A

PROJECT REPORT
ON

RECRUITMENT AND SELECTION

At
DABUR INDIA LTD.

SUBMITTED IN THE PARTIAL FULFILLMENT FOR THE AWARD

OF THE DEGREE FOR THE
MASTER IN BUSINESS ADMINISTRATION
(2007-2009)

SUBMITTED BY:
Kapil Prasad
MBA-IV Sem.
Roll No.: 0700370013

NISA CADEMY ,
DELHI GATE, AGRA
 ABSTRACT

Name of project guide :

Mr. Ashish Anand Regional Manager HR.
Dabur India Ltd. Kaushambi, Sahibabad, Ghaziabad.

The project " Recruitment and Selection in Dabur India Ltd (DIL) "

provides an in depth study of the recruitment and selection procedures

followed by DIL to select the prospective candidates having the right

spark in them which is required for the organisation.

Every organisation is having policies of selecting manpower, which suits

the needs requirement of the organisation.

 ACKNOWLEDGEMENT

I would like to extend our sincere thanks to Mr. Ashish Anand, Regional
Manager-HR our project guide for his guidance and support throughout my
training at Dabur India Limited, Sahibabad , Ghaziabad branch. His calm demeanor
and willingness to teach has been a great help in my successfully completing the
project. My learning has been immeasurable and working under him was a great
experience. My sincere thanks also extend to all the staffs of Standard Chartered
Bank for providing a hospitable and helpful work environment and making our
summer training an exciting and memorable event.

My heartfelt thanks are also towards my guide

__________________________________ without whose continuous help and
enthusiasm the project would not have been materialized in the present form.
Finally I also wish to thank NIS Academy, Delhi Gate, Agra for making this
experience of summer training in an esteemed organization like DABUR possible.
The learning from this experience has been immense and would be cherished
throughout life.

Deepak Samandia
 STATEMENT OF OBJECTIVE

This project entitled Recruitment and Selection in Dabur India Ltd (DIL) is aimed
at studying the recruitment and selection procedures at DIL. Recruitment and
selection procedures of any organisation are very important functions because these
decide the most suitable manpower which steers the industry to its desired goals.

OBJECTIVES

The main objectives of this project are:

 To study the Recruitment and Selections procedures used at DIL.

 To analyze the effectiveness of this very important function in terms of
development of the organisation and the individual.
 EXECUTIVE SUMMARY

As in case of any other functional area like marketing, production or finance, the

work personnel department has also to be planned. Planning in the personnel area is

mainly concerned with crystallizing from where the right type of people can be

secured for future anticipated vacancies.

Manpower planning is the process by which management determines how the

organization should move from its current manpower position to its desired

manpower position. Through planning, management strives to have the right number

and the right kinds of people, at the right places, at the right time, doing things,

which result in the growth and success of both- the organization and the individual.

The manpower planning is one of the basic steps in the recruitment and selection

procedure.

Recruitment and Selection is the process wherein the organisation finds the best

candidate among the vast array of candidates. The function that locates the sources

where from the required human resources can be available and to attract them

towards the organisation is known as recruitment.

Selection can be defined as the process wherein the organisation has to select a
small lot of people who are useful to the organisation in terms of their capabilities

and their qualifications. The main aim of organisation at this stage is to have a well-

equipped manpower efficient enough to handle all the tasks gracefully.

This project entitled "Recruitment and Selection in Dabur India Ltd (DIL)"

aims at studying the recruitment and selection procedure undertaken at this ever

growing organisation. The project gives a brief idea as to how the whole process

works. Every organisation has different policies, at times unique and it is very rare

that the policy of one organisation matches to the policies of another organisation.

It is true that the success of any organisation depends upon the old dictum: right

person for the right job. At the same time it is all the more important to have right

and tested combination of recruitment and selection policies to attract, select and

appoint a desired lot and replenish it from time to time. The transformation from a

family concern to FMCG industry has tested the recruitment and selection policies

and the organisation. The sustainability and success of this living legend over

hundred years has proved that the strategies adopted by this multinational are true to

its needs and requirement. DIL has a strong work force of 2,500 employees.

DIL has succeeded over hundred years because it still follows the basic dictum

and is being guided by the vision and the age-old the principles which are followed
religiously.
 The present study is sub-divided in to:

• STATEMENT OF OBJECTIVE

• INTRODUCTION TO DABUR

• VISION

• PRINCIPLES

• OVER HUNDRED YEARS OF CARING

• CORPORATE PHILOSOPHY

• LOCATION OF OPERATIONS

• COMPANY'S BUSINESS ACTIVITIES

• MANUFACTURING UNITS OF DABUR

• JOINT VENTURES

• SUBSIDIARIES

• COLLABORATIONS

• DABUR PRODUCTS

 AYURVEDIC SPECIALITIES

 PHARMACEUTICALS

 AYURVEDIC HEALTH TONICS

 DIGESTIVES
  CHILD CARE PRODUCTS

 WOMEN CARE PRODUCTS

 HAIR AND SKIN CARE

 ORAL CARE

 DABUR FOODS LIMITED

• QUALITY POLICY

• QUALITY OBJECTIVE

• IMPORTANT STRATEGIES ADOPTED

• LEVEL STRUCTURE OF ORGANISATION

• LIST OF DIRECTORS

• ECO-FRIENDLY DABUR

• DOMINANT BRANDS

• BRINGING UP DABUR

• WELFARE ACTIVITIES AT DABUR

• JAPANESE CONCEPT

• HUMAN RESOURCE PROCESS IN ORGANISATION

• STRUCTURE OF HR DEPARTMENT
 TABLE OF CONTENTS

• INTRODUCTION

 RECRUITMENT

 SELECTION

• RECRUITMENT AND SELECTION PROCEDURE IN DABUR INDIA

Ltd.

• BIBLOIGRAPHY

• ANNEXTURE

1.1 MANPOWER INDENT FORM

1.2 DABUR APPLICATION FORM

• CONCLUSION
 COMPANY PROFILE

Dabur India Limited came into existence over 100 years ago in 1884 in Calcutta.

The founder of Dabur India Limited-Dr.S.K.Burman (1856-1907) was a physician

who brought Ayurvedic medicines for the masses of Bengal. His off quoted dictum

is the guiding spirit behind Dabur even today:

"What is the life worth which cannot bring comfort to others"

And the Vision of DIL is:

"Dedicated to the health and well being of every household"

 INTRODUCTION TO DABUR

Dabur India Limited came into existence over 100 years ago in 1884 at Calcutta.

The founder, Dr.S.K.Burman, was a practicing allopathic doctor. At that time

Malaria, Cholera and Plague were the common diseases. He was a physician who

brought ayurvedic medicines to the masses of Bengal. Initially established as a

proprietary firm for the manufacture of chemicals and ayurvedic drugs it was later

on 19th November 1930 incorporated as private limited company. Late Shri

C.L.Burman, son of late Dr S.K. Burman and his son late Shri P.C.Burman in the

name of Dr S.K.Burman Pvt.Ltd. to expand the operations by setting up production

facilities at Garia and Narendrapur, West Bengal and Daburgram, Bihar.

Dabur (Dr.S.K.Burman) Pvt. Ltd. was merged with Vidogum and Chemicals

Ltd. w.e.f. 1st July1985 and the amalgamated company was renamed DABUR

INDIA LIMITED and a fresh certificate of incorporation was issued to that effect.

In 1970,the bulk of manufacturing facilities were shifted from West Bengal to

Faridabad in Haryana.

In 1975,vidogum and chemicals were incorporated in technical collaboration

with Unipekin AG (Switzerland) for the manufacture of edible grade and industrial

grade Guargum powder at Alwar in Rajasthan.

