saras recruitment procedure
TRANSCRIPT
A
Project Study Report
On
Training Undertaken at
Titled “ RECRUITMENT PROCEDURE”
Submitted in partial fulfillment for the Award of degree of
Master of Business Administration
Submitted by: Submitted to:
Xx Xx xxxxxxxxxxx
MBA IV sem. H.O.D
2
DEEPSHIKHA COLLEGE OF TECHNICAL EDUCATION ,JAIPUR
2009-2011
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PREFACE
This policy provides Organization with set of recruitment and selection practices
for the effective resourcing of employees in an efficient and fair manner. This
policy takes into account current employment legislation and must be
implemented in conjunction with the Equal Opportunities Policy.
All employees concerned with the recruitment of all established and temporary
employees, whether this is in a management or specialist role or providing
administrative support for a manager concerned with recruitment must become
familiar with this policy and ensure that they comply with the procedures, as
detailed below.
Organization are committed to constantly improving the academic standing,
performance and efficiency of the Candidate by attracting and recruiting high
caliber staff, who are the best candidates available for the job.
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DECLARATION
I Xx Xx declare that the project report titled “Recruitment procedure ) is
based on my Project study. This project report is my original work and This
has not been used for any other purpose anywhere.
XX XX
MBA IV SEM.
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ACKNOWLEDGEMENT
I express my sincere thanks to my project guide, Mr. /Dr./Ms./Mrs.
MR.K.C.Kabra Designation Head H.R. Deptt. Human Resource, for guiding me
right from The inception till the successful completion of the project. I sincerely
acknowledge him for extending their valuable guidance, support For literature,
critical reviews of project and the report and above all the
Moral support he had provided to me with all stages of this project.
I would also like to thank the Mr. J. Virahyas supporting staff members of H.R.
Department, for their help and cooperation throughout our project.
(Signature of student)
XX XX
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EXECUTIVE SUMMARY
Recruitment is essential to effective Human Resources Management. It is the
heart of the whole HR systems in the organization. The effectiveness of many
other HR activities, such as selection and training depends largely on the quality
of new employees attracted through the recruitment the recruitment process.
Policies should always be reviewed as these are affected by the changing
environment. Management should get specific training on the process of
recruitment to increase their awareness on the dangers of wrong placements.
HR practitioners should be on the guard against all the malpractices and
advocate for professional approach through out the system. The HR should
indicate disagreement in the event that biasing toward certain candidates is
creeping in and point out the repercussions that may follow in terms of
performance and motivation.
It is the author’s conviction that, the recruitment process should be seen in the
context of ongoing staff planning that is linked to the strategic and financial
planning of the organization.
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CONTENTS
1 Introduction to the Industry 7
2 Introduction to the organization 23
3. Research Methodology 30
Title of the study 30
Duration of the project 30
Objective of Study 30
Type of research design 31
Sample Size and method of selecting sample 32
Scope of Study 33
Limitation of study 66
4. Facts and Findings 67
5. Analysis and Interpretation 69
6. SWOT 74
7. Conclusion 75
8. Recommendation & Suggestions 76
9. Annexure 77
10.Bibliography 80
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1. INTRODUCTION TO THE INDUSTRY
RAJASTHAN COOPRATIVE DAIRY FEDERATION JAIPUR
Dairy development was initiated by the state government in the early seventies
under the auspices of Rajasthan State Dairy Development Corporation
(RSDDC) registered in 1975. Two years later RCDF assumed responsibility for
many of the functions of RSDDC. It became the nodal agency for implementation
of operation flood in the state.
Rajasthan Cooperative Dairy Federation (RCDF) set up in 1977 as the
implementing agency for dairy development programmer in Rajasthan is
registered as a society under the Rajasthan cooperative societies act 1965.
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STATE PROFILE
Rajasthan with a geographical area of 3,42,239 sq. kms is India's largest state
with population of 56 million and a density of 165 persons per sq. kms. The state
is characterized by diverse terrain ranging from desert and semi-arid regions of
western Rajasthan to the greener belts east of the Arrivals and the hilly tribal
tracts in the south-east.
More than 60 percent of the state's area is desert with sparsely distributed
population. Agriculture is dependent on rainfall and failure of monsoon causes
severe drought and scarcity conditions. It is deficient in water (the state has only
1% of total surface water). Ground water at many places is unfit for human &
livestock consumption.
After agriculture, cattle and other livestock are the most important sources of
livelihood in the state, especially for the poor. In the western regions of the state,
with limited farming potential, livestock provides livelihood security. Animal
husbandry is a more stable source of livelihood than farming since it is less
affected by failure of rains than is agriculture. Agriculture and dairying have
always been inter-dependent in the state. The cultivator depends largely on
bullock power for tillage, irrigation and carting. Milk and milk products constitute
the only source of animal protein for a sizable vegetarian population. Milk is also
an item of cultural importance. Milk products are a integral constituent of religious
ceremonies.
Animal husbandry contributes over 13% to the gross domestic product.
Rajasthan with the highest livestock population in India contributes nearly 40% of
wool production and 10% of all milk production in the country.
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Notable cattle breeds of the state are Gir in Ajmer and Bhilwara, Tharparkar in
Jaisalmer, Barmer & Jodhpur, Haryana in Sikar, Jhunjhunu, Jaipur &
Ganganagar, Kankrej in Barmer, Jalore, Sanchor & Jodhpur, Rathi in
Bikaner & adjoining areas.
Amongst buffaloes surti buffalo is a distinguished breed found in Udaipur and
adjoining area.
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BRIEF HISTORY
The internship program will equip the students with practical application skills
relevant to various situations.
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The internship program is an attempt to bridge the gap between the professional
world and the academic institutions. It is a simulation of the real work
environment and enables students to experience the rigors of a professional
organization.
I have completed my 15 days project in Jaipur Dairy. I got different type of
knowledge in Jaipur Dairy. And met different type of workers in Jaipur Dairy they
gave me lot of knowledge day to day about financial system of Jaipur Dairy
reported in Jaipur dairy day to day when I did not go to Jaipur Dairy such
condition I reported to my faculty guide he have information about my day to day
performance in Jaipur dairy. Now I am mentioning report which I learned there till
now.
I started my project in Jaipur dairy and met Mr. R.N.Mittal who is a Dy.
Manager (F&A) .He gave me a project title “A Study of recruitment
procedure” and he gave me annual report & data. Logistic of procuring milk
from various rural areas. And I learned about various types of milk collection
centers. And they collect the milk from different societies in Jaipur distt. in
base of (1) Taking Sample (2) Testing Fat and (3) SNF (Solid Note Fat) and
they told me that Society members and Jaipur Dairy follow this system.
They take two types of milk, Cow and Buffalo. Also got an opportunity to
learn the Tally system and its advantages in accounting system.
There are 2000 societies, there are 26 Dairies in Rajasthan, Head Office of all
Rajasthan dairies is RCDF (Rajasthan Cooperative Dairy Federation) and about
Establishment of society.
There are two types of suppliers of the milk regular and non regular suppliers
called POURER and non regular suppler called NON POURER. .Per day milk
collection is 5.75 lac/ltr in non session and in session 7.80 lac/ltr. Which one
Pourer who supply daily then he can take Bonus.
EMT it is Fat Testing Machine, MCC:- Milk Collection Center, Cow milk fat
measurement point is 3.0% to 5.2% and buffalo 5.3% to 10%.secratry have
available purchase register to note day to day Transaction of Milk. And pourer
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has pass books. Society collects the milk two time morning and evening. After
receiving milk by Jaipur dairy it decides three qualities sweet sour and curdle and
according to this payment to society is done. Women empowerment is given a
due weight age.
Mr. Kailash Khangarot the corporate guide briefed about some systems of milk
collection in Jaipur Dairy:-
(1) Reception dock
(2) Lock Sheet
(3)Online programmed
(4) Variety of milk
(5) Plunger of milk
(6) EMT System
There are nine Chilling center under Jaipur dairy. Standard SNF is 8.7% . The
Jaipur Dairy milk rates will be very important. The new rates would be affected
from 21-4-09.
Internal Audit is an important part of this system. Mr.R.D.Jat (Designation
Cashier).briefed about the transaction e.g. telephone, mobiles, medical claim
bills, of the employees and staffs. It is not more than 20,000 and about deposits,
about employee’s salary. How it is made.
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Acquainted With The Dairy Industry In India
Indian Dairy Scenario:-
Lot of Indian people start day with tea & milk. Milk is an essential factor of our
daily life. In Indian milk business is very old business. Dairy business adopt
modern concept in 1970 with the help of national dairy develop board through
operation flood plan. in first section of this plane, ten state selected.
Our country is on first position in production of milk. But in field per capita
availability of milk we are very behind. In America per capita availability of milk is
almost 900gm while in India it is almost 200 gm. The ideal average per capita
availability of milk should be at least 250gm.
General review:-
India dairy emerging as sunrise industry and contributes significantly in
generating small and marginal farmers of rural India, beside s providing
food security.
