A Study Report

In partial fulfilment of the requirements of Performance Management

in the two year full-time of Business Administration,
programme at GLS University

Submitted to
Prof. Aneri Shukla

Submitted by

Name Enrollment Number

Nikita Pandey 202100620010198

Kashvi Shah 202100620010251

Urmil Shah 202100620010261

Dipesh Singh 202100620010271

Pruthviraj Sinh Zala 202100620010313

Batch: 2021-2023

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 PREFACE

As a part of our MBA curriculum and in order to gain practical knowledge in the field of
management, we are required to make a report. It gives the candidate an idea of dynamic and
versatile professional world as well as exposure to complexities in performance management
system. The successful completion of this project was a unique experience for us as we learnt
the practicality of performance management and evaluation. The main objective behind
undertaking this project is to understand the performance evaluation and implementation as
well as performance reward. The research provided an opportunity to us to devote our
knowledge, skills and competencies required during the technical session of MBA.

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 ACKNOWLEDGEMENT

We are thankful to GLS University for providing us platform and environment. We would like
to express our gratitude to Ms. Aneri Shukla (Assistant professor) for valuable inspiration and
guidance provided to us throughout this project. We would like to take opportunity to express
our gratitude towards all of them who have contributed directly or indirectly in our project
work.

Secondly, we would also like to acknowledge our Guardians, Parents and our Friends who
helped us a lot in making this project Successful within the limited time. It also helped us to
increase our practical knowledge and skill.

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 TABLE OF CONTENT

1. TITLE OF THE REPORT 1

2. PREFACE 2
3. ACKNOWLEDGEMENT 3
4. IDEA GENERATION 5
5. BUSINESS ANALYSIS 6
6. OUR PRODUCT 7-10
7. REQUIRMENT 11
8. FINANCIAL PLANNING & PRICE 12
9. PLACE OF ADVERTISMENT & 13-16
PROMOTION
1 RECRUITMENT AND TRAINING 17-23
0

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IDEA GENERATION
Nowadays people are becoming more and more aware about the benefits of
personal care but we have often neglected one of the most beautiful features of our
face i.e. our lips. Our lips go through a lot of wear and tear. May it be due to
chemicals present in beauty products or due to polluting environments, like every
part of our body, our lips need to be hydrated and should be taken care of. This is
where Saltt Lip Range comes into action.

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BUSINESS ANALYSIS
May it be a party or a formal board meeting, our lips go through a lot and it may not seem
much at that time, but we damage our lips a lot. Lips are one of the most important features
of our face as it handles things right from eating, talking, to being an important part of
intimacy. And even when we think we are keeping our lips healthy we are not in fact we are
actually degrading it by applying chemical cosmetic products. Saltt Lip Care Range is
Environment friendly, 100% VEGAN, cruelty free, And Hand-Made product. It's free from
any kind of chemical, the product itself is of top most quality and its packaging is Recyclable.
so, this product, unlike other beauty care, actually cares for the environment.

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 OUR PRODUCT
We offer a variety of lip care products depending on their preferences. Our customers
are people who have sensitive skin, dry skin, oily skin etc. We will focus on creating
awareness among the people through various marketing platforms. Our aim is to gain
trust among the people and make them believe that we care about the most intimate
thing in a person’s life.

1. SALTT Lip Scrub

Saltt Strawberry Scrub away the dryness with this exfoliating Strawberry Sugar Lip Scrub that
gently removes flakes with the Natural Cane Sugar, smoothening the lips to leave you with a
soft, plush look.

Cures Chapped Lips

Gentle Natural Cane Sugar removes dry flakes, while Cold Pressed Coconut Oil moisturizes
chapped lips to leave them cured and cushiony soft!

Reduces Pigmentation
Brewed with cold-pressed Coconut Oil and Strawberry essential Oil, that is enriched with the
superfood Sugar, the Sugar Lip Scrub helps to reduce pigmentation in the lips with regular
use.

Ingredients
● Natural cane Sugar
● Cold Pressed Coconut Oil
● Vitamin E Oil
● Strawberry essential Oil

How to use
Take a little quantity of the Saltt Lip Scrub on your fingers. Gently
exfoliate your lips in circular motions for 2-3 minutes. Wash off after a
minute. Use twice a week for best results.

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 2. SALTT Lip Oil
Reduces Pigmentation
Reduce pigmentation and get even-
toned lips with the Grapeseed oil
Saltt Lip Polishing Oil that treats
your lips to a feast of antioxidants
with its rich blend of Grapeseed Oil
and Argan Oil.