 In 1977,a modern automated plant was set up in Sahibabad (U.P.) for the

manufacture of Chyawanprash, Asavrishthas, Hair oil, Tooth powders, Hajmola, and

other Ayurvedic specialties. Certification for production of toiletries and food grade

products was issued on 13th October 1986 by the registrar of Delhi and Haryana to

the company, Dabur Private Limited, a closely held Public Limited Company.

It was incorporated as a Private Ltd. Company in the name of Dabur (Dr. S.K.

Burman) Pvt. Ltd. From a humble beginning in 1884, a manufacture of traditional

medicine in Calcutta, Dabur has come a long way to become a multifaceted

multinational, multi-product, modern Indian corporation with a global presence. It

now enjoys the distinction of being the 2nd largest FMCG Company and is praised

to become a true Indian Multinational.

The main plant was set up in Sahibabad (U.P.) in 1977 for manufacturing of

Chyawanprash, hair oil, tooth powder, hajmola and other ayurvedic medicines and

food products etc. Dabur's main line of business is in the sphere of Health care,

Personal care and Beauty care. Its strength lies in natural and herbal preparations.

Dabur's corporate philosophy has always been ahead of its time. The founder's

initial success was mainly due to his direct main campaigns- a technique that

became very popular nearly a century later. The company was one of the earlier
Indian companies to have fully equipped R & D lab as early as in 1919. Today, the

company has its own mainframes and computers are a way of life here.

Dabur is also an ISO 9002 certified company. The certification was obtained in

1995 by SGS YARSLEY international services Limited U.K. Dabur's revenue today

exceed Rs.800 crores with plans to achieve Rs.2, 000 crores by year 2003. Dabur

has 34,000 shareholders with market capitalization of over Rs.1, 400 crores.

Dabur has 11 manufacturing plants in India and Nepal and a licensee in the

Middle East. It has manufacturing base in Egypt also. The company has over 4,000

employees with around 1,500 looking after sales and marketing functions.

The Indian market is being served through a transactional network of sales

offices and carrying and forwarding agents. The company has its offices in London,

New York and Moscow. Dabur products are being exported to around 50 countries.

Dabur portfolio is exceeding 500 products of FMCG and health care products.

The Board of Directors of Dabur India Limited (DIL) met on July 23, 2003 to

consider the unaudited financials of the company for the first quarter that ended on

June 30, 2003. Company has recorded a growth of 36 per cent in its net profit per

cent growth in its turnover during April-June 2003.

 The turnover of DIL, during the three-month period, has increased to Rs 266

crore to Rs 300 crore while the net profit has increased 11.5 crore to Rs 16 crore

during the same period.

The first quarter results should not be annualized as sales usually improve in

subsequent quarters.
 VISION

"Dedicated to the health and well being of every house hold."

Dabur is a company with a set of established business values, which direct it's

functioning as well as all its operations. The guiding forces for Dabur are the words

of its founder, Dr.S. K. Burman, "what is that life worth that can not give comfort

to others." The Company offers its customers, the products to suit their needs and

give them good values for money. The company is committed to follow the ethical

practices in doing business. At Dabur, nature acts as not only the source of raw

materials but also an inspiration and the company is committed to product the

ecological balance.
 PRINCIPLES

 OWNERSHIP:
This is our company. We accept responsibility and accountability to meet
business needs.

 PASSION FOR WINNING:

We all are leaders in our responsibility, with a deep commitment to deliver the
results. We are determined to be the best at doing what matters the most.

 PEOPLE DEVELOPMENT:
People are our most important asset. We add value through result- driven
training and we encourage rewards and excellence.

 CONSUMER FOCUS:
We have superior understanding of consumer needs and develop products to
fulfill their demands.

 TEAM WORK:
We work together on the principle of mutual trust and transparency in a
boundary less organization.

 INNOVATION:
Continuous innovation in products and processes and is the base of our success.
 DABUR OVER THE YEARS

More than a century ago, a young doctor started with a vision to

provide innovative and affordable health care products to Indian masses.

Thus, was born an organisation today known as Dabur India Limited. The

twelve hundred crores corporate today started with a small dispensary at

Calcutta, the noble thoughts of Dr.S.K.Burman being the main source of

inspiration behind the project. From that humble beginning, the company

has grown into India’s leading manufacturer of consumer health care,

personal care and food products. This phenomenal progress has seen many

milestones, some of which are mentioned below:

 1884: Dr.S.K.Burman lays the foundation of what is known as Dabur

India Limited. Started from a small shop at Calcutta, he began a direct

mailing system to send his medicines to even the smallest of villages

in Bengal. The brand name Dabur is derived from the words "DA" for

Daktar or doctor and "BUR" from Burman.

 1896: As the demand for Dabur products grows, Dr. Burman felt the
 need for mass production for some of his medicines. He set up a small

manufacturing plant at Garhai near Calcutta.

 Early 1900s: The next generation of Burman's take a conscious

decision to enter the Ayurvedic medicines market, as they believe that

it is only through ayurveda that the healthcare needs of poor Indians

can be met.

 1919: The search for processes to suit mass production of ayurvedic

medicines without compromising on basic ayurvedic principles lead to

the setting up of the first Research and Development laboratory at

Dabur. This initiate a pain staking study of ayurvedic medicines as

mentioned in age old scriptures, their manufacturing processes and

how to utilize modern equipment to manufacture these medicines

without reducing the efficacy to manufacture these medicines without

reducing the efficacy of these drugs.

 1920s:A-manufacturing facility for Ayurvedic Medicines is set up at

Narendrapur and Daburgram. Dabur expands its distribution network

to Bihar and northeast.

 1936: Dabur India (Dr. S.K.Burman) Pvt.Ltd. is incorporated.

 1940: Dabur diversifiers into personal care products with the launch

of its Dabur Amla Hair Oil. This perfumed hair oil catches the

imagination of the common man and film stars alike and becomes the

largest hair oil brand in India.

 1949: Dabur Chyawanprash is launched in a tin pack and becomes the

first branded Chyawanprash of India.

 1956: Dabur buys its first computer. Accounts and stock keeping are

one of the first operations to be computerized.

 1970: Dabur expands its personal care portfolio by adding oral care

products. Dabur Lal Dant Manjan is launched and captures the Indian

rural market.

 1972: Dabur shifts base to Delhi from Calcutta. Starts production

from a hired manufacturing facility at Faridabad.

 1978: Dabur launches the Hajmola tablets. This is the first time that a

classical ayurvedic medicine is branded from Shudhabardhak bati to

Hajmola tablets.

 1979: The Dabur Research Foundation (DRF), an independent

company is set up to spearhead Dabur's multi-faceted research.

Commercial production starts at Sahibabad. This is one of the largest

and most modern production facilities for ayurvedic medicines in

India at this time.

 1984: The Dabur brand turns 100 but is still young enough to

experiment with new offerings in the market.

 1986: Dabur becomes a public Limited company through reverse

merger with Vidogum Limited, and is re-christened Dabur India

Limited.

 1989: Hajmola Candy is launched and captures the imagination of

children and establishes a large market share.

 1992: Dabur enters into a joint venture with Agrolimen of Spain far

manufacturing and marketing confectionery items such as bubble

gums in India.

 1993: Dabur set up the oncology formulation plant at Baddi,

Himachal Pradesh.

 1994: Dabur India Limited comes out with its first public issued at a

premium of Rs.85 per share. The issue is subscribed over 21 times.

