Chapter No-1 Introduction To The Study: Yashwantrao Mohite Institute of Management, Karad

BBA PROGRAMME 2019-20 BHARATI VIDYAPEETH (DEEMED TO BE UNIVERSITY),PUNE
Chapter No-1
Introduction To The Study
YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 1

INTRODUCTION
The study highlights on Recruitment and selection Process of
“JAYWANTRAO BHOSALE MILK & MILK PRODUCTS L.T.D.
RETHARE BK.” The establishment of a “JAYWANTRAO
BHOSALE MILK & MILK PRODUCTS L.T.D. RETHARE BK.” Is
in 2004.Initiated for the cause of economic solution of the poor
farmer,it‟s soon metamorphosed in a nationwide movement contributing
immensely to nation economic.
Researcher has undertaken project work on “RECRUITMENT

AND SELECTION PROCESS with special reference to
JAYAWANTRAO BHOSALE MILK PRODUCT L.T.D.
RETHRE.BK.” for knowing different views regarding the product and
services of the organization. The compony manufactures animal feed
especially for cows and buffelos.

OBJECTIVES OF THE STUDY

The objectives of the project are as follows:
 To learn basic functions of recruitment and selection in an organization.

 To study the recruitment and selection procedure followed in Jaywantrao
Bhosale milk & Milk product.
 To study the various sources of recruitment followed in Jaywantrao Bhosale
Milk & Milk Products L.T.D. Rethare Bk.
 To acknowledge with the criteria and skills taken into consideration before
recruiting the applicant & methods followed.

SCOPE OF THE STUDY

 Geographical scope: The Geographical Scope of the study is confirmed
with the geographical location of the plant.
AT/p-RETHARE BK.
TAL- KARAD
DIST-SATARA,MAHARASHTRA
PIN N O- 415 110
 Conceptual scope:
The Conceptual scope of the study is confirmed with “Recruitment and

selection.”
 Analytical scope:
the analytical scope of the study is confirmed with the analysis of the data by
various statistical methods like percentage,graphs etc.
 Functional scope:
The functional scope of the study is related to the functions of the recruitment
and selection concept.

LIMITATIONS OF THE STUDY

 While working on this project the following difficulties where
the terms of references which were limitations on the study:
 Many of the employees were not present at their respective
places due to various commitments and this posed a difficulty in
collection of information.
 Not all the records and reports are documented extensively in
the organization ;this makes it diffiocult to collect information
for previous years,Likr total number of recruitmernts foir last
few years.
 During the project study on the field though most employees
wew co-operative some were not able to spare adequate time to
interact and give the information.

RESEARCH METHODOLOGY
In everyday life,every human being has to face many problems
viz.social,economic,financial problems.These problems in life require
acceptable and effective solutions and for thisa purpose,research is
required and a methodology applied for solution can be found out.
RESEARCH DESIGN:
A research design is the arrengment of collection and analysis of

data from the employee in a manner that is relevance to the research purpose as
per the compony‟s guidelines.Research is a journey from known to unknown
facts.The mnanipulation of things,concepts or symbols for the purpose of
generalizing to extend,correct or verify knowledge,ehether that knowledge aids
in construction of theory or in practice of an art.it is the descriptive research and
to find the effectiveness of Recruitment and selection.
METHODS OF DATA COLLECTION:
The ethodology involves data collection through both the primary

and the secondary mode.Both the modes of the data collection holds great
importance as primary data involves information that is directly from the source
and also precise however secondary data provides us with different views on
the same topic so that we can have diverse understanding of thbe subject an d
also helps to know the topic better.
1.Primary Data:
The primary mode of data collection involves collecting the data

which is direct from the source.the primary data collection involves collecting
the data through the following sources.
(A) Questionnaire:
A structured questionnaire was used in which questions about the
recruitment process were sked and also the questions related to
interview,screening of the bio-data were also the questions related to
interview,screening of the bio-data were also asked from the concerned
individuals.

(B) Interview:
The data was collected by taking interview of the candidates.The
questions were asked about the recruitment and selection
procedure.
(C)Through Interaction:
The data was also collected through discussion with HR Manager
about the recruitment and selection process.
2. Secondary Data:
The second mode is also important as it provides us with the

different ciews of others who have done some work on the same field.This
process also involves getting expert opinion and also is important in finding out
the different way things can be done.
The secondary data collection includes collecting data from

following Sources:
 Compony Manual
 Compony Reports
 Records of Organization
 Magazines
 Compony Web sites
 Books
SAMPLE SIZE AND METHODS OF SAMPLING:
 70 Candidates were randomly selected from different departments.

Chapter No-2
COMPONY PROFILE

INTRODUCTION OF THE ORGANIZATION:

The milk product is working hard in all seasons.To give them the
proper rate of milk and increase the standard of living. Dr Sureshji
Bhosale penetrating vision marked toward the establishment of rethra
dairy.
“Jaywantrao bhosale milk product l.t.d. rethre bk.”this milk dairy is

popular milk dairy not only in karad taluka but also satara district.The
founder of milk dairy Dr.Sureshji Bhosale.He main intention of milk
dairy is to give maximum rate of the milk & quality product to the
customers.

HISTORY OF ORGANIZATION:
“Jaywantrao Bhosale Milk & Milk Product LTD.Rethre
Bk.is firm in rethre sector started by first generation entrepreneur
Mr.Suresh Bhosale is chairman of organization.Mr S.S.Kamble is
Managing Director.The firm had get up its manufacturing plant
with capital layout of Rs 50 lack in 2004 productions capacity was
further expanded in March 2005 by launching new techniques.
In the past time,the milk production was not economic or on

industrial basis,because there was no market for milk and lack of
transportation facilities made.But aftewr independent,when
urbanization was grown up and transport facilities made
available,milk product in rural area transported to the urban areas
which was now the new market.Milk produced in rural area
transported and marketed in these cities by middleman.The profit
went to the middleman.

