1. INTRODUCTION
1.1 RECRUITMENT According to Edwin B. Flippo, recruitment is the
process of searching the candidates for employment and stimulating
them to apply for jobs in the organisation. Recruitment is the
activity that links the employers and the job seekers. A few
definitions of recruitment are: A process of finding and attracting
capable applicants for employment. The process begins when new
recruits are sought and ends when their applications are submitted.
The result is a pool of applications from which new employees are
selected. It is the process to discover sources of manpower to meet
the requirement of staffing schedule and to employ effective
measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force.
Recruitment of candidates is the function preceding the selection,
which helps create a pool of prospective employees for the
organisation so that the management can select the right candidate
for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to
develop a pool of qualified applicants for the future human
resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an
employee requisition for a specific vacancy or an anticipated
vacancy. Recruitment and Selection are the two phases of the
employment process. The differences between the two are:
1. The recruitment is the process of searching the candidates
for employment and stimulating them to apply for jobs in the
organisation whereas selection involves the series of steps by
which the candidates are screened for choosing the most suitable
persons for vacant posts.
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2. The basic purpose of recruitments is to create a talent pool
of candidates to enable the selection of best candidates for the
organisation, by attracting more and more employees to apply in the
organisation whereas the basic purpose of selection process is to
choose the right candidate to fill the various positions in the
organisation.
3. Recruitment is a positive process i.e. encouraging more and
more employees to apply whereas selection is a negative process as
it involves rejection of the unsuitable.
1.1.1 The Purpose and Importance of Recruitment are given below:
Attract and encourage more and more candidates to apply in the
organisation. Create a talent pool of candidates to enable the
selection of best candidates for the organisation. Determine
present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
Recruitment is the process which links the employers with the
employees. Increase the pool of job candidates at minimum cost Help
increase the success rate of selection process by decreasing number
of visibly under qualified or overqualified job applicants. Help
reduce the probability that job applicants once recruited and
selected will leave the organization only after a short period of
time.
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Figure No: 1.1.1
SOURCE OF RECRUITMENT
Source: www.wikepedia.com Figure No: 1.1.2
FACTORS AFFECTING RECRUITMENT
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1.1.2 SELECTION Selection is defined as the process of
differentiating between applicants in order to identify (and hire)
those with a greater likelihood of success in a job. Selection is
basicall y picking an applicant from (a pool of applicants) who has
the appropriate qualification and competency to do th e job.
Selection done by two steps namel y, STEP 1: PRELIMINARY
INTERVIEW STEP 2: SELECTION TEST: The following are the t ype of
tests taken: 1). Abilit y tests 2). Aptitude test 3). Intelligence
test 4). Interest Test 5). Personalit y Test 6). Projective Tes t
7). General knowledge Test 8). Perception Test 9). Graphology Test
10). Pol ygraph Test
1.1.3Types of interview
1) Informal Interview 2) Formal Interview 3) Non-directive
Interview 4) Depth Interview 5) Stress Interview 6) Group Interview
7) Panel Interview 8) Sequential Inter view
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9) Structured Interview The following chart gives an idea about
selection process: Figure No: 1.1.3 EXTERNAL ENVIRONMENT INTERNAL
ENVIRONMENT PRELIMINARY INTERVIEW
SELECTION TESTS
Rejected Application
EMPLOYMENT INTERVIEW
Reference and Background Analysis
SELECTION DECISION
PHYSICAL EXAMINATION
JOB OFFER
EMPLOYMENT CONTRACT
Evaluation
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1.2 INDUSTRY PROFILEDairy 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 technology has
been defined as that branch of dairy science, which deals with the
processing of milk and the manufacture of milk products on an
industrial scale. The dairy sector in the India has shown
remarkable development in the past decade and 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 litres per day. In addition to these processing plants, 123
Government and 33 co-operatives milk chilling centers operate in
the State.
