’s job-related questions. is in a better position to answer the interviewee’s job-related questions. Furth
Further, er, the the supersupervisovisor’s r’s job-rjob-relateelated d questquestions. ions. FurtFurther, her, the the supersupervisorvisor’s’s personal commitment to the success of the new employee is higher if the personal commitment to the success of the new employee is higher if the
supervisor has played a role in the hiring decision. supervisor has played a role in the hiring decision.
Step 8: Step 8:
Jo
Job b ofoffefer: r: ThThe e acactutual al hihiriring ng of of an an apapplplicicanant t coconsnstititututetes s ththe e enend d of of ththee selection process. At this stage, successful applicants must be notified of the selection process. At this stage, successful applicants must be notified of the firm’s decision.
firm’s decision.
The applications of unsuccessful applicants are often kept on file and The applications of unsuccessful applicants are often kept on file and the applicants of successful applicants will be retained in the employee’s the applicants of successful applicants will be retained in the employee’s personnel files.
There are other methods followed by different organisations in the There are other methods followed by different organisations in the process of selection. Management chooses the most appropriate candidate to process of selection. Management chooses the most appropriate candidate to
accom
accomplish the plish the orgaorganisatnisation ion objecobjectivestives, , whilwhile e the the indiindividuavidual l chooschooses es thethe organisation best suited to fulfill his aspirations. Once a person is selected organisation best suited to fulfill his aspirations. Once a person is selected induction and orientation programs follows.
induction and orientation programs follows.
Induction and
Induction and orientation:-
orientation:-Induction is generally done to acquaint a new employee with the Induction is generally done to acquaint a new employee with the organ
organizatiization, on, its its objeobjectivectives, s, polipolicies, cies, procprocedureedures, s, philphilosophosophies, ies, stratstrategieegies,s, products, market, customers, etc., So that the employee is clearly informed products, market, customers, etc., So that the employee is clearly informed of what is expected of him as an employee of the organisation. Induction of what is expected of him as an employee of the organisation. Induction program may be helpful for the new employee to shed their fear, delicacy or program may be helpful for the new employee to shed their fear, delicacy or
anxiety, and get them
anxiety, and get them fully identified with the organization.fully identified with the organization.
Many organisations provide induction and orientation in a career path Many organisations provide induction and orientation in a career path method; i.e., rotating the new employee throughout the organisation, its method; i.e., rotating the new employee throughout the organisation, its various locations, divisions, departments and sub-units and closely watch various locations, divisions, departments and sub-units and closely watch and observe under the
and observe under the supervision of experienced seniors.supervision of experienced seniors.
NEED FOR STUDY NEED FOR STUDY
Th
The e chchieief f pupurprposose e of of ththe e ststududy y is is to to unundedersrstatand nd ththe e prprococesess s of of recruitment and selection practices of the organisations especially of ITC. recruitment and selection practices of the organisations especially of ITC. For
For eveevery ry ororganganisaisatiotion n humhuman an is is maimain n sousource rce and and resresourource ce for for getgettintingg profits, in such a situation there is a need to select the best available profits, in such a situation there is a need to select the best available
manpower from the sources. manpower from the sources.
The study is mainly made on the recruitment and selection practices The study is mainly made on the recruitment and selection practices of the organisation. The current study deals with the different steps involved of the organisation. The current study deals with the different steps involved in
into to ththe e prproocecesss s oof f rrececruruiititing ng anand d sesellecectiting ng ththe e ememplplooyeyeees s in in ththee organisation. With the help of the study an employee in the individual organisation. With the help of the study an employee in the individual opinion of the employees of the organisation about their selection to the opinion of the employees of the organisation about their selection to the findings mad in the report.
findings mad in the report.
OBJECTIVES OF THE STUDY OBJECTIVES OF THE STUDY
The present study recruitment and selection practices in ITC are made The present study recruitment and selection practices in ITC are made by keeping the following as the main objectives.
by keeping the following as the main objectives.