VISION:
Testing of milk & milk product & raw material as per quality plan.
MISSION
1. It is our endeavor to serve quality Farm-fresh milk & milk product to
customer.
2. We care for our employees.
3. We are commited to provide remunerativbe prices & essential milk
product.

QUALITY POLICY:
To meet our commitment we ensure:-

1. Procedure excellent quality of risk.
2. Processing by using an advance technology.
3. Positive participation pf all level employees.
4. To pay best prices & excellent input services to our milk
production.

CHAPTER NO-3
THEORETICAL BACKGROUND

RECRUITMENT AND SELECTION
3.1 INTRODUCTION:
Recruitment and selection are
two of the most important function
of personal
management.Recruitment precceds
selection and helps in selecting a
right camdidate.
Recruitment is a process to
discover the sources of manpower to
meet the Recruitment of the staffing schedule and to employ effective
measures for attracting that manpower in adequate numbers to facilate
effective selection of efficient personnel.
Staffing is one basic function og management.All managers have
responsibility of staffing function by selecting the chief executive and
even the foremen and supervisors have a staffing responsibility when
they select the rank and file workers.However,the personnel manager and
his personnel department are mainly concerned with the staffing
function.
Every organization needs to look after recruitment and selection in
the initial period and thereafter as and when additional manpower is
required due to expansion and development of business activities.
„Right Person Right Job‟ is the basic principle in recruitment and
selection.Ever organization should give attention to the selection of its
manpower,especially its managers.The operative manpower is equally
important and essential for the orderly working of an enterprise.Every
business organization/unit needs manpower for carrying different
business activities smoothly and efficiently and for the recruitment and
selection of suitable candidates is essential.Human resource management
in an organization will not be possible if unsuitable persons are selected
and employment in business unit.

3.2 RECRUITMENT
3.2.1 MEANING:
Recruitment means to estimate the available Vacancies and to

make suitable arrengments for their selection and
appointment.Recruitment is understood as the process of searching for
and obtaining applicants for the jobs,from among whom the right people
can be selected.
A formal definition states,”It is the process of finding and

attracting capable applicants for the employment.The process begins
whwn new recruits are sought and ends when their applicants are
submitted.The result is a pool of applicants from which new employees
are selected.”In this,the available vacancies are given wide publicity and
suitable candidates are encouraged to submit applicants so as to have a
pool of eligible candidates for scientific selection.
In recruitment,information is collected from interested

candidates.For this different source such as newspaper
advertisement,employment exchanges,internal promotion,etc.are used.
In the recruitment,a pool of eligible and interested candidates is

created for selection of most suitable candidates.Recruitment represents
the first contact that a compony makes with potential employees.

3.2.2 DEFINATION:
According to EDWIN FLIPO, “Recruitment is the process
of searching for prospective employees and stimulating them to
apply for jobs in the organization.”
3.3 SOURCES OF RECRUITMENT:

Every organization has the option of choosing the candidates
for its recruitment processes from two kinds of sources: internal
and external sources.The sources within the organization itself
(like transfer of employees from one department to
other,promotions) to fill a position are known as the intrenaal
sources of recruitment. Recruitment candidates from all the other
sources are known as the external sources of recruitment.
SOURCES OF RECRUITMENT
Internal External
Transfers Press Advertisement

Promotions Educational Industries
Upgrading Placement agencies
Demotion Employment exchanges
Retired Employees Labor Contractors
Retrenched employees Unsolicited Applicants
Depends and relatives Employee Refferals
Of deceased employees Recruitment at factory gate

A) INTERNAL SOURCES:
1.Transfer:
The employees are transferred from one department to

another according to their efficiency and experience.
2.Promotions:
The employees are promoted from one department to
another with more benefits and greater responsibility based on efficiency
and experience.
3.Upgrading and Demotion:

Others are upgrading and demotions of present employees
according to their performances.
4. Retired and Retrenched Employees:
Retired and Retrenced employee 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 the organizations as
the people are already aware of the organizational culture and the policies
and procedurs.
5.Dependents and Relatives Of decreased Employees:
The dependants and relatives of decreased employee and

disabled employees are done by many componies so that the members of
the family do not become dependant on the mercy of others.
B) EXTERNAL SOURCE
1. Press Advertisements:
Advertisements of the vacancy in newspapers and journals
are widely used source of recruitment.The main advantage of this
method is that it has a wide reach.

2. Educational Instituets:
Various management instituets,Engineering Colleges,Medical
Colleges,etc. are a good source of recruiting well qualified
executives,Engineers,Medical staff etc. They provide facilities for campus
interviews an placements.This source is known as Campus recruitment.
3.Placement Agencies:
Several private consultancy firms perform recruitment

functions on behalf of client componies by charging a fee.These agencies are
particularly suitable for recruitment of executives and specialists.It is also
known as RPO (Recruitment Process Outsourcing.)
4.Employment Exchange:
Government establishes publicemployment exchanges

throughout the country.These exchanges provide job information to job seekers
and help employers in identifying suitable candidates.
5.Labor contractor:
Manual workers can be recruited through contractors who maintain
close contacts with the source of such workers.This source is used to recruit
labor for construction jobs.
6.Unsolicited Applicants.
Many job seekers visit the office of well-known componies on
their own.Such callers are considered nuisance to the daily work routine of
the enterprise.But can help in creating the talent pool or the database of the
probable candidates for the organization.
7.Employees Referrels:
Many organizations have structured system where the

current employees of the organization can refer their friends and relatives for
some position in their organization.Also, the office bearers of trade unions are
often aware of the suitability of candidates.Management can inquire these
leaders for suitable jobs.In some organizations these are formal aggrements to
give priority in recruitment to the candidates Reccomended by trade union.

