Sem 3
Sem 3
Sem 3
“TALENT MANAGEMENT”
IN
RSPL GROUP
A Project Report submitted in partial fulfillment of the requirements
for the degree of Master of Business Administration.
i
DECLARATION
I hereby declare that this Project Report titled “Talent Management” submitted by me is
based on actual work carried out by me. It contains no material previously published or
written by another person , nor has this material to a substantial extent been accepted for the
award of any other degree or diploma of the university or other institute of higher learning.
Submitted By :
AMAAN HASAN
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COMPANY CERTIFICATE
iii
ACKNOWLEDGEMENT
I would also like to thank other people associated with Human Resource
Department of RSPL Limited for supporting me throughout my one month
internship program.
PREFACE
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Talent management represents the strategic organizational effort to maximize
employees with the necessary skills and aptitudes to achieve the company's
thereby enhancing overall performance. This preface seeks to delve into the
growth. This preface sets the stage for an in-depth exploration of the evolving
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TABLE OF CONTENT
INDEX
1.
Chapter 1: Introduction
20-29
1.2 Company Profile
30-32
1.3 About the Topic
2
Chapter 2: Literature Review
3
Chapter 3: Study of the selected Research Problem
vi
3.4 Sampling (Sample Size, Sampling Technique, Sampling Unit, 67-68
Population)
4.1 Analysis of the data collected with relevant table and graph. 75-84
5.1 Conclusion 88
5.3 Biblography 92
List of Figures :-
vii
Figure No. Title Page No.
4 RSPL Brand 26
5 Location of RSPL 27
7 Present Set-up 29
14 Footware Products 52
15 Dairy Products 53
17 Real Estate 56
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CHAPTER 1 – INTRODUCTION
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INDUSTRY PROFILE
Fast Moving Consumer Goods (FMCG) Industry in India is one of the fastest developing sectors in
the Indian economy. At present the FMCG Industry is worth US$ 13.1 billion and it is the 4th largest
in the Indian Economy. These products have very fast turnaround rate, i.e., the time from production
to the revenue from the sale of the product is very less. In the present economic scenario, time is
regarded as money, so the FMCG companies have to be very fast in manufacturing and supplying
these goods.
The Fast-Moving Consumer Goods (FMCG) Industry in India include segments like cosmetics,
toiletries, glassware, batteries, bulbs, pharmaceuticals, packaged food products, white goods, house
The FMCG market is highly concentrated in the urban areas as the rise in the income of the middle-
income group is one of the major factors for the growth of the Indian FMCG market.
The penetration in the rural areas in India is not high as yet and the opportunity of growth in these
areas is huge by means of enhanced penetration in to the rural market and conducting awareness
programs in these areas. The scopes for the growth of the FMCG industry are high as the per capita
consumption of the FMCG products in India is low in comparison to the other developed countries.
The manufacturing of the FMCG goods is concentrated in the western and southern belt of the
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country. There are other pockets of FMCG manufacturing hubs. Fast Moving Consumer Goods
Marico
Nirma ltd.
Nestle
Cargill
Coca-Cola
Colgate-Palmolive India
Heinz co.
Unilever
Nestle
Pepsi co.
Jyothi Laboratories
Samsung
LG
Haier
Sony
Whirlpool
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DEALING OF FMCG INDUSTRY
FMCG industry, alternatively called as CPG (Consumer packaged goods) industry primarily deals
with the production, distribution and marketing of consumer-packaged goods. The Fast-Moving
Consumer Goods (FMCG) are those consumables which are normally consumed by the consumers at
a regular interval. Some of the prime activities of FMCG industry are selling, marketing, financing,
purchasing, etc. The industry also engaged in operations, supply chain, production and general
management.
FMCG industry provides a wide range of consumables and accordingly the amount of money
circulated against FMCG products is also very high. The competition among FMCG manufacturers is
also growing and as a result of this, investment in FMCG industry is also increasing, specifically in
India, where FMCG industry is regarded as the fourth largest sector with total market size of US$13.1
billion. FMCG Sector in India is estimated to grow 60% by 2010. FMCG industry is regarded as the
largest sector in New Zealand which accounts for 5% of Gross Domestic Product (GDP).
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Common FMCG products
Some common FMCG product categories include food and dairy products, glassware, paper products,
pharmaceuticals, consumer electronics, packaged food products, plastic goods, printing and stationery,
household products, photography, drinks etc. and some of the examples of FMCG products are coffee,
tea, dry cells, greeting cards, gifts, detergents, tobacco and cigarettes, watches, soaps etc.
Some of the merits of FMCG industry, which made this industry as a potential one is low operational
cost, strong distribution networks, presence of renowned FMCG companies. Population growth is
Some of the well-known FMCG companies are Sara Lee, Nestlé, Reckitt Benckiser, Unilever, Procter
& Gamble, Coca-Cola, Carlsberg, Kleenex, General Mills, Pepsi and Mars etc.
FMCG industry creates a wide range of job opportunities. This industry is a stable, diverse,
challenging and high-profile industry providing a wide range of job categories like sales, supply
chain, finance, marketing, operations, purchasing, human resources, product development, general
management.
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SWOT OF FMCG SECTOR
14
15
Top 10 FMCG Companies
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Some other companies that offer good career prospects in the FMCG sector are:
Godrej, Parle, PepsiCo, Coca-Cola, Colgate-Palmolive, Revlon, J&J, Ghadi, Nirma etc.
Reached around700 million consumers and covers 6.3 million retail outlets.
ITC Limited
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FIGURE NO:3
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COMPANY PROFILE
Limited is a Non-govt company, incorporated on 22 Jun, 1988. It's a public unlisted RSPL company
Company is registered in Kanpur (Uttar Pradesh) Registrar Office. Rspl Limited registered
RSPL Limited is majorly in Manufacturing (Food stuffs) business from last 34 years and currently,
company operations are active. Current board members & directors are Rajinder Pal Singh, Jagannath
Gupta, Bansilal Gyanchandani, Murli Dhar Gyanchandani, Bimal kumar Gyanchandani, Manoj
Kumar, Rahul Gyanchandani, Rohit Gyanchandani, Renuka Gulati and Naresh Kumar Phoolwani
Company is registered in Kanpur (Uttar Pradesh) Registrar Office. Rspl Limited registered address is
119-121 (Part), Block P&T Fazal Ganj Kanpur UP 208012.
