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    Jubilant FoodWorks

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    Aarushi Manchanda
    The company was founded in 2009 and is headquartered in Waldorf, MD. It invests across sectors like IT, fashion, education, media and travel. For recruitment, it posts jobs on portals and calls candidates for interviews including group discussion and personal interviews. It sources candidates from job portals, employee referrals, campus placements and online professional networks. New hires undergo 3 months of training before performance evaluation. Underperformers are issued warning letters, and may be replaced if improvement is not seen.

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    Jubilant FoodWorks

    Uploaded by

    Aarushi Manchanda
    544 views16 pages
    The company was founded in 2009 and is headquartered in Waldorf, MD. It invests across sectors like IT, fashion, education, media and travel. For recruitment, it posts jobs on portals and calls candidates for interviews including group discussion and personal interviews. It sources candidates from job portals, employee referrals, campus placements and online professional networks. New hires undergo 3 months of training before performance evaluation. Underperformers are issued warning letters, and may be replaced if improvement is not seen.

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    The company was founded in 2009 and is headquartered in Waldorf, MD. It invests across sectors like IT, fashion, education, media and travel. For recruitment, it posts jobs on portals and calls candidates for interviews including group discussion and personal interviews. It sources candidates from job portals, employee referrals, campus placements and online professional networks. New hires undergo 3 months of training before performance evaluation. Underperformers are issued warning letters, and may be replaced if improvement is not seen.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    544 views16 pages

    Jubilant FoodWorks

    Uploaded by

    Aarushi Manchanda
    The company was founded in 2009 and is headquartered in Waldorf, MD. It invests across sectors like IT, fashion, education, media and travel. For recruitment, it posts jobs on portals and calls candidates for interviews including group discussion and personal interviews. It sources candidates from job portals, employee referrals, campus placements and online professional networks. New hires undergo 3 months of training before performance evaluation. Underperformers are issued warning letters, and may be replaced if improvement is not seen.

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    The Company was incorporated in 1995 and initiated

    operations in 1996. The Company got listed on the


    Indian bourses in February 2010. Mr. Shyam S. Bhartia,
    Mr. Hari S. Bhartia are the Promoters of the Company.

    The Company operates brands like Dounkin Donout’s


    & Domino’s Pizza with the exclusive rights for India,
    Nepal, Bangladesh and Sri Lanka with a network of
    1,167 Domino’s Pizza restaurants across 269 cities in
    India
    Jubilant
    FoodWorks
    • The Company was incorporated in 1995 and initiated
    operations in 1996. The Company got listed on the Indian
    bourses in February 2010. Mr. Shyam S. Bhartia, Mr. Hari S.
    Bhartia are the Promoters of the Company.

    • The Company operates brands like Dounkin Donout’s &


    Domino’s Pizza with the exclusive rights for India, Nepal,
    Bangladesh and Sri Lanka with a network of 1,167
    Domino’s Pizza restaurants across 269 cities in India
    Recruitment and Selection
    • In the beginning of financial
    year requirements of different
    positions are disclosed
    • Department heads specify
    the type of employee they
    need
    • Budgeting of recruitment is
    done by senior H.R HEAD
    • The news for Hiring is floated
    via social media
    RECRUITMENT
    Recruitment is the process of searching the
    candidates for employment and stimulating them to
    apply for jobs in the organization

    Jubilent use different tools for recruitment


    • Internal : internal job posting, talent identification,
    job enhancement
    • EXTERNAL : they use job portal such as Naukri.com,
    Job posting (post the job requirements), Offer
    Referrals to employes and hire consultancy firm
    SELECTION
    Selection involves the series of steps by which the
    candidates are screened for choosing the most
    suitable persons for vacant posts.

    Screening done by line managers. Psychometric test is


    conducted followed by series of interview
    I. Face to face interview with HR
    II. Telephonic/skype interview
    III. If selected , Functional interview( skilled interview )
    IV. Direct interview with Head of Department

    If selected, Documentation and verification is done


    along with salary discussion with HR person.
    SNVA VENTURES
    Pvt Ltd
    The company was founded in 2009 and its
    headquarters in waldorf,MD. SNVA recognize
    ourselves for new business paradigms in a globalized
    world.
    SNVA started its operations with education and
    quickly moved to capitalise on every emerging
    business opportunity.
    They have invested and embossed in diversified
    across sectors like IT, Fashion, Education, Media and
    Travel
    RECRUITMENT POLICY

    • First we used to post jd on different job portals.


    • As per the responses, the candidates were called
    and intivited to office
    • Different rounds were conducted for interview
    • Group discussion
    • Personal interview
    SOURCES
    • Job portal- 20-25 qualitative candidates for all
    profile
    • Walkin always for IT Dept. because bulk hiring was
    required such as SEO's. No parameters were
    required for them since 10-20 people were required.
    • Online sites: linkedin, facebook . Mostly linkdin
    because facebook was not that authenticated.
    • Employee referral
    • Campus placement- amity noida, galgotias, jp
    institute
    HIRING

    • At the time of Bulk hiring -15 approx


    at once in a month . Max hiring
    was done for developers.

    • Marketing - candidates were req


    after every month so 10-12
    candidates were hired in a month
    FIRING
    • Compamy used to hire employees
    • Provide 3 months training
    • After 3 months , the employee was evaluated 3-6
    months
    • If the candidate is able to complete the target and
    performs good , then he/she was absorbed.
    • If the employee is not able to fulfill the target,
    he/she was provided with a warning letter .
    • If after the warning letter, the person is not
    performing, the company used to find a
    replacement.
    Process
    • Candidates used to visit the company
    • Preliminary interviews were conducted.
    • Followed by technical round with the manager
    • Final round with general manager of the comany -
    For all profile
    • Once selected, offer letter is mailed
    • Induction was done
    KPIT
    TECHNOLOGIES
    LTD
    • It is an Indian multinational corporation
    • It provide IT consulting and product
    engineering solution.
    • KPIT is publicly traded company –BSE and
    NSE
    • KPIT was founded by Ravi pandit and
    Kishor patil.
    RECRUITMENT
     Internal
    • Job rotation
    • Job enhancement
    • Job posting

     External
     Employee reference
     Job portal naukri, monster
     Consultancy firm
    Selection Policy
    College approach

    1. Method of selection
    2. Aptitude test
    3. English proficiency test
    4. Coding test
    5. Technical interview
    6. Personal interview
    7. Check the communication and give rating
    8. Salary decide
    9. Geography competence
    10. Offer letter
    • Technical interview
    • Personal interview
    • Check the communication and give rating
    • Salary decide
    • Geography competence
    • Offer letter

     Another process (technological base) SAP


     It worked with only those college which are sip
    allianced (IIT, LPU)
     After placement company give syllabus which is to
    be taught

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