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A Project Study Report On Training Undertaken at

JAIPUR DAIRY

Titled Recruitment System at Saras Dairy (Jaipur)

Submitted in partial fulfillment for the Award of degree of Bachelor of Business Administration

Submitted By:Urvashi Soni BBA Part III 2010-2011

Submitted To:Mrs. Nikky Sharma HOD. Mktg. Dept.

PREFACE
The main objective of summer training is to develop skill in student by supplement to the theoretical study of business management in general. Industrial training helps to gain real life knowledge about the industrial environment and business practices. The BBA Programmers provides student with a fundamental knowledge of business and organizational functions and activities, as well as an exposure to strategic thinking of management.

Human Resource Management is one of the most important functions in business. It is


the discipline required to understand customers needs and the benefits they seek. In every professional course, training is an important factor. Professors give us theoretical knowledge of various subjects in the college but we are practically exposed of such subjects when we get the training in the organization. It is only the training through which I come to know that various departmental operations being performed in the industry, which would, in return help me in the future when I will enter the practical field. During this whole training I got a lot of experience and came to know about the management practices in the real that how it differs from those of theoretical knowledge and the practically in the real life. In todays globalize world, where cutthroat competition is prevailing in the market, theoretical knowledge is not sufficient. Beside this one need to have practical knowledge, which would help an individual in his/her carrier activities and it is true that Experience Is Best Teacher. Saras Dairy, JAIPUR is in fact a very ideal location to gain practical experience. I am sure the experience gained in short duration, will go a way in all my future endeavors.

Acknowledgement

I express my sincere thanks to my project guide, Mr. Rahul Saxena, Designation HR Dept. for guiding me right from the inception till the successful completion of the project. I sincerely acknowledge them for extending their valuable guidance, support for literature, critical reviews of project and the report and above all the moral support he/she/they had provided to me with all stages of this project. I would also like to thank the supporting staff Department, for their help and cooperation throughout our project Urvashi Soni

SUMMARY
Recruitment is essential to effective human resources management. It is the heart of the whole hr systems in the organization. The effectiveness of many other hr activities, such as selection and training depends largely on the quality of new employees attracted through the recruitment process. Policies should always be reviewed as these are affected the changing environment. Management should get specific training on the process of recruitment to increase their awareness on the dangers of wrong placements. HR practitioners should be on the guard against all the malpractices and advocate for professional approach through out the system. The HR should indicate disagreement in the event that biasing toward certain candidates is creeping in and point out the repercussions that may follow in terms of performance and motivation. It is the authors conviction that, the recruitment process should be seen in the context of on going staff planning of the organization.

CONTENT
1. INTRODUCTION TO THE INDUSTRY 2.INTRODUCTION TO THE ORGANIZATION 3. Research Methodology 3.1 Title of The Study 3.2 Duration of The Project 3.3 Objective of The Study 3.4 Type of Research 3.5 Sample Size and Method of Seleting Sample 3.6 Scope of Study 3.7 Limitation of Study 4.Facts and Findings 5.Analysis and Interpretation 6.Swot 7.Conclusion 8.Recommendation and Suggestion 9.Appendix 10.Bibliography

ABBREVIATIONS
1.AZDUSSJaipur Zila Dugdh Utpadak Sahakari Sangh Ltd., 2.DCS.District Cooperative Societies 3.FGS.Finished Goods Supply 4.FMP...Fresh Milk Products 5.HACCP..Hazard Analysis Critical Control Points 6.ISO..International Standard Organization 7.OJT.....On Job Training 8.SIP...Summer Internship Program 9.SKM...Skimmed Milk Powder 10.WMP..Whole Milk Powder

INTRODUCTION OF SARAS DAIRY

ABOUT US
Dairy development was initiated by the state government in the early seventies under the auspices of Rajasthan State Dairy Development Corporation (RSDDC) registered in 1975. Two years later RCDF assumed responsibility for many of the functions of RSDDC. It became the nodal agency for implementation of operation flood in the state.

Rajasthan cooperative dairy federation (RCDF) set up in 1977 as the implementing


agency for dairy development programmer in rajasthan is registered as a society under the rajasthan cooperative societies act 1965.

STATE PROFILE
Rajasthan with a geographical area of 3,42,239 sq. kms is indias larest state with population of 56 million and a density of 165 persons per sq. kms. The state is characterized by diverse terrain ranging from desert and semi-arid regions of western rajasthan to the greener belts east of the aravalis and the hilly tribal tracts in the south-east. More than 60 percent of the states area is desert with sparsely distributed population. Agriculture is dependent on rainfall and failure of monsoon causes severe drought and scarcity conditions. It is deficient in water (the state has only 1% of total surface water). Ground water at many places is unfit for human and livestock consumption. After agriculture,cattle and other livestock in the state, especially for the poor. In the western regions of the state, with limited farming potential, livestock provides livelihood security. Animal husbandary is a more stable source of livelihood than farming since it is less affected by failure of rains than is agriculture. Agriculture and dairying have always been inter-dependent in the state. The cultivator depends largely on bullock power for tillage, irrigation and carting. Milk and milk products constitute the only source of animal protein for a sizable vegetarian population. Milk is also an item of cultural importance. Milk products are a integral constituent of religious ceremonies. Animal husbandry contributes over 13% to the grass domestic product. Rajasthan with the highest livestock population in india contributes nearly 40% of wool production in the country. Notable cattle breeds of the state are GIR in Ajmer and Bhilwara, tharparkar in

Jaisalmer, Barmer & Jodhpur, Sikar, Jhunjhunu, Jaipur & Ganganagar, Kankrej in Barmer, Jalore, Sanchore & Jodhpur, Rathi in Bikaner & adjoining areas.
Amongst buffaloes surti buffalo is a distinguished breed found in Udaipur and adjoining areas.