8.Recruitment at factory Gate:
Unskilled workers may be recruited at the factory gate these

may be employed whenever a permanent worker in absent.More efficient
among these may be recruited to fill permanent vacancies.

3.2.4 Factors Affecting Recruitment:
The recruitment function of the organization is affected and

governed by a mix of various internal and external forces. The internal forces or
factors are the factor that can be controlled by the organization 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 RECRUITMENTS
EXTERNAL FACTORS
INTERNAL FACTORS
 Supply and demand
 Recruitment Policy
 Labor Market
 Human Resource Plnning
 Image/Goodwill
 Size Of The Firm
 Political-Social-Legal
 Growth And Expansion
Environment
 Unemployment rate
 Competitors

A) INTRENAL FACTORS:
1. Rexruitment policy:
The recruitment policy of an organization specifies the

objectives of recruitment and provides a firmwork for implementation of
recruitment program.It may involve organizational system to be developed for
implementing recruitment programs and procedures by filling up vacencies with
best qualified people.
 FACTORS AFFECTING RECRUITMENT POLICY

 Organizational objectives.
 Personnel policies of the organization and its competitors.
 Government policies on reservations.
 Preffered sources of recruitment.
2.Human resource planning:
Effective human resource planning helps in determining the

gaps present in the existing manpower of the organization.It also helps in
determining the number of employees to be recruited and what qualification
they must possess.
3.Size of the Firm:
The size of the firm is an important factor in recruitment

process.If the organization is planning to increase its operations and expand its
business,it will think of hiring more personnel,which will handle its operations.

4.Cost of Recruitment:
Recruitment incur cost to the

employer,therefore,Organizations try to employ that source of recruitment
which will bear a lower cost of recruitment to the organization for candidates.
5.Growth And Expansion:
Organization will employ or think of employing more

personnel if it is expanding its operations.
B)EXTERNAL FACTORS:
1.Supply and Demand:
The availability of manpower both within and outside the

organization is an important determinant in the recruitment process.If the
compony has a demand for more professionals and there is limited supply in the
market for the professionals demanded by the compony,than the compony will
have to depend upon internal sources by providing them special training and
development programs.
2.Labor Market:
Employment conditions in the community where the

organization is located will influence the recruiting efforts of the organization.If
there is surplus of manpower at the time of recruitment,even informal attempts
at the time of recruiting like notice boards display of the requisition or
announcement in the meeting etc.will attract more than enough applicants.

3.Image/Goodwill:
Image of the employer can work as a potential constraint for

Recruitment.An organization with positive image and goodwill as an employer
finds it easier to attract and retain employees than an organization wth negative
image.image of a compony is based on what organization does and affected by
industry.For example finance was taken up by fresher MBA‟s when many many
finance componies were coming up.
4.Political-Social-Legal Enviornment:
Various government regulations prohibiting discrimination

in 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 belives would be the
best performers.If the candidate can‟t meet criteria stipulated by the union
regulations can restrict recruitment sources.
5.Unemployment Rate:
One of the factors that influence the availability of applicants

is the growth of the economy.When the compony is not creating jobs,there is
often oversupply of qualified labor which in turn leads to unemployment.
6.Competitors:
The recruitment policies of the competitors also affect the

recruitment function of the organizations.To face the competition,Many a times
the organizations have to change their recruitment policies according to the
policies being followed by the competitors.

3.2.5 METHODS OF RECRUITMEN:
There is three categories of recruitment,Namely.
METHODS OF RECRUITMENT
DIRECT INDIRECT THIRD

METHOD METHOD PARTY
METHOD
1.Direct Method:
The direct method includes sending of the recruiters to

different educational and professional institutions,employees contact with
public and mannered exibitsOne of the widely used methods is sending the
recruiters to different colleges and technical schools.
Other direct methods include sending recruiters to

conventions and seminars setting up exibits at fairs,and using mobile office to
go the desired centers.
2.Indirect Method:
Indirect method involves mainly advertising in

newspapers,on the radios,in trade and professional journals,technical magzines
and brochures.
Advertising is a very useful for recruiting blue color and

hourly worker,as well as scientific,professional,and technical employees.
Local newspaper can be good sources of bliue collar

workers,clearical employees and lower level administrative employees.

The main point is that the higher the position in the

organization the more dispersed advertisement is likely to be.The search for the
top executive might include advertisement in a national periodical,wheras the
advertisement of the blue color job usually confine to the daily newspaper.
According to the Advertisement tactic and strategy in

Personnel Recruitment,three main points need to be borne in the mind before
an advertisement in inserted.
 To visualize the type of appliacnts one is trying to recruit.

 To Write out a list of advantages the compony offers,or why
should be reader join the compony.
 To decide where to run the advertisement,Not only in which
area,but also in which newspaper having a local,state or a
nation-wide circulation.
3.Third Party Method:
These include the use of commercial or private employment

agencies,state agencies,and placement offices of schools,colleges and
professional associations recruiting firms,management consulting
firms,indoctrination seminars for college professors,and friends and relatives.
They charge a small fee from the applicant.They specialize

in specific occupation,genrel office help,salesmen,technical
workers,accountant,computer staff,engineers and executives.
Employers inform them of their personnel requirement,while

job seekers get information for them about the type of job are reffered by the
employer.School and colleges offer opportunities for recruiting their
student.They operate placement services where complete bio data and other
particular of the student are available.
Professional organization or recruiting firms maintain

complete information records about employed executive.These firms maintain
complete information records about employed executives.

