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A

SUMMER TRAINING REPORT

ON

RECRUITMENT AND SELECTION AND SANCHI

At

For The Partial Fulfillment of Bachelor of

Business Administration

2010-13

SUBMITTED TO :- SUBMITTED BY:-

Jiwaji University, Gwalior DURGESH KUMAR

BBA V

Semester

GICTS GROUP OF INSTITUTIONS , GWALIOR

Shivpuri Link Road LASHKAR GWALIORTel: 91-751-2448801, 02, 03

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Email: [email protected]: www.gicts.org.

DECLARATION

This is to declare that the Summer Training Report has

been accomplished by me and being submitted in partial

fulfillment of requirement for the award of the Degree of

Bachelor of Business Administration from GICTS Group of

Institution affiliated to Jiwaji University, Gwalior.

The work has not been submitted by me anywhere else

for the award of any degree or diploma. All source of

information are based on my on training experience and

learning.

Date: DURGESH KUMAR

Place: BBA Vth Semester

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CERTIFICATE

This is to certify that Mr. DURGESH KUMAR student of

BBA Vth Semester of GICTS Groups of Colleges has

successfully completed his Summer Training dated from

45 days and this report is submitted by Him for the

completion of the training requirement under my

guidance and supervision.

Date : (Mr. Yogesh

Atarey)

Place:

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ACKNOWLEDGEMENT

It is great pleasure for me to put on record my

appreciation and gratitude towards Prof Abbas Syed

Placement and Training Coordinator GICTS Group of

College, Gwalior my special thanks to my respected

faculty. Mr. Yogesh Atarey for her valuable support and

suggestions for the execution of Summer Training. I thank

her for the right direction and providing direction for the

completion of my summer training project.

Date: DURGESH KUMAR

Place: BBA Vth Semester

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INDEXIntroduction of Industry and Organization

History

DevelopmentCurrent Trends

Manufacturing Industry in Gwalior

Chapter 2 Topic Introduction

Chapter 3 -Research Methodology

Objective of Study

Research Design

Scope of StudyHypothesis

Data Collection

Review of Literature

Limitations of Study

Significance of Study

Chapter 4 -Data Interpretation and Analysis

Data analysis

Data Interpretation

Chapter 5-Findings, Suggestion and Conclusion

Bibliography

Annexure

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PREFACE

It is said that without theory, practice is blind and without practice theory

is meaningless. Hence practical training has been made integral part of

the management education in India.

It exposes the potential of manager of the future to the actual tune of

working environment present is dynamic organization.

The marketing concept is built in premise that marketers just identify

consumer needs and then develop product and services satisfy those

needs.

Consumer research is very important term by this we can identify the

brand awareness of the product of the company and if helps in

development and innovation of product and in development marketing

strategies.

I Completed summer training in the guidance of my mentor .it was really

good for me .I completed this project with the help of friends, teachers,

customers.

Thanks to all those who help me directly and indirectly in this project.

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CHAPTER -1

INTRODUCTION OF INDUSTRY

&

ORGANIZATION

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INDUSTRY PROFILE

Introduction

The dairy sector in the India has shown remarkable development in the past decadeand India has now become one of the largest producers of milk and value-added milk

products in the world. The dairy sector has developed through co-operatives in many

parts of the State. During 1997-98, the State had 60 milk processing plants with an

aggregate processing capacity of 5.8 million liters per day. In addition to these

processing plants, 123 Government and 33 co-operatives milk chilling centers operate

in the State. With the increase in milk production. Maharashtra now regularly exports

milk to neighboring states. It has also initiated a free school feeding scheme,

benefiting more than three million school children from over 19,000 schools all over

the State

Indian dairy industry

Dairy is a place where handling of milk and milk products is done and technology

refers to the application of scientific knowledge for practical purposes

Dairy Industry in India

More than 2,445 million people economically active in agriculture in the world,

probably 2/3 or even more of them are wholly or partly dependent on livestock

farming. India is endowed with rich flora & Fauna & continues to be vital avenue for

employment and income generation, especially in rural areas. India, which has 66% of

economically active population, engaged in agriculture, derives 31% of Gross

Domestic Product GDP from agriculture. The share of livestock product is estimated

at 21% of total agricultural sector.

