INTRODUCTION

Company being established as BUNGE FOUNDS BUNGE & CO. IN AMSTERDAM in 1818, The Netherlands, as an import/export trading firm, Bunge will maintain a prominent role in world grain markets.

In 1935 , Bunge builds it first major grain handling facility in Midway, MN, and becomes
an originator of grain in NORTH AMERICA. In 1967 , Bunge expands at Destrehan by building its first US Soybean processing plant. In 2007, Bunge purchases its first sugarcane mill in brazil and forms a fertilizer joint venture in Morocco.

COMPANY PROFILE
IN 23 June 2003, US-based agribusiness and food company Bunge has announced that it has signed a memorandum of understanding with Hindustan Lever to acquire the Indian consumer goods firms edible oils and fats businesses based in Bangalore, India. In 22 Sep. 2003, US agribusiness giant Bunge has announced that its Indian subsidiary, Gee Pee Ceval Proteins and Investment, has

acquired the India-based assets of Prestige Foods.

In 15 Oct. 2004, US agribusiness Bunge is to invest between

US$100m and $200m in India over the next five years, its Indian

subsidiary

has

said.

In 21 Dec. 2011, US agribusiness giant Bunge is set to buy the edible oils and fats business of India's Amrit Banaspati.

BUNGE PRODUCTS

VISION AND MISSION

The company aims at successfully meeting the varied needs of the Indian consumers. The Company has continuously Endeavored to bring new products to the Indian Consumer the Company stayed close to its roots nature and it has been a platform for its success for several years. Mission Statement The mission statement of Bunge India Pvt Ltd. Rajpura is To produce and sell goods and service to achieve the highest return on sales in the Industry to total satisfaction of customers , employees and Share holders in that order.

Quality Rajpura Branch of Bunge India Pvt Ltd ltd has a good Quality control system together with Research and Development which is comparable to its best in the Industry. It is to the Credit of its good Quality Control system and efficient R and D Department, that Bunge India Pvt Ltd, Rajpura has been honoured and awarded .The American International Quality Certificate And Gold Medal.

RESEARCH METHODOLOGY
FOCUS AND OBJECTIVES OF PROJECT Focus of my study is to highlight the significance of human Resource with following

objectives:Human beings are complex in nature with potential to grow This resource is creative and has the ability to contribute in further in the cause of human lives. The organization require to demonstrate due concern to Recruit & select required talent

for the organizational progress

APPROACH OR METHODOLOGY
I was briefed by very guide Shri R.K. Kalia G.M. (HR & Adm) He highlighted salient aspects of human Resource

management & importance of proper Recruitment &

selection of employees for overall growth of the

organization. He concerned numerous aspects related to

recruitment & selection like the importance, policy,

manpower planning, process, objectives & various options available to recruit the requisite talent.

RECRUITMENT & SELECTION IN GENERAL

The Term Recruitment May Be Defined As The Process To

Discover Source Of Manpower To Meet The Requirements

Or The Staffing Schedule And To Employ Effective

Measures For Attracting That Manpower In Adequate

Number To Facilitate The Selection Of An Efficient Working

Force.

SOURCES OF RECRUITMENT
Every Organization Has The Option Of Choosing The Candidates For Its Recruitment Processes From Two Kinds Of Sources:

Internal Sources & External Sources

1. Internal Sources:-the Sources Within The Organization Itself To Fill A

Position Are Known As Internal Sources Of Recruitment.

2. External Sources:- External Sources Of Recruitment Is When A Business

Recruits New Staff From Outside The Business.

SELECTION
Acc. To Dale Yoder Selection is the process in which candidates for employment are divided into two classes-those who are to be offered employment & those who are not.

SELECTION PROCESS
1. Screening of Application Forms

2. Tests

3. Interview

4. Selection Decision

Recruitment Vs Selection
1. The recruitment is the process of Searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable

person for vacant posts.

2. The basic purpose of Recruitment is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection

process is to choose the right candidate to fill the various positions in the organization
3. Recruitment is a positive process i.e. encouraging more & more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests..

