CHAPTER: 1

INDUSTRY
PROFILE

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 PROFILE OF VERKA MILK PLANT LUDHIANA

Milk production is a very important part of the agricultural economy in the state of Punjab is one

of the smallest states Indian Union with a total area of 50,362 Sq. Kms., which is 1.5% of the

Indian landmass. Dairy farming is an age-old subsidiary professional in the rural areas of Punjab

is the second largest milk producing state in India, producing around 10% of the country’s milk

productions i.e. 8 millions tones annually

I. Inception

Verka milk plant was started in year1974. Its foundation was laid down by Honourable Prakash

Singh Badal, the chief minister on June, 1970. It was registered with Punjab Diary Development

Corporation limited with 45 societies in 1972. This plant was built at the cost of RS. 1.68 Crore

with installed capacity of 75000 litres per day. Lat. Smt. Indira Ghandi inaugurated this plant on

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31 st October, 1974. At a time, is membership was 2440 and milk procurement was 10200 litres

per day. It was then taken over Milk fed Punjab in 1983 and operated by Ludhiana district

cooperative milk producer union limited in 1988. Seeing the important milk, central government

started a scheme of operating food to bring with revolution, to give the farmers a better deal and

over valued customer, better product. Central government selected Ludhiana district in Punjab as

one of the milk shed to develop. It aimed to prevent the harassment of farmer and consumers.

The milk plant is a cooperative society and farmers and i.e. Producer share all profits and losses.

Government does not provide any financial assistance to milk plant receives loan etc with the

guarantee of government. The milk plant Ludhiana is situated on the Ferozepur road, 5 kms from

the bus stand. State bank of Patiala is situated within the area of plant and post office is about 1

km away from it. Due to rapid increase in capacity utilization, its capacity has been increased to

40000 litres per day .its turnover in 2008-09 was 190 Crore

II. Objective

a. To strength diary sector, Milk fed come into existence in 1978 and Simultaneous Distt.

Milk unions were formed.

b. Village level cooperative societies were also formed on “Anand Pattern”. The system was

run by the farmers, of the farmers and for the farmers.

c. To give remuneration prices to farmer and to ensure permanent Market for the whole year

d. To provide ISO marks goods quality balanced cattle feed and fodder seed to the farmers.

It is the first plant in northern India and amongst the first ten in India cooperative sector. This is

the first milk plant in India to get ISO 9002 certification. It is also certified by Bureau of India

Standard as is-15000 organisation.

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III. Milk Procurement Network

Working on “Anand Pattern”, the process of organizing societies at village level started in

Punjab as early as1978. Presently, there is strong network of about 6432 (as on 31.3.2009) Milk

Producers Cooperative Societies organized at village level. About 3.65 lakh milk producer

members are attached to these societies. Fresh milk is produced from the milk producers twice a

day through village level societies directly without the assistance of any middleman

IV. Necessity for Production Enhancement

a. Milk production in the area increased manifold with the result. Resultantly started

receiving daily 2.50 LPD of milk.

b. To increase the participation of women 120 exclusively women societies are organized

with 15300 women members through Punjab Women Diary Project a Central Govt.

Sponsored scheme.

c. To cater to the increased demand, necessity of expansion of milk plant arose.

d. Capacity of Milk Plant enhanced from 1 lac to lac litres with additional powder. Plant of

MTs.

e. Plant has having latest Art Technology with MVR (Mechanical Vapor Reprocesses)

along with a drier with fluidized bed through which agglomerated Powder is

manufactured.

f. The profitability of the turnover of the plant improved a lot.

g. No. Of societies increased from 94 to 816 its membership from 5400 to 78400.

h. All the societies are in net profit and distribution bonus to its member.

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V. Quality of Milk and Milk Products

a. To improve the quality of raw milk, clean Milk Production program started in 650

villages and resultantly the quality of products increased.

b. Milk Plant, Ludhiana was the first in India in diary sector to get ISO certification.

c. Under ISO certification and HACCP (IS 15000) Milk Union started export of Ghee, SMP

to Gulf Countries Philippines, Manila, South Africa, Singapore, Bangladesh etc. The

export is more than 5.5 crore during the last year.

d. To future improve the quality of Raw Milk; Milk Union started 365 automatic Milk

collection stations at village level.

e. To meet the challenges of WTO Milk Union started TIFAC programme with the help of

Ministry level.

f. 22 Bulk Milk Coolers have been installed at village level to chill the milk on this spot and

to check bacterial count.

g. 28 model diary demonstration farms have been establish

h. Milk Union, Ludhiana is first in India which has installed Bectoscan word 70 lacs and

somatic cell count machine have been installed at milk plant, Ludhiana.

The latest rate of art technology in milk drying is available at this plant. Milk fed markets a wide

variety of product, which include liquid milk, skimmed milk powder, whole milk powder, diary

whitener, ghee, butter, cheese, lassi, tetra pack sweetened flavoured milk, milk in tetra pack, ice

cream, malted food verka vigour, khoa etc. These entire products are not made in this plant. It

charges commission for sales of sales of these various products. Products are lassi, ice-cream.

Milk needs are met by network of over 816 milk products societies having 78400 members in

Ludhiana district. At the first stage milk which is collected form villages is transferred to the

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 chilling centre. These are six chilling centre situated at Ramgarh Sardaran, Raikot, Samarla,

Khanna, Machhiwara, and Bija.

VI. Present Status/Achievement of the Plant

a. No. of societies increased from 94 to 816 and its membership from 5400 to 78400.

b. Milk procurement has increased from 10200 LPD to 250000 LPD.

c. Product being manufacture by Ludhiana Plant are sold at premium rates through out of

the country and in the International Market.

d. City supply has increase from 66000 LPD to 160000 LPD.

e. Turnover the plant touched to 180 crore Profit of the union has increased manifold.

f. Capacity utilization of the plant is more than 80%.

Milk union, Ludhiana is further progressing by leaps and bounds and it is hoped that in the

years to come, it will achieve excellent results and will help improve the social and economic

condition of the people at large.

VII. Organization Structure

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  Milk fed and its 11 Milk unions provide an assured market and remuneration prices to

the Milk Product.

 Milk fed has about running 10 milk plants, 2 cattle feed plant and 2 seed processing

units.

 Milk Plant at Chandigarh, Mohali and Ludhiana has got a combined certification

under ISO-9001 and ISO1500 during 1998-99.

VIII. Marketing

Milk fed Punjab is serving nationwide consumer through its network of regional offices and

strong distribution channels. Milk fed markets a wide variety of product, which include liquid

milk, skimmed milk powder, whole milk powder, dairy whitener, ghee, butter, cheese, lassi, tetra

pack sweetened flavoured milk, ice cream, malted food verka vigour, khoa etc.