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Contribution of live stock sector to gross domestic product

(Percentage contribution)

1950-51 1990-91

63.5 67.0

12.0 16.0

4.1 3.1

1.3 0.3

16.5 10.0

Live stock populations:

Number of animals (in thousand)

(Source: production yearbook 1995 /FAO statistics division)

Sheeps Goats Pigs Chickens Cattle

45000 119242 11780 435 194655

Buffaloes Horses Mules Camels

79500 990 1742 1520

(Source Indian Dairy man, 50:1998)

Cattle

(millions)

Buffalo Total (1996)

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DEVELOPMENT

Milk Production

1950 17 million tones

1996 70.8 million tonnes

1997 74.3 mT

(Projected) 2020 240 mT

Expected to reach- 220 to 250 mT 2020

India contributes to world milk production rise from 12-15 % & it will increase unto

30-35% (year 2020)

Average milk production / year

America 6874 Kg/ year

Denmark 6223 Kg/yearHolland 5751 Kg/year

India 552 Kg/year

Average Productivity

2.4 kg/day or 732 kg/lactation/cow

China: 1600 kg/lactation

America 7200 kg/lactation

Percapita availability:

Recommended 210 gm

India

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1950 132 gm

1997 214 gm

2020 290 gm

India contributes 35% of total Asian milk

Dairy Industry profile 1997

Human Population 953 million (70 million dairy

farmers)

Milk production 74.3 million tonnes (203.5

million 1 pd)

Average annual growth rate (1996-2000) 5.6%Per capita milk availability 214 gm/day or 78 kg/year

Milch animals 57 million cows;

39 million buffaloes

Milk yield per breedable bovine in milk 1,250kg

Cattle feed production (organized sector) 1.5 million tonnes

Turnover of veterinary pharmaceuticals Rs 550 crores

Dairy plants throughout 20 mlpd

Throughout as percentage of total milk output 10

Value of output of milk group (1994-95) (Based on

producers price)

Rs 50,051 crores

Value of output of dairy industry (Based on retail

price)

Rs 105,000 crores

Projected milk production at different rates of annual growth 1995 to 2000

year @5% @5.5% @6%

1995 66.3 66.3 66.3

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1996 69.3 70.0 70.2

1997 73.1 74.0 74.4

1998 76.7 78.0 78.8

1999 80.6 82.3 83.52000 84.6 86.8 88.5

Milk Composition

Sr.

no

Constituents Buffalo Cow Goat Liquid skimmed milk

1 Moisture (gm) 81.00 87.50 86.80 92.10

2 Protein (gm) 4.30 3.20 3.30 2.50

3 Fat (gm) 6.50 4.10 4.50 0.10

4 Minerals (gm) 0.80 0.80 0.80 0.70

5 Carbohydrates (gm) 5.00 4.40 4.60 4.60

6 Energy calories (kcal) 117.00 67.00 72.00 29.00

7 Calcium (mg) 210.00 120.00 170.00 120.00

8 Phosphorus (mg) 130.00 90.00 120.00 90.00

9 Iron (mg) 0.20 0.20 0.30 0.20

Indian Buffaloes: (Dairy business Directory 1996)

Buffaloes are classified into two categories;

1) Reverie (depending upon variation in their habitat & genome)

2) Swamp

Swamp buffaloes: - 48 chromosomes

South East Asian countries

Stocky animals, marshy land habitat

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CURRENT TRENDS

FIELD OPERATION

The Field Operation activities begin with organization of Dairy Co-operativeSocieties in the rural areas and end with milk transportation to the dairy dock. The

basic Field Operations include:-

Organization of Dairy Co-operative Societies on 'Anand' pattern.

Organizing milk producers farmers' training programs for formation of co-

operatives, awareness to co-operative principles & milk production

enhancement techniques etc.

Procurement and transportation arrangement of milk.

Providing Technical Input services to the milk producer farmers for milk

production enhancement such as Animal Health Care

(First Aid & Emergency), Artificial Insemination, Balanced Cattle feed and

improved fodder seed etc.

Preference to economically weaker sections, small & marginal farmers,

scheduled caste / tribe categories in various activities.

PLANT OPERATION

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The plant operation activities begin with receipt of

milk at the Chilling Centre / Dairy Dock and end with

dispatch of milk & milk products for distribution. The

basic activities of Plant Operations include:-

1. Reception of milk at Chilling Centre /

Dairy Dock.

2. Testing of milk.

3. Milk Pasteurization

4. Milk Chilling5. Milk Packing

6. Manufacturing & packing of Main products like Ghee, SMP, and

White Butter & Table Butter.

7. Manufacturing & packing of indigenous products like Shrikhand,

Lassi, Peda, Salted & Plain Butter Milk, and Flavored Milk etc.

8. Storage of products

MARKETING DEPARTMENT

The Marketing Activities at the Milk

Unions/MPCDF can be summarized here under:-

1. Marketing of different types of milk in

different pack sizes (Full Cream Milk, Standard

Milk, Toned Milk, Double Toned Milk, Skimmed

Milk etc.) under the brand name "Sanchi".

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2. Marketing of Indigenous fresh milk products (Ghee, Flavored Milk, Butter

Milk, Shreekhand, Sweet Curd, Mattha, Dahi, Lassi, Peda, Chakka, Mawa,

Paneer etc.) under the brand name "Sanchi" within the state.

3. Sales Promotion and advertising

4. Sale of surplus milk to the other cooperative Milk Unions under the State

Milk Grid (SMG) and to other Cooperative Organizations / Milk Unions

outside the state under the National Milk Grid (NMG).

