Harsh HR PROJECT 6990

“TULJARAM CHATURCHAND COLLEGE, BARAMATI”
A PROJECT REPORT ON
“HUMAN RESOURCE OF RECRUITMENT”
SUBMITTED BY
RANDIVE HARSHWARDHAN PRASHANT
BBA (HR)
ROLL NO- 12144
SEAT NO- 2310
UNDER THE GUIDANCE OF
Prof. A.M. JARANDE

SUBMITTED TO
ANEKANT EDUATION SOCIETY’S
TULJARAM CHATURCHAND COLLEGE OF
ARTS, SCIENCE & COMMERCE
Affiliated to
SAVITRIBAI PHULE PUNE UNIVERSITY, PUNE
IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR
THE AWARD OF THE DEGREE OF
BACHELOR OF BUSINESS ADMINISTRATION (BBA)
TAL. – BARAMATI
DIST- PUNE-413115
(2023-2024)
1
“A STUDY OF HUMAN RESOURCE OF RECRUITMENT”
DECLARATION
I, the undersigned, RANDIVE HARSHWARDHAN PRASHANT, studying at Anekant

Education Society’sTuljaram Chaturchand College of Arts, Science & Commerce Baramati
hereby declare that the project entitled “HUMAN RESOURCE RECRUITMENT”submitted
by me as the partial fulfillment for the award of degree of bachelor of business administration of
Tuljaram Chaturchand College of Arts Science and Commerce, Baramatiaffiliated to Savitribai
Phule Pune University under the guidance of Prof. ANITA JARANDE this is the original
research work completed by me.
Date: 12/10/2023 RANDIVE HARSHWARDHAN
Place: BARAMATI STUDENT NAME
(BBA Specilization)
2
ACKNOWLEDGEMENT
I take this Opportunity to express my deep sense of gratitude to the project title
especially to (MANAGER/owner name) who gave me the opportunity to do the
project work in the company & whose invaluable guidance and constant knowledge
of subject was a great asset to me.
I would like to express my gratitude to principal of our college
Dr.Avinash Jagtap for giving me permission to undertake this project also thankful
to our head of department Prof. Chavan D. S. and my guide & teacher Prof. A.M.
JARANDE who have been source knowledge and encouragement.
Date: 12/10/2023 RANDIVE HARSHWARDHAN
Place: BARAMATI STUDENT NAME
(BBA Specialization)
3
INDEX
SR. NO Particulars Page number
5
Executive Summary
1 7
Introduction
2 29
Company Profile
3 37
Conceptual Background
4 43
Research Methodology
5 67
Data Interpretation
6 83
Findings, Suggestions & Conclusion
7 87
Bibliography
89
ANNEXURE
4
EXECUTUVE SUMMARY
5
Executive Summary
The Human Resources are the most important assets of an organization. The success
or failure of an organization is largely dependent on the caliber of the people
working therein. Without positive and creative contributions from people,
organizations cannot progress and prosper. In order to achieve the goals or the
activities of an organization, therefore, they need to recruit people with requisite
skills, qualifications and experience. While doing so, they have to keep the present
as well as the future requirements of the organization in mind.
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.”
In order to attract people for the jobs, the organization must communicate the
position in such a way that job seekers respond. To be cost effective, the
recruitment process should attract qualified applicants and provide enough
information for unqualified persons to self-select themselves out.
The term “HR recruiter” may sound redundant, as both human resources managers
and recruiters both find job candidates and get them hired, this job is very specific.
Recruiters will work from resumes or by actively soliciting individuals qualified for
positions. A recruiter's job includes reviewing candidate's job experiences,
negotiating salaries, and placing candidates in agreeable employment positions.
Recruiters typically receive a fee from the hiring employers.
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CHAPTER NO 1
HUMAN RESOURCE MANAGEMENT
7
INTRODUCTION:
Human Resource Management is concerned with the human beings in an

organization. “The management of man” is a very important and challenging job
because of the dynamic nature of the people. No two people are similar in mental
abilities, tacticians, sentiments, and behaviours; they differ widely also as a group
and are subject to many varied influences. People are responsive, they feel, think
and act therefore they cannot be operated like a machine or shifted and altered like
template in a room layout. They therefore need a tactful handing by management
personnel.”
HRM is the process of managing people of an organization with a new approach.

Human resources approach to manpower enables the manager to view the people as
an important resource. It is the approach through which organization can utilize the
manpower not only for the benefits of the organization but for the growth,
development and self satisfaction of the concerned people. Thus, HRM is a system
that focuses on human resources development on one hand and effective
management of people on the other hand so that people will enjoy human dignity in
their employment.
HRM is involved in providing human dignity to the employees taking into
account their capacity, potentially, talents, achievement, motivation, skill,
commitment, great abilities, and so on. So, that their personalities are recognized as
valuable human beings. If an organization can trust, depend and draw from their
bank account on the strength of their capital assets, they can trust, depend and draw
more on their committed, talented, dedicated and capable people. This is what the
HRM is involved in every business, managerial activity or introduction.
8
The principal component of an organization is its human resource or „people at

work”. According to Leon from the national point of view Human Resources as, the
knowledge, skills, creative abilities, talents and aptitudes obtained in the population,
whereas from the view point of the individual enterprise, they represent the total of
inherent Meaning of Human Resource Management.
9
❖ Meaning of Human Resource Management:
Human resource management means “Employing people ,

developing their resource utilizing , maintaining and compensating their services in
tune with the job and organizational requirements with a view to contribute to the
goals of the organization individual and the society.”
“HRM is the practice of recruitment hiring , deploying and managing and
organization employees HRM is often referred to simply Human resource the HR
department of an organization is normally in change of developing implementing
and managing HR policies that workers and ensure to following policies and
procedures and the organization interaction with its employees HRM is concerned
with all issues relating to hiring, compensation performance management ,
organizational development and training the employee HRM defines a strategic
approach to managing people as well as the work culture and environment.
HRM is the strategic approach to the effective and efficient management of people
in a company or organization such that they help their business gain a competitive
advantage, it is designed to maximize employee performance is service of an
employee strategic objectives HRM is a process which consists of mainly fours
activities That is acquisition, development, motivation, and maintenance of human
resource is that phase of management which deals with effective procurement and
utilization of manpower or human resource. Human resource management is the
process of Planning , organizing, directing, and controlling of human resource in
such way that the organizational goals achieve effectively.”
10
HRM is involved in providing human dignity to the employees taking into account
theircapacity, potentially, talents, achievement, motivation, skill, commitment, great
abilities, and so on. So, that their personalities are recognized as valuable human
beings. If an organization can trust, depend and draw from their bank account on the
strength of their capital assets, they can trust, depend and draw more on their
committed, talented, dedicated and capable people. This is what the HRM is
involved in every business, managerial activity or introduction. The principal
component of an organization is its human resource or „people at work”.
According to Leon C. from the national point of view Human Resources as,
the knowledge, skills, creative abilities, talents and aptitudes obtained in the
population, whereas from the view point of the individual enterprise, they represent
the total of inherent Meaning of Human Resource Management.
11
❖ Definations of HRM:
▪ Human resource management as a planning , organizing, directing ,

controlling of procurement , development compensation , integration ,
maintenance and separation of human resource to end that individual
organizational and social objective are achieved.
▪ HRM is the process of managing people in organizations in a structured and

through manner.
▪ Human resource Management is “concerned with the people dimension in

management. Since every organization is made up of people, acquiring their
services, developing their skills, motivating levels of performance and
ensuring that they continue to maintain their commitment to the organization
are essential for achieving organizational objectives. This is true regardless of
the type of organization Government business, Education, Health, regression
or social action.”
▪ Human resource management is the set of organizational activities Directed

at attracting , developing and maintaining and effective workforce.
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▪ Human resource management is the integrated use of system use of policies

