BHARATI VIDYAPEETH DEEMED UNIVERSITY INSTITUTE OF MANAGEMENT AND ENTREPRENEURSHIP DEVELPOMENT A SUMMER TRAINING REPORT OF KOHLER INDIA PVT

LTD ON RECRUITMENT AND SELECTION SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION

SUBMITTED TO PROF [Link] SHARMA (IMED)

SUBMITTED BY JYOTI GUPTA MBA (G) 2ND YEAR ROLL-NO:-59

PREFACE
At Kohler the employees are considered as most valuable asset and strength for sustained growth in the development of the company. It believes in testing continuously the human resources for employees personal growth. Young professional leads the company. It has the open work environment, which is achievement oriented and its driven by autonomy and receptive to innovations. Like any other organization Kohler has framed Rules, Regulations, Policies, Systems and Schemes etc. for running its business smoothly. It has also introduced various schemes for the welfare of employees for smooth business operations and to take advantage of the benefits under these schemes, it is necessary that every employee understand that these Rules, Regulations, Policies, Systems and Schemes fully and clearly.

ACKNOWLEDGEMENT
In difficult moments, behave like duck, keep calm and unruffled on the surface, but keep paddling away like crazy underneath First of all I would like to thank Mrs. Jaya Dixit (HR) for granting permission to do summer training at Kohler Group and i would also like to thanks to [Link] Singh (Administrative Head) who provided me sincere guidance at every possible juncture.

Last but not the least; I thank my institute Bharati Vidyapeeth University, IMED for providing me with the experience of performing my summer training at a reputed company like Kohler Group, Delhi.

TABLE OF CONTENTS OBJECTIVE.. 7 SCOPE ......8 LIMITATION. .9 INDUSTRY INTRODUCTION..10 COMPANY PROFILE...13 HISTORY.15 DIRECTOR OF THE COMPANY16 MISSION.17 FAMILY BUSINESS.18 BUSINESS SEGMENTATION19 ORGANIZATION CHART20 SWOT ANALYSIS21 INTRODUCTION TO RECRUITMENT
SELECTION.22 RESEARCH METHODOLOGY.25 FINDINGS.26 SUGGESTION28 REFERENCE..29

AND

Objective

 Understand organization.

the

importance

of

recruitment

in

the

Identify the outcomes of selection decision to the organization. Detail the main biases that can occur during the selection process. Implement an effective Recruitment Process. Understand the function of the interview and types of interview questions that can be employed. Discuss applications of psychometric testing within the recruitment process. Effectively measure the recruitment process. To ensure that recruitment and selection processes meet the organization's operational and strategic requirement. To ensure that all appointments are made on the basis of suitability of position.

Scope

The quality of people that we can recruit determines the future of our organization. So, we need to have the right mix of experience, skills and talents in order to grow stronger in any way. The companys brand image has to be about people and if you dont get your people right, chances is you wont get anything else right.

To structure the recruitment policy of company for different categories of employees. To analyze the recruitment policy of the organization. To compare the recruitment policy with general policy. To provide a systematic recruitment process. It extends to the whole organization. It covers workers, clerical staff, Officers, junior management, Middle management and senior management cadres.

RESEARCH METHDOLOGY
Data Collection:There are two main sources for collecting data. These are: 1. Primary Data. 2. Secondary Data.
1. Primary Data:

It is the data that is collected for the first time. It is fresh and the originally collected by the surveyor.
2. Secondary Data:

Secondary data is the one which is collected by the someone else and already used in some or the other form. Here the secondary data used was the theoretical aspects of promotional tools and the statistical method made use of. In this project I have collected information from various sites and catalogs of Kohler