To introduce the corporate profile with regard to the human resourceTo introduce the corporate profile with regard to the human resource management practices mainly concentrating on the recruitment and management practices mainly concentrating on the recruitment and selection practices of the organisations with
selection practices of the organisations with reference to ITC.reference to ITC.
To study the recruitment and selection practices at ITC.To study the recruitment and selection practices at ITC.
To analyze the views and problems of the employees and to know theTo analyze the views and problems of the employees and to know the level of satisfaction of them.
level of satisfaction of them.
To improve the recruitment and selection practices in ITCTo improve the recruitment and selection practices in ITC
Providing the required suggestions which help in the growth andProviding the required suggestions which help in the growth and development of the management of the personnel
development of the management of the personnel of the organization.of the organization.
SCOPE OF THE STUDY SCOPE OF THE STUDY
HR approach of management to its people would go a long way in HR approach of management to its people would go a long way in activating effectively. It facilitates in identifying the right kind of people, activating effectively. It facilitates in identifying the right kind of people, socializing them in the most appropriate way, training and developing them socializing them in the most appropriate way, training and developing them in the right direction, assigning the tasks which are best suited for every in the right direction, assigning the tasks which are best suited for every individual so as to bring out their best, motivating them to make their best individual so as to bring out their best, motivating them to make their best contribution and creating conditions for the people to
contribution and creating conditions for the people to enjoy their work.enjoy their work.
As
As ththe e pepeopople le arare e coconsnsididerered ed vavaluluabable le huhumaman n bebeiningsgs, , ththe e evevereryy perspective of management changes, and the people are
perspective of management changes, and the people are motivated to foster amotivated to foster a oneness with the
CHAPTER 2
CHAPTER 2
METHODOLOGY
METHODOLOGY
METHODOLOGY METHODOLOGY
Met
Methodhodoloology gy is is the the proprocedcedure ure appapplielied d to to gatgather her the the infinformormatiationon re
reququirired ed fofor r ththe e ststududy. y. CoCollllecectition on of of ththe e dadata ta rerefefers rs to to a a pupurprposose e fofor r gathering information relevant to the subject matter under the study and the gathering information relevant to the subject matter under the study and the method used depends mainly on the nature.
method used depends mainly on the nature.
Accordingly, the data collection can be grouped in to two types Accordingly, the data collection can be grouped in to two types
1.
1. PrPrimimarary y dadatata 2.
2. SeSecocondndarary day datata
Primary data are the originally observations collected by
Primary data are the originally observations collected by the researcher or the researcher or his agents for the first time and used by them in their investigation. Once his agents for the first time and used by them in their investigation. Once primary data is used it ceases to be primary data and becomes secondary primary data is used it ceases to be primary data and becomes secondary
data. data.
Data Collection Data Collection
Process:-Primary Data:- The sources of Process:-Primary data includes direct personal Primary Data:- The sources of Primary data includes direct personal investigation interview. Indirect oral investigation, information received investigation interview. Indirect oral investigation, information received through customers. Drafting a schedule questionnaire. Information with through customers. Drafting a schedule questionnaire. Information with respect to the products, service of the retailer. Mode of distribution, respect to the products, service of the retailer. Mode of distribution, availability of mikswas gathered from the primary data. The primary data availability of mikswas gathered from the primary data. The primary data in the present study was obtained by questionnaire.
A survey was conducted on the consumer perception of SANGAM A survey was conducted on the consumer perception of SANGAM DAIRY information in the survey is being collected from the consumers, DAIRY information in the survey is being collected from the consumers, in Guntur and Tenali
in Guntur and Tenali division’s areas.division’s areas.
Questionnaire:-Primary data is being collected from the
Primary data is being collected from the agents through questionnaire.agents through questionnaire. It is the most common instrument in collection of primary data questions It is the most common instrument in collection of primary data questions are both open ended and close ended questions were simple and easy are both open ended and close ended questions were simple and easy under stand. The number of questions was limited and not repeated.
under stand. The number of questions was limited and not repeated.