Moisturizes and Hydrates

100% of the subjects agreed that the product heals dry skin and increases sheen Quench thirsty
lips with the Saltt Lip Polishing Oil that is enriched with Geranium that helps moisturize lips,
Grapeseed oil that hydrates dry lips to leave them lush,
plush, and healthy. Leaves Lips with a Sheen The Saltt Lip Polishing Oil makes
your lips supple and glows with a natural sheen. The non-sticky lip oil glides on with its
roll-on applicator and leaves you with lit-from-within lips - just like that.

Ingredients:
● Cold press Almond oil Cold press Coconut Oil
● Grapeseed oil Geranium oil
● Argan oil Vitamin E oil

How to use
Use the roll-on applicator to apply a thin layer of the Saltt Lip Polishing Oil on
clean and dry lips.
Allow your lips to absorb the oil. Repeat as
often as required.

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 3. SALTT Strawberry Lip Gloss

Moisturizes Chapped Lips

100% of the subjects agreed that the product
repairs chapped lips, retains moisture, smoothens,
and softens lips.
Enriched with Versagel, the Saltt Lip gloss deeply
moisturizes chapped lips as its rich buttery texture
melts with the warmth of your lips and leaves you
hooked!
Nourishes & Smoothens
The Saltt Lip gloss spoils you with buttery, balmy lip
gloss love that nourishes and smoothens the lips with
its rich blend of Versage-rich Almond Oil & Cold press
coconut oil
Reduces Pigmentation
Powered with antioxidants and Versagel , Cold press coconut Oil and Vitamin E reduce lip
pigmentation with regular use, leaving you with that natural just-bitten flush.

Ingredients:
Versagel Vitamin E oil
Almond oil Cosmetic liquid color
Strawberry essential oil Cold press coconut oil

How to use
Take a little quantity of the SALTT Strawberry Lip Gloss on your fingertips and
rub gently on the lips.
Repeat as often as required.

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 4. Rose Lip Butter

Intensely Moisturizes & Nourishes Overnight

100% of the subjects agreed that the product repairs
chapped lips, retains moisture, smoothens, softens,
moisturizes and heals dry lips.Pack on intense
moisturization and nourishment overnight with the
Saltt Lip Butter that leaves lips lusciously soft with
the goodness of rich Soy wax, Shea Butter, and
Rosehip essential oil
Heals Chapped Lips
Brewed with rich and creamy shea Butter, the
Saltt Lip Butter heals chapped lips overnight to wake you with a plush and pillowy pout that’s
deeply moisturized and well hydrated.
Smoothens & Softens Lips
Pucker up with supple lips that feel smooth, soft, and irresistible with the intense nourishment
and moisturization of rich natural plant butters and Rosehip essential oil that leaves you
craving for more.
Ingredients

Shea butter Soy wax

Cold press coconut oil Cold press Almond oil
Mica color Rosehip essential oil

How to use
Apply an even layer of Rose Lip Butter on clean lips. Leave it
overnight to wake up to softer lips.
Use twice a week for best results.

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RAW MATERIAL REQUIRED

Did you know that many of the unrefined butters and oils in your lip butter and scrub, actually
have natural protecting qualities?

● Grapeseed oil - It has a high antioxidant concentration which helps to

protect your lips from harmful free radicals and the oil itself nourishes your
lips better than any lip balm you've ever used. The oil works to soothe your
lips, leaving you looking fresh, no matter what elements are thrown at you.
● Cold press coconut oil -Coconut oil is extracted from the coconut, and
retains beneficial components from the fruit. With a mild and sweet taste,
coconut oil has natural properties that are good for your skin. Dermatologists
often recommend coconut oil for its moisturizing and anti-aging properties,
and it has a lot to offer.
● Cold press Almond oil - Almond Oil helps to rejuvenate your lips by
removing the dead skin cells, prevents chapped lips and keeps them
moisturized. Vitamin E present in Almond Oil helps to keep your lips healthy
and protects it from UV rays which tend to make your lips dark
● Shea butter - Shea butter lip balm is most commonly used to help heal and
moisturize sunburned, dry, or cracking lips, as it is said to not only bear anti-
inflammatory properties, but is also easily absorbed into the skin
● Strawberry essential oil -Strawberry seed oil is gaining great importance and
recognition due to its impressive composition of essential fatty acids that
includes close to 38% omega-3 fatty acids and linoleic (omega-6),
alpha-linolenic, and oleic acids. Strawberry seed oil is also rich in gamma tocopherols
(Vitamin E) and antioxidants.