and management practices to support the organization to meet it desired goal
through recruitment, maintaining and development of employees.
▪ In the words of Dunn and Stephen‟s “The HRM is the process of attracting,
holding and motivating all manager line and staff.
▪ Human Resource management is the systematic process of managing people

working in the organization .
▪ Human Resource Management involves all management decisions is and

practices that directly affect the people who work for the organization.
▪ Human resource management is the development and implementation of

system in an organization for attracting , developing and retaining a high
performing workforce.
▪ Human resource management is the set of organizational activities directed at

attracting , developing and maintaining and effective workforce.
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❖ IMPORTANCE OF HRM:
I. Management of strategy :-
The crucial aspect is the importance of human resource management

in any organization. HR managers manage strategies to ensure that the company
meets its objectives. It also helps to contribute to the corporate decision-making
process. It includes employee evaluations and predictions based on business needs.
II. Development and training :-
HR managers play an important role in strengthening employer-

employee relationships. They contribute significantly to training and development
programs. This is necessary for the importance of human resource management. It
helps employees to develop within the company. It also improves employee
satisfaction and productivity.
III. Interaction among employees :-
HR managers are in charge of organizing activities, events, and

celebrations in the company. It provides opportunities for team building.
Furthermore, it increases employee interaction and fosters a sense of trust and
respect among peers.
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IV. Analyse the advantages :-
HR managers strive to cut costs wherever possible in recruitment and

retention. HR professionals are well-versed in employee benefits. They are likely to
attract quality candidates and keep existing employees. They also conduct efficient
negotiations with potential and existing employees.
V. Keeping Liability Problems to a Minimum :-
When it comes to claims of unfair labour practices, HR employee

relations specialists reduce its liability. They comprehend, investigate, and resolve
workplace issues that, if not addressed. It could continuously become worse by
putting the company in violation of federal. And state anti-discrimination and
harassment laws. This is crucial for the importance of Human Resource
Management.
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❖ ROLE OF HRM :
The role of HRM is to plan, develop and administer policies and

programs designed to make optimum use of an organizations human resources. It is
that part of management which is conceded with the people at work and with their
relationship within enterprises.
▪ Administrative
▪ Operational Actions
▪ Strategic HR
I. Administrative Role of HR :
The administrative role of HR management has been heavily

oriented to administration and recordkeeping including essential legal paperwork
and policy implementation. Major changes have happened in the administrative role
of HR during the recent years. Two major shifts driving the transformation of the
administrative role are: Greater use of technology and Outsourcing. Technology has
been widely used to improve the administrative efficiency of HR and the
responsiveness of HR to employees and managers. Moreover; HR functions are
becoming available electronically or are being done on the Internet using Web-based
technology. Technology is being used in most HR activities, from employment
applications and employee benefits enrolments to e-learning using Internet-based
resources.
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II. Operational and Employee Advocate Role for HR :
HR managers manage most HR activities in line with the strategies

and operations that have been identified by management and serves as employee
“champion” for employee issues and concerns. HR often has been viewed as the
“employee advocate” in organizations. They act as the voice for employee concerns,
and spend considerable time on HR “crisis management,” dealing with employee
problems that are both work-related and non workrelated. Employee advocacy helps
to ensure fair and equitable treatment for employees regardless of personal
background or circumstances. Sometimes the HR‟s advocate role may create
conflict with operating managers. However, without the HR advocate role,
employers could face even more lawsuits and regulatory complaints than they do
now.
III. Strategic role for HR:
The administrative role traditionally has been the dominant role for
HR. A broader transformation in HR is needed so that significantly less HR time and
fewer HR staffs are used just for clerical work. Differences between the operational
and strategic roles exist in a number of HR areas. The strategic HR role means that
HR professionals are proactive in addressing business realities and focusing on
future business needs, such as strategic planning, compensation strategies, the
performance of HR and measuring its results. However, in some organizations, HR
Often does not play a key role in formulating the strategies for the organization as a
whole; instead it mercy carries them out through HR activities.
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❖ FUNCTION OF HRM :
I. Managerial Function :-
Managerial functions includes Planning, Organizing, Staffing,
Directing and controlling .
▪ Planning :
Planning is to plan for future or predetermine the course of actions
to be taken in future. It is a process of identifying the organizational goals and
formulation of policies and programmers for achieving those goals.
▪ Organizing :
Organizing is a process by which the structure and allocation of jobs
are determined. Thus organizing involves giving each employee a specific task
establishing departments, delegating authority to subordinates, establishing channels
of authority and communication, coordinating the work of subordinates, and so on.
▪ Staffing :
This is a process by which managers select, train, promote and
remove their employees This involves deciding what type of people should be hired,
recruiting, selecting employees, setting the performance standard, compensation of
employees, evaluation of performance of employees, counselling employees,
training and developing employees.
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▪ Directing/Leading :
Directing is the process of initiating or activating group .efforts to
achieve the desired organizational goals, which includes activities like getting
subordinates to get the job done, maintaining their morale, motivating subordinates
etc, for achieving the organizational goals.
▪ Controlling :
It is the process of setting the standards for performance, measuring
the actual performance of the employees and then comparing the actual performance
with the standards and there by taking corrective actions as needed.
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II. OPERATIVE FUNCTONS :

Operative Functions include procurement, HR planning,
Recruitment, Selection, placement.
▪ Procurement :- It involve kind of people in the right or rather appropriate

number to be placed in the organization. It consists of activities such as
manpower planning, recruitment, selection placement and induction or
orientation of new employees.
▪ HR planning :- Hr. planning is dusting, right no of people at right time and

right place.
▪ Recruitment :- Attract the poll of vacancy place position.
▪ Selection :- Attracting people to work for the organization and selecting the
best. Candidates.
▪ Placement :- The job to a finally selected candidate. It is the act of finally

assigning the rank when the candidate is selected for a particular post and
when he reports to duty. The organization has to place him or she in the job
for which he or she is selected which is being done through placement.
Placement is the act of offering and responsibility to an employee, identifying
him with a particular job.
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III. STRATEGIC FUNCTIONS :-

Provides a framework linking people management and development
practices to long –term business goals and outcomes .it focuses on longer – term
resourcing issues within the context of an organization goals and then evolving
nature of work.
▪ Top Management: -
Top management is responsible for establishing policies, guidelines
and strategic objective as well as for providing leadership and direction for quality
management within the organization. it should also establish those responsible and
hold them accountable for a wide variety of management system process.
▪ Lower Management:-
Assigning of jobs and tasks to various workers they guide and
instruct workers for day to day activities. they are responsible for the quality as well
as quantity of production. They are also entrusted with the responsibility of
maintaining good relation in the organization.
21
❖ SCOPE OF HRM:
I. Personal Aspect :-
Human Resource Planning It is the process by which the organization
identifies the number of jobs vacant.
▪ Job Analysis and Job Design :-

Job analysis is the systematic process for gathering, documenting, and
analysing data about the work required for a job. Job analysis is the procedure for
identifying those duties or behaviour that defines a job design.
▪ Recruitment and Selection :-

Recruitment is the process of preparing advertisements on the basis of
information collected from job analysis and publishing it in newspaper. Selection is
the process of choosing the best candidate among the candidates applied for the job.
▪ Orientation and Induction :-

Making the selected candidate informed about the organization‟s
background, culture, values, and work ethics.
22
▪ Training and Development :-

Training is provided to both new and existing employees to improve their
performance.
▪ Performance Appraisal :-
Performance check is done of every employee by Human Resource
Management. Promotions, transfers, incentives, and salary increments are
decided on the basis of employee performance appraisal.
▪ Compensation Planning and Remuneration :-

It is the job of Human Resource Management to plan compensation and
remunerate.
▪ Motivation :-
Human Resource Management tries to keep employees motivated so that
employees put their maximum efforts in work.
23
II. Welfare Aspect :-

Human Resource Management have to follow certain health and safety
regulation for the benefit of employees. It deals with working conditions, and
amenities like – canteens, crèches, rest and lunch rooms, housing, transport,
medical assistance, education, health and safety, recreation facilities, etc.
III. Industrial Relation Aspects :-