3.2.6 RECRUITMENT PROCESS:
Recruitment refers to the process of identifying and

attracting job seekers so as to build a pool of qualified job applicants.The
process Comprises Five Interrelated stages.
Planning
Strategy Development
Searching
Screening
Evaluation and Control

Step 1: Planning:
The first in the recruitment process is planning.Planning

involves the translation of likely job vacencies and information about the nature
of these jobs into set of objectives or targets that specify the 1) Numbers and 2)
Types of applicants to be contracted.
 Numbers of contact:
Organization nearly always,plan to attract more applicants
than they will hire.Some of those contacted will be
uninterested,unqualified or both.Each time a recruitment program is
contemplated;one task is to estimate the number of applicants necessary
to fill all vacancies with the qualified people.
 Types of contacts:
It is basically concerned with the types of people to be

informed about job openings.The type of people depends on the
tasks and responsibilities anvolved and the qualifications and
experience expected.These details are available through job
description an job specification.
Step 2: Strategy Development:
When it is estimated that what types of recruitment and how

many are required then one has concentrate in
1) Make or Buy Employees.

2) Tchnological Sophistication of recruitment an selection
devices.
3) Geographical Distribution of labor markets comprising
job seekers.
4) Sources Of Recruitment.
5) Sequencing the activities in the recruitment process.
„Make‟ Or „Buy‟:
Organization must decide whether to hire skilled employees

and invest on training and education programs,or they can hire skilled labor and
professional.Essentially,this is the „Make‟ or „Buy‟
descision.Organizations,which hire skilled labor and professionals shall have to
pay more for these employees.

Technological Sophistication:
The second descision in strategy development relates to the

methods used in recruitment and selection.The advent of computers has made it
possible for impersonal,computers have given employers.seekers a wider scope
of options in the initial screening stage.
Where to look:
In order to reduce the costs,organizations look in to labor

markets most likely to offer the required job seekersGenerally,componies look
in to the national market for managerial and professional employees,regional or
local markets for technical employees and local markrts for the clerical and blue
volar employees.
When To Look:
An effective recruiting strategy must determine when to

look-decide on the timings of events besides knowing where and how to look
for job applicants.
Step 3 : Searching:
Once a recruitment plan and strategy are workrd out,the

search process can begin.Search involves two steps:
A. Source Activation:
Typically,sources and search methods are activated by the

issuance of an employee requisition. This means that no actual
recruiting takes place until lone managers have verified tha
vacancy does exist.
If the organization has planned well and done a good job of

developing its sources and search methods,activation soon results
in a flood of applications and/or resumes.
The application recived must be screened.Those who pass

have to be contacted and invited for interview.Unauccessful
applicants must be sent letter of regret.

B. Selling:
A second issue to be addressed in the searching process
concerns communications.Here,organization walks tightrope.On
one hand,they want to do whatever they can to attract desirable
applicants.On the other hand,they must resist the temptation of
overselling their virtues.
In selling the organization,both the message and the media
deserve attention.Message refers to the employment
advertisement.With regards to media.It may bt stated that
effectiveness of any recruiting message depends on the
media.Selection of medium or media needs to be done with a lot of
care.
Step 4 : Screening:
Screening of applicants can be regarded as an integral part of

the recruiting process.The selection process will begin after the applications
have been scrutinized and short-listed.Hiring of professors in a university is a
typical situation.Application recived in response to advertisements is screened
and only eligible applicants are called for an interview.A selection comittee
comprising the Vice-chancellor,Registrar and subject experets conducts
interview.Here,the recruitment process extends up to screening the
applications.The selection process commences only later.
Purpose of Screening:
The purpose of screening is to remove from the recruitment

process,at an early stage,those applicants who are visibly.unqualified for the
job.Effective screening can save a great deal of time and money.Care must be
exercised,however,to assure that potentially good employees are rejected
without justification.
In screening,clear job specifications are invalusable.It is both

good practice and a legal necessity that applicants qualification is judged on the
basis of their knowledge,skills,abilities and interest required to do the job.
Interview and application blanks may be used to screen

walk-ins.Campus recruiters and agency representatives use intreviews and
resumes.References checks are also useful in screening.

Step 5 : Evaluation and controls:
Evaluation and control is necessary as considerable costs are

incurred in the recruitment process.The costs generally incurred are:-
1. Salaries for recruiters.

2. Management and professional time spent on preparing
job description,job specifications,advertisements,agency
liaision and so forth.
3. The cost of advertisements or other recruitment
methods.That is,agency fees.
4. Recruitment otherheads and administrative expenses.
3.3. SELECTION
3.3.1. MEANING:
Selection is a negative process and involves the elimination

of candidates who do not have the required skills and qualification for the job
proposed.Also it is a process of differentiating between applicants in order to
identify and hire those with greater likelihood of success in job.
The objective of selection decision is to choose the

individual who can most successfully perform the job from the pool of qualified
candidates.It is the system of function and devise adopted in a given compony
to ascertain wheather the candidates specifications are matched with the job
specifications and recruitment or not.
Selection process or activities typically follow a standard

pattern,beginning with an initial screening interview and concluding with final
employment decision.The traditional selection process includes:preliminary
screening interview,completion of applicatrion form,employment
test,comprehensive interview,background investigation,physical examination
and final employment decision to hire.