INTRODUCTION TO ORGANIZATION

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ORGANIZATION
The federation is a state level apex co-operative organization owned by its member unions each of which,in turn, is owned the dairy co-operative societies in its area of operation which are themselves owned by farmer members. The federation has a board of directors which has overall responsibility for the planning policies, financial resource mobilisation and management, member and public relations as well as liason with agencies of the state and central government, financing institutions etc. the federation has a chief executive designated as Managing Director.

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BOARD OF DIRECTORS
Shri Om Prakash Punia, Chairman, Rajasthan Co-operative Dairy Federation ltd., JAIPUR. Chairman Shri O.P. Saini, Managing Director Rajasthan co-operative dairy Federation Ltd., JAIPUR. Member Secretary to Government, Animal Husbandry Department, Government of Rajasthan, JAIPUR. Member Registrar, Co-Operative Societies of Rajasthan, JAIPUR. Member Dy. Secretary To Government, Finance (Gr. IV & PI), Govertment of Rajasthan, JAIPUR. Member Shri mahipal singh, Chairman, Sikar-jhunjhunu distt. Milk products co-operative union Ltd.,SIKAR. Member
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Shri Pratap Singh Bithiya, Chairman, Pali distt. Milk products co-operative union Ltd., PALI. Member Shri Raghvendra Singh Deora Chairman, Jalore-Sirohi Distt. Milk Producers Co-Operative Union Ltd.,RANIWARA. Member Shri Kushpal Singh, Chairman, Distt. Milk Producers Co-Operative Union Ltd., BHARATPUR Member Administrator (Collector) Distt. Milk Producers Co-Operative Union Ltd.,SAWAI-MADHOPUR. Member Dr. Smt. Gita Patel, Chairperson, Distt. Milk Producers Co-Operative Union Ltd., UDAIPUR. Member Shri Raja Ram Jorad, Chairman, Distt. Milk Producers Co-Operative Union Ltd.,BIKANER. Member Shri Pema Ram Saharan, Chairman, Distt. Milk Producers Co-Operative Union Ltd., HANUMANGARH.
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PRODUCT
Fresh Milk DTM Toned Standard Full cream Skimmed Cow milk Camel milk Fresh Milk Products Chaach Lassi Dahi Paneer Shrikhand Ice Cream Rasgulla Flavured Milk Mawa Cattle Feed Balanced Feed High Energy Mineral Mixture
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Long Shelf Life Milk(UHT) double toned milk toned milk(taaza) cow milk skimmed milk

Long Shelf Life Milk Products Ghee Cow Ghee Table Butter SMP WMP Cheese Dairy Whitener White Butter

THREE TIER STRUCTURE


The dairy co-operative movement operates on three tier system wherein farmer members own dairy co-operative societies (DCS) which own district milk producers union. The unions collectively own the RCDF. It is a vertically integrated structure that establishes a direct linkage between those who produce the milk and those who consume it. FEDERATION provides service & support to unions. Marketing within & outside state, liaison with government and NGO agencies, mobilization of resources & coordinating & planning programs / projects. UNION develops village milk cooperative network produces milk from DCS, processes & markets. Sale of cattle feed and related inputs, promotion of cross breeding through AI and NS, promotion of fodder development and general support & supervision to DCS. DCS provide input services (AH, AI) to its members and procurement of milk.

The dairy co-operatives depict the following institutional properties: . Democratically elected board of DCS,milk unions & federation from among their members. . Adoption of such by laws which ensure democratic process on the principles of cooperation. . Management & ownership of assests by the cooperatives. . Autonomy in pricing, marketing & appointment of personnel. . Employment of professional. Total control of the organization is in the hands of its members.

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ACTIVITY
The marketing activities of the federation include providing support to the milk unions in milk and milk products within and outside the state. RCDF is presently marketing milk & milk products under Saras brand: Fresh milk of different compositions and long shelf life tetra pak milk is being marketed in rural and urban areas. The federation is a major supplier of tetra pak milk (UHT) to the armed forces. RCDF is also marketing various fresh milk products in saras brand, which are, chaach, lassi, shrikhand, flavoured milk, mawa, paneer and dahi. Long life products such as cow ghee, ghee, table butter, dairy whitner, skim milk powder, WMP and Tetra pak milk (Cow Milk, Taza Milk and Fit and Fine) are also being marketed. Saras Milk Parlours serving a complete range of milk products are operational at 536 points & 18402 outlets in Rajasthan. Human resource is the most valuable asset for any organization. A human resource manager is responsible to build up an effective workforce, handle the expectations of the employees and make sure that they perform at their best. In management human resource management deals with people. Each and every organization consisits of people and an organization.