5. Marketing of Ghee, Skimmed Milk Powder (SMP) and Table Butter under

the brand name "Sneha" by MPCDF (products manufactured by the Milk

Unions) outside the state.

6. Consumer Awareness about Pasteurization of milk, "Quality" and

"Hygiene" aspects of "Sanchi" milk and milk products.

7. Distribution System for liquid milk and milk products in the towns.

8. Tapping new areas and townships for sales coverage.

9. Organizing campaigns against adulterated milk.

The marketing department at the sangh is headed bysuperintendent. There are two superintendents (city supply) and

other is marketing superintendent (out of city supply).

MARKETING EXECUTIVE

Marketing superintendent Marketing superintendent (City

supply) (Out of city supply)

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(Five route supervision) (Tow route supervision)

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DISTRIBUTION CHANNEL

The Gwalior dairy is primarily a liquid milk unit. Surplus fat and SNF, when available

are converted into Ghee, White Butter and SMP. The SMP milk manufacture is

mainly used internally for recognition. The dairy has also produced small quantities of

Shree Khand flavored milk and butter which are sold through dairy booth and parlors.

By the end of 31st March 2003 there were 532 retail outlets for marketing liquids milk

and two agencies which are responsible for the delivery of Ghee and SMP to retailed

dugdh sangh has one level distribution channels are the liquid milk and product which

appropriate because liquid milk is perishable goods its duration life is very shorts and

GDS apply two level distribution channel for the Ghee and SMP that, duration life

is long comparatively.

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MARKETING CHANNEL

One level (for liquid milk) two level (for other products)

GDS (Producer)

Retailer

Consumers

GDS (Producer)

Whole Seller or

Agency

Retailers

Consumers

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SANCHIS MILK PRODUCTS

Sanchi Smart

Double Tonned Milk

Sanchi health is pasteurized double toned milk.

Contains 1.5% fat and 9% solid not fat (SNF).

It is homogenized milk which contains proteins, minerals

and vitamins.

Ideal milk (with less fat) for health conscious persons.

Available in 500 ml and 200 ml pouches in Ujjain, Bhopal,

Gwalior, Indore and Jabalpur milk shed area.

Sanchi Taza

Tonned Milk

Pasteurized and homogenized toned milk.

Contains 3% and 8.5% solid not fat (SNF).

It is balanced milk suitable for every age group.

Available in 200 ml, 500 ml and 1000 ml pouches in

Ujjain, Bhopal, Indore, Gwalior & Jabalpur milk shed area

Sanchi Shakti

Standardized Milk

Sanchi Shakti is pasteurized Standard Milk.

Contains 4.5% fat and 8.5% solid not fat (SNF).

It contains proteins, minerals and vitamins.

Ideal milk tea, curd and other homemade sweets.

Available in 500 ml pouches in Ujjain, Bhopal, Gwalior

Jabalpur and Indore milk shed area.

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Sanchi Gold

High Fat Milk

Sanchi health is pasteurized full cream milk

Contains 6% and 9% solid not fat (SNF).

It has high nutritive value with body building proteins, bone

forming minerals and vitamins.

Available in 500 ml and 1000 ml pouches in Ujjain,

Bhopal, Indore, Gwalior & Jabalpur milk shed area.

Sanchi Urja

Double Tonned Flavored Milk

Double toned sterilized flavored milk

Free from micro organism harmful to consumer health. Under packed

conditions, does not need refrigerated storage.

No formation of cream layer due to homogenization.

Permitted fruit flavors / essences together with permitted (matching)

colors and sugar are used

Available in 200 ml glass bottles and poly packs.

Manufactured and sold by Bhopal, Indore, Ujjain, Gwalior & Jabalpur

Sahakari Dugdha Sangh from their exclusive milk parlors in towns and other

agencies

Sanchi Shrikhand

Semi-soft, sweetish-sour, whole milk product prepared by traditional method

from lactic fermented curd

The chakka is mixed with required amount of sugar and

natural cardamom

It is available in 100gm and 500 gm plastic cups.

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Manufactured and sold by Bhopal, Indore, Jabalpur, Ujjain and Gwalior

Sahakari Dugdha Sanghs from their exclusive milk parlors in towns/railway

station and other agencies

Shelf life is 3 days when stored under refrigeration A delicious substitute for food when away from home and during fasting

Sanchi Lassi

A delicious dairy product made from fresh milk and prepared from whole milk

contains sugar and permitted flavor.

Sanchi lassi contains appreciable amount of milk protein and

phospholipids and an excellent beverage for quenching thirst.

It is available in 200 ml plastic glasses.

Manufactured and sold by Bhopal, Indore, Jabalpur, Ujjain and Gwalior

Sahakari Dugdha Sanghs from their exclusive milk parlors in towns/railway

station and other agencies

Shelf life is 3 days when stored under refrigeration

Drink to get sweetish sour mouth licking taste

Sanchi Butter Milk (Mattha)

Good beverage for quenching thirst by reason of its lactic acidity.