Secondary Secondary
Data:-So
Soururceces s of of sesecocondndarary y dadata ta cacan n be be cacatetegogoririzezed d ininto to twtwo o boboarardd categories namely published statistics and unpublished statistics. Various categories namely published statistics and unpublished statistics. Various sources are available namely central and state Government publications. sources are available namely central and state Government publications. For
Foreigeign n GovGovernernmenment t pubpubliclicatiationsons, , tectechnihnical cal and and tratrade de joujournarnals, ls, boobooks,ks, mag
magaziazinesnes, , newnews s pappapersers, , busbusineiness ss and and indindustustry ry pubpubliclicatiations ons stastatististicticalal rep
reportorts s etcetc. . unpunpublublishished ed stastatististictics s incincludlude e infinforormatmation ion foufound nd in in daidairieries.s. Let
Lettetersrs, , bibiogograraphphieies, s, auautotobibiogograraphphieies, s, scschoholalarsrs, , rereseseararch ch woworkrk, , trtradadee associations etc.
associations etc.
In internal sources a business organisation has to maintain records of In internal sources a business organisation has to maintain records of financial accounting, sales records, reports of salesmen etc. the marketing financial accounting, sales records, reports of salesmen etc. the marketing manager and the other staff of the
manager and the other staff of the company assisted in providing the needfulcompany assisted in providing the needful inf
inforormatmationion. . InInforformatmation ion regregarardinding g IndIndian ian milmilk k indindustustry ry and and A.P A.P milmilk k industry gathered from the secondary sources like
Sampling unit: The study is limited to manpower working in ITC Sampling unit: The study is limited to manpower working in ITC
Sampling Size: The total sample size includes 100 employees Sampling Size: The total sample size includes 100 employees
Sampling technique: Judgment sampling has been adapted for the present Sampling technique: Judgment sampling has been adapted for the present study.
study.
Limitations: Limitations:
1.
1. RecRecruiruitmetment and selent and selectiction is a on is a mosmost field of studt field of study even it is y even it is a singla singlee organisation.
organisation. 2.
2. A duratA duration of two moion of two months is not sunths is not sufficifficient for prent for presentesenting reping report on theort on the topic
topic 3.
3. The datThe data which is coa which is collectllected form a saed form a sample of 10mple of 100 emplo0 employees, mayees, may noty not be constraint.
CHAPTER 3
CHAPTER 3
INDUSTRY PROFILE
INDUSTRY PROFILE
TOBACCO INDUSTRY PROFILE TOBACCO INDUSTRY PROFILE
Bleeding state of cigarette/tobacco Bleeding state of cigarette/tobacco
industry:-Tobacco today is the largest contributory to Indian excise collections. Tobacco today is the largest contributory to Indian excise collections. Despite that the industry has been getting step-motherly treatment by the Despite that the industry has been getting step-motherly treatment by the central government. The industry has been facing regular increase in excise central government. The industry has been facing regular increase in excise duty on cigarettes in every budget for past so many years. The cigarette duty on cigarettes in every budget for past so many years. The cigarette in
induduststry ry in in papartrticiculular ar hahas s bebeen en susuffffererining g boboth th at at ththe e hahandnds s of of cecentntrarall government as well as state governments. In CY 12100 also the cigarette government as well as state governments. In CY 12100 also the cigarette industry was again made a scapegoat and a proposal for additional levy of industry was again made a scapegoat and a proposal for additional levy of 1%
1% on on cicigagareretttte e mamanunufafactctururerers s wawas s mamade de to to papay y fofor r ththe e lalackckadadaiaisisicacall app
approaroach ch of of GovGovernernmenment t regregardarding ing unrunreguegulatlated ed tobtobaccacco o crcrop. op. LasLast t yeayear r (cy10/00) a number of big events like crop holiday for the current year, (cy10/00) a number of big events like crop holiday for the current year, pr
propooposalsals s of of addadditiitionaonal l levlevy y on on cigcigarearettettes s etcetc. . domdominainated ted the the indindustustryry scenario.
scenario.
Based on the information provided by Mr. Ram Poddar, CEO of Based on the information provided by Mr. Ram Poddar, CEO of golfer Phillips India ltd, we herby present an out look on the industry.
golfer Phillips India ltd, we herby present an out look on the industry.
