1.

INTRODUCTION

Human Resource Management (HRM) is the procurement, allocation,

utilization and motivation of Human Resources in business. HRM is the process of
bringing people and organizations together so that the goals of each are met. It tries to
secure the best from people by winning their whole-hearted co-operation. HRM is
responsible for the people dimension of the organization. It is a pervasive force,
action – oriented, individually integrative in nature and is a comprehensive function.

HRM mainly covers 3 aspects such as personal aspect, welfare aspect and
industrial aspect with appropriate HR policies and practices or Organization can hire,
develop and utilize best brains in the market place, realize it professed goals and
deliver results better that others it helps an organization to realize their respective
goals thus at enterprises level, at the individual level, at the society level and the
national level. This is going to evolve thus job redesign, career Opportunities,
Productivity, Rewards, Recruitment and Selection, Training and Development, Safety
and Welfare facilities. From the organizational stand point, good HR practices help in
attracting and retaining talent, train people for challenging roles, develop their skills
and competencies increase proclivity and profits enhance standard of living.

HR can be Source of competitive advantage, when the talent people working

in the company are valuable, rare, difficult imitate and well organized to deliver
efficient and effective results.Strategic HRM is the linking of HRM with the key goals
and objectives with a view to improve business performance and develop
organizational cultures that foster innovation and flexibility.The effective use of
people is the critical factor in the in the successful accomplishment of corporate goals.
To this end, HR Manager need to understand the needs, aspirations of the employees
proactively, face the challenges head on and resolve issues amicably in the years
ahead.

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1.1 RECRUITMENT AND SELECTION

According to Flippo, Recruitment is the process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an organization.
In the words of Yoder, “Recruitment is a process to discover the Sources of
manpower to meet the requirements of staffing schedule and to employ effective
measures for attracting the manpower in adequate numbers to facilitate effective
selection of an efficient working force”. Recruitment needs are of three types –
Planned, Anticipated and Unexpected. Planned needs arise from changes in
organization and retirement policy

STEPS IN RECRUITMENT PROCESS:

The Recruitment Process consists of the following steps:

• Recruitment process generally begins when the personnel department receives

requisitions for recruitment from any department of the company.

• Identifying the prospective employees with required number and type of

employees.

• Communicating the information about the organization, the job and the terms
and conditions of Service.

• Encouraging the identified candidates to apply for jobs in the organization.

• Evaluating the effectiveness of recruitment process.

• Locating and developing the Sources of required number and type of

employees.

According to Familiar recruitment process consists of four elements, namely a

Recruitment Policy, a Recruitment Organization, Developing Sources of Recruitment
Techniques and a Method of assessing the Recruitment programme.

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1.2 NEED FOR THE STUDY

The present study mainly aims at identifying and selecting the right person for
the right job in respect of K.D.M.P.M.A.C.U. Ltd, Vijayawada. It is an undisputed
fact that recruitment and selection process plays a dominant role in the progress of the
company. Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidate.

Recruiting makes it possible to acquire the number and types of people

required to the organization. Recruiting is the process of discovering of potential
applicants for actual or anticipated organizations vacancies. In other words, it is a
“linking activity” bringing together those with jobs and those seeking jobs.

The selection procedure is concerned with securing relevant information about

an applicant and to determine whether an applicant needs the qualification for a
specific job and to choose the applicant who is most likely to perform well in that job.
For the development and effective function of an organization, there is a need for a
proper recruitment & selection procedure

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1.3 OBJECTIVES OF THE STUDY

• To understand the H.R Practices regarding Recruitment & Selection Process

• To analyze various techniques followed to acquire talent pool.

• To identity the key aspects in selection criteria.

• To know the drawbacks in recruitment and Selection System.

• To find out various factors that can be emphasized in improving the

Recruitment policy and to suggest them.

• To evaluate job description and person specification.

• To determine present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.

• To give suitable suggestions based on this study.

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1.4 METHODOLOGY OF THE STUDY:

A research has been done to assess the recruitment & selection process in
K.D.M.P.M.A.C.U. Limited. Generally research means analyzing and collecting the
data regarding the selected topic and editing the collected data and finally making a
report in a formatted way regarding the selected topic.

PRIMARY DATA:

The primary Source of data is the information which has been gathered by
interviewing employees of various departments in the organization, it is taken as first-
hand information. In the Primary data, the researcher have taken three methods

a. Observation Method

b. Interview Method

c. Participation Method

SECONDARY DATA:

The Data which is already documented by someone else for particular

purposes are said to be Secondary Data.

Sample size:

The researcher interviewed 63 Persons, representing all cadres and collected

their opinion.

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1.5 SCOPE OF THE STUDY:

The Project concentrates on the study of the concept Recruitment and

Selection process practiced at K.D.M.P.M.A.C.U. Limited. The scope of the project
work is limited to the study of recruitment and selection within the organization. The
present study focuses on the techniques involved in Recruitment and Selection and the
key aspects which play a vital role in selection.

The study is done by interviewing the employees of the company and thru
collection of available data Since the topic is just a Human Resource strategy of the
Company, there is not much for the analysis. It is limited to interview and past data.

The study covers follow the study on issues like:

• Interview panel

• Salary levels of the employees.

• Sources of recruitment and selection.

• Main sources of recruitment verification.

• Using problem solving techniques.

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1.6 LIMITATIONS OF THE STUDY:

• The study is based only on the questionnaire analysis. Hence the success of the
study depends highly on the answers given by the respondents.

• Time availability of 2 months is too narrow to handle a topic like Recruitment

and Selection.

• Unavailability of information on Recruitment & Selection at Different Levels

in The Organization.

• The research study was limited only to the feed back forms given back by the
trainees. The study was confined to only the organization itself.

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 2. INDUSTRY PROFILE

DAIRY INDUSTRY IN INDIA

India has the worlds largest cattle & Buffalo populations adopted to tropical
climate & poor nutrition & environment. Acc to Livestock census 1982, India’s
bovine population was 191 million cattle & 69 million buffaloes. Milk production
gives employment to 70 million dairy farmers. In terms of total production India ranks
nd
2 to USA with a production of 71 million tons in 1997-1998. The production of
various products in 2002, 428 (000 metric tons)

APDDCF was formed in Oct 1981 to implement operation flood-II program

through involvement of producers in organizing milk production procurement
processing & it will low due to rapid population growth. It was 178 garam/day in
1990. There was only an increase of 50 grams per day from 1980-90. It is expected
that milk availability will reach 213 gram/capita/day by 200 A.D as against 300
scientist. Today India ranks first in Milk production in the world.
Dairy development in India:
India has the worlds largest cattle buffalo population adapted to
tropical climate & poor nutrition & environment. ACC to livestock census 1982,
India’s bovine population was 191 million & 69 million buffaloes . The forecast for
2000 A.D is 204 million cattle & 78 buffaloes.
Dairy development in India received a fillip after independence when
industrialization & awakening warranted the establishment of organized milk
collection , processing distribution of milk to cates the needs of the expanded urban
st st
population. Planned development of during was 1 taken up in the 1 5 year plan
(1951-56). The main deterrent factors far milk production was in adequate of suitable
marketing structure in the rural areas . Milk was being marketed in the form of ghee
which did not provide sufficient income to the farmers to take up the daring.
First dairy farm is established by military at Alahabad in 1989, British troops
got milk supplies from that farm. It also organized cross breeding with European
cattle breeds.