3.3.2 DEFINATION:
 Selection is defined as the process which enables to differentiate

between applicants in order to identify those candidates with
greater likehood of success in a job or jobs.
 Selection is basically picking an applicant from who has the
appropriate qualification and competency to do the job.
3.3.3. BARRIERS TO EFFECTIVE SELECTION:
The main objective of selection process is to hire people

having competence and commitment towards the given job profile.But due to
some reason the main purpose of effectively selecting candidates is
defeated.These Reasons RE:
1: Perception and Halo Effecrt:
Many a times the interviewer selects a candidate according

to the perception he has or he made up while talking or looking at the
individual.This way he does not see through the caliber or the efficiency of the
individual and many times it leads to the selection of the wrong candidates.
2: Fairness:
During the selection process the interviwer does not select

the individual on the basis of his knowledge and hence the right type of the
candidates is not selected.
3: Pressure:
The people from the HR department and also have a lot of

pressure from the top management and from other top class people for selecting
the candidates they want.This ways the purpose of effective selection process
of effective selection process is defeated as they have to select that individual
wheather or not he is capable of the job that is being offered.

3.3.4 SELECTION PROCESS:
Employee selection is the process of putting right men on

right job.It is a procedure of matching organizational requirements with the
skills and qualifications of people.Effective selection can be done only when
there is effective matching.By selecting Best candidate for the required job,the
organization will get quality performance of employees.Moreover,organization
will face less of absenteeism and employee turnover problems.By selecting
right candidate for the required job,organization will also save time and
money.All the potential candidates who apply for the given job are tested.
SELECTION PROCESS
PRELIMINARY
INTERVIEW
APPLICATION
BLANK
WRITTEN
TEST
EMPLOYMENT
INTERVIEW
MEDIAL
EXAMINATION
CHECKING OF
REFERENCES
MEDIAL
EXAMINATION
APPOINTMENT
LETTER

1. Preliminary Interviews:
It is used to eliminate those candidates who do not
meet the minimum eligibility criteria laid down by the organization.The
skills,academic and family background,competencies and interests of the
candidate are examined during preliminary interview.Preliminary imterviews
are less formalized and planned than the final interviews.The candidates are
given a brief up about the compony and the job profile;and it is also
examined how much the candidate knows about the compony.Preliminary
interviews are also called screening interviews.
2. Application blanks:
The candidates who clear the preliminary interview are
required to fill application blank.It contains data record of the candidates
such as details about age,qualifications,reason for leaving previous
job,experience,etc.
3. Written Tests:
Various written tests conducted during selection procedure

are aptitude test,intelligence test,reasoning test,personality test etc.These test
are used to objectively assess the potential candidate.They should not be
biased.
4. Employment Interview:
It is a one to one interaction between the interviewer and the

potential candidate.It is used to find wheather the candidate is best suited for the
required job or not.But such interviews consume time and money
both.Moreover the competencies of the candidate cannot be judged.Such
interviews should be conducted properly.No distractions should be there in
room.There should be an honest communication between candidate and
interviewer.
5. Medial Examination:
Medial tests are conducted to ensure physical fitness of the
potential employee.It will decrease of employee absenteeism.

6. Checking References:
Candidates provides references in the application
blank.When references are checked,the referees are requested to provide
information about qualifications,abilities,character and special qualities
possessed by the candidate.
7. Appointment Letter:
A reference check is made about the candidate selected and
then finally he is appointed by giving a formal appointment Letter.
3.3.6 RECRUITMENT AND SELECTION PROCESS IN

JAYWANTRAO BHOSALE MILK AND MILK PRODUCTION.
1. Opening of the requisition:

When a need for a specific employee is need in an
organization ,a requisition is created for position.A unique number is created
for every requisition opened up the details of the job specification is
doucumented.
2. Understanding the Requisition:

Once a requisition is created,the recruitment has to
understanding the job description and the kind of person required.this
involves reading the description and through a verbal meeting with the hiring
manager.
3. Sourcing and Validating Resumes:

Once the job description is understood.The requiters use
various sources to search for the right candidates.This could be done through
jobsites,newspaper advertisements,employee referral schemes,networking
and through the compony‟s data bases.Once the right resumes are found,the
recruiter validation the resumes to check if the candidate can be brought into
the interview process by gauging the candidates intersests.

4. Sending Resumes for Shortlisting:
Once the right candidate is identified,the resumes are sent to

the hiring managers for short listed.
5. Feedback From The Manager:
The Hiring manager sends the feedback,and lets the
recruiter know if the candidates can be interviewed for that position or not.
6. Technical Interviews:
Technical interview are conducted,to check the technical

capabilities of the candidates as per the rewuirement in the job
description.
7. Manager Interview:
The manager interviews the technically cleared candidates to

check if the candidate has the necessary attitude and the soft skill required
to work in his team.
8. Documents are Validated:

All the relevant documents are validated in order to see if the
candidate has the right experience and the relevant skill on paper.
9. Document Checking:
Before the candidate is finally advised about the selection all

the certificates,in original are verified at the time of interview.If candidate
is not in a position to satisfy about his certificates,testimonials &
Credentials his case kept pending till he satisfises the personnel
department by producing supporting papers in connection with the same .

10. HR interview and Feedback is shared:
After all the documents are checked.The candidate is scheduled

for a HR interview.The HR feedback has to share with the hiring
manager,so that the hiring manager can make a decision on hiring the
particular candidate.
11. Discuss the offer details:
Once approved from everyone,the manager calls the

candidates and explains to the candidate,the details of the salary that
would be offered to him.once the candidate accepts the salary figure
offered to him,the candidates is eligible to be given on offer.
12. References Check and Medical check up:
Once the decision to offer the candidates is made,a

preliminary reference check is done and the candidates are asked to go for
his medical checkup.Only is reference checks and medical test
position.The candidates is considered fit for employees.
13. Offer Release:
An offer letter is released to the candidate,with an acceptance

copy to acknowledge his jpining on a particular date.
14. Requisition Closed:
Once the candidates join the company the requisition number

for which the candidate was interview gets closed in the system.