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RECRUITMENT PROCESS THE HEART OF HUMAN RESOURCES MANAGEMENT

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INTRODUCTION OF RECRUITMENT
Research points to the importance of good recruitment systems in the organizations. The 1980s brought downsizing, organizations were becoming too effective for their numbers of employees employed by them. Most problems concerning human resources commences when recruitment is not handled properly. Resignations, low motivation, poor performance may be due to incorrect procedures in the recruitment process. This article discusses the importance of good recruitment at technical and managerial levels and the implications that are encountered as a result of ad hoc recruitment process. Recruitment is a responsibility of every manager in the organization. The article is divided into five sections namely: definition of recruitment; purposes and policies of recruitment; deficiencies and problems; advertisements and job descriptions; implications and finally the summary of this discussion.

DEFINITION OF RECRUITMENT
Recruitment is the process of hiring the right kinds of candidates on the right place. There are two broad categories of recruitment process, the companies look for people outside the company and in internal recruitment; the existing employees of the company refer new people. Recruitment the process where the HR identifying the gaps to be filled, attracting the suitable persons CVs through different media (like adds. In paper, approaching consultants, employees references, campus placements (when the recruitment is huge),even u can verify active working employees in your company through promotions/transfers) & etc., upto receiving the cvs. Selection starts from scrutining the received cvs, conducting the tests & finally ends with the HR round of interview for taking a decision whether selected or not. Recruitment is the premier major steps in the selection process in the organizations. It has been explained as an activity directed to obtain appropriate human resources whose qualifications and skills match functions of the relevant posts in the organization. Its importance cannot be over emphasized and can also not be best described as the heart of the organization.
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RECRUITMENT PROCESS
1.Identify process 2.Prepare job description and person specification 3.Advertising the vacancy 4.Managing the response 5.Short-listing 6.Arrange interviews 7.Conducting interview and decision making The recruitment process is immediately by the selection process i.e. The final interviews and the decision making, conveying the decision and the appointment formalities.

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RECRUITMENT PROCESS IN SARAS DAIRY

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RULES MEANS THE RAJASTHAN COOPERATIVE SOCITIES RULES,1966.

RAJASTHAN COOPERATIVE DAIRY FEDERATION EMPLOYEES (NON-WORKMAN) SERVICES REGULATION ON 1980

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CHAPTER-1 PRELIMINARY
1.Short Title Commencement And a Application:
1)These regulation shall be called shall be called the Rajasthan cooperative dairy federation employees(non-workman) services regulation 1980. 2)These shall come into force from the date of the adoption by the RCDF. 3)These regulation shall apply to such employee of the RCDF who are not on deputation or on contract services and are not workman under the definition of industrial dispute Act,1947. The category of employee covered under these regulation is given in schedule-I appended to these regulations.

2.Definition:In these regulation, unless the contract otherwise require:a) Act means the Rajasthan cooperative societies Act-1965. b) Registrar means a person appointed to perform the function of the registrar of cooperative societies for the state under the act. c) Appointing Authority in relation to any employee meansi. The authority empowered to make appointments to the category of post of which the employee is for the time being a member or to the grade in which the employee for the time being holds. ii. The authority which appointed the employee to such grade or post as the case may be or whichever authority is the higher authority. d) Board of Directors means the board of RCDF. e) Federation means Rajasthan cooperative dairy federation and includes its units. f) Non-Workman means employees not covered under the industrial disputes act,1947. g) Competent Authority in relation to exercise of any powers means the board of directors or the Managing Director or any other authority to whom powers are delegated under these regulation or by the board of directors subject to the provision of the bye-laws of federation.
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h) Employees means a person who is in the whole time service of the federation on but doesnt include a person employed by the federation on casual or daily wages. i) Establishment Committee means the establishment committee of the Board of Directors. j) Government Servant means a person who apposed under the government of Rajasthan Cooperative Dairy Federation condition of recruitment and promotion and regulation. 3.Classification And Number Of Posts: The board of directors shall from time to time determine the categories of staff and the strength of the staff of various cadres necessary for carrying but the function of the federation and its units.

4.Categories Of Employees:
Official in permanent employment means an employee who is confirmed against a permanent post or who holds a lien on a permanent post had the lien not been suspended. Official in temporary employment means an employee who is selected and appointed against the post which has been created for a specific per period.

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Chapter-II
5.General Condition Relating To Appointment
The following general conditions shall apply to all appointments to the services of the federation:

# Age On First Appointment:


a)No person who is below 16 years shall be appointment to any post in the Federation. The maximum age for any appointment shall be 28 years except in the case of technical posts where it would be specified by the board. b)For the purpose of these rules age would be determined on the basis of date of birth.

# Educational And Other Qualifications:


The minimum educational professional and other qualifications including previous experience etc. Where necessary in respect of each post shall be as indicated in the recruitment schedule for each post..

# Verification Of Character:
Person recruited directly shall be appointed to any post under chracter and antecedents have been verified to the satisfaction of the appointment authority.

#Plural Marriages:
No person who has more than one spouse living or who having a spouse living marries and when marriage is avoid by reason of its taking place during the life time of such spouse, shall be eligible for appointment to the service of the institute unless specially exempted by the appointment authority.

#Medical Examination At The Time Of First Appointment:


No person shall be appointed by direct recruitment unless he has been certified by a Civil Assistant Surgeon Class I under the employment of the state government to be of sound constitution and medically fit to discharge his duties. The fee, if any such medical certificate shall be paid by the employee concerned.
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#Letter Of Appointment:
Every person to be appointed under terms and condition of these regulations and an employee of the institute will be given a letter of appointment starting his monthly pay, scale of pay and other emolument if any period of service (for temporary post) and the period of probation.