India is blessed with huge bovine population of 196million cattle and 80
million buffaloes accounting for 51% if Asia and 19% of world bovine
population – the largest in the world.
Milk production in India has increased from 20 million tones to during 1970
to 77 million in 1999 which account for 20% of the world’s milk production
and stood in the world’s milk production and registering an annual growth
rate of 5% per year.
India’s dairy industry generates an annual business of nearly Rs. 88000
crore.
Dairy sector provides regular employment to 9.8 million people in principal
status and 8.6 million people in subsidiary status, which together
constitute 5% of total work force.15
Dairy development owes much to the an and pattern of cooperative.
The dairy infrastructure now comprises 26 states federation, 170 district
milk unions and around 100000 village cooperative societies, through
which rural milk production and procurement system have been effectively
linked to urban markets consumption centers.
Of every 100 litters of milk produced, 44 liters were retained by the rural
fold and 56 liters were the marketable surplus for the urban area. Of which
only 10 liters was handled by the organized sector cooperative and
remaining by traditional sector.
Operation flood brought milk revolution in the country by transforming
dairying into a core economic activity. The main challenges before the
Indian dairy sector to improving quality, developing international accepted
products and stepping up global marketing strategy.
The future of Indian dairy industry is promising, since its de-licensing in
1992,the interest of multinationals and Indian corporate in the industry has
been growing, and the industry’s growth potential is high as there is
sufficient domestic demand and good scope for exports of milk and milk
products.
India is emerging as one of the largest and fastest growing consumers
market in the world with high income elasticity of demand of dairy product.
Indian dairying is energy –efficient, labor intensive and ecological sound.
Over 80% of milk sold in urban & semi urban areas is non –pasteurized
from unorganized sector. The overall market for liquid milk is growing 4%
per annum.
Similarly in Rajasthan, there is a co-operative federation, known as the
Rajasthan co-operative dairy federation (RCDF) which provides the milk to
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whole Rajasthan with the help of the dairy unions, established in the different
parts of the state.
So before the starting we should know about the RCDF.
INTRODUCTION ABOUT RCDF
Dairy development was initiated by the state
government in the early seventies under the auspices of Rajasthan State Dairy
Development Corporation (RSDDC) registered in 1975. Two year later RCDF
assumed responsibility for many of the function of RSDDC. It became the nodal
agency for implementation of operation flood in the state.
Rajasthan Cooperative Dairy Federation (RCDF) set up in 1977 as the
implementing agency for dairy development programs in Rajasthan is registered
as a society under the Rajasthan cooperative societies 1965
JAIPUR DAIRY AN OVERVIEW
Towards fulfillment of the national objective of making India self sufficient in milk
production, a small step was taken in March 1975 and Jaipur Zila Dugdh
Utpadak Sahakari Sangh Ltd., Jaipur (popularly known as Jaipur Dairy) was
registered under Cooperative Act 1965 to work in then Jaipur District. Initially this
union did not have the processing facilities. It started with a modest beginning of
procuring 250 liters of milk per day.
In june1981, Jaipur Dairy ltd. Plant was commissioned as a unit of Rajasthan
cooperative dairy federation ltd. Jaipur for processing and manufacturing milk
products. The initial handling capacity of the dairy plant was 1.5 Lakh Lt. per day
with a powder plant of 10 MT capacities. Processing facilities of the dairy plant
presently include multidimensional activities like chilling, Pasteurization, 17
standardization, sterilization, production of Ghee, Butter (Salted / Unsalted),
Skimmed Milk Powder(SMP), Indigenous fresh Milk Products (Paneer,
Shrikhand, Chhach (Plain / Salted), Lassi, Mawa (Khoa)& Dahi (Plain / Mishti)
and Aseptic Milk (which was handed over to Jaipur Dairy only in 1997-98).
The Dairy procures milk through its strong network of over 1200 Village level
Dairy Co-operative spread in Jaipur & Dausa district. Dairy arranges
transportation of milk from doorsteps of milk producers to the receiving point at
Dairy plant and its chilling centers. Payments of milk are disbursed to the milk
producers on ten-day basis.
Procurement and input activities include Farmer's Organization, Input Services
like Animal Health Coverage, and Supply of balanced cattle feed and improved
fodder seeds to the members, Cooperative program, Training etc.
IN 1992, the Jaipur dairy ltd. Plant was handed over to Jaipur Zila Dugdh
Utpadak Sahakari Sangh Ltd., Jaipur. With the multiple increases in marketing of
milk and milk products and also in milk procurement, the capacity of the plant
was increased to 2.5 Lakh Lt. per day in 1998-99. To improve the quality of raw
milk, the Dairy has commissioned three chilling centers at Kaladera, Dudu &
Shahapura apart from enhancing the capacity Dausa milk –chilling center.
Over the years, there has not been looking back for Jaipur Dairy and the
significant growth has been achieved during the year 1998-1998,monthaly sale
has been 143000 liter./day with peak milk procurements during besides the near
by sale milk unions like Sikar , Tonk , Sawaimadhopur and Bharatpur also sent
their milk to Jaipur Dairy ltd. For processing during peak flush season
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The plant is managed and operated by well-qualified, competent and
experienced managerial cadre and highly motivated work force to provide highest
quality of products and best of the services to our esteemed customers.
To further improve the efficiency and effectiveness of the plant performance,
Jaipur Dairy (Jaipur Zila Dugdh Utpadak Sahakari Sangh Ltd., Jaipur) has
embarked on the implementation of ISO-9002 Quality Management Systems and
hazard, analysis and critical control points (HACCP) system in the plant
operation to eventually get international certificate.
QUALITY POLICY
The dairy believes the delighted customer is the only key for overall development
of the organization and their families.
This is achieved by:
Education milk producers for clean production.
Manufacturing and supplying milk and milk products and services of
consistent quality at comparative price.
Adopting innovative and modern technologies and system.
Developing committed work force.
Adoption of safety and environment friendly standards with help of
application of HACCP Principles.
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Jaipur dairy is a registered under Rajasthan cooperative act and is owned by
thousands of its milk producers members. It works on world famous Amul
pattern. As all other cooperative dairies, Jaipur dairy is a part of three tier
structure i.e. dairy cooperative society at village level which form district level
milk producer union which is further federated in state level federation. All three
entities are autonomous and linked to each other by provisions of their byelaws.
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Toward fulfillment of the national objective of making India self sufficient in
milk production , a small step was taken in March 1975 and Jaipur Zila
Dugdh Utpadak sahakari sangh Ltd., Jaipur (popularly known as Jaipur
Dairy ) was registered under cooperative Act 1965 to work in then Jaipur
District. Initially this union did not have the processing facilities . It started
with a modest beginning of procuring 250 liters of milk per day.
In June 1981 , Jaipur Dairy plant was commissioned as a unit of Rajasthan
cooperative federation Ltd. Jaipur for processing and manufacturing milk
and milk products. The initial handling capacity of the dairy plant was 1.5
Lakh Lt. per day with a powder plant of 10 MT per day capacity , which was
commissioned in the year 1981 under operation flood program 1 by National
Dairy Development Board for service of thousand of rural farmers families
of Jaipur.
Over the years, there has not been looking back for Jaipur Dairy and the
significant growth has been looking back for Jaipur Dairy and the
significant growth has been made in all field i.e. procurement , processing
and production of various milk and milk products and marketing thereof
under the brand name of SARAS . The plant is managed and operated by
well-qualified , competent and experienced managerial cadre and highly
motivated work force to provide highest quality of products and best of the
services to our esteemed customers.
Processing facilities of the dairy plant presently include multidimensional
activities like chilling , Pasteurization , standardization , sterilization , production
of ghee , Butter (Salted / unsalted) , skimmed milk powder (smp) , indigenous
fresh milk products (paneer , shrikhand , chhach (plain / salted) , lassi ,
mawa(khoa) & dahi(plain /mishti) and aseptic milk which was handed over
to Jaipur Dairy only in 1997- 1998.
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This dairy procures milk through its network of over 1200 village level dairy
cooperation spread in Jaipur and Dausa District . Dairy arranges
transportation of milk producers to the receiving point at dairy plant and
its chilling centers . Payments of milk are disbursed to the milk producers
on ten day basis . Procurement and input activities include farmer’s
organization , input service like Animal Health Coverage and Supply of
balance cattle feed and improved fodder seeds to the member Cooperative
Development Program Training etc Besides dairy get milk from other sister
milk union through sate grid .
In April 1992 the Jaipur Dairy was handed over to Jaipur Zile Dugdh
Utpadak Sangh (Jaipur milk union ). With the multiple Procurement the
capacity of the plant was increased to 2.5 lakh It. Per day in 1998-99.
To improve the quality of raw the Dairy has Commissioned Chilling
centers/Bulk Coolers at various places in the Shed.