 1994: Dabur enters the oncology (anti-cancer) market with the launch

of Intaxel (Pacitaxel). Dabur becomes only the second company in the

world to launch this product. The Dabur Research Foundation

develops the unique eco-friendly process of extracting the drug from

the leaves of the Asian Yew Tree.

 1995: Dabur enters into a joint venture with Osem of Israel

for food and Bongrain of France for cheese other dairy

products.
 1996: Dabur launches Real fruit juices, which heralds the company's

entry into the processed food market.

 1997: The foods division is created, compromising of real fruit juices

and Homemade cooking paste to form the core of this division's

product portfolio.

 1998: Project STARS (Strive To Achieve Record Successes) is

initiated by the company to achieve accelerated growth in the coming

years. The scope of this project is strategic, structural and operational

changes to enables efficiencies and improves growth rates.

 1998: The Burman family hands over the reins of the company to a

professional, Mr. Ninu Khanna joins Dabur, as the Chief Executive

Officer.

 1999-2000: Dabur achieves the Rs.1000 crores turnover mark.

 2001-2002: Launched Amla Light, new flavors in Real Juices-grapes,

 guava, apple active, orange active, homemade pappad, Vatika- an

anti-dandruff shampoo.

 2002: New launches homemade coconut milk (in south), Tang,

Tomato puree, Vatika light.

 2003: Dabur achieves Rs.1,232 crores turnover mark with an increase

of 6 per cent. Turnover of FMCG reaches to Rs l048.5crores, which

shows a profit of Rs. 72 crores. Turnover of pharmaceuticals reaches

to Rs 184 crores with a profit of Rs.13 crores.

 CORPORATE PHILOSOPHY

Knowledge is the key to growth in today's world. Whatever be the

industry, it is the knowledge, which provides cutting edge to individual and

organisations. For more than a century nature has been a rich source of

knowledge for DABUR. Nature has not only gives it the ingredients for all

its products but also has taught it how to create a harmony within and

outside the organisation. Nature has inspired DABUR in all its acts.

Ayurveda - the science of life is based on principles of nature. All ayurvedic

preparation has their ingredients derived from nature. Dabur has converted

the healing properties of natural ingredients and the age-old knowledge of

ayurveda into contemporary health care to eliminate health problems of its

consumers.

Dabur is committed to expand the reach of its age-old knowledge of

ayurveda and Nature through web. Through web the aim is to overcome the

physical boundaries to take ayurvedic way of life to global frontiers. Dabur

India limited understands its responsibility as a corporate house. It has not

only set a sight on increasing turnover and profitability of the company but

also on propagating Ayurveda - The Indian System of Medicine.

 LOCATION OF OPERATIONS

Head office : Sahibabad, Ghaziabad (U.P.)

Regd. Office : Asaf Ali Road, New Delhi

Corporate office : Kaushambi, Ghaziabad (U.P.)

Sales & Marketing: New Delhi

OFFICES:

Chandigarh (H.P.), New Delhi (Delhi), Jaipur (Rajasthan), Kanpur (U.P.), Patna

(Bihar), Ahemadabad (Gujarat), Indore (M.P.), Cuttak (Orissa), Mumbai

(Maharashtra), Hydrabad (A.P.), Chennai (TamilNadu), Bangalore (Kamatka),

Kochi (Kerela), Guwahati (Assam), Kathmandu (Nepal), Russia, U.K.

FACTORY:

Baddi (H.P.), Ghaziabad (U.P.), Alwar (Rajasthan), Daburgram (Bihar), Kalyani&

Narendrapur (West Bengal), Katni (M.P), Birgunj (Nepal), Egypt.

C&Fa:

Jammu, Chandigarh (HP) Ambala (Punjab), New Delhi (Delhi), Ghaziabad (U.P.),

Dehradun (U.P.), Lucknow (UP), Rachi, Patna (Bihar), Guwahati (Assam), Calcutta

(West Bengal), Jaipur (Rajasthan), Ahemadabad (Gujarat), lndore (M.P.) Raipur

(M.P.), Bhubaneshwar (Orissa), Cuttak (Orissa), Mumbai (Maharashtra), Hydrabad

(A.P.), Chennai (TamilNadu), Bangalore (Karnataka), Cochin (Kerela).

 THE COMPANY BUSINESS
ACTIVITIES COMPRISES OF:

HEALTH CARE PRODUCTS: Markets a range of OTC health care: products

based on ayurveda, some of its products like Chyawanprash, Hajmola, Hajmola

Candy, Pudinhara are market leaders with over 65 per cent market share in their

respective categories.

PERSONAL CARE PRODUCTS: It includes hair care, oral care and honey.

Dabur Amla as a brand has made its mark beyond India; it is a leading hair oil brand

in Middle East and Africa. Other well-known brands are Vatika, Dabur Lal Dant

Manjan.

AYURVEDIC SPECIALITIES: There is a range of over 400 Ayurvedic

medicines. It has vast range of classical ayurvedic drugs and priority ayurvedic

medicines developed by own R&D.

PHARMACEUTICAL DIVISION: It includes a range of natural ethical products

like Livfit, Lionitus, Legal etc, and angel of contract media and gynecological. This

division has a major presence in Anti-thronbolytic, Anti-migrane therapy and radio

opaque dyes.
ONCOLOGY: The formidable range includes brands such as Intel, Docetaxel that

were manufactured in India for the first time by Dabur. The company is a market

leader in this category in India and plans to establish itself as a general Oncology

player in selective global market.

BULK DRUGS AND CHEMICALS: Dabur manufactures synthetic and semi-

synthetic bulk pharmaceutical substances, bulk natural compounds and

intermediaries. Isolation of pure natural compounds and custom synthetics are focus

areas.

FOODS DIVISION: One of the youngest divisions of the company markets a range

of sauces, ethnic pastes and foods. Real fruit juices gave Indian consumer for the

first time, fruit juices with nothing artificial, no preservatives, no colour and no

flavors added. Launched two years back, the range includes Real Juices and cooking

pastes under the brand name Home Made.

NATURAL GUMS: This division manufactures and process Guar gums, Gum

Karaya, tamarind based gums and psyllium husk. The division produces a range of

industrial and grade natural gums to meet the customer specifications.

AYURVEDIC VETERINARY: It deals exclusively in animal hea1thcare. Markets

safe and non-toxic herbal veterinary products for poultry.

 MANUACTURING UNITS OF
DABUR

Dabur India Limited has 12 manufacturing plants in India,

Nepal and Egypt.

Sahibabad unit1: Group generating a turnover of over Rs.250 crores. The

key

product line of this unit includes Asavs, Hajmo1a, Hingoli, Oncology

medicines, Dabur Amla hair oil, Chyawanprash and Ashokarisht. The unit

operated on these shifts as well as a general shift, with product lines

running for one, two or three shifts according to the market demand and

supply chain requirell1ents.

Sahibabad unit 2: Recently established for manufacturing and packing

Dabur hair oil in Pet Bottles.

Baddi unit 1: The most modern plant for manufacturing ayurvedic

medicines and honey, this unit was built following stringent guideline for

pharmaceutical units.
Baddi unit 2: Manufacturing one of Dabur's most popular products-Dabur

Chyawanprash, this unit also boasts of the most modern processing and

packaging unit for the medicated oil Asavrishthas.

Baddi Injectibles: This unit manufactures Oncologicals, and is certified

by OGYI of Hungary and South Africa.

Alwar: This unit manufactures food and print grade Natural gums,

Psyllium Husk and Ayurvedic Veterinary products.

Narendrapur: One of Dabur oldest plant. It produces Ayurvedic

medicines and Honey.

Kalyani: This bulk drugs unit was bought from Pfizer and upgraded to

manufacture oncology bu1k drugs of critical importance.

