Tirumala Cotton Recruitment and Selection Recruitment and Selection RCE

CHAPTER-I
1
INTRODUCTION
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human Resource Management is a management functions that helps manager’s recruit,
select, train and develop organization.
Human Resource Management is considered with the people dimension in management.

Since every organization is made up of place acquiring their services, developing their skills,
motivating them to high levels o performance and ensuring that they continue to maintain their
commitment to the organization is essential to achieving organization government, business,
education, health, recreation or social action.
Definition:
“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 organization and social objectives are accomplished.”
Thus Human Resource Management refers to asset of programs, functions and activities
designed and carried out I order to maximize both employees as well as organization.
SCOPE OF HUMAN RESOURCE MANAGEMENT

The scope HRM in the modern days in vast. In fact, the scope of HRM was limited
to employment and maintenance of and payment of wage and salary. The scope gradually enlarged
to providing welfare facilities, motivation, performance appraisal, human resource management,
and maintenance of human relations, strategic human resource and the like. The scope has been
continuously enlarging.
The scope of HRM includes:
 Objectives of HRM
 Organization of HRM
 Strategic HRM
 Employment
 Development
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 Wage and Salary Administration\
 Maintenance
 Motivation
 Industrial Relations
 Participative Management and
 Recent developments in HRM
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. Resignations, Deaths, Accidents and illness give rise to unexpected needs.
Anticipated needs refer to those movements in personnel which an organization can predict by
studying trends in the internal and external environments.
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. The Personnel requisitions contain
details about the position to be filled, member of persons to be recruited, the duties to be
performed, qualifications required from the candidate, terms and conditions of employment
and the time by which the persons should be available for appointment etc
 Locating and developing the Sources of required number and type of employees.
 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.
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RECRUITMENT POLICY:
Recruitment Policy specifies the objectives of recruitment and provides a framework for the
implementation of the recruitment programme. It may involve commitment to principles such as
enriching the organization’s Human Sources by filling vacancies with the best Qualified people,
Attitude towards Recruitment handicaps, Minority groups, Woman, Friends and Relatives of
present employees promotion from within. It may also involve the organizational system to be
developed for implementing the recruitment programme and procedures to be
employed. Recruitment policy should be based on the recognition that it is hard to find qualified
executives. A recruitment policy involves the employer’s commitment to such general principals.
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NEED FOR THE STUDY
The present study mainly aims at identifying and selecting the right person for the right job
in respect of Trimula Cotton & Agro Products Pvt Ltd. 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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SCOPE OF THE STUDY
The Project concentrates on the study of the concept Recruitment and Selection process
practiced at Trimula Cotton & Agro Products Pvt Ltd. 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.
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OBJECTIVES OF THE STUDY
The study aims at finding out how the recruitment and selection aids to know the
capabilities of the employees in the organization. In the light of the objective the following sub-
objectives are framed.
 To study the recruitment and selection procedure existing in the organization and
to focus on different services.
 To study the satisfactory level of employees about recruitment and selection
procedure.
 To focus the best source of recruitment and selection procedure.
 To suggest whether they should bring any changes in recruitment and selection
policies.
 To study the changes of recruitment and selection policy in recent times in the
organization.
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METHODOLOGY
A research has been done to assess the recruitment & selection process in
Trimula Cotton & Agro Products Pvt Ltd. 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. In order to collect the data the below mentioned
methodology is adopted for the study of Recruitment and Selection Process.
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
These three methods gave first hand information. The researcher interviewed 63 Persons,
representing all cadres and collected their opinion.
SECONDARY DATA:
The Data which is already documented by someone else for particular purposes are said to
be Secondary Data.
SOURCES:
 Records of the organization
 Manuals of the organization
 Magazines of the organization, Internet
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LIMITATIONS OF THE STUDY
Following are the some of the limitations while conducting the research on Recruitment Procedure
in my company.
 The period of study, having been very short hindered the duration of the Project work.
Hence the work was not taken up to the expected level.
 Due to the time constraint, only a small sample size was selected.
 Busy schedule of the executives also effected to some extent.
 As all the departments are considered the study became somewhat risky.
 There is a chance for bias in the information given by the respondents
CHAPTER-II
9
INDUSTRY PROFILE
History of cotton seed:
In our country India more than 70% of the total population was depend on
agriculture. So, there is a much demand for an Agro products Most of the people were depend on
cotton also.
For this interest the Indian industrial development of cotton seed processing was first at
Navasri, Surat (DT), and Rajasthan, second at Punjab and third at Hyderabad (A.P) in 1937 by Sri.
Govindram Sakseria (125 tones/day) after this heavy production India now occupies the fourth
place among the cotton seed production countries in the world.
Many of the people depend on this cotton seed agriculture. It is a seasonal crop. The rate of
these cotton/cotton seeds was depending up on the various factors relating to the farmer. That is
price of seed, rate of fertilizers and rain etc. This is history of the cottonseed. Now there is a heavy
demand for this cottonseed because lots of products were made with cotton or cottonseed.
AGRO INDUSTRIES
-
The word "Agro Industries" broadly means industries manufacturing inputs for agriculture
or the industries processing agricultural outputs. Agencies supporting agriculture by designing and
manufacturing inputs are termed as "Agro Industries" and those supporting by agricultural products
are termed as "Agro based industries". Modem Agro industries manufacture chemicals and supply
agricultural input either on each basis or realize the value in installments.
According to planning commission "Any enterprise producing and supplying chemicals
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inputs to agriculture is an Agro based industry". Due to rapid changes in technology. The
out put of agriculture. Agro industries and Agro based industries has increased in the same manner.
We found the improvement not only in output of cotton and titles, but also in the whole range of
plantations like tea, coffee, groundnuts, cash nut and course juts.
Generally most of the industries use agriculture output as basic raw materials. But this
concept defers in case of Agro industries. It is conformed to those industries that are engaged in
processing the agriculture product.
Since Agro industries directly influence the cost structure of forming Agro based
industries. They have their impact on the receipts of the farmer Agro industries also serve as a
mean for providing better employment opportunities to the labour during off-season.
Background
India is one of the world‘s leading producers of oil seeds and oil, contribution 9.3% of world
seeds production. India produces largest number of commercial varieties of oil seeds over nearly
28.4n million hectares of land. The major edible oils produced in India are ground nut, rage seed,