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AP DAIRY DEVELOPMENT COOPERATIVE FEDERATION (APDDCF)
APDDCF was formed in act 1981 to implement operation flood-II program
through active involvement of produces in organizing milk production, procurement
processing & marketing on ‘three tier’ cooperative structure as per the national policy
of India.
The three tire system consists of primary dairy is operative societies at village
level cooperative union at district level & federation at the state level.
Planning investment in operation flood-II
Plan – 34.43 Crs
Plan – 247.53 Crs
Plan – 187.00 Crs
Plan – 349.17 Crs
Plan – 1166.00 Crs
Plan – 600.00 Crs
Plan – 1700.00Crs

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Milk products:
The AP Dairy Development federation has got 6 products manufacturing units
in AP : Namely:
1) Milk products factory , Hyderbad
2) Milk products factory , Chittor
3) Milk products factory , Nandyala
4) Milk products factory , Proddutoor
5) Sangam Dairy, Vadlamudi
6) Milk Products factory, Vijayawada
7) Milk products factory , Nalgonda Rangareddy
8) Milk products factory , Karim Nagar Dairy

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MAJOR DAIRY PRODUCTS MANUFACTURES IN INDIA & THEIR
BRANDS
Company Brands Major products

Nestle Milk-maid ceralac Milo, Sweentended condensed

Lactogen, & Everyday. milk power,Malted food,
Milk powder, & dairy
whitener, Ghee & Ice
Mild foods Ltd Milk food cream.
Ghee & Ice cream
Smitukline Beechem ltd Horlicks, Maltova,Viva Malted milk food Ghee
Butter & Other Bady milk
Gujarath cooperative Amul foods
market Butter Ghee & other milk
Bournvita
Cardbury products.
Milk man
Infant milk food malted
Britannia
Farex,Vitamilk Glactose milk food
Hj.Heinz Ltd
Flavoured milk Ghee, Milk
powder Biscuits & Ghee.
Infast milk food, malted
milk food.

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Organization of a dairy farm:
There are many activities involved in successful running of a dairy farm .
many one of these activities is as important as any other for profitable dairy farming
coordination of all these activities in a dairy farm is known as organization of the
dairy farm.
Management of Animals:
These successes of dairy depend upon the good health and well being of the
cow and buffaloes maintained in the dairy and their production. The various aspects to
be considered are:
Housing
Feeding
Breeding
Disease control.
Management of Labour:
Labour is becoming costly and scarce and hence organization is becoming more
difficult. The farm should be so planned that it shall be possible to completely manage
with family labour. Hired labour should be minimum and used only for such
operations as sowing, harvesting etc.,
Management of milk and milk products:
The profitability of a dairy depends upon the farm in which the milk is
disposed of. Fluid milk money than milk products. Selling in cities fetches more
money than in smaller towns. Milk transported to longer distances may cost more on
transport.
Record Keeping:
Record keeping is important in a dairy which will enable us to know that
actual position of the dairy in all aspects to enable us to plan properly record may
pertain to all aspects of dairying viz, feeding breeding and management.

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Opportunities in dairy farming:
Dairy is one of the important side businesses of ninety percent of the
agriculturists of our villages. A cattle rearing are an age old practice & almost all the
land holding people keep one agriculture operations.
Legal standards:
In India the various standards for dairy industry are formulated by four agencies.
1) The Indian standards institution (ISI)
2) Central committee for food standards (CCFS)
3) Directorate of marketing & inspection (AGMARK)
4) Defenses services
Standardized milk is milk who’s fat & SNF have been adjusted to a certain
predetermined level under PFA rules (1976).The standardized milk for liquid
consumption should contains a minimum of 4.5 & 8.5 SNF through the country.
DAIRYING IN ANDHRA PRADESH
The program of dairy was initially started with the commendable help of the
United Nations international children’s emergency fund (UNICEF), food &
agriculture Org (FAO), Freedom from Hunger campaign org of UK. These
organization assisted a lot of establishment of dairy units at Hyderabad & Vijayawada
a in 1967 & 1969, respectively which led to pioneer dairy development program in
Andhra Pradesh lates a set of cooling & chilling centers have been step to feed these
gigantic units
The milk producers have been facing either a lot of problems in the process of
production & marketing of milk improper transport facility poor technology ad
absence of price part facility, poor technology and absence of price particularly during
flush period etc. More than 3.5 Lakhs milk producers get 20cr Rs per Annual for
supplying of milk of which 69% of total benefits belongs to small & marginal
farmers, agricultural lab our & other weaker section of the rural community.

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Financial Assistance:
The national cooperative development corporation *NCDC) has been
providing finical Assistance to dairy cooperatives for organization medium & small
sized dairy processing plants & milk chilling centers . The corporation has sanctioned
a total loan assistance of Rs.6.33 Lakh for establishment of 29 cooperative dairy units
comprising 17 chilling centers & 12 cooling centers.
DAIRING INDUSTRY IN KRISHNA DISTRICT
nd
Dairy occupies 2 place in earning livelihood next to agriculture in Krishna
district, as the cattle wealth in this district is more. The dairy development union after
chaning different Mgt systems is now stepping into cooperative sector to help the
small & backward farmers by making them members of the union.
Krishna district with its carge area claims notable place in agricultural
activities. It is a long time aptitude for the agricultural farmers to possess dairy cattle
along with cattle far agriculture. This aspect has drawn the attention of the officials of
UNICEF, FAO and govt of IndiaAccordingly a survey was undertaken to explore that
market for surplus milk in 1960-61. This marks the first step in development the dairy
industry in the state.
DAIRY PLANTS OPERATING IN INDIA
Dairy plants Number Capacity
000’ L/day
Cooperative 2123 28394
Private 403 32415
Others 63 12170
Tatal 678 72979
(Sources: company reports)

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 COMPANY PROFILE
DAIRY INDUSTRY IN KRISHNA DISTRICT:
Krishna District is on river an track of Krishna abutting Bay of Bengal. It has a
total area of 8727 sq kms. The major activity is agriculture. It has 17.39 lakh acres of
land under crop cultivation of which 66% is irrigated. The human population is 39.54
lakhs. It has 972 inhabited villages. The literacy in the district is 41.71%. The district
is known for its quality cattle. In milk cattle population it ranks second in the state.
Buffalo is predominant milk animal.
Organized dairy in Krishna commenced in 1965 with integrated milk project
assisted by the UNICEF. A milk conservation plant is 1.25LLPD (lakh liters per day )
was commenced in April, 1969 at Vijayawada.
The dairy industry in the district had its beginning under state government as
part of animal husbandry activity. Integration of dairy industry into the department of
animal husbandry took place periodically in the name of different projects:
™ Integrated MILK project (1960)
™ Dairy development department (1971)
™ Andhra Pradesh Dairy Development Corporation (1974)
™ A.P Dairy Development Co-operative Dederation (1981)
RANKING OF THE DISTRICT IN ANDHRA PRADESH
nd
1) Milk production …………. 2
rd
2) Processing ……………… 3
nd
3) Marketing ……………….. 2
Krishna district has milk procurement ranging from 45,000 kgs to 1,80,000kgs.Per
day from 1969 to 2013.
PROCESSING:
Milk processing of milks it done by pasturing and chilling the milk at
certain temperatures. The fat % and chilling the milk at certain temperatures, the fat%
and SNF % is standardized accordingly for various types of milk is sent to by
products section to produce various products.