Katni: Set up in the heart of Amla producing belt of India. This unit

manufactures Amla pishi, an essential ingredient in Dabur Chyawanprash.

Birgunj, Nepal: Dabur's first overseas manufacturing unit. It is one of the

most important besides Sahibabad and Baddi. This modern manufacturing

unit churns out Ayurvedic Medicines, Oral Care and Hair Care Products,

Honey and Fruit Juices. It also has the facility to process leaves of the
Asian Yew Tree to extract Paclitaxel, an important part of all anti-cancer

products.

Egypt: This part was established to serve Saudi Arabia and the fast

growing African market. It manufactures Hair and Skin Care and Food

products.

JOINT VENTURES

Dabur International Limited: Dabur has also collaborated with

Bongrain of France for the manufacture and marketing of speciality

cheese and other Dairy Products. This joint venture company has already

made its presence felt in the Indian cheese market through the launch of

processed cheese under the brand name Lebon, and a specialty cheese

under the brand name Delicieux.

SUBSIDIARIES

Dabur has six subsidiary units, which come under the umbrella of the

Dabur India Organisation. These are:

Dabur Foods Limited: Dabur Foods Limited, a 100 per cent

subsidiary of Dabur India Limited, is spearheading Dabur's foray into food

processing industry. The company, set up in April 1999,is marketing a

range of fruits juices under the brand name Real, Homemade Cooking

Paste and Sauces and Lemoneez -- lemon juice. Dabur was the first

company in India to introduce fruit juices in packaged form without any

artificial additive. Real is today the market leader in this category with

more than 50 per cent market share. Homemade cooking paste is the only

national brand in this category. Lemoneez is the only product in its

category available in unique drop and trickle pack and uniquely shaped

tabletop pack.

Dabur Nepal Private Limited: Dabur Nepal was the first

manufacturing base overseas for Dabur group. The company is today the

leading exporter of Nepal and the third largest and most modern

manufacturing base for Dabur. Dabur Nepal is today involved in

promoting cultivation of herbs and apiculture activities in Nepal. The

Company has set up state of the art greenhouse at Banepa for developing

sampling for 20 medicinal plants. Dabur Nepal has also set up an

Apiculture center for promoting bee-keeping activity in Nepal and

developing queen bee colonies for exports.

Dabur Egypt Limited: Dabur Egypt is group's gateway to Africa. This

manufacturing base set up a couple of years back to cater to the demands

of Middle East and African market is producing Hair Care, Skin Care

Products and foods.

Dabur oncology PIc: Set up recently in UK, this subsidiary of Dabur

India Limited will be manufacturing anti-cancer formulations for

European market. The company is in the process of setting up

manufacturing base near London and is expected to start operation from

year 2001.

Dabur Research Foundation (DRF): Incorporated in 1979, is a

premier research organisation recognized by Department of Scientific and

Industrial Research, Government of India. It is situated at Sahibabad,

Ghaziabad, Uttar Pradesh. DRF today is known for its path breaking

research in the field of health care and personal care. The foundation is on

the forefront of oncology research and is in the process of developing

many new molecules to fight with a dreaded disease like Cancer. In fact

DRF was the first organisation in the world to develop a process for

extraction of Paclitaxel, a drug, for cancer without harming its source tree.

This process has now become a universal one.

Herbal health care is an area where Dabur Research Foundation has

made immense contribution by doing research and development work

using modern pharmaceutical protocols.

OTHER ASSOCIATE COMPANIES OF
DIL

• REROCK LIMITED.

• BRITISH HEALTH PRODUC'TS LIMITED.

• NORTHERN AROMATICS LIMITED.

• BURMAN LABORATORIES LIMITED.

• DABON INTERNATIONAL LIMITED.

• MAXCARE INTERNATIONAL LIMITED.

• PRECISE LABORATORIES LIMITED.

 COLLABORATIONS

Dabur Foods Limited: 100% subsidiaries (taking care of all the food products)

Dabur Nepal Limited: Wholly owned subsidiary in collaboration with DRF

Dabur Egypt Limited: Wholly owned subsidiary.

Dabur Oncology Limited: Wholly owned subsidiary.

Dabur Overseas Limited: Owned subsidiary.

Dabur International Limited: Subsidiary (not yet commenced business)

 DABUR PRODUCTS

A vast array of products touching the lives of almost every individual, from an

infant to a grand old man, from poor to rich that's how the Dabur range of health

personal care and food products could be best explained. Today Dabur trust has

travelled beyond the boundaries of India and is available in more than 50 countries

worldwide.

AYURVEDIC SPECIALITIES
Ayurvedic Specialties is a range of over 350 Ayurvedic drugs and proprietary

Ayurvedic Medicines- developed by Dabur's own Research and Development

department. Dabur has products for all the 16 categories as defined in the Ayurveda.

Some of the leading products in this category are:

Asav Arishtas: These are medicated decoctions with self-generated alcohol

contents.

Churnas: These are finely ground medicinal powders used to treat a variety of

ailments ranging from digestive problems to cough and fever.

Ras Rasayanas: Preparations containing mineral drugs as main ingredients are

called Ras Rasayanas.

Medicated oil: The oils boiled along with certain prescribed drugs are known as

medicated oils. These oils retain the curative properties of herbs and are used for

injunction and massage.

PHARMACEUTICALS
Branded Pharmaceuticals: It includes a range of natural ethical products like New

Livfit, Honitus, Uigeletc and a range of contrast media and gynecological.

Oncology: This wide and formidable range includes brands such as Intaxel,

Docetaxel and Topotecan, all of which were manufactured for the first time in India

by Dabur. Little wonder then, that Dabur is the undisputed market leader in this

category in India and has plans to establish itself as a generic oncology player in

selected global market. Bulk drugs and Chemicals-this range consists primarily

oncology category. Healthcare is one of the biggest and the oldest divisions of

Dabur with a wide range of OTC healthcare products. It comprises of:

 AYURVEDIC HEALTH TONICS

Chyawanprash: The leader in the Chyawanprash market in India, Dabur

Chyawanprash is one of the most well known Ayurvedic products in India &

abroad. An effective herbal immunodulator, Dabur Chyawanprash has the essential

goodness of amla & over 50 other herbs. Dabur has conducted several clinical trials

on this product, which confirm its efficacy as a unique product that strengthens the

body from within.

DIGESTIVES

Hajmola Tablets: Hajmola tablets are the first classical ayurvedic product to be

branded and positioned as fun-filled products with medicinal properties. It finds

mention in ayurvedic scriptures as Kshudhavardhak bati & was branded as Hajmola,

a name derived from Hajma, which means digestive in Urdu. It is available in

regular & tamarind flavors.

Hajmola Candy: To cash in on the brand equity enjoyed by Hajmola, Dabur

launched Hajmola Candy in 1989. Since then, the company has added Mango &

Tamarind flavors besides the regular one.

Pudin Hara: One of the oldest products in Dabur portfolio, Pudin Hara is available

in liquid as well as capsule form. It has a special combination of mint oils and cures
gastric problems without any side effects. The company has added effervescent

powder with goodness of mint for gas and acidity and named it Pudin Hara G.

Hingoli: Asafetida or Hing is mentioned in Ayurveda as an effective aid in

digestion, and is used a lot in Indian cooking. Dabur's Hingoli has all the goodness

of asafetida & other herbs.

CHILDCARE PRODUCT
Dabur Lal tail: The largest baby massage oil in India. It has the goodness of herbs,

which helps in strengthening the bones of infants.

Dabur Janam Ghutti: This Ayurvedic preparation helps in strengthening the

digestive system of new ones.