HRM works to maintain co-ordinal relation with the union members to avoid
strikes or lockouts to ensure smooth functioning of the organization. It also covers
joint consultation collective bargaining, grievance and disciplinary procedures, and
dispute settlement.
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❖ RESPONSIBILITIES OF HRM :-
I. Human Resource Planning :-

HR managers are responsible for planning and achieving organizational
objective. They usually engage in identifying, preparing, and executing
business goals with top-level executives. This proactive participation in
planning enables HR managers to gain a thorough understanding of the
activities required to support the sustainable growth of the company. This, in
turn, empowers HRs to assign the right resources to the right project and
ensures timely delivery.
II. Job Analysis and Design :-

As mentioned above, human resource planning requires assigning the right
resource to the right project. And if the right person is not in the organization,
HR managers are responsible for designing the job analysis to hire them.
III. Hiring Candidates :-

Finding and hiring the right talent is a very complex process. Modern HR
managers do more than just post job requirements in portals to fill open
positions. They develop strategic solutions to attract the right candidates to
fulfil the demands of the business. An HR manager might also be responsible
for a company‟s employer brand reputation or at minimum, guiding the
branding. Employee branding is a critical part of communicating a
25
company‟s culture and work-life balance to potential employees. As more

and more candidates search for open positions via social media, managing
employer brand is likely going to overlap with an HR manager‟s job duties.
From screening potential candidates on job portals and social platforms like
LinkedIn to interviewing them, HR managers have to follow an organized
approach for hiring the best suitable employee for the organization. Once an
applicant is selected, HR managers design offer letter documents, scan to the
e-mail can to the candidate and onboarding procedures.
IV. Training and Development :-

Hiring the best candidates is just half the job. HR managers need to train and
up skill them to maximize their return on investment. The type of training and
development new employees require depends on their experience. For
example, if they are fresher‟s , managers might need arrange for skill-
development training programs to ensure their work meets the industry
standards. However, if the recruits already have a few years of experience,
managers might only need to train them about company policies.
V. Design Workplace Policies :-

It is essential for HR managers to design workplace policies to reduce
conflicts and legal issues, and improve employee productivity These policies
are designed in a way that protects the interests of both the employees and
employers alike.
26
VI. Monitor Performance :-

Closely related to training, general HR roles and responsibilities include
examining employee performance records to identify the scopes of
improvement and arranging training workshops to up skill them. 93% of
employees say professional growth is a priority. By providing employees
with a chance to learn something new and grow professionally, you can create
a positive environment and boost employee loyalty.
VII. Maintaining Work Culture :-

Roles & responsibilities shape and maintain organizational culture. It is
essential to create a positive impression of the company from day one, so the
new employees know what to expect. Besides, a person‟s performance
depends largely on the environment he is working in. Therefore, you need to
in still a certain level of comfort to eliminate any stressful atmosphere that
might affect employee performance.
VIII. Resolve Conflict :-

In every organization, employees come from diverse backgrounds. And
when people with opposite opinions meet, the chances of having a conflict
rise significantly. Whether the issue is between two employees or an
employee and the management, it‟s the HR manager who has to intervene
and resolve it. Besides, the HR manager must listen to both parties without
being biased or judgmental. They also need to go to the root of the matter,
which includes questioning other employees Depending on the type of
27
conflict. HR managers also hold the right to fire an employee. However, this
situation usually arises in cases of harassment in the office.
IX. Ensure Health and Safety of Employee :-

Employees are the asset of the organization. Unless they are safe and healthy,
they won’t be able to give their best to the company. Thus, HR managers
need to ensure the health and safety of employee.
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❖ INTRODUCTION HUMAN RESORCE OF RECRUITMENT
Recruitment is searching for prospective employees and

stimulating and encouraging them to apply for jobs in an organization. Recruitment
is a step-by-step process of locating, identifying, and attracting qualified people to
apply for the vacant post in an organization. Recruitment refers to the process of
identifying, attracting, interviewing, selecting, hiring and onboarding employees. In
other words, it involves everything from the identification of a staffing need to filling
it. Depending on the size of an organization, recruitment is the responsibility of a
range of workers. Larger organizations may have entire teams of recruiters, while
others only a single recruiter. In small outfits, the hiring manager may be responsible
for recruiting. In addition, many organizations outsource recruiting to outside firms.
Companies almost always recruit candidates for new positions via advertisements,
job boards, social media sites, and others. Many companies utilize recruiting
software to more effectively and efficiently source top candidates. Regardless,
recruitment typically works in conjunction with, or as a part of Human Resources.
29
❖ OBJECTIVES OF RECRUITMENTS :
▪ Identifying Talent :-
The primary objective of recruitment is to identify and attract talented
individuals who possess the required skills, knowledge, and expertise to
contribute positively to the organization's goals.
▪ Diversifying the Workforce :-

In today's globalized and dynamic business landscape, diversity in the
workforce is crucial for sustainable growth and success. Recruitment plays a
pivotal role in promoting diversity by actively seeking candidates from
different backgrounds, cultures, genders, and experiences. A diverse
workforce fosters creativity, enhances problem-solving abilities, and enriches
the overall organizational culture.
▪ Reducing Employee Turnover :-

Efficient recruitment practices can help reduce employee turnover rates. By
attracting candidates whose values align with the organization's culture and
who fit well within the team, the chances of employee dissatisfaction and
subsequent turnover decrease.
30
❖ IMPORTSNCR OF RECRUITMENTS :
▪ Helps Analyze current & future requirements :-

An organization’s recruitment process helps it assess its current and future
staffing needs. To determine how many recruits are needed, it conducts a
methodical examination of company operations.
▪ Prevents disruption of business activities :-

As a result of the recruitment process, the daily activities of your organization
will run smoothly. The organization provides businesses with all the human
resources they need for a variety of job positions on a regular basis. To meet
the needs of the organization, recruitment processes select candidates from a
variety of backgrounds.
▪ Increases the success rate of hiring :-

In this way, the company’s selecting process can be stimulated to increase its
success rate. All job applications are analyzed to reduce the frequency of
unqualified and exaggerated applicants. The recruitment process advances
only qualified applicants to the next stage.
▪ Access to wider Talent pool :-

In recruitment, the objective is to create a large pool of qualified candidates
from which the most qualified candidate can be chosen. In this way, big
groups of individuals are attracted to a company and encouraged to apply for
open positions.
31
▪ A cost-effective solution :-
Ensures that total costs and time spent on employee recruitment are
minimized. An organized and systematic recruitment process involves giving
a detailed description of a job opening to a large number of people. When a
job description is good, a large number of people can be recruited at a low
cost.
32
❖ HYPOTHESIS OF HUMAN RESOURCE OF RECRUITMENT :
▪ There are significant differences in the recruitment and selection processes in

terms of referrals, advertisement, head hunting, walk in/ direct applicants and
requirements for recruitment when classified as to type of business, number
of years in business and size of business.
▪ There are significant differences in the performance of employees when taken

as a whole group and when classified as to type of business, number of years
in business and size of business.
▪ There is significant relationship between recruitment and selectionprocesses

and performance of employees of human resource management in the
business.
33
CHAPTER NO - 2
PROFILE OF THE COMPANY
34
❖ COMPANY PROFILE :-
▪ COMPANY NAME :- NATURE DELIGHT DAIRY AND DAIRY

PRODUCT, KALAS
35
❖ COMPANY DETAILS :-
CIN U15201PN2016PTC164449
Company Name NATURE DELIGHT DAIRY & DAIRY

PRODUCTS PRIVATE LIMITED
Company Status Active
RoC RoC-Pune
Registration 164449
Number
Company Category Company limited by Shares
Company Sub Non-govt company

Category
Class of Company Private
Date of 12 May 2016

Incorporation
Age of Company 7 years, 4 month, 27 days
Active Manufacture of dairy product