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PRODUCTION:
In the production section the milk and milk products are produced the excess
milk is converted into skim milk powder (SMP), Butter to meet the demand to learn
seasons.
SALES:
Indents received from various boots and parlors. Depending on the indents the
consolidated reports are raised. These reports are sent to various sections.
Reconciliation statements are prepaid according to the indents and the details of stock
delivery are maintained for various parlors, boots and institution. Andhra Pradesh has
prominent place in the dairy of India.
HISTORY AND ESTABLISHMENT:
Andhra Pradesh has prominent place in dairying India. The cattle wealth of
Andhra Pradesh is established at Rs. 220 crores and 70% of total of milk products
factory, Vijayawada was commissioned an 11.4.1994.Milk products factory
VIJAYAWADA is having the site of 27.3 acres. At present the cost of UNICEF
equipment and erection is about 19.4 crores (1983-1984).The Krishna district milk
products factory’s date of registration is in 6.7.1983. Authorized share capital
Rs.5,00,000, paid up share capital Rs.3,02,000 members of societies registered 193,
number of societies affiliated 165, amount of fixed deposits Rs.6,61,500 yearly and
earning are 56 Cores.
In 1979-1980 machinery was established in processing sections chiller
capacity 80,000 liters capacity tanks. Now the above capacity is improved chiller
capacity.
Milk products factory, VIJAYAWADA was commissioned on 11.04.1969.
This factory has the installing capacity of 1.25 Lakhs liters per day in the first stage
with provision for expansion of 3.50lakh liters per day in the second stage . Milk
products factory, VIAJAYAWADA has the distinction of handling milk to its
capacity in the second year operation. A part from handling milk to its capacity in the
second year operation. A part from handling milk Krishna district, it also handled
surplus milk received from district of

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 VISAKAPATNAM,EAST AND WEST GODVARI, PRAKASAM AND
NELLORE. The factory had pack holding during 1982-1983, with a view of handling
the increased surplus milk got from NELLORE, PRAKASAM and EAST and
WEST GODAVARI DISTRICTS,a second spray drying plant with a latest design to
produce about 124MT of milk powder has been established and commissioned during
1982.
GROWTH OF THE FACTORY:
As an integral part of the above project the milk product factory,
VIAJAYAWADA WAS COMMISSIONED ON 11.04.1969. This factory has got an
initial handling capacity of 11,25,000 liters in the stage with provision to handle
2,50,000 liters of liquid milk in the second stage. It has crossed the mark of 1,00,000
liters in the very first year of its operation getting admiration from the UNICEF
officials.
INTEGRATED MILK PROJECTS:
A scheme viz., the integrated milk project, Hyderabad and Vijayawada at a
cost of Rs.4.35 crores has been setup to make full utilization of the surplus milk of the
area. Milk products plant at a capacity of 1,25,000 liters per day in the first phase and
2,50,000 liters per day in the second phase at VIJAYAWADA
RESPECTIVELY.Milk product factory, VIJAYAWADA AREA OF SITE 27.3
ACRES, THE VALUE OF FACTORY BUILDING Rs.120 lakhs money given by
UNICEF for machinery Rs. 57lakhs cost of investment on number of worker 265. At
present yearly earnings are Rs.56 crores and anuual turnover Rs. 60crores . In the year
1983-1984 the annual turnover is about 19.4 crores and total staff is 2,064.
CHILLING CENTERS:
™ The VIAJAYAWADA milk products factory has set up six chilling
centers, which are given under center, have been producing chilled milk for
the composition of the various segments of the consumers. Chilling centers
use very successfully to milk products factory.

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MILK DISTRIBUTION CENTERS:
Town sales (in Liters) No.of selling boots Daily

Viajayawada 1321 1,89,921

Godavari 90 4,383

Chillakallu 86 6,894

Tiruvuru 110 5,535

Pamarru 320 27,610

CAPACITIES:
Milk 1,70,000 liters per day

Ghee 5 tones per day

Butter 7 tones per day

Milk powder 5 tones per day

Refrigeration capacity 1.5 tone capacity

Stream generation 15 tones per 1 prt

Milk packing 1,25,000 packets per day

Chilling 1,50,000 liters per day

Processing 1,50,000 liters per day

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RESEARCH AND DEVELOPMENT:
The India council of agricultural research has started a research scheme during
the period 1970-71 to undertake research on milk products. Under this scheme soft
cheese, butter milk powder curd, Doodh peda, ice cream mix, butter etc. are,
manufactured.
MANAGEMENT:
1) Management of the company shall consist of board of directors chairman
and managing director.
2) The chairman of the affiliated union enrolled as number.
3) Nominee of the government of Andhra Pradesh if the government of
Andhra Pradesh is a member.
4) Chairman of the board of directions shall over general meeting
5) The general body shall be called once a financial year with in grater
st
ending on 31 December. This shall be “Annual general meeting”
ORGANISATION CHART:

General Body

Board of Mgt

Managing Directors

Procurement & Input controller Personnel officer

Marketing Manager Quality
Production Manager Stores
Plant Maintenance MIS
Director (Finance) APS

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THE GENEARAL POWER DUTIES AND RESPONSIBILITES OF THE
MANAGING DIRECTORS ARE AS FOLLOWS:
™ He shall general control loan the administrations and business of the
federation.
™ He shall power for and on behalf of the federation to enclose sign negotiates
checks other negotiates on behalf of the federation. He shall also sign all
deposits, receipts and operate as accounts of the federation with any bank.
™ He shall allow credit to buyer within limits fixed by the board from time to
time.
™ He shall make necessary arrangements for transport and storage of dairy and
allied produce.
™ He shall arrange to support training to the staff members of the federation
union and societies.
™ He shall appoint consultant or exports and fix their remuneration.

BOARD OF DIRECTORS:
The board consist of the following:
™ Chairman of the affiliated union enrolled as members
™ Registrars of the cooperative societies
™ One nominee of the financing agency.
™ Managing director of the federation.
™ 3 nominees of the state Government representing interest dairy development.

MANAGING DIRECTOR:
The managing director shall be appointed by the Government from time to
time upon such terms and conditions as the Government thinks fir and the
Government extends such items as it may due necessary and expedite.

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STAFF POSITION OF THE COMPANY:
Department No of Persons

Managing Director 1

Dairy Directors 2

Dairy Managers 8

Asst DairyEngineers 8

Quality control officers 1

Asst Dairy Managers 22

Fodder Development officers 2

Junior Engineers 8

Technical staff 111

Transport 31

Finance 39

Administration 117

Field staff 88

Others (Non Technical ) 375

Total 803

KDMPMACUL OBJECTIVES:
Evolving long term policies to encourage and develop milk production and
productivity in the district. Achievingco-ordination among various programmers in
the district to optimize resource utilization. Providing remunerative and assured
market for the milk produced by the farmers round the year.

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 Improving efficiency in milk collection, transport processing and marketing
with the emphasis on reducing the cost of operations at very stage from emphasis on
reducing the cost of operations at very stage from rural farmer to urban consumer.
Increasing in availability of milk and development the market of milk products.
Development the manpower of the organization to reach excellence in their
working life and create a pro-active organizational culture for achieving competitive
edge. Consolidation and expansion of co-operative structure with special attention to
small farmers and weaker section of milk producing community.
KDMPMACUL STRATEGY:
Milk procurement activities will be intensified for securing increased share in
existing marketable surplus. Concentration of milk production enhancement
programmers with special emphasis on animal breeding, fodder development and
animal health.
Marketing in the district will be intensified for better remuneration,
privatization beyond departmental level. Major strength of union being aseptic
technology emphasis on value added aseptic milk products.Introduction of quality
system under ISO: 9001-2000, L.S.O: 4001-2004 and HACCP certification.
ORGANIZATIONAL STRUCTURE:
Organization structure is the basic frame of which the manager’s decision
making behavior takes important place. It basically deals with relationships. It is the
pattern in which various components are interrelated or interconnected. This
prescribes the relationships among various positions since the positions are held by
various people with the organization. Organizational structure is the totally of both
formal and informal relationships.
The organization structure involves the following steps:
1) Identification of activates
2) Group activities
3) Delegating of authority.