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RSPL manufactures detergent powder and cakes, which are sold under the Ghari brand. The company
has 21 detergent manufacturing units across Uttar Pradesh (UP), Madhya Pradesh (MP), Rajasthan,
Uttarakhand, Jharkhand, Karnataka, Bihar, Chhattisgarh and Maharashtra. RSPL also has a toilet-soap
Additionally, the company has its own units in Greater Noida and Kanpur for manufacturing
packaging material, one unit for manufacturing of AOS in Dhar (MP), one unit in Haridwar for
manufacturing of home and personal care products, and one unit in Kasna, Greater Noida for hygiene
care products. RSPL also has 5 wind power plants with installed capacity of 50.1 megawatts (MW)
Ghadi Detergent brand is one of the fastest growing brands in the FMCG market. The RSPL Group
stands at approx Rs 6000 Crore today in-spite of competition, is making great strides in the Indian
Detergent Industry and is currently ranked as largest brand in its category with approx 20 % market
share and is striving to better its position by constant endeavor. A family business which started
around 1970 for manufacturing and marketing of oil soap with a turnover of a couple of Lacs turned
its position by constant endeavor. A family business which started around 1970 for manufacturing and
marketing of oil soap with a turnover of a couple of Lacs turned into a corporate in the year 1988 by
With the passage of time, by adopting latest technology and using premium quality raw materials, it
developed a product under the brand name 'Ghadi' to the liking of the masses. The Company then
diversified into the dish wash bar segment and launched "XPERT". Further to the success, the
company entered into toilet soap segment and launched toilet soap under the brand name "VENUS",
which is available in various variants. The Company also through its brand Pro-ease is focusing on
turnover of Rupees 1.39 Crores in the year 1988-89 with an average growth rate of 15 to 20%
OUR MISSION -:
To be a part of consumer's daily life by giving them best value for money through well
Core values-:
Consumer Centricity
Continuous Improvement
Integrity
Thorough Planning and Execution
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Vision-:
RSPL GROUP believes in sustained economic growth considering the environment with a
RSPL GROUP understand that the growth of the Group should come with minimal impact on
RSPL GROUP work on the CSR activities on our own keeping in view of the scope and areas
In line with the aforesaid, RSPL GROUP have Trusts named Laxmi Devi Dayal Das
Charitable Trust and RSPL Welfare Foundation established by our Promoters through which
Focus area
In the area of Health and Hygiene, the Group has set up a hospital named LAXMI DEVI
DAYAL DAS CHARITABLE HOSPITAL equipped with many modern facilities, top Doctors
and paramedical staff in Kanpur Area.
It is equipped with the latest medical equipment facilitating accurate treatment to its patients
and distributes medicines absolutely free of cost on a daily basis to those people who cannot
afford to pay.
The hospital through its specialized & committed doctors is dedicated to fulfilling its
objectives of complete and comprehensive health care and is inclined to work for the
betterment and upliftment of the society.
It has also organized many Eye Camps for free operations and hospitalization of cataract
patients.
The Group is also committed to contribute and give impetus to the Swachh Bharat Abhiyan
campaign, launched on 2 October 2014 on Gandhi Jayanti by Government of India, which
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aims to eradicate open defecation by 2 October 2019, the 150th anniversary of the birth of
Mahatma Gandhi, by constructing 90 million toilets in rural India. Accordingly, we have done
construction of individual household toilets in various villages in Uttar Pradesh and in Gujarat.
Water conservation-:
Group has taken numerous initiatives for providing clean drinking water in many areas in
Kanpur by the installation of Hand pumps and submersible pumps including a plant of RO
Water. Pumphouse for irrigation purpose have been constructed and renovation and
maintenance of ponds have been our focus area being a step towards water conservation.
The Company has laid down a 5252-meter pipeline for supply of drinking water in Vill.
Kuranga, Distt. Devbhoomi Dwarka, Gujarat. A Project is in progress for the supply of
drinking water at Vill. Kuranga, Distt. Devbhoomi Dwarka, Gujarat for Fishermen
community.
Abhiyan’ in Gujarat.
We have constructed street-level Rain Water Harvesting (RWH) and Recharge Tank in Surat
Nagar, Gurugram to prevent street flooding during rains. This was Group’s initiative
implemented by TRCSS JNU and Gurgaon Water Forum (GWF) in collaboration with the
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We constructed 175 ‘Vermipits’ for making alternate and non-chemical fertilizer, further
Artificial Insemination was done to improve the breeding of Cows and Buffalos.
Education-:
“Education is the most powerful weapon which you can use to change the world”. With this
Motto, the Group is committed to the noble cause of education, donating generously by paying
school fee(s) for the number of meritorious students including poor girl students of different
Further, we have been involved in the construction of many buildings like Hostels in Tribal
areas for children, construction of Sport’s Hall, and a stage with Basement and Room in ‘Bal
Bhawan’ at Kanpur.