3.3.7. INTERVIEW AND TEST CONDUCTED IN JBMMP:
 Recruited co-ordinate interviews for all short listed candidates.

 Along with the interview test is mandatory for ateam member and lead
position.The candidate is assessed on their performances in the test,which
qualifies the interview.
 Managerial candidates need to go to through a manager questionnaire for
assessing his managerial skills.
 All candidates need to go through English Competency test which
qualifies the writer communication skills.
 Interview is based on the position details,competencies required for the
position and selection criteria for the position.
 Representative of the manager or the manager initiating the requisition
conducts technical interview.Interview findings are recorded in Technical
Evaluation sheet.The candidates needs to go through HR interview after
clearing the technical round of interview.
 HR check communication skill,relevance of education to
job,presentation,adaptability,wheather the candidates fits into of our
Compenstion band etc. Findings of the same are recorded in HR
evaluation sheet.
 HR is also involved in negotiating “Terms of the offer” with the selected
candidate in accordance with the staffing policy.
 Recruiters provide timely feedback to all candidates regarding the results
of the selection process.
 Even if the position needs to be closed with higher priority,staffing
process is followed in totality.

3.3.8 OBSERVATION AT THE TIME OF INTERVIEW:
Interview is the most important part as the main thing lies in the fact
that how the persons interacts with other individual and how does he/she reacts
to a particular situation.The following Characteristics are taken into
consideration.
1. Soft Skills:
With the soft skills the interviewer checks upon the how the particular
candidate answers to all the questions and how does the candidate answers all
the questions that has been asked by him.
2. Confidence:
This is to check wheather the candidate belives in capabilities.The
interviewer also focuses on how positively the candidate answers all the
things.It is also to check wheather he belives in what he has done and belives in
himself or not.
3. Way to tackle Questions:
In this point the recruiter observes how the candidate would tackle the
questions if he is asked question out of his comfort zone.It is also seen whether
if the candidate doesn‟t know the answers to any question then how the
candidate does tackle the situation.
4. Way of Answering:
Way of answering tend to observe the fact the how positive the
candidate is while answering the question and if the candidate is taking the
question on a serious note or not.
5. Eligibility for the profile:
Every profile stands an eligibility criteria like the SDM profile for
retail sales the educational qualifications.

Chapter No-4
DATA ANALYISIS AND INTERPRITATION

DATA ANALYIS
DATA ANALYIS AND INTERPITATION
Following Questions were asked in the compony and data was analysed.
 1. Opinion for overall Recruitment and Selection process of

“JAYAWANTRAO BHOSALE MILK & MILK PRODUCT”.
NO.OF IN
Sr.No. RESPONSES
PERSONS PERCENTAGE
1. Excellent 7 10
2. Good 49 70
3. Satisfactory 14 20
4. Poor 0 0
Total 70 100%
INTERPRETATION:
10%
0%
20% 70%
Interpretation:
This statement is an attempt to identify the opinion for overall recruitment

and selection process in JAYWANRRAO BHOSALE MILK & MILK
PRODUCT.The result above clearly shows that 70% employee‟s say that it is a
good process, 20% say that it is a satisfactory process, 10% it is an excellent
process.
Conclusion:
Hence it is concluded that,majority of employees are say that the

recruitment & selection process is good.

 2. Information about the openings in JAYWANTRAO BHOSALE

MILK & MILK PRODUCT.
NO.OF IN
Sr.No. RESPONSES
PERSONS PERCENTAGE
1. Friends 7 10
2. Internet 49 70
3. Newspaper 14 20
4. Others 0 0
Total 70 100%
Chart Title
45
40
35
30
25
20
15
10
0
Friends Internet News Paper Others
Interoretation:
This statement is an attempt to identify how the
employees come to know about the openings in the JAYWANTRAO
BHOSALE MILK & MILK PRODUCRT.The above result clearly
states that 41% of the employees come to know from their
friends,39%come to know through internet,4% through newspaper and
remaining 16% through others like placement agencies.
Conclusion:
The advertisement is source of recruitment &
selection.

 3. Opinon about the company‟s main source of recruitment.
NO.OF IN
Sr.No. RESPONSES
PERSONS PERCENTAGE
1. Job Portals 35 50
2. Newspaper Ads 7 10
3. Direct 14 20
Recruitment
4. Placement 9 13
Agencies
5. Others 5 7
Total 70 100%
60
50
40
30
20
10
0
Job Portals Newspaper Ads Dirct Recruitmtnt Placement Agency Others
Interpretation:
This statement is an attempt to identify the mein
source of recruitment of JAYWANTRAO BHOSALE MILK & MILK
PRODUCTS.according the employees.
The above results clearly states that 50% should be
through job portals, 20% through direct recruitment, 13% through
placement agency, 10% by newspaper ads and remaining 7% through
others like friends,references.
Conclusion:
It is concluded that the compony is fever & Trust
about great job portable.local newspaper and agency helped in search
job.

 4. Opinion about the best recruitment sources according to your

preferences.
NO.OF IN
Sr.No. RESPONSES
PERSONS PERCENTAGE
1. Internal 14 20
2. External 7 10
3. Both 49 70
Total 70 100%
10%
20% Internal
Both
70% External
Interpretation:
This statement is an attempt to identify the Best recruitment
source according to the employees.
The above results clearly states that 70% of the employees
think it should be both i.e. internal and external, 20% think it should be
only internal recruitment and remaining 10% think it should be only
external recruitment.
Conclusion:
It is concluded that, both are good recruitment sources.But
external best recruitment sourc according to the employees.