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 In the KDMPMACUL organizational structure, chairman is the head of board
of directors. General Manager has various lands created under him like plant manage,
production manager, accounts officer, personal officer, sales manager, medical
officer, quality control officer etc.,
DETAILS AT A GLANCE:
THE KDM PRODUCERS CO-OPERATIVE UNION LIMITED
1. number of villages covered 815

2. number of cooperative societies 549

3. number of milk routers 35

4.number of chilling centers 6

5.number of feed mixing plants 2

6.milk products factory area 27.3 acres

7.value of factory buildings Rs.120 lakhs

9. value of other buildings and investment Rs.270 lakhs

10. date of commissioning of milk product factory 11.04.1969

11. Total staff 250

12. date of formation of union 6.7.1983

13. date of transfer of management of union 8.2.1985

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PACKING:
Milk is collected from collection point and is pasteurized and converted into
milk powder. As per the demand of the requirement the powder is mixed with water
and converted back to milk , churned and the quality controllers check quality, and
then approve the milk for packing quality controllers check the quality , and then
approve the milk for packing.
MILK AND MILK PRODUCTS:
Today KDMPMACU offers the widest spectrum of milk products in India,
under the brand name VIJAYA. These include Ghee, Butter processed cheddar cheese
and cheese spread, UHT milk Slim Milk in Tetra packs, Sterilized cream , skim Milk
powder , dairy Whitener, Cooking Butter and ice cream. Several among these carry
the AGMARK, An attestation of quality by government of India and the ISI mark of
Bureau of India standards.The Dairy is equipped with the ISO 9001:2000 certification
and recently ISO 14001:2004 certification.
DIFFERENT PRODUCTS OF VIJAYA DAIRY:
GHEE:
™ Complete Milk Fat (99.7%)
™ Granular and White in color
™ Agmark Special Grade product (Govt.of India Certification)
™ Used as a cooking medium.
™ Shelf – life of 6 months at ambient temperature
™ Hygienically manufactured and packed.
GHEE PACKET
™ Complete Milk Fat (99.7%)
™ Granular and White in Colour.
™ Agmark Special Grade product (Govt of India Certification.)
™ Used as a cooking medium
™ Shelf – life of 6 months at ambient temperature
™ Hygienically manufactured and packed

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COOKING BUTTER:
™ Has 76% Milk Fat, White in colour.
™ Can be made into Ghee a per your choice.
™ Needs refrigeration.
™ Pleasant taste.
™ Used also as a cooking medium.
U.H.T MILK:
™ Treated at Ultra High Temperature and aseptically packed.
™ Sterile, Bacteria free and can be consumed directly.
™ Needs no refrigeration.
™ Contains 4.5% fat and 8.5% SNF.
™ Stays fresh for 120 days.
™ Gives excellent and firm curds.
™ Hygienically packed.
MILK
™ Milk free from fat
™ Sterilized with U.H.T process and packed aseptically.
™ Needs no refrigeration.
™ Has 8.7% Milk SNF.
™ Shelf life of 4 months at ambient temperature
™ Low calorie diet milk.
MILK POWDER:
™ Manufactured by drying skim milk spray drying technology after
Preconcentration.
™ Rich in Protein and Carbohydrates.
™ Constitute 3% Moisture, 35% protein, 52% Milk sugar and 1% Fat.
™ Shield –life of 12 months at ambient temperature.
™ Product is hydroscopic and should be stored in air-tight containers.
™ Solubility of 99.5%
™ BIS marked.

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MERRI MILK
™ Sweetened flavored milk with 1.5% Fat and 9.0% SNF.
™ Available in Strawberry, Rasberry, Vanilla, Pineapple and Badam flavors.
™ Sterile, Bacteria free
™ Needs no refrigeration.
™ Safe-life of 3 months.
™ Excellent health drink.
STERLIZED CRAM
™ Has 30% Milk Fat with added stabilized and emulsifiers.
™ U.H.T processed and aseptically packed.
™ Need no refrigeration.
™ Shelf-life of 3 months.
™ Can be used coffee whitening whipping to be used desserts etc.
DOODH PEDA
™ Made fro fresh milk
™ Desiccated sweetened milk product
™ Contains 20% Milk Fat.
™ Smooth, granular texture.
™ Shelf life of one week at ambient temperature.
CURD:
™ Made from standardized and pasteurized milk using bacterial culture.
™ Shelf life of 1 week under refrigeration.
™ Packed in food grade polypropylene cups.
™ Pleasant flavour.
PANNER
™ Coagulated milk product made from pasteurized milk.
™ Rich in protein.
™ Shelf – life of 1 week.
™ Needs no refrigeration.

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SERVICES OFFERED TO THE CONSUMERS:
1) Offering wide range and milk products suiting to changing needs.
a) Varieties of pasteurized milk offered for supply:
b) Range of UHT processed milk products with shelf – life of 4 months:
c) Range of fresh milk products:
d) Range of other products:
2) Special discount to intuitional buyers on purchase of milk in bulk quantities in
loose condition in cans.
“SWOT ANALYSIS OF KDMPMACU”
Strengths:
™ Milk production potential in Krishna district is substantial
™ Ability to handle perishable product milk
™ Adequate infrastructural facilities available
™ Availability of well experienced professionals.
™ Excellent brand value for “VIJAYA”
™ Ability to meet any consumer demand for milk and milk products.
™ Ability to offer best quality long life products.
™ Established bondages with farmers.
™ Access to development funds and grants.
™ Access to other co-operatives.
™ Vijaya Dairy is the only unit exporting milk products to countries like
Malaysia.
WEAKNESS:
™ High fixed cost occupying 15% of business turn over.
™ Milk and milk products are high priced loosing competitive edge.
™ Process/product manufacturing facilities and outdated. Lack of modern
facilities.
™ Work culture and compatible with growing demand for customer service.
™ Employee skills at various levels require up gradation
™ Business systems and modern management culture is yet to be adopted.
™ Managers lack business experience.

27
OPPORTUNITIES:
™ Responsive milk producer base
™ Good public image
™ Emerging trends of increased spending on foods
™ Export opportunities for long life aseptic milk.
™ Voluntary retirement scheme to prune man power strength.
THREATS:
™ Intense competition in liquid milk market
™ Entry of organized private sectors in dairy business.
™ Increasing competition for the marketable surplus milk in rural areas.
™ Employees Resistance to change.

28
 THEORETICAL FRAMEWORK

3.1 RECRUITMENT AND SELECTION

The recruitment and selection is the major function of the Human Resource
department and recruitment process is the first step towards creating the competitive
strength and the strategic advantage for the organizations. Recruitment process
involves a systematic procedure from sourcing the candidate to arranging and
conducting the interviews and requires many resources and time.

MEANING OF RECRUITMENT

Recruitment is an important part of an organization’s HR and their

competitive strength.Competent human Resources at the right positions in the
organization are a vital Resource and can be a core competency or a strategic
advantage for it.