Verka is brand leader in milk powders particularly in northern eastern sector and skimmed milk

powder marketed by milk fed commands a premium price over powder manufactured by

competitors who include multi-national as well as private trade and other cooperative

federations. Verka has arrived on the sheer strength of its quality, freshness and purity. It is

homemade taste at the most affordable price.

Milkfed, Punjab, is making available pasteurized milk packed and processed under hygienic

conditions at the doorsteps to the consumer. Keeping in view the lack of adequate vitamin a & d

in the diet of people, Milkfed felt its more responsibility to take care of their health by enriching

verka milk vitamin a& d.

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IX. Brand Extension
After wining faith of innumerable consumers, verka did not stop, as there was a scope for more

changing times brought new trends, needs, tastes and hopes. Verka dynamic as ever, too acquired

newer form by adding value to milk to satisfy a quality conscious society. Milkfed came up with

varied varieties of cheese like processed cheddar cheese, cheese spread, cheese single and there

were milk powders like dairy whitener skimming milk powder. Health drink like verka vigour,

sweetened flavoured milk, mango drink called Raseela. Then there were verka curd and whole

lot of different flavours of ice creams. Milk had never meant so much before.

X. Brand Awareness Initiatives

To bring awareness among the consumer about the quality of milk products, Milkfed has planned

in big way for aggressive consumer awareness and publicity campaign for verka milk products to

motivate the consumer quality milk products.

XI. Export

With competition in national market zooming up efforts to enhance export of milk

products have been made. Milkfed has established its ghee market in Middle East

Market. Verka ghee reaches all the emirates is so deep that verka ghee reaches all the

emirates and is available almost in all the super markets. The penetration is so deep that

verka ghee is available in far off labour camps. In addition to ghee, SMP was also

exported to Asian Countries like Philippines, Bangladesh and Sri-Lanka. Verka Milk Plus

(Malted Milk Food) has also been exported to Bangladesh.

XII. Other Initiatives

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Verka has also taken some quality related and technical initiatives. It has also taken initiatives to

increase women participation in milk industry. Here are some of details.

 Quality Assured Program

Quality Assured

Program (QAP) which is

a part and parcel of

Diary Plant

Improvement Program

(DPIP) was taken up in

Ludhiana Milk Union

with the Technical

guidance from NDDB.

The main objective of

the program is to improve efficiency of plants coupled with loss management to bring down the

cost of production, improve the quality of milk and milk product manufactured to ameliorate the

general hygienic and housekeeping standards and above all to enhance the profitability and

financial viability of the milk plant to enable milk products to get better price for their products.

 Technical Initiatives

From their first milk plant verka, Milkfed has come long a way. Many new milk plants, seed

processing units and cooling units have sprung up throughout Punjab. Technical input program

have enhanced milk production. Computerized feed formulation has led to improvement in the

quality of milk. Import of goods breeds under breed improvement program as well as artificial

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insemination program have held to an improvement in the quality of the cattle. They are today

healthier, stronger and of excellent breeds. As a result of all this and three phases of operation

flood, there has been an overall increase in supply of milk and cattle feed production. Today the

farmers are getting better prices because of increased turnover and thereby making increased

profits.

 Clean Milk Production Program

For improving quality of raw milk right from milk producer’s level, a massive programme called

“CMP” has been launched under which 195. Bulk milk coolers have been installed in the

societies and many more in pipe line. Besides, more than 100 automatic milk collection stations

have been provided to the societies for bringing efficiency and total transparency in the system.

Traditional manual of milk testing at society level is being replaced with Electronic Milk Tester.

 Setting up of By-Pass Protein Plant

To increase Milk Production and daily income of dairy farmers, Milkfed is setting up By-Pass

Protein Plant of capacity 50 M.T. per day at Khanna. Rs.1.50 crore has been approved by State

Level Sanctioning Committee under RKVY. Order has already been placed with NDDB for

setting up this plant on turnkey basis. This will provide cheaper source of proteins, essential

amino acids and improve reproductive efficiency of milk animals.

 Empowerment of Women Through Cooperatives

Milkfed realised that women participation in Dairy Cooperatives can help rural women in

becoming self confidant, self reliant and can run Dairy Cooperatives more efficiently. Presently,

out of 5300 functional societies, 794 Women Dairy Cooperative Societies are functioning. 390

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 Women Dairy Cooperative Societies have been organised under STEP (Support to Training &

Employment Programme for Women). Under STEP Milkfed received 90% grant to the tune of

Rs. 7.54 crore from Ministry of Women & Child Development.

XIII. Turnover

The annual turnover of Milkfed which was Rs.931 crores in the year 2007-08 has hit the level of

Rs.1150 crores in the year 2009-10.

TURNOVER (Rs.in Crores)

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XIV. Equity Participation

The paid-up equity of Milkfed as on 31.3.2008 was to the tune of Rs.46.86 crores which

comprises of Rs.28.93 crores from the cooperative members and balance Rs.17.93 crores from

State Government.

XV. Milkfed Growth at a Glance

PARTICULAR UNIT 04-05 05-06 06-07 07-08 08-09

FUNCTIONAL CUMMU. 6104 6101 5989 6155 6432
NOS.
SOCIETIES
MEMBERSHIP IN LACS 3.56 3.63 3.60 3.62 3.65
AVG. DAILY LKG SPD 7.81 7.82 7.78 8.21 9.21
MILK PROC
PEAK MILK LKG SPD 11.64 11.37 11.54 12.39 14.13
PROC
A.I. CLUSTER COOMU. 341 388 433 504 595
SOCS. NOS.
FODDER M.Ts. 400.30 430.00 500.00 572.00 802.00
SEED
SUPPLIED
CATTLE FEED M. Ts. 66970 66750 73577 86174 93751
SOLD
AVG. DAILY LLPD 5.27 5.67 5.81 6.16 6.58
CITY SUPPLY
SALE OF SFM LAC 35.85 42.49 41.92 61.11 56.38
PKTS/BTLS
SALE OF LAC 12.20 16.89 19.16 29.51 31.97
LASSI PACKETS
SALE OF ICE- LAC 10.23 12.18 15.61 17.68 16.06
CREAM LITRES
EXPORT RS. IN 1142.28 713.67 1140.35 1334.90 1500.00
LACS
TURNOVER RS. IN 653.00 675.00 760.00 931.00 1150.00
CRORES

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 B. Future Planning

Punjab is the state, which has pioneered the green revolution in the country. It is because of the

effort to the Punjab farmer that India now occupies an enviable position of self-reliance in

respect of food grains on the world map. Consequent upon intensification of agriculture, Punjab

agriculture has now reached saturation label beyond which future growth appears to be limited.