 5. Your interest towards joining the organization.
NO.OF IN
Sr.No. RESPONSES
PERSONS PERCENTAGE
1. Content Of Job 8 11
2. Promotion 5 7
Opportunity
3. Size of compony 12 18
4. Hours of 7 10
working
5. Salary 24 34
6. Location 14 20
7. Others 0 0
Total 70 100%
40
35
30
25
20
15
10
5
0
Content Of Promotion Size Of Hours Salary Location Others
Job Comony
Content Of Job Promotion Opportunity Size Of Compony Hours Of Working

Salary Location Others
Interpretation:
This statement is an attempt to identify to what the
employees were reacted most initially.
The above results clearly states that 34% is attracted to
salary, 20% for location,18% for the size of the compony,11% for content
of job,10% for hours of working and remaining 7% for promotion
opportunity.
Conclusion:
Salary is main effective part before joining.Many employee
are said good salary good work.

 6. Interview Rounds You have undergone.
NO.OF IN
Sr.No. RESPONSES
PERSONS PERCENTAGE
1. 1 Round 14 20
2. 2 Rounds 21 20
3. 3 & 3+ 35 50
Total 70 100%
50
40
30
20
10
1 Round 2 Round 3 & 3+
Interpretation:
This statement is an attempt to identify the no.of rounds of
interview the employees has gone through.
The above results clearly states that 50% employees has
gone through 3 and 3 rounds during their interview, 30% employees went
through 2 rounds and remaining 20% employees went only through 1
round of interview.
Conclusion:
It concludes that, There round is limit of selection
process.Because many time employee is not performed every round.

 7. Your opinion about the interview round conducted.
NO.OF IN
Sr.No. RESPONSES
PERSONS PERCENTAGE
1. Yes 32 46
2. No 10 14
3. To Some extent 17 24
4. Can‟t say 11 16
Total 70 100%
50
45
40
35
Can't Say
30
25 To Some Extent
20 No
15 Yes
10
5
0
Yes No To Some Can't Say
Extent
Interpretation:
This statement an attempt to identify how the employees feel
about the interview rounds conducted in JAYWANTRAO BHOSALE
MILK & MILK PRODUCT.
The above result clearly states that 46% employees are
satisfied with the interview rounds, 24% are satisfied to some extent, 14%
employees are not satisfied and remaining 16% employees were not able
to give any comment.
Conclusion:
Most of the employees are satisfied about interview round
conducted.

 8. Subject Knowledge of interviewer.
NO.OF IN
Sr.No. RESPONSES
PERSONS PERCENTAGE
1. Yes 58 83
2. No 12 17
Total 70 100%
90
Yes No
80
70
60
50
40
30
20
10
0
Yes No
Interpretation:
This statement is an attempt to identify whether the
job profile was communicated properly to the employees.
The Above results clearly stated that 83% employees
have been communicated properly and they have satisfactory subject
knowledge and 17% employees required to improve their subject
Knowledge.
Conclusion:
It Is concluded that most of the employees have the
satisfactory knowledge.

 9. The method of communication For your selection.
NO.OF IN
Sr.No. RESPONSES
PERSONS PERCENTAGE
1. Post 3 4
2. Emails 15 22
3. Telephone 52 74
4. Total 70 100%
Emails, 22%
Post, 4%
Telephone, 74%
Interpretation:
The above result clearly shows that 74%

employees were communicated through Telephone, 22% through
Sending Mails and Reamaining 4% employee were communicated
through post regarding their selection.
Conclusion:
Mostly Time Compony uses the telephonic

communication method for Selection.

Chapter No- 5
OBSERVATIONS AND FINDINGS
SUGGESTION AND CONCLUSION

OBSERVATIONS AND FINDINGS
Following are the observations and findings after studying recruitment

and selection procedure in JAYWANTRAO BHOSALE MILK & MILK
PRODUCT.
 Most Of the bcandidate belongs to Male Category.
 Most of the candidates were Expecting high Salary.
 Most of the candidate understand about job openings through friends and
job portals.
 The organization doesn‟t have campus interviews in case of Fresher.
 The compony doesn‟t take feedback from the candidates after the
interview round.
 Interviewer in the compony is quite good and encouraging.Each one is
expert in their own field and also recognizes the potential candidates.
 The candidates are made to undergo several rounds of interview to check
and matchhisknowledge and potential with the recruitments.
 The recruitment and selection team is quite active and utilizes each and
every possible source of the candidate database.
 Easily accessible job portals to every recruiterfor accessing all possible
candidates gor any recruitment,
 The observation to the method of the communication.

SUGGESTIONS
This presents the summary of the study and survey done in relation to the
Recruitment and Selection in Jaywantrao Bhosale Milk and Milk Product
Rethare Bk. The conclusion is drawn from the study and survey of the compony
regarding the Recruitment and Selection process carried out there.
 Every organization needs to have right candidate for right job to

perform their activities efficiently and effectively. This can be
achieved only by having a welldefined recruitment and selection
procedure.
 Attracting as many applicants as early as possible for given

Recruitments is very necessary.These days the emphasis is on
matching the need of the organization to the need of the
applicants.This would minimize Employee Turnover and enhance
satisfaction,besides fair selection.
 Most of the employee were satisfied but changes are required

according to the changing scenario as recruitment process has a great
impact on the working of the company as a fresh blood,new idea
enters in compony.
 Selection process is good but it should be modifided according to the

recruitments and job profile,so that main objective of selecting the
candidate could be achieved.
 During the research ,employees of JAYWANTRAO BHOSALE

MILK & MILK PRODUCT.was friendly and Co-Operative.

CONCLUSIONS
 Hence it is concludes that,majority of employees are say that the

recruitment & selection process is good.
 It Is concludes that,The Advertisement is source of recruitment &

selection.
 It is concludes that,The compony is fever & Trust about great job

portable.Local newspaper and agency helps in search job.
 It is concludes that,both are good recruitment source.But external best

recruitment source according to the employees the large number
employee are happy before joining.Because this compony are located by
road touch,so teransportation is available.
 It is concludes that most of the employees have the satisfactory

knowledge.
 It concludes that,three round is limit of selection process.Because many

time employee is not performed every round.