[production of raw milk is classified in class 0121]
36
❖ NATURE DAIRY PRODUCT :-
▪ “NATURE DAIRY MILK” “ NATURE DAIRY TAAK”
▪ “NATURE DAIRY DAHI”
37
❖ VISION :-
▪ To become leaders in the Indian Dairy Industry. While retaining our Indian
tradition and family values.
▪ Be the first choice of consumers.
▪ Give our customer value for money. This will be through improvement in
technologies used in our Dairy.
▪ Productivity enhancement of animals through genetic development programs

whereby the farmers too will be benefited.
▪ Maintain sensitivity to environment.
▪ Make flow of data from the plant floor to the board room, seamless facilitating
informed and immediate decision making.
▪ Provide our customers with the cleanest and healthiest milk, for which the
focus on nutrition starts from the animals themselves.
▪ Be preferred employer in our field, and provide an environment that

challenges our employees to learn, grow and prosper in an atmosphere of
respect and recognition.
38
❖ MISSION :-
▪ Inspire sustained growth for our entire workforce and farmers who have
engaged in long term partnerships with us.
▪ Understanding customer needs and protecting their interest to build

lifelong relationship and brand loyalty.
▪ Development of indigenous products using constant research,

innovative processes and adaptive technologies.
▪ Stay at the forefront of technology and management through scientific

innovation and creative management approach.
39
❖ ABOUT COMPANY :-
Incorporated in May 2016, Nature Delight has set up a milk processing unit in
Indapur Taluka, Pune. The company has the capacity of 5 lakh litres per day (LLPD).
The company is promoted by Mr Arjun Desai and his friends. Company connected
in operations from November2017.
• Contact Details
Email ID :- naturedelightdairy@gmail.com
Website :- https://naturedelightdairy.in/
Registered Office Address :-
GAT NO-1189, A/P-KALAS, TAL-INDAPUR, DIST-Pune-413 105 INDAPUR

Pune, IN 413105
40
❖ QUALITY AND SAFETY POLICY :-
▪ We are committed to continual improvement through review and up-

graduation of our quality management and food safety systems based
on IOS 9001:2000, IOS 22000 and HACCP, assuring consistent
conformance to customer's expectations and meeting applicable
requirements.
▪ Our Mutually beneficial relationships with farmers through education

and need based training leads to better quality milk.
▪ We consistently produce quality, safe milk & milk products through

hygienic and controlled processing and modern technologies, with
quality checks from "Raw Milk Collection." To "Dispatch Dock"..
41
❖ QUALITY FOOD AND SAFETY OBJECTIVES :-
▪ To increase customer satisfaction by reducing the instances of

pilferages in Liquid Milk pouches.
▪ To modify & enhance processes as per customer expectation and

market trends at least one per year for improving Quality & Safety of
Product.
42
CHAPTER NO 3
BACKGROUND OF THE STUDY
43
❖ CONCEPTUAL BACKGROUND
Having qualified and capable workforce is a foremost in every business for

they will be the foundation and key in meeting organization's objectives,
Organization and businesses that desire to provide a quality product, service and
remain competitive in their respective industries must have skilled workforce in
order to achieve their goals. That is why every business organizations necessitates
personnel planning as one of the most vital activity in business operation and make
an essential ingredient for the success of any organization in the long.
There are number of techniques that need to be followed by every

organization that guarantees to possess the right number and type of people, at the
right time and the right place, ao as to enable the business to achieve its planned
objectives. Process of hiring employees varies from organization to organization,
job to job, and place to place, some of the process includes screening applicants and
resume, testing and reviewing work samples, interviewing, checking reference and
background. Organizations use this process to increase the likelihood of hiring
individual who possess the right skills and abilities to be successful at their jobs
(Walker, 2001).
Recruitment is the first stage of hiring process; it is done to gather

applicants to apply for a position in the business or company. There are two main
sources of recruitment; external and internal sources. External recruitment involves
getting new applicants from outside of the company. The source in this recruitment
includes advertisements, referrals, employment agencies, walk in applicants, job
fairs etc. While internal recruitment only involves within the organization, retaining
44
current employees in the business and company. It may be done through promotions,
job transfer and job posting.
Selection process is a crucial part in hiring for it follows recruitment process to fish
out qualified employees who possess qualified skills and abilities to employ in the
business.Selection process involves initial screenings, interviews, reference check
and lastly job offer. Recruitment and selection are the basis in hiring employees for
these activities lead to help the company or business acquires the necessary
information to choose their future employees.
Therefore it determines the destiny of the organization. In order for the hiring
process to be successful it should be guided by organization's strategies, missions
and objectives to avoid appointing candidates with skills irrelevant for the attainment
of the company's objectives. However, the success of human resource department is
measured on their hiring strategies and performance of competent employees.
45
❖ EANING OF THE RECRUITMENT
Recruitment is a method of finding future employees of the company and

is designed to encourage qualified individuals to apply for the position. It helps to
create a pool of job seekers and improve the ability to hire better employees.
Recruitment brings together qualified individuals seeking employment and
companies looking for potential employees. The properly conducted recruitment
process leads to the hiring and selection of suitable workers within the company.
Recruiting people with the right qualifications, skills and experiences for
available job positions is crucial for the long-term success of organisations.
They may appoint their human resources (HR) departments to handle the
recruitment drive or delegate the work to external recruiters. By understanding
what is involved in recruitment in HR and how the process works, you may be
able to get the job you want or consider pursuing a recruitment career. In this
article, we answer, "What is recruitment in HR?", learn about the recruiting
types and processes and get tips for successful recruitment.
46
❖ IMPORTANCE OF STUDY
▪ Determines the Present & Future Requirements :-

The recruitment process assists a company in evaluating its present and future
staffing requirements. It conducts a methodical examination of company
operations to determine the right number of recruits necessary.
▪ Prevents Disruption of Business Activities :-

The process of recruitment ensures that the daily activities of your
organisation are carried out seamlessly. It provides businesses with all
necessary human resources regularly for various job positions. The
recruitment process selects individuals from a variety of backgrounds to meet
the organisation’s needs.
▪ Increases Success Rate of Hiring :-

This approach is effective in stimulating the success percentage of the
company’s selecting process. It analyzes all the job applications to minimise
the frequency of unqualified and exaggerating candidates. Only qualified
employee’s applications are advanced to the next stage of the recruitment
process.
▪ Expands Talent Pool :-

The goal of recruitment is to create a wide pool of qualified candidates from
which one has to choose the most qualified individual for the job. This
approach draws big groups of individuals and encourages them to apply for
open opportunities in a company.
47
▪ Cost-Effective :-
It focuses on minimizing total costs and time spent on finding suitable
employees. Recruitment is a well-organized and methodical approach in
which a large number of people are given a detailed description of a job
opening. A good job description attracts a large number of people at a lower
cost.
48
❖ NEED OF RECRUITMENT
Recruitment is the process of examining a vacant position in the

organisation and attracting the potential candidates to apply for the same, within an
appropriate time and at a desirable cost. It is the introductory stage where a job
applicant gets to know about the vacancy, and the organisation identifies the
candidate’s profile. Without recruitment, companies won’t be able to function
appropriately and will lack proficient human resources.
▪ Planned Need: When an organisation develops a requirement of hiring new

employees due to a known reason and is prepared for the same in advance is
a planned need.
▪ Anticipated Need: Anticipated needs are majorly controlled by internal and

