TABLE OF CONTENTS

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About Recruitment Company profile HR acquisition Growth hierarchy in U.B India Recruitment and Selection. Training Needs Analysis Training and Development initiatives Performance Management Systems Compensation and Reward Structure Health and Safety. Employee Engagement Initiatives Selection process Application process Training and development Conclusion References

INTRODUCTION
Recruitment Recruitment is a linking function joining together those with jobs to fill and those seeking jobs. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operations of the organization. Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies. In simple terms, recruitment applies to the process of attracting potential employees to organization or company. It is a systematic mean of finding and inducing available candidates to apply to the company or enterprise for employment. Recruitment is said to be positive in its approach as it seeks to attract as many as candidates as possible. Theoretical, recruitment process is said to end with the receipt of applications in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job Purpose and importance The general purpose of recruitment is to provide a pool of potential qualified job candidates. Specifically the purpose is to: 1. Determine the present and the future requirements of the organizations in conjunction with the personnel planning and job analyzing activities. 2. Increase the pool of job candidates with minimum cost. 3. Help increase the success rate of the selection process by reducing the number of, obviously under qualified or overqualified job applicants. 4. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. 5. Meet the organizations legal and social obligations regarding the compensation of its workforce. 6. Start identifying and prepare potential job applicants who will be appropriate candidates. 7. Increase organisation and individual effectiveness in short and long term. 8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

COMPANY PROFILE
United biscuits were founded in 1948 with the merger of two Scottish family businesses; these were McVities and the Price and McFarlane Lang group. It was developed furthermore when they acquired Crawfords Biscuits and MacDonalds Biscuits. More recently in 2000, United Biscuits was bought by Final realm that was a consortium of investors and the company reverted to a private company status.

United biscuits are US $2 billion branded company which is the largest producer of biscuits in 1.5 billion tons of UK market. Baking biscuits since 1850 and selling in more than 100 companies. The first McVities original digestive was baked in 1892.

Operations

The core of the business is in the United Kingdom, where it produces biscuits, crisps and other snacks under a number of brand names including: McVitie's biscuits, KP Nuts, Hula Hoops, McCoy's crisps, Phileas Fogg snacks, Jacob's Cream Crackers, and Twiglets. The company manufactures in a number of countries across Europe, such as the Netherlands, France and Belgium. The company's headquarters are in Hayes, Middlesex. The company's main UK distribution centre is at Ashby-de-la-Zouch, where it also has a factory manufacturing KP Snacks. United biscuits network The 'United Biscuits Network', a closed-circuit radio network serving their factories across the UK which was active from 1970 to 1979, spawned the career of UK radio presenter Steve Allen and TV and radio personality Dale Winton

HR ACQUISITION
Role of H.R y y y y y y Selection and recruitment. Coordinating with employees. Introducing promotional programmers. Assessment of employees. Employee relation. Other formalities of organisation.

GROWTH HIERARCHY IN U.B INDIA

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Country head Board of Directors (BOD of the country) Managers ( managers of different departments) Regional Sales Managers (RSM) Area Sales Manager (ASM) Territory Sales Incharge (TSI) Salesman

SELECTION PROCESS
Selection according to the post y Country head Country head is selected by the Board of directors of United Biscuits internationally not by United Biscuit in India. Managers Managers are selected by the Board of directors of the country and further recommended to the Country head for the final procedure of selection.

y Regional Sales Managers RSM selected by zonal managers and there is only one RSM in the particular region for e.g. in Delhi ncr there is only one RSM he is MR. Vivek Chaturvedi. y Area Sales managers ASMs are selected by RSM of U.B. There are almost 5 ASM in particular region Territory Sales Incharge TSI are selected by ASM and they are further recommended to RSM for the final selection Salesman They are that person who doesnt have particular criteria for selection process rather they are recommended by TSI and TSI further recommend it to ASM.

Selection criteria for freshers y Aptitude test This is the test which is conducted by recruitment team of U.B both on campus and off campus. It is a type of exam use to determine an individual propensity to succeed in a given activity. Aptitude test assume that individual have inherent strengths and weakness, and are naturally inclined towards success or failure in certain areas based on their inherent characteristics. An aptitude test doesnt test knowledge; it is not a test that one can study for. Group discussion It is a modern method of assessing students personality. It is both a technique and an art and a comprehensive tool to judge the worthiness of the student and his appropriateness for job. Personal interview The panel followed by U.B group in India for P.I is one ASM and one TSI. P.I is a formal meeting between the interviewer and the interview for the purpose of obtaining information about something in particular. The interview is a successful tool in advertising research and may be conducted in any number of ways including:1. Depth interview 2. Focus group interview

APPLICATION PROCESS

Training and development

Job briefings Job briefings given at the begging by the top authority which describes the details of the work to be done in the training process. This can be in the form of Information Docket or Pamphlet. Training process y On the job training TSI guides the salesman about the market which he needed to cover weekly. While the new salesman is appointed then for the first few days of the month TSI will cover the market and on the way will teach him how to make maximum calls and will also tell him this is your market which you will cover next time. This kind of training is called as on the job training. 20-30 hours training in a year United biscuit normally provide 20-30 hours training in a year to existing employees. This kind of training is only done when the technology is updated or new modes or methods are appointed to make successful transaction. Off the job training This type of training can be called as training while giving the lectures discussing about the procedures and methods to be implemented in the meetings conducted. Briefings about the new products, studying cases Communicating the training process, behavioral training and team leading are the main components of training process.

Reasons for training By analyzing the past and present performance of the employee, where ever the improvement is required and the skills they are lacking behind can be improved. Motivation:y Employee engagement activities y Referral and rewards (R and R) y Small get to gather and enjoying meals. y Enjoying party whenever required. y Playing different games. y Enjoying festival events y Incentives, compensation, bonus being awarded on time to time.