Soya, cottonseed sesames casters, sunflower, etc., Groundnut is the most widely consumed and
traded edible oil India second largest producer of groundnut, next only to china. But groundnut
being primarily a kharif crop is vulnerable to vagaries of monsoon and also activities in 1966,
the government set-up a technology mission on oil seeds, to increase production of other oil and
to reduce the dependence on oil imports. The strategy followed was to increase productivity with
better firm inputs and practices.
Increase followed under oilseed crop. Encourage winter oil seed crop. This led to a sharp
increase in oil seed production driven mainly by rape seed, sunflower castors and Soya. Oil seed
production jumped from 6% million ton in themed 1980 to around 22 million currently India is
today world‘s third largest producers of rape seed and Cotton seeds.
The primary business of the Company is processing of Oil-Seeds and Refining of Crude Oil
for Edible use. The Company also produces oil meal, food products from soya and value-added
products from downstream processing. The size of Indian edible oil and oil seed industry is
estimated to be around Rs. 90,000 core (USD 19 billion).
The domestic edible oil consumption has been steadily growing and is estimated to be over
15 million MT in the current year with Palm and soya oil, in which our Company has a dominant
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presence, contributing over 60% volume. In view of the demand- supply gap, over 55% of the
domestic edible oil consumption is met by imports, with Palm and Soya accounting for close to
90%of the imported volume. The oil meal is essentially consumed as poultry, fish and cattle feed, a
substantial part of soya meal is exported to the Asian region even though the domestic demand is
growing.
The Indian edible oil sector is, by and large, a price conscious and price sensitive market, as
a substantial part of consumption takes place at the bottom end of the pyramid. The propensity to
consume is correlated with the changes in prices of edible oil and the quantum of disposable
income. With rising incomes, food remains an important item of expenditure to warrant large share
of incremental spending. Edible oil is and will remain an important constituent of dietary plan
despite varied eating habits and varied methods of cooking across the different states/regions in the
country. Keeping in view the steady rate of GDP growth and Income growth expected in India, it is
estimated that the domestic demand for edible oil in India, will also consequently rise. According to
the industry estimates, the consumption of edible oil will increase from the current level of 15
million MT to over 20 million MT by the year 2015.
The recent widespread monsoon with reasonably equitable distribution of rainfall across the
country has improved prospects of better agricultural production in India than the previous year.
The current indications augur well for the agricultural sector in general and solvent extraction
industry in particular in the current year. With the improvement in the price trend, it is believed that
operations of the crushing industry will be better than the previous year.
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1. India one of world's leading producers of oil seeds (9.3 /O) and oil
2. Technology Mission on oilseeds set up in 1996
3. Oilseeds have support price mechanisms
4. India second largest importer of edible oils (2 million MT)
5. Vanaspathi — a substitute for ghee. formed by hydrogenation of crude vegetable oil.
6. Free pricing in vanaspathi since 1989: delicensed in 1992
7. Oil season November t o October
Several Agro and Edible Industries and the Growth Rate of Those Industries Are:
 Sanwaria Agro
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 Ruchi Soya
 KS Oils
 Gokul Refoils
 Agro Tech Foods
 Ruchinfra
 Guj Amb Exports
 Murali
 Anik Industries
 Raj Oil Mills
 Coromandel Agro
The details of such industries which are competitors of capol along with it is as follows:
Sanwaria agro oils limited
Sanwaria Agro Oils Ltd. (SAOL) is an integrated agro food processor engaged in the
business of manufacturing soya oil and soya cake. SAOL is a solvent extractor and manufacturer
of soya refined oil and de-oiled cake. In addition to normal soy meal, it also produces specialized
high protein soybean meal. As of March 31, 2010, SAOL exported about 65% of production of soy
meal. It has three brands, such as NARMADA, SULABH and SANWARIA in its product basket.
As of March 31, 2010, it focused on two segments: Solvent Extraction & Refining, which involved
processing, extraction and refining of soya seed and soya-refined oil and trading, and Power
Generation. During the fiscal year ended March 31, 2010, its soya seeds processed stood at
219,662 metric tons and production of refined oil stood at 27,701 metric tons. As of March 31,
2010, it had wind turbine generators of 8.4 megawatts capacity out of which 1.8 megawatts at
Tenkasi in Tamilnadu and 6.6 megawatts at Dewas in Madhya Pradesh
Ruchi soya
Ruchi soya is one of the largest player in India's branded edible oil category
accounting for 20 % of the domestic market share with over 7000 TPD of refining and over 9560
TPD of crushing capacities .It is the largest Company in the edible oil & Oilseed Industry
with a distribution network of around 5,83,000 retail outlets. Being the first exporter of Soya bean
meal from India, it has grown to become a multi-million US Dollar company with two of strongest
brands, Nutrela and Ruchi Gold .It has to its credit Highest Importer & Exporter of Oil Meals for
2006 awarded by GLOBEOIL India. During the current year, oil seed acreage has shifted to grains
in the world and the bulk decline occurred in US and China bean production. The total production
of 5 major oil seeds is expected to decline in 2007 -08 over last year by 4 %. Of these crops, the
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world Soya production is likely to go down from 236 million Tons in 2006-07 to 221million Tons
in 2007-08 (a fall of 6.4%). The Gross Capital Formation (GCF) in agriculture as a proportion of
GDP in the agriculture sector has improved to 12.5% for FY 06-07 from a low of 10.2% in 03-04.
With a view to give a boost to the farming sector which is considered as a quintessential to the
growth of the Indian economy the target for GCF has been raised to 16% during the Eleventh plan
to achieve a growth rate of 4% from the current growth rate of 1.8% with a target GDP growth
rate of
10%. In a move to curb the rising inflation which has raised to the highest the Government of India
has scrapped the import duty on crude soybean and palm oil, and lowered the levy on refined
edible oil to 7.5 percent on March 31'08. India, imports almost half the vegetable oil it needs from
overseas.
GOKUL REFOILS
Gokul Refoils and Solvent (GRSL) were incorporated in 1992 at Sidhpur. The company is
engaged in manufacturing of refining vegetable oils including seed procurement, processing,
solvent extraction and marketing of edible oils. GRSL commenced its export activity in 1995
through its associate concern Gokul Overseas. The company has a presence in the markets of
South K
Total Income - Rs. 28465.734 Million (year ending Mar 2010) Net Profit -
Rs. 425.518 Million ( year ending Mar 2010)
CORAMANDAL AGRO INDUSTRIES
The domestic oil seed sector is currently estimated to be valued at 400 billion exports and
imports of oilseeds are around Rs.80 billion oil, production during the 2003-04 oil seasons
th
was 7 million ton. In the mid of 20 century India had achieved near self-sufficiency in edible oil
production. However, during the second largest import to edible oil, with imports crossing 2
million ton in 2004-05.
Market size and Growth
Out of the total oil consumption of 9 million ton per annum refined oil accounts for
only around 2 million ton. 70% of refined oil is sold in loose unbranded form. Sunflower
groundnuts are popular throughout the country rape seed has high penetration in the North and
East edible oil consumption has been raising at round 5-6% per annum. However oil seed
output growth has been stagnant during their last 5-6 years resulting in higher imports of edible
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oil nut widening deficit domestic production of edible oil was 7 million ton in 1991-92 to 2.1
Million ton in 1997-98 are expected to be around 2.20-2.5 million ton.
Edible Oil Production Import and Consumption Trend (million ton) of Capol:
Year Oil Seed Domestic Oil Imports of Total Oil
Production Availability Edible oil Availability