This necessitates a fresh look at the agricultural scenario prevailing in the state so that the Punjab

farmer who is very enterprising and is receptive to new technology continues to reap the fruits of

his labour without permanent has environment.

In view of the above, necessity was felt to make the shift towards value additional and to make

the allied occupation of dairy farming, poultry, piggery etc. A practical and viable proposition by

launching a mission called “second push in Punjab Agriculture and Allied Sectors”. The

programme aims at brining a voluntary shift in cropping pattern, introduction of

income/employment generating/productivity oriented programmes directly benefiting the farmer

of Punjab. Under the programme following schemes are proposed form dairy development

concerning Milkfed, Punjab:-

Milk Production and Hygienic Quality Improvement Assistance.

Modernization of Milk Testing.

Establishment of Method-cum-Result Demonstration Units.

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Page
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 C. SWOT ANALYSIS OF VERKA

Strengths

 Demand profile: Absolutely optimistic

 Margins: Quite reasonable, even on packed liquid milk.

 Availability of raw material: Abundant presently, more than 80% of milk produced is

flowing into the unorganized sector, which requires proper channelization.

 Technical manpower: Professionally-trained, technical human resource pool, built over

last 30 years.

Weakness

 Perishability: Pasteurization has overcome this weakness partially. Surely, many new

processes will follow to improve milk quality and extend its shelf life.

 Lack of control over yield: Theoretically there is little control over milk yield.

However, increased awareness of development like embryo transplant, artificial

insemination and properly managed animal husbandry practices, coupled with higher

income to rural milk producers should automatically lead to improvement in milk yield.

 Logistics of procurement: Woes of bad roads and inadequate transportation facility

make procurement problematic. But with the overall economic improvement in India,

these problems would also get solved.

Opportunities

 Value additional: There is phenomenal scope for innovations in product development,

packaging and presentation. Given below are potential areas of value additional.

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  Export potential: Effort to exploit export potential is already on. Amul is exporting to

Bangladesh, Shri lanka, Nigeria, and the Middle East. Verka should also focus on export

as there is growing demand for India dairy product in foreign countries.

Threats

 Competitor: Private companies have started operating in this domain. These private

companies pay more for procuring milk which may be challenge for verka.

 Strong marketing strategy by competitor by offering the discount coupons to consumer

and providing healthy commissions to the retailers.

 Strong supply chain management by the competitors.

The study of this SWOT analysis shows that the ‘strengths’ and ‘opportunities’ for outweigh

‘weaknesses’ and ‘threats’. Strengths and opportunities are fundamental and weaknesses and

threats are transitory. Success of Verka depends on factors such as an efficient yet economical

procurement network, hygienic and cost-effective processing facilities and innovativeness in the

market place. All that need to be done is: to innovate, convert into commercially exploitable

ideas.

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CHAPTER: 2
INTRODUCTION
OF
RECRUITMENT
AND SELECTION

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17
 RECRUITMENT & SELECTION PROCESS

In Recruitment firms, The main task is to recruit the different people for required job profiles.

Then provide the selections to the company. For this HR companies have to perform the following

tasks:-

 Generate the leads:

Firstly HR companies generate leads from the market, through their own contacts and

references.

 Tele-marketing:

Tele marketing is the most important part of the recruitment process because in this process they

generate leads from their candidates.

 Study the Job Profile:

The Senior HR executives study the job Profile of the candidates through tele-phonic interview

and face to face interactions. Study the job profile means what is the job, duties, responsibilities

etc. in their job is the most important part of the recruitment because in this HR Executives can

know the requirement of the candidates.

 Offer suitable Job:

After the full study of the job profile of the candidates, the Senior HR executives offers the

suitable job to the candidates and inform the new job’s duties, responsibilities etc. to the

candidates.

 Short-Listing:

If the candidates is willing to shift or change in their job means the candidates is short listed by

the HR executive. Then HR executive Gives address of the interview time, venue and

responsible person.

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 Turn Up the Candidate:

Here, turn up candidates means who gave the interview according to the company.

 Follow Up:

Follow up means, to know the results of the candidates from the clients of the company. In this

step they know about the status of the candidates. Status means where the candidates stands

means, rejected or in pipe-line.

 Provide Offer Letter:

The last but not least step of the HR companies is to provide the Offer Letter to the selected

candidates and joined them in their jobs.

Here, the duties and responsibilities of companies are finish but some companies maintain the

relations with candidates after the completion of the services of the organization.

Mostly HR consultancies maintain their links with their candidates and provide every possible

help also.

INTRODUCTION

Recruitment firms are in providing value added staffing, recruiting and work force solutions.

Having placed thousands of Jobs candidates in flexible and full time jobs, the companies offer a

wide range of career opportunities.

Recruitment firms connect Skilled, Energized employees with high performance

organizations to make the work place better. Recruitment firms developed work place solutions

that improve the business performance and profitability.

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 The main motive of this companies is to recruit the right candidate on right job.

Recruitment is the process of attracting the persons and giving the information so that they can

apply for the Job. Recruitment is the first and the foremost step. It is basically shows the positive

effect since there is no rejection in this step.

As far as the selection process is considered it means selecting the best candidate

among the various persons, who is best suited for the Job.

PRACTICLE WORK:

Under this project work, It was supposed to learn those practical aspects which are most

important in day to day functions of the companies.

 How to do tele-marketing.

 How to approach the customers.

 How to do the fact findings.

 How to get references from the customers.

 How to deal with the customers.

 How to close the case.

Through these practical aspects, Companies are able to learn & to handle the difficult

customers as well as to deal with the customers. It gives to the companies much exposure than

the theoretical knowledge.

The companies assigned the students a particular project work during the summer

training. This would involve project designing, designing of questionnaires, application of

sampling tools techniques, administering the survey, tabulation of data, application of

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statistical/managerial tools for analysis of data and drawing inference/testing hypothesis there of

and finally preparing detailed project report.

INTRODUCTION OF RECRUITMENT AND SELECTION

RECRUITMENT

Recruitment and selection are the most important functions in an organization because with the

help of these functions the management selects the best available candidate from a batch of them.

The organizations, in this growing competitive world, need to have the best of the manpower so

as to have an edge over its competitive.

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 the staffing schedule and to employ effective measured for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient working force."

The recruitment needs can be classified into-

 Planned.

 Anticipated.

 Unexpected.

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TRANSFER

Planned need arise from changes in the organization and retirement policy. These occur due the

expected changes in the organization so the management can make a proper policy for it.

Anticipated need refer to the movements in personnel which an organization can predict by

studying the trends in the internal and external environments.

Resignations, deaths, accidents and illness result in to the unexpected needs.

FEATURES:

 Recruitment is a process or a series of activities rather than a single event.

 It is a linking activity as it brings together the employers and employees.