external environmental factors. Such requirements can be predicted by the
management with the help of past experiences, news updates, etc.
▪ Sudden Need: Sometimes, the need for recruiting personnel arises due to an
unexpected reason.
49
CHAPTER NO. 4
RESEARCH METHODOLOGY
50
❖ MEANING OF RESEARCH
Research comprises of two words “Re” and “Search” while “Re” implies a
repetitive or iterative process, “search “denotes making a through examination of or
looking over carefully in over carefully in order to find something . Different
researchers have defined research in various ways due its wide scope. But in general
research can be defined as a scientific process where new facts, ideas and theories
are established and proved in different areas of knowledge.
It is a way to systematically solve a research problem. It is a science of studying how
research is done scientifically. Essentially it is the procedure by which the
researchers go about their work of describing evaluating and predicating
phenomenon it aims to give the work plan research. It provides training in choosing
methods materials, scientific tools and techniques relevant for the solution of the
problems. Research involves scientific and systematic analysis of a research area
and concluding the findings with appropriate reasoning. It is systematic as well as
an object-oriented process.
51
❖ DEFINITION OF RESEARCH
▪ According to John Best, “ Research is a systematic activity directed towards

discovery and the development of an organized body of knowledge”.
▪ According to waltz “ Research is a systematic formal , rigorous and precise

process employed to gain solutions to problem or to discover and interpret
new facts and relationship”.
▪ According to Clifford woody “ Research comprises defining and redefining

problems, formulating hypothesis or suggested solutions, collecting ,
organizing and evaluating data, making deductions and reaching conclusion
to determine they fit the formulating hypothesis”.
52
❖ OBJECTIVES OF RESEARCH :
➢ To explore about unknown
➢ To describe the features / characteristics / process.
➢ To explain a phenomenon.
➢ To predict the future activities.
➢ To influence activities.
53
▪ To explore about unknown :-

One of the prime objectives of research is to explore the unknown object or
phenomenon. While exploring, a researcher tries to understand the details of the
situation or phenomenon for developing preliminary hypotheses‟ and
generalizations‟. Exploring allows the researchers to develop theories and explain
the questions of how and why a phenomenon operates in a particular way.
▪ To describe the features :-

Research seeks to describe the features of a phenomenon. It is one
of the core activities of research where a researcher either observes the phenomenon
and records its characteristic behaviour of conducts standardized tests to measure
the behaviour , or describe the change in attitude or option of the object.
▪ To explain a phenomenon :-
Another objectives of research is to provide explanation , here, the
researcher aims to explain how why a phenomenon operates in a specific way. The
researcher develop certain theories explaining the behaviour of a particular
phenomenon by determining the factors that causes the change and identifying their
effect on the phenomenon , most of the scientific and educational researches have
this objective for their studies.
54
▪ To influence activities :-
The last objective of a research study is known as controlling or influencing
particular phenomenon. Here, the research emphasizes on applying the existing
theories and models instead of developing new theories, for influencing various facts
of environment, most of the research conducted in social, behavioural and
educational research falls the under the area of influence.
▪ To predict future activities :-

Research is also conducted with the aim of predicting the future activities
and prediction can be done on the basis of explanations regarding a phenomenon.
Hence, having adequate prior information is essential for making forecasts.
Forecasting activity can also be performed on the research based on explanation.
55
❖ RESEARCH PROCESS :
56
I. Selecting the Research Topic:-

In order to carry out research in an orderly and coherent way, a sequence of
actions or step is needed to be followed. The foremost work in this direction,
is selecting a topicfor the research. While selecting the topic for research, the
foremost task is it narrow down the potential ones among the available issues
in that particular area of research.
II. Defining Research Problem:-

The next step of research process after selecting research topic is defining
research problem. The research problem should be defined clearly and
precisely. The research problem which is clearly defined solves half of
problem. Defining the research problem precisely for some researches is not
possible. A well-defined research problem is crucial for fulfilling the
requirements of research study.
III. Objectives of Research:-

After defining the research problem, the next stage is to set the research
objectives. Research objectives defined in clear terms help the researchers to
proceed in certain direction. It prevents the researchers from further
distraction and enables them issue to focus study.
57
IV. Literature Survey:-

The prime purpose of literature survey is to provide the researchers an idea
about the area of knowledge and highlights the issues that needs the
researched. Hence, surveying the literature is one of the most. The next step
in the process of research is to analyse the available literature related to the
research area. Available the literatures allow the researcher to analyse the
previously researches that have been published by different important steps
in the research process.
V. Formulation of Hypothesis:-
When literature is thoroughly surveyed, the researchers move to the next step,
i.e.., formulation of hypothesis. To formulate research hypothesis, the prime
task is to identify the potential variables of the study, after relationship
statement is formulated on the basis of an excepted relation between
variables. This statement is more focused compared to the research objective.
VI. Selecting research design:

Next step in the research process is developing the research design. Research
design allows the researchers to answer to the research questions in an
accurate, economical and objective manner. With the help of research design
a researchers is able to decide the necessary tasks to perform at each step of
the research. This plan helps in effective utilization of time and resources.
58
VII. Sample design:-

As soon as the design of research is selected, the next task is to select the
sample design. Sample design sets a platform for effective data collection
and analysis. A sample design is responsible for the effective selection of
research samples. Selecting sample designaffects many aspects related to the
research work. Hence, selection of suitable sample design should be carefully
performed.
VIII. Collection of data:-

After the finalizing the sample in the previous step, the required data is
collected from sample of population. Actually this step is an intermediary
stage between theoretical and practical aspects of a research. In the beginning
of the research process, a basic idea about a research problem is developed,
with the help of available knowledge. After the research problem is
formulated, data collection is performed systematically. Data collection plays
a crucial role in combining the theories with their practical applications.
IX. Execution of project:-

It is the next step in the process after the collection of data. In this step the
real execution of the research take place. It is also known as the
implementation stage of the research process. This step is responsible for the
systematic execution of the research in reasonable time. The correctness and
reliability of the collected data depends upon the efficient and feasible
execution of the research process. To ensure smooth execution of research
59
project, structured, questionnaire can be use, where the questions and

answers should be machine – coded.
X. Analysis of Data:-
After collecting data and successfully executing the field work, the collected
data are analysed. Data analysis is very essential to draw out the required
information from the raw data by making it organized and meaningful.
Organizing and analysing the data facilitates the researchers to understand
the features of sample.
XI. Testing of Hypothesis:-

The next step after analysing the data is to test the previously formulated
hypothesis. In this step, researchers perform certain statistical calculations to
accept or reject the hypothesis. Based on the collected data, a suitable
hypothesis about a probability distribution is chosen. This stage comes under
the purview of statistic as the analysis is performed with the help of statistical
techniques.
XII. Generalization interpretation of data:-

At the collected data is analysed through different statistical technique and
methods, the final result should be given value and meaning. The meaning
and valuation of the results depend upon the process of interpreting results.
On the basis of interpretations, various conclusions and generalizations are
made.
60
XIII. Preparation of Research Report :-

The final step of any research process is the preparation of the research report.
After collecting, analysing, and interpreting the data, the next task is to
compile all the steps and present those phases in a written form. It includes
detailed description of research design, sample design, tool for data
collection, and statistical techniques for the analysis of the collected data.
Since, research report is very useful for current as well as further researches,
hence proper care must be taken while preparing the report.
61
❖ SMPLING TECHNIQUES :
A process used in statistical analysis in which a predetermined number of

observations will be taken from a larger population is called Sampling. Sampling is
a essential techniques of behavioural research the research work cannot be
undertaken without use of Sampling. The Study of the total population is not possible
and it is also impracticable. The practical limitation cost time and other factors which
are usually operative in the situation stand in the way of studying the total
population.
Sampling design are basically of two types :-
▪ Probability sampling method:-

nvolves random selection, allowing you to make strong statistical inferences
about the whole group.
▪ Non- Probability Sampling Method:-

Involves non-random selection based on convenience or other criteria,
allowing you to easily collect data.
62
I. PROBABLITY SAMPLING METHOD :-
▪ Simple random sampling :-