INDUSTRY INTRODUCTION
Bathrooms and kitchens were once considered just as one portion of home where people usually visit early in the morning to perform their daily routine. But today they are one of the important considerations for a buyer when he buys is flat or builds one for him. Today various sanitary companies across globe are providing Innovative & creative solutions to their consumers. Bathrooms are becoming more and more intelligent & eco friendly which not only saves water but also gives unbelievable facility to their users. Bathrooms are becoming comfort zone today. From faucets to showers, cisterns to waterless urinals, each & every equipments are being designed to give more comfort. The sanitary ware industry in India is neglected in early nascent stage but now is creating news with many international players are entering into the market with their ground-breaking out of the box solutions. Indian Sanitary ware industry is currently in its growth stage. Indian sanitary market is currently leaded by Jaquar, cera and Hindustan Sanitary Ind. Ltd. (HSIL). The other major players are TOTO, ROCA, Marc, Grohe [Link] market statistics have become interesting after the introduction of international brands into the market through joint Ventures. Name a few are Toto from Indonesia and American Standard from Thailand, Hans Grohe ,Grohe AG both from Germany, Sanitec Group of Finland .HSIL has roped in Hans-Grohe, Sanitec group to complete its product range. Although market has huge potential but all International brands comprise of only 10% of total market pie. But with their presence felt in market, Indian companies are making aggressive moves. In past 12 months Hindware has launched around 50 products. Cera not being behind has provided its product in more than 18 colors range.

So what is it that is attracting many international brands to the country? The reasons are high augmentation of still to be penetrated higher middle income group in the country& unparalleled growth of infrastructure. If words of an industry expert are to be believed only Faucet market in India is of around $ 200 million alone. These companys products are two to seven times more expensive than Indian products but in the near future they will be setting up manufacturing unit in India also. Companies are trying to capture the emerging market with new pioneering ideas of marketing with emphasize on customer service. During my tete-a-tete with various Builders, Project managers, Architects and Senior persons I came to know that todays consumer is very brand conscious, and he look for branded instrumentalities whenever come to visit Mock house. Todays consumer is very intelligent and knows all brands. Sometimes they demand one brand over other. Companies taking cues from these ideas are trying to cross the threshold of consumer mind. International brands are making their presence felt by their novel offerings and giving value to the consumer money. Mostly they are targeting the upper segment of market and keeping their eye on high end customers who do not mind to give some extra in order to get a bathroom of their dreams. They are putting a lot of weight over their past experience, in the world market. Sanitary ware companies are getting into entire bathroom solutions in order to provide their customers with a one-stop-shop. Cera & Hindware are coming up with studios which will help them establishing them as premium brands in country. Kohler is backed with a full gamut of products. Its faucets range from Rs.20000 to 25 lac. But they are promoting themselves as a finest International brand available in India. Hindware had just at home with a new concept saying Bathrooms are no more Bathrooms, but glamorous. Although this concept is not new but still able to catch attention. Distribution channels today are backbone of any industry. In this

Industry developing distribution channel is a big challenge. Margins are really low with infuriating prices of raw materials. Companies winning strategy is to play with their operations. Companies like Kohler have adopted practices which are helping them to make their process more efficient. Parrys are working on intelligent supply chain systems taking help of an IT company. So cutting cost, not raising price is the real mantra. During visit I came to know some interesting facts like builders are providing not only branded fittings but also in some cases let the buyers choose from selected products. This is interesting because now even builders know the preference of their consumers and providing them what they want. This even helps builders to select a product for future projects. Finding their preference to select a brand we come to know that affordability is at higher priority & a big concern for them. Brand image of any product is also looked at. Today every company wants his consumer to be happy and satisfied so that he will become a repeat consumer of that product. Bathroom products are durable goods, so they are bought once in 6-7 years or until renovation take place. So keeping customers tracked and building a long term relationship must be worked out.

COMPANY PROFILE
Gracious living is marked by qualities of charm, good taste and generosity of spirit .It is further characterized by self-fulfillment and the enhancement of nature .Our mission is to improve your sense of gracious living in every experience you have with a KOHLER product or service. To make this happen, they try in each of our businesses to live on the leading edge in the design and technology of product and process. And they maintain a single level of quality regardless of price point across our many product or service categories. From sustainable products in kitchen and bath to some of the most beautiful furniture of baker and McGuire, from engines for lawn tractors and generators for marine and home standby, and power systems that protect data centers and urban landscapes to a headquarters hotel for a golf major, this is what kohler [Link] all about .They love our work and they love the opportunity to still make you smiles as you remember years after. They set a standard of excellence yet drive for continuous improvement as they respond to the dynamic of the local market place across the world.