Contains zeera, black pepper, salt to give it a nutritious value.

It has nutritious values and therapeutic properties

It is available in 200 ml poly pack.

Manufactured and sold by Bhopal, Indore, Jabalpur, Ujjainand Gwalior Sahakari Dugdha Sanghs from their exclusive

milk parlors in towns/railway station and other agencies

Shelf life is 2 days when stored under refrigeration

Quench your thirst with salt and spice

Sanchi/Sneha Ghee

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Richest source of milk fat, prepared from direct heating of milk cream usually

obtained by normal separation of milk.

It has fine Grains, and good keeping qualities.

Good source of Vitamin A,D,E & K

Available in duplex refill packs of 200 ml, 500 ml, 1liter, 5 liter tin / jar, 15

liter tin / jar .

Manufactured and sold by Bhopal, Indore, Jabalpur, Ujjain and Gwalior

Sahakari Dugdha Sanghs from their exclusive milk parlors in towns/railway

station and other agencies

Best before 180 days.

Sanchi sneha Skimmed Milk Powder

Spray dried, instantly soluble milk powder obtained from the skim

milk of cow or buffalo milk by removal of water.

An ideal dietary supplement for low calories and high protein diet.

Can be conveniently used for making tea, coffee, curd (dahi),

chenna, lassi, pudding and other milk based sweets

Available in 200 gm, 500 gm, duplex refill packs and 25 Kg bags.

Manufactured and sold by Indore and Gwalior Sahakari Dugdha Sanghs from

their exclusive milk parlors in towns and other agencies

Best before 180 days.

Most ideal instant soluble dry milk to be at your home. Bake or make ice-cream, tea

or sweet meat

Sneha Table butter

A fat concentrate, obtained by churning of cream gathered from fresh milk of

cow & buffalo

Has a creamy pleasant delicate aroma. salt and permitted butter colors are also

added to give rich especially tailored to Indian taste

Can be used as spreading on bread , toppings on parathas , rotis , puris , and

other foods

It is ideal in backing and cooking and to spread on bread

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Available in 200 gm & 500 gm duplex refill packs.

Best before 180 days.

Matches the brand leader in quality and taste

Shelf life 12 months when stored under refrigeration at minus 24oC temperature.

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MANUFACTURERING INDUSTRY IN GWALIOR

ORGANISATIONAL PROFILE

GWALIOR SAHAKARI DUGDH SANGH MARYADIT

Add: - Gola Ka Mandir, Residency Road, Gwalior (M.P.)

Ph. No. 0751-2365523 (G.M.), 0751-2368107 (Mrtg.)

Fax No. 0751-2366981

E-mail: [email protected]

Website: www.mpcdf.nic.in

Gwalior Sahakari Dugdh is registered on 4th July 1983 under M.P. Co-operative

Society Act 1960.IT Is ISO certified company

The Government milk supply scheme was a department of the government of Madhya

Pradesh Catering to the requirement of milk product of the city of Gwalior.

In yearly 1970 the Government of Madhya Pradesh had initiated co-operative

dairying as the model of Dairy development in the state and financial assistance from

the World Bank (IDA) was obtained in 1975.

The Madhya Pradesh state Dairy development corporation was set-up as the

implementing agency for this programs in 1983 this function was handling over to the

Madhya Pradesh State Co-operation Dairy Filtration when the state was covered

under the operation food program. District level established the dairy plant namely

Indore, Bhopal, Ujjain, Sagar, Jabalpur, Raipur and Gwalior.

Gwalior Sahakari Dugdh Sangh is having sophisticated milk plant with new

technology at Banmor Industrial Area, District Morena New Dairy Plant was

established in the year 1987 and collecting milk from farmers of registered 450

primary milk cooperative society situated in the milk shed area of Gwalior Dugdh

Sangh include Gwalior, Datia, Shivpuri, Bhind, Morena and Sheopurkalan etc.

The union has location advantage as the dairy plant is situated in midest of Bhind,

Morena district. The estimated agglomerated. Population in the urban area of the milk

shed is around 11 lacks. The strategy advantage of the main dairy plant lays its

proximity and accessibility through the national highway to the large market of themetropolis of Agra, Delhi and the surrounding area.

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GWALIOR SAHAKARI DUGDH SANGH (GDS)

Address Gola Ka Mandir, Gwalior

Districts Covered Gwalior, Bhind, Morena, Shivpuri, Datia, Sheopur

Processing Capacity 2.00 Lac Liter/Day

Drying Capacity 10 MT/Day

Dairy Plant / Chilling

Centers / IMC Units

Banmore (Morena), Mehgaon, Daboh, Sheopur,

Shivpuri, Datia, Dabra

Cattle feed Factory -

Integrated Dairy

Development ProjectSheopur

Women Dairy

Development ProjectMorena

Clean Milk Production

ProjectGwalior, Bhind, Morena, Datia

Products

Various type of liquid milk, Ghee, Skimmed Milk

Powder, White Butter, Shrikhand, Lassi, Peda, Flavored

Milk, Butter Milk, Paneer, Curd, Ice-cream

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1. COOPERATIVE CHIEF EXECUTIVE OFFICER

GWALIOR SAHAKARI DUGDH SANGH MARYADIT, GWALIOR (M.P.)