Industry background: Industry background:
In
Indidia a is is a a mamajojor r grgrowower er anand d exexpoportrter er of of totobabacccco o in in ththe e woworlrld.d. Pre
Despite lower production of total produce being exported Indian exports it Despite lower production of total produce being exported Indian exports it figures among top 10 exporters of the product in the world. In addition to figures among top 10 exporters of the product in the world. In addition to be
being ing the the larlargesgest t concontrtribuibutor tor to to govgoverernmenment nt cofcofferfers, s, the the indindustustry ry alsalsoo provides employment to more than 26mn people in the country both directly provides employment to more than 26mn people in the country both directly and indirectly. The Indian tobacco is largely used for making beedis and and indirectly. The Indian tobacco is largely used for making beedis and chewing products like khaini etc. tobacco is a very peculiar crop. It is grown chewing products like khaini etc. tobacco is a very peculiar crop. It is grown in rain starved areas on Solis which are otherwise not suitable for any other in rain starved areas on Solis which are otherwise not suitable for any other crop. Thus it makes use of the least resources available to it, to give a crop. Thus it makes use of the least resources available to it, to give a produce which provides so much to government offers it learns of excise, produce which provides so much to government offers it learns of excise, exports as well as employment that today the per acre earning of farmers exports as well as employment that today the per acre earning of farmers from a specially type of tobacco is much higher than any other crop grown from a specially type of tobacco is much higher than any other crop grown in the country.
in the country.
There are various types of tobacco grown in the country but most of There are various types of tobacco grown in the country but most of the exports of tobacco by our country are of five curved Virginia (FCU) the exports of tobacco by our country are of five curved Virginia (FCU) ty
typepe. . ThThe e InIndidian an totobabacccco o exexpoportrteded, , is is momoststly ly usused ed as as a a fifillller er in in ththee in
inteternrnatatioionanal l cicigagarerettttes es in fain fact ct lilikekely ly anany y ototheher r agagroro-p-proroduductct, , ththee characteristics of tobacco, its taste, its aroma and other properties largely characteristics of tobacco, its taste, its aroma and other properties largely depend on the soapy or area in which it is grown. Moreover cigarettes depend on the soapy or area in which it is grown. Moreover cigarettes smokers are very particular about the taste, the aroma of their cigarette smokers are very particular about the taste, the aroma of their cigarette brand. So it becomes extremely necessary to maintain the blend tobacco brand. So it becomes extremely necessary to maintain the blend tobacco
us
used ed fofor r cicigagareretttte e mamanunufafactctururining g to to gigive ve ththe e sasame me ququalalitity y prprododucuct t toto consumers. This is to maintain the consistency of as
consumers. This is to maintain the consistency of as of a brand.of a brand.
Re
Rececent nt hahappppeneninings gs anand d titits ts imimpapact ct on on ththe e ininduduststry ry in in cycy1212/0/00 0 aa number of big things happened in the tobacco industry both on domestic as number of big things happened in the tobacco industry both on domestic as well as international front. In tar nationally tobacco prices fell to extremely well as international front. In tar nationally tobacco prices fell to extremely
low levels owing to excess production. Carry over of previous years stock low levels owing to excess production. Carry over of previous years stock and dipping demand owing to high pitched protests against tobacco and and dipping demand owing to high pitched protests against tobacco and cigarette manufacturers the year also witnessed a major happening on the cigarette manufacturers the year also witnessed a major happening on the in
inteternrnatatioionanal l frfronont t in in tetermrms s of of $ $ 14145 5 bubun n pepenanaltlty y agagaiainsnst t totobabacccco o anandd cigarette manufacturers the year also witnessed a major happening on the cigarette manufacturers the year also witnessed a major happening on the international front in terms.
international front in terms.