Over the Years, there has not been Looking back for Jaipur Dairy and the
significant growth has been made in all fields i.e. Procurement, Processing
and Production of various milk and Products and marketing thereof under
the brand name SARAS. The plant is manage and operated by well-
qualified , competent and experienced managerial cadre and highly
motivated work force to provide highest quality of products and best of
the services to our esteemed customers.
To further improve the efficient and effectiveness of the plant performance
, Jaipur Dairy (Jaipur Zila Dugdh Utpadak sahakari sangh Ltd. , Jaipur) had
earlier obtained the Quality Management Systems Certification as per ISO
9002 : 1994 in combination with IS: 15000 (HACCP) in the year 2000. Now
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the dairy has upgraded the system in accordance with ISO:9001:2000 in
combination with (HACCP) as per IS:15000:1998.
THREE TIRE STRUCTURE
The dairy co-operative movement operates on three tier system wherein farmer
members own dairy co-operative societies (DCS) which own district milk
producer's union. The unions collectively own the RCDF.
It is a vertically integrated structure that establishes a direct linkage between
those who produce the milk and those who consume it.
Federation - Provides service & support to unions. Marketing within & outside
state, Liaison with government and NGO agencies, mobilization of resources &
coordinating & planning programmes / projects.
Union - Develops village milk cooperative network, procures milk from DCS,
processes & markets. Sale of cattle feed and related inputs, promotion of cross
breeding through AI and NS, promotion of fodder development and general
support & supervision to DCS.
DCS - Provides input services (AH, AI) to its members and procurement of milk.
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The dairy co-operatives depict the following institutional properties:
Democratically elected board of DCS, milk unions & Federation from
among their members.
Adoption of such bye laws which ensure democratic process on the
principles of cooperation.
Management & ownership of assets by the cooperatives.
Autonomy in pricing, marketing & appointment of personnel.
Employment of professional.
Total control of the organization is in the hands of its members.
2. INTRODUCTION TO THE ORGANIZATION
VISION:
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After more than three decades of consolidation , Rajasthan cooperative
Dairy Federation (RCDF), ranks today as one of north india’s leading milk
cooperative institution . This has been achieved by operating effectively and
by setting high standards expected by our customers. Enhancing product
range to cater to local tastes and national requirement is the foundation of
our marketing strategy. RCDF is committed to deliver the best of services
to the producer and quality products to the customer.
RCDF is committed to finding innovative methods to improve efficiency , to
broaden market base and garner consumer satisfaction. The customer and
milk producers have played a key role in the success and will continue to
expand on our role and services to help our growing customer-base in
their ever-changing needs for improved products.
MISSION:
RCDF had started the year 2008 on a positive note and believe that the
efforts and dedication of the team will significantly boost our service
delivering capability . Being a cooperative , our mission is to foster and
strengthen backward linkages too.
OBJECTIVES:
1. To carry out activities for promoting production , procurement ,
processing and marking of milk & milk products for the economic
development of animal husbandry/farming community.
2. Development & expansion of such other allied activities as may be
conducive for the promotion of the dairy industry , improvement &
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protection of milch animal and economic betterment of those
engaged in milk production.
3. Organize and provide technical inputs.
4. Erection of Dairy , chilling plant , cattle feed plants for unions.
5. Study of problems of mutual interest of the federation and milk unions.
6. Impart training and orientation to dairy co-operative members.
Advise , assist and guide milk unions.
7. Undertake audit and accounts supervision.
8. Encourage fodder production etc.
PRODUCTION:
The installed capacity of Jaipur dairy was 1.5 LLPD. The dairy plant was
commissioned in the year 1981 under of one . with the multiple increase in
marketing of milk and milk products and also in milk procurement , the
capacity of the plant was increased o 2.5 lakh Lt. per day in 1998-99 with
internal human and financial resources. The production facilities are
available and maintained in most hygienic manner as per laid down
procedures of quality management system.
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Considering the growth in procurement and marketing , Jaipur dairy has
prepared and initiated expansion plan for expanding the capacity to five
lakh ltr. Per day, with the help of NDDB Jaipur dairy also has aseptic
packing station , which is a ‘ State of Art Technology’ and of very few in
the country.
The plant has been well maintain till date by our own technical staff. This
fact has been well accepted and acknowledged at recently held milk
seminar at Goa , when Jaipur dairy was awarded for ‘Best machine
Utilization ‘
Jaipur Dairy has always stood to its commitment of fulfilling the demand
of Indian forces posted at front in the hour of need. The condition of
production facilities and production environment is being maintained in
perfect conditions till date.
This has resulted in other sister organization like MP federation and
Mother Dairy to enter into time agreement with Jaipur Dairy for
manufacturing the products under their respective brand names
MARKETING:
Jaipur Dairy sells its milk & milk products through a network of over 1800
retail outlets spread over Jaipur city and nearby 50 towns. The retailers are
the most important segments of Jaipur dairy and are given all care and
attention . They are regularly trained on various aspects of customer
satisfaction . We have ensured that the consumer should not travel / walk
more to fetch milk for his / her daily consumption.
With this intention , strong networks of retail outlets have been made.
Supply of liquid milk is made twice a day for benefit of the consumer.
Liquid milk is dispatched to rural area through a contracted fleet of
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insulated vehicles. Jaipur Dairy was among the first 8 dairies to be selected
by NDDB for country wide launch of Mnemonic symbol campaign. This has
further given a big boost to the image of “SARAS” brand milk.
The milk and milk products are sold through a network of a mix of own ,
shop agencies , various institutions and saras milk parlors.
Jaipur dairy has taken utmost care to satisfy and delight its customers and
consumers. We have launched many consumer’s incentive and sale
promotion schemes during last few years like ‘Double Dhamaka’ , ‘Triple
Dhamaka’ , ‘ home delivery schemes ‘ etc. The ‘customer satisfaction index’ is
an indicator of the performance of the Jaipur Dairy .
Jaipur dairy has also started marketing ghee in rural area through dairy
cooperative societies . The result of the same have been overwhelming and
presently the firm is selling over 70 MT per month of ghee through DCSs.
SERVICES :
QUALITY:
Jaipur dairy has got a sophisticated quality control tests related with milk
and milk products . The QC lab also carry quality tests for various
packaging material , ingredients , chemicals used in Jaipur dairy . The services
of the QC lab is also used for Laboratory , which is equipped to carry out
almost all the chemical and bacteriological carrying
Our consumer awareness programs like “ Dudh Ka Dudh pani ka pani “ . we
also have facility for general public for getting their milk/ghee samples
tested in our QC lab free of cost
.
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Engineering:
The lifeline of Jaipur dairy i.e. steam , water and refrigeration is provided
and maintained by the Engineering section . Apart from this , this section
does regular maintenance both preventive and corrective , only. Considering
the perishable nature of milk , the engineering section has to be on its toes
always.
The section is managed by well-qualified and experienced manpower. Which
are at par with any professional organization .
Human Resource Development:
Jaipur dairy has always considered its staff member as an asset. Various
programs are run on continuous basis for keeping the morale of
employees high. Without the positive support of the employees , the
success story of Jaipur dairy would not have been possible.
For the last few years, more emphasis is being given on employee’s
training in the field of attitude , customer relations, positive thinking , time
management , stress management and team building etc. apart from technical
subjects. Employees are being made aware of such subjects either by
nominating them to various training organizations and workshops &
seminars. Also experts are being invited to conduct in house works HRD
cell also, which circulate good and readable articles to employees for self-
development.
Human Resource Management is the backbone of any organization and its
success mainly depends on the manpower. The ability and potentiality of
personnel must be matched with the requirement of the positions in the
organization. This necessitates the significance of effective and efficient
recruitment process. The organization has to see that right person has to get
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right job. The candidate’s attitude about the job and organization goals should
match.
Human Resource Management has become one of the most discussed
approaches to the practice and analysis of the employment relationship in
western market economies over past few decades.
Human Resource Management has become pervasive and influential
approach to the management of employment in a wide range of market
economies. Economies, which once seemed to enjoy a distinctive successful
pattern of employee management against a background of economic growth,
have been attracted to the debate of those economies like India, which, have
struggled with a problematic employment relationship and low growth.
In a broad sense, Human Resource management is a responsibility of all
those who manage people as well as being a description of the work of those
who are employed as specialists. It is that part of management, which is
concerned with people at work and with their relationship with an enterprise. It
applies not only to industry and commerce but also to all fields of
employment.
DEFINITIONS
“Human Resource Management is that part of management concerned with
people at work and with their relationship into an effective organization; the
men and women who makes up an enterprise and having regard for the well-
being of the individual and of working groups, to enable them to make their
best contribution to its success.”
Institute of Personnel Management, London, UK.
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“Human Resource management is the planning, organizing, directing and
controlling of the procurement, development, compensation, integration,
maintenance and separation of human resources to the end that individual,
organizational and societal objectives are accomplished.”
Edward Flippo.
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
Objectives are predefined goals to which individual or group activity in an
organization is directed. Organizational objectives and individual and social
goals influence objectives of HRM. Some of them are as follows.