Chief Executive Officer : Mr. S.K. Singh Gaur

Field operation (A.G.M.) : Mr.Dr.N.L.Tyagi

Marketing (A.G.M.) : Mr. D.P. SINGH

Manager Plant & Operation : Mr. D.D. BATNAGAR

Head MIS : Mr. S. S. Ali

Finance (A.G.M.) : Mr. K.S. SHARAMA

ADMINISTRATIVE (MANAGER) : Mr. MAHESHWARI

PRODUCTION OFFICER : MIS. SHIKA DUBE

PURCHASE DEPARTMENT : Mr. RAJIV TOMAR

QUALITY CONTROL : Mr. C.P. SINGH

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CHAPTER-2

TOPIC INTRODUCTION

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RECUITMENT & SELECTION PROCESS

PROCEDURE OVERVIEW:

Recruitment is hiring of employees from outside. Recruitment has been regarded as

the most important function of the HR department , because unless the right type of

people are hired, even the best plans, organization chart and control system would not

do much good. Recruitment is the discovering of potential applicant for actual or

anticipated organization vacancies. Accordingly the purpose of recruitment is to

locate sources of manpower to meet the job requirements and job specification. It is

defined as a process to discover the sources of manpower to meet the requirements

of staffing schedule and to apply effective measures for attracting the manpower to

adequate number to facilitate effective selection of an effective workforce

METHODS OF RECRUITMENT

Dunn and Stephens summaries the possible recruiting methods into three categories,namely

1: Direct method

2: Indirect method

3: Third party method

1.DIRECT METHOD

The direct method includes sending of the recruiters to different educational and

professional institutions, employees contact with public, and mannered exhibits. One

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of the widely used methods is sending the recruiters to different colleges and technical

schools. This is mainly done with the cooperation of the placement office of the

college. Sometimes, firms directly solicit information form the concerned professors

about student with an outstanding records. Other direct methods include sending

recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile

offices to go the desired centers.

2.INDIRECT METHOD

Indirect method involves mainly advertising in newspapers, on the radios, in trade and

professional journals, technical magazines and brochures. The main point is that the

higher the position in the organization the more dispersed advertisement is likely to

be. The search for the top executive might include advertisement in a national

periodical, whereas the advertisement of the blue color jobs usually confine to the

daily newspaper. According to the Advertisement tactic and strategy in personnel

Recruitment, three main points need to be borne in the mind before an advertisement

in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to

write out a list of advantages the company offers, or why should the reader join the

company. Third, to decide where to run the advertisement , not only in which area,

but also in which newspaper having a local, state or a nation- wide circulation.

3.THRID PARTY

These include the use of commercial or private employment agencies, state agencies,

and placement offices of schools colleges and professional associations recruiting

firms, management consulting firms, indoctrination seminars for college professors,

and friends and relatives. Private employment agencies are the most widely used

sources. They charge a small fee from the applicant. They specialize in specific

occupation; general office help, salesmen, technical workers, accountant, computer

staff, engineers and executives. Professional organization or recruiting firms maintain

complete information records about employed executive. These firms maintain

complete information records about employed executives. These firms are looked

upon as the head hunters raiders, and pirates by organization which loose their

personnel through their efforts. State or public employment agencies are also known

as the employment or labour exchanges, are the main agencies for the public

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employment. Employers inform them of their personnel requirement, while job

seekers get information for them about the type of job are referred by the employer.

Schools and colleges offer opportunities for recruiting their student. They operate

placement services where complete biodata and other particular of the student are

available.

Evaluation of the recruitment method

The following are the evaluation of the recruitment method

1: Number of initial enquires received which resulted in completed application forms

2: Number of candidates recruited.

3: Number of candidates retained in the organization after six months.

4: Number of candidates at various stages of the recruitment and selection process,

especially those short listed.

Objective of recruitment:

1: To attract with multi dimensional skills and experience that suite the present and

future organization strategies.

2: To induct outsider with new perspective to lead the company.

3: To infuse fresh blood at all levels of organization.

4: To develop an organizational culture that attracts competent people to the

company.

5: To search or headhunt people whose skill fit the companys values.

6: To seek out non-conventional development grounds of talent

7: To devise methodology for assessing psychological traits.

8: To search for talent globally not just with in the company.

9: To design entry pay that competes on quality but not on quantum.

10: To anticipate and find people for position that doesnt exists yet.