KOHLER CONSISE HISTORY

Key Years: 1873: Kohler & Silberzahn is established. 1883: Line of enameled plumbing fixtures makes its debut. 1887: Company is incorporated as Kohler Company. 1905: Cofounder's son, Walter Kohler, takes over company leadership. 1912: Village of Kohler is incorporated. 1920: Production of small electrical generators begins. 1940: Walter's younger brother, Herbert Kohler, takes control of company. 1954: Six-year-long strike against the company begins. 1968: Nonfamily members lead the company for the first time. 1972: Herbert Kohler, Jr., is named chairman of Kohler Company. 1984: Sterling Faucet Company of Schaumburg, Illinois, is acquired. 1985: The Kohler Design Center opens. 1986: Company enters furniture manufacturing through acquisition of Grand Rapids, Michigan-based Baker, Knapp & Tubbs. 1989: San Francisco-based McGuire Furniture is acquired. 1993: Company expands into cabinetmaking with acquisition of Sanijura, S.A. of France. 1998: Ownership reorganization plan meets with resistance from dissident shareholders. 2006: Kohler was launched in India. 2009: Kohler manufacturing plant was open in Gujarat (Jhagadia).

Companys founder, John Michael Kohler, was an Austrian immigrant, a businessman, and a visionary. Eager to make a name for him, Kohler purchased a cast iron and steel foundry in Sheboygan, Wisconsin in 1873 and settled into life on the shores of Lake Michigan. That might have been the end of the story, with John Michael fading gently into obscurity .Instead he made the fateful decision one day to coat an iron hog scadler with enamel and market it as a bathtub. The bathtub was an instant hit and a new, exciting business was born. From those humble beginnings our company has grown beyond what john Michael have ever imagined, and his name has become synonymous with quality and originality. Today, that same spirit of initiative and invention lives on at Kohler and in each of its four business units. Interiors Group Kitchen and Bath Group Global Power Group Hospitality Group

ABOUT DIRECTOR
Mr. K. David Kohler serves as Independent Director of Interface, Inc. since October 2006. Since April 2009, he has served as the President and Chief Operating Officer for Kohler Co., a global leader in the manufacture of kitchen and bath products, interior furnishings, engines and power generation systems, and an owner and operator of golf and resort destinations. Previously, he served as the Executive Vice President (2007 to 2009) and Group President of the Kitchen and Bath Group (1999 to 2007) for Kohler. Mr. Kohler was formerly a chairman of the National Kitchen and Bath Associations Board of Governors of Manufacturing. He has served as a member of the board of Kohler Co. since 1999, and has previously served on the board of a privately-held manufacturer. He is also a director of Internacional de Cermica, S.A.B. de C.V., a public company traded on the Mexican Stock Market.

MISSION OF THE COMPANY

We have always believed in the concept of gracious living. Its a term we pioneered, and it means that we are dedicated to making sure that our products and services bring charm, good taste and generosity of spirit to the lives of our customers. Gracious living also means an appreciation for nature and the world around us. Taking care of our environment and thinking of new ways to protect our resources is at the very heart of our mission. We focus on this goal of gracious living every day, and every day we renew our promise to bring its spirit to everything we do.

FAMILY OF BUSINESSES
KITCHEN AND BATH GROUP Under the lead brand of KOHLER, plus STERLING and KALLISTA in the United States, MIRA in theU.K, JACOB DELAFON in southern Europe and northern Africa, and KARAT in Southeast Asia, Kohler co markets in locales across six continents. We offer a remarkable choice of products that combine leading design, functionality and sustainability with color, lifelong finishes and consistent quality. FURNITURE AND TILES Under the brands of BAKER, McGuire and MARK DAVID in furniture and ANIN SACKS in decorative tile, plumbing and stone, we deliver gracious living throughout the home and unique choices for designers and hoteliers. ENGINES AND GENERATORS Known for their technology, durability and longevity, we manufacture gasoline, gas and diesel engines from 4 horsepower to 60 horsepower under the brands KOHLER and LOMBARDINI GOLF AND RESORT DESTINATIONS Two of the largest resort destinations comprise the group in Kohler Wisconsin, USA .The American Club@ and Inn on Woodlake are the lodging for whistling straits@ and Black wolf Run@ plus the kohler Waters spa and river to hit over its historic sheds on the road hole ,the most famous hole on the most famous course in golf.

BUSINESS SEGMENTATION OF KOHLER

RETAILRetail broadly includes those business where bathrooms are 15 or less than 15. Retail consist of various things which are as follows1. Individual Houses. 2. Farm houses. 3. Small hotels.