1987-88 12.7 4.4 1.8 6.3
1988-89 18.0 5.9 0.4 6.3
1989-90 16.9 5.9 0.6 6.5
1990-91 18.6 6.4 0.1 6.6
1991-92 18.6 6.6 0.2 6.8
1992-93 20.4 6.9 0.1 7.0
1993-94 21.5 7.1 0.1 7.3
1994-95 21.3 7.3 0.8 8.2
1995-96 22.4 7.3 1.3 8.5
1996-97 25.0 7.4 1.8 9.2
Edible Oil Updates (May2019)
Edible Oil imports up by 5% in first 8 months of current oil season edible oil imports in
the first 8 months of 2018-2019 oil season (November 2008-May2009) is reported at 2.56 million
tons against 2.45 million tons for the same period.
The first 8 months of 2018-201 9, the import of RBD Palmolein had reached at 0.46
million tons of same period of last year i.e., by 10% Crude palm oil imports declined
MARKET: Industry Structure
1. Highly fragmented industry.
2. Over 600 oil extraction units. 166 vanaspathi manufacturing units.
3. Only 10 edible oil units and 8 vanaspathi units have national reach.
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4. Over 50%of the units sick or underutilized due to surplus capacity.
5. Idle capacities among these units due to shortage in feedstock supply.
6. Major oil brands Sun drop. Dhara. Saffola, Sweek.ar. Postman.
7. Vanaspathi brands Dalda Rath.
Capacities:
Installed Capacity and Production
Table No:2. 2
Vanaspathi Edible Oils
Capacity 2,720,000 30,368,000
Production 990,534 6,250,000
Utilization 36% 21%
Installed capacities and Production - in MT per Year
Key Inputs, Technology Inputs.
Vanaspathi:
Minor (solvent extracted) edible oils – Sunflower oil Soybean oil, Rice bran oil.
Edible Oils
Oilseeds such as Groundnut, Sesame, Mustaid Sunflower and oil cakes and brand. Raw
materials comprises 70% of the production cost Oilseeds the l amest cash crop Poor productivity y -
873 kg/hect are (global average of 2000 kg/hectare}. Though oilseeds have 1.4 5% share in
gross cropped area, only 25 of it is under assured irrigation. Technology Refind technology
freely available indigent.
Characteristics:
1. Oils primarily a commodity market price sensitive.
2. Effective distribution chain through a complex network of C & ai2ents,
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3. Wholesalers/stockiest & retailers (kirana shops, supermarkets).
4. Oil sold in bulk (tin, I IDPE containers) to institutions: In retails packs (PET bottles, cans,
jars. pouches) to small customers seasonal demand for oils & vanaspathi September to
November (peak season).
Regulation: Under the Edible Oils Packaging (Regulation) Order. I998edible oils cannot be sold
-
loose' but can be sold only in packed form Oil consumption - North is largest market followed by
South, West & East Zones.
Imports and Prices:
Oils and yanaspathi substitutes can he fleck imported under OGL Import duties
: 15% basic +10% surcharge (Oil ); basic (Oilseeds)
Large scale imports of oils and \ yanaspathi substitutes primarily to check price rise and meet
supply shortages
Imports during 1998-1999 – 2.38 Million MT

Estimaleci imports 1999-2000 – 3 Million MT
Prices of edible oils : RBD Palmolein Rs.23,500/M T (Wholesale, ex-Mumbai) World