● Rosehip essential oil - The nourishing and brightening properties of rosehip

oil not only work wonders on your facial skin but also on your delicate lips. It
lightens discolored lips and protects them from sunburn. You can replace your
lip balm with this oil as a natural softening agent for chapped, dry and cracked
lips.

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FINANCIAL PLANNING AND PRICE

● Demand for reliable and effective personal care products are currently high
with increased awareness of harmful cosmetics products and pollution.
● Personal care, because of this high demand, and the sophistication of lip
care range, we consider setting the price just above other competitors.
● In order to come up with a respectful price for our product we have factored
in demand, competition pricing, and are using penetration pricing.
● After comparing, calculating our product costs and empty product cost i.e.
Rs.300, we concluded that our product would be priced between Rs.700 to
Rs.800.
● This seems high; however, we are using penetration pricing here considering
the manufacturing costs, which are approximately Rs.699.
● Since it is a new product, we will test the market to see if selling at the
lowest price possible will yield more sales, which means more profit,
bearing in mind product costs and competitors’ prices.
● That way, as the product becomes more popular, we can gradually raise the
sales increasing our income.

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PLACE
● The Saltt lip care will be sold where other skincare products are sold. There
are several retail stores that carry skincare products, including medical
stores, shopping malls, cosmetic stores, wholesale shops and also online
shopping.
● Established skincare brands already have success selling through this
channel, so we intend to follow and sell our products here as well.
● Having our products next to these well-established brands that went through
these channel intermediaries will catch the eye of consumers and get them to
try our product.
● Our products will be up against the products of our competitors.
● Customers can purchase our products in these stores all over the country.
● There will be three channel levels: producer, retailer, and consumer. Our
consumers will consist of those in our target market.
● We will be selective, though, on which retailers will carry our products.
● We want to get our product in most relevant retail stores, in order for
consumers to benefit from our product.
● We will also look to specific stores who sell only beach items to sell our
products.
● We will also start to sell our products on online shopping apps, websites, and
through social media.

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PRINT ADVERTISMENT

1. ONLINE ADVERTISMENT

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2. DIRECT MAIL

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SALES PROMOTION

COUPONS

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 THE RECRUITMENT AND TRAINING OF HUMAN RESOURCES

RECRUITMENT AND SELECTION PROCESS

Recruitment process involves a systematic procedure from sourcing the candidates to

arranging and conducting the interviews and requires many resources and time.
Consequently, recruitment and selection are visualized as the processes by which
organizations solicit and get in touch with. Recruitment and selection are the two phases of
the employment process. The recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organisation whereas selection
involves the series of steps by which the candidates are screened for choosing the most
suitable persons for vacant posts.

Correspondingly, the basic principle of recruitments is to create talented candidates to enable

the selection of best candidates for the organisation, by attracting more and more employees
to apply in the organisation whereas the basic purpose of selection process is to choose the
right candidate to fill the various positions in the organisation. The recruitment process is
directly followed by the selection process, which is the final interviews and the decision
making, conveying the decision and the appointment formalities. A good recruitment and
selection policy ensures consistency in hiring staff and reduces the risk of bias or favouritism.

Stages of Recruitment and Selection Process:

The process of recruitment and selection includes a wide variety of steps and process. These
processes and steps in recruitment define the recruitment criteria and the basis of candidate
selection.
Many companies use new technologies and strategies for proper recruitment of employees
and selecting people who are talented and deserved for the job position.
1. Candidate sourcing
The first and the most important step of candidate recruitment and selection. Candidate
sourcing ensures that the organization is getting the right type of candidates for the job
position.
Candidate sourcing is defined as the process in which the recruiter or the hiring manager uses
a wide variety of recruitment methods to choose the right and the most suitable candidate for
the job and its associated positions.
It can be both online and offline basis. Online methods include posting job advertisements
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in job posting websites like Naukri, monster etc and through proper online advertising of the
company and the job vacancies present.
Offline methods include providing a satisfactory performance in the professional networking
associations such as trade organizations and also having active participation in talent
communities.
Another popular method of hiring talented employees is to monitor and study about the
various industry changes that occur within the company and recruit candidates who are well
adapted and versatile to the incoming change.
This can prove to be beneficial and highly profitable to many companies as they do not have
to spend extra capital on training the recruited employees when a major industrial change
occurs.
Recruiting candidates from competitors and rival companies is also a great way to save
capital and time as they would have proper knowledge about the company and the external
environment in which the company operates.
2. Application tracking
After sourcing and choosing the right group of candidates suited for the job, the next step that
many companies follow is to track the application of the sourced and targeted candidates.
This step includes tracking the candidate application, and reviewing the resumes by mining
the application tracking software used for candidate selection and recruitment in many
companies.
The application tracking system or ATS as it is commonly called is a good help for many
companies and employers to track the application of many employees and candidates. This
system helps to manage the application process and store the candidate information for the
present and future use of the company.
Many hiring agents use application tracking systems to track and review the applied job
applications from many potential and talented candidates.
After proper tracking and reviewing of the candidate application through ATS systems, the
employers can decide whether or not the candidate is suitable for the job and if he fits
perfectly with working environment of the organization.
Candidates who seem to deserve for the job position is then invited to attend the job interview
process headed by the recruiters and hiring managers of the company. Application tracking
system also allows candidates to track their application status.
Another main advantage of using ATS is that these systems can be used for organizations of
any size be it a large or a small corporation.

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3. Phone interview
This is one of the lesser used interview methods used by companies. Preliminary telephone
interviews is an essential method for obtaining the necessary and the required info from the
applicant including details like background, educational qualifications, work experience and
employee history.
The main purpose of conducting a telephonic interview is to check whether or not the
candidate has impressive linguistic skills and is able to communicate perfectly to the
employer through the phone without any falter.
It also shows whether or not the candidate is able to handle sudden emergencies without any
errors and is able to imply a perfect performance to the employer.
Many human resource companies use telephonic interview as an initial method to view and
understand the speaking ability as well as the emotional and intelligence quotient of the
candidate.
It also shows how well the candidate will perform under pressure when an emergency
suddenly arises.
4. One to one interview and job selection process in recruitment
This method is used in the later stages of the recruitment and selection process after the
process of initial interviews and background checks of the candidate.
One to one interview are highly feared and worrisome for many irrespective of the fact that
whether they are rookie candidates or experienced candidates.
Usually, these types of interviews are done by the head of the human resource department or
the hiring manger after the employment specialist and the recruiters have done processing,
studying and tracking the candidate application.
The invitation of the overview from the company to the selected candidate is done by the
hiring manager. This is to ensure that all the candidates will receive the invitation on time and
to the correct addressee.
After the hiring manager has done interviewing the candidate, they try to narrow down the
list of selected candidates on the basis of their performance in the interview.
In many companies, there is also an additional interview, if there are a large number of
selected candidates. Face to face interviews can either be done by a single person or can be
done with an interview panel.
5. Handing over the employment offer
After the tiring process of initial and primary interview sessions, (in some cases a secondary
interview is also conducted), the hiring manager informs the candidate about the employment

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rules and regulations that the candidate has to follow once selected.
This includes pre-employment rules and regulations and also includes different processes
such as background checks, drug test, license information, criminal records and so on.
When the recruiters exchange the company employment and recruiting information to the
candidate, a draft document containing the company rules along with the employment
guidelines and instructions is handed over to the employee.
This is done after both parties reach an understanding and an agreement has been reached
between the company and the now employed candidate.
It should be noted that the employment offer should always be in a printed format and there
should not be any fine print present that might be confusing for the candidate.

Steps for Recruitment Process:

The task of interviewing and selecting candidates based on their level of educational,
interpersonal and behavioral skills is a never-ending task for many companies.
However, irrespective of the repetitive task of selecting the right candidate for the job
position, the process of selecting the right candidate is very challenging even if the recruiters
experience this in a daily basis.
Selecting the right type of candidate is a huge deal for the company as choosing the wrong
candidate can prove to be risky and end up being costly for the company.
Choosing the wrong candidate can also incur losses for the company both in the form of
capital and resources. To prevent this from happening, effective employee selection process
of recruitment is undertaken by the companies for proper candidate selection.
These include methods such as advertising, notifying the candidates, testing, interviewing and
even screening.
1. Notification
The employee selecting process starts by the company notifying the candidates and job
seekers about the presence of job openings within the company.
This recruitment and selection process of a company is done by the human resource
department after being allowed to do so by the head of the department or the higher ups of the
company. The department head has to decide on what all qualifications are necessary for the
candidate to be selected as the employee of the company.
For example, factors such as the required qualifications and the amount of working
experience are all decided by the department head. Once the required factors are decided, the