The objective of the recruitment process is to obtain the number and quality of
employees that can be selected in order to help the organization to achive its goals and
objectives. With the same objective, recruitment helps to create a pool of prospective
employees for the organization so that the management can select the right candidate
for the right job from this pool. Recruitment acts as link between the employers and
the job seekers and ensures the placement of right candidate at the right place at the
right time. Using and following the right recruitment process can facilitate the
selection of the best candidates for the organization.

In this competitive global world and increasing flexibility in the labour

market, recruitment is becoming more and more important in every business.
Therefore, recruitment serves as the first step in fulfilling the needs of organizations
for a competitive, motivated and flexible Human Resource that can help achieve its
objectives.

3.2 PURPOSE AND IMPORTANCE OF RECRUITMENT

• Attract and encourage more and more candidates to apply in the organization.

• Create a talent pool of candidates to enable the selection of best candidates for
the organization.

29
 • Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activates.

• Recruitment is the process which links the employers with the employees.

• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of selection process by decreasing number of

visibly under qualified or overqualified job applicants.

• Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.

• Meet the organizations legal and social obligations regarding the composition
of its workforce.

• Begin identifying and preparing potential job applicants who will be

appropriate candidates.

• Increase organization and individual effectiveness of various recruiting

techniques and Sources for all types of job applicants.

3.3 RECRUITMENT CYCLE:

Recruitment Advertising

Planning Selecting Staf

Moving On Induction

Planning: Performance
Appraisals
Identify
Training Needs

Before recruitment, check the duties and responsibilities your organization

needs to have performed:

• Is the current job description really what the organization needs?

30
• Do they fit with the organization’s strategic and business plans?

31
 • What are the legislative requirements?

• What recruitment policies and procedures need to be followed?

Recruitment:

The local paper is only one way of recruiting, other options include:

• Internal notices such as newsletters or email messages

• Notices on public notices boards either within your organization or in other

places

• Existing networks and word of mouth advertising are cheap and effective

Advertising:

What goes in an advertisement?

Title and job description

Job status and salary

Required skills and knowledge

Contact details

Application closing dates

You must not break anti-discrimination laws and job advertisements must be
clear and truthful

Selecting staff:

You need a good quality selection criteria and an informed and organized
interview panel Short listing candidates will save lots of time.

Questions you ask at the interview must be consistent for all applicants and the
questions must relate to the position. You can ask about existing injuries if it is
relevant to the position, but be careful-obviously they have to be able to do the job
however it is illegal to discriminate on the grounds of disabilities.
Reference Checks:

Obviously you will ask if people can do the job to the ability they claim and
it’s still an important process. It is also a good time to find out what are things that
motivate your potential employee and what de-motivates them.

Induction:

This is really good time to get to know your staff personally, so use it as a time
for them to not only get to know the organization but for you to get to know them a
bit better. It is vital you give your employee induction into OH&S policies and
procedure. Other policies and procedures need to be covered but OH&S is absolutely
essential!

Identify Training Needs:

Use the probation period to identify the strengths of your new worker as well
as the areas they will benefit from extra training.It is easier to train the right person
for the position than change poor attitude or work habits even if the person is highly
skilled!It is important to know whether the training or professional development has
actually benefited the individual and the organization.

Performance Appraisals:

Usually performance appraisals are done at the end of the probation period and
then annually. It is important the employee feels supported during this time so make
sure you have some positives as well as negative to discuss. Break the position down
into differing tasks and offer clear examples of the employee’s strengths and areas to
be improved.

Moving On:

No matter how good a boss you might be, people do need to move on. Make
sure you have some strategies to retain the corporate knowledge – it could be records
books, on line logs or any other record keeping strategy.

3.4 STEPS ON RECRUITMENT PROCESS

Recruitment refers to the process of identifying and attraction job seekers so al

to build a pool of qualified job applicants.
 The process comprises five inter-related stages, viz.

i. Planning

ii. Strategy Development

iii. Searching

iv. Screening

v. Evaluation and control.

SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its
recruitment processes from two kinds of Sources:

• Internal Source

• External Source

INTERNAL SOURCE:
The Sources within the organization itself (like transfer of employees from one
department to other, promotions) to fill a position are know as the internal Sources of
recruitment.

EXTERNAL SOURCES:

Recruitment candidates from all the other Sources (like outsourcing agencies
etc.) are known as the external Sources of recruitment.

SOURCES OF
 Internal External
• Transfers • Press advertisements
• Promotions • Educational institutes
• Upgrading • Placement agencies/
• Demotion outsourcing
• Retired Employees • Employment exchanges
• Retrenched Employees • Labour contractors
• Dependents and • Unsolicited applicants
relatives of deceased • Employee referrals

Source: Human Resource Mgt (4th Edition) Mc Graw Hill.

INTERNAL SOURCES:

• TRANSFERS

The Employees are transferred from one department to another according to

their efficiency and experience.

• PROMOTIONS

The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience.

• Others are UPGRADING AND DEMOTION of present employees

according to their performance.

• RETIRED AND RETRENCHED EMPLOYEES may also be recruited

once again in case of shortage of qualified personnel or increase in load of
work. Recruitment such people save time and costs of he organizations as the
people already aware of the organizational culture and the policies and
procedures.

• The dependents and relatives of DECEASED EMPLOYEES AND

DISABLED EMPLOYEES are also done by many companies so that the
members of he family do not become dependent on the mercy of others.

EXTERNAL SOURCES

PRESS ADVERTISEMENTS

Advertisements of the vacancy in newspaper and journals are a widely used

Source of recruitment. The main advantage of this method is that it has a wide reach.

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.
PLACEMENT AGENCIES

Several private consultancy firms perform recruitment functions on behalf of

client companies by charging a fee. These agencies are particularly suitable for
recruitment of executives and specialists. It is also known as RPO (Recruitment
Process Outsourcing).

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.

LABOUR CONTRACTORS

Manual workers can be recruited through contractors who maintain close

contacts with the Sources of such workers. This source is used to recruit labour for
construction jobs.

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.

• 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.

• RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate these may be employed
where never a permanent worker is absent. More efficient among these may be
recruited to fill permanent vacancies.

3.5 FACTORS AFFECTING RECRUITMENT

The recruitment function of the organizations is affected and governed by a

mix of various and external forces. The internal forces or factors are the factors that
can be controlled by the organizations. And the external factors are those factors
which cannot be controlled by the organization. The internal and external forces
affecting recruitment function of an organization are:

INTERNAL FACTORS

The internal forces i.e. the factors wich 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

ORGANISATIONAL OBJECTIVES:

1. HUMAN RESOURCES PLANNING

Effective Human Resource planning helps in determining the gaps present in

the existing manpower of the organization.

2. 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.

3.COST

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.

4.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.

1. SUPPLY AND DEMAND

 The availability of manpower both within and outside the organizations 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 programs.

a. LABOUR MARKET

Employment conditions in the community where the organization is located

will influence the recruiting efforts of the organizations.

b. 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.

c. POLITICAL –SOCIAL – LEGAL ENVIRONMENT

Various government regulation prohibiting discrimination I hiring and

employment have direct impact on recruitment practices.

d. UNEMPLOYMENT RATE

One of the factors that influence the availability of applicants is the growth of the
economy When the company is not creating new jobs, there is often oversupply of
qualified labour which in turn leads to unemployment.

2. COMPETITORS

The recruitment policies of the competitors also effect the recruitment function
of the organizations. To face the completion, many a times the organizations
have to change their recruitment policies according to the policies being
followed by the competitors.

3.6 HR CHALLENGES IN RECRUITMENT

Recruitment is a function that requires business perspective, expertise, ability

to find and match the best potential candidate for the organization, diplomacy,
marketing skills (as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organization. The HR professionals –
handling the recruitment function of the organization – are constantly facing new
challenges. The biggest challenge for such professionals is to Source or recruit the
best people or potential candidate for the organization.

