Jitendra virahy as

JVIRAHYAS@GMAIL.COM

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:
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Submitted to:

Xx Xx MBA IV sem.

xxxxxxxxxxx H.O.D

DEEPSHIKHA COLLEGE OF TECHNICAL EDUCATION ,JAIPUR 2009-2011

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.

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.

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

EXECUTIVE SUMMARY
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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 authors 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.

CONTENTS
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1 Introduction to the Industry 2 Introduction to the organization 3. Research Methodology

Title of the study Duration of the project Objective of Study Type of research design Sample Size and method of selecting sample Scope of Study Limitation of study

7 23 30 30 30 30 31 32 33 66 67 69 74 75 76 77 80

4. Facts and Findings 5. Analysis and Interpretation 6. SWOT 7. Conclusion 8. Recommendation & Suggestions 9. Annexure 10.Bibliography

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.

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. 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.
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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. 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.

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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 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
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bills, of the employees and staffs. It is not more than 20,000 and about deposits, about employees salary. How it is made.

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.
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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 worlds milk production and stood in the worlds milk production and registering an annual growth rate of 5% per year.

Indias 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.

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 industrys growth potential is high as there is sufficient domestic demand and good scope for exports of milk and milk products.
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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 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
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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, 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
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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

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. This dairy procures milk through its network of over 1200 village level dairy cooperation spread in Jaipur and Dausa District . Dairy arranges
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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 farmers 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 wellqualified , 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 the dairy has upgraded the system in accordance with ISO:9001:2000 in combination with (HACCP) as per IS:15000:1998.
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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: After more than three decades of consolidation , Rajasthan cooperative Dairy Federation (RCDF), ranks today as one of north indias 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.

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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 & 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.

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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. 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.

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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 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 consumers 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.
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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 . 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.
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For the last few years, more emphasis is being given on employees 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 selfdevelopment. 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 right job. The candidates 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

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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 wellbeing of the individual and of working groups, to enable them to make their best contribution to its success. Institute of Personnel Management, London, UK.

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.

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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.

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
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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.

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)
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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 2) Shri. Om Prakash Punia, Chairman 3) Sh. J.R Dhaka, Managing Director 4) Sh. Anil Shukla, Manager (QC) 5) Sh. S. K. Mahajan, Manager (Plant) 6) Sh.C.P. Mittal as Manager (APS). 7) Sh R.D Kaushik, Manager (FOP) 8) Sh.Govind gupta, Dy Manager ( Marketing) 9) Sh. R. N. Mittal, OIC (F & A) 10) Sh. Rakesh Gupta, OIC (F & A) 11) Dr. D.C. Mishra , OIC (Input) 12) Sh. HL Agrawal, OIC (Engg) 13) Sh. KC Kabra, Dy.Mgr(P&A) 14) Sh. Anil Gaur, Public Relation Officer 15) Sh. Vijay Gupta, OIC (Purchase) 16) Sh PS Chaudhary, OIC (Store) 17) Sh. H. S. Sharma, OIC (MIS) 18) Sh. Avinash Jain OIC( Powder plant) 19) Sh. PK Satsangi OIC WDP 20) Sh. Sanjay Mehan OIC(APS) 21) Sh. Bipin Sharma Dy. Mgr (Computer)
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jaipurdairy@jaipurdairy.com ompunia@jaipurdairy.com jrdhaka@jaipurdairy.com anilshukla@jaipurdairy.com skmahajan@jaipurdairy.com cpmittal@jaipurdairy.com rdkaushik@jaipurdairy.com rnmittal@jaipurdairy.com rgupta@jaipurdairy.com dcmishra@jaipurdairy.com hlagrawal@jaipurdairy.com kckabra@jaipurdairy.com anilgaur@jaipurdairy.com vijaygupta@jaipurdairy.com pschaudhary@jaipurdairy.com hssharma@jaipurdairy.com avinashjain@jaipurdairy.com pksatsangi@jaipurdairy.com smehan@jaipurdairy.com bipin@jaipurdairy.com

22) Sh. Mahesh Gurnani OIC ( Milk Packing)

maheshgurnani@jaipurdairy.com

3. REASEARCH METHODOLOGY

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

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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. 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,
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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 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.
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RESEARCH INSTRUMENTS Selected instrument for Data Collection for Survey is Questionnaire.