 It is positive process because in this activity the employers want to have the

maximum number of job seekers so as to have a wider scope for choice ultimately

leading in spotting right persons for job.

 It is an important function as it makes it possible to acquire the number and type of

persons required for the effective functioning of the organization.

 It is an ongoing function in all the organizations, but the volume and nature of

recruitment varies with the size, nature and environment of the organization.

 It is a complex process because a number of factors affect it --the nature of the

job offered, image of the organization, organizational policies, working conditions

etc.

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 RECRUITMENT AND SELECTION
AT
VERKA BEVERAGES

The recruitment process at Sambhav spinning mill are divided into two parts i.e. for the staff,

HOD’S officer general manager etc. and the second for the recruitment of the worker.

Recruitment

For worker For staff

Skilled Un skilled

The company has a policy of recruiting candidates through reference of the mill employee,

worker, and their reference is checked by calling the concerned employ in the personnel

department.

They give preference to the fresher in the case of recruitment of the workers.

Only educated person are recruited at the staff members.

They give preference to the age group of recruitment the workers.

Recruitment of staff, officers, HOD’S and general manager

At Sambhav spinning mill separate process is followed for the recruitment of worker and the

staff members. The process for the recruitment of the staff member is such the first of all the vice

chairman identifies the recruitment of the general manager, then general manager identifies the

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requirement of head of department, then head of department identifies the requirement of

respective department.

At any time if the need for any person arises the department head send the requirement to the

HOD along with the description of the post.

Vice chairman

General Manager

Head of department

Recruitment of staff selection

DESIGNATION QUALIFICATION EXPERIENCE

B. Tech/ M.Tech/ 15-20 years

General manager Or
Graduate/ P.G having relative
Experience more than 15 year
Any HOD/HOS having relevant 3-5 years
Manager Function experience
1-2 years
Assistant manager
M.Tech with 6-8 years
HOD production B. Tech with 8-10 years
Diploma in with 10 years
MBA Personal 5-10 years
HOD (P & A) Or
Graduate with PGDBM & IR 10-15 years
Or equivalent

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 HOD FCA/CA/MBA 6-8 years
Commercial OR Graduate 8-15 years

HOD (PPC) Graduate or fresher MBA 3 years

B.E 6 years
HOD (Engg) Electrical/ electronic/ mechanical
diploma in
Electrical/ electronic/ mechanical 8-10 years

HOD Costing ICWA/ MCOM/ Or 6-8 years

BCOM 8-10 years

HOS (Store) P.G 3-4 years

Graduate 6-8 years

HOS (Purchase) P.G 3-5 years

Graduate 6-8 years

HOS B.Tech/ B.Sc Textile Or 4-6 years

(Labour & welfare ) Diploma in Textile 7-10 years

HOS B.Tech, M.Tech, B.Sc Textile 5-8years

(Q&A) Diploma in Textile

HOS (P&A) Graduate with diploma in labor 2 years

Law 8-10 years
graduate

HOS (Commercial) P.G 3-4 years

Graduate 6-8 years

Engg. B.E Electronical/ Electronics 3 years

Mechanical/ Chemical

Maintenance B. Tech/ B. Sc 4-6 years

Diploma in Textile 8-10 years

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LEVEL STRUCTURE OF ORGANISATION
Vice President

General Manager

Deputy General Manager

Senior Manager

Manager

Assistant Manager

Officer

Assistant Officer

Supervisor

Senior Assistant

Mechanic/Junior Chemist

Junior Mechanic

Workers

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 Process of Recruitment

Human Resource Planning

Identify the human

resource requirements
Research
Demand
Surplus
Surplus

Determine the number, levels

Organizational and critically of vacancies
recruitment
policy
Not efficient
Choose the resources &
methods of recruitment

Analyze the cost &time

involved
Job analysis
Efficient

Start implementing the

recruitment program

Select and hire the

candidates

Evaluate the program

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HUMAN RESOURCE FUNCTIONS

 Recruitment and selection.

 Performance Appraisal.

 Training and Development.

 Promotion, Transfer, Separation.

 General administration & Welfare.

 Security.

 Public Relations.

 Industrial Relations.

Recruitment for workers

The recruitment process at Sambhav spinning mill is carried at two levels which is as follows;

-Un skilled worker; As this is a spinning unit the un skilled workers are those who are very

much fresh in the field i.e. those who don’t have any experience in the field of spinning and the

process is such that firstly, all the requirement of man power has to be made by HOD makes the

necessary arrangement for their recruitment. The workers is required mostly in the production

department for producing yarn so in case the production department makes an estimate of the

worker required in the production department.

-Skilled worker; Skilled worker are those who have the experience in the field of spinning i.e.

all those who have worked in the spinning unit.

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SOURCES OF RECRUITMENT:

The various sources of recruitment are -

 Internal Sources: Include-

 Present Employees who can be transferred or given promotions.

 The retired and retrenched employees who want to return to the company.

 Dependents and relatives of the deceased and disabled employees.

 External Sources: Consist of-

 Press advertisements.

 Campus Interviews.

 Placement Agencies.

 Recommendations.

 Recruitment at factory gate.

 Employment Exchanges.

During my short stint at SSM, it was observed that the recruitment need of SSM is

diversified. It needs persons who have knowledge of use, processing of natural ingredients of

number of varied products, technical know-how of latest industrial technical knowledge, and

computer applications to pharmaceutical industry to manual workers. The importance of the

process could be understood that the present work force of SSM is 1,600 employees. Hence,

the recruitment and selection procedure should match the complexities of the need and at the

same should commensurate with the complex need of the organization.

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SELECTION

Selection is the process of choosing the best candidate out of the all the applicants. In this

process, relevant information about the applicants is collected through a series of steps so as to

evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job so that the

candidate can be entrusted with the task that matches with his credibility.

It is a process of weeding out unsuitable candidates and finally identifying the most suitable

candidates.

This process divides the candidates into two categories-the suitable ones and the unsuitable ones.

The suitable people prove to be the asset for the organization. Selection is a negative process

because in this process the management tries to minimize the number of people at each step so

that the final decision can be in the light of all the factors and at the end of it best candidate is

selected. Selected candidate the has to pass through the following stages-

 Preliminary Interview.
 Application Form.
 Selection Test.
 Selection Interview.
 Physical Examination.
 Reference Check.
 Final Approval.
 Employment.

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Preliminary Interview is the initial screening done to weed out the undesirable candidates.

This is mainly a sorting process in which the prospective candidates are given the necessary

information about the nature of the job and the organization. Necessary information about the

candidate is also taken. If the candidate is found suitable then he is selected for further

screening else he is dropped. This stage saves the time and effort of both the company and

the candidate. It avoids unnecessary waiting for the candidate and waste of money for further

processing of an unsuitable candidate.