In a simple random sample, every member of the population has an equal
chance of being selected. Your sampling frame should include the whole
population. To conduct this type of sampling, you can use tools like random
number generators or other techniques that are based entirely on chance.
▪ Systematic sampling :-
Systematic sampling is similar to simple random sampling, but it is usually
slightly easier to conduct. Every member of the population is listed with a
number,but instead of randomly generating numbers, individuals are chosen
at regular intervals.
▪ Stratified sampling :-
Stratified sampling involves dividing the population into subpopulations that
may differ in important ways. It allows you draw more precise conclusions by
ensuring that every subgroup is properly represented in the sample. To use
this sampling method, you divide the population into subgroups (called strata)
based on the relevant characteristic (e.g. gender, age range, income bracket,
job role).Based on the overall proportions of the population, you calculate
how many people should be sample from each subgroup. Then you use
random or systematic planning to select a sample from each subgroup.
63
▪ Cluster sampling :-
Cluster sampling also involves dividing the population into subgroups, but
each subgroup should have similar characteristics to the whole sample.
Instead of sampling individuals from each subgroup, you randomly select
entire subgroups. If it is practically possible, you might include every
individual from each sampled cluster. If the clusters themselves are large, you
can also sample individuals from within each cluster using one of the
techniques above. This is called multistage sampling .This method is good for
dealing with large and dispersed populations, but there is more risk of error in
the sample, as there could be substantial differences between clusters. It‟s
difficult to guarantee that the sampled clusters are really representative of the
whole population..
64
II. NON-PROBABLITY SAMPLING METHOD :

In a non-probability sample, individuals are selected based on non-random
criteria, and not every individual has a chance of being included. This type of
sample is easier and cheaper to access, but it has a higher risk of sampling
bias. That means the inferences you can make about the population are
weaker than with probability samples, and your conclusions may be more
limited. If you use a non-probability sample, you should still aim to make it
as representative of the population as possible. Non-probability sampling
techniques are often used in exploratory and qualitative research. In these
types of research, the aim is not to test a hypothesis about a broad population,
but to develop an initial understanding of a small or under-researched
population.
▪ Convenience sampling:
A convenience sample simply includes the individuals who happen to be most
accessible to the researcher. This is an easy and inexpensive way to gather
initial data, but there is no way to tell if the sample is representative of the
population, so it can‟t produce results.
▪ Voluntary response sampling:-

Similar to a convenience sample, a voluntary response sample is mainly based
on ease of access. Instead of the researcher choosing participants and directly
contacting them, people volunteer themselves (e.g. by responding to a public
65
online survey).Voluntary response samples are always at least somewhat

biased, as some people will inherently be more likely to volunteer than others.
▪ Purposive sampling:-
This type of sampling, also known as judgement sampling, involves the
researcher using their expertise to select a sample that is most useful to the
purposes of the research. It is often used in qualitative research, where the
researcher wants to gain detailed knowledge about a specific phenomenon
rather than make statistical inferences, or where the population is very small
and specific. An effective purposive sample must have clear criteria and
rationale for inclusion. Always make sure to describe your inclusion and
exclusion criteria.
▪ Snowball sampling :-
If the population is hard to access, snowball sampling can be used to recruit
participants via other participants. The number of people you have access to
“snowballs” as you get in contact with more people.
66
❖ TYPES OF DATA :
1. Primary Data
2. Secondary Data
1. Primary Data:-
Primary data is collected by the researcher. Primary data is basic data. The
sources of primary data are very useful in finding the real facts about the
incident or events. It includes the personal observation of the researcher and
respondent. We can obtain primary data either through observation or
through direct communication with respondents in one form or another or
through personal interviews. Thus in other words means that are several
methods of collecting primary data particularly in surveys and descriptive
researchers.
▪ Data collection tools of primary data :-

There are several methods of collecting primary data particularly in surveys
and descriptive researchers.
67
❖ IMPORTANT ONCE :
Interview
IMPORTANT ONCE
Questionnaire
ARE
Schedule Observations
68
I. Interview :-
An interview is a meeting between an applicant for employment and a
company representative to determine if the candidate is qualified for a job an
internship or a volunteer opportunity. Even if a position is an unpaid
internship or volunteer position the organization will still conduct interviews
to select the best candidate for the opportunity.
II. Questionnaires :-
Questionnaire is a data collection instrument. It is a list of questions to be
asked from the respondents. It also contains a suitable space where the
answers can be recorded. The term questionnaire usually refers to a self
administered process whereby the respondent himself reads the question and
record his answer without the assistance of an interviewer. This is a narrow
definition of a questionnaire.
III. Observations :-
Another techniques for gathering primary data is observation. When the
researcher records information about a person organization or situation
without making any personal contact it is known as “observation method”.
69
IV. Schedule :-
Schedule is the tool or instrument used to collect data from the respondents
while interview is conducted. Schedule contains questions statement and
blank spaces / tables for filling up the respondents. A schedule is a structure
of set of questions on a given topic which are asked by the interviewer or
investigator personally. The order of questions the language of the questions
and the arrangement of the schedule are not changed.
70
❖ ADVANTAGES OF PRIMARY DATA :
▪ More Accurate : Primary data is researched and developed by individuals

giving personal attention to each of the questions they wanted to survey.
People more often rely onthemselves than relying on others‟ data. Also,
assessments could be made by individuals working on it. Therefore making
data more valid and accurate. Also, it is more reliable than secondary data.
▪ Updated information : The data which is produced is first-hand data. No

other person‟s data has been used to develop information that makes the data
updated and people rely on information that is more updated and recently been
produced. Primary data generally is prepared through a questionnaire or
personal contact thus information that is received is valid and updated.
▪ More Control over data : Since the person who is surveying through
questionnaires or any other design can manage the data, thus he has control
over the whole survey. He can manipulate or make certain updates in the
questionnaire to make it more meaningful. The expert sometimes also faces
difficulty as a targeted group may not easily know or understand the motive
of the survey, thus little manipulation can help them to obtain correct
feedback.
71
▪ Privacy is maintained : The expert who is maintaining all the survey work
also maintains the secrecy of the data. It is pretty obvious that when few
individuals maintain the whole survey work then mostly secrecy is maintained
among them without leaking the ideas. Also, the feedback that they get is
always private to surveyors.
72
❖ DISADVANTAGES OF PRIMARY DATA :
▪ Time-consuming process: The organizer of the survey and method which is

used may take a lot of time to collect the data from raw sources. In secondary
data, we gather information from other sources. Therefore, it takes less time.
Since it is time taking sometimes it delays addressing the problem going on
in the surrounding.
▪ Costly: The survey done is time-consuming as well as costly. For the

collection of data, experts have to visit and use equipment that may cost very
high. Also after obtaining feedback proper documentation is required which
is again needed to take care of and involve high cost.
▪ Require more labour: The manpower requirement is more in the case of

primary data as only one person cannot make a survey on his own or collect
data single-handedly. Also, the number of men required is more and have to
be paid after their work has been done.
▪ The questionnaire must be easy and understandable: The questionnaire

prepared must be easy to understand then only the researchers may get correct
and valid feedback. The researchers have to make the set of sample
questionnaires in such a way or use the method or technique that may help the
73
people to interpret it easily if not the feedback which is produced will be

wrong or inaccurate.
▪ Feedback may be faulty: We have already learned that if the technique used
by researchers will not be proper or accurate then the feedback also which is
produced will be faulty or incorrect. Thus proper action and maintenance must
be done so that the feedback data which is produced should be authentic.
▪ An experienced person is needed for the analysis: The method for

collecting data, technique, and analysis must be done by an expert as only an
expert can make the whole research meaningful by providing genuine facts
and information. The analysis is mostly done by the researcher or an expert
according to the problem found.
74
2. SECONDARY DATA : Secondary data is already available for the study. It