Every year our Group gives financial assistance and donations to various projects,
organizations, and other deserving persons. Further, we have distributed solar study lamps to
We have donated funds to the people in need in various disaster-hit areas during natural
• We recognize and are deeply moved by the sacrifices of our Defence Forces and keeping in view
of this we provide financial assistance to the families of martyred Defence personnel(s) from time to
various Old Age Homes by donating medicines, food, and other necessary things. The Company has
RSPL Brands
“In our endeavor to give superior brand experience and value for money to our
consumers”
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Location of RSPL Head office
Address-: 119 - 121, Block P&T, Kalpi Rd, Fazalganj, Kanpur, Uttar Pradesh 208012
26
Present status of RSPL
27
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About the Topic
Talent management, in the contemporary organizational context, has emerged as a critical framework
for enhancing workforce productivity and cultivating a sustainable competitive advantage. At its core,
talent management encapsulates a holistic approach to recruiting, developing, nurturing, and retaining
employees with the requisite skills, knowledge, and attributes to contribute significantly to an
organization's success. It goes beyond traditional HR functions, encompassing a strategic and proactive
process that aligns individual aspirations with corporate goals, fosters a culture of continuous learning,
One of the primary elements of talent management is the identification and recruitment of top-tier
talent. This initial step involves leveraging various recruitment strategies, including leveraging social
media platforms, job boards, and professional networks, to attract high-potential candidates who align
with the organization's culture and values. Implementing robust selection processes, such as
competency-based interviews and assessment centers, ensures that the most suitable individuals are
Once talent is acquired, the focus shifts to their development. This includes comprehensive training
programs, mentorship initiatives, and performance feedback mechanisms to hone their skills and
competencies. Organizations often invest in learning and development platforms that offer personalized
and targeted training modules to nurture specific areas of expertise. Providing employees with
opportunities for growth and advancement not only enhances their performance but also fosters a sense
To optimize employee potential, talent management also emphasizes the importance of performance
management. Implementing regular performance reviews and goal-setting exercises facilitates the
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coupled with recognition and rewards for exemplary performance, motivate employees to continually
strive for excellence. Moreover, setting clear and measurable key performance indicators (KPIs)
enables employees to understand their roles and responsibilities within the broader organizational
planning to ensure a seamless transition of leadership within the organization. By identifying high-
potential employees and preparing them for future leadership roles, companies can mitigate potential
leadership gaps and maintain operational continuity. Succession planning entails mentoring, job
rotation, and exposure to diverse facets of the business to equip emerging leaders with a comprehensive
conducive work environment that promotes open communication, teamwork, and a healthy work-life
balance is crucial for fostering a sense of belonging and commitment among employees.
Organizational culture, inclusive policies, and initiatives that prioritize employee well-being contribute
to a positive workplace atmosphere, enhancing job satisfaction and reducing employee turnover.
Technology plays a pivotal role in modern talent management practices. Innovative human resource
management software, applicant tracking systems, and performance management tools facilitate
efficient data management, analytics, and decision-making processes. These technologies enable HR
professionals to track employee performance, identify skill gaps, and devise tailored training programs,
thereby streamlining the talent management process and enhancing its effectiveness.
Moreover, talent management is intricately linked with strategic workforce planning. Anticipating
future skill requirements and aligning talent acquisition and development strategies with long-term
business objectives is essential for sustaining a competitive edge in dynamic market landscapes. By
conducting comprehensive workforce analyses and forecasting future talent needs, organizations can
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proactively address potential talent shortages and align their talent pool with emerging industry trends
Globalization and the increasing prevalence of remote work have further necessitated the evolution of
talent management strategies. The virtual work environment requires the implementation of remote
collaboration tools, effective communication channels, and flexible work policies that accommodate
diverse employee needs and preferences. Adapting talent management practices to cater to a
geographically dispersed workforce is crucial for maintaining cohesion and synergy within the
organization.
Diversity and inclusion also form integral components of effective talent management. Embracing a
diverse workforce that reflects various backgrounds, perspectives, and experiences not only fosters
innovation and creativity but also contributes to a more inclusive and equitable work environment.
Implementing diversity initiatives, cultural sensitivity training, and inclusive policies fosters a sense of
belonging among employees, encouraging them to contribute their unique insights and ideas to the
organization.
In conclusion, talent management is a multifaceted and dynamic process that plays a pivotal role in
shaping the success and sustainability of modern organizations. By prioritizing the recruitment of top-
tier talent, investing in their development, implementing effective performance management strategies,
fostering employee engagement, leveraging technological advancements, and embracing diversity and
ethical principles, organizations can build a robust talent pipeline that drives innovation, resilience, and
long-term growth. Continuously adapting talent management practices to align with evolving industry
trends and global dynamics is crucial for maintaining a competitive edge in an ever-changing business
landscape.
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CHAPTER 2 – LITERATURE REVIEW
32
Review of Literature
RSPL LIMITED
delivering ‘value for money’ propositions. Today it is a billion-dollar empire, employing over 25000
team members, and with a presence across the country and internationally. RSPL Group believes in
sustained economic growth with due importance given to the environment and giving back to society,
The journey of RSPL Group started in 1988 when Shri. Murli Dhar Gyanchandani and Shri. Bimal
Kumar Gyanchandani started their journey from Kanpur with Ghadi Detergent. With a desire to create
a lasting and successful impact on millions of consumers across the country, RSPL Group today has a
presence in FMCG, Dairy & allied products, Real Estate, Footwear, Lifestyle & Fashion and Green
Power.
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Corporate Identity Number (CIN) U15111UP1988PLC009771
Status Active
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RSPL Group is a FMCG diversified conglomerate committed to value for money propositions &
credited with several innovations over the last 3 decades. The sagacity to weave its business around
consumer needs has conferred RSPL Group with a distinct value and identity. Efficient capital
structure, cutting- edge technology, operational discipline, and a widespread distribution network, have
together attributed to enhancing RSPL Group and enabled the organization to deliver value to
consumers. RSPL have a strong presence in fabric care, personal care, and home care products for over
31 years of existence. In the laundry market, Ghari detergent (RSPL brand) is the largest brand with
The driving force at RSPL Group is to understand profound changes in product technology and
consumer needs to make brands the way consumer desires them to be. We believe that the only
constant in the history of mankind is evolution and so we endeavour it is our endeavour to give a
superior brand experience and the most superior value for consumer's’ money. RSPL undeterred
pursuit of for evolution has led the company to progress on the path of value during their growth.
RSPL Group is driven by its principles of constant improvement and its strength lies in its unique
offerings, focus on putting the consumer first, eye for detail, transparency in dealings, and innovation.