Application Form is a traditional and widely used device for collecting information from

candidates. This form asks the candidates to fill up the necessary information regarding their

basic information like name, address, references, date of birth, marital status, educational

qualifications, experience, salary structure in previous organization and other such

information. This form is of great help because the scrutiny of this form helps to weed out

candidate who are lacking in education, experience or any other criterion provided by the

organization. It also helps in formulation of questions, which will be asked in the interview.

These forms can also be stored for future references thus maintaining a databank of the

applicants.

Selection Tests are being increasingly used in employee selection. Tests are sample of some

aspect of an individual's attitudes, behavior and performance. It also provides a systematic

basis for comparing two or more persons. The tests help to reduce bias in selection by

serving as a supplementary screening device. These are also helpful in better matching of

candidate and the job. These reveal the qualifications, which remain covered in application

form and interview.

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 Selection Interview involves the interaction of the employer and the employee. Selection

involves a personal, observational and face-to-face appraisal of candidates for employment.

It is an essential element of the selection procedure. The information obtained through

application form and test can be crosschecked in the interview.

The applicants who have crossed the above stages have to go through Physical Examination

either by the company's physician or the medical officer approved for the purpose. The main

aim is to ensure that the candidate is physically fit to perform the job. Those who are found

physically unfit are rejected.

The next stage marks of checking the references. The applicant is asked to mention in his

application form the names and addresses of two or three person who know him well. The

organization contacts them by mail or telephone. They are requested to provide their frank

opinion about the candidate without incurring any

Liability. The opinion of the references can be useful in judging the future behavior and

performance of a candidate.

The executives of the concerned departments then finally approve the candidates short-listed

by the human resource department. Employment is offered in the form of an appointment

letter mentioning the post, the rank, the salary grade, the date by which the candidate should

join and other terms and conditions in brief. Appointment is generally made on a probation of

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 one or two years. After satisfactory performance during this period the candidate is finally

confirmed in the job on permanent basis or regularized.

Selection is an important function as no organization can achieve its goals without selecting

right persons for the required job. Faulty selection leads to wastage of time and money and

spoils the environment of an organization. Scientific selection and placement of personnel

can go a long way in building up a stable workforce. It helps to reduce absenteeism and labor

turnover. Proper selection is helpful in increasing the efficiency and productivity of the

enterprise.

Selection procedure for unskilled workers

As the skilled workers are those who are not having any experience in the spinning unit they are

firstly as the trainees at the unit after which the question of their selection as a worker is to be

decided. Once the candidate coming as the unskilled worker fills the requirement form and he

fulfill certain requirements such as the age requirement of the basic qualification etc. he is

selected. In the case of skilled workers the head of the section (P & IR) issues the training card to

these worker in which the detailed regarding the worker is kept. Subsequently the names of these

candidates are posted in the trainee register, attendance register. Selection norms for the

unskilled are follow;

Mixing to blow room

Minimum age---------18y

Education--------------second to fifth

Height------------------4’8

Weight------------------40Kg

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33
Carding to speed frame

Minimum age---------18y

Education--------------fifth to twelfth

RECRUITMENT IS DISTINCT FROM EMPLOYMENT AND SELECTION

Once the required number and kind of human resources are determined, the management has to

find the places where required human resources are or will be available and also find the means

of attracting them towards the organization before selecting suitable candidates for jobs. All this

process is generally known as recruitment.

Some people use the term ‘recruitment’ for employment. These two are not one and the same.

Recruitment is only one of the steps in the entire employment process. Some others use the term

recruitment for selection. These two terms are not one and the same either.

Technically speaking the function of recruitment precedes the selection function and it

includes only finding, developing the sources of prospective employees and attracting them to

apply for jobs in an organization, whereas the selection is the process of finding out the most

suitable candidate to the job out of the candidates attracted. Formal definition of recruitment

would give clear cut idea about the function of recruitment.

Recruitment is defined as, “a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient workforce.

Edwin B Flippo defined recruitment as “process of searching for prospective employees and

stimulating them to apply for jobs in the organization.

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 Those definitions can be analyzed by discussing the processes of recruitment through systems

approach.

Sub-systems of Recruitment

The recruitment consists of the following sub-functions

1. Finding out and developing the sources where the required number and kind of employees will

be available.

2. Developing suitable techniques to attract the desirable candidates.

3. Employing the techniques to attract candidates.

4. Stimulating as many candidates as possible and asking them to apply for jobs irrespective of

number of candidates required.

Management has to attract more candidates in order to increase selection ratio (i.e. number of

applications per one job vacancy)in order to select the most suitable candidates out of the total

candidates. Recruitment is positive as it aims at increasing the number of applicants and

selection is somewhat negative as it selects the suitable candidates in which process the

unsuitable are automatically eliminated. Though, the function of recruitment seems to be easy, a

number of factors make performance of recruitment a complex one.

Factors Affecting Recruitment

Both internal and external factors affect recruitment. The external factors include supply of and

demand for human resources, employment opportunities and/or unemployment rate, labor market

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conditions, political, legal requirement and government policies, social factors, information

systems etc.

The internal factors include the company’s pay package including salary, fringe benefits and

incentives, quality of work life, organizational culture, career planning and growth opportunities,

size of the company, company’s product/services, geographical spread of the company’s

operations viz., local, national or global, company’s growth rate, Role of Trade Unions and cost

of recruitment.

Complexity of the Function of Recruitment

Performing the function of recruitment i.e. increasing the selection ratio is not as easy as it seems

to be. This is because of the hurdles created by the internal factors and external factors which

influence an organization. The first activity of recruitment i.e. searching for prospective

employees is affected by many factors like

1. Organizational policy regarding filling up of certain percentage of vacancies by internal

candidates.

2. Local candidates (sons of soil).

3 .Influence of trade unions;

4. Government regulations regarding reservations of certain number of vacancies to candidates

based on community/region/ caste/ sex;

5. Influence of recommendations, nepotism etc. As such, the management is not free to find out

or develop the source of desirable candidates and alternatively it has to divert its energies for

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developing the sources within the limits of those factors though it cannot find suitable candidates

for the jobs.

The other activity of recruitment is consequently affected by the internal factors such as:

1. Working conditions; and

2. Promotional opportunities;

3. Salary levels, type and extent of benefits;

4. Other personnel policies and practices;

5. Image of the organization;

6. Ability and skill of the management to stimulate the candidates.

It is also affected by external factors like:

1.Personnel policies and practices of various organizations regarding working conditions, salary,

benefits, promotional opportunities, employee relations etc.,

2.Career opportunities in other organizations;

3.Government regulations.

The degree of complexity of recruitment function can be minimized by formulating sound

policies. A few progressive companies in India like Larsen & Toubro, Hindustan Lever, Procter

& Gamble and a few others have exemplary policies of recruitment which even International

companies are trying to emulate. Of late Indian BPO’s and multinationals have evolved their

unique methodologies in fast recruitment and selection processes.