WOMEN CARE PRODUCTS

Efarelle comfort:

An herbal medicine in self-gel capsule form to overcome abdominal pain during

PMS. A combination of natural oils this formulation gives immediate relief from

pain without any side effects.

The largest division in terms of sales, the Family Product Division of Dabur has in

its portfolio- hair care and skin care products, oral care and food product like Honey.
 HAIR & SKIN CARE

Dabur is the leader in hair care products in India and has covered almost all

the categories of hair oils.

Dabur Amla Hair Oil: As a brand has made its mark beyond India and is a leading

hair oil brand in middle East and Africa. A perfumed heavy hair oil, it is Dabur's

largest brands.

Dabur Special Hair Oil: It is light hair oil that combines the natural hair care

properties of lemon and hibiscus.

Vatika: The fastest growing brand in India, Vatika has single-handedly created an

altogether new category of herbal enriched natural oils. The Vatika range also

includes an herbal shampoo, which has made its mark in the very fast year of its

launch in the competitive shampoo market of India. The company has recently

launched Vatika Anti-Dandruff Shampoo having herbal ingredients to fight the

problem of Dandruff.

Gulabari: Rose water derived from best of Indian roses makes the skin supple and

glowing.
 ORAL CARE

Dabur Lal Dant Manjan: It is the second largest brand of India and the largest in

coloured tooth powder category. This herbal tooth powder is very popular in rural

parts of India.

Binaca Tooth Brushes: After having acquired this dormant brand a few years back,

Dabur launched toothbrushes under this umbrella. There are plans to launch other

oral care products under the Binaca brand.

Dabur Honey: When repositioned in 1993, it totally changed the perception of

Indian consumers. Launched over two years back Dabur food range include juices

under the brand name Real & cooking paste under the brand name Homemade.
 DABUR FOODS Ltd.

Dabur Foods Ltd, a 100% subsidiary of Dabur India Ltd., is making foray into food

processing industry. The company, setup in April 1999, is marketing a range of fruit

juice under the brand name Real, home made cooking paste & sauces & Lemoneez-

lemon juice.

Dabur was the first company India to introduced fruit juices in packaged form

without any artificial additives. Real is today the market leader in this category with

more than 50 per cent market share. Homemade cooking paste is the only national

brand in this category. Lemoneez is the only product in its category available in

unique pack & uniquely shaped tabletop pack.

 QUALITY POLICY

At Dabur, quality is a relentless commitment to continuous improvement in

products, process and systems to provide consistent quality products to meet

customer's requirements worldwide.

The management is fully committed to quality and ensures all resources to

accomplish this task. Dabur has been on steep path for few years. Its sales turnover

has increased from Rs.530 crores in 1995 to Rs.1166 crores in 2000-01.

In 1999-2000, overall growth of 13.5 per cent was recorded in sales (Rs.1000 crores

plus) with Family Product Division recording a growth of--15.85 per cent, Health

Care Division- 12.3 per cent, Ayurvedic Specialties Division -27 per cent and

Pharmaceuticals Division- 20 per cent. Exports recorded a growth of 11 per cent in

1999-2000,amounting to Rs.114.16 crores. The major contributions of growth were

herbal products, bulk drugs & anti-cancer formulations. Gross margin showed an

improvement of 4 per cent and net profit amounted to Rs.77 crores.

In 2000-01,sales turnover had recorded a growth of 12 per cent, amounting to 116.5

crores and net profit had soured by 39.2 per cent amounting to Rs.78.5 crores. Sales

turnover in light of such growth path has been targeted for Rs 2000 crores in 2003-

04.

The Board of Directors of Dabur India Limited (DIL) met on July 23, 2003 to
consider the unaudited financials of the company for the first quarter that ended on

June 30, 2003. Company has recorded a growth of 36 per cent in its net profit per

cent growth in its turnover during April-June 2003.

The turnover of DIL, during the three-month period, has increased to Rs 266

crore to Rs 300 crore while the net profit has increased 11.5 crore to Rs 16 crore

during the same period.

The first quarter results should not be annualized as sales usually improves in

subsequent quarters.
 QUALITY OBJECTIVES

 To focus on customers successfully and to strive to meet their needs and

requirements.

 To manufacture effective health care products at competitive prices and to

improver the Quality of Life of common masses.

 To implement and emphasise on systems to ensure prevention of errors rather

than detection of errors.

 To ensure global competitiveness by striving to achieve Current Good

Manufacturing Practices (CGMP).

 To ensure safety in all operations and to follow the systems in all areas of

operations.

 To continually train people to build up and upgrade skills and expertise and to

involve them to become committed to the quality process.

 To reduce wastages within the organisation and increase productivity.

 IMPORTANT STRATEGIES ADOPTED

 "Developing to built" philosophy for HR personnel.

 Shifting to zonal set up of sales and marketing to facilitate better distribution.

 Adopting contribution enhancement plan for performance management.

 Empowering employees through Employee Stock Purchase Option Plan.

 Backward integration strategy in Ayurvedic Products by engaging in

plantation of herbs needed for the production of Ayurvedic Products.

 Continuous enhancement of automation.

 Continuous emphasis on Research & Development (DRF i.e. Dabur Research

Foundation is a separate company working in collaboration with Dabur solely

for the purpose of R&D).

LEVEL STRUCTURE OF ORGANISATION

Vice President

General Manager

Deputy General Manager

Senior Manager

Manager

Assistant Manager

Officer

Assistant Officer

Supervisor/Chemist

Senior Mechanic/Senior Assistant

Mechanic/Junior Chemist

Junior Mechanic

Workers
 MANAGEMENT, DIRECTORS AND
BANKERS

CEO Mr. Sunil Duggal

LIST OF DIRECTORS

DESIGNATION NAME

Chairman Mr.Vivek Chand Burman

Vice Chairman Dr.Anand Burman
Directors Mr.Ashok Chand Burman
Mr.Siddharth Burman
Mr.Pradip Burman
Mr.Amit Burman
Mr.S.M.Dutta
Mr.Ashok Geonka
Air Chief Marshal Nirmal Chand
Suri (Retd.)
Mr.Uday S.Kotak
His Highness Maharaja Gaj Singh
Raja Vijay Karan
Mr.Pritam Das Narang
Mr.Ajay Bahl
Mr.P.N.Vijay
 BANKERS
Punjab National Bank, ANZ Grendlays Bank Ltd., American Express Bank Ltd, The

Hong Kong &Shengai Banking Corp. Ltd., State Bank Of India, Deutsche Bank

AG, ABN Amro Bank NV, Citibank NA, United Bank Of India.

ECO-FRIENDLY DABUR
Dabur is committed to maintaining the ecological balance. It understands the

need for a healthy and eco-friendly environment for the existence living beings. The

company's reforestation program aims at planting medicinal herbs, plants and trees

in the Himalayan range extending in to Nepal. An in-house tissue culture program

actively supports this exercise.

 PERSONNEL DEVELOPMENT IN DABUR

• Personnel department is headed by Vice- President (HR)

• Functions of Vice President (HR)

• Personnel administration

• Recruitment and Promotion

• Industrial Relations

• Human Resource Group

• Human Resource Development

• General Administration and Welfare

• Public Relations

• Security/Fire Vigilance

• Medical Services

• Implementation Of Official Language Policy (Hindi)

• Land Acquisition

The above functions are grouped under different General Managers/Deputy

General Managers. These executives provide support to Vice President (HR) on

different issues, which arise in Headquarter/regional offices and field. Vice

President (HR) has the responsibility of keeping the Board of Directors informed on
the above mentioned personnel activities and also on Industrial Relations. In

addition to this, he is also expected up date senior officials in their respective areas.