To create and utilize an able and motivated workforce, to accomplish the
basic organizational goals.
To create facilities and opportunities for individual or group developments
so as to match it with the growth of the organization.
To identify and satisfy individual and group needs by providing adequate
and equitable wages, incentives, employee benefits and social security
and measures for challenging work, prestige, recognition, security and
status.
To strengthen and appreciate the human assets continuously by providing
training and developmental programmers.
To maintain high employee morale and sound human relations by
sustaining and improving various conditions and facilities. Also provide
fair, acceptable and efficient leadership.
To establish and maintain sound organizational structure and desirable
working relationships among all the members of the organization.
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SCOPE OF HUMAN RESOURCE MANAGEMENT
Scope of Human Resource Management was very limited in the beginning.
But, over a period of time the scope of management in general and personnel
in particular has changed considerably, covering more areas and
responsibilities. However Indian Society for Training and Development (ISTD)
conducted a fairly exhaustive study in this and identified nine broad areas of
activities of HRM. They are as follows:
Human Resource Planning
Design of Organization and job
Selection and Staffing
Training and Development
Organization Development
Compensation and Benefit
Employee Assistance
Union/Labor Relations
ACHIEVEMENTS SO FAR:
INTRODUCTION OF ‘IVRS’ SYSTEM.
FIRST DAIRY IN INDIA TO LAUNCH ’MNEMONIC SYMBOL’ AN UNIFORM DESIGN UNDER COOPERATIVE UMBRELLA.
NATIONAL PRODUCTIVITY AWARD (1997)
FIRST IN RAJASTHAN TO GET ISO – 9002 & 1500 HACCP CERTIFICATES.
34
LAUNCH OF MOBILE CART SCHEME.
COMLETE ONLINE DATA INTEGRATION OF DARIY ACTIVITIES.
ACTIVE PARTICIPATION IN VARIOUS PROJECTS : SWARN JAYANTI SWAROJGAR YOJANA , RAJASTHAN WOMEN DAIRY PROJCT , DISTRICT POVERTY INITIATIVE PROJECT , SPARSH.
FORMULATION OF DCCS AND INTERRELATION WITH JAIPUR DAIRY
Milk producers of villages
Management committee of dcs
(9 members, out of which two from weaker section and one for woman)
Chairman of DCSS
Board of directors of Jaipur Dairy
(total 14 member, including 9 elected members amongst chairmen of DCSS, out
of which 6 from general category, two form weaker section (bpl, sc/ st etc.) And
one from women chairpersons. Rest are nominated)
Chairman of bod of Jaipur Dairy
(out of elected members)
1) JAIPUR DAIRY [email protected]
2) Shri. Om Prakash Punia, Chairman [email protected]
35
3) Sh. J.R Dhaka, Managing Director [email protected]
4) Sh. Anil Shukla, Manager (QC) [email protected]
5) Sh. S. K. Mahajan, Manager (Plant) [email protected]
6) Sh.C.P. Mittal as Manager (APS). [email protected]
7) Sh R.D Kaushik, Manager (FOP) [email protected]
8) Sh.Govind gupta, Dy Manager ( Marketing)
9) Sh. R. N. Mittal, OIC (F & A) [email protected]
10) Sh. Rakesh Gupta, OIC (F & A) [email protected]
11) Dr. D.C. Mishra , OIC (Input) [email protected]
12) Sh. HL Agrawal, OIC (Engg) [email protected]
13) Sh. KC Kabra, Dy.Mgr(P&A) [email protected]
14) Sh. Anil Gaur, Public Relation Officer [email protected]
15) Sh. Vijay Gupta, OIC (Purchase) [email protected]
16) Sh PS Chaudhary, OIC (Store) [email protected]
17) Sh. H. S. Sharma, OIC (MIS) [email protected]
18) Sh. Avinash Jain OIC( Powder plant) [email protected]
19) Sh. PK Satsangi OIC WDP [email protected]
20) Sh. Sanjay Mehan OIC(APS) [email protected]
21) Sh. Bipin Sharma Dy. Mgr (Computer) [email protected]
22) Sh. Mahesh Gurnani OIC ( Milk Packing) [email protected]
3. REASEARCH METHODOLOGY
36
As the title of the project suggests the purpose to study the recruitment
procedure in saras Jaipur.
Research comprise defining and redefining problems, formulating hypothesis or
suggested solutions; collecting, organizing and evaluating data; making
deductions and reaching conclusions; and at last carefully testing the conclusions
to determine whether they fit the formulating Hypothesis.
In short, the search for Knowledge through Objective and Systematic method of
finding solutions to a problem is Research.
3.1 Title of the study
“Recruitment Procedure”
3.2 Duration of the project
The duration of the intership programme was of 15 days,
As there was lots of experienced to be gained in those 15 days.
3.3 Objective of the project
Primary objective
To find out the process of recruitment procedure in the organization meet
the job seeker to the job and offer themselves for employment in the
organization
To understand the framework of recruitment at Saras dairy jaipur.
To study the recruitment sources of the organization.
To study whether the present recruitment process is effective or not.
37
To study whether the recruitment process is hiring best professional or
not.
To study what the candidates are expecting from the management.
To know what type of interviews are they conducting?
To analyze the interviews and test which they conducting really revealing
candidates strength and weakness.
Secondary objective
Find out the policy of recruitment in the organization.
Understand critically the various sources of recruitment for the executives
Find out the techniques of recruitment in the organization
3.4 Type of Research: - Descriptive research
Descriptive research is also called Statistical Research. The main goal of this
type of research is to describe the data and characteristics about what is being
studied. The idea behind this type of research is to study frequencies, averages,
and other statistical calculations. Although this research is highly accurate, it
does not gather the causes behind a situation.
The regular interaction with the Customers and the Line Managers revealed
about the various strategies involved in performing business activities and
gathering data using various techniques and software applications
38
Descriptive research includes Surveys and fact-finding enquiries of different
kinds. The main characteristic of this method is that the researcher has no
control over the variables; he can only report what has happened or what is
happening.
3.5 sample size and method of selecting sample
There are two types of data:
PRIMARY DATA
The data that is collected first hand by someone specifically for the purpose of
facilitating the study is known as primary data. So in this research the data is
collected from respondents through questionnaire.
SECONDARY DATA.
For the company information I had used secondary data like brochures, web site
of the company etc.
The Method used by me is Survey Method as the research done is Descriptive
Research.
RESEARCH INSTRUMENTS
Selected instrument for Data Collection for Survey is Questionnaire.
39
SAMPLE SIZE
In this study the sample size of respondent was decided to be fifty.
The data was collected through questionnaires. The questionnaire was
distributed to the employees and they were asked to answer the questions.
The employees were also contacted personally to get the necessary data
information required for the completion of the survey.
The questionnaire used in this study was a structured one. Here the
questions were arranged in a specific order and were logically interconnected
for the research study. The advantage of the structured questionnaire lies in
the reduction of interviewers and interpreters bias. The questionnaire was
framed by keeping in the mind the objective of employee satisfaction.
The questionnaire was constructed to gather some information which are as
follows:
Name
Qualification
Nature of employment
Department
Designation
The responses were noted down on the questionnaire and their comments were
noted on the back of the questionnaire. These responses were used to analyze
and interpret the results
40
3.6 SCOPE OF THE STUDY
1. This study helps in finding out the satisfaction of most important resource that is human resource in SARAS DAIRY.
2. This also helps in finding the effect ness of human resource policies in
organization.
3. The study provides knowledge of various products& turnover of the
SARAS .
4. The study helps to learn of work culture of organization.
5. The study of also helps to learn what as the various benefits available to
the advisor in an organization.
6. Here this study about the recruitment procedure at Saras Dairy is
examined and its effectiveness is analyzed.
The following trends are being seen in recruitment:
3.6.1. Out Sourcing
In India, the HR processes are being outsourced from more than a decade
now. A company may draw required personnel from outsourcing firms. The
outsourcing firms help the organization by the initial screening of the candidates
according to the needs of the organization and creating a suitable pool of talent
for the final selection by the organization. Outsourcing firms develop their human
41
resource pool by employing people for them and make available personnel to
various companies as per their needs. In turn, the outsourcing firms or the
intermediaries charge the organizations for their services
Advantages of outsourcing are:
1. Company need not plan for human resources much in advance.
2. Value creation, operational flexibility and competitive advantage
3. turning the management's focus to strategic level processes of HRM
4. Company is free from salary negotiations, weeding the unsuitable
resumes/candidates.
5. Company can save a lot of its resources and time
3.6.2. E-Recruitment
The buzzword and the latest trends in recruitment is the “E-Recruitment”.
Also known as “Online recruitment”, it is the use of technology or the web based
tools to assist the recruitment process. The tool can be either a job website like
naukri.com, the organization's corporate web site or its own intranet. Many big
and small organizations are using Internet as a source of recruitment. They
advertise job vacancies through worldwide web. The job seekers send their
applications or curriculum vitae (CV) through an e-mail using the Internet.