With a rich heritage and domain knowledge, RSPL Group has built a huge conglomerate while
providing employment across the country. RSPL Group has created a diverse portfolio of products that
touch millions of Indians every day. Further, in 2011 RSPL hived off its Leather & Footwear division
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RSPL’s History
RSPL Limited (formerly known as Rohit Surfactants Pvt Ltd) was established in 1988 in Kanpur (Uttar
Pradesh) by late Mr. Dayal Das and his sons, Mr. Murli Dhar and Mr. Bimal Kumar. The company was
renamed as RSPL Pvt Ltd and further reconstituted as a public limited company in August 2011 as
RSPL Ltd. During the past decade, RSPL’s promoters acquired several detergent manufacturing
companies. In the year 2006, four companies−Kanpur Detergents & Chemicals Pvt Ltd, Rahul
Detergents Pvt. Ltd., Singh Detergents Pvt Ltd and Rohit Soaps & Detergents Pvt Ltd were
amalgamated with RSPL. In 2008, the promoters amalgamated holding company, Ghari Industries Pvt
Ltd, and its subsidiary, Calcutta Detergents Pvt. Ltd. with RSPL and hived-off RSPL’s real estate
division to Nimmi Build Tech Pvt. Ltd. (earlier known as Poonam Developers & Infrastructure India
Pvt Ltd).
RSPL Timeline:
1988 RSPL was incorporated on June 22, 1988 as Shri Mahadeo Soap Industries
Private Limited. The company starts its journey as a small-scale soap and
detergent manufacturer.
In The company gains recognition for its brand and became a local household name.
1990’s
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In The company diversified into the detergent and soap manufacturing
2000’s sector with the brand "Ghari Detergent." RSPL Group further expands its
operations and establishes a stronger presence in the FMCG sector.
New manufacturing facilities and distribution networks are developed to
support growing demand.
The company expands beyond India's borders, exporting its products to
international markets.
2005 On June 17, 2005, the company's name was changed to Rohit Surfactants
Private Limited following the merger of four group companies, also engaged in
the manufacture of detergent cake and powder, with RSPL.
2006 In 2006, Citigroup Venture Capital India (CVCI) had approached RSPL (then
Kanpur Trading Chemicals) to pick up a roughly 14% stake. The deal didn't go
through due to valuation differences and RSPL decided to restructure its business
instead. It then had four companies operating in detergents, real estate and leather
products.
2008- In 2008, the group underwent a restructuring, which resulted in the detergent and
2010 leather business being consolidated in Rohit Surfactants, while the real estate
business of the group was separated.
The group merged Ghari Detergents and Calcutta Detergents into a single entity.
At the same time, it hived off real estate into a company called Nimmi Build
Tech Pvt Ltd. The group also forayed into dairy products and formed a separate
company for this called Namaste India Foods Pvt Ltd. The leather and footwear
division has been spun off as Leayan Global Pvt Ltd, a wholly owned
subsidiary of RSPL.
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In RSPL Group continues to grow and diversify, entering new segments of
2010’s the FMCG market.
As of December 2010, Ghari had almost doubled its market share, taking
it up to 13.5% in the Rs 12,000-crore detergents segment.
In early 2010’s the company invests in sustainable and eco-friendly
manufacturing practices.
In late 2010’s the company's headquarters in Kanpur undergoes
expansion and renovation.
RSPL Group receives awards and recognition for its corporate social
responsibility (CSR) initiatives and contributions to the community.
2011 In 2011, the leather business of the company was also hived off into a separate
entity and the company was converted into a public limited company from
August 29, 2011 and was renamed as RSPL Limited. The company is a
closely held
company held by the Gyanchandani family of Kanpur.
2020’s RSPL Group adapts to changing consumer preferences by launching new product
lines and digital marketing strategies. The company focuses on sustainability,
introducing eco-friendly packaging and reducing its carbon footprint.
2023 In present date RSPL Group is a diversified Fast-moving Consumer Goods (FMCG).
Today it is a billion-dollar empire, employing over 25000 team members, and with a
presence across the country and internationally with paid up capital up to ₹42.78 cr.
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The company has steadily expanded its operations over the years and currently has 25 manufacturing
units spread across India. Besides, the company also has its own packaging units at Greater Noida and
Kanpur. The company sells detergents in the economy segment under the “Ghadi” brand, toilet soaps
under the “Venus” brand and dish-wash bars under the “Xpert”
brand. RSPL has a large marketing set up with over 3,300 exclusive distributors. The company also has
wind energy units in five states with a total generation capacity of 50.1 MW.
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Financials’ of RSPL
Summary of financial information of RSPL LIMITED for the financial year ending
on
31 March, 2023
RSPL Limited's operating revenues range is Over INR 500 cr for the financial year ending on 31
March, 2023. It's EBITDA has decreased by -13.65 % over the previous year. At the same time, it's
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What does RSPL do
Driven by the passion to cater to the ever-evolving consumer needs, the Group’s consistent efforts to
weave its business around consumer needs have conferred RSPL Group a distinct value and identity.
Credited with several innovations over the last three decades, the Group’s efficient capital structure,
cutting-edge technology, operational discipline, and widespread distribution network have helped
RSPL Group’s constant endeavours emphasise giving a superior brand experience and the most superior
value for consumers’ money. The Group’s customer-centric approach helps it design brands that
correspond to consumers’ needs and requirements across various segments, enabling it to deliver value
to consumers.
RSPL manufactures detergent powder and cakes, which are sold under the Ghari brand. The company
has 21 detergent manufacturing units across Uttar Pradesh (UP), Madhya Pradesh (MP), Rajasthan,
Uttarakhand, Jharkhand, Karnataka, Bihar, Chhattisgarh and Maharashtra. RSPL also has a toilet-soap
Additionally, the company has its own units in Greater Noida and Kanpur for manufacturing
packaging material, one unit for manufacturing of AOS in Dhar (MP), one unit in Haridwar for
manufacturing of home and personal care products, and one unit in Kasna, Greater Noida for hygiene
care products. RSPL also has 5 wind power plants with installed capacity of 50.1 megawatts (MW).