.
market :$4 20/MT (Rs. 18,060/MT) c.i.f. – July‗99
. ‗
Process of vanaspathi : Rs. 647 15 1..g (wholesale. ex -Calcutta) 10 may 9
Features:
1. Macroeconomic factors: Population growth, per capita income. purchasing

power, oilseeds crop
2 . Influence of branded products 'health message
3. Growing preference for convenience foods
4. Raw material sourcing: focus on improving yields, getting better quality oilseeds,
ensuring, regular supplies • through symbiotic relationship with farmer.
Key Success Factors:
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Branding essential for success ( Vanaspathi- Dalda Oils -Sun drop) Better distribution
network to improve reach. Efficiency in operation to become price competent and withstand overseas
competition. Proposed Future trading in edible oils will help curtail price volatility and lend
knowledge — based assistance to farmers of eliminate unofficial markets.
In the next five years, the market for Future - edible oils will grow by 8% to 12.65 million
MT vanaspathi will grow to l.5 million MT. Free imports. low import duties and slump in global
prices - lead to 'dumping'.
Domestic industries of edible oils and vanaspathi affected – low realization and idle
capacities in oil and vanaspathi industries Businesses-Production slippages have also forced imports
Concern Excessive (cheap) imports of oilseeds led to unremunerated prices, locally Hence
farmers have shifted to other cash crops increasing health awareness impact or oils and
vanaspathi usage in individual's cholesterol levels.
This industry is a high volume medium growth sector characterized by excess idle
capacities owing to in efficient operations. Imports have been influencing prospects. Leading to
domestic industry crisis.
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COMPANY PROFILE
Tirurmala Cotton and Agro Products Pvt Ltd(TCAP) is one of the major textile and agro based
producers in Andhra Pradesh. The group has started its operation in the year 1979 with cotton trading and
has expanded its operations in other areas such cotton vegetable oil extraction, hydel power generation
and textiles (yarn spinning).
The following operations are included in our portfolio. Cotton ginning, pressing and farming. Cotton seed
processing and vegetable oil extraction. Hydel power generation. Cotton and synthetic yarn spinning started
our business activity in 1979 with cotton trading today we are proud to have an annual turnover of USD$5
million. We have vision to expand our operations with annual turnover of USD$100 million in the next 7
years.
Tirumala groups are started by our visionary managing director Mr. P. Raghava Rao and chairperson
K. Hanutnantha Rao(late) along with other family members. The groups has acquired strong trust among the
people and its employees throughout the years.
The report is prepared to deal with the financial, technical and commercial availability of setting up of 120
TDP solvent plant and modernization of existing refinery by M/S TIRUMALA COTTON AGRO
PRODUCT PVT LTD,.THIMMAPURAM in the premises adjacent to the existing oil mill located at 240c
of THIMMAPURAM Village, Edlapadu Mandal, Guntur (DT) Andhra Pradesh.
This project will substitute the present activity of carrying on the solvent extraction process by the
company in the leased premises of M/S THE ANDHRA SUGARS LTD., peripheral and also to
manufacture rise brand oil(edible) presently. The company if is having the following facilities at
THIMMAPURAM.
OIL MILL:
a. CSP:
The oil mill is equipped with 250 mts per day of cotton seed processing plant which includes seeds cleaners
delenters, hullers, drum beaters, hull seed scperators and other ancillary equipment.
b. EXPELLERS:
The oil mills equipped with 6 expellers of 120 mts per day of cotton Seed meat crushing capacity.
c. REFINERY:
The Oil Si is also equipped with 25 TDP edible grade cotton seed oil refinery
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COTTON GINNING:
The company is carrying on the cotton ginning activity by tacking ginning mill on lease basis. This activity
of this group since 1976 the above activity is being carried in the above premises situated adjacent to
the national highway number 5 at Thimmapuram Village at Chilakaluripet.,Edlapadu Mandal, Guntur
(DT).,Andhra Pradesh.
The report deals with the project in the following section
ABOUT THE PROMOTERS:
This section deals with the promoters of the financial ,background and their roll in the man agent and
administration of the project.
ABOUT THE COMPANY:
This section deals with the promoters of the financial and background and their roll in the man agent and
administration of the company.
ABOUT THE PRESENT ACTIVITY:
This section deals with the companies present activity, available facilities, Products, manufactured
and its marketing system.This section deals with the details of the project. Means finance, implementation
schedule, financial availability of project and assumption made
Solvent extract in us basically a process of diffusion of solvent in to oil-bearing cells of the raw material,
resulting in a solution of the oil in solvent. In a nutshell, the extraction process consists of treating the raw
material with hexane and recovering the oil by distillation of the resulting solution of oil in hexane called
miscellany.
MANAGEMENT & ORGANIZATION STRUCTURE:
Sri K. Hanumantha Rao is chairman of the company and looking after the policy matters of the company.
Sri P. Ragava Rao is the managing director is looking after the overall management and administration of
the company. Sri L'.Koti Rao, director R.ViII looks after the new solvent plant and maintenance of the oil
mill.
Sri N.Lakshminarayana, director is looking after the oil mill. Sri B.Jawahar Babu, Sri Ch.Basavaiah and Sri
K.V.R. Koteswara Rao, Directors are looking after the cotton ginning. Pressing & trading activities. Sri
K.P.S Rama Rao, directors arc looking the finance and administration. The company appointed suitable
administrative, technical and Production staff having sufficient experience in those lines.
The company incorporated on 14th September, 1990 with an object to carry on the cotton business on large
B-scale and also to establish oil mill and other activities as Per the objectives of the company.
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The Company was incorporated as private limited company with registration no:01_11739DT:14-9-1990.
With register of companies, Andhra Pradesh, Hyderabad. The promoter of the company are Sri. Karanam
Hanumantha Rao and Sri Peravali Raghava Rao. The following are the first directors of the company.
SRI K. IIANUMANTHA RAO
SRI. P RAGHAVA RAO
SRI N. LAKSHMINARAYANA
SRI B. JAWAHAR BABU
SRI CH. BASAVAIAH
SRI K.V. RAMA KOTESWARA RAO 4 SRI K.P.S RAMA RAO
SRI P.KOTI RAO 4 SRI AMARCHAND
The company authorized share capital initially is Rs.60.00 lakhs and subsequently same was enhanced to
Rs. I 00.001acks and after wards Rs.to lakhs by 2003. The Paid up capital of the company Rs 60.25 lakhs.
It's proposed to increase paid up the Capital the company up to Rs. 15.00 lakhs by 31-03-2004
Managing Director
The Company is earring on the ginning activity by tasking ginning mill on lease basis. This activity of this
group since 1976 the above activity is being carried in the above premises situated adjacent to the
national highway number 5 at Thimmapuram village at Chilakaluripet, Eddlapadu Mandal,Guntur
(DT). Andhra Pradesh.
OIL MILL:
The oil mill was established process 50mts. Per day of cotton seed initially in the year 1992 with the
financial assistance in the form of term loans of Rs. 90.00 lakhs and 60.00 lakhs from APIDC and
APSFC respectively. These loans were sanctioned at 20% rate of interest.
The unit commenced commercial production on 24-11-1992 and subsequently the capacity has been
increased in stage to process 150Mts of cotton seed in 1994 with the financial assistant from A.P state
financial corporation in the form of team loan under good entrepreneurs scheme to the tune of Rs. 66.30
lakhs a full fledged edible grade cotton seed oil refinery was established. This loan was sanctioned at RS
14.5% rate under good entrepreneur scheme based on the track record of the company and repayment
of principle and promote payment of interest these loans were closed in advanced by 1999 at present the
company enjoying a short term working capital loan from A.P State financial corporation and maintaining
good track record with the corporation.
The cotton seed is the raw material procured mainly from Guntur and other places in addition to our own
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production. We also procured cotton seed from Tamilnadu during Ma). - September. Cotton seed is
available in bulk in local market during November -June in Andhra and May — September in
Tamilnadu.
THE FINISHED PRODUCTS ARE:
 Cotton seed delinters l' and 2" cut about 4-5%.