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 organization 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 by flexible,
adaptive and responsive to the immediate requirements. The recruitment
process should also be cost effective.

• Strategic prioritization – The emerging new systems are both an opportunity

as well as a challenge for the HR professionals.

STEPS IN SELECTION PROCEDURE

There is no shortcut to an accurate evaluation of a candidate. The hiring

procedures are therefore generally long and complicated. Many employers make use
of such techniques and pseudo-sciences as phrenology, physiognomy, astrology,
graphology etc., while coming to hiring decisions. However, in modern times, these
are considered to be unreliable measures.

Every candidate for the job has to clear a number of hurdles before getting
selected for the job. If he is not found suitable at any stage, he is not considered for
the further stage. Thus, he will be rejected. For instance, if a candidates’s particulars
in the application ae not found suitable, he will not be called for the tests. Similarly, if
a candidate fails in the tests, he will not be called for the interview. The following is a
popular procedure through it may be modified to suit individual situation:

• Reception or preliminary interview or screening

 • Application blank ------- a fact-finder which helps one in learning about an
applicant’s background and life history;

• A sell conducted interview to explore the facts and get at the attitudes of the
applicant and his family to the job;

• A physical examination ---- health and stamina are vital factors in success;

• Physiological testing to explore the surface area and get an objective look at a
candidate’s suitability for a job;

• A reference check;

• Final selection approval by partner; and communication of the decision to the

candidate.

RECRUITMENT AND SELECTION PROCESS AT K.D.M.P.M.A.C.U.

LIMITED:

Request for Resource is raised by the concerned departments and is given to

the resourcing team. In other words, resourcing will handover the request to the
recruitment for external hiring only, if the are no Resources available internally.

3.7 TYPES OF RECRUITMENT:

The following types of recruitment are in process.

• Regular employment

• Contract employment

• Daily Wages employment

• Project / casual basis employment

REGULAR EMPLOYMENT:

All the regular employees will be on company’s muster roll. Company has full
right to take any decision towards its employees. Company has to follow all statutory
procedures as per the Act

CONTRACT EMPLOYMENT:

In contract employment the employees are recruited on the contract basis. The
candidate is allotted to work for some period of time it may be for one or more than
one year.

DAILY WAGES EMPLOYMENT

Daily wages employment includes helpers, electricians, sub-staff etc…, the

company will take them through third party consultancies. Here the company will
outsource all daily wages employees.
PROJECT / CASUAL BASIS EMPLOYMENT:

In project base employment the company may recruit the candidates through
consultancies. They recruit for some specific project work on fixed package or wages.
The company will not provide any statutory benefits like PF, insurance etc…

3.8 GENERAL PROCEDURE FOR SELECTION:

In recruitment process, the first step is planning the Resources from each
department. There are different phases in recruitment process.

• Analysis of the additional manpower requirement

• Identifying Source of applicant

• Generating HRR form – Human Resources Requisition Form

This form contains following inputs:

a) Designation / Post

b) Qualification, Experience, Skills age, Salary

c) Job Description

d) Reporting Authority

e) Purpose of Additional Manpower

f) Location

g) Time Duration.

This form should be signed by:-

• Manger who is requesting

• Approval from department head

• HR approval head

After the form is filled with all above constrains and proper attestation by respective
authorities, then starts the sourcing of applicants

Sources of Database and Sourcing process:

 • Job portals – (Naukari, Monoster website)

• Media (Paper)

• References – employees

• Walk –ins

• Evaluation of applicants.

RESUME SCREENING AND SHORT LISTING:

• HR will do the initial short lisiting and relevant resumes would be considered
for the position.

• The points focused by HR during the short listing are education, experience,
current role/ responsibilities, salary level, technical /functional /domain
knowledge etc….

• The short listed resumes are sent to the concerned Functional Heads for fixing
the interviews. Here the ratio should be 1 : 5 (for 1 requirement their should be
5 applicants)

INTERVIEW PROCESS

Interview process may change from requirement to requirement.

FOR EXAMPLE

Process of Fresher’s the interview

• Written test (General aptitude Test / Technical Written Test)

• Technical Interview – 2 levels

• HR interview

If the candidate has cleared all the above rounds, salary negotiations are done,
and then the company will release the offer letter to the candidate. The company
should also get the acceptance letter from the candidate. Between the offer acceptance
and joining, employee verification is done to know about the genuineness of the
selected candidate.
RECRUITMENT AUTHORITY:

The Director – HR is the authority for recruitment.

APPROVAL CRITERIA:

The interview panel should have a maximum of four-members.

The interview panel will be appraised about the position(S). Candidates being
considered for the position(S) and also about the interview methods.

The candidates will be provided:

• Synopsis of the company

• Details about the position for which the candidate is being considered.

• Vision, mission, and values to the company, especially for candidates being
interviewed for senior positions.

EVALUATION:

The evaluation should be computed in the format specified by the HR

department and must be signed by all the members of the panel. This form must be
filled with all relevant details and comments of respective interviewers.

3.9 OFFER OF EMPLOYMENT:

After the evaluation, if the candidate is found suitable, then the paper are
processed and the same would be completed with in 2 –days. The entire offer letter
will be signed by head of HR and for Grade – IV, Director – HR will sign.

FITMENT:

The level and salary fitment is based on six factors.

¾ Qualification-graduate/ postgraduate and institute profile etc.

¾ Relevant experience – the domain relevance and the quality of experience
expressed as completed months.
¾ Availability of the skill in the market rate of the job/skill sets.
¾ Candidate’s current compensation package.
¾ Performance at the interviews
¾ Bench mark set with existing internal Resources
PRE-EMPLOYMENT VERIFICATION:

Verification checks on permanent staff are carried put at the time of job applications.
This includes the following controls are required.

a) Availability of satisfactory character references.

b) A check (for completeness and accuracy or the applicants curriculum vitae)

c) Confirmation o f claimed academic and professional qualifications whenever

required

d) Independent identify check (passport or similar document) whenever required)

Individuals other than regular/casual employees are also enlisted for

consulting advising based on their domain knowledge and specialization. Such
enlisting shall be based on

a. Experience

b. Skills

c. Qualification

d. References.

OFFER OF APPOINTMENT:

The offer/Appointment letter is handed over to the candidate and he/she

acknowledges acceptance of the offer by singing on the duplicate copy. HR
Department will also be in constant touch with the candidate till he/she is on board.

VALIDITY OF THE OFFER:

The offer will be valid for the maximum period of 10 days from the date on which it
made or specific date mentioned in the offer letter.

JOINING FORMALITIES– COMMUNICATION CIRCULAR:

The head of HR will communicate a few details of new hires through the internal mail
to employees in the function/company.
MEDIAL CHECK-UP: It is mandatory for all the selected candidates and the offer
will be valid only after the candidate(s) clears the medical check-up.

Re –Employment:

Re – recruitment of ex-employees will be examined on case-to-case basis.

3.10 STEPS INVOLVED IN THE SELECTION PROCEDURE:

• Preliminary interview

• Application blank.

• Employment tests

• Employment interviews

• Reference check

• Medical Examination

• Final Selection.

PRELIMINARY INTERVIEWS:

It is the first step after receipt and scrutinizing of the applications forms. It
should be quite brief just to have an idea of general education experience, training,
appearance, personality etc., of the candidates and to obtain his salary requirements.