Every consultancy company follows this type of the recruitment process.

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EXTERNAL SOURCES OF RECRUITMENT FOR ORGANIZATIONS

External Sources Include:

(a) Campus Recruitment,

(b) Private Employment Agencies/Consultants,

(c) Public Employment Exchanges,

(d) Professional Associations,

(e) Data Banks,

(f) Casual Applicants,

(g) Similar Organizations,

(h) Trade Union.

Campus Recruitment:

Different types of organizations like industries , business firms, service organizations, social or

religious organizations can get inexperienced candidates of different types from various

educational institutions like Colleges and Universities imparting education in Science,

Commerce, Arts, Engineering and Technology, Agriculture, Medicine, Management Studies etc,

Trained candidates are recruited with different specialization in subjects, like engineering,

medicine from the training institutes of State Government or National Industrial Training

Institutes for Engineers or vocational training centers.

Most of the Universities and Institutes imparting technical education in various disciplines like

engineering technology, management studies provide facilities for campus recruitment and

selection. They maintain the bio-data and performance required of the candidates. Organizations

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seeking to recruit the candidates from this source can directly contact the institutes either in

person or by post and stimulate the candidates to apply for jobs. Most of the organizations using

the source perform the function of selection after completing recruitment in the campus of the

Institute itself with a view to minimizing time lapse and to securing the cream before it is

attracted by some other organizations.

Campus Recruitment Techniques:

Companies realize that campus recruitment is one of the best sources for recruiting the cream of

the new blood. The techniques of cam pus recruitment include:

1. Short listing the institutes based on the quality of students intake, faculty facilities and past

track record.

2. Selecting the recruiting team carefully.

3. Offering the smart pay rather than high pay package.

4. Presenting a clear image of the company and the corporate culture.

5. Present the company but do not oversell the company.

6. Getting in early. Make early bird flu.

7. Focusing on career growth opportunities that the company offers to the recruits.

8. Include young line managers and business school (B-school) and engineering School (E-

school) alumni in the recruiting team.

9. Build the relationships with the faculty, administrators and students to grab them before the

rivals do.

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Private Employment Agencies / Consultants:

Public employment agencies or consultants like ABC. Consultants in India perform the

recruitment functions on behalf of a client company by charging fee. Line managers are relieved

from recruitment functions so that they can concentrate on their operational activities and

recruitment functions is entrusted to a private agency or consultants. But due to limitations of

high cost, ineffectiveness in performance, confidential nature of this function managements

sometimes do not depend on this source. However, these agencies function effectively in the

recruitment of executives. Hence, they are also called executive search agencies. Most of the

organizations depend on this source for highly specialized positions and executive position

Public Employment Exchange:

The Government set-up Public Employment Exchanges in the country to provide information

about vacancies to the candidates and to help the organizations in finding out suitable candidates.

The Employment Exchange (Compulsory Notification or Vacancies) Act, 1959 makes it

obligatory for public sector and private sector enterprises in India to fill certain types of

vacancies through public employment exchanges. These industries have to depend on public

employment for the specified vacancies.

Professional Organizations:

Professional organizations or associations maintain complete bio-data of their members and

provide the same to various organizations on requisition. They also act as an exchange between

their members and recruiting firms in exchanging information, clarifying doubts etc.

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Organizations find this source more useful to recruit the experienced and professional employees

like executives, managers, engineers.

Data Banks:

The Management can collect the bio-data of the candidates from different sources like

Employment Exchange, educational Training Institutes, candidates etc, and feed them in the

computer. It will become another source and the company can get the particulars as and when it

needs to recruit.

Casual Applicants:

Depending upon the image of the organization, its prompt response, participation of the

organization in the local activities, level of unemployment, candidates apply casually for jobs

through mail or hand over the applications in Personnel Department. This would be a suitable

source for temporary and lower level jobs.

Similar Organizations:

Generally, experienced candidates are available in organizations producing similar products or

engaged in similar business. The management can get most suitable candidates from this source.

This would be the most effective source for executive positions and for newly established

organization or diversified or expended organizations.

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Trade Unions:

Generally, unemployed or underemployed persons or employees seeking change in employment

put a word to the trade union leaders with a view to getting suitable employment due to latter’s

intimacy with management. As such the trade union leaders are aware of the availability of

candidates. In view of this fact and in order to satisfy the trade union leaders, management

enquires with trade unions for suitable candidates. Management decides about the sources

depending upon the type of candidates needed, time lapse period, etc. It has to select the

recruitment technique(s) after deciding upon source.

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CHAPTER- 3
REVIEW
OF
LITERATURE

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43
Effective Recruitment: A Framework

K. Sangeetha
Amity Global Business School (Amity Varsity)
The IUP Journal of Business Strategy, Vol. 7, Nos. 1 & 2, pp. 93-107, March & June 2010
The changing business scenario and vigorous talent hunt underline the need for new recruitment
strategies. In this context, the importance of HR in any organization has grown several fold. Its
strong impact on Return on Investment (ROI) and company’s success in the marketplace have
placed significant emphasis on effective recruitment strategies from an individual, organizational
and societal perspectives that lead to increased ROI and economic viability of the organization.
In a nutshell, effective recruitment strategies result in developing and engaging a committed
workforce whose talent and supremacy lead to the creation of competitive advantages and
unmatchable business success in the marketplace.
A Field Experiment to Study Sex and Age Discrimination in
Selection Processes for Staff Recruitment in the Spanish Market
Rocío Albert López-Ibor
Universidad Complutense de Madrid (UCM)
The International Journal of Human Resource Management
This article presents the findings of a field experiment carried out in Madrid which aim was to a
analyse gender and age discrimination in hiring in the labour market of Madrid. A set of five
pairs of fictitious man-woman curricula were sent in response to 1,062 job offers in six
occupations which were advertised on Internet over an eight-month period. It was quantified
subsequently the extent to which the different firms contacted more or less the candidates of
different sex, age and marital status. No discrimination is detected against women in terms of
access to job interviews; however, discriminatory conduct is seen regarding the phenomenon of
occupational gender, in the sense that there is a continuance among employers of stereotyped
views on the greater suitability of women for certain tasks. No evidence is found to indicate
firms showing relative discrimination against married women with children in the first phase of
hiring process. And a clear evidence of discrimination is obtained on the basis of age: firms show
a substantial fall in interest over interviewing 38-year-old candidates (compared to those aged 24

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or 28). This would imply that the tendency to discriminate against older workers may be high,
and, what is more, it may start at a surprisingly young age.