 Cotton seed hulls about 25-29%.
 Cotton seed oil(washed and refined)about 12-14%
 Cotton seed soap and acid oil about 1.5%.

 Cotton seed dcoiled cake about 50%.
The linters will utilize by the bleached cotton suppliers, defense people, and exporters and also
for domestic purpose like beds and cots. This material supplied in fully pressed bale for bulk consumers and
in North India. This material is supplied in bags and transported mainly by railway wagons to North India.
The cotton seed oil is mainly supplied to those units who are having refiner y facilities mainly in Tamilnadu
and Hyderabad.
ABOUT THE PROCESS:

SOLVENT:
Extraction is basically a process of diffusion of solvent into oil-bearing sells of the raw material,
resulting solution of the oil in solvent in a nut shell, the extraction process consist of treating the raw
material with hexane and recovering the by distillation of the smelting solution of oil in hexane called
miscellany.
The hexane absorbed in the material is recovered is reused for extraction. The hexane absorbed in the
material is recovered is reused for extraction. The low boiling point of hexane (67c) and the solubility of oils
and fats in it are the properties exploited in the process. The entire extraction process can be divided into
the following stages.
 Preparation of raw material

 Process of extraction
 De-solvension of extracted material
 Distillation of miscellany
 Solvent recovery by absorption
 Meal finishing and bagging
22
AVAILABALITY OF INFRASTRUCTURE:
1.POWER:
The required power is available from existing the supply grid from the 33 km sub-stantions at
Ganapavaram. Since the proposed unit is adjacent to the existing premises a separate line (about llan) will
be laid the existing supply line. The power requirement is about 180 KVA for which the AP Transco has
already agreed.
2. WATER:
The required water is available internally from the available bore wells. The water is available bulk
and suitable for domestic and industrial purpose
3. MAN POWER:
The new unit is required around 45 personal in all which includes supervises, skilled, semi skilled
labour in addition to the technicians. The additional man power is available in and around the unit has
NO. Similar units are working since last 15years. In addition to this there will be an increased in parallel
equalization of the existing technicians in both the proposed solvent plant and existing oil mill with
modernized refinery.
4. FUEL
The fuel required for this proposed solvent plant is Rice husk. The stunc is available in and around the local
areas as there is no. of Rice mills in Guntur and Prakasam districts. As the present oil mill also consumes
the husk for the boiler the suppliers of rice husk can supply the required quality to this unit also as such no
problem in getting required quantity of the husk.
•EFFLUENT TREATMENT:
Since the basic product is Agro based there is no problem to treat the effluent that are coining in this
process. The existing system of treatment of effluent in the oil mill is sullietent to treat the effluent coming
out of this process.
The AP pollution control board has already agreed for this system of treating the effluent. BASIC
INFORMATION
Product/Service (We Sell) Cotton Seed l' Cut, Cotton seed 2"1 Cut, Cotton
DOC, Cotton Hulls
Number of Employees 11-50 People
23
Main Market Southeast Asia
Total Annual Sales Volume Export Percentage
Total Annual Purchases Volume Factory Size (Sq.mcters) Factory

Location UA$5 Million — US$10 Million
I 1%-20%
US$5 Million — UA$10 Million
10,000-30,000 square meters Thimmapuram
QA/AC
Number of Production Lines
Number of R&D Staff
In House 5-10 People
REPORT OF INFORMATION:
HISTORY OF TIRUMALA COTTON & AGRO PRODUCTS PVT
Tirumala Cotton and Agro Products Pvt Ltd started its business activity in 1979 with cotton trading and
today the company an annual turnover of USD$25 Million the vision to expand its operation with annual
turnover of USD$ Million in the next 7 years.
Tirumala group is started by its visionary managing directors Mr. P.Ragava Rao and Chairperson K
Hanumantha Rao along with other family members the group has acquired strong trust among the people
and its employees thought out the years. Today the group is more diversified in this activities the
current portfolios of activities include:
•Cotton Fiber Trading
•Cotton Ginning and Pressing
•Cotton seed vegetable oil extraction with double refinery and solvent extraction
•Captive hydel power generation
•Yarn spinning
Throughout these years the company has build a strong report and trust in its customer base. This helps
type company to maintain long - term relationship with its customer.
24
TEAM COMPOSITION
We have integrated a team of highly qualified professionals that holds immense knowledge of
their respective domains. Our personnel have shown splendid commitment and dedication towards
accomplishing the goals & targets of our firm. These professionals are competent enough to work in
compliance with the changing trends of the market and demands of the customer. Our dynamic workforce
comprises the following members:
1. Engineers
2. Technicians
3. Procuring executives
4•Quality checkers
5. Office administrators & manage
25
CHAPTER-III
26
THEORITICAL FRAMEWORK
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 Human Resource planning 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.
PURPOSE AND IMPORTANCE OF RECRUITMENT

 Attract and encourage more and more candidates to apply in the organization.
27
 Create a talent pool of candidates to enable the selection of best candidates for the
organization.
 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.
28
RECRUITMENT CYCLE:
Recruitment Advertising
Planning Selecting
Staff
Moving On Induction
Performance Identify
Appraisals Training
Needs
Planning:
Before recruitment, check the duties and responsibilities your organization needs to have
performed:
 Is the current job description really what the organization needs?
 Do they fit with the organization’s strategic and business plans?