is available in published or unpublished form. This data is necessary for the
completing this work. This data is gathered from the secondary sources i.e..,
library, internet, etc. The following types or sources of the collection of
secondary data.
▪ Library books
▪ Various websites
▪ Annual reports of business
▪ Website business
75
❖ ADVANTAGES OF SECONDARY DATA :
▪ Ease of access : The secondary data sources are very easy to access. The
Internet has changed the way secondary research works. Nowadays, you have
so much information available just by clicking with the mouse.
▪ Low cost or free : The majority of secondary sources are absolutely free for
use or at very low costs. It saves not only your money but your efforts. In
comparison with primary research where you have to design and conduct a
whole primary study process from the beginning, secondary research allows
you to gather data without having to put any money on the table.
▪ Time-saving :- As the above advantage suggests, you can perform secondary

research in no time. Sometimes it is a matter of a few Google searches to find
a source of data. Allow you to generate new insights from previous analysis
Reanalysing old data can bring unexpected new understandings and points of
view or even new relevant conclusions.
76
❖ DISADVANTAGES OF SECONDARY DATA :
▪ Might be not specific to your needs :- Secondary data is not specific to the
researcher‟s needs due to the fact that it was collected in the past for another
reason. That is why the secondary data might be unreliable for your current
needs. Secondary data sources can give you a huge amount of information,
but quantity does not always mean appropriateness.
▪ You have no control over data quality :- The secondary data might lack
quality. The source of the information may be questionable, especially when
you gather the data via the Internet. As you relying on secondary data for your
data-driven decision-making, you must evaluate the reliability of the
information by finding out how the information was collected and analysed.
▪ Biasness :- As the secondary data is collected by someone else than you,

typically the data is biased in favour of the person who gathered it. This might
not cover your requirements as a researcher or marketer.
▪ Not timely:- Secondary data is collected in the past which means it might be
out-of-date. This issue can be crucial in many different situations.
77
CHAPTER NO. 5
DATA ANALYSIS AND
INTERPRETATION
78
❖ DATA ANALYSIS AND INTERPRETATION

The analysis of the data is done as per the survey finding. The data is
represented graphically in percentage. The percentage of the people opinion were
analyzed and expressed in the form of charts.
Question 1: What form of interview did you prefer?
10
20 Persoal Interviews
Telephonic Interview
Video Confrencing
30 40
Other
▪ Interpretation : Most of the manager Prefer Personal interviews. 30% prefer

to take telephonic interviews where as only 20% goes for video conferencing
and rest 10% adopt some other means of interviews.
79
Question 2: What source you adopt to source candidates?
100% 85%
80%
60%
40%
20% 10% 5%
0%
Candidate Referal Advertising Job Portal
Candidate Referal Advertising Job Portal
Source: Compiled from questionnaire data

▪ Interpretation: This analysis indicates that most of the respondent i.e.
85% responded for Job Portal, 10% responded for Candidate referral and
5% responded for Advertising.
80
▪ Question 3: How many stages are involved in selecting the candidate?

/ How many Question you are asking during the Telephonic interview
round?
50% 45%
40%
40%
30%
20%
10%
10% 5%
0%
One Two Three Four
One Two Three Four
▪ Interpretation : Most of the Executives 45% Prefer two stages of interview,

40% prefer to take three stages interviews where as only 10% goes for four
rounds and rest 5% sometimes opt for one round of interviews.
81
Question 4: How do you track the source of candidate?
90%
80%
80%
70%
60%
50%
40%
30%
20% 15%
10% 5%
0%
Software Online Data
Software Online Data
▪ Interpretation : Most of the Executives 80% prefer online, 15% prefer Data
where as only 5% goes for software to source a candidate.
82
Question 5: Does the organization clearly define the position objectives,

requirements and candidate specifications in the recruitment process?
100% 95%
80%
60%
40%
20%
5%
0%
Yes No
Yes No
▪ Interpretation : This analysis indicates that most of the respondent i.e. 95%
responded for Yes and 5% responded for No.
83
Question 6: What is the average time spent by executives during recruitment

(each candidate)?
70%
60%
60%
50%
40%
30%
20%
20%
10% 10%
10%
0%
1 - 5 Minutes 5 - 10 Minutes 10 - 15 Minutes More than 15 Minutes
1 - 5 Minutes 5 - 10 Minutes 10 - 15 Minutes More than 15 Minutes
❖ Interpretation :This analysis indicates that most of the respondent i.e. 60%
responded for 1 to 5 minutes, 20% responded for 5 to 10 mins, whereas 10%
responded for 10 – 15 mins and rest 10% responded for more than 15 mins.
84
Question 7: Do you follow different recruitment process for different grades of

employees?
100% 95%
90%
80%
70%
60%
50%
40%
30%
20%
10% 5%
0%
Yes No
Yes No
▪ Interpretation :This analysis indicates that most of the respondent i.e. 95%
responded for Yes and 5% responded for No.
85
Question 8: What are the basic questions you ask to the candidate
120%
100%
100%
80%
60%
40%
20%
0% 0% 0%
0%
Experience Current/Expected CTC Current Job Profile All of the Above
(Total/Relevent)
Experience (Total/Relevent) Current/Expected CTC Current Job Profile All of the Above
▪ Interpretation : This analysis indicates that the entire respondent i.e.

100% responded for asking all the basic questions.
86
Question 9: Do you have any system to calculate cost per recruitment?
80%
70%
70%
60%
50%
40%
30%
30%
20%
10%
0% Yes No
Yes No
▪ Interpretation : This analysis indicates that most of the respondent i.e.

70% responded for No and 30% responded for Yes.
87
Question 10: Is there any provision for evaluation and control of recruitment
process?
60%
50% 45%
40%
30%
20%
10%
0%
Yes No
Yes No
▪ Interpretation : This analysis indicates that most of the respondent i.e.

55% responded for No and 45% responded for Yes.
88
Question 11: Is there any facility for absorbing the trainees in your organization?
80%
70%
70%
60%
50%
40%
30%
30%
20%
10%
0%
No Yes
No Yes
▪ Interpretaion : This analysis indicates that most of the respondent i.e.

70% responded for Yes and 30% responded for No.
89
❖ THEORITICAL FRAMEWORK :
▪ Recruitment is two way Street :
It takes recruiter and a recruitee: It takes a recruiter and a recruited recruiter

has a choice whom to recruit and whom not; As per Behling et al, there are
three ways in which a prospective employee makes a decision to join an
organization.
Accordingly, the following three theories of recruitment have been evolved.
These theories can be explained as follows:
Objective factor theory.
Theory of Recruitment Subjective factor theory
Critical contact theory
90
▪ Objective Factor Theory :
It assumes that the applicants are rational. As per this theory, the choice of
organization by a potential employee depends on objective assessment of tangible
factors such as: Pay package. Location. Opportunity per career growth. Nature of
work and Educational opportunities. The employer according to this theory
considers certain factors among others: educational qualification, years of
experience and special qualification/experience.
▪ Subjective Factor Theory :
The decision making is dominated by social and psychological factors. The

status of the job, reputation of the organization and other similar factors plays an
important role. According to this theory, compatibility of individual personality with
the image of organization is decisive factor in choosing an organization by individual
candidate seeking for employment. These subjective factors are: Personal
compatibility for the position, Competence and Best fit.
▪ Critical Factor Theory :
The critical factors observed by the candidate during his interaction with the
organization play a vital role in decision making. Recruiter being in touch with the
candidate, promptness of response and similar factors are important. This theory is
more valid with the experienced professionals.
91
There are instances when a candidate is unable to choose an organization out

of alternative based on Objective and Subjective factor(s) listed above. This is due
to many reasons such as limited contact and insufficient data with regards to the
organization or its own inability to analyze and come to ant conclusion. In such
cases, certain critical factors observed by the manager during interview and contact
with personnel of the organization will have profound influence in his decision
process. It must be noted that, the theoretical base given
above by Behling et al was mostly influenced by the working condition which