A Comparative Study on Costs Incurred in Recruitment Process, BPO Sector,

India
Sreekanth Sharma

VMR Institute of Technology and Management Sciences

March 13, 2010

Employees are the back bone of every organization. The Human Resources (HR) department
processes all the activities concerned to employees’ right from the beginning to exit. The main
and the most critical activity of HR is Recruitment. Every business activity will incur some cost
directly or indirectly, recruitment also includes some costs. Whenever the cost variable is
present, automatically the Finance department involves directly or indirectly.

The BPO sector is the booming one in the current market after the Global Financial Crisis. The
main objective of the study is to compare the costs incurred in different types of recruitment.

The Decision to Recruit Online: A Descriptive Study

Eleanna Galanaki
Athens University of Economics and Business
Career Development International, Volume 7, Issue 4, 2002

Online Recruitment is a new tool, at the disposal of the HR departments, which has known a
phenomenal success in very short time. This paper presents the findings of some descriptive
research, involving UK IT companies. The research tries to identify the effect that the perceived
attributes of the practice have on the decision of companies to recruit through the Internet. The
attributes tested are cost effectiveness; recruitment cycle time; response rate; quality of response;
impact on the image of the company; targeting of specific niches; targeting of the passive job-
seeker; worldwide coverage; necessary resources, time and effort to implement; attractiveness of
the mean to the job seekers (especially IT professionals and young graduates); risk of overload of

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answers; and impact of the size and reputation of the company. The paper provides an insight on
how the companies perceive and value online recruitment.

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 CHAPTER:4

OBJECTIVES OF
THE STUDY

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47
OBJECTIVE OF THE STUDY

 To identify the recruitment procedure.

 Find out the effective way to recruit the employees.

 To identify the employees opinion about organization’s recruiting

system.

 Meet the organization legal and social obligation regarding the composition and
development of workforce.

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 CHAPTER:5

NEED AND SCOPE

OF THE STUDY

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49
NEED OF STUDY

 Find the effectiveness of various recruiting techniques and sources for all type of job
applicant.

 Increases organizational and individual effectiveness in short and long term.

 Start – identify and preparing potential job applicant who will be appropriate candidates.

 Help reduces the probability that job applicant once recruited and selected will leave the
organization only a short period of time.

 Help the increase success rate of the selection process by reducing the number of,
obviously under qualified or over qualified job analysis.

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SCOPE OF STUDY

 To recruit and retain the human resource of required quantity and quality.

 To foresee the impact of technology on work, existing employee and further human
resource requirement.

 To minimize imbalances caused due to non-availability of human resources of right kind,

right number in right time and right place.

 To identify and individual and group needs.

 To create facilities and opportunities for individual or group development.

 Recruitment of right personnel possessive requisition skills, knowledge and competence.

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 CHAPTER:6

RESEARCH
METHODOLOGY

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52
Research Methodology
Research Methodology is a way to systematically solve the research problem. When we
talk about research methodology we not only talk about research methods but also talk about the
logic behind the method we use in the context of our research that's why our research results are
capable of being evaluated either by the researcher himself or by others.

The purpose of this section is to describe the methodology carried out complete the work.
The methodology plays a dominant role in any research work. The effectiveness of any research
work depends upon the correctness and effectiveness of the research methodology.

RESEARCH DESIGN
A research design is an arrangement of conditions for collection & analysis of data in a
manner that aims to combine relevance to the research purpose with the economy in procedure. It
constitutes the blueprint for collection, measurement & analysis of data. I have used convenient,
analytical and descriptive method.

RESEARCH INSTRUMENTS

Questionnaire is most common research instrument in collecting primary data during

marketing research. A questionnaire consists of a set of questions presented to respondents.
Because of its flexibility, the questionnaire is by far the most common instrument used to collect
primary data.

SAMPLING TECHNIQUE
In order to take the sample for the study sample technique selected is Random sampling
technique.

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SAMPLE SIZE
100 respndents.

DATA COLLECTION
Primary Data – It will be taken from the randomly selected people from the retailers,
customers.
Secondary Data – It will be taken from various books, journals, newspapers and various
Internet websites.

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 CHAPTER:7

ANALYSIS &
INTERPRETATION OF
THE STUDY

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55
Q1) Respondent comes to know about the job

Table-1

Particulars Respondents %

Personal sources 60 60
advertisement 40 40
Employment
exchange 0 0
Any other 0 0
Total 100 100

GRAPH-1

INTERPRETATION: The above table shows that 60% people have come to know about the
job from personal resources and rest 40% through advertisement.

ANALYSIS: The analysis is in conjunction with the recruitment policy of the company that
the major source of recruitment is through the contacts of the mill person.

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2) Respondents applied for the job because of
Table-2

Particulars Respondents %

Good Salary 10 10
Goodwill and carrier 60 60
chances
Good management
10 10
Good promotion 0
Good atmosphere 10 10
Total 100 100
Grah-2

INTERPRETATION:
The above table shows it that why the candidate apply for the job
in the company 20% say that they applied because the company was offering them good salary
and only 10% due to the good working condition ,and only 10% says that they applied due to the
good management . The majority of the respondent’s i.e.60% said that they applied due to the
better chances of growth.

ANALYSIS:
The analysis is that the company is having a very favorable point in the sense
that most of the person are applying because they are seeing the chances of growth and this is
also a sign of the good will of the company in away.

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3) No of Calls are made by the recruiter
TABLE-3
Particulars No. of respondents %
Less than 15 4 13.3
Between 15-20 17 56.7
More than 20 9 30%
Total 30 100

GRAPH-3

56.7
60
In
50
less than 15
40
30
30 between 15-20

20 13.3
more than 20
10

INTERPRETATION:
13.3% recruiters make at least less than 15 calls in a week and
56.6% make at least 15-20 calls in a week, 30% recruiters make more than 20 calls in a week.

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 4) PERCENTAGE OF RESUME FORWARDED FOR
FORMATING PURPOSES
TABLE-4

Particulars No. of respondents %

5 66 66.6
5-10 18 26.7
Above 10 16 6.7
Total 30 100

6.7

a b ov e 1 0

2 6. 7 5 to 1 0

66 .6

0 10 20 30 40 50 60 70

INTERPRETATION:
66.6% recruiters forward 5 resumes for formatting purpose in a
day, 26.6% recruiters forward 5-10 resumes in a day and only 6.6% recruiters forward above 10
resumes for formatting purpose in a day.

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5) Worker got employment through personal contact

TABLE-5
PARTICULLARS NO. OFESPONDENT %
1 10 10
2-4 30 30
4-6 60 60
TOTAL 100 100

CHART-5

INTERPRETATION:
The above table shows that 10 worker/ employ recruit 1
workers in the company, 30 workers are recruit 2-4 workers in the company and 60 worker help
to recruit 4-6 new employ/worker in the company.