On domestic front the year saw an excess production due to large On domestic front the year saw an excess production due to large quantity of non-regularized crop. As in India
quantity of non-regularized crop. As in India the tobacco cultivation is the tobacco cultivation is under under control of Tobacco board which licenses for the amount that
control of Tobacco board which licenses for the amount that can be grown incan be grown in a
a papartrticiculular ar arareaea, , ththe e tototatal l amamouount nt exexpepectcted ed at at ththe e enend d of of ththe e yeyear ar isis approximately known. But due to curativeness of the earning per acre of approximately known. But due to curativeness of the earning per acre of tobacco crop a number of farmers grow unauthorized crop. In domestic as tobacco crop a number of farmers grow unauthorized crop. In domestic as we
well ll as as ininteternrnatatioionanal l mamarkrketet, , papartrticicululararly ly in in ththe e babackckgrgrouound nd of of ovover er production in other countries also has resulted in a glut. As a result even the production in other countries also has resulted in a glut. As a result even the
genuine tobacco growers are suffering. The
genuine tobacco growers are suffering. The tobacco board in order to tobacco board in order to protectprotect the interested of tobacco farmers has recommended crop holiday for ey the interested of tobacco farmers has recommended crop holiday for ey 12/00 and to add to it a proposal to introduce a levy of 1% on the sales of 12/00 and to add to it a proposal to introduce a levy of 1% on the sales of cigarettes in order to fund this noble cause. Too has been made. Through cigarettes in order to fund this noble cause. Too has been made. Through Government proposals have a noble cause of helping out poor farmers and Government proposals have a noble cause of helping out poor farmers and seem to be good remedial measures but these are very short-term solutions seem to be good remedial measures but these are very short-term solutions to the problem.
to the problem.
Presently of the total tobacco produce in India only 50%
Presently of the total tobacco produce in India only 50% is used in theis used in the domestic market and of this domestic consumption of tobacco only 16% is domestic market and of this domestic consumption of tobacco only 16% is used by cigarette industry. So to what extent is it justified that an industry used by cigarette industry. So to what extent is it justified that an industry consuming just 16% of the total domestically consumed tobacco bears the consuming just 16% of the total domestically consumed tobacco bears the
brunt of funding the cause. Through 1% levy, which on the first hand has brunt of funding the cause. Through 1% levy, which on the first hand has occurred due to unauthorized crop? Moreover the noble cause seems to be occurred due to unauthorized crop? Moreover the noble cause seems to be meant only for a few FCV tobacco growers that too for those who should meant only for a few FCV tobacco growers that too for those who should instead be punished for
instead be punished for growing unauthorized crop.growing unauthorized crop.
In addition to this already the excise collection from tobacco industry In addition to this already the excise collection from tobacco industry is skewed against
is skewed against cigarette manufacturers, which account for more than 90%cigarette manufacturers, which account for more than 90% of the total state and central levies imposed on tobacco. If we see the of the total state and central levies imposed on tobacco. If we see the contribution of various tobacco products towards ten collection from tobacco contribution of various tobacco products towards ten collection from tobacco industry we find that per kg of tobacco aced in cigarettes contributes Rs 680 industry we find that per kg of tobacco aced in cigarettes contributes Rs 680 while per kg of tobacco used for bead manufacturing yields just Rs. 34 and while per kg of tobacco used for bead manufacturing yields just Rs. 34 and per kg of tobacco used for checking products contribute only Rs 40. in such per kg of tobacco used for checking products contribute only Rs 40. in such a scenario is its justified that cigarette manufacturers be placed at altar to a scenario is its justified that cigarette manufacturers be placed at altar to pr
proteotect ct the the defdefaulaultinting g farfarmermers. s. Am Am of of the the opiopinionion n thathat t the the proproposposal al of of imposition of 1% levy on cigarette sales is unjustified.
imposition of 1% levy on cigarette sales is unjustified.
