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RECRUITING GEMS FOR GITANJALI GROUP

BY – ANWESHA SARKAR DM16B09

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TOPICSector Gems and JewelleryCompany Gitanjali GroupProduct Jewellery and

WatchesAbout The ProjectRecommendation And ConclusionMy Learning

CONTENTS

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SECTOR : GEMS AND JEWELLERY SECTOR• CONTRIBUTION TO THE GDP – 7%• EXPORTS – Cut and polished diamonds: US $ 20 bn, Gold Medallions and coins: US$ 5.2 bn, Silver Jewellery: US$ 3 bn• With an 8 % , market share in polished diamonds, India

has become the world's third largest diamond consumer. • Foreign Direct Investment (FDI) inflows in diamond and

gold ornaments in the period April 2000-March 2016 were US$ 772.05 million

• EXPECTED CAGR- 15.95 per cent over the period 2014-2019.

Source – ibef.com

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• Gitanjali Group is one of the largest branded jewellery retailers in the world.

• Gitanjali is engaged in the cutting and polishing diamonds as well as in jewellery manufacturing, branding and retailing

• CHAIRMAN AND MANAGING DIRECTOR – MEHUL C. CHOKSI

• HEADQUARTERS – MUMBAI• FOUNDED IN 1966• STOCK PRICE – 67.20 rupees.• SALES TURNOVER : 8603.63 Cr.(2016)• REVENUE- 125 Billion INR (US$1.9 billion)

COMPANY : GITANJALI GEMS AND JEWELLERY

SOURCE: - www.gitanjaligroup.com

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COMPETITOR’S ANALYSISName LAST

PRICEMARKET CAPITAL (in Cr.)

SALES TURNOVER

NET PROFIT

TOTAL ASSET

Rajesh Exports 499.05 14,734.95 38,618.62 476.52 7,741.9

PC Jewellers 383.85 6,874.75 7,259.07 400.88 3,267.53

Tribhovandas 68.70 458.44 1,654.78 -23.13 1,088.34

Gitanjali Gems 68.40 811.33 8,603.63 48.76 7,787.31

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SHARE OF GITANJALI GROUP’S RETAIL OUTLETS

SOURCE – www.ibef.com

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PRODUCTS :-

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ABOUT THE PROJECT

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PROJECT METHODOLOGYUNDERSTAND

ING JOB PROFILES

SOURCING

TELEPHONIC INTERVIEW

FACE TO FACE INTERVIEW

FEELING UP OF PERSONAL

DATA

PRE APPOINTMENT FORMALITIES

OFFER

ONBOARDING

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PROJECT DESCRIPTIONRECRUITMENT-Recruitment is the process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening in a timely and cost-effective manner. 

Recruitment and Selection is conducted by:     HR & Branch Manager     Functional Head

• Recruiting begins with occurance of vacancy and authrization to fill it up

• Job analysis

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Recruitment planning on the basis of budget-• The annual budget specifies the manpower

requirement of the entire organization

Review of Manpower Plans and Additional Manpower• Review of manpower budgets takes place on

a quarterly basis. • In the event of any new position or any

deviations to the original plans, details of the positions is forwarded to the VP-HR along with the adequate supporting information

RECRUITMENT PLANNING

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Depending on the nature of the position/grade, volumes of recruitment and any other relevant factors, the Regional HR would use any one multiple sources such as:•  Existing database (active application data

bank);•  Employee referral as per any company

scheme that may be approved from time to time;

•  Advertisement in the internet/newspapers/magazines/company’s sites/job sites or any other media;

•  Placement Agencies (particularly for positions of Managers and above)

SOURCING

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SCREENING:-•Interview of 30 candidates were taken by me .

This assessment were done with respect to:• The general profile of the candidate,• Personality fit of the candidate into the

profile,• Aptitude/attitude of the candidate,• Motives of the person to join the company• Basic skill level on the set of requirements,

say numerically ability, networking ability, etc.

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NEGOTIATIONS OF THE TERMS AND CONDITIONS AND OTHER PRE-APPOINTMENT FORMALITIES :- • The branch managers is allowed to fix the salary and

grade of the incoming sales manager, provided the compensation does not exceed 20% of the candidates current cash salary

REFERENCE CHECKS-• Normal, reference checks were undertaken with at least

one reference. • A second reference check will be done if considered

necessary. • Where the minimum two reference checks are not

possible (particularly with the current employer) or where there is a mixed response from different sources, the matter may be to the VP-HR for a final decision

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The candidate should forward the relevant papers listed below to the head of recruitment.• Personal Data form• Employee requisition form • Latest and updated resume of the candidate• Photocopy of the appointment letter of the last

employer or latest salary slip.• Employment details.• Two Professional references.• Language Proficiency.

Employment offer letter

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• Compression of the "white space" in the hiring process.

• Use of more & more consultants from multiple segments.

• Competency check• Reduction of the pre offer formalities• Blending of technology • Building and managing the candidate

pool.

RECOMMENDATION

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Jewellery is confronted with high attrition rate makeing recruitment a critical function in the organizationEnsure selection of competitive people by • Improvising of recruitment

processes continuously.• Looking out for methods enabling

the organisation to adopt best recruitment practices

CONCLUSION :-

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• Understanding of person and profile fit.• Convince prospective candidate;• Following up with the candidates• Learning about salary fitments.• Communicate with the corporates;• Handle queries;• Prioritize issues according to their importance

MY LEARNING -

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Thank You