ANALYASIS:
The analysis of the above presentation is that most of the workers are
recruited by the references of old employees.

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 6) Telephonic interview is sufficient or not

TABLE-6
PARTICULLARS NO. OFESPONDENT %
Yes 70 70
No 30 30
Total 100 100

CHART -6

INTERPRETATION:
The above table shows 30% employees think that telephonic
interview is not sufficient to judge the overall capabilities of the worker. Other hand 70%
employees respond that telephonic interview is sufficient for recruitment process.

ANALYSIS:
As 70% person are agree and 30% person are strongly agreeing that test
should be a part of the selection procedure it clearly shows that the staff members know the
important of these test.

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 7) PERCENTGE OF RESPONDENT GOT
ENCOURAGEMENT ON PERFORMANCE
TABLE-7

PARTICULLARS NO. OFESPONDENT %

Yes 100 100
No 0 0
Total 100 100

CHART-7

INTERPRETATION:
The above presentation shows that 100% employees respond
that their performance encouraged at work.

ANALYSIS:
The analysis is that the performance appraisal policy of the company is liked
by the employ and staff members.

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 8) REFERENCE OF OLD EMPLOY
Table-8

PARTICULLARS NO. OFESPONDENT %

True 60 60
False 40 40
Total 100 100

CHART-8

INREPRETATION:
The above chart shows that 60% worker say that it’s true that company
wants the reference of old employ and 40%said that it’s false.

ANALYSIS:
As the majority of worker 60% says it is true it means the company prefers
the new employ who has the reference of old employ and left 40% workers are unaware of the
recruitment policy.

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 9) Percentage of respondent undergone training
programme

Table-9

PARTICULLARS NO. OFESPONDENT %

Yes 70 70
No 30 30
Total 100 100

Chart-9

INTERPRETATION:
The chart shows very clearly that 70% respondent says that they
have undergone the training programme in the company and 30% member says that they have
not undergone any training programme.

ANALYSIS:
The presentation is in conjunction with the training policy of the company
according to which the aim of the company is to develop the human resource of the company
through continuous training.

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10) No. of respondents who have given suggestion to
the company

Table-10

PARTICULLARS NO. OFESPONDENT %

Yes 20 20
No 80 80
Total 100 100

Chart-10

INTERPRETATION:
The above table shows that 20% workers say that they give
suggestion for the welfare of the company, 21%said that they have never given any suggestion
for the company.

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 11) No of respondent who like different working
mode
Table-11

PARTICULLARS NO. OFESPONDENT %

Team work 64 64
Individual 36 36
Total 100 100

Chart-10

INTERPRETATION:
The above presentation shows that 90% workers say that if
given a chance they would like team working mode and only 10% said that they would like
individual mode of working.

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 12) Satisfaction level of respondent
Table-12

PARTICULLARS NO. OFESPONDENT %

Yes 80 80
No 20 20
Total 100 100

Chart-12

ANALYSIS:
The analysis is that majority of the worker 80% are satisfied with the
development programmed carried by the company but at the same time these 20% workers
should not be ignored as this is not a small proportion of the total worker.

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 CHAPTER:8

FINDINGS,
CONCLUSION AND
LIMITATIONS

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 FINDINGS
These findings are based on the information, which was collected from various respondents
through the questionnaires. After gone through the entire questionnaire I have found that.

- The major source of recruitment is through the contact of the mill person.

- The preference is given to the internal source as compared to external source

of recruitment.

- There is congenial working atmosphere and healthy relation between employ

and employer.

- Even the staff members had gone through the training programme.

- Upper level (staff level) more satisfied then middle or lower level.

- The company gives importance to reference of old employ .

- Test should be a part of the selection procedure.

- The majority of the respondent’s i.e.60% said that they applied due to the better chances
of growth.

- 13.3% recruiters make at least less than 15 calls in a week and 56.6% make
at least 15-20 calls in a week, 30% recruiters make more than 20 calls in a
week.

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 CONCLUSION

The project work aims at the study of the procurement and development of human
resource at Sambhav Spinning mill.

As we know that the procurement and development function are very

important for the company because with the help of the recruitment function we
recruit worker in the organization. And training is also very important because it
makes the worker novel and familiar with machines. Even the company works
upon it. The company has a separate training class and workers are happy to join
the training class and learn very much from the training programme.

Training helps to increase the efficiency of the workers and make

them more fruitful. It is observed that the worker attend the training session very
sincerity and with full punctuality.

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 LIMITATIONS
The following are the limitations of the study:

- The data for recruitment and selection for the employees is not easily
available.
- Language is one of the major problems during conversation with employ.
- Employ doesn’t fill questionnaire with honesty.
- This study is restricted to Sambhav spinning mill only.

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 CHAPTER:9

SUGGESTIONS

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72
 SUGGESTION

- As the analysis shows it very clearly that most of the workers they
are not aware of the performance appraisal policy of the company.
So the company should make an effort to take sure that the worker
also knows the performance appraisal policy of the company.

- Most of the workers say that if given a chance they would like to
work in a team so the management should consider this point also
as this can have an effect on the performance of the workers.

- This is seen in the staff category as well as the worker category

that they are not so encouraged to give suggestion for the welfare
of the company so they should be encouraged to do so by giving
them proper training.

 Spend time to understand the requirement

 Be fast-do not spend unnecessary time on a requirement

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QUESTIONNAIRE

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 QUESTIONNAIRE
Q1) How do you come know about the job?

(a) Personal sources (b) Advertisement

(c) Employ exchange (d) Any other

Q2) Why did you apply for the job?

(a) Good salary (b) Good per motion

(c) Goodwill/carrier chances (d) Good management

Q3) At least how many calls are made by the recruiter?

(a) Less than 15: : (b) Between 15 - 20: (C)20

Q4) Number of resumes forwarded to the manager for formatting

Purpose?

(a) 5: (b) 5-10 :

Q5) How many worker got employment through your contacts?

(a) 0-1 (b) 2-4 (c) 4-6

Q6) Do you think that telephonic interview is sufficient to judge the overall
capabilities of the candidate?

(a) Yes: (b) No:

Q7) Does anybody encourages your performance at work?

(a)Yes: (c) No:

Q8) Companies want the reference of old employ it is?

(a) TRUE: (b) FALSE:

Q9) Have you gone under any training programme?

(a) Yes: (b) No:

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Q10) Have you ever given any suggestion to the company?

(a) Yes: (b) No:

Q11) Which mode of working does you like the most?

(a) Individual: (b) team work:

Q12) Are you satisfied with the development programme of the company?

(a) Yes: (b) No:

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BIBLIOGRAPHY

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Bibliography

 www.verka.com

 http://www.yahoo.com

 http://www.google.com

 http://www.monster.com

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