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HR department will place various ads regarding the job vacancy in various websites, job
posting boards and even social media such as LinkedIn.
2. Reviewing the candidate resume
The recruiters will try to review and check the backgrounds and the underlying factors of the
candidate applications that have been submitted for the job position.
Many large companies receive a large number of applications for the job position and it is the
duty of the recruiters and the employment assistants to check and review each candidate
application so as to ensure that they are selecting the ideal person for the job.
Those who have fewer qualifications are immediately eliminated from further selection
processes.
Reviewing also helps the recruiters to get an idea about how many candidates they can
actually invite for the interview process. It is also an important process for sifting out the
talented and highly pleasing applications from the lot that can be used for future purposes.
3. Screening
Screening process is an optional method to check the qualifications and availability of the
candidate.
Usually screening processes are done by the HR department in the form of telephonic
interviews. This is beneficial for candidates who live out of town. This method also helps the
recruiters to narrow down their hiring funnel by using interpersonal skills as a factor for
hiring employers through telephonic conversations and interviews.
It also shows whether or not the candidate has the ability to participate in a face-to-face
interview.
4. The interview process
This is one of the most mandatory and important aspects of the employee recruitment process
and it is beneficial for both the employer and the employee to get to know each other and
understand the strengths, weaknesses and the aspirations and skills of the candidate.
The candidate will also get an idea about the work culture of the company through a one-on-
one interview. Most companies have their own way of conducting a face-to-face interview.
5. Selection
After the interviewing process, the hiring manager will ask the recruiters to give feedback
about the interview performance of the candidates.
The recruiters and the employment assistants will collect and record notes about the
performance of the candidate including the qualifications skills, behavioral and emotional and
intelligence quotient of the candidate.

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The department head will then select a candidate whom they think are comfortable and
deserving to work in the organization. Work ethic of the candidate can also be an important
factor for selecting during the process of recruitment.
6. Testing
Before actually hiring the candidate, the process of testing is done to check the credentials of
the candidate. This is usually the last step of the selection process in recruitment.
Some organizations do mandatory testing on the candidate which includes tests such as drug
testing, back ground checks, and also in some cases psychological and behavioural tests
depending on the type of job that the candidate has been selected to.
After the necessary tests are done and all the results are favourable to the candidate, the
candidate is handed over the job letter by the company.

RECRUITMENT TRAINING
Recruitment training is a service that might be provided by the company itself or outsourced
in order to help both new and experienced hire develop their skills. Such tailored programs
are more and more demanded in a competitive job market in order to highlight each person’s
personal skills and help them develop them inside a suitable organization.
Purpose
The recruitment process can be long and hard, and the recruitment training aims at helping
recruiters finding the suitable candidate by aligning the knowledge of the process and
developing a common understanding of the language used inside the organization and/or
industry.
Goals
The goals of the recruitment training can be several:
 Train managers to become good interviewers; they should listen attentively during the
interview and learn when to intervene with questions or comments.
 Explain the recruitment plan and offer inside knowledge from the part of the company in
order to be sure the skills are aligned with the business objectives and strategy.
 Preparation for the job interview; interviewing managers should focus on the skills of the
potential employee and adapt their tenure to the latter in order to provide valuable
feedback.

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 Decision-making in the recruitment process; the training must not be limited to the simple
description of the recruitment process, but be sure it enhances the managerial skills
necessary to select the most suitable candidate for the job.
 The training needs to adapt its recruitment style to the personality of the trainees in order
to bring out different possibilities to explore the potential of a job candidate.

Types of recruitment training

 External: training might be outsourced and provided by specialized training companies or
agencies. These need to assess the needs of the company and in the same time the skills of
the trainees and then develop a suitable training program that would manage to fill the
skill gaps and set the foundation for a successful collaboration. Specialized recruiting
companies usually have ongoing training programs that cater all levels of management
and set targets to reach by the end of the course.
 Internal: it is delivered inside the company by more experienced staff or managers. Its
advantage is that it comes from personal experience and combines the needs of the actual
business with the company policy. However, it may not be as structured as outside
training, and can aim to fit a particular role or position in the organization, without
catering to the particular skills of the trainee.

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