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

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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
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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 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 CVs 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
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why new users will come on to the internet, besides e-mail. There are more than 18 million rsum's floating online across the world. The two kinds of e- recruitment that an organization can use is : 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 criterias 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 first stage. E-recruitment should be incorporated into the overall recruitment strategy of the organization. candidates with the right skill sets and qualifications at the

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.
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Advantages of E-recruitment are:. No intermediaries. Reduction in time for recruitment. 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
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 Positive outlook Responsible/Reliable Analytical skills Loyalty/Dedication/Integrity Flexible 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.
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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

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 numbers 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
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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. 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. Second Step-This step relates to identification of source, their location/areas at right time and development of sources.

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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. b) Identification of recruitment needs. c) Preferred sources of recruitment, which would be tapped by the organization.
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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 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.
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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.

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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. 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.
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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 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
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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. In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time.

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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.

Factors Affecting recuritment procedure

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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. Government policies on reservations Preferred sources of recruitment.
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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 professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programme.
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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

RECRUITMENT PURPOSES AND POLICIES

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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 process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

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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. 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.
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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.

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
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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 By observation of such employee who have worked at least for 3 years on deputation in Corporation/ Federation

PROCEDURE FOR DIRECT RECRUITMENT

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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.

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.

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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.

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.

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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.

The posts created from time to time will be filled up in the following manner:By direct recruitment

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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. 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.
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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. 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.

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Classification of Workmen: notice in writing shall be given either by the employer or the workman or one months 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.

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.
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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.

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.

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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 Gandhis 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. 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.
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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.

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.
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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

4.

Facts & Findings

This is in accordance with the study conducted on Recruitment Procedure at Saras dairy.

Some of the findings are as follows:

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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.

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.

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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

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.
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Most of the employees think that the organization havent fulfill their promises, what they do in beginning especially regarding promotion.

There is negatively comparison between peers especially regarding targets.

They often feel overworked.

.5. ANALYSIS

& INTERPRETATION

ANALYSIS OF DATA

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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 Promotion Employee Referrals Retrenchment Advertising

Sales 5% 30% 45% 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.

Advertising

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Employee Referrals Factors Promotion. Retrenchment

30

25

60

Overall job Satisfaction Level:

Employees very satisfied

atisfied
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Neither dissatisfied satisfied Nor setisfied

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.

Level
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%Employees

Dissatisfied Neither dissatisfied Nor satisfied Satisfied Very satisfied

17% 28% 22% 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.

Employees Turnover / Absenteeism:-

Year 2007 2008

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%Turnover 35% 50%

2009 2010

70% 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

Particulars 20-30 30-40 40-50 50 and above Total

Number of respondents 30 7 5 8 50

Percentage 60% 14% 10% 16% 100%

Chart showing the age group of the respondents

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30 25 20 15 10 5 0 20-30 no. of respondents 30 30-40 7 40-50 5

50 and ab ove 8

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.

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.

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TABLE 3 Table showing numbers of years of experience of respondents.

Particula rs 0-5 5-10 10-15 15-20 20 and above Total

Number of respondents 24 10 7 5 4 50

Percentage 48% 20% 14% 10% 8% 100%

Chart showing number of years of experience respondents

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20 above 8% 15 to 20 10%

10 to 15 14%

0 to 5 48%

5 to 10 20%

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 wants to start their career from this organization. This is followed by employees having 5-10 experience. Thus as experience increases it
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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 Advertisement Campus recruitment Consultant Referral system Total

Number of respondents 25 15 7 3 50

Percentage 50% 30% 14% 6% 100

Chart showing mode of recruitment of respondents

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ref. system

consult.

campus rec.

15

ads

25 0 5 10 15 20 25 30

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.

Interpretation:
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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 Advertisement Campus recruitment Consultants Referral system Total 12 9 2 2 25 Percenta ge 48% 36% 8% 8% 100%

Chart showing employees opinion on best method of recruitment for their organization

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8%

8%

Ads
48%

campus rec. consult. ref. system

36%

Concept:

The above table shows the employees opinion on the best method of recruitment for their organization

Analysis:

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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 its 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.WEAKNESS88

1.Low availability of raw milk 2.Dependence on farmers 3.Reduced milk supply in summers

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 its 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

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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.

That it can adopt modern techniques of recruitment, which are costeffective, 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 OCCUPATION Business Professional Service Student Others 25 to 40 40 to 55 Above 55 years

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,

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9. What do you dislike about the job, ..

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 System:-

Birla sun Life Insurance Company recruitment

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?
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Advertisement

Employee Referral C. D. Consultant 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. 2. 3.

Human resource & Personnel Management CK Awasthi Performance Management and Appraisal systems TV Rao Human resource and Personnel management Aswathappa

Magazines & Newspapers

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The times of India Business World The Hindu

Website references:

www.sarasmilkfed.coop www.ibef.org

Jitendra
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Virahy as
JVIRAHYAS@GMAIL.COM

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