We live in fast paced ever changing world. These changes affect our lives and lifestyles and therefore it
is crucial to learn to be resilient. Therefore, in an effort to backward integration, RSPL has set up a
plant in the Devbhumi, Dwarka District of Gujarat to manufacture soda ash (LSA) in Gujarat with an
investment of over Rs 40 billion. The plant has been commissioned in the current Financial Year 19-20.
The company is using the standard Solvay process of M/s. NIOCHIM (Ukraine) with dry lime
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technology. LSA is the main raw material and contributes around 37% and 10% to the total raw
Mission of RSPL
To be a part of consumer’s daily life by giving them best value for money through well researched and
Continuous Improvement
Integrity
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MANAGEMENT OF RSPL
LIMITED
DIRECTORS ON BOARD
RSPL Group is promoted by Gyanchandani family. The promoter directors are combination
His vision and strong dedication laid the foundation of the ‘RSPL Limited’ Group. He has the
responsibilities of finalizing Corporate Strategy & Planning for the growth of the business of
the Group. Under his leadership the Group has established itself amongst the top
Joined the family business of his father with his elder brother Shri Murli Dhar.
His responsibilities are to supervise and control management of the entire group. His
contribution to the Human Resource Development in the Group has been enormous and his
media and advertisement strategies have proved to be very efficient in terms of sales
response. His ability to spot trends early has helped to identify new segments the company
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should foray into.
His contribution to the group was the first business diversification in the leather industry.
After establishing Leather and Footwear venture and turning the business into Rs. 100 crores,
His present responsibilities are operations of Soap & Detergent division of the Company. He
is also actively involved in the planning of new projects. All the expansion plans of soap &
detergent division are moving smoothly under his able direction. He has a vision for
backward integration. Under his able guidance, the company has successfully entered into
toilet soap segment by launching toilet soap under the brand name “VENUS” and foraying
He has the responsibility of planning and monitoring advertising and evolving new strategies
for marketing. He is also looking after real estate business of the Group. One of the Group
company, Nimmi Build Tech Pvt Ltd. is developing residential projects in Kanpur and
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PRODUCT RANGE OF RSPL
.
RSPL GROUP
FMCG FOOTWEAR DAIRY RENEWABLE REAL
PRODUCTS ENERGY ESTATE
Personal care
products
Venus
Crème Bar
Hygiene care
products
Pro-ease
sanitary
Pads
Pro-ease
lovingle
Luxury
Diaper
Pants
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Household products
Ghari Detergent powder and cake is manufactured by RSPL; Kanpur based is more than 5000 crore
diversified conglomerate in India. The detergent brand was founded by Muralidhar and Bimal Kumar
Gyanchandani in 1987. When Ghari was launched, market was already dominated by big brands like
Over the years since the launch of Ghari detergent powder, till date there have been introduction of
plethora of brands from biggies like HUL and P&G and many local players. It came to limelight in late
2012 when it surpassed HUL's wheel detergent and grabbed top spot in terms of market share. It took
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Ghadi machine wash Uniwash detergent powder
Serving since 2006, Xpert dishwash brand has come a long way in removing utensil chores of
household women. In a limited span of time, Xpert dishwash products have become a household name
and are available across every nook and corner of the country. Being used by all strata of society and
considering its value for money proposition, you can pick Xpert dishwash products and see your
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Xpert dishwash products
Venus Crème Bar the brand was launched in 2008 as a bathing solution and very soon got wide
acceptance of our consumers. As per RSPL’S core value they continuously put their efforts to make
their product better so it was relaunched in 2014 with a new brand philosophy of 'satisfying a
prominent need gap of skin moisturisation in daily life of their consumers'. As the time passed they
acknowledged the changing need of consumers through thorough researches and consumer interactions
and in 2017 Venus premium moisturising soap became: VENUS CRÈME BAR.
Lovingle is the result of RSPL's long-held ritual of disruption, Lovingle - India's first Luxury Diaper
Pants aims to make a difference by serving those mothers who want the best for their babies but don't
2X Absorption Power, along with additional features like Cottony Dry Top sheet, Airy Outer sheet,
Added Surge Layer Protection, Advanced Leakage Protection, Odour Control Technology and Indian
The company has successfully entered into the sanitary napkins segment by launching sanitary pads
under the brand name “Pro-ease” and foraying into hygiene segment.
Furo sports
The footwear range of Leayan Global Pvt. Ltd was launched under the brand name RED CHIEF in
1997 to meet growing demand for branded high quality leather footwear. The company is a complete
leather and footwear manufacturer with its own tannery and two manufacturing plants. This recognition
is inspiring the team to increase its production capacity and fulfill the growing needs of consumers.
The company has also taken the fashion industry by storm with their venture in the apparel and
accessory sector. We are now offering solutions to all men's fashion and lifestyle requirements. Not
only are we diversified, we are offering designs which are unique and stand out from those of our
competitors; but we also stand united in our promise of delivering nothing but the best.
Red Chief is one of the leading footwear brands in India since 1997, manufacturing high quality
genuine leather footwear at unbeatable price. The company has recorded an impressive growth through
its enthusiastic and highly motivated marketing team; company has estimated sales figures of Rs. 900
million in benchmarking standards. In the domestic market it is one of the most admired footwear
brands and holds the valued market share for leather footwear.
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Red Chief as a brand is constantly evolving to keep pace with the changing trends, styles, beliefs, and
aspirations of people while maintaining the sanctity of certain traditions like workmanship and good
value.
FURO was launched in 2017 from the house of Red Chief Shoes (estd. 1997). To give people an
experience of an unparalleled performance, Furo introduces the world’s first tyre- inspired ‘Hi-grip
technology’ achieved through the use of specially compounded rubber, in adherence to international
quality standards, ensure to put our best foot forward when it comes to sports shoes. Be it for running,
walking, basketball, tennis or hiking, Furo have everything available for all your gripping adventures.