 What are the legislative requirements?
 What recruitment policies and procedures need to be followed?
29
Recruitment:
Ands in 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
 Recruitment agencies can help sort out potential applicants and therefore save you time.
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.
30
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!
Most inductions star with the individual roles and responsibilities and work out to the big picture
stuff!
Appointing a buddy can help someone feel welcome and supported.
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.
Make sure you evaluate the activities and a good way to ‘value add’ to the training or development
is to ask the worker to give a brief presentation to the next team meeting.
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.
Sometimes we have to move people as they are not able to perform to the required level. If you
think this may be the case, make sure you have good record keeping procedures in place and follow
the policies and procedures in your organization.
31
Is it possible for under-performers to be placed in a different role in your organization? It would
save time, money and anxiety for all involved if alternatives to losing the staff member could be
found.
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 known 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.
32
SOURCES OF RECRUITMENT
SOURCES OF
RECRUITMENT
INTERNAL External
 Transfers  Press advertisements
 Promotions  Educational institutes
 Upgrading  Placement agencies/
 Demotion outsourcing
 Retired Employees  Employment
 Retrenched exchanges
Employees  Labour contractors
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.
 UPGRADING AND DEMOTION of present employees according to their performance.
33
 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. Also, the office
34
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.
 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.
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:
Factors affecting recruitment
EXTERNAL FACTORS INTERNAL FACTORS

 Supply and demand  Recruitment Policy
 Labour market  Human Resource Planning
 Image / Goodwill  Size of the firm
 Political –Social –Legal  Cost of Recruitment
Environment  Growth and Expansion
 Unemployment rate
 Competitors
35
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

Organizational objectives
1. Human Resources 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 or employees to be
recruited and what qualification they must possess.
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, it will think of hiring more
personnel, which will handle its operations.
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.
36
2. LABOUR MARKET
Employment conditions in the community where the organization is located will influence
the recruiting efforts of the organizations. 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. For example finance was taken up fresher MBA’s when many
finance companies were coming up.
4. POLITICAL –SOCIAL – LEGAL ENVIRONMENT
Various government regulation prohibiting discrimination I hiring and employment have
direct impact on recruitment practices. For example, Government of India has introduced
legislation for reservation in employment for scheduled castes, scheduled tribes, physically
handicapped etc. Also, trade unions play important role in recruitment. This restricts
management freedom to select those individuals who it believes would be the best performers.
5. UNEMPLOYMENT 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 completion, many a times the organizations have to change their
recruitment policies according to the policies being followed by the competitors.
HR CHALLENGES IN RECRUITMENT
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
37
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. Therefore, reviewing staffing needs and
prioritizing the tasks to meet the changes in the market has become a challenge for the
recruitment professionals.
STEPS IN SELECTION PROCEDURE

 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.
a) TYPES OF RECRUITMENT:
The following types of recruitment are in process.
 Regular employment
 Contract employment
 Daily Wages employment
38
 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. If the company is not
satisfied by hi/her performance they may take call on respective individuals.
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…
General Procedure for recruitment and 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
39
g) Time Duration
h) If any specific constraints required.
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
40
 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.
The interview panel will have all the data of the candidates like updated CV’s Assessment
center/development center reports (incase of internal panel candidates performance appraisal ratings
for the last 2/3 years) compensation and grade matrix etc.
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.
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, Dirctor – HR will sign.
FITMENT:
41
The level and salary fitment is based on six factors.
 Qualification-graduate/ postgraduate and institute profile etc.
 Relevant experience – the domain relevance and the quality of experience expressed as
completed months.
 Availability of he skill in the market rate of the job/skill sets.
 Candidate’s current compensation package.
 Performance at the interviews
 Bench mark set with existing internal Resources
Based on the above factors salary is computed. The approved CTC tables for various grades and
levels will be available with the Head of HR. This sheet would also enable comparison of the
fitment with salaries of the current employees, so as to identify and address possible discrepancies.
An offer letter will be sent to the candidates as soon as possible. The fitment level and salary would
be approved by the head of HR and the concerned director.
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)
On initial appointment or on promotion/transfer the person having assess of information

processing facilities, and in particular if they are handling sensitive information processing
facilities, and in particular if they are handling sensitive information e.g: financial information or
highly confidential information a credit check also may be carried out. A similar screening process
may be carried out for contractors and temporary staff.
Management should evaluate the supervision required if any for new and inexperienced staff with
authorization for access to sensitive system.
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
42
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.
 In case the employee is unable to join on the date agreed he/she should communicate
the convenient date to the HR Department.
 If the employee doesn’t join on the proposed date the offer is deemed to have been
withdrawn.
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.
STEPS INVOLVED IN THE SELECTION PROCEDURE:
 Preliminary interview
 Application blank.
 Employment tests
 Employment interviews
 Reference check
 Medical Examination
 Final Selection.
43
CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION

44
1. Age wise classification
No.of
S.no Age Percentage
Respondents
1. 18-20 0 0
2. 20+28 48 48
3. 20+32 52 52
4. 30 and above 0 0
5. Total 100 100
120
100
80
60
40
20
1 18-20 2 20+28 3 20+32 4 30 and above 5 Total
Interpretation: -
From the above table shows that among the respondent’s 21-25 age employees are 47% and 26-30
age employees are 53%.
2. Gender wise classification
45
No. of
S.no Sex Percentage
Respondents
1. Male 77 77
2. Female 23 23
Total 100 100
120
100
80
60
40
20
0
No. of
1 Male 2 Female 2 Total
Interpretation: -
From the above table shows that among the respondents 77% of employees are male and 23% of
employees are females.
46
3. Do you have any work experience before joining in this company?
Table
Category Number of Respondents Percentages
Yes 47 47
No 53 53
Total 100 100
120
100
80
60
40
20
0
Yes No Total
Number of Respondents Percentages
Interpretation:
As per the survey it is found that 53% of employees are not having any work experience and
47% of employees are having experience.
47
4. How did the company recruit you?
Tabl
e
Opinion Number of Respondents Percentages