Regarding the crop holiday the industry has a divided opinion. Tobacco Regarding the crop holiday the industry has a divided opinion. Tobacco institute of India. A representative body of the industry is strongly against institute of India. A representative body of the industry is strongly against such a crop holiday and tome also the crop holiday doesn’t make any sense such a crop holiday and tome also the crop holiday doesn’t make any sense wi
with th coconsnsumumer er bebeining g vevery ry papartrticiculular ar ababouout t ththe e tatask sk anand d araromoma a of of ththee cigarette brand which in turn depends on the type of tobacco used, the crop cigarette brand which in turn depends on the type of tobacco used, the crop holiday would lead to present Indian tobacco importers to switch to other holiday would lead to present Indian tobacco importers to switch to other countries and once the switch takes place it would be for a long term as no countries and once the switch takes place it would be for a long term as no importer company would like to ricks change in flavor and taste of its importer company would like to ricks change in flavor and taste of its cigarette brands. So the crop holiday in long term perspective would lead to cigarette brands. So the crop holiday in long term perspective would lead to
loss of export market for Indian permanently and also instead of helping loss of export market for Indian permanently and also instead of helping tobacco farmers is going to do more harm.
tobacco farmers is going to do more harm.
Woes of the tobacco industry: Woes of the tobacco industry:
If we take a glance at the current situation of the tobacco industry we If we take a glance at the current situation of the tobacco industry we will find that the situation is just like
will find that the situation is just like that of a farmer killing the hen that laidthat of a farmer killing the hen that laid golden eggs. Today the government is mulching the industry, especially the golden eggs. Today the government is mulching the industry, especially the cigarette industry to such an extent that the industry would very soon die an cigarette industry to such an extent that the industry would very soon die an Unna rural death. In fact the indications from trend of consumption and Unna rural death. In fact the indications from trend of consumption and excise collection just corroborate these fears.
excise collection just corroborate these fears.
Presently tobacco industry’s contribution to excise has increased from Presently tobacco industry’s contribution to excise has increased from me
mere re 7.7.2525% % in in 19198787-8-88 8 to to 1212% % in in 20200000-0-01 1 whwhilile e ththe e coconsnsumumptptioion n of of to
tobabacccco o hahas s dedeclclinined ed frfrom om 55552 2 mn mn kgkgs s in in 19199999. . FuFurtrtheher r ththe e cicigagarerettttee con
consumsumptiption on has has drodroppepped d frofrom m 23% 23% of of tottotal al tobtobaccacco o conconsumsumptiption on hashas increased. In US the contribution has increased from mere 2% in 1880 to increased. In US the contribution has increased from mere 2% in 1880 to 84% in 1999. Besides this, already the cigarette industry is gasping for 84% in 1999. Besides this, already the cigarette industry is gasping for breath due to imposition of luxury tax or entry tax by various states ranging breath due to imposition of luxury tax or entry tax by various states ranging
from 1.5% to 10%. from 1.5% to 10%.
In such a scenario of rising taxes and decreasing consumption, any In such a scenario of rising taxes and decreasing consumption, any fu
furtrtheher r imimpoposisitition on of of lelevivies es or or tataxexes s on on ththe e cicigagareretttte e ininduduststry ry seseememss unjustified. So I think the government should give a glance to these aspects unjustified. So I think the government should give a glance to these aspects and should try to see the situation from cigarette industry’s point of view and should try to see the situation from cigarette industry’s point of view before finalizing any
India is the third largest producer of tobacco in the world after china India is the third largest producer of tobacco in the world after china and USA. Through it occupies a mere 0.25 per cent of the cropped area in and USA. Through it occupies a mere 0.25 per cent of the cropped area in the country. It contributed Rs 507 crores to the foreign exchange earnings the country. It contributed Rs 507 crores to the foreign exchange earnings and Rs. 3200 crores to the exchequer by way of central excise during and Rs. 3200 crores to the exchequer by way of central excise during 1992-93. Further it provides employment to millions of people both directly and 93. Further it provides employment to millions of people both directly and indirectly. Despite playing such a vital role in the economy the industry indirectly. Despite playing such a vital role in the economy the industry fa
faceces s mamany ny coconsnstrtraiaintnts s fofor r it it dedevevelolopmpmenent. t. InIncrcreaeasising ng prprododucuctitivivityty,, improving the quality, better marketing practices of non virgin tobacco and improving the quality, better marketing practices of non virgin tobacco and aa mo
more re reretitinanal l exexcicise se popolilicy cy on on cicigagarerettttes es wowoululd d hehelp lp ththe e grgrowowth th of of ththee industry as well as meet the challenges of the
industry as well as meet the challenges of the future.future.