DOMINANT BRANDS

• Amla Hair Oil

• Vatika Hair Oil

• Red Tooth Powder

• Chyawanprash

• Hajmola Tablets

• Asavs

• Hajmola Candy

• Real Fruit Juice

• Honey

• Pudin Hara
 BRINGING UP DABUR

Dabur has made a mark and created a space for itself while catering to the needs of

the Indian customers. It fulfills all their requirements while assuring the quality

product. Asking about the name of the five largest FMCG companies in India one is

likely to dash of one of that own desi -sounding brands like Chyawanprash, Vatika,

Hajmola etc. This is the stand of Dabur that it has acquired over the years. Dabur

India Ltd. is the India's fourth largest FMCG Company, having a turnover in fiscal

2000-01 at Rs.1,167 Crores, ahead of big and mighty multinationals such as Proctor

& Gamble, Rickitt and Coloman, Johnson & Johnson.

The Board of Directors of Dabur India Limited (DIL) met on July 23, 2003 to

consider the unaudited financials of the company for the first quarter that ended on

June 30, 2003. Company has recorded a growth of 36 per cent in its net profit per

cent growth in its turnover during April-June 2003.

The turnover of DIL, during the three-month period, has increased to Rs 266 crore

to Rs 300 crore while the net profit has increased 11.5 crore to Rs 16 crore during

the same period.

The first quarter results should not be annualized as sales usually improve in

subsequent quarters.

However, most of its turnover comes from two divisions -Family Product Division

(FPD), accounting for 40 percent, and secondly, Health Care Division (HCD),

which accounts for 30 per cent. FPD is Dabur's biggest, having the biggest product

-Dabur Amla Hair Oil, and a brand of Rs.160 Crores in fiscal 1999-2000.The

strategies in the hair care market emphasis brand extension. It plans to launch two

new products, Amla light and Vatika light over the next few months.

A separate company, Dabur Foods, looks after food products such as real fruit juice

and homemade of pastes. Dabur sees a lot of potential in the "real" brand-currently

Rs.30 crores brand, which claims 3 per cent market share.

Two another divisions of Dabur, Ayurvedic specialties, and Pharmaceuticals,

constitute 8 per cent and 7 per cent respectively of its turnover.

The Pharmaceuticals division is internally considered of great promise with the

potential of producing safe medicines much required by mankind. Its most

promising product is anti-cancer drug, Intaxel, which is prepared of ingredients

from the Himalayan Yew Tree.

Dabur Amla, which is derived from vegetables and minerals, has an 80 per cent

market share in the heavy perfume hair oil segment. The other leading brand in the

Hair Care Division, Dabur Vatika shampoo was launched at the end of 1998.In the
fiscal year 1999-2000,it was Rs.2 crores brand with a 30 per cent market share of

Rs.75 crores herbal shampoo market.

All the products of Dabur are prepared from natural extracts; they are pure and

nutrition. Dabur's brand offers products both for fun or health; Dabur has a brand to

match to the demands of majority of cross-section of the people across various

market segments, different cultures and also tries well to cater to the global

demands.
 BRAND PORTFOLIO STRENGTH

 The products offered by Dabur are unique thus attracting many

consumers.

 The brands are strongly enriched in traditional usage and habits.

 The brands are prepared in active collaboration with the mother nature

and Dabur is also having right consideration that its products do not cause

any harm to the environment thus takes necessary steps.

 The products offer immense potential for growth and extension.

 WELFARE ACTIVITIES AT DABUR

 FESTIVAL CELEBRATIONS: Dabur celebrates the festivals with its

employees and sweets are distributed. This helps to maintain constant

interaction with the employees and the employees in turn feel assured thus

boosting their morale.

 RECREATIONAL TOUR: An annual recreational tour is organized and 50

per cent of the expenses are borne by the organisation. This helps in

enhancing togetherness among the employees.

 IT'S NOT ALL WORK AND NO PLAY: Dabur does not expect its

employees to work all day long because the work gets monotonous, resulting

decrease in the efficiency. Hence, Dabur has formed Dabur Cricket Club and

also provides the facilities for indoor games like table tennis.

 MEDICAL ATTENTION: At Sahibabad Factory, two part time doctors and

two full time nurses are available round the clock to ensure health and safety

of workers.

 UNIFORMS: To maintain uniformity in the factory premises the uniforms

 are provided both for summer and winter with a pair of shoes.

 STAFF BUSES: The organisation provides the facility of buses to its

employees to help in easy commutation.

 MESS FACILITIES: The Company provides the facility of mess to its

workers as well as staff. A contractor manages it proper hygienic conditions

are maintained. Employees of Grade V and above use the Executive Mess.

 STAFF SALE: The Company provides products to its employees at a

concessional rate through the staff sales canteen.

 HIRE/PURCHASE SCHEME: Sale of consumer items is organized for the

employees of Dabur on a yearly basis under the welfare scheme.

 POST OFFICE SALARY SAVING SCHEME: Under this scheme,

employees and their family members can open a recurring deposit account

with Bharat nagar Post Office.

 BLOOD DONATION: Dabur organizes blood donation camps at Sahibabad

factory in association with the Lions Club Of Delhi Cosmopolitan, in the

 month of February/March every year.

 CHUNNI LAL MEDICAL TRUST: Dabur rightly believes in following the

path of its founder-Dr.S.K.Burman-to serve the poor and the needy. The

Chunni Lal Trust was established to achieve this goal.

 Dr.S.K.BURMAN CHARITABLE TRUST: This trust provides

reimbursement for workers who cannot afford their medical expenses.

 SUNDESH-HELPING PEOPLE THEMSELVES: Established in

Nov.1993, Sustainable Development Society (SUNDESH) is a registered

voluntary organisation. It aims at improving the Quality of Life of the rural

people in its area of operation.

 PARKING FACILITY: There are separate parking space for cars/scooters

and motor cycles/cycles and that too free of cost.

 LONG SERVICE AWARDS: Employees belonging to grade I &IX, who

have put in 10 years of service with the company are given Meritorious

Services Award Certificate along with a Titan wrist watch and on completion

of 25 years of service, they are given 4 silver glasses along with the
certificate.

JAPANESE CONCEPT FOLLOWED IN

DABUR 5s….

is a participation programme.

It is very effective approach to improving our

work environment and total quality it

becomes a base for continuous in the

improvement in

the organisation.

KAIZEN

• Continuous improvement involving Kai-Change and Zen-for the

better.
• Identification of problems, losses and wastage at work place.
• Rectification through small improvement.

HUMAN RESOURCE FUNCTIONS

• Recruitment and selection.

• Performance Appraisal.

• Training and Development.

• Promotion, Transfer, Seperation.

• General administration & Welfare.

• Security.

• Public Relations.

• Industrial Relations.

HUMAN RESOURCE PROCESS IN

 Human Resource Promotions,
Recruitment Transfers,
Socialization Selection
Training & Development
Performance Appraisal Demotions&Seperations.
ORGANISATIONS

HUMAN RESOURCE DEPARTMENT

 Deputy Manager-HR Security
Housekeeping
cutive Assistant-HR Unit Head
AdditionalSupervisor-Administration
General
General AdministrationHR & IR
Manager-Corporate
nior Executive-HR Assistant HR Officer
RECRUITMENT AND
SELECTION-
AN INTRODUCTION

RECRUITMENT
Recruitment and selection are the most important functions in an organisation

because with the help of these functions the management selects the best available

candidate from a batch of them. The organisations, in this growing competitive

world, need to have the best of the manpower so as to have an edge over its

competitives.