Ready to take on the world with a simple motto “Got FURO Got Grip”
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Dairy products
Pasteurized Milk
Pure Ghee
Paneer
Buttermilk
Sweet Lassi
Curd
Ice cream
RSPL Limited is all set to further consolidate its position in the dairy business with the name of
Namaste India Foods Private Ltd. Along with the taste, the milk is full of calcium, protein,
carbohydrates, vitamins, etc., for healthy growth of human body. The Company aims to provide
remunerative returns to the farmers and also serve the interest of consumers by providing quality
52
Renewable Energy
RSPL also creates clean energy to meet the increasing demand for clean electricity and to address the
pressing challenges of global warming and energy security. RSPL plans to grow to 100MW operational
In the year 2008, with a view to expand the Wind Power Project, the Group has also established another
Wind Power generation project in Gujarat. The capacity of the project is 9.60 MW with 12WECs’ of
800 KW each.
During the Financial Year 2010-11, the Company has set up another Wind Power Farm, having a
capacity of 10.5 MW, in Tamil Nadu. It has been set up in technical collaboration with Suzlon Energy
Limited. Presently the company has installed capacity of producing 26.1 MW wind energy. The Wind
Energy Project is enjoying 100% exemption from the Income tax for 10 years.
The Company has seven wind farms in Karnataka Rajasthan, Tamil Nadu, Gujarat, and Madhya
Pradesh with a consolidated wind energy generation capacity of 50.1 megawatts. The 6 megawatts
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wind power plant at Hiriyur, Chitradurga Dist (Karnataka) & 9.6 -megawatt at Gujarat wind farm
spread across the two sites namely Dhun Dohraji and Jamvali, 9 megawatts wind power plant at
Jaisalmer, Rajasthan, 10.5 megawatts wind power plant at Tamil Nadu and 15 megawatts at Madya
Pradesh wind farm spread across the two sites namely Hathuniya and Gathiya Phase-1. All the projects
Operation and Maintenance (O&M) taking care of by OEM’s (Original Equipment Manufacturer) have
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Real Estate
The Group has interest in Real Estate industry. One of the group companies, Nimmi Build Tech Private
Limited (formerly known as Poonam Developers & Infrastructure India Private Limited), is engaged in
The Company has set up an IT Software Technology Park in Noida. The company is developing
residential projects in Kanpur and one residential project in Lucknow through SPV.
RSPL GROUP believes in sustained economic growth considering the environment with a view
towards holistic business expansion. RSPL work on the CSR activities on their own keeping in view of
the scope and areas covered under Companies Act,2013 and in accordance with the Companies (CSR
Policy) Rules, 2014 (Rules) notified by Ministry of Corporate Affairs, Government of India and
subsequent amendments in the (Rules) and the Companies (Corporate Social Responsibility Policy)
Amendment Rules, 2021 notified by the Ministry of Corporate Affairs, Government of India in
Welfare Foundation established by our Promoters through which we undertake most of our CSR
activities.
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CHAPTER 3– Research Methodology
57
Research Methodology
Remember problems come along with solutions. Identically we will discuss recruitment problems and
solutions as well.
1. Talent shortage :
The market is competitive and candidate-driven, so the candidates have the upper hand. However, the
main issue is the ratio of skilled candidates is less in the rapid technology development.
In 2023, the lack of qualified candidates is the No 1 hiring challenge recruiters are facing. Also, the
problem will only get worse. According to the McKinsey Global Institute study, companies in Europe
and North America will need 16 to 18 million more educated employees that are going to be
available.
However, with a strong hiring process and good perks, recruiters can overcome this bigger
recruitment challenge. Let’s see the recruitment solution to tackle this problem which recruiters can
implement.
Organizations have no choice but to survive and thrive in the fiercely competitive market to hire the
best talent faster and effectively. Hence, they are providing attractive perks and benefits to draw
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found that 92% of people would consider changing jobs if offered a role with a company with an
Also, Nearly 3 in 5 organizations (57%) plan to offer more flexibility for when or where work is done
as talent scarcity grows, and 26% offer joining bonuses, according to a survey by Manpower Group.
So, companies must offer amazing benefits to attract and retain the best candidate.
Finding the right candidate that fits the job can be a difficult and tedious task. Hence, we recorded it in
recruitment challenges.
The options are limited when you try to locate the right person in a pool of unqualified talents, and in
the end, you often end up settling for a candidate that is the best person at the time despite them not
the best fit for the job. To avoid such situations, the best way is to form a smaller pipeline of more
Finding the right candidate that fits the job can be a difficult and tedious task. Hence, we recorded it in
recruitment challenges.
The options are limited when you try to locate the right person in a pool of unqualified talents, and in
the end, you often end up settling for a candidate that is the best person at the time despite them not
the best fit for the job. To avoid such situations, the best way is to form a smaller pipeline of more
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When targeting passive candidates, the hiring market for the executive and senior-level roles becomes
fiercely competitive. It's a challenging endeavour to identify and attract individuals who are not
actively seeking job opportunities. However, the use of executive search software provides a powerful
According to LinkedIn's survey, passive candidates make up a significant portion of the global
workforce, accounting for 70%, while active candidates comprise the remaining 30%. This statistic
highlights the daunting task of tapping into this vast talent pool.
Recruiters implement passive recruitment strategies to hire people for managerial roles, and 49% of
Recruiters must leverage the fruitful benefits of social media, job boards and candidate databases to
source the most suitable candidates. Also, the organisation need to arrange employee referral
programs that offer amazing bonuses and incentives to those who refer potential talent.
Candidate interaction is the key to hiring a passive employee. Hence, recruiters and HR professionals
must find ways to do effectively communicate with candidates. Cold emailing and cold calling are the
best way to start engaging with the talent. Also, they must update their career page and make it more
Engaging qualified candidates is one of the recruitment challenges. It is essential to reach out to
suitable candidates and be noticed by them. A well-qualified candidate is swamped with emails from
multiple recruiters. You have to make your email stand out in the sea, especially when the candidate
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has several offers under their belt. You have to put in more effort to attract and persuade you to
choose your company in this sea of competitors, especially when it comes to passive candidates.