#Letter Of Acceptance:
Any person to whom a letter of appointment has been issued shall confirm in writing his acceptance of the offer with in the prescribed time limit.

#Joining Report
Every person to whom a letter of appointment has been issued and who has accepted the employment with institution as per his letter of acceptance shall report himself for duty at the place and time specified in the aforesaid letter of appointment and shall give his joining report for first appointment. The persons appointed through direct recruitment shall be on probation for a period of one year and the person appointed by the by the promotion shall be on probation for one year. The ratio of appointment by direct recruitment and by promotion shall be as prescribed in the recruitment schedule provided that if suitable persons for promotion are not available, the appointing authority may fill the remaining posts through direct recruitment.

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Chapter-III
#METHODS & PRINCIPAL OF RECRUITMENT
The posts under the Federation shall be filled by one or the other of the following methods. a)by direct recruitment b)by promotion c)by deputation d)by contract e)by absorption of such employee who have worked at least for 3 years on deputation in Corporation/Federation.

#PROCEDURE FOR DIRECT RECRUITMENT 1.Inviting of Applications: Applications for recruitment to various posts mentioned in the
schedule attached shall be invited by the Federation by advertising the vacancies to be so filled in daily Newspaper or through Employment Exchange, giving full information regarding the nature and duties of the post, laying down the qualification for the concerned post. 2.All vacancies in category of ministerial and class-IV shall be notified to the employment exchange having jurisdiction and may also be advertised if necessary and the candidate forwarded by it shall be considered along with the direct applications.

3.Form Of Applications: the application shall be made in the form prescribed by the
federation on payment of such fee as the federation on payment of such fee as the federation may fix from time to time.

4.Scrutiny Of Application: the federation shall scrutinize the applications received and
require candidate fulfilling qualifications to appear before the selection committee for an interview. 5. Selection from among the eligible candidates shall be made on the basis of interview. A written test and or practical test as may be considered necessary can be also taken.

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6. Direct recruitment to various categories of posts shall be made from amongst the names recommended by the select committee. The names of the selected candidate shall be arranged in order of performance and the appointing authority shall make appointment in that order. The selection committee may to the extend of 50% of the advertised vacancies keep name of suitable candidates on the reserve list which will remain in force for a period not exercising one year. 7. The selection committee for selecting person various post shall consist of such person as determine by board of directors.

#Procedure For The Recruitment By The Promotion 1.criteria for promotion: for purpose of recruitment to the posts to be filled through
promotion, a selection strictly on seniority cum-mart or merit alone shall be made from among all the persons eligible for such promotion under the provisions of these regulations on the first day of calendar year in which promotions are considered.. 2.no employee shall be considered for promotion unless he is substantively appointed and confirmed on the next lower post.

3.Procrdure For Selection: The chief executive shall prepare a list of all the eligible
members of each category from which promotion are to be made, and shall be forwarded it together with the confidential rolls and personal files of the department promotion committee.. 4. The departmental promotion committee shall consider the cases of all the persons included in the lists interviewing such of them as they shall select a number of candidates equal to number of vacancies likely to be filled by promotion. 5. The list so prepare shall be reviewed and revised every year and shall remain in force until it is so reviewed o revised. the names of the candidates selected as suitable shall be arranged in the order of seniority. 6.The departmental promotion committee shall consist of such persons as are nominated by managing director in case of sub-ordinates employees.

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CHAPTER-IV
#PRINCIPALS FOR DETERMINING SENIORITY
1.Seniority shall be determined with references to the date of substantive appointment to a particular post or grade or in an equivalent post or grade. if an appointment order contains names of more than one person, whose names figures, first in the order of appointment will be senior to the one whose name appears next to him and so on.

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RAJASTHAN COOPERATIVE DAIRY FEDERATION EMPLOYEES (SUPERVISORY) STAFF CONDITIONS OF RECRUITMENT AND PROMOTION RECRUITMENT 1980 CHAPTER-1
1.These regulations shall apply to employees of the federation other then the following:2.Officers on deputation to the federation, and employees on contract or work charge basis. 3.The terms used in these regulation will bear the same meaning as is assigned to them in; the Rajasthan cooperative dairy federation employees services regulation,1980. 4.This regulation will come into force with immediate effect.

CHAPTER-II
CONDITIONS OF RECRUITMENT AND PROMOTION
5.The board of the federation shall prescribe the number of the posts, in each category, given in the schedule annexed to these rules, required for different units under the control of federation. 6.The posts created from time to time will be filled up in the following manner:a)By direct recruitment b)By employing persons on deputation from the central or state government or any state or public sector undertaking, and c)By contract d)By absorption of such employees who have works at least for three years on any post on deputation in the services of the federation and qualification and experiences required for various post so will be in accordance with the Schedule appended and modified from time to time.

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(8) Direct recruitment The age of candidates for direct recruitment will be as per the
schedule appended. Board of federation will decide the age for direct recruitment for new posts as and when created.

(9) (a) Promotion


In respect of first promotion to higher post promotion of eligible persons will be made on basis of seniority cum merit. Second promotion shall be made purely on basis of merit and performance. (b) Seniority lists for each category for unemployed will be prepared and maintained. (c) Merit of employee will be judged on following basis: (i) Capacity to do hard work with sincerity, honesty, objectivity, and result orientation. (ii) Originality of thinking to increase productivity and efficiency in the organizations. (iii) Since of alertness combined with courage, initiative and decision making powers, tact and organizing capacity. (d)While considering promotion on the basis of merit with due regard to seniority, list of senior most employees eligible for promotion, not exceeding five times the number of vacancies, will be taken into consideration. (e)The departmental promotion committee to consider the cases of promotion of employees shall consist of three members comprising of two directors of the federation and the managing directors of the federation in case of officers for other categories, committee including secretary of the federation shall consider the case of promotion.

10.Probation-Persons recruited directly on any post and employees promoted from one
post to any higher post shall be placed on probation for a period of one year form the date of such appointment which may be extended at discretion of the appointing authority.

11.Confirmation
Probationer shall be confirmed in his appointment at the end of his period of probation if:a) He has undergone such trainings the board may from time to time specify. b)The appointing authority is satisfied that his integrity is unquestionable and that and that he is otherwise fit for conformation.
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12.Seniority
Amongst the persons recruited in the same year, the promotes will rank senior to those who will be appointed by direct recruitment. Amongst the promotes those who are appointed on the basis of seniority come merit with rank senior to those who are appointed on the basis of merit with due regard to seniority. The inters seniority of those appointed on the basis of merit will be in accordance with there relative seniority in the lower cadre.

13.Age Of Retirement
The age of retirement shall be 55 years.

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RAJASTHAN CO-OPERATIVE DAIRY FEDERATION LTD.


(STANDARD ORDERS FOR THE WORKMEN)

1.Scope Of Orders
These orders shall come into force in accordance action 7 of the industrial employment (standing orders) act, and shall apply to all workmen as defined in section 2(i) said Act and employed in or in connection with dairy plants, in centers, feed factories, livestock and agriculture farms links and other ancillary units(existing or to be created) by Rajasthan Cooperative Dairy Federation Ltd.

2.Definitions
a)Federation: Federation means, the RCDF Ltd. Registered under the provision of the Rajasthan cooperative societies act,1965. b)Managing director: Means the managing director of the RCDF Ltd. C)Manager: Means head of the unit viz. manager, general manager and Dy. manager and includes the acting manager for the time being . d)Head of the section: Means the officers-in-charge of the section of a unit. e)Section: Means any part of the unit or establishment. f)Employer: Means the authority appointed by the RCDF Ltd. In this behalf and where no such authority is appointed, the head of the unit.

3.Classification Of Workmen:
a)Permanent b)Probationer c)Temporary d)Badli or substitute e)Casual f)Apprentice or trainee
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4.Recruitment & Promotion


Recruitment and promotion to the various categories of posts and grade there shall be made in accordance with the rules appended with these rules and made here-after by the federation from time to time.

5.Identity Cards, Temporary Permits, Entry, Exit And Search:


a)Every workmen whether permanent, probationer, temporary, casual, apprentice or trainee, or badli shall be issued an identity card or temporary permit, provided that in the cases of casual workmen. Who have to work for a very limited period, a temporary permit mey be issued, in the name of the section officer concern to cover a group of them, the identity card/temporary permit issued to an individual workmen shall bear the workman name, designation, signature any identity marks and his photograph and shall be signed by the authority duty authorized by the managers in this behalf. b) The identity cards and temporary permits shall serve as individual gate passes permitting the holders there of to enter and remain within the precincts of the works posted in connection with their work. c)The initial issue of identity cards/ temporary permits shall do free of charge. If the identity card/temporary permit is lost or damaged by the workmen, he shall be liable to pay a sum of rupee one for the issue of a new identity card and a sum of 25 paisa for the issue of new permit. d)Identity cards/ temporary permits are not transferable and shall be valid only in respect of the particulars workman in the whose favor it is issued.. e)Every workman shall keep in his possession identity card/ temporary permit issued inn his favor and he shall show it to any person authorized to inspect it, while the workmen is entering or leaving the establishment the workshop at any gate put up for the purpose of checking or while in his workshop or the precincts there of and small subject himself to search as may be desired by manager. f) The identity card/ temporary permit issued to a workman shall remain remain the property of the federation and every workman shall, on the suspension from services, surrender it to the manager.

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g) If a workman, who surrenders his identity card/ temporary permits as results of suspension from service by the order of the employer is required to attend the establishment at his request or under instruction from him a temporary permit shall be issued in his favor.

6.Publication Of Working Times:


The publication and hours of work and intervals for rest for all classes of workman in each shift, each section and weekly days of rest shall be exhibited in Hindi and English on the notice board.

Notice Of Instructions Regarding Attendance, Departures Etc.:


All the workman shall comply with instruction issued from time to time relating to the recordings of time of arrival for work and departure from the place of work, notified on the notice boards.

I)Shift Working:
a)More then one shift may be worked in any plant or section of an establishment at the disc retain of the Manager or General Manager. notice board of the plant or section concerned. b)The manager shall be entitled by the notice to be pasted on the notice board of the plant or section of the establishment concerned to alter or very the shifts, at its discretion and workman shall be liable to be transferred from one shift to another, at the discretion of the manager. c)Workman shall not change their shifts without permission of the head of the action concerned. d)Shifts working may be discounted or the number of shifts reduces at any time, with notice of 21 days in accordance with section 9A of the Industrial Dispute Act. e) If shift working is restarted or the reduction in the number of shifts is restored, the managers shall give a weeks noticed thereof by posting such notice at the main entrance of the establishment and the Time Keepers office, if any.

II)Publication Of Wage Rate:


Rate of wages payable to all the classes or workmen in the various categories and grades shall be displayed on the notice board.
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III)Safety And Sanitary Precautions:


Every workman shall observe all safety and sanitary rules, regulations and orders as noticed from time to time and use safety and sanitary equipment and devices provided for the purpose.

IV)Periodical Medical Examination:


Every workman shall submit himself for periodical medical examination as and when required by the manager.

V)Festival Holidays:
There shall be eight festival holidays with wages. Out of these eight days, the republic day, independence day and mahatma Gandhis birthday shall be allowed without option and the rest of the days shall be fixed by consolation or local custom, which shall be notified in the month of January every year.

Vi)Transfer:
Workman may be transferred due to exigencies of work from one dairy, department, section or job to another belonging to the Federation provided that the pay, grade, continuity and conditions of service are not adversely affected by such transfers.

VII)Leave:
i) Annual leave with wages will be allowed according to provisions in chapter-viii of the factories act, 1948. ii)Worker who desired to obtain leave of absence shall apply to the manager in writing stating therein the purpose for which leave is requested. The period of leave and also the address where the leave is sought to be enjoyed shall be stated in the application. iii)Application for leave must in normal case be made a week before the date the leave is to commence and the applicant-shall not enjoy such leave unless it is sanctioned in writing. iv) In case of refusal to grant the leave the authority refusing leave shall also state the reason for refusal in the register to be maintained for this purpose. If the applicant so desires, a copy of the entry in the register shall be supplied to him. v)Absence beyond the period of the original leave or extension if not granted shall render the workman as absentee and he shall lose his lien in his appointment unless:35

a)He returns within eight days of the expiry of the leave and b)Explains to the satisfaction of the manager of his inability to return in time. Leave account of the workers shall be maintained by the manager.

Viii)Casual Leave:
A workman, who has completed 240 days in a calendar year, shall be granted casual leave of absence not exceeding 10 days in the aggregate in the subsequent calendar year. Such leave shall not be for more then three days at a time expect in case of sickness. Maternity leave will be regulated by the Rajasthan maternity benefit act,1953.

IX)Age Of Superannuation:
The age retirement on superannuation of a workman shall be 55years.

X)Retrial Benefits:
The retirement benefits will be paid in accordance with the payment of gratuity act,1972 and employees provident fund act,1952.

XI) Termination Of Employment:


i) For terminating employment of a permanent workman, one months notice in writing shall be given either by the employer or the workman or one months pay may be paid in lieu of notice, as the case may be. ii) Workman employed on a special contract shall be governed by the terms of that contract. iii) The services of a workman shall not be terminated as a punishment unless he has been given an opportunity of explaining the charges of misconduct alleged against him, in the manner in rule no.26. iv) The services of the workman having continuous absence for more than 7days without satisfactory cause shall automatically stand terminated and his lien to the service will stand broken. V) A prohibition shall not be entitled to any notice or pay in lieu thereof if his services are terminated.

XII) Payment of Wages:


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i)All workmen shall be paid wages before the expiry of the 7 th or 10th day after the last day of the wage period in respect of which wages are payable according to the total number of workmen employed in the establishment in accordance with the provisions of wage act,1956. ii)Any wages due to a workman,but not paid on the usual pay day on account of their being unclaimed shall be paid on an unclaimed wages pay day in each week, which shall be notified on the notice board. iii)If a workman so desired in writing his unpaid wages or other dues shall be remitted to his address by money order commission. IV)Where the employement of any workman is terminated by or on behalf of the federation, the wages earned by hip up to the date of such termination shall be paid to him before the expiry of the second working day from the day on which his employement is terminated. XIII)Certificate On Termination Of Service: every permanent workman shall be entitled to a service certificate at the time of his dismissal, discharge or retirement from service. XIV)Stoppage Of Work: I) The manager may, at any time in the event of fire, strophe, breakdown of machinery or stoppage of power supply, dislocation of procurement of milk, distribution of milk caused by failure of conveyance or accident, epidemics, civil commotion or other cause beyond his control, stop any section or the establishment, wholly or partially for any period or periods without notice. Ii) In case where workman are laid off for short period on account of failure/ or for temporary curtailment of production the period of employment shall be treated as compulsory leave admissible to the workman. When, however, workman have to be laid off or retrenchment, as the case may be, shall apply. iii) The manager may in the event of a strike affecting either wholly or partially any section or department of the establishment, close down either wholly or partially such section or department and any other section or department affected by such closure shall notified by notices put on the notice board in the section or department concerned and in the timekeepers office, if any, as soon as practicable.

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DISCIPLINARY ACTION FOR MISCONDUCT


The following punishment may good and sufficient reason, be imposed upon any workman servicing in any unit of the federation:

I)Miner Penalties:
Censure Withholding of increments with or without cumulative effect, debarring from promotion. Recovery from pay of the whole or any part of pecuniary loss caused to the federation or negligence or branch of orders.

II)Major Penalties:
i. Reduction to a lower post or to a lower stage in the time scale. ii. Compulsory retirement. iii. Removal from service. iv. Dismissal from service. v. Explanation: discharge vi. Of a person appointed on probation before the expiry of at the end of the prescribed or extended period of probation or vii. Of a person appointed otherwise than under contract to hold a temporary appointment,does not amount to removal or dismissal within the meaning of this regulation. viii. Of a person appointed otherwise than under contract to hold a temporary appointment on the on the expiration of the period of appointment, does not amount to removal or dismissal within the meaning of this regulation. ix. The removal of a person from the service of the federation shall not disqualify him from future employment. x. The minor penalties as stated above can be imposed for any of the following acts or commissions thereof:

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xi. Collection or canvassing for collection without the written permission of the management, of any money within the work spot or the precincts of the work spot, including collection of union subscription in the work premises. xii. Habitual late attendance. xiii. Habitual absence without leave or without sufficient cause or continues absence for more than 10 days. xiv. Lending or borrowing money to or from another workman, or carrying on money lending or any other private business within the precincts of any of the work spots. xv. Failure to observe safety and security instructions. xvi. Habitual breach of any law or rules or instruction for the maintenanceand cleanliness of the establishment. xvii. Committing a nuisance while on duty at any place in the factory premises. xviii. Gambling within any of the works site or in premises belonging to the federation or federation/unit. xix. Sleeping or dozing while on duty. xx. Malingering. xxi. Unauthorized use of any property, machinery, tools, quarters or land belonging to the federation, unit. xxii. Habitual indebtedness. xxiii. Insolvency. xxiv. Writing of anonymous or pseudonymous letters criticizing superior in the service of federation. xxv. A workman may be penalized by way of reduction to a lower rank or lower grade, compulsory retirement, removal or dismissal from service if he is found guilty of misconduct. The following acts and commissions shall be treated as misconduct. xxvi. Not submitting to manager or any persons authorized by him. xxvii. Willful in subordination, disobedience or misbehavior whether alone or in combination with any person or persons, of any lawful and reasonable order of superior.
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xxviii. Striking work or inciting other to strike in contravention of the provisions of any law or rule having the force of law. xxix. Theft, fraud, malpractice, dishonesty in connection with the federations business or misappropriation of cash or property of the federation, unit. xxx. Taking or giving of bribes or any illegal gratification whatsoever. xxxi. Quarreling, abusing, teasing, threatening, wrongfully, restraining, beating or assaulting a worker/officemate or any body also in the service of the federation or any act subversive of discipline. xxxii. Habitual negligence or neglect of work and habitual indiscipline. xxxiv. Giving of false information regarding his name. fathers name. qualifications, date of birth and previous service at the time of medical examination. xxxv. Carrying concealed weapons, or threading intimidating or attempting bodily injury to any workman of the federation.

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3. RESEARCH METHDOLOGY
A systematic approach is essential in any project work. An incorrect step involves loss of time and energy. The increasingly complex nature of business and government has focused attention on the use of the research in solving operational problems. Methodology forms a core of all research study. It refers to the procedure for the collection of data and its analysis. This chapter deals with the various methodological details in the present study. The methodology of the present investigation includes the following steps.

3.1 Title of the study


My research study is completely done upon recruitment system at Jaipur dairy which is very important part that is done in every organization to recruit people according to the changing environment and changing technology. Recruitment is a skill development program in organization which is very important for both the organization and employee to go for future success.

3.2 Duration of the project


Our project is done according our training program and duration of that project is decided by as per SHRI AATM VALLABH JAIN GIRLS COLLEGE, SRIGANGANAGAR, time period

which is 17th may, 2010 to 31st june,2010. 3.3 Objective of the study
This project work characterizes to evaluate the recruitment system followed at Jaipur Dairy. The objective of the study are as follows. 3.3.1 To study and understand the recruitment system at saras dairy. 3.3.2 To know the existing level of employers recruiting new employees. 3.3.3 To suggest the new ways by which efficient employees can be recruited. 3.3.4 To suggest new model by which recruitment cost can be minimized 3.3.5 To evaluate the recruitment management programs. 3.3.6 Development and expansion of such other allied activities as may be conductive for the industry.
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3.3.7 Organize and provide technical inputs. 3.3.8 To identify and suggest measures for the improvement of the recruitment system.

3.4 Research Design


A research design is the arrangement of the conditions for collection & analysis of data. Actually it is the blue print of research project. Training needs analysis is one of the important factors which have drawn attention of managers in the organization as well as academicians. So, study has been conducted to determine the recruitment system and the way it influenced the people of the organization. While doing the research, questionnaire was prepared for collecting the primary data. Questionnaire contained 10 questions. They were multiple choice questions.

3.5 Sample Design


Sample design refers to the technique as a recruiter that a employer would adopt in selecting the new people. Sample size: in our study we have taken sample of 25 employees.

Sampling method
For the purpose of our study we used random sampling. Sources of data sound recruitment research depends upon the existence of facts or directly related to hiring of people. To fulfill aforesaid objectives of the study, the information gathered from the primary as well as secondary sources & the same is also used. A. B. Collection of data through Questionnaire Collection of secondary data through H R policies Internet Library- books, journals, magazine

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DATA COLLECTION TECHNIQUE


The data was collected through close-ended questionnaire. The data collection period in our study was from 20th May 2010 to 29th June 2010. Questionnaire: the data was collected through questionnaire, in which different question were asked.

3.5 SCOPE OF STUDY


This study shows how candidates are recruited in the organization. This study tries to focus on employees problems. This study also tries to focus on recruiting qualified and highly talented employees. This project study also focus on importance of recruitment in an organization. In this project, I try to develop employee satisfaction.

3.6 LIMITATIONS OF STUDY


The company under study being a very large organization with large number of employees, all of them could not be contacted for views and opinions on the topic recruitment system at jaipur dairy. Wing to the paucity of time the questionnaire could be distributed only to a limited number of employees. Therefore the findings of the study neither may nor be 100% accurate. Some of the respondents hesitated to answer the questions properly. Many employees were afraid that the data supplied by them may be used against them. As such there was difficulty in getting the questionnaire filled by the employees.

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4. FACTS AND FINDINGS


The industry offering its best services and opportunities in every sphere. The employees are loyal towards the organization resulting enriched and considerable working experience. Lack of friendly styles among employees. Lack of confronting styles as compared to prescriptive & rescuing styles among employees. Few employees have highly supportive approach while majority lacks in supportive approach. Majority of employees have highly innovative approach while few employees are relatively moderate and low innovative in nature. Few of the employees have highly confronting approach while majority of employees are relatively low and moderate confronting in nature. The management control over the lower management and supervisory section is medium and not high because of the fact that employees are enough to handle their tasks and responsibilities fairly and honestly.

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5. ANALYSIS AND INTERPRETATION


Q.1 Are you a fresher, working for over a year or well experienced? Analysis:- it was inferred from the internal survey to the organization that out of 35 employees: fresher were 6,working for over an year were 20 and well experienced were 9.

Working over an year

Well Experienced

Fresher

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Q 2. U r recruited through which source? a) b) c) Campus Walk-in Consultancy others

d)

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Q 3. To whom you gave interview? a) b) c) HR Supervisor Others

Q 4. How is the training for new recruitments? S.NO. OPTIONS NO. OF PERSONS PERCENTAGE 1 2 3 4 On the job Off the job Technical Others 38 12 5 5 64 20 8 8

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Q 5. Conditions that need to be improved during recruitment sessions? S.NO OPTIONS 1 2 3 4 Redesign the job Remove interference Reorganize the workplace Upgrade the materials NO.OF PERSONS PERCENTAGE 28 22 5 5 56 34 8 8

Q 6. What skills a candidate should posses? S.NO OPTIONS 1 2 3 4 Technical skills General traits Human & soft skills friendly NO. OF PERSONS PERCENTAGE 20 10 20 10 33 17 33 17

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6. SWOT ANALYSIS
6.1 Strengths
6.1.1 Good market value 6.1.2 government institution 6.1.3 first of state 6.1.4 experienced employees 6.1.5 good feedback as monetary and theoretical 6.1.6 high market share

6.2 Weakness
6.2.1 lack of milk resources in whole state 6.2.2 skill labor is not available at all time when labor leaves their jobs. 6.2.3 dependence on farmers

6.3 Opportunities
6.3.1 best location to increase market share 6.3.2 best opportunity to provide good quality products 6.3.3 varieties should be spared 6.3.4 market share should be increased out of India 6.3.5 there is no competitor of packed milk in jaipur

6.4 Threats
6.4.1 lack of good quality milk 6.4.2 milk can be produced not manufactured 6.4.3 there is always a possibility of a competitor entering the market 6.4.5 fast changing technology 6.4.6 increasing use of powder milk 6.4.7 unawareness 6.4.8 increasing share of low quality milk

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7. CONCLUSION
At the end of the report, I would like to put my words with utmost delight that what I fond in SARAS while fulfilling my objectives was that the employees are serving in a very amicable leading or serving the objectives to their fullest advantages to the organization. In my study I draw the conclusion that employees are getting acquainted with work frequently and the behavior of their bosses are cooperative and more as advisors. Since food industry is rising followed by a good competition despite the company is performance extensively well in all over Rajasthan and some locations like in Delhi, Haryana etc.

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8. RECOMMENDATION AND SUGGESTIONS


Proper planning of manpower requirement so as to avoid redundancy. Improvement in recruitment policy and practice of contract base employees. Use of proper tests and interviews in selection of contract base employee. Promotion from within and other career opportunities. Introduction of incentive plans Employee welfare schemes Employee consultation, suggestion, schemes and workers participation in managements. Conflict resolution and team building techniques to improve human relation and morale. Proper job design and work scheduling to match skills with job.

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9.APPENDIX
Conducted by:- Urvashi Soni
Notes: The information provided by you will only be used for research purpose. Please fill in the questionnaire to the best of your ability & it shall be kept confidential. Tick in front of your answer. Name of the participant (optional): Department: Please indicate by a tick ( ) mark A. To which age group do you belong? (i) 20-29 years (ii) 30-39 years (iii) 40-49 years (iv) 50 years & above B. Designation / level (i) First line supervisor (ii) Middle Management (iii) Sr. Management C. Qualification (i) (ii) (iii) (iv) Degree in eng / arts / science / commerce Diploma in eng. Master in arts / science / commerce ITI / Inter ?SSC

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D.

Area of work (i) (ii) (iii) (iv) (v) (vi) (vii) Administration / HRD Finance & accounts Material management Production Design Services Any others( specify)

E.

Years of experience in jaipur dairy (i) (ii) (iii) (iv) Less than 5 years 5-10 years 11-15 years Above 15 years

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BIBLIOGRAPHY Website: 1.www.rcdf.com 2.www.sarasindia.com

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