PROCEDURE OF RECRUITMENT AND SELECTION

1. REQUIREMENT AND JOB SPECIFICATION

2. PLANNING
3. SOURCES 4. RESUME COLLECTION 5. PRELIMINARY SCREENING 6. SCREENING 7. SHORTLISTING OF PROBABLE CANDIDATES 8. FIXATION OF INTERVIEW DATE 9. CALL LETTER

SELECTION PROCEDURE
Requirement and job specification by concerned department to HR Planning as per requirement and job specification Sources (Internal, External and Third Party) Resumes Collection Preliminary Screening HR Screening-Technical with head of Department (HOD) Short listing of Probable candidate for interview. Fixation of interview date. Call Letter For Interview

Preparation of Interview Data Sheet and Assessment Sheet Interview of candidate by panel. Final Short listing of Probable Candidate by Interview Panel. Salary Derogations Approved by Management Offer letter Joining formalities Induction Report submitted to employees.

RESEARCH METHODOLOGY
Data Collection Methods
Primary Data:

For primary data collection, we collect information by making

questionnaire, direct interview, public opinion etc. Secondary Data Chandigarh market profile, various sectors wholesaler & Retailer studies are important sources of secondary data. Sampling Size The sample size of my project is limited to 50 people only. Sampling Design Data has been presented with the help of pie charts & column charts.

Does your Company have a clearly stated Recruitment and Selection policy?

76% Employers agree that the Company have clearly stated Recruitment and Selection policy 20% says up to some extent and 4% do not agree

What are the quality of Bunge Ltd. Rajpura, Recruitment System ?

1. Quick Response Time for Requirement 2. Bringing in Quality People. 3. Proper Co-ordination with other teams or departments. 4. Efficient Maintenance and updating Database.

What Recruitment Sources are used in Bunge Ltd. Rajpura

20% say they use Employment Exchanges, and

20% say they use Employee Referrals and 10% of Advertisement sources are used and 50% of Consultants are used.

Does Buge Ltd., Rajpura ask candidates to enter into Bonds with them

80% say yes that they ask candidates to enter into Bonds and 20% do not agree. Mostly bond system exists in Non Managerial Staff.

Do you have a trained staff to take Recruitment and Selection decision in accordance with current employment legislation

90% of employers agree that they have current Employment Legislation and 10% do not have any views.

Normally, how much response is from candidates covering different regions?

12% employers agree that they have good response from different regions
and 5% say they do have enough employees from distant place and 83% employees say response is satisfactory.

CONCLUSION
The company Bunge Ltd is following the clearly stated recruitment and selection policies. There is also proper coordination among the various departments. Consultants play and important role in recruitments. job profile

and job description plays an important role while selecting an candidates.

1. Having gone through the entire system of Recruitment and Selection procedure in Bunge ltd, Rajpura, I tried to analyze in detail keeping view the general Recruitment and Selection process. 2. Bunge ltd, is not conducting any of the test while recruiting the people the committee should conduct test like aptitude test, intelligence test, stress test, etc for the high posts and which have high work load.

3. Bunge ltd, should improve their salary structure to encourage more

applicants to apply. 4. Bunge ltd, should use wide advertisement methods like electronic media so

that information can reach to far places.

BIBLIO-GRAPHY
1. Awasthappa, k Human Resource and Personnel Management published by Tata McGraw-Hill publishing company limited, New Dehli. 2. Armstrong, Michael(1988),A Handbook of Personnel Management

Practice, Published by Kogan,London. 3. Rensis likert, The Human Organisation:Its Management andValueMc-

GrawHill Book Company, New York.

4. Yoder Dale, Personnel Management and Industrial Relations1967. 5. KS Khotari,Research Methodology. 6. R.K.Sur and Sanjiv Verma,Organizational Behaviour. 7. Shashi K Gupta and Rosy Joshi,Organizational Behaviour.

FINDINGS
The company Bunge Ltd is following the clearly stated recruitment and selection policies. There is also proper coordination among the various departments. Consultants play and important role in recruitments. job profile and job description plays an important role while selecting an candidates. Bunge ltd, is not conducting any of the test while recruiting the people the committee should conduct test like aptitude test, intelligence test, stress test, etc for the high posts and which

have high work load. This will help in bringing efficient people in the company.
Bunge ltd, should improve their salary structure to encourage more applicants to apply. Bunge ltd, should use wide advertisement methods like electronic media so that information can reach to far places