Alternatively job seekers place their CV’s in worldwide web, which can be drawn
by prospective employees depending upon their requirements.
The internet penetration in India is increasing and has tremendous
potential. According to a study by NASSCOM – “Jobs is among the top reasons
why new users will come on to the internet, besides e-mail.” There are more than
18 million résumé's floating online across the world.
The two kinds of e- recruitment that an organization can use is :42
3.6.3. Job portals – i.e. posting the position with the job description and the job
specification on the job portal and also searching for the suitable resumes posted
on the site corresponding to the opening in the organization.
Creating a complete online recruitment/application section in the
companies own website. - Companies have added an application system to its
website, where the ‘passive’ job seekers can submit their resumes into the
database of the organization for consideration in future, as and when the roles
become available.
3.6.7. Resume Scanners: Resume scanner is one major benefit provided by the
job portals to the organizations. It enables the employees to screen and filter the
resumes through pre-defined criteria’s and requirements (skills, qualifications,
experience, payroll etc.) of the job.
Online recruitment techniques are:
Giving a detailed job description and job specifications in the job postings
to attract candidates with the right skill sets and qualifications at the first
stage.
E-recruitment should be incorporated into the overall recruitment strategy
of the organization.
A well defined and structured applicant tracking system should be
integrated and the system should have a back-end support.
Along with the back-office support a comprehensive website to receive
and process job applications (through direct or online advertising) should be
developed.
Advantages of E-recruitment are:.
No intermediaries.
Reduction in time for recruitment.
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Recruitment of right type of people.
Efficiency of recruitment process
Qualities of an independent recruitment consultant
Some of the qualities or characteristics looked in recruitment consultants
are:
Marketing skills
Flexibility and adaptability
Wisdom
Exuberance
Ability to priorities
Ambition
Resourcefulness
Diplomacy/ delicacy
Positive Personal Qualities
Willingness to learn
Communication/Listening skill.
Enthusiasm/Motivation
Positive outlook
Responsible/Reliable
Analytical skills
Loyalty/Dedication/Integrity
Flexible44
Confident
INTRODUCTION OF RECRUITMENT
Research points to the importance of good recruitment systems in the
organizations.
The 1980s brought downsizing, organizations were becoming too effective
for their numbers of employees employed by them. Most problems
concerning Human resources commences when recruitment is not
handled properly. Resignations, low motivation, poor performance may be
due to incorrect procedures in the recruitment process.
This article discusses the importance of good recruitment at technical and
managerial levels and the implications that are encountered as a result of
ad hoc recruitment processes. Recruitment is a responsibility of every
manager in the Organization. The article is divided into five sections
namely: Definition of recruitment; Purposes and Policies of Recruitment;
Deficiencies and Problems; Advertisements and Job descriptions;
Implications and finally the Summary of this discussion.
Recruitment forms the first stage of acquisition of manpower or human resources. This process proceeds of location and identifying potential and candidate for selection
DEFINITION OF RECRUITMENT
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“Recruitment is the process of hiring the right kinds of candidates on the
right place at the right time so that they can fulfill their need for people &
achieve their goal”
“Recruitment is the process to discover the sources of manpower to meet the
requirement of the staffing schedule and employ effective measures for
attracting that manpower in adequate number’s to facilitate effective selection
of an efficient working force.”
Yoder
“Recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for job in an organization, it is
often termed positive in that it stimulates people to apply for job to increase
the hiring ratio i.e., the number of applicants to a job.”
Edwrd .Flippo
According to this definition recruitment is a prospecting job where
organization make search for prospective employees. In practice, however
prospective employee too seek out organization seek out prospective
employees. Therefore, the job of recruitment is based on the mating theory
where success of both the parties is critically dependent on timing. Unless the
two swatches synchronize conditions are not ripe for recruitment to succeed.
The synchronization in its turn depends on three factors:-
1. There should be a common communication medium. If an organization
advertises its vacancies in newspaper, which is never read by the job
seekers, its efforts would go waste.
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2. The job seekers must perceive a match between his personal
characteristics and prescribed job recruitment.
3. The job seeker must be motivated to apply for the job.
There are two broad categories of recruitment process, external and internal
recruitment. In the external process, the companies look for people outside the
company and in internal recruitment; existing employees of the company refer
new people.
Recruitment is the premier major steps in the selection process in the
Organizations. It has been explained as an activity directed to obtain appropriate
human resources whose qualifications and skills match functions of the relevant
posts in the Organization. Its importance cannot be over-emphasized and can
also be best described as the ‘heart’ of the organization.
RECRUITMENT PROCESS
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1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
First Step-The personnel/human resources department receives the
requisition list of employees from various department of the company which
consists of jobs to be filled, number of persons to be employed, duties to be
performed, skills and knowledge abilities, qualification and experience of the
candidates etc. It also contains terms and conditions of employed, time
period for joining the duties, etc.
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Second Step-This step relates to identification of source, their location/areas
at right time and development of sources.
Third Step-This step includes searching for prospective candidates in the
source developed.
Fourth Step-This step involves motivating the prospective candidate to apply
for the job by providing the information about the company, job, pay scale
allowances, career opportunities, terms &conditions of employment etc.
Fifth Step-This step involves stimulating the prospective and suitable
candidates to apply for the job by providing additional information to the
candidates and procuring application from the candidates.
Sixth Step-This step involves evaluating the effectiveness of the recruitment
process.
The recruitment process is immediately followed by the selection process i.e. the
final interviews and the decision making, conveying the decision and the
appointment formalities
RECRUITMENT POLICY
Recruitment policy assesses the objectives of recruitment and provides a
framework of implementation of the recruitment programme in the form of
procedures.
A good recruitment policy must contain these elements:
a) Organization objectives- both short term and long term.
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b) Identification of recruitment needs.
c) Preferred sources of recruitment, which would be tapped by the
organization.
d) Criteria of selection and preferences.
e) Cost and financial implications of recruitment.
Pre-requisites of a good recruitment policy:
The recruitment policy of an organization must satisfy the following
conditions:
a. It should be in conformity with its general personnel policies.
b. It should be flexible enough to meet the changing needs of an
organization.
c. It should be designed as to ensure employment opportunities for its
employees on along term basis that the goals of the organization
should be available and it should develop the potentialities of
employees.
d. It should match the qualities of employees with the recruitment of the
work for which they are employed.
e. It should highlight the necessity of establishing job analysis.
Recruitment Organization
There is no general procedure for hiring new personnel, which is applicable to
all business enterprises. Every organization uses procedure, which brings
with it the desired quantity and quality of manpower at the minimum possible
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cost. The most commonly adopted practice is to centralize the recruitment
and selection functions in a single office. All employment activities should be
centralized if the policies of the top management are to be implemented
consistently and efficiently.
FORECAST OF MANPOWER RECRUITMENT
Human resource planning is essential to determine the future human
resource needs in an organization. The management must estimate the
structure of the organization at a given point in time. For this estimate the
number and type of employees needed have to be determined. Forecasting
recruitments provide an early warning system and facilitate maximum
preparation for implementing change. Planning the future recruitments of
manpower of all types requires two set of information: -
a. An analysis of the existing manpower strength and the work volume
being handled.
b. Detailed forecast of future on probable changes in methods, type of
work, facilities etc.
In determining the requirements of human resources the expected losses that
are likely to occur through labor turnover, retirement, death, designation,
dismissal, promotion and other separation should be taken into account. The
line official has to submit a ‘requisition’ or an indent for recruitment. Such
indents usually specify: -
a. The jobs or operations or positions for which the persons should be
available.
b. Duration of their employment.
c. Salary to be offered and any other conditions and terms of
employment, which the identifying officer feels necessary.51
SOURCES OF RECRUITMENT PROCEDURE
Internal Sources
1. Transfer
The employees are transferred from one department to another according to
their efficiency and experience.
2. Promotion
The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience.
3. Others are Upgrading and Demotion of present employees according to their
performance.
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4. Retired and Retrenched employees may also be recruited once again in case
of shortage of qualified personnel or increase in load of work.
5. Recruitment such people save time and costs of the organizations
as the people are already aware of the organizational culture and the policies
and procedures.
6. The dependents and relatives of Deceased employees and Disabled
employees are also done by many companies so that the members of the
family do not become dependent on the mercy of others.
External factor
1. Press Advertisements
Advertisements of the vacancy in newspapers and journals are a widely
used source of recruitment. Remember where, you choose to place your
advertisement will determine not only the type of candidates who might apply, but
also the message you send about your organization culture. The main advantage
of this method is that it has a wide reach.
2. Educational Institutes
Various management institutes, engineering colleges, medical Colleges etc.
are a good source of recruiting well qualified executives, engineers, medical staff
etc. They provide facilities for campus interviews and placements. This source is
known as Campus Recruitment.
3. Placement Agencies
Various management institutes, engineering colleges, medical Colleges etc.
are a good source of recruiting well qualified executives, engineers, medical staff
etc. They provide facilities for campus interviews and placements. This source is
known as Campus Recruitment.