Passive candidates are the ones who are not eager for the opportunity, or we can say they are not
interested in changing their job. Therefore, to remove this challenge from the list of recruitment
challenges, first, create a scenario that seems interesting to them. Let them know what you are
Candidate engagement is a continuous process throughout the hiring procedure; thus, this is one of
The fifth challenge from the book of recruitment challenges is creating an efficient recruiting process.
The recruitment process can be tricky, so it is mandatory to have an efficient recruiting process to hire
the right candidate. Hiring teams must communicate proficiently and fast to evaluate candidates
quickly, and they should be aware of all the steps during the process. Their main task is coordinating
all this communication which is not always easy. Also, administrative tasks take up too much time
that they can use in the hiring process instead and provide a good candidate experience.
One thing you need to invest in for this recruitment challenge is technology. Adopt the best applicant
tracking system or CRM that brings accuracy and streamlines your process. Moreover, reduce the
time of hiring due to its automation recruiting features. Thus, its prominent features diminish the
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STATEMENT OF THE RESEARCH OBJECTIVE
I n the current scenario , every company has to survive to satisfy its customers by providing them
quality products and services . The Summer its customers by providing them quality products and
services. The summer training at RSPL , was undertaken with a view to study certain fundamentals as
The research objective of Talent Management is to investigate and understand the strategies, practices,
and frameworks employed by organizations to effectively attract, develop, retain, and optimize their
human capital. This multifaceted field seeks to explore how companies can identify, nurture, and
leverage the unique skills, knowledge, and potential of their employees to achieve long-term
organizational goals and maintain a competitive edge in the ever-evolving global business landscape.
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Research in Talent Management aims to provide insights into the best practices for recruitment,
contributing to the enhancement of both individual career development and the overall success of the
organization. Through empirical studies and theoretical analyses, researchers in this field strive to
shed light on the complex dynamics of talent management, thereby offering valuable insights for
of integrated human resource processes designed to attract, develop, motivate, and retain high-
correlation between effective talent management and sustained competitive advantage, it is imperative
to outline a clear research objective that can enhance our understanding of this dynamic field.
Therefore, the primary objective of this research is to comprehensively investigate the nuanced
interplay between talent acquisition, development, and retention strategies, aiming to discern the most
effective methods for identifying, nurturing, and harnessing the potential of employees. Through an
examination of best practices and the exploration of innovative approaches in talent management, this
study seeks to provide actionable insights that can inform the design of tailored talent management
frameworks, ultimately contributing to the cultivation of a skilled and motivated workforce capable of
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RESEARCH DESIGN AND METHODOLOGY
RESEARCH DESIGN:
A research design is the set of methods and procedure used in collecting and analyzing measure of the
The design of the study defines the study type ( descriptive , correlation , semi –experimental ,
experimental, review,) and sub-types (descriptive , longitudinal case study ), research problem ,
hypotheses , independent and dependent variable, experimental design and if applicable , data
collection methods and a statistical analysis plan. A research design is aframe work that has been
There are many ways to classify research design , but sometimes the distinction is artificial and other
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Experimental (experiment with random assignment)
Review (literature review, systematic review)
RESEARCH METHODOLOGY:
Research Methodology is a way to systematically solve the research problem. It may be understand as
a science of studying how research is done scientifically. In it we are studying his research problem
along with the logic behind them. It is necessary the researcher to know not only the research method
Research Design:
A research design is the set of methods and procedures used in collecting and analyzing measures of
the variables specified in the research problem research. The design of a study defines the study type
variables, experimental design, and, if applicable, data collection methods and a statistical analysis
plan. A research design is a framework that has been created to find answers to research questions
There are many ways to classify research designs, but sometimes the distinction is artificial and other
times different designs are combined. Nonetheless, the list below offers a number of useful
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distinctions between possible research designs. A research design is an arrangement of conditions or
collections.[1]
Meta-analytic (meta-analysis)
It is descriptive type of research. Descriptive Research The major purpose of descriptive research is to
It does not answer questions about how/when/why the characteristics occurred. Rather it addresses the
"what" question (what are the characteristics of the population or situation being studied?) The
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characteristics used to describe the situation or population are usually some kind of categorical
For example, the periodic table categorizes the elements. Scientists use knowledge about the nature of
electrons, protons and neutrons to devise this categorical scheme. We now take for granted the
Descriptive research generally precedes explanatory research. For example, over time the periodic
table’s description of the elements allowed scientists to explain chemical reaction and make sound
prediction when elements were combined. Hence, descriptive research cannot describe what caused a
situation.
Thus, descriptive research cannot be used as the basis of a causal relationship, where one variable
affects another. In other words, descriptive research can be said to have a low requirement for internal
validity.
Research Methodology is a way to systematically solve the research problem . It may be understand
In it we are studying his research problem along with the logic behind them . It is necessary the
researcher to know not only the research method techniques but also the methodology.
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SAMPLING
SAMPLE SIZE-52
Sample size refers to the number of individuals or item included in a sample. It is crucial in research
as it affects the reliability and generalizability of finding. A large sample size generally leads to more
accurate results with reduce margin of error . Sample size in this study is 52.
SAMPLING TECHNIQUES :
Two advantages of sampling are the cost is lower and data collection is faster than measuring
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In survey sampling weights can be applied to the data to adjust for the sample design ,
(Random Sampling ):
DATA ANAYSIS:
The data is analyzed with the help of several statistical tool like pie chart, Graph.
Percentage analysis etc.
PERIOD OF STUDY:
SAMPLING UNIT :
A sample unit refers to the individuals element or entity that is selected from a population to be
included in a sample. It can be a person, a household, an organization, a product, or any other distinct
unit that represents a part of the population under study. The sampling unit is the basic building block
of a sample and serves as the basis for making inferences about the larger population. The selection of
appropriate sampling units depends on the research objectives and the characteristics of the population
being studied.