Recruitment represents the first contact that a company makes with potential

employees. It is through recruitment that many individuals come to know about the

company and eventually decide whether they wish to work for it. The recruitment

process should inform qualified individuals about the job so that applicant can make

comparison with their qualification and interest.

Factors affecting Recruitment :

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There are two types of factors that affect the Recruitment of candidates for the

company.

1: Internal factors:

These includes

- Companys pay package

- Quality of work life

- Organizational culture

- Companys size

- Companies product

- Growth rate of the company

- Role of trade unions

- Cost of recruitment

2: External factors:

These include

- Supply and demand factors

- Employment rate

- Labour market condition

- Political, legal and government factors

- Information system

Recruitment Process

The actual steps involved in recruitment follow a well defined path:

Application shortlist:

In this step, we shortlist the resume received from various sources based on the

suitability for the requirement.

Preliminary Assessment:

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The short listed candidates go through a preliminary round of interviews. This

interview lays more emphasis on functional competencies. To have more data on the

functional skills, the candidates may be given a business case for analysis and

presentation (This is done for certain positions only).

Final interview:

Here the candidates who successfully clear the first round of interview go through

another round of interview with one or more of the functional heads.

Medical Evaluation:

Candidates who are selected by Colgate are asked to undergo a medical test.

Selection

Selection is a negative process and involves the elimination of candidates who do not

have the required skills and qualification for the job proposed. Also it is a process of

differentiating between applicants in order to identify and hire those with grater

likelihood of success in job.

The objective of selection decision is to choose the individual who can most

successfully perform the job from the pool of qualified candidates. It is the system of

function and devise adopted in a given company to ascertain whether the candidates

specifications are matched with the job specifications and recruitment or not.

Selection process or activities typically follow a standard patter, beginning with an

initial screening interview and concluding with final employment decision. The

traditional selection process includes: preliminary screening interview, completion of

application form, employment test, comprehensive interview, background

investigation, physical examination and final employment decision to hire. But now

selection is centralized and handled by the Human Resource Department. This type of

arrangement is also preferred due to some of these advantages:

- It is easier for the application because they can send their applications to a single

centralized department.

- It facilitates contact with applicants because issues pertaining to employment can be

cleared through one central location.

- It helps operating managers to concentrate on their operating responsibilities. This isespecially helpful during the chief hiring period.

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- It can provide for better selection because hiring is done by specialist trained in

staffing techniques.

- The applicant is better assured of consideration for a greater variety of jobs.

- Hiring cost is cut because duplication of efforts is reduced.

- With increased governmental regulation on selection process, it is important that

people who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization

decides whether or not to make a job offer and how attractive the job offer should be.

ESSENTIAL OF SELECTION PROCEDURE :

- Someone should have the authority to select.

- There must be sufficient number of applicants from whom the required number of

employees to be selected.

- There must be some standards of personnel with which a prospective employee may

be compared.

FACTORS EFFECTING SELECTION DECISION :

Includes:- Profile matching

- Organization and social environment

- Multi correlations

- Successive hurdles

Evaluation of recruitment process

The following are the evaluation of the recruitment process:

1: Return rate of application sent out.

2: Number of suitable candidates for selection.

3: Retention and performance of the candidate selection.

4: Cost of recruitment

5: Time lapsed data.

6: Comments on image projected.

Philosophies Of Recruitment

Basically there are two Philosophies of recruitment. These are as follows:

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1: REALISTIC JOB PREVIEWS (RJP)

Realistic Job Previews provides complete job related information to the applicants so

that they can make the right decision before taking up the jobs. It includes positive

and the negative aspects of the job.

2: JOB COMPATIBILITY QUESTIONNAIRE: (JCQ)

Job compatibility Questionnaire was developed to determine whether an applicant

preference for the work match the characteristic of the job. The JCQ is designed to

collect information on all aspects of the job which have a bearing in on employee

performance .absenteeism, turnover and job satisfaction. The underlying assumption

of JCQ is that, greater the compatibility between an applicant preference for the job

and characteristic of the job as perceived by the job seeker, the greater the probability

of employee effectiveness and longer the tenure.

Selection

Selection is a negative process and involves the elimination of candidates who do not

have the required skills and qualification for the job proposed. Also it is a process of

differentiating between applicants in order to identify and hire those with greater

likelihood of success in job.

The objective of selection decision is to choose the individual who can mostsuccessfully perform the job from the pool of qualified candidates. It is the system of

function and devise adopted in a given company to ascertain whether the candidate

specifications are matched with the job specifications and recruitment or not.

Selection process or activities typically follow a standard patter, beginning with an

initial screening interview and concluding with final employment decision. The

traditional selection process includes: preliminary screening interview, completion of

application form, employment test, comprehensive interview, background

investigation, physical examination and final employment decision to hire.