APPLICATION BLANK:

The successful candidates in preliminary interviews are supplied an

application blank to get written record of the following information.

a. Identifying the information of family background data and place of birth,

age, sex, height, citizenship etc.,

b. Information regarding education. In includes the information, his academic

carrier subjects taken at various schools, certificates and degree level,
grade decision or place awarded in school and college, technical
qualifications etc.

c. Expected salaries and allowances and their fringe benefits.

EMPLOYMENT TESTS:

These tests are becoming increasingly popular, even in India, as a part of the
selection process. There are two types of tests.

a. Trade tests: Technical jobs require this type of test such as for Recruitment of
a stenographer in the office, through the speed test.

b. Psychological test: As the individuals differ from one other by degree, the
industrial psychologists have devised certain test to assist the management in
evaluating the performance on the task relative to that of the other candidates.
Some of the tests are invariably used in industries are:

a) Aptitude Test

b) Intelligence Test

c) Interest Test

d) Knowledge Tests

e) Projective Tests

It should be noted that psychological tests should be considered. Simply as a

step and no a replacement for the other phases of the selection process.

EMPLOYMENT INTERVIEWS:

Perhaps this is the most complex and difficult part of the selection process.
The purpose of the interview is to determine the suitability of the applicant.Generally
the questions should latter be asked on the basis of job specifications.

REFERENCE CHECK:

If the applicant crosses all the above hurdles an investigation may be made on
the references supplied by the applicant regarding his past employment education,
character, personnel reputation.

MEDICAL EXAMINATION:

Medical examination is also a part of selection process for all suitable

candidates a through physical examination it is essential to be sure that the candidate
is able to handle the job efficiently.
 DATA ANALYSIS AND INTERPRETATION
1. Opinion of respondents on means of recruitment
Table No 4.1

Category Number of Respondents Percentages

Internal Sources 24 28

External Sources 39 62

Total 63 100

Chart No 4.1

Number of Respondents
50

40

30

20 Number of Respondents

10

0
Internal Sources External Sources

Interpretation:
As per the survey, it is found that 63 percent of the employees were recruited
through various means of External Sources like Advertisement, Employee Exchanges
and Similar Organizations, which implies that the company is looking for the Source

through which they can have a variety of talent pool. 28 percent of the employees
recruited by internal sources like promotions and changing of the departments.
2. Opinion of respondents on maintenance of data bank
Table No. 4.2

Opinion Number of Respondents Percentages

Yes 0 0

No 63 100

Total 63 100

Chart No. 4.2

Number of Respondents
70
60
50
40
30 Number of Respondents
20
10
0
Yes No

Interpretation:
As per survey, it is found the company has no practice of maintaining the Data
Bank, which implies that the company is not following a strategy of maintaining
regularly submitted applications. 100 percent of the employees are suggested and
requested to company to maintain data bank and also they knowing how much
turnover of the company.
3.Opinion of respondents on methods of recruitment and selection process
Table No 4.3

Category Number of Respondents Percentages

Direct 9 9

Indirect 49 78

Third Party 5 8

Total 63 100

Chart No 4.3

Number of Respondents
60
50
40
30
Number of Respondents
20
10
0
Direct Indirect Third Party

Interpretation:
As per the survey it is found that 78 percent of the employees say recruitment
is done through indirect Methods like Ads in Newspapers, Journals etc. 14 percent of
the employees say direct recruitment by management like reference of political
leaders, job holders reference. 8 percent of the employees say recruited through the
third parties like employment exchanges.
4. Opinion of respondents on the reason to apply in this organization
Table No 4.4
Reasons Number of Respondents Percentages

Company Reputation 25 40

Job Security 20 32

Good Compensation 10 16

Better Working Conditions 8 12

Total 63 100

Chart No 4.4

Number of Respondents
30
25
25
20
20
15
10
10 8 Number of Respondents
5
0
Company Job Security Good Better Working
Reputation Compensation Conditions

Interpretation
As per the survey, it is found that 40 percent of the employees applied to this
organization due to the company’s Reputation allover 32 percent of the employees say
due to a feel of job Security. And employees say apply to job here good compensation
like bonus, commissions. And 12 percent of the employees say convenient of working
conditions.
 5. Opinion of respondents on time period between applying for the job and
interview calls
Table No 4.5
Category Number of Respondents Percentages

1 Week 6 9

2 Weeks 30 48

4 Weeks 20 32

3 Months 7 11

Total 63 100

Chart No 4.5

Number of Respondents
35
30
30
25
20
20
15 Number of Respondents
10 6 7
5
0
1 Week 2 Weeks 4 Weeks 3 Months

Interpretation:
As per the survey, it is found that 80 percent of employees say that two to four
weeks applying for a interview calls, And as per the survey 9 percent of the employees
say that with in less time like one week and 9 percent of the employees say more time
like three months.
6. Opinion of respondents on the major criteria in your preliminary interview
Table No 4.6
Category Number of Respondents Percentages

Skills 26 41

Experience 32 51
Education 5 8

Total 63 100

Chart No 4.6

Number of Respondents
35 32
30
26
25

20

15 Number of Respondents

10
5
5

0
Skills Experience Education

Interpretation:
As per the survey, it is clear that 41 percent of employees say that Excellent
Technical Skills and 51 percent of employees say that having vast Experience as it is
a manufacturing and 8 percent of the employees say that importance is given to
Educations.
7. Opinion of respondents on the importance to Employee Referrals
Table No 4.7

Category Number of Respondents Percentages

Yes 63 100

No 0 0

Can’t Say 0 0

Total 63 100

Chart No 4.7

Number of Respondents
70

60

50

40

30 Number of Respondents

20

10

0
Yes No Can’t Say

Interpretation:
As per the survey, it is clear that 100 percent of the employees company gives
at most importance to the Employee Referrals as company can get a many qualified
people at very low cost and it can act as a motivating factor for the employee too.
8. Opinion of respondents on the satisfied with placement
Table no 4.8
Category Number of Respondents Percentages

Highly Satisfied 6 10

Satisfied 33 52
Partially Satisfied 15 24
Dis-satisfied 9 14

Total 63 100

Chart No: 4.8

Number of Respondents
35

30

25

20

15 Number of Respondents
10

0
Highly Satisfied Satisfied Partially Dis‐satisfied
Satisfied

Interpretation:
As per the survey it is clear that 52 percent of the Employees are satisfied with
their placement, And 10 percent of the employees say highly satisfied with their job
24 percent of the employees say partially satisfied .And 14 of the employees say that
dissatisfied with their jobs.
9. Opinion of respondents on the variation in tests for selection
Table No 4.9
Category Number of Respondents Percentages

Yes 52 83

No 5 8

Can’t Say 6 9

Total 63 100

Chart No 4.9

Number of Respondents
60

50

40

30
Number of Respondents
20

10

0
Yes No Can’t Say

Interpretation:
As per the Survey 83 percent of the Employees feel that there should be a
huge variation in the tests for Selection basing on the Designation and the nature of
the job. And 8 percent of the employees in the organization not feel variation in the
tests because they are not studied more like less than under graduates. 9 percent of the
employees say that can’t say the variation in tests in selection.
10. Opinion of respondents on the giving priority to checking references
Table No 4.10

Category Number of Respondents Percentages

Yes 20 31

No 43 69

Total 63 100

Chart No 4.10

Number of Respondents
50

40

30
Number of Respondents
20

10

0
Yes No

Interpretation:
As per the survey, 69 percent of the Employees are against checking
References as, maybe it’s a good source of information but refers may not give frank
opinion about the candidate basing on that we can’t go for a decision. And 31 percent
of the employees say that the organization gives priority to checking references.
11. Opinion of respondents on the recruitment and selection practices in the
organization
Table No 4.11
Category Number of Respondents Percentages