4. Employment Exchanges
53
Government establishes public employment exchanges throughout the
country. These exchanges provide job information to job seekers and help
employers in identifying suitable candidates.
5. Labor Contractors
Manual workers can be recruited through contractors who maintain close
contacts with the sources of such workers. This source is used to recruit labour
for construction jobs.
6. Unsolicited Applicants
Many job seekers visit the office of well-known companies on their own.
Such callers are considered nuisance to the daily work routine of the
enterprise. But can help in creating the talent pool or the database of the
probable candidates for the organization.
7. Employee Referrals/Recommendations
Many organizations have structured system where the current
employees of the organization can refer their friends and relatives for
some position in their organization. Also, the office bearers of trade unions
are often aware of the suitability of candidates. Management can inquire
these leaders for suitable jobs. In some organizations these are formal
agreements to give priority in recruitment to the candidates recommended
by the trade union.
8. Recruitment at Factory Gate
Unskilled workers may be recruited at the factory gate these may be
employed whenever a permanent worker is absent. More efficient among
these may be recruited to fill permanent vacancies.
54
In today’s rapidly changing business environment, a well defined
recruitment policy is necessary for organizations to respond to its human
resource requirements in time.
Therefore, it is important to have a clear and concise recruitment policy in
place, which can be executed effectively to recruit the best talent pool for the
selection of the right candidate at the right place quickly. Creating a suitable
recruitment policy is the first step in the efficient hiring process. A clear and
concise recruitment policy helps ensure a sound recruitment process.
It specifies the objectives of recruitment and provides a framework
for implementation of recruitment programme.
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Factors Affecting recuritment procedure
Internal Factors
The internal forces i.e. the factors which can be controlled by the
organization are:
1. Recruitment Policy
The recruitment policy of an organization specifies the objectives of
recruitment and provides a framework for implementation of recruitment
Programme. It may involve organizational system to be developed for
implementing recruitment programmes and procedures by filling up vacancies
with best qualified people.
Factors Affecting Recruitment Policy is:
Organizational objectives
Personnel policies of the organization and its competitors.
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Government policies on reservations
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.
2. Human Resource Planning
Effective human resource planning helps in determining the gaps present in
the existing manpower of the organization. It also helps in determining the
number of employees to be recruited and what qualification they must possess.
3. Size of the Firm
The size of the firm is an important factor in recruitment process. If the
organization is planning to increase its operations and expand its business, it will
think of hiring more personnel, which will handle its operations.
4. Cost of Recruitment
Recruitment incur cost to the employer, therefore, organizations try to
employ that source of recruitment which will bear a lower cost of recruitment to
the organization for each candidate.
5. Growth and Expansion
Organization will employ or think of employing more personnel if it is
expanding its operations.
. External Factors
The external forces are the forces which cannot be controlled by the
organization. The major external forces are
1. Supply And Demand
The availability of manpower both within and outside the organization is an
important determinant in the recruitment process. If the company has a demand
for more professionals and there is limited supply in the market for the
57
professionals demanded by the company, then the company will have to depend
upon internal sources by providing them special training and development
programme.
2. Labour Market
Employment conditions in the community where the organization is
located will influence the recruiting efforts of the organization. If there is
surplus of manpower at the time of recruitment, even informal attempts at the
time of recruiting like notice boards display of the requisition or
announcement in the meeting etc will attract more than enough applicants.
3. Image/Goodwill
Image of the employer can work as a potential constraint for
recruitment. An organization with positive image and goodwill as an
employer finds it easier to attract and retain employees than an
organization with negative image. Image of a company is based on what
organization does and affected by industry.
5. Un Employment Rate
One of the factors that influence the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate).
When the company is not creating new jobs, there is often oversupply of
qualified labour which in turn leads to unemployment.
6. Competitors
The recruitment policies of the competitors also effect the recruitment
function of the organizations. To face the competition, many a times the
organizations have to change their recruitment policies according to the
policies being followed by the competitors
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RECRUITMENT PURPOSES AND POLICIES
The process of recruitment does not stop when it commences, it is a
dynamic activity. The purpose of it is to provide an Organization with a
pool of qualified candidates. Its specific purposes are as follows:
To assist augment the success rate of selection process by reducing the
numbers of obviously under-qualified and over-qualified applicants.
To increase Organizational and individual effectiveness in the short and
long term plans.
2. POLICIES
To achieve the above objectives, it is necessary to have relevant
recruitment policies and also to ensure that they are effectively
implemented. Policies increase managerial effectiveness by standardizing
many routine decisions clarifying the discretion managers and
subordinates can exercise in implementing functional tactics. Changing
environment has a direct effect on the success and failure of the
organization.
These changes take place inside and outside the Organization. Most policies
in organizations are never reviewed and they become irrelevant due to the
changes in the environment that the organization is operating.
How to evaluate the candidates
Various parameters and the ways to judge them i.e. the entire recruitment
59
process should be planned in advance. Like the rounds of technical
interviews, HR interviews, written tests, psychometric tests etc.
HR CHALLENGES IN RECRUITMENTS
Recruitment is a function that requires business perspective, expertise, ability to
find and match the best potential candidate for the organisation, diplomacy,
marketing skills (as to sell the position to the candidate) and wisdom to align the
recruitment processes for the
benefit of the organisation. The HR professionals – handling the recruitment
function of the organisation- are constantly facing new challenges. The biggest
challenge for such professionals is to source or recruit the best people or
potential candidate for the organisation
momentum, HR professionals are constantly facing new challenges in one of
their most important function- recruitment. They have to face and conquer
various challenges to find the best candidates for their organizations.
The major challenges faced by the HR in recruitment are:
Adaptability to globalization – The HR professionals are expected and
required to keep in tune with the changing times, i.e. the changes taking
place across the globe. HR should maintain the timeliness of the process
Lack of motivation – Recruitment is considered to be a thankless job. Even
if the organisation is achieving results, HR department or professionals
are not thanked for recruiting the right employees and performers.
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Process analysis – The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment. The process should be
flexible, adaptive and responsive to the immediate requirements. The
recruitment process should also be cost effective.
Strategic prioritization – The emerging new systems are both an
opportunity as well as a challenge for the HR professionals. Therefore,
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals.
ADVERTISEMENTS AND JOB DISCRIPTIONS
Some Managers during the process tailor make the job descriptions to suit the
requirements of their favored candidates they want to recruit. This process of
cause has been going on for sometimes and still HR Practitioners are also
involved in this professional scandal. This means HR will not have much control
over the accuracy of the job description. This makes those individuals sought
unique in the system thereby depriving those right candidates who have the
necessary qualification.
The job adverts which are toiler made have little resemblance to the job
descriptions. Essential requirements of the organization are omitted. Job
descriptions should take into account the changing demands, changing
technologies and working methods, and reflect the needs of the Organization
rather than skills of the organization.
61
IMPLICATION OF POOR RECRUITMENT BY MANAGERS
Most managers are technically minded and therefore require guidance in this
operation. Absence of a plan leads to chaotic recruitment that leads to a bumper
harvest of unqualified applicants resulting in more unnecessary work for the staff
in the recruitment.
If you start the process without a systematic approach, you can rush your
decision and end up with a mismatched person who will not be suited to work in
the Organization. This is a typical case in some organizations. There is a need to
have a system that assists to assess candidates throughout. This reduces the
odds that you will have to repeat this extensive, time consuming process.
To terminate a poorly recruited employee especially at managerial level is a
costly failure to the Organization, considering the cost involved in recruitment,
selection, training etc. Wrong placements at officer levels can lead to stagnation
within the system. This may also affect production at one point or the other
during the times of change.
METHODS & PRINCIPAL OF RECRUITMENT PROCEDURE
The posts under the Federation shall be filled by one or the other of the
following methods.
By direct recruitment
By promotion
By deputation
By contract 62
By observation of such employee who have worked at least for 3 years on
deputation in Corporation/ Federation
PROCEDURE FOR DIRECT RECRUITMENT
Inviting of Applications:
Applications for recruitment to various posts mentioned in the schedule attached
shall be invited by the Federation by advertising the vacancies to be so filled in
daily Newspaper or through Employment Exchange, giving full information
regarding the nature and duties of the post, laying down the qualification for the
concerned post.
All vacancies in category of ministerial and Class-IV shall be notified to the
Employment Exchange having jurisdiction and may also be advertised if
necessary and the candidate forwarded by it shall be considered along with
direct applications.
Form of Applications:
The application shall be made in the form prescribed by the Federation on
payment of such fee as the Federation may fix from time to time.
Scrutiny of Application:
The Federation shall scrutinize the applications received and require candidate
fulfilling qualifications to appear before the Selection Committee for an interview.
63
Selection from among the eligible candidates shall be made on the basis of
interview. A written test and or practical test as may be considered necessary
can be also taken.