Organization for selection

Until recently the basic hiring process was performed in a rather unplanned manner in

many organizations. In some companies, each department screened and hired its own

employees. Many mangers insisted on screening their own employees as they thought

no one else could do that as efficiently as they themselves.

Barriers To Effective Selection

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The main objective of selection process is to hire people having competence and

commitment towards the given job profile. But due to some reason the main purpose

of effectively selecting candidates is defeated. These reasons are:

1: Perception or the Halo effect: Many a times the interviewer selects a candidate

according to the perception he has or he made up while talking or looking at the

individual. This way he does not see through the caliber or the efficiency of the

individual and many times it leads to the selection of the wrong candidates.

2: Fairness: During the selection process the interviewer does not select the

individual on the basis of his knowledge and hence the right type of the candidates is

not selected.

3: Pressure: The people from the HR department and also have a lot of pressure from

the top management and from other top class people for selecting the candidates they

want. This ways the purpose of effective selection process of effective selection

process is defeated as they have to select that individual whether or not he is capable

of the job. that is being offered.

ESSENTIAL OF SELECTION PROCEDURE

- Someone should have the authority to select.

- There must be sufficient number of applicants from whom the required number of

employees to be selected.

- There must be some standards of personnel with which a prospective employee may

be compared.

IMPACT OF DEMOGRAPHY (SANCHI PRODUCTS) ON REQUIREMENT &

SELECTION

SANCHI PRODUCTS

A name, term, sign, symbol or design or a combination of them, intended to identify

the goods or services of one seller or group of sellers and to differentiate them from

Those of competitors. We can say sanchi products is fantastic brand in market mostly

household use in daily life because it is cheaf & tasty and 100% pure

COMPETITORS

There are so many competitors of sanchi

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AMUL

NOVA

PARAS

MOHANBHOG

DWARICA

Mother dairy

Consumers tend to make purchasing decisions based on peer recommendations and

direct experience, as well as traditional advertising method. This is why it is necessaryto build brand awareness strategies out by instilling trust among consumers. We know

sanchi is a brand according to customer other ghee are not 100% pure and more tasty

and cheaper then Sanchi

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CHAPTER -3

RESEARCH METHODOLOGY

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OBJECTIVES OF STUDY

Objective of recruitment:

1: To attract with multi dimensional skills and experience that suite the present and

future organization strategies.

2: To induct outsider with new perspective to lead the company.

3: To infuse fresh blood at all levels of organization.

4: To develop an organizational culture that attracts competent people to the

company.

5: To search or headhunt people whose skill fit the company

s values.6: To seek out non-conventional development grounds of talent

7: To devise methodology for assessing psychological traits.

8: To search for talent globally not just with in the company.

9: To design entry pay that competes on quality but not on quantum.

10: To anticipate and find people for position that doesnt exists yet.

Recruitment represents the first contact that a company makes with potential

employees. It is through recruitment that many individuals come to know about the

company and eventually decide whether they wish to work for it. The recruitment

process should inform qualified individuals about the job so that applicant can make

comparison with their qualification and interest.

RESEARCH DESIGN

The Problem discovery is an incomplete process, if it is done without looking of

marketing Research design.

Here for research purpose descriptive study is done as we have relevant information

but the problem is to describe the relationships between marketing problem and the

available information.

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DATA COLLECTION

The task of data collections begins after a research problem has been defined and

research design is chalked out. First of all we should analyses two types of data.

Primary data- this is the data collocated a fresh and for the first time. And thus

happen to be original in character for the purpose of research.

investigation at hand there are various methods of collecting primary data such

as

Observation methods

Interview method Method of questionnaire

Through schedules etc.

I have selected questionnaire method collection the primary data.

2- Secondary data

This is the data collected usually start their investigation by examining secondary data

to see whether their problems could problems could partly or wholly is solved without

collecting costly primary dataSecondary data provide starting points for research and offers by advantage of low

and ready availability. Secondary data can be collected from various sourced like.

Internal sources

Govt. publications

Periodical and journals

Commercial data

Books, magazine and newspapers

Telephones & internet

SAMPLE SIZE

100 Respondents.

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RESEARCH APPROACH

Survey

DATA

Primary& secondary both data are use

TYPES OF RESEARCH

Sample was taken randomly

RESEARCH INSTRUMENT

The instrument used was customer satisfaction questionnaire

ANALYSIS TOOLS USED

T-TEST&ANNOVA

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Factors affecting Recruitment:

There are two types of factors that affect the Recruitment of candidates for the

company.

1: Internal factors:

These includes

- Companys pay package

- Quality of work life

- Organizational culture

- Companys size

- Companies product

- Growth rate of the company

- Role of trade unions

- Cost of recruitment

2: External factors:

These include

- Supply and demand factors

- Employment rate

- Labour market condition

- Political, legal and government factors

- Information system

LIMITATIONS OF STUDY

Limitation of the present study can be summarized below

The respondents were limited and cannot be treated as the whole population.