Internal source 73 73
External source 27 27
Total 100 100
120
100
80
60
40
20
0
Internal source External source Total
Interpretation:
As per survey, it is found the 73% of employees are recruited under the internal
sources
27% of respondents are recruited under external sources.
48
5. Did you like your interview process?
Tabl
e

Good 27 27
Average 13 13
Satisfied 60 60
Total 100 100
120
100
80
60
40
20
0
Good Average Satisfied Total
Interpretation:
As per the survey it is found that 60% of employees are satisfied with the interview
process and 27% of employees are telling good and 13% of employees feeling average.
49
6. What are the bases for selection of prospective employees?
Tabl
e
Reasons Number of Respondents Percentages

Personal trait 0 0
Skills 27 27
Both 73 73
Total 100 100
120
100
80
60
40
20
0
Personal trait Skills Both Total
Interpretation
As per that it is found that 73% of respondance depend upon both the skills and
personal traits and 27% of employees depend upon the skills.
50
7. What type of test do you conduct?
Tabl
e
Aptitude test 16 26
Achievement test 0 0
Personality test 4 7
All 40 67
Total 60 100
120
100
80
60
40
20
0
Aptitude test Achievement test Personality test

All Total
Interpretation:
As per the survey, it is found that 26% of respondents conduct aptitude test and 67% of
respondents conduct all the test.
51
8. What type of interview is conduct?
Tabl
e
Pannel interview 13 13
Stress interview 0 0
Formal interview 87 87
Informal interview 0 0
If any other interview 0 0
Total 100 100
120
100
80
60
40
20
0
Pannel interview Stress interview Formal interview

Informal interview If any other interview Total
Interpretation:
52
As per the survey, it is clear that majority of respondents conduct formal interview 13%
of interviewers conduct panel interview.
09. How do you rate the friendliness of the interviewer during recruitment process?
Tabl
e
Excellent 0 0
Good 53 53
Satisfied 47 47
Poor 0 0
Total 100 100
120
100
80
60
40
20
0
Excellent Good Satisfied Poor Total
Interpretation:
As per the survey it is found that 53% of employees feel good with the interviewer and
53
47%
of employees are satisfied with the interviewer.
54
10. You are working here as a?
Table
Temporary employee 47 47
Permanent employee 53 53
Total 100 100
120
100
80
60
40
20
0
Temporary employee Permanent employee Total
Interpretation:
As per the survey it is found that 53% of employees are permanent employees and 47% of
employees are temporary employees.
11. How is your relation with your colleagues and head of the department?
55
Table
Excellent 20 20
Good 73 73
Satisfied 7 7
Poor 0 0
Total 100 100
120
100
80
60
40
20
0
Interpretation:
From the above Table it is clear that Majority of the employees 73% feel that of relation
between the colleagues and the head of the department is good 20% is excellent 7% are satisfied.
56
12. Since how long you are working with this company?
Table
Opinion Number of Respondents Percentages
Below year 13 13
1-3 years 67 67
4-6 years 7 7
Above years 13 13
Total 100 100
120
100
80
60
40
20
0
Below year 1-3 years 4-6 years Above years Total
Interpretation:
From the above table, it is clear that 67% of employees are working from 1-3 years and
remaining are working below and above years in the organisation.
13. Did you receive any promotions?
57
Table no 4.14
Yes 73 73
No 27 27
Total 100 100
120
100
80
60
40
20
0
Yes No Total
Interpretation:
From the above data it is found that 73% of employees get promotions in the organization
and 27% of employees did not get any promotions in the organization.
14. Which media is highly suitable for recruitment in your organization?
58
Table

News paper 27 27
Television 27 27
Radio 0 0
Internet 46 46
Total 100 100
120
100
80
60
40
20
0
News paper Television Radio Internet Total
Interpretation:
From the table it is found that 46% of employees voted to recruitment through internet and
remaining employees recruited through news paper and television.
15. How did you come to know about the job vacancy in this company?
59
Table
Internal reference 7 7
Advertisement in media 86 86
Human resource
0 0
recruiting consultancy
By casual application 7 7
Total 100 100
120
100
80
60
40
20
0
Internal reference Human resource recruiting consultancy

By casual application
Total
Interpretation:
From the above data it is found that 86% of employees are recruited through advertisement through
media and remaining from internal reference and casual application.
16. What attracted you to apply for this job?
60
Table
Vision of the company 13 13
Good working 67 67
Organization reputation 20 20
Job itself 0 0
Total 100 100
120
100
80
60
40
20
0
Vision of the Good working Organization Job itself Total
company reputation
Interpretation:
From the above data it is found that 67% of employees are satisfied with the good working
environment and remaining are satisfied with the reputation of the organization and vision of the
company.
17. According to you which is the best source of recruitment?
61
Table
Consultant 0 0
Advertisement 40 40
Employee referral 27 27
Direct 7 7
Campus 26 26
Total 100 100
120
100
80
60
40
20
0
Consultant Advertisement Employee referral