Direct recruitment to various categories of posts shall be made from amongst the
names recommended by the select committee. The names of the selected
candidate shall be arranged in order of performance and the appointing authority
shall make appointment in that order only. The selection committee may to the
extend of 50% of the advertised vacancies keep name of suitable candidates on
the reserve list which will remain in force for a period not exceeding one year.
The selection committee for selecting person various post shall consist of such
person as determine by board of directors.
PROCEDURE FOR THE RECRUITMENT BY PROMOTION
Criteria for promotion:
For purpose of recruitment to the posts to be filled through promotion, a selection
strictly on seniority cum-mart or merit alone shall be made from among all the
persons eligible for such promotion under the provisions of these regulations on
the first day of calendar year in which promotions are considered.
Procedure for selection.
64
The Chief Executive shall prepare a list of all the eligible members of each
category from which promotion are to be made, and shall forwarded it to-gather
with the confidential rolls and personal files of the department promotion
committee.
The Departmental promotion committee shall consider the cases of all the
persons included in the lists interviewing such of them as they shall select a
number of candidates equal to number of vacancies likely to be filled by
promotion.
The list so prepare shall be reviewed and revised every year and shall remain in
force until it is so reviewed or revised. The names of the candidates selected as
suitable shall be arranged in the order of seniority.
The Departmental promotion Committee shall consist of such persons as are
nominated by Board in the case of officers and by Managing Director in case of
sub-ordinates employees.
CONDITIONS OF RECRUITMENT AND PROMOTION
The Board of the Federation shall prescribe the number of the posts, in each
category, given in the schedule annexed to these rules, required for different
units under the control of the Federation.65
The posts created from time to time will be filled up in the following manner:-
By direct recruitment
By employing persons on deputation from the Central or State Government or
any State or Public Sector Undertaking, and
By contract
By absorption of such employees who have works at least for three years on any
post on deputation in the Corporation/Federation.
The ratio of direct recruitment and promotion of employees in the services of the
Federation and Qualification and Experiences required for various post so will be
in accordance with the “Schedule” appended and modified from time to time.
Direct recruitment
The age of the candidates for direct recruitment will be as per the schedule
appended. Board of Federation will decide the age for direct recruitment for new
posts as and when created.
Promotion
In respect of first promotion to higher post promotion of eligible persons will be
made on the basis of seniority cum merit. Second promotion shall be made
purely on the basis of merit and performance.
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Seniority lists for each category of unemployed will be prepared and maintained.
Merit of the employee will be judged on the following basis:
Capacity to do hard work with sincerity, honesty, objectivity, and result
orientation.
Originality of thinking to increase productivity and efficiency in the organizations.
Since of alertness combined with courage, initiative and decision making powers,
tack and organizing.
While considering promotion on the basis of merit with due regard to seniority, list
of senior most employs eligible for promotion, not exceeding five times the
number of vacancies, will be taken into consideration.
The Departmental Promotion Committee to consider the cases of promotion of
employees shall consist of three members comprising of two Directors of the
Federation and the managing directors of the federation in case of officers. For
other categories, committee including secretary of the federation shall consider
the case of promotion.
Federation
Federation means, the RCDF Ltd. Registered under the provision of the
Rajasthan Cooperative Societies Act, 1965.
Managing Director: means the managing director of the RCDF Ltd.
Manager: means head of the unit viz. Manager, general manager and
Dy.manager and includes the acting manager for the time being.
Head of the Section: means the officers-in-charge of the section of a unit.
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Section: means any part of the unit or establishment.
Employer: means the authority appointed by the RCDF Ltd. In this behalf and
where no such authority is appointed, the head of the unit.
Classification of Workmen: notice in writing shall be given either by the
employer or the workman or one month’s pay may be paid in lieu of notice, as
the case may be.
Workman employed on a special contract shall be governed by the terms of that
contract.
The services of a workman shall not be terminated as a punishment unless he
has been given an opportunity of explaining the charges of misconduct alleged
against him, in the manner prescribed in Rule No. 26.
The sevices of the workman having continuous absence for more than 7 days
without permission or without satisfactory cause shall automatically stand
terminated and his lien to the service will stand broken.
A probationer shall not be entitled to any notice or pay in lieu thereof if his
services are terminated.
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Payment of wages:
All workmen shall be paid wages before the expiry of the 7 th or 10th day after the
last day of the wage period in respect of which wages are payable according to
the total number of workmen employed in the establishment in accordance with
the provisions of the payment of wage Act,1956.
Any wages due to a workman, but not paid on the usual pay day on account of
their being unclaimed shall be paid on an unclaimed wages pay day in each
week, which shall be notified on the notice board.
Permanent
Probationer
Temporary
Badly or Substitute
Casual
Apprentice or Trainee
Recruitment & Promotion
Recruitment and promotion to the various categories of posts and grade there in
shall be made in accordance with the Rules appended with these rules and made
here-after by the Federation from time to time.
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Publication of Wage Rate:
Rate of wages payable to all classes or workmen in the various categories
and grades shall be displayed on the notice board.
Safety and sanitary precautions:
Every workman shall observe all safety and sanitary rules, regulations and orders
as notified from time to time and use safety and sanitary equipment and devices
provided for the purpose.
Periodical medical examination:
Every workman shall submit himself for periodical medical examination as and
when required by the manager.
Festival Holidays:
There shall be eight festival holidays with wages. Out of these eight days, the
Republic Day, Independence Day and Mahatma Gandhi’s birthday shall be
allowed without option and the rest of the days shall be fixed by consolation or
local custom, which shall be notified in the month of January every year.
Transfer:
Workman may be transferred due to exigencies of work from one Dairy,
Department, section or job to another belonging to the Federation provided that
the pay, grade, continuity and conditions of service are not adversely affected by
such transfers.
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Leave:
Annual leave with wages will be allowed according to provisions in chapter-viii of
the factories Act, 1948. Worker who desired to obtain leave of absence shall
apply to the Manager in writing stating therein the purpose for which leave is
requested. The period of leave and also the address where the leave is sought to
be enjoyed shall be stated in the application.
Application for leave must in normal case be made a week before the date the
leave is to commence and the applicant-shall not enjoy such leave unless it is
sanctioned in writing.
In case of refusal to grant the leave the authority refusing leave shall also state
the reason for such refusal in the register to be maintained for this purpose. If the
applicant so desires, a copy of the entry in the register shall be supplied to him.
Absence beyond the period of the original leave or extension if not granted shall
render the workman as absentee and he shall lose his lien in his appointment
unless:-
He returns within eight days of the expiry of the leave and
Explains to the satisfaction of the Manager of his inability to return in time.
Leave account of the workers shall be maintained by the Manager.
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Casual Leave:
A workman, who has completed 240 days in a calander year, shall be granted
casual leave of absence not exceeding 10 days in the aggregate in the
subsequent calendar year. Such leave shall not be for more then three days at a
time expect in case of sickness.
Maternity leave will be regulated by the Rajasthan Maternity Benefit Act,1953
3.7 Limitations of study
The study could not be made that comprehensive due to time constraints. Some
customers feel uncomfortable to reveal some personal information relating to
income etc. it might have happened that some more essential information could
have been collected.
Time constraint.
Biases and non-cooperation of the respondents.
Financial constraint.
Geographical selectivity in study limiting to Delhi city only.
People are not interested in giving personal opinion
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4. Facts & Findings
This is in accordance with the study conducted on “Recruitment Procedure ” at
Saras dairy.
Some of the findings are as follows:
It was found that graduates are recruited for entry level jobs and
experienced professionals for higher positions.
It was found that recruitment is carried out on project basis. This might be
good in the long run.
It was found that most of them came to know about the company through
advertisement and friends.
It was found that most of the individuals joined the company because of its
working environment.
Recruiting through advertisement is the popular mode at Saras dairy
Consultant and Referral system is not much practiced, but some times
they are used for recruiting for senior positions.
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It was found that most of them are aware of the recruitment policy of
Saras dairy
Majority of them feel that the policy is conducive to retain its employees.
It was found that majority of them are satisfied with the recruitment
practices of the company. This shows that recruitment and selection
practices are good and agreeable to its employees.
It was found that majority of employees feel advertisement is the best
mode for Saras dairy because they feel that it is open to all candidate and
it helps in recruiting more knowledgeable and highly qualified persons.
Most of them feel campus recruitment would be best mode for the
company because they feel students with more discipline and high
percentage marks can be recruited.
It was found that the mode of communication used to intimate the
candidate is through call letter.
It was found that most of them are not satisfied with the remuneration
package offered at the time of recruitment. They feel that a better package
offered could attract more people
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Employees are not completely satisfied with their job although their salary
is good enough.
Employees are not getting value to their work.
Most of employees think that they are not on their actual path.
Most of the employees think that the organization haven’t fulfill their
promises, what they do in beginning especially regarding promotion.
There is negatively comparison between peers especially regarding
targets.
They often feel overworked.