The respondents may be biased.

Time was the major constraint.

The accuracy of indications given by the respondents may not be considered

adequate.

Due to language problem it is possible that the respondents are not able to

understand the questionnaire and can cause misleading results.

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SIGNIFICANCE OF THE STUDY

The organization should emphasize on effective advertisement.

The organization should start its automatic milk parlor like Mother Dairy in

Delhi.

The sangh should give more stress to product and advertisement through local

cable T.V., News Papers, FM Radio, Hoardings, Pamphlets, Personnel Selling and

Small Samples given by company to their customers.

The Dugdh Sangh should provide the complaint box at the parlor, if the customers

have any problem about the products quality, services, price and satisfaction than

written complaint drop in to the complaint box at the parlor.

The Dugdh Sangh provides the proper delivery of the products in parlor at time to

time.

The Dugdh Sangh should be kept in mind the main motive is customer satisfaction

The Dugdh Sangh should get the feedback of the products and their services to the

customer time to time.

The Marketing strategy is more effective and flexible.

The Dugdh Sangh should invite consumers opinion, their suggestion, complaints

to make possible positive changes in brand or product.

SANCHI should decrease Ghee price

There should be more sanchi outlets in market

Delivery process should be in proper manner

Advertisement should be increase in different areas.

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CHAPTER-4

DATA INTERPRETATION

AND ANALYSIS

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DATA ANALYSIS

Name

Companys name

Designation

Date-

Note Please tick the appropriate option.

What source you adopt to source candidates?

a. Employee referral

b. Campus recruitment

c. advertising

d. Recruitment agencies

e. Job portals

f. Other, plz specify

INTERPRETATION:

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1. How many stages are involved in selecting the candidate?

a. 1

b. 2

c. 3

d. 4

e. More

INTERPRETATION:

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2. Do you use any of the following tests during the process of recruitment?

a. Written

b. Aptitude

c. Group Discussion

d. Personal Interview

e. Psychometric test

f. Other, pls specify

INTERPRETATION:

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3. How do you track the source of candidate?

a. Manual

b. Software

c. Online

d. Windows. Xls.

INTERPRETATION:

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4. Apart from the HR Manager, who all from the other departments are

required to get involved in interviewing process?

a. Sales

b. Administration

c. HR Executives

d. Other, pls specify

INTERPRETATION:

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5. What is the average time spent by sales dept. during recruitment (each

candidate)?

a.10mins.

b.10 to 20mins.

c. 20 to 30mins.

d. More

INTERPRETATION:

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CHAPTER 5

FINDING SUGGESTION AND ANALYSIS

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FINDING

During the Summer project different views of consumers are found, today consumers

are very aware about the purchasing phenomenon, they not only look quality, price,

service, total satisfaction and promotional scheme but also brand name because these

factors are impact on the customers mind. Especially the quality and price are very

much impact on the consumers mind.

On the basis of data analysis it is clear that local vendor dominate others.

1. 1. The company should increase their candidate pool through external

sources.

2. More financing option should be available.

3. The company should provide more customer value.

4. Follow up should be increased.

5. Effort should be done for developing the concept of good relationship with

consumers.

6. The company does not go for campus recruitment, they should follow it.

7. The selection process is too lengthy with consumes much time, which has to

be decresed.

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SUGGESTIONS

Manpower requirement for each department in the company is identified well

in advance.

If the manpower requirement is high and the recruitment team of the HR

department alone cannot satisfy it, then help from the placement agencies is

needed.

Time management is very essential and it should not be ignored at any level of

the process..

The recruitment and selection through placement agencies as the last resort

and is utilized only when need.

The recruitment and selection procedure should not to lengthy and time

consuming.

The candidates called for interview should be allotted timings and it should

not overlap with each other.

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BIBLIOGRAPHY

Text Book

Marketing Management : Philip Kotler

Research Methodology : C. R. Kothari

Brand Management : Y. L. R. Murthi

Marketing Management : Dr. RAJAN SAXENA

News Papers & Catalogue

Dainik Bhaskar

Nai Duniya

Product Catalogue

Business & economics.

Web Site

www.mpcdf.nic.in

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WWW.google.com

www.wikipedia.com

www.yahoo.com

QUESTIONNAIRE

1: When are the resources need and forecasted?

Quarterly

Monthly

Annually

Not fixed

2: How is the resource need forecasted?

3: How do you rate the recruitment procedure? Short

Average

Long

Very Long

Cant say

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4: What is the process you follow for recruitment and selection? People explain the

same in brief?

.

4: Which method do you mostly prefer from the following for recruitment and

selection?

Direct Method

Indirect Method

Third Party

5: What sources you prefer for recruitment and selection?

Internal sources

External sources

Both

6: Do you conduct any of these test?

Psychometric test

Medical test

Reference test check

Other (specify)

7: How do you rate the HR practices of the company?

Very Good

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Good

Average

Bad