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Data Collection:
DATA SOURCE:
The source of project depends on accurate data that’s why collecting the accurate data , which differ
considerable in context money, time, and other resources at the disposal researcher.
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Primary Data Collection Method:
Primary data are those that are obtain by the user for fulfillment their purpose. I have taken primary
data through visiting the HR head and HR Executive of the RSPL LTD. At all the levels and
observations methods to get more reliable information.I have collected the primary data by the
prepared questionnaires filled by the employees of the company. This data helped me to justify the
The secondary data is that which is already collected and stored or we can say already saved or ready
data by others. I got secondary data from internet, their journals, articles, newspaper etc. I have
Company brochure
Internet
Website
Journals etc
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SCOPE OF THE STUDY
In the recent days, the HR Department of any organisation is vested with the responsibility of
managing the Talent in addition to its conventional function of providing good human capital to an
organization.
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The scope of Talent Management is quite wide and adopts an integrative approach to the functions
mentioned above. The purpose is to have a synergistic effect between the various activities so as to
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CHAPTER 4 – DATA ANALYSIS & FINDINGS
74
DATA ANALYSIS
INTERPRETATION OF QUESTIONNAIRE
The analysis of the data is represented graphically along with the interpretations,
a) RSPL Employees
c) Consultants
75
d) Job Portal
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2) Are applicants treated fairly with courtesy?
a) Poor
b) Adequate
c) Excellent
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3)Does the HR team act as a consultant to enhance the quality of the
a) Yes
b) No
78
4) Does the organization clearly define the roles and responsibilities of the position
a) Well defined
b) Partially defined
c) Undefined
79
5) Are the panel members competent enough for the role they are interviewing?
a) Yes
b) No
80
6) Are the HR people trained for making the best hiring decisions?
a) Yes
b) No
81
7) Do you feel that selection process in RSPL is connected with the values of
the Organization?
a) Poor
b) Adequate
c) Excellent
82
8) Do you think the organization’s the recruitment and selection process are
a) Yes
b) No
c) Sometimes
83
9) Rate how well HR finds good candidates from nontraditional sources
a) Poor
b) Adequate
c) Excellent
84
10) Should the present hiring process be enhanced?
a) Yes
b) No
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FINDINGS, RECOMMENDATIONS
Human resource department is very alert for selecting candidates and also the process is very
transparent so that they can choose the best candidates among applicants.
When RSPL Limited search for any experienced people they give more concentration on
Previous experienced, Educational background, length of services etc. so that human resource
When human resource department of RSPL Limited select entry level candidates than they
concentrate more on pro-activeness, creativeness, ideas which related with the post.
Human resource department of RSPL Limited have its own drop box. At the time of selection
In the recruitment process there is no bias so there are higher possibilities to be selected
Basic pay and job security are the two main areas for retaining talent in coming years . Other
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In rspl budget for recruiting and developing and retaining the employees is going to increase in
Recommendations-:
Make proper succession planning to ensure right people are placed right place at right
time.
Make salary structure more attractive to the employees by doing competitor analysis yearly
Rspl must have meaningful description of the capabilities( skills behavior abilities and
Organization must be able to relate those skills and capabilities to a role of center of demand
Talent management process must create a comprehensive profile of their talent. They must be
able to track meaningful talent related information about all of their people employee
contractor or candidates.
The working culture of the organization should be improved to retain the talent.
More certified training should be given to the employee to boost their effectiveness and
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The organization should recognize the crucial talent initiative to attract and retain the
employees . they should know which talent element can have the greatest impact on business
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Conclusion-:
My internship experience at RSPL LIMITED provided me with invaluable insights into the complexity
of the corporate world, particularly in the realm of recruitment and selection. One of the most
significant takeaways from this internship is the realization that textbooks and theoretical knowledge
often fall short when confronted with the complex and nuanced realities of the business environment.
Within the corporate landscape, there exist unwritten policies and standard operating procedures that
every employee must adhere to, and the overarching objective for any business entity is profit
maximization.
During my tenure at RSPL, I actively participated in the recruitment process, gaining hands- on
experience in various aspects such as candidate sourcing, shortlisting, and conducting initial telephonic
interviews. The primary job portal utilized for candidate recruitment was NAUKRI.COM. This
practical exposure allowed me to appreciate the intricate nature of the recruitment and selection process
One profound insight that emerged from my experience is that every employee, especially those
involved in recruitment, plays a crucial role in the company's overall revenue generation. While
generating employment is essential, recruiting the right workforce with the appropriate skills is equally
critical.
the practical realities of the corporate world, especially in the context of recruitment and selection. It
emphasized the importance of adaptability, attention to detail, and a profound understanding of both
organizational and candidate needs in the dynamic landscape of human resource management. This
experience has undoubtedly enriched my perspective and prepared me for the challenges and
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QUESTIONNAIRE
a) RSPL Employees
c) Consultants
d) Job portal
a) Poor
b) Adequate
c) Excellent
3) Does the HR team act as a consultant to enhance the quality of the applicant
a) Yes
b) No
4) Does the organization clearly define the roles and responsibilities of the position
a) Well Defined
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b) Partially Defined
c) Undefined
5)Are the panel members competent enough for the role they are interviewing?
a) Yes
b) No
6) Are the HR people trained for making the best hiring decisions?
a) Yes
b) No
7) Do you feel that selection process in RSPL is connected with the values of the
Organization?
a) Poor
b) Adequate
c) Excellent
8) Do you think the organization’s recruitment and selection process are planned
a) Yes
b) No
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9) Rate how well HR finds good candidates from nontraditional sources
a) Poor
b) Adequate
c) Excellent
a) Yes
b) No
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BIBLOGRAPHY
https://economictimes.indiatimes.com/company/rspl-limited/
https://in.linkedin.com/company/rspl-group http://www.gharidetergent.com/
https://www.bloomberg.com/profile/company/ https://www.tofler.in/rspl-
limited/company/ https://en.wikipedia.org/wiki/Ghari_Detergent
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1