The Tobacconist is: The Tobacconist is:
Tobacco needs a country like India. Hot climate fertile soil plenty of Tobacco needs a country like India. Hot climate fertile soil plenty of rain and it needs a manufacture like so partial exports. Quality-conscious. rain and it needs a manufacture like so partial exports. Quality-conscious. Service oriented. With a ginger upon the place of the market in India.
Service oriented. With a ginger upon the place of the market in India.
An enterprise that began in 1972 as our modest family business. Has An enterprise that began in 1972 as our modest family business. Has now grown in to a giant exporter of tobacco to world-renowned clients. The now grown in to a giant exporter of tobacco to world-renowned clients. The tobacco we trade in is subjected to a series of rigorous quality tests before tobacco we trade in is subjected to a series of rigorous quality tests before being sent to our customers. The result- a product purest in grand, richest in being sent to our customers. The result- a product purest in grand, richest in
fl
flavavor or ththe e totobabacccco o coconsnsigignmnmenent t is is cacarerefufulllly y papackcked ed in in tatampmperer-p-proroof of containers and shipped to the destination. Immediately. The result-prompt containers and shipped to the destination. Immediately. The result-prompt delivery at your doorstep with the product in perfect condition according to delivery at your doorstep with the product in perfect condition according to weather.
weather.
All this comes to you from four state-of-the art factories based in All this comes to you from four state-of-the art factories based in western India. Connected to India’s largest seaport kandla with an annual western India. Connected to India’s largest seaport kandla with an annual
handling capacity of 25000 tones of tobacco we are in a position to meet handling capacity of 25000 tones of tobacco we are in a position to meet your requirements at any time of the year. Our brands of not manufactured your requirements at any time of the year. Our brands of not manufactured tobacco CAMEL, AFZAL & ISFAHAN have become favorites with our tobacco CAMEL, AFZAL & ISFAHAN have become favorites with our clients the world over.
clients the world over.
ILTD PROFILE ILTD PROFILE About ILTD: About ILTD: We are We are
The leaf tobacco arm of ITC ltd.The leaf tobacco arm of ITC ltd.
The largest buyer, processor and The largest buyer, processor and exporter of Indian cigarette tobaccos.exporter of Indian cigarette tobaccos.
Committed to tobacco crop development through fundamental andCommitted to tobacco crop development through fundamental and applied research.
applied research.
A A prprofofesessisiononalally ly mamananageged d prprogogreressssivive e ininststititututioion n wiwith th prprovovenen leadership in the Indian tobacco industry
leadership in the Indian tobacco industry
Fo
For r ovoveer r 990 0 yeyeaarsrs, , wwe e aare re ididenentitiffieied d wwitith h tthhe e ininttrorodducucttioion n anandd dev
develoelopmepment nt of of cigcigarearette tte tobtobaccaccos os of of IndIndia. ia. Our Our effeffororts ts in in cigcigarearettette tobacco development and export marketing have enable India to become tobacco development and export marketing have enable India to become the fifth largest cigarette tobacco producer and the
the fifth largest cigarette tobacco producer and the eighth largest exporter eighth largest exporter of cigarette type tobaccos in the world.
of cigarette type tobaccos in the world.
We have sophisticated state-of-the-art processing and storage
We have sophisticated state-of-the-art processing and storage facilitiesfacilities located in the cigarette
“ILTD believes in building an
“ILTD believes in building an enduring relationship with you to createenduring relationship with you to create a unique competitive advantage that will enable you to within the global a unique competitive advantage that will enable you to within the global market place”.
market place”.
ILTD-core capabilities
ILTD-core capabilities::
ILTD have been recognized by national and international cigarette ILTD have been recognized by national and international cigarette manufacturers and tobacco merchants for our core capabilities in:
manufacturers and tobacco merchants for our core capabilities in:
ILTD continuously strive to improve the
ILTD continuously strive to improve the quality of India’s offerings toquality of India’s offerings to international cigarette tobacco customer’s process
international cigarette tobacco customer’s process excellence.excellence.
Ou
Our r plplanants ts wiwith th ststatate e of of ththe e arart t tetechchnonolology gy anand d ininteternrnatatioionanallllyy benchmarked manufacturin
benchmarked manufacturing process deliver quality products all g process deliver quality products all the time.the time.
Building relationship with framers. Building relationship with framers.
This helps to constantly transfer technology from the laboratory to the This helps to constantly transfer technology from the laboratory to the land for achieving superior yield and
land for achieving superior yield and better quality (tobaccos)better quality (tobaccos)
Customer Focus: Customer Focus:
Our value proposition to our customers is
Our value proposition to our customers is to create unique competitiveto create unique competitive advantage that will enable them to will global market.
advantage that will enable them to will global market.
Talent Management: Talent Management:
ILTD process managers with a wealth of experience, gained over ILTD process managers with a wealth of experience, gained over decades, in crop development, sourcing, processing, storage and
decades, in crop development, sourcing, processing, storage and logistics.logistics.
ILTD- Research and Development: ILTD- Research and Development:
ILTD, the tobacco organisation in the Indian corporate sector with ILTD, the tobacco organisation in the Indian corporate sector with extensive R&D facilities covering all aspects of tobacco crop cultivation, extensive R&D facilities covering all aspects of tobacco crop cultivation, processing and packing. Our R&D center is equipped to provide our processing and packing. Our R&D center is equipped to provide our customers with all the relevant data on chemical and physical parameters customers with all the relevant data on chemical and physical parameters of their leaf supplies from us.
of their leaf supplies from us.
Our passion for quality and productivity enable our customers gets the Our passion for quality and productivity enable our customers gets the best at the most competitive price in a consistent manner.
best at the most competitive price in a consistent manner.
This is borne out by: This is borne out by:
Introduction of improved varieties.Introduction of improved varieties.
Propagation of contemporary and cost Propagation of contemporary and cost effective agro-techniques.effective agro-techniques.
Energy and ECO conservation measures.Energy and ECO conservation measures.
Use Use of of altalternernatiative ve sousourcerces s of of eneenergyrgy-ag-agro ro waswastes tes (br(briquiquettettes es frofromm coffee husk and paddy husk) and solar energy.
coffee husk and paddy husk) and solar energy.
Our product quality emanates from our strategy of intimate involvement Our product quality emanates from our strategy of intimate involvement with tobacco farmers in India. By collaborating with world renowned with tobacco farmers in India. By collaborating with world renowned tobacco technology centers and government organisations for technology tobacco technology centers and government organisations for technology and knowledge transfer. We enable the Indian tobacco farmers to adopt and knowledge transfer. We enable the Indian tobacco farmers to adopt best practices in use. Our R&D facilities are manned by qualified and best practices in use. Our R&D facilities are manned by qualified and
ex
expeperrieiennceced d scscieientntisists ts iincncllududiing ng agagrorononomimisststs, , pplalannt t brbreeeedderers,s, entomologists and chemists.
entomologists and chemists.
Our R&D unit has been accorded due recognition with the following Our R&D unit has been accorded due recognition with the following awards.
awards.
Best research and development of
Best research and development of new innovation Gold award.new innovation Gold award.
For its contribution to farm productivity improvement through theFor its contribution to farm productivity improvement through the introduction of improved varieties and propagation of contemporary introduction of improved varieties and propagation of contemporary and cost
and cost effective agro-techniques.effective agro-techniques.
Best energy conservation implementation gold
Best energy conservation implementation gold award.award.
For energy and eco conservation measuresFor energy and eco conservation measures
ILTD-processing: ILTD-processing:
Our green leaf threshing (GLT) plants with a total capacity to process Our green leaf threshing (GLT) plants with a total capacity to process 520 metric tones per day are comparable with the best in the world. They are 520 metric tones per day are comparable with the best in the world. They are fully automated with the latest equipment to process and deliver 100 million fully automated with the latest equipment to process and deliver 100 million