According to Flippo, "Recruitment is the process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an

organisation."

In the words of Yoder,"Recrutiment is a process to discover the sources of

manpower to meet the requirements of the staffing schedule and to employ effective

measured for attracting that manpower in adequate numbers to facilitate effective

selection of an efficient working force."

The recruitment needs can be classified into-

• Planned.

• Anticipated.

• Unexpected.
Planned need arise from changes in the organisation and retirement policy. These

occur due the expected changes in the organisation so the management can make a

proper policy for it.

Anticipated need refer to the movements in personnel which an organisation can

predict by studying the trends in the internal and external environments.

Resignations, deaths, accidents and illness result in to the unexpected needs.

FEATURES:

• Recruitment is a process or a series of activities rather than a single

event.

• It is a linking activity as it brings together the employers and

employees.

• It is positive process because in this activity the employers want to have

the maximum number of job seekers so as to have a wider scope for

choice ultimately leading in spotting right persons for job.

• It is an important function as it makes it possible to acquire the number

and type of persons required for the effective functioning of the

 organisation.

• It is an on going function in all the organisations, but the volume and

nature of recruitment varies with the size, nature and environment of the

organisation.

• It is a complex process because a number of factors affect it --the

nature of the job offered, image of the organisation, organisational

policies, working conditions etc.

SOURCES OF RECRUITMENT:

The various sources of recruitment are -

• Internal Sources: Include-

 Present Employees who can be transferred or given promotions.

 The retired and retrenched employees who want to return to the

company.

 Dependents and relatives of the deceased and disabled employees.

• External Sources: Consist of-

 Press advertisements.
  Campus Interviews.

 Placement Agencies.

 Recommendations.

 Recruitment at factory gate.

 Employment Exchanges.

During my short stint at DIL, it was observed that the recruitment need of DIL is

diversified. It needs persons who have knowledge of use, processing of natural

ingredients of number of varied products, technical know-how of latest industrial

technical knowledge, and computer applications to pharmaceutical industry to

manual workers. The importance of the process could be understood that the

present work force of DIL is 2,500 employees. Hence, the recruitment and

selection procedure should match the complexities of the need and at the same

should commensurate with the complex need of the organisation.

SELECTION
Selection is the process of choosing the best candidate out of the all the applicants.

In this process, relevant information about the applicants is collected through a

series of steps so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job so that

the candidate can be entrusted with the task that matches with his credibility.

It is a process of weeding out unsuitable candidates and finally identifying the most

suitable candidates.

This process divides the candidates into two categories-the suitable ones and the

unsuitable ones. The suitable people prove to be the asset for the organisation.

Selection is a negative process because in this process the management tries to

minimise the number of people at each step so that the final decision can be in the

light of all the factors and at the end of it best candidate is selected. Selected

candidate the has to pass through the following stages-

• Preliminary Interview.

• Application Form.

• Selection Test.

• Selection Interview.

• Physical Examination.
 • Reference Check.

• Final Approval.

• Employment.

Preliminary Interview is the initial screening done to weed out the undesirable

candidates. This is mainly a sorting process in which the prospective candidates are

given the necessary information about the nature of the job and the organisation.

Necessary information about the candidate is also taken. If the candidate is found

suitable then he is selected for further screening else he is dropped. This stage saves

the time and effort of both the company and the candidate. It avoids unnecessary

waiting for the candidate and waste of money for further processing of an unsuitable

candidate.

Application Form is a traditional and widely used device for collecting information

from candidates. This form asks the candidates to fill up the necessary information

regarding their basic information like name, address, references, date of birth,

marital status, educational qualifications, experience, salary structure in previous

organisation and other such information. This form is of great help because the

scrutiny of this form helps to weed out candidate who are lacking in education,

experience or any other criterion provided by the organisation. It also helps in

formulation of questions, which will be asked in the interview. These forms can also

be stored for future references thus maintaining a databank of the applicants.

Selection Tests are being increasingly used in employee selection. Tests are sample

of some aspect of an individual's attitudes, behaviour and performance. It also

provides a systematic basis for comparing two or more persons. The tests help to

reduce bias in selection by serving as a supplementary screening device. These are

also helpful in better matching of candidate and the job. These reveal the

qualifications, which remain covered in application form and interview.

Selection Interview involves the interaction of the employer and the employee.

Selection involves a personal, observational and face-to-face appraisal of candidates

for employment. It is an essential element of the selection procedure. The

information obtained through application form and test can be crosschecked in the

interview.

The applicants who have crossed the above stages have to go through Physical

Examination either by the company's physician or the medical officer approved for

the purpose. The main aim is to ensure that the candidate is physically fit to perform

the job. Those who are found physically unfit are rejected.

The next stage marks of checking the references. The applicant is asked to mention

in his application form the names and addresses of two or three person who know

him well. The organisation contacts them by mail or telephone. They are requested

to provide their frank opinion about the candidate without incurring any
liability. The opinion of the references can be useful in judging the future behaviour

and performance of a candidate.

The executives of the concerned departments then finally approve the candidates

short-listed by the human resource department. Employment is offered in the form

of an appointment letter mentioning the post, the rank, the salary grade, the date by

which the candidate should join and other terms and conditions in brief.

Appointment is generally made on a probation of one or two years. After

satisfactory performance during this period the candidate is finally confirmed in the

job on permanent basis or regularized.

Selection is an important function as no organisation can achieve its goals without

selecting right persons for the required job. Faulty selection leads to wastage of time

and money and spoils the environment of an organisation. Scientific selection and

placement of personnel can go a long way in building up a stable workforce. It helps

to reduce absenteeism and labour turnover. Proper selection is helpful in increasing

the efficiency and productivity of the enterprise.

 RECRUITMENT AND
SELECTION PROCEDURE
IN
DABUR INDIA Ltd.

Dabur India Ltd. selects the future employees keeping everything in mind right from

the qualification of the employees to the future prospects-both of the organisation

and the employees.

The first step involves the filling up of Manpower Indent Form. This form is filled

up by the department, which is having the vacancy. The form consists of various

questions which are to be answered like if the current vacancy is a replacement

vacancy, its reason is to be specified -the factors which resulted it like death,

retirement etc.

The department is required to give the qualifications that the future candidate should

possess.

In the next step, this form is given to the Human Resource (HR) department; this

department sees if the position can be filled through internal sources. The internal

sources can be transfers, promotion etc. In the case of internal sources, the

recommendations of the employees are not taken into consideration. If the HR

department does not find suitable candidate within the organisation then this

department has to give reasons for it. The form then goes to the Corporate HR for its

approval.

When the suitable candidate is not available within the organisation, the

organisation then moves to the outside world for filling up the vacancies.

If the number of employees required is large then the company has in its

consideration three ways-

• The Data bank of the organisation.

 • Advertisements.

• Contacting large consultants.

The company maintains a databank of the candidates, which is used when the

number of vacancies to be filled up is large. The sources of databank can be the

qualified candidates who had applied in the organisation earlier but due to some

reasons could not join the organisation.

Advertisements are the second big source to attract the candidates. These are having

much larger scope and reach to a number of people. The qualifications required by

the organisation and the criteria could be described in detail.

Large number of consultants also constitutes a big source. Many people register

themselves with these consultants and they act as a bridge between the organisation

and the candidates. The consultants provide the company required details about all

criteria. These consultants are fixed for the organisation, which are chosen on the

basis of their performance. In case of overseas recruitment it is checked whether

their Indian counterparts can perform the job efficiently or not. If need arises then

they are also taken through consultants.

But if the number of vacancies is very small then the organisation takes the help

of the local consultants.