Direct Campus Total
Interpretation:
As per the survey it is found that 40% of employees are recruited from advertisement and
remaining from employee referral, direct and campus recruitments.
18. Overall what is your satisfaction level about the recruitment & selection procedure in the
organization?
Table
62
Excellent 33 33
Good 47 47
Satisfied 20 20
Poor 0 0
Total 100 100
120
100
80
60
40
20
0
Interpretation:
As per the survey it is found that the satisfaction level about the recruitment and selection 47% of
respondents feel good and 37% of employees feel excellent and 20% of employees are satisfied
with the recruitment and selection process in the company.
63
CHAPTER-V
FINDINGS
64
 Majority of the employees are don’t have experience before joining in this company.
 Maximum of the vacancies are filled with in the organization.
 While selecting employees skills and personality traits both are considered.
 Majority of the respondents felt that internet advertisement is a best source for recruitment.
 Majority of the employees are applying in our company because of good working
conditions.
 Majority of the respondents felt that joining formalities are too much time consuming.
 Few respondents felt that references are important more than the skills and talent.
65
SUGGESTIONS:
 The company should concentrate mostly on the experienced candidates so that the work
get effective.
 It is to be suggested that the reference of an employee should be considered up to a
limited level.
 As the working conditions are good in the organization the company should make
the candidates to write the bond for minimum of two years.
 It is to be suggested that joining formalities should not take too much of time.
 The company should make maximum utilization of both internal sources & external sources.
 Based upon the skills abilities and qualification the work should be assigned.
66
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.
Weblography:
www.elcina.com
www.google.com
www.trimula cotton & agro products pvt ltd.com
67
Q
U
E
S
T
I
O
N
N
A
I
R
E
Basic information about the respondents
Name:
Age:
a) 18-20 b) 21-25 c) 26-30 d) 30 and above
Sex
a ) Male b) Female
Martial Status
a) Single b) Married
Qualification
a) P.U.C b) Graduate c) Diploma d) PG
1. Do you have any work experience before joining in this company?

a) YES b) NO
2. How did the company recruit you?

a) Internal source b) External source
3. Did you like your interview process?

a) Good b) Average c) satisfied d) Poor
68
4. What are the bases for selection of prospective employees?
A. Personnel trait (attitude personality etc.,)
B. Skills (communication & technical)
C. Both
5. What type of test do you conduct?

A. Aptitude test. C. Personality test
B. Achievement test D. All
69
6. Is Interview followed during selection?
a) YES b) NO
7. What type of interview is conduct?

A. Panel interview.
B. Stress interview.
C. Formal interview.
D. Informal interview.
E. If any other specify interview.
8. How do you rate the friendliness of the interviewer during recruitment process?
a) Excellent b) Good c) satisfied d) Poor
9. Are you working here as a

a) Temporary employee b) Permanent employee
10. Did you sign any employment contract to the management?

a) YES b) NO
11. Are you satisfied with your work for your qualification?
a) Good b) Average c) Satisfied d) Poor
12. How are your relations with your colleagues and head of the department?
13. Since how long you are working with this company?
a) Below year b) 1-3 years c) 4-6 years d) above years
14. Did you receive any promotions?

a) YES b) NO
15. Which media is highly suitable for recruitment in your organization?

a) News paper b) Television c) Radio d) Internet
16. How did you come to know about the job vacancy in
this company?
a) Internal reference b) Advertisement in
70
media/website c) Human resource recruiting consultancy d) by
casual application
17. What attracted you to apply for this job?

a) Vision of the company b) Good working environment
c) Organization’s reputation d) Job itself
18. According to you which is the best source of recruitment

a) Consultant
b) Advertisement
c)
Employee
referral d)
Direct
e) Campus
19. Overall what is your satisfaction level about the Recruitment & selection
procedure in the organization?
71

Tirumala Cotton Recruitment and Selection Recruitment and Selection RCE

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CHAPTER-I

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human Resource Management is considered with the people dimension in management.

SCOPE OF HUMAN RESOURCE MANAGEMENT

 Participative Management and

 Recent developments in HRM

RECRUITMENT AND SELECTION

STEPS IN RECRUITMENT PROCESS:

 Manuals of the organization

 Magazines of the organization, Internet

 Busy schedule of the executives also effected to some extent.

 There is a chance for bias in the information given by the respondents

History of cotton seed:

According to planning commission "Any enterprise producing and supplying chemicals

2. Technology Mission on oilseeds set up in 1996

3. Oilseeds have support price mechanisms

4. India second largest importer of edible oils (2 million MT)

5. Vanaspathi — a substitute for ghee. formed by hydrogenation of crude vegetable oil.

6. Free pricing in vanaspathi since 1989: delicensed in 1992

7. Oil season November t o October

Sanwaria agro oils limited

CORAMANDAL AGRO INDUSTRIES

Market size and Growth

Year Oil Seed Domestic Oil Imports of Total Oil

Production Availability Edible oil Availability

Edible Oil Updates (May2019)

MARKET: Industry Structure

1. Highly fragmented industry.

2. Over 600 oil extraction units. 166 vanaspathi manufacturing units.

5. Idle capacities among these units due to shortage in feedstock supply.

6. Major oil brands Sun drop. Dhara. Saffola, Sweek.ar. Postman.

7. Vanaspathi brands Dalda Rath.

Installed Capacity and Production

Vanaspathi Edible Oils

Capacity 2,720,000 30,368,000

Production 990,534 6,250,000

Utilization 36% 21%

Installed capacities and Production - in MT per Year

Key Inputs, Technology Inputs.

1. Oils primarily a commodity market price sensitive.

2. Effective distribution chain through a complex network of C & ai2ents,

Imports and Prices:

Imports during 1998-1999 – 2.38 Million MT

Prices of edible oils : RBD Palmolein Rs.23,500/M T (Wholesale, ex-Mumbai) World

1. Macroeconomic factors: Population growth, per capita income. purchasing

2 . Influence of branded products 'health message

3. Growing preference for convenience foods

Key Success Factors:

The report deals with the project in the following section

ABOUT THE PROMOTERS:

ABOUT THE COMPANY:

ABOUT THE PRESENT ACTIVITY:

MANAGEMENT & ORGANIZATION STRUCTURE:

SRI K. IIANUMANTHA RAO

SRI. P RAGHAVA RAO

SRI B. JAWAHAR BABU

SRI CH. BASAVAIAH

SRI K.V. RAMA KOTESWARA RAO 4 SRI K.P.S RAMA RAO

SRI P.KOTI RAO 4 SRI AMARCHAND

THE FINISHED PRODUCTS ARE:

 Cotton seed delinters l' and 2" cut about 4-5%.

 Cotton seed soap and acid oil about 1.5%.

ABOUT THE PROCESS: