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Recruitment And Selection

Process Of Nestle Tahliwal,UNA


Six Weeks Summer Internship
Presentation

Anitika
51MB5013510
3rd Semester, MBA
INTRODUCTION
Nestl is a Swiss-German word which means LittleNest
which is its trademark.
Nestle is the worlds largest and leading food, nutrition,
health and wellness company.
Founded and headquartered in Vevev, Switzerland.
Has 447 factories in 194 countries and employs more than
3,39,000 people.
Mainly deals in chocolates, milk products, maggi, soup,
sauce, coffee, tea, milkmaid, and mineral water etc.
HISTORY
Henri Nestl established the Company
Nestl in1867 in Switzerland.
He was a trained pharmacist, who made
an attempt to develop an alternative source
of infant nutrition.
He created the first milk and cereal
based infant food Farine Lacte Henri Nestl.
COMPANY PROFILE OF NESTLE
TAHLIWAL
Nestle India set up its 8th manufacturing
facility at Tahliwal (Himachal Pradesh),
in 2012 .
Production in this factory began in 2012
with the manufacture of Nestle instant Maggie and Munch.
This factory employs 145 people and is cited as a model in
terms of environment protection. Employeer as well
Employee safety is major concern in Nestle Tahliwal Una.
RESEARCH OBJECTIVE
The main objectives of my project are:
To study the Recruitment and Selections
procedures used at Nestle TahliwalIndiaLtd,
UNA.
To analyze the effectiveness of this very
important function in terms ofdevelopment of
the organisation and the individual

RECRUITMENT
The Process of generating a pool of qualified
candidates for a particular job

OR

The Process of discovering potential candidates


RECRUITMENT GOALS
1

Attract the Qualified Applicants.

2
Encourage Unqualified
Applicants to self-select
themselves out.
Human Resource Requisition Form
(HRRF)
Nestle company receive the requirement from the required department
first. It is issued by the dept head to HR dept.
Human Resource Requisition Form (HRRF)

Position:
Reporting to:
Department:
Experience Level:
When the position is to be recruited:
Job Requirements:
Signature of the Department:
Approved By:
SOURCES OF RECRUITMENT

SOURCES OF
RECRUITMENT

INTERNAL EXTERNAL
SOURCES SOURCES
SOURCES OF
RECRUITMENT Cont . . .
Internal Sources includes:

Present Employees who can be transferred or given promotions.


The retired and retrenched the employees who want to return to the
company.
Dependents and relatives of the deceased and disabled employees.

External SourcesConsistof:

Advertisements.
Contacting large consultants like Niyukti.
Campus Interviews.
Recruitment at factory gate.
Employment Exchanges.
SELECTION

Or
Selection
Process
Interview Assessment Form
METHODOLOGY
Planning the sample:
The total population i.e. some of the executives, managers, and some
people from the middle and lower level management was the sample
of the research study.
Sampling Technique:
Simple random sampling technique was used in order to get the data.
To facilitate easy availability of the data, respondents were the
executives of the top management and of various other divisions
were approached.
Tools of Data collection:
Thetoolsofcollectingdataincludedquestionnaires,interviewsand
personal observation.
Data Analysis:
The data collected has been analyzed in the theoretical form
Method of analysis
Statistical tools like charts, graphs and tables were used to represent
LIMITATIONS OF STUDY
Some of the respondents could not spare much time to
answer the questionnaire because of lack of their valuable
time.
Complete information not revealed by the companies for
administrative reasons.
As the project is prepared for academic purpose only, it
suffers from the limitations of time and money, due to which
analytical study into all the strategies adopted by the
organization was not possible.
All this study is limited to Nestle ltd Tahliwal , UNA Himachal
Pardesh only.
Findings
As per responses of employees they said that company asks for

references at the time of selection and rest of them said no.

From the responses, it is clear that up to 80% of employers accepted

that the references provided by the candidates are verified.

90% of employers said that company maintains and manage candidates

file includingmaintenanceofdatabasetoensurecomprehensivedata
collection data collection of candidate.

Aspertheresponses45%ofemployersbelievethattheemployee'spro

ductivity gets hampered due to his marital status to a large extent.

CONCLUSION

REQUIREMENT:- Necessity is the mother of Invention this is true everywhere. In the

study first of all I tried to find out the cause of the process of Recruitment and Selection. I
got the answer from NESTLE that here in Nestle major cause for the process is its
Expansion program as Nestle is growing vastly. Few other reasons are Replacement
vacancy, Retirement hardly takes place here.

SOURCES:- Anorganizationsexcellencedependsuponitsemployeesperformance,

which has not only to be maintained on a consistent level, but also must be improved
constantly. Allthiscanbe achievedifsuitableemployeesare selected, through proper
Recruitment and Selection procedure.

METHODS:-For the recruitment and selection various test include for e.g. aptitude test,

personality test and group discussion. As we all know that, in todays highly
competitiveage thebiggestproblemis of retentionofitshighlyskilled employees in the
organization. Recruitment plays a vital role in this regard .But it should beseen that no
system is without any flaws. Every system has its strong and weak points and is open for
change at any time.

IMPROVEMENT:-Nestle a well-developed Selection System for its employees

development. Thus, the company provides scope for employees on future growth,
careerplanning, training and development.