Excellent 40 63

Good 10 16

Satisfactory 10 16
Poor 3 5

Total 63 100
Chart No 4.11

Number of Respondents
50

40

30

20 Number of Respondents

10

0
Excellent Good Satisfactory Poor

Interpretation:
From the above Table it is clear that 63 percent of the employees feel that
recruitment and selection practices are excellent in the organization it helps to right
person to right job. But 32 percent of the employees feel good, satisfactory about
recruitment and selection and 5 percent of the employees feeling practices are very
poor in the organization.
12. Opinion of respondents on rating the best person to evaluate in the Final
Selection
Table No 4.12
Opinion Number of Respondents Percentages
HR Manager 6 9

Concerned Department
12 19
Head

Line Officers 42 67
Others 3 5

Total 63 100
Chart No 4.12

Number of Respondents
45
40
35
30
25
20
15 Number of Respondents
10
5
0
HR Manager Concerned Line Officers Others
Department
Head

Interpretation:
From the above table, it is clear that 67 percent of Employees are in the
opinion the candidate. And 28 percent of employees opinions is HR Managers and
concerned department Heads and 5 percent of the employees say that top management
people are suitable person to evaluate jobs.
13. Opinion of respondents on having any contract/bond system practices in
organization
Table No 4.13

Category Number of Respondents Percentages

Yes 0 0

No 63 100

Total 63 100

Chart No 5.13

Number of Respondents
70
60
50
40
30 Number of Respondents
20
10
0
Yes No

Interpretation:
100 percent of the employees say that there is no restriction of Bond/Contract
employees working in organization, as company’s policy is “if an employee is taken
care of properly, there is no fear of turnover”. But it is very fair to who are dissatisfied
with his/her jobs that persons are tell to managerial persons and leave from the
organization freely.
14. Opinion of respondents on the rating Present Recruitment and Selection
Process
Table No 4.14

Category Number of Respondents Percentages

Excellent 4 6

Good 7 11

Satisfactory 42 67

Poor 10 16

Total 63 100

Chart No 4.14

Number of Respondents
50

40

30

20 Number of Respondents

10

0
Excellent Good Satisfactory Poor

Interpretation:
From the table it is clear that 67 percent of the employee feel that the
Present Followed Recruitment and Selection Process is Satisfactory as 16 percent of
the employees are not satisfied with their final placements and they feel there should
some change in the present process. 17 percent of the employees feel about
recruitment and selection process is good and excellent.
15. Opinion of respondents on the need for changes in recruitment process
Table No 4.15
Category Number of respondents Percentage

Yes 28 40

No 35 60
Total 63 100
Chart No 4.15

Number of respondents

40
35
30
25
20
Number of respondents
15
10
5
0
Yes No

Interpretation:
In the above table 40 percentage of the employees want to change the
recruitment process in the organization and 60 percentage of them are satisfied with
the recruitment process in the organization.
16. Opinion of respondents on satisfaction with the selection policy
Table No 4.16
Category Number of respondents Percentage

Yes 45 70

No 18 30

Total 63 100

Chart No 4.16

Number of respondents
50

40

30
Number of respondents
20

10

0
Yes No

Interpretation:
In the above table analyses that providing a great opportunity for the
dependents of the deceased employees in the form in the form of giving employment
etc, based upon their suitable qualifications to a particular job. With this 70
percentage of employees are satisfied and 30 percentage of employees are unsatisfied
with the policy of rehabilitation of dependents of deceased employees.
5.1 FINDINGS:
• It is found out that majority of the employees were recruited through various
means of external resources.
• It is identified that the company has no practice of maintaining the Data Bank.
• It is observed that Majority of the recruitment is done through indirect
methods like Ads in Newspapers, Journals etc.
• It is found that it takes around a max of two to four weeks of time in between
applying for a job and interview calls.
• It is observed that none of the concerned Department Heads were interested to
take part at the time of the interview.
• It is observed that company most select the people who having most
experience and skills.
• It is identified that the Company gives utmost importance to the Employee
referrals.
• It is identified that the Majority of the employees are not satisfied with their
placements.
• It is found that Majority of the employees are against considering Checking
References as the major criteria.
• It is found that Majority of the employees feel that an internal source suits the
best for the growth of the company.
• It is found that Majority of the employees feel that the present followed
Recruitment and selection process is Satisfactory
5.2 SUGGESTIONS:
• It may be suggested that the company may maintain Data Bank as it would be
easier to shortlist candidates from a particular region.
• It may be suggested that the Concerned Department Heads may be present at
the time of the interview.
• It may be suggested that the Checking References may not be taken as the solo
criteria for Decision making.
• It may be suggested that the Line officers may be given the higher priority to
evaluate the candidate at the time of final selection.
• It may be suggested that the company may consider the possibility of
recruitment from sources like:
a. Approaching Consultancies
b. Conduction Campus Recruitments
c. Conducting on line tests.
• Innovative like Job Meals, Seasonal recruitment campus at selected locations
may also be considered.
• Present followed recruitment and selection process may be designated in such
a way that it meets the organizational needs.
 BIBLIOGRAPHY
BOOKS REFERRED
Author’ Name Title of the books
1. ASWATHAPPA : Human Resource Management (4 th
edition) Mc Graw Hill, Delhi, 2005.
2. EDWIN B.FLIPPO : Personal Management McGraw Hill,
Delhi, 1984
3. KOTHARI C.R : Research methodology (2nd Edition)
Vishwa Prakasham, Delhi, 1997.
4. C.B MEMORIA : Personal Management
(10 th Edition) Himalaya Publishing
House, Delhi, 1997.

References:
www.elcina.com
www.google.com
www.dairyindustryindia.com
www.vijayadairy.com
 QUESTIONNAIRE

1. By which means you are recruited?

a) Internal sources b) External sources

2 Does your company maintain any Data Bank?

a) Yes b) No

3. Which methods of recruitment are practiced in your company?

a) Direct b) Indirect
c) Third party d) All the above

4. What is the reason to apply in this organization?

a) Company reputation b) Job security
c) Good compensation d) Better working condition

5. What was the time period between applying for the job and interview
calls?
a) 1 Week b) 2 weeks
c) 4 weeks d) Three Months

6. What was given major criteria in your Preliminary Interview?

a) Skills b) Experience
c) Education d) All the above

7. Does your company give importance to Employee Referrals?

a) Yes b) No c) Can’t Say

8. Are you satisfied with your Placement?

a) Highly Satisfied b ) Satisfied
c) Partially Satisfied d) Dis-satisfied

9. Do you feel there should be variation in tests for selection?

a) Yes b) No c) Cant say
10. Do you feel that Checking references are to be given Priority?
a) Yes b) No

11. How about the recruitment and selection practices in the company?
a) Excellent b) Good
c) Satisfactory d) Poor

12. Whom do you rate as the best person to evaluate in the Final Selection?
a) HR Manager b) Concerned Departmental Head
c) Line Officers d) Others

13. Do you have any Contract/ Bond system practiced in your organization?
a) Yes b) No

14. How do you rate the present Recruitment and selection process?
a) Excellent b) Good
c) Satisfactory d) Poor

15. Do you think there is a need for changes in Recruitment process of

KDMPMACUL
a) Yes b) No

16. Are you satisfied with the selection policy

a) Yes b) No