The candidates are then required to fill up the Application Form. This form
requires the candidate to fill the details regarding the previous employment, if any

and his personal data. The form is having details regarding like the marital status,

organisation structure, the position held by the candidate, his salary structure, the

top three deliveries to the organisation that proved to be beneficial to the

organisation, career goals, his strengths and weaknesses etc.

After the application form has been duly filled and submitted, the selection

process starts wherein the candidate has to pass through various stages and

interview. The interview panel consists of the persons from Corporate (HR), and

other persons including the executives from the department for which the vacancy is

to be filled.

The selected candidates are then short-listed. The short listed candidates are

then given priority numbers; this is due to the reason that sometimes the candidate

who is having first priority is unable to join the organisation due to some reasons

then in that case the candidate next in the priority list is given preference.

The candidate has to under go medical examination and his credentials are

verified.
 After qualifying these stages, the candidate is then absorbed in the organisation

and explained his/her duties. This phase marks the end of the selection procedure.

Dabur India Ltd.also performs Campus interviews as and when the need arises.

The esteemed organisation also provides apprentice training-wherein the

organisation trains the people in the working of the organisation and gives then

stipend. If these trainees are found useful to the organisation then they are absorbed

in the organisation else they are given certificate so that they can show this as an

experience and get a job elsewhere.

CONCLUSION
 BIBL IOGRA P HY

• Gupta C.B., Human Resource Management, Sultan Chand & Sons,

New Delhi.

• Dcenzo & Robbins Human Resource Management, Prentice-Hall

International.

• Monappa, Arun Managing Human Resources, McMillan India

• www.dabur.com
 DABUR INDIA LIMITED
Parent Company :
Dabur India Limited

HSL Code :
DABIND
BSE Code :
96
NSE Code :
DABUR

HELP TAKEN FROM HDFC Securities Ltd

Income Statement
Balance Sheet
Latest Results
Ratio Analysis
Earnings

Income Statement

As on (months)
31-Mar-04(12)
31-Mar-03(12)
31-Mar-02(12)

Profit / Loss A/C

Rs mn
Rs mn
Rs mn

Net Sales
9977.60
10801.70
10272.40

Operating Income
10027.36
10838.97
10349.79

OPBDIT
1321.21
1317.06
1187.23

OPBDT
1252.24
1146.25
947.74

OPBT
1073.70
909.64
693.80

Non-Operating Income
 60.70
45.68
61.31

Extraordinary/Prior Period
-35.44
-31.93
-49.65

Tax
87.50
74.30
55.10

Profit after tax(PAT)

1011.46
849.08
650.36

Cash Profit
1189.99
1115.67
959.87

Dividend-Equity
572.50
400.05
142.75

Balance Sheet

As on
31-Mar-04
31-Mar-03
31-Mar-02

Assets
Rs mn
Rs mn
Rs mn

Gross Block
2648.64
3186.84
3731.96

Net Block
1472.23
1779.97
2260.40

Capital WIP
63.38
248.05
160.58

Investments
561.43
1167.86
1166.70
Inventory
1114.98
1786.52
1585.33

Receivables
420.72
1166.58
1199.66

Other Current Assets

1814.06
1180.94
1358.17

Balance Sheet Total

5446.79
7329.93
7730.85

Liabilities
Rs mn
Rs mn
Rs mn

Equity Share Capital

286.25
285.75
285.59

Reserves
2320.53
3782.61
3660.06

Total Debt
398.13
1100.08
2135.02

Creditors and Acceptances

1621.42
1547.03
1210.73

Other current liab/prov.

820.47
614.45
439.45

Balance Sheet Total

5446.79
7329.93
7730.85

LATEST QUARTERLY/HALF YEARLY

As On (months)
30-Sep-04(3)
30-Sep-03(3)

Profit / Loss A/C

 Rs mn
Rs mn

Sales of Products/Services
2895.50
3367.40

Other Income
27.20
21.80

Total Income
2922.70
3389.20

Total Expenses
2393.80
2900.60

Stock Adjustments
0.00
0.00

OPBDIT
528.90
488.6

Interest
9.10
20.00

Depreciation
41.00
46.80

Extraordinary Items
0.00
0.00

Prior Period Adjustments

0.00
0.00

Provision for Tax

47.50
43.60

After Tax Profit

431.30
378.20

Equity Capital
286.30
0.00

Reserves
0.00
0.00

NET PROFIT AFTER INTEREST , DEPRECIATION & TAX FOR QUARTER ENDED SEPTEMBER
30,FOR YEAR 2003 &2004 (in Rs million)
440
430
420
410
400
30sep03(3)
390
380 30sep04(3)
370
360
350
378.2 431.3

NP INCREASED BY 14.04 % IN A QUARTER

RATIO ANALYSIS

As on
31-Mar-04
31-Mar-03
31-Mar-02

OPBIT/Prod.cap.empl.(%)
92.96
29.34
19.91

PBIT/Cap. Employed (%)

39.71
22.24
15.96

PAT/Networth (%)
38.80
20.87
16.48

Tax/PBT (%)
7.96
8.05
7.81

Total Debt/Networth (x)

0.15
0.27
0.54

Long Term Debt/Networth (x)

0.05
0.05
0.07

PBDIT/Finance Charges (x)

19.52
7.79
5.01

Current Ratio (x)

1.37
1.91
2.51
RM Inventory (days consumption)
38.98
55.15
39.97

FG inventory (days cost of sales)

19.07
31.33
36.12

Receivables (days gross sales)

14.44
36.91
40.25

Creditors (days cost of sales)

67.98
59.30
48.23

Op. curr. assets (days OI)

80.00
137.00
137.00

CURRENT RATIO(CURRENT ASSETS / CURRENT LIABLITY)

IDEAL RATIO= 2:1

But in DABUR it is decreasing at a alarming rate & for the year end 31mar,04 it
is just 1.37:1.
So in my view it should be find out that where the company is lacking and how
can this problem be rectified.

2.5

2
31-Mar-02
1.5
31-Mar-03
1 31-Mar-04

0.5

0
2.51 1.91 1.37

DABUR ENJOYING ITS SUCCESS

It can be very well seen in the given below diagrams that DABUR is utilizing its
success completely by leaving the good impression of its growth on the debtors
as well as creditors.
AVERAGE COLLECTION PERIOD of Creditors & Debtors are showing the
inverse trends.
Year by year ACP is increasing in case of creditors where as decreasing incase
of debtors.
This shows that people are ready to work with ‘DABUR’ at any cost.
70 50
60
40
50
40 31-Mar-02 30 31-Mar-02
30 31-Mar-03 20 31-Mar-03
20 31-Mar-04 31-Mar-04
10
10
0 0
48.23 59.3 67.98 40.25 39.61 14.44

CREDITORS(DAYS COST OF SALES) DEBTORS(DAYS GROSS SALES)

EARNINGS
As on
31-Mar-04
31-Mar-03
31-Mar-02

EPS (Rs.)
3.53
2.97
2.28

CFPS (Rs.)
4.16
3.90
3.36

Book Value (Rs.)

9.11
14.24
13.82

DPS (Rs.)
2.00
1.40
0.50

EARNING PER SHARE IN DABUR (I) FOR 3 YEARS

 4
3.5
3
2.5 2002
2
2003
1.5
1 2004
0.5
0
2.28 2.97 3.53
 DIVISION WISE BREAK DOWN OF CONSOLIDATED
REVENUES FINANCIAL YEAR 2003- 04

CHYAWANPRASH – Largest Ayurvedic medicine with market size of

about Rs. 2 billion. Dabur is market leader with 65% share.

INTERIM DIVIDEND OF 100% DECLARED BY THE BOARD