existed in developed countries like The United States of America and European
countries. In these countries, vacancies are many and there is scarcity of suitable
hands unlike in developing countries like Cameroon where vacancies are less and
hands are more resulting to large scarce unemployment. The theoretical base given
above cannot be applied in developing countries except in hid paid jobs where higher
skills and better knowledge are the prerequisites. In such cases, candidates have
variety of choices and he is the master of his choice. In production, servicing and
clerical jobs, unemployment is where the number of job seekers far exceeds the
vacancies.
In such a situation, candidates have little choice and such, grab whatever
organization call him or her for employment. In such a case, the potential
organization is in a better place to choose the candidates from the many
availableHence, the recruitment process should be that of filtering and re-
distributing potential candidatesnot only, for actual or anticipated organization
vacancies but also searching for prospectiveemployee. From Behling's review, it
could be assessed that workers output will increase due to certain objectives of
92
motivating them through regular payment. This will help to influence their working
conditions thereby making them to be effective at work.
Problems arise when unemployment rate is high and the number of those seeking for
jobs far exceeds the vacancies that exist. In this case, candidates have little choice to
be offered the job in the institution. Though they possess the knowledge, education,
the process should be to filter and re-discover their potentials. When this happens,
right (qualified) employees should be placed in the right positions and as a result, it
will lead to an increase in productivity.Due to the subjective factor of a candidate
being best fit for the job, it is not the best procedure to determine whether his output
will increase or decrease but it should be assessed from the critical factor observed
during interview and the contact with the personnel of the organization that will
influence his productivity and his decision making.
93
❖ Personality-Job Fit Theory :
The personality-job fit theory postulates that a person's personality traits will reveal
insight as to adaptability within an organization. The degree of confluence between
a person and the organization is expressed as their Person Organization (PO) fit. This
also referred to as a person-environment fit. A common measure of the P-O fit is
workplace efficacy; the rate at which workers are able to complete tasks. These tasks
are mitigated by workplace environs- for example, a worker who works more
efficiently as an individual than in a team will have a higher PO fit for a workplace
that stresses individual tasks (such as accountancy). By matching the right
personality with the right company workers can achieve a better synergy and avoid
pitfalls such as high turnover and low job satisfaction. Employees are more likely to
stay committed to organisations if the fit is 'good'.
In practice, P-O fit would be used to gauge integration with organizational

competencies. The Individual is assessed on these competencies, which reveals
efficacy, motivation, influence, and co-worker respect. Competencies can be
assessed using various tools like psychological tests, competency based interview,
situational analysis, etc.
If the Individual displays a high P-O fit, we can say that the Individual would most
likely be able to adjust to the company environment and work culture, and would be
able to perform at an optimum level.
94
CHAPTER NO – 6
FINDINGS, CONCLUSION, SUGGESTION
95
❖ FINDINGS :
▪ According to the Survey, Recruitment differs from company to company for

each category.
▪ According to the Survey, the company do utilize internet sites for the
recruitment process and for finding the talent candidate
▪ According to survey it is observed that the company are utilizing the job
description in order to make screening process more efficient
96
❖ CONCLUSIONS :
▪ Polices adopted by EMC are transparent, legal and scientific.
▪ Recruitment is fair.
▪ The recruitment should not be lengthy.
▪ To some extent a clear picture of the required candidate should be made in

order to search for appropriate candidates.
▪ Most of the employees 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 the company.
97
❖ SUGGESTIONS :
▪ Time management is very essential and it should not be ignored at any level
of the process.
▪ Recruitment policy is satisfactory in EMC but the periodicity of recruitment

is being more which needs to be reduced.
▪ Communication, personal and technical skills need to be tested for employees.
98
CHAPTER NO. 7
BIBLOGRAPHY
99
BIBLOGRAPHY:
✓ C.B Mamoria and S.V. Gankar (2004). Personal Management Text and Cases.
Himalaya Publication.
✓ Essentials of HRM and IR-P.Subba Rao.
✓ Personal Management - C.B.Memoria.
✓ Research Methodology -C.R.Kothari
✓ Personnel and Human Resource Management P. Subba Rao, Himalaya

Publication
100
ANNEXURE
▪ For Employees :-
Question 1: What form of interview did you prefer?
a. Personal interviews
b. telephonic interviews
d. Other
Question 2: What source you adopt to source candidates! a. Candidate referral
b. Advertising
c. Job portals
Question 3: How many stages are involved in selecting the candidate? How many
Question you are asking during the Telephonic interview round?
a.1 b.2 c.3 d. 4 e. More
101
Question 4: How do you track the source of candidate?
a. Software b. Online
c. Data
Question 5: Does the organization clearly define the position objectives,

requirements and candidate specifications in the recruitment process? ( )
a. Yes
b. No
Question 6: What is the average time spent by executives during recruitment (each
candidate)?
b. 5 to 10 mins.
a. Imins to 5mins. c. 10 to 15mins.
d. More
102
Question 7: Do you follow different recruitment process for different grades of

employees?
a. No b. Yes
Question 8: What are the basic questions you ask to the candidate?
a. Experience (Total/Relevant) e. All the Above
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
Question 9: Do you have any system to calculate cost per recruitment?
a. No
b. Yes, please specify-
Question 10: Is there any provision for evaluation and control of recruitment
process?
a. Yes b. No
103

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“TULJARAM CHATURCHAND COLLEGE, BARAMATI”

“HUMAN RESOURCE OF RECRUITMENT”

RANDIVE HARSHWARDHAN PRASHANT

SEAT NO- 2310

UNDER THE GUIDANCE OF

Prof. A.M. JARANDE

IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR

THE AWARD OF THE DEGREE OF

BACHELOR OF BUSINESS ADMINISTRATION (BBA)

I, the undersigned, RANDIVE HARSHWARDHAN PRASHANT, studying at Anekant

Date: 12/10/2023 RANDIVE HARSHWARDHAN

Place: BARAMATI STUDENT NAME

Date: 12/10/2023 RANDIVE HARSHWARDHAN

Place: BARAMATI STUDENT NAME

SR. NO Particulars Page number

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

Human Resource Management is concerned with the human beings in an

HRM is the process of managing people of an organization with a new approach.

The principal component of an organization is its human resource or „people at

❖ Meaning of Human Resource Management:

Human resource management means “Employing people ,

▪ Human resource management as a planning , organizing, directing ,

▪ HRM is the process of managing people in organizations in a structured and

▪ Human resource Management is “concerned with the people dimension in

▪ Human resource management is the set of organizational activities Directed

▪ Human resource management is the integrated use of system use of policies

▪ Human Resource management is the systematic process of managing people

▪ Human Resource Management involves all management decisions is and

▪ Human resource management is the development and implementation of

▪ Human resource management is the set of organizational activities directed at

The crucial aspect is the importance of human resource management

II. Development and training :-

HR managers play an important role in strengthening employer-

III. Interaction among employees :-

HR managers are in charge of organizing activities, events, and

IV. Analyse the advantages :-

HR managers strive to cut costs wherever possible in recruitment and

V. Keeping Liability Problems to a Minimum :-

When it comes to claims of unfair labour practices, HR employee

The role of HRM is to plan, develop and administer policies and

The administrative role of HR management has been heavily

II. Operational and Employee Advocate Role for HR :

HR managers manage most HR activities in line with the strategies

III. Strategic role for HR:

II. OPERATIVE FUNCTONS :

▪ Procurement :- It involve kind of people in the right or rather appropriate

▪ HR planning :- Hr. planning is dusting, right no of people at right time and

▪ Recruitment :- Attract the poll of vacancy place position.

▪ Placement :- The job to a finally selected candidate. It is the act of finally

III. STRATEGIC FUNCTIONS :-

▪ Job Analysis and Job Design :-

▪ Recruitment and Selection :-

▪ Orientation and Induction :-

▪ Training and Development :-

▪ Compensation Planning and Remuneration :-

II. Welfare Aspect :-

III. Industrial Relation Aspects :-

I. Human Resource Planning :-

II. Job Analysis and Design :-

III. Hiring Candidates :-

company‟s culture and work-life balance to potential employees. As more

IV. Training and Development :-

V. Design Workplace Policies :-

VI. Monitor Performance :-