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.5. ANALYSIS & INTERPRETATION
ANALYSIS OF DATA
The data after collection has to be processed and analyzed in accordance
with the outline laid down at the time of developing plan. This is essential
for a scientific study and for ensuring that we have all relevant data for
making contemplated comparison and analysis.
Table no. 1
Employees satisfaction with Recruitment process
Year Sales
Promotion 5%
Employee Referrals 30%
Retrenchment 45%
Advertising 60%
All the employees is not satisfy with the All process of recruitment .Most of the employees are satisfied with advertising process, it is 60%of total employee. Less of the total employee is satisfied with promotion process, it is 5% of the total employees.
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Advertising
Employee Referrals
Factors
Promotion.
Retrenchment
% 5 30 25 60
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Overall job Satisfaction Level:
5
level
Bar chat is showing the over all satifaction with recruitment process of the employees.
The most inputted thing is that most of the employees are satisfied with the recruitment
process which is company is applying in the organization
This is a very important finding because this shows the effort Venus puts in providing
their employees a superior service has not gone waste.
More than half of the total respondents (42%) say that they are very satisfied with the
overall process of the company. About 28% of the total respondents say that they are
Neither dissatisfiednor Satisfied with their Overall proces
Hence about 22% of the Respondents are Satisfied with their Overall Experience with
the company.
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Employees atisfied Neither dissatisfied satisfied very satisfied
Nor setisfied
Level %Employees
Dissatisfied 17%
Neither dissatisfied Nor satisfied 28%
Satisfied 22%
Very satisfied 45%
Bar chat is showing the over all satifaction with recruitment process of the
employees. The most inputted thing is that most of the employees are satisfied
with the recruitment process which is company is applying in the organization
This is a very important finding because this shows the effort Venus puts in
providing their employees a superior service has not gone waste.
More than half of the total respondents (42%) say that they are very satisfied with
the overall process of the company. About 28% of the total respondents say
that they are neither dissatisfied nor satisfied with their Overall process
Hence about 22% of the Respondents are satisfied with their Overall
Experience with the company.
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Employees Turnover / Absenteeism:-
Year %Turnover
2007 35%
2008 50%
2009 70%
2010 45%
Above table &bar char is showing The turnover of of the employee. Many
reasons are there behind the turnover the employee .the leave the organization
due to some reasons.
Poor communication by management
No proper response
Free leaves
TABLE – 2
Table showing age group of employees
ParticularsNumber of respondents
Percentage
20-30 30 60%
30-40 7 14%
40-50 5 10%
50 and above 8 16%
Total 50 100%
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Chart showing the age group of the respondents
Analysis:
From the above table we can say that 60% of the respondents are
between the age group of 20-30, 14% of the respondents are between the
age group of 30-40, 10% of the respondents are between the age group of
40-50, 16% of the respondents are above 50.
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Interpretation:
The organization has therefore manpower resources, which include both
fresher, and experienced, energetic workforce, which means combination
of this two, will yield better results in terms of productivity and efficiency.
TABLE – 3
Table showing numbers of years of experience of respondents.
Particulars Number of respondents
Percentage
0-5 24 48%
5-10 10 20%
10-15 7 14%
15-20 5 10%
20 and above
4 8%
Total 50 100%
Chart showing number of years of experience respondents82
Analysis:
From the above table we can see that 14% of respondents have an
experience of 10-15 years, and 20% of respondents have an experience
of 5-10 years, and 48% have an experience or 0-5 years, where as only
8% of the experience of 15-20 years.
Interpretation:
From the above analysis we can infer that most of the respondents have
an experience of 0-5 years which means that the most of employees 83
wants to start their career from this organization. This is followed by
employees having 5-10 experience. Thus as experience increases it
creates a sense of responsibility, confidence and commitment towards the
organization and helps in the effective working of the organization.
TABLE – 4
Table showing mode of recruitment of respondents
Particulars Number of respondents
Percentage
Advertisement 25 50%
Campus recruitment
15 30%
Consultant 7 14%
Referral system
3 6%
Total 50 100
Chart showing mode of recruitment of respondents
84
Analysis:
From the above table we can infer that 50% of the respondents were
recruited through advertisement, 30% of the respondents were recruited
through campus, 14% through consultants and 6% through referral
system.
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Interpretation:
From the above table we can infer that most of them were recruited
through advertisements. This is the popular method at Bharti Airtel. Other
modes are not much practiced at this organization. Consultants and
referral system is usually for recruiting for senior positions.
TABLE – 5
Table showing the best method of recruitment for the organization
Particulars
Number of respondents Percentage
Advertisement 12 48%
Campus recruitment 9 36%
Consultants 2 8%
Referral system 2 8%
Total 25 100%
Chart showing employees opinion on best method of recruitment for their organization
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Concept:
The above table shows the employees opinion on the best method of
recruitment for their organization
Analysis:
87
From the above table we can analyze 48% feel advertisement is the best
method, 36% feel campus recruitment is the best, 8% feel through
consultant and 8% feel referral system is the best method of recruitment
for their organization.
Interpretation:
From the above table we can infer that employees feel that advertisement
would be the best method for their organization. They feel through this
right people for the right job can be selected. Some of them feel campus
would be a better option because they feel disciplined youngsters with
high marks could be recruited. Minor percentage feel consultant and
referral system would be better.
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6. SWOT ANALYSIS
1. STRENGTH-
1.The products are very pure.
2.The products are extremely hygienic.
3.The plant is certified by ISO 900]-2000 and HACCP 15000
4.HACCP is a food safety management system that has it’s the US HACCP is a
system that identifies, evaluates and control hazards which are significant for
food safety,HACCP stands for
H for Hazard
A for ANALYSIS
C for CRITICAL
C for CONTROL
P for POINTS
2.WEAKNESS-
1.Low availability of raw milk
2.Dependence on farmers
3.Reduced milk supply in summers89
3. OPPORTUNITY –
1. Milk is an essential commodity, which everybody uses.
2.There is no competitor as such, which have vast variety Milk products.
4.THREATS
1.Milk can be produced not manufactured
2.There is always a possibility of a competitor entering the market.
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7. conclusion
The company provides more convenience transportaion.it provides right time
delivery.
The company has tied up with customer through it’s loyalty. The company also
provides good work evionment for working.
. The company has been very successful in enlarging its customer base during
the last couple of years.
The biggest competitor of the company are mother dairy & amul
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8. Recommendations & Suggestions
In SARAS, I found:
1. that the industry offering its best services and opportunities in every
sphere,
2. that the employees working in, are satisfied with their jobs as well as
treatment of the superior organizational members,
3. that employees are loyal towards the organization resulting enriched
and considerable working experience.
4. that despite being simply graduated, by maintaining their healthier
working experience many of them have been promoted by their hard
work and creative expertise.
5. that the management control over the lower management and
supervisory section is medium and not high because of the fact that
employees are enough to handle their tasks and responsibilities fairly
and honestly.
6. that the Daily reporting to the Superior by the corresponding
subordinate employee of maintained so as to judge the comparative
performance of the particular day
Referral system should be used as the mode of recruitment as it
motivates the existing employees through advertisement are used as a
wide accepted method of attracting employees in to the organization.
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That it can adopt modern techniques of recruitment, which are cost-
effective, like web portals.
The modern technique like email or telephone should be used to inform
the recruited candidates rather than old methods like call letter
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9. Appendix
NAME ___________________________________________
ADDRESS ________________________________________
AGE
Below 25 years 25 to 40 40 to 55 Above 55 years
OCCUPATION
Business Professional Service Student Others
1. Which process of Recruitment do you use in your organization .
Internal External Both
2.How did you get this job,
By Advertising By referrals Others
3. What factor which intract you with the firm,
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4. What personality traits do you have that will make you successful for the
organization _________________________
5. What would be the most challenging aspect of this job for you,
…………………………………………………………………………….
6.Why do you want to work here,
…………………………………………………………………………….
7. Do you prefer working with,
others alone
8. What kind of people do you find it difficult to work with,
…………………………………………………………………
9. What do you dislike about the job,
…………………………………………………..
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10. Do you agree with the Your job,
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
11.Do you have a clearly stated Recruitment & Selection Policy ?
Yes
No
To some extent
12) What are the quality of Birla sun Life Insurance Company recruitment System:-
Quick Response time for requirement
Bringing in Quality People
C. Proper coordination with other team or department
D. Efficient Maintenance & Updating of Database
13)What Recruitment Sources are used?
Advertisement
96
Employee Referral
C. Consultant
D. Portals
All of these….
14)Does Birla sun life adopt Internal Recruitment Source i.e. Transfer & Promotion:-
(i) Yes (ii) No
If Yes than for which type of post………………………………….
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10. Bibliography
In order to obtain more information regarding the present study and to substantiate it with theoretical proof, the following references were made: -
Books: -
1. Human resource & Personnel Management –CK Awasthi
2. Performance Management and Appraisal systems – TV Rao
3. Human resource and Personnel management – Aswathappa
Magazines & Newspapers The times of India Business World The Hindu
Website references :
www.sarasmilkfed.coop www.ibef.org
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