PROJECTProject consists of those businesses where bathrooms are more than [Link] is also more than retail.

HOSPITALITYAny business which consists of these things 1. Guest houses 2. Hotels and Hospitals 3. Properties 4. Havellis Are considered as a Hospitality business

INTRODUCTION TO RECRUITMENT AND SELECTION

Recruitment and Selection are two of the most important functions of human resource management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the source of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Right person for the right job is the basic principle in recruitment and selection The level of performance of and organisation depends on the effectiveness of its recruitment function. Recruitment and Selection process affects a lot on the organizational activities regarding its growth because if the people will be according to the requirements and skillful then cost will reduce and organization must grow.

Selection:
Selection is defined as the process of differentiating between applicants in order to identify (and hire) those

with a greater likelihood of success in a job. Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. Selection is a process in employment function which starts immediately upon receipt of resumes and application letters, the major concern being reviewing resumes for basic qualifications. A job seeker who does not meet the required qualifications is not an applicant and should not be considered. It is a process which should be based on job related qualifications including, but not limited to : required or preffered education; experience and knowledge, skills and abilities as identified in the job description.

7 stages of Recruitment and Selection:

Identifying a need Analyzing the job Attracting candidates Pre-selection Selection Appointment Induction

FINDINGS
Recruitment is an important part of every organization. Finding the right people is the most important and equally difficult job. Each point of placement demands a person with right qualities and qualifications. Before you go for recruitment you have to find out the details about a particular position. So how is it done? Negotiation is an important aspect of recruitment and selection. Headhunting and Poaching is rampant in recruitment firms. Criteria that they look for is domain knowledge, competency. Qualification, family background, tracks record and so on. Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills, and wisdom to align the recruitment processes for the benefit of the organization. There are certain problems or say hurdles that also occur during recruitment and selection process like issues regarding salary bands, cultural background, and many a times the candidate does not join after committing. Each organization should set up a web site because web site is much easier than updating a brochure, once you get the hang of it. A web site is more accessible and preferred by todays

media-savvy graduate students. Web site information can include interview schedules, as well as directions to your site.

SUGGESTIONS
Markets change, tastes change, so the companies and the individuals who choose to compete in those markets must change. Standing out in the crowd is always a challenge in any industry. Similarly, there are thousands of recruitment agencies, job boards around and hence it is a much of a challenge to be on top of others. According to leading recruitment executives,

recruitment companies need to build a closer relationship with a qualified talent pool if they are to survive the current shift towards internalized

recruitment. Here are some suggestions and recommendation to be top in the list: Uniqueness/Specialization: Instead of trying luck in various non focused job requirements, it is better to have a focused and specialized interest in a particular sector. Concentrate in one domain or sector and start building similar clients (Employers) and provide service for that particular sector. Build resume database on this sector and market the talent pool. When companies working on this sector get to know about your specialization

automatically will ask for business assistance. It becomes easier to sell your talent pool and get business as well as to deliver since you have built network on this sector.

Creative Approach: Adopt innovative technology like use all the social networking LinkedIn, Facebook, Twitter, Orkut etc to attract the candidate. Find out the relevant site

(LinkedIn) for your target search. Join those sites. Bring enough traffic to your site. Always communicate frequently with the client. Provide right feedbacks, market information and candidate details to client. Meet them in person frequently, try to get latest updates about the company, their business and the technology aspects. Strategic Recruitment: Strategic Recruitment means identifying the real recruitment needs of your organization and fulfilling those needs. The needs are in terms of number, quality and specialized skills and talents in every area of the organization's activities. The organizaion's people needs range from the immediate to medium and long

terma needs. The use of strategy in recruitment is intended to attain the objective Matching People with Jobs. With the absence of this approach, organization may have to change its plan and may end up Matching Jobs to People.

LIMITATION
One of the main barriers was communication, it was very difficult to contact influencers and their representatives as they sometimes denied to provide their information. Many times their views seemed biased and it was hard to desolate these views. So it might affect our results also. Study contains views and data of a small section of Delhi NCR and Gurgaon, which might not be a true representation of the whole sanitary industry of the country. This study is strictly conducted in Gurgaon.

REFERENCE
[Link] [Link] [Link] [Link]/ceramicindustry/[Link] [Link]/[Link] [Link] [Link] [Link]/time/magazine [Link] [Link], etc.