ANNEXURES
JAYWANTRAO BHOSALE MILK & MILK PRODUCT RETHARE BK.
QUESTIONNAIRE
(For Employees)
I would be greatful if you spare a few minutes to complete this questionnaire.

Please tick mark only one option.
Personal Details:
Name of the Employee: ____________________________________________
Ticket No: ________________ Department: ____________________________
Designation: ___________________ Date: _____________________________
Questions:
1. How do you find the overall Recruitment and Selection process of

JAYWANTRAO BHOSALE MILK & MILK PRODUCT?
Excellent Good Satisfactory Poor
2. How do you come to know about openings in JAYWANTRAO

BHOSALE MILK & MILK PRODUCT?
Friends Internet News Paper Others
3. What should be the compony‟s main source of recruitment?

Job portals ( For e.g. naukri.com, monster.com, timesjob.com)
News Paper ads
Direct Recruitment
Placement Agency
Others

4. What should be the best recruitment sources according to your

preference?
Internal Recruitment
External Recruitment
Both
5. Did yo fully know about the company profile before joining in this
compony?
Yes No
6. Have you undergone any medical test before joining

JAYWANTRAO BHOSALE MILK & MILK PRODUCT?
Yes No
7. What attracted you the most initially?

Content of job Promotion Opportunity
Size/Structure of Compony Hours Of Working
Salary Location
Other ( Plz Specify ): __________________________
8. How many rounds of interview you had to undergo?

1 2 3 to 3+
9. Are you satisfied with rounds of interview conducted?

Yes In No To some extent Can‟t say
10. Is job profile communicated properly?

Yes No
11. Should fresher be recruited?

Yes No
12. How were you communicated about your selection?

Post Email Telephone

13. Your recruitment completely met by JAYWANTRAO BHOSALE

MILK & MILK PRODUCT?
Yes No
( if no which points you compromise and why?)
________________________________________________________
________________________________________________________
________________________________________________________
14. Reason for change of previous job and choosing Jaywantrao bhosale
milk & milk product?
________________________________________________________
________________________________________________________
________________________________________________________
15. Have you found any unexpected work condition in JAYWANTRAO

BHOSALE MILK & MILK PRODUCT?
Yes No
( if YES,where and which )
________________________________________________________
________________________________________________________
16.What are your suggestions to JAYWANTRAO BHOSALE MILK &

MILK PRODUCT Recruitment and Selection Process?
________________________________________________________
________________________________________________________
________________________________________________________
***** THANK YOU *****

BIBILOGRAPHY
1. Mirza s. Salyadain, “Human Resource Management,” Tata MCRAW hill
Publishing compony Limited,New Delhi, 5th Reprint ( 1995 ), P.P. 1-28.
2. P.Subba Rao, “Human Resource Management,” Himalaya Publishing
House, 2nd Edition, Mumbai ( 2005 )
3. Rustom S. Davar, “PersonalManagement &Industrial Relations,” Vikas
Publishing House Pvt.Ltd. 10th Edition. Reprint ( 1993 )
4. Websites: i) www.jaywantraobhosalemilkproduct.com
ii) www.wikipedia.com
iii) www.youtube.com
5. Other Source:
Employment Manual of Jaywantrao Bhosale Milk & Milk
Product.

Chapter No-1 Introduction To The Study: Yashwantrao Mohite Institute of Management, Karad

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BBA PROGRAMME 2019-20 BHARATI VIDYAPEETH (DEEMED TO BE UNIVERSITY),PUNE

Introduction To The Study

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 1

Researcher has undertaken project work on “RECRUITMENT

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 2

OBJECTIVES OF THE STUDY

 To learn basic functions of recruitment and selection in an organization.

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 3

SCOPE OF THE STUDY

PIN N O- 415 110

The Conceptual scope of the study is confirmed with “Recruitment and

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 4

LIMITATIONS OF THE STUDY

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 5

A research design is the arrengment of collection and analysis of

METHODS OF DATA COLLECTION:

The ethodology involves data collection through both the primary

The primary mode of data collection involves collecting the data

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 6

The second mode is also important as it provides us with the

The secondary data collection includes collecting data from

SAMPLE SIZE AND METHODS OF SAMPLING:

 70 Candidates were randomly selected from different departments.

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 7

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 8

INTRODUCTION OF THE ORGANIZATION:

“Jaywantrao bhosale milk product l.t.d. rethre bk.”this milk dairy is

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 9

In the past time,the milk production was not economic or on

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 10

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 11

To meet our commitment we ensure:-

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 12

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 13

RECRUITMENT AND SELECTION

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 14

Recruitment means to estimate the available Vacancies and to

A formal definition states,”It is the process of finding and

In recruitment,information is collected from interested

In the recruitment,a pool of eligible and interested candidates is

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 15

3.3 SOURCES OF RECRUITMENT:

Transfers Press Advertisement

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 16

The employees are transferred from one department to

3.Upgrading and Demotion:

4. Retired and Retrenched Employees:

Retired and Retrenced employee May also be recruited once

5.Dependents and Relatives Of decreased Employees:

The dependants and relatives of decreased employee and

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 17

Several private consultancy firms perform recruitment

Government establishes publicemployment exchanges

Many organizations have structured system where the

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 18

8.Recruitment at factory Gate:

Unskilled workers may be recruited at the factory gate these

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 19

3.2.4 Factors Affecting Recruitment:

The recruitment function of the organization is affected and

FACTORS AFFECTING RECRUITMENTS

YASHWANTRAO MOHITE INSTITUTE OF MANAGEMENT,KARAD. 20