Also India today is the lowest cost producer of per litre of
milk in the world, at 27 cents, compared with the U.S' 63 cents,
and Japans $2.8 dollars. Also to take advantage of this lowest cost
of milk production and increasing production in the country
multinational companies are planning to expand their activities
here. Some of these milk producers have already obtained quality
standard certificates from the authorities. This will help them in
marketing their products in foreign countries in processed form.
The urban market for milk products is expected to grow at an
accelerated pace of around 33% per annum to around Rs.43,500 crores
by year 2005. This growth is going to come from the greater
emphasis on the processed foods sector and also by increase in the
conversion of milk into milk products. By 2005, the value of Indian
dairy produce is expected to be Rs 10,00,000 million. Presently the
market is valued at around Rs7,00,000 mn.
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1.2.1 MILK PRODUCTION FROM 1950 TO 2020 IN INDIA 1950 1996 1997
(Projected) 2020 17 million tonnes 70.8 million tonnes 74.3 million
tonnes 240 million tonnes
Expected to reach- 220 to 250 mt 2020 India contributes to world
milk production rise from 12-15 % & it will increase up to
3035% (year 2020) TABLE NO. 1.2.1 WORLD'S MAJOR MILK PRODUCERS
(MILLION MTS)
Country India Brazil Russia Germany France Pakistan USA UK
Ukraine Poland
2007-08 81 75 34 27 24 21 71 14 15 12
2008-09 (Approx.) 84.5 77 33 27 24 22 71 14 14 12
1.2.2 RESEARCH AND DEVELOPMENT IN DAIRY INDUSTRY:
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The research and development need to the dairy industry to
develop and survives for long time with better status. The various
institute and milk dairy companies R&D results provide base for
todays industry growth and development. The research and
development of products of dairy, like yogurt and cheese market
research and company reports provides insights into product and
market trends, analysis opportunities, sales and marketing
strategies will help local milk unions to develop and spread world
wide through obtaining this knowledge. Specific on market share,
segmentation, size and growth in the US and global markets are also
helps industry to expand its market worldwide even small union
also.
1.2.3 DEVELOPMENT OF FOOD PROCESSING INDUSTRY: The food
processing industry sector in India is one of the largest in terms
of production, consumption, export and growth prospects. The
government of accorded it is a high priority, with a number of
fiscal relieves and incentives, to encourage commercialization and
value addition to agriculture produce, for minimizing harvest
wastage, generating employment and export growth. Food processing
industry is providing backbone support to the milk industry. The
development food products by using milk can give good market
opportunities to produces milk.
1.2.4 PRODUCTS AND INDUSTRY STATUS: Among the products
manufactured by organized sector are Ghee, Butter, Cheese,
Ice-Creames, Milk powders, Melted milk food, Infant food, condensed
milk etc.. some milk products like Casein and Lactose are also
being manufactured lately. Therefore, there is good scope for
manufacturing these products locally. Liberalization of the economy
has led to a flood of new entrants, including MNCs due to good
prospects and abundant supply.
1.2.5 INVESTMENT POTENTIAL IN MILK PRODUCTS:
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At the present rate of growth, India is expected to overtake the
US in milk production by the year 2010, when demand is expected to
be over 125.69 ml.tn. Being largely imported, manufacture of casein
and lactose has good scope in the country. Exports of milk products
have been decentralized and export in 2005-2010 is estimated at
71.875 cr. TABLE NO. 1.2.2 PRODUCTION OF MILK INCREASE IN INDIA
Year 1993-94 1994-95 1995-96 1996-97 1997-98 1998-99 1999-00
2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 Production
in million MT 61.2% 63.5% 65.0% 68.0% 71.0% 74.5% 78.0% 81.51%
85.17% 89.0% 93.0% 97.65% 102.45% 107.58%
1.2.6 INDUSTRY PROFILE ON DAIRY PRODUCT A dairy is a facility
for the extraction and processing of animal milkmostly from cows or
goats, but also from buffalo, sheep, horses or camels for human
consumption. Typically it is a farm (dairy farm) or section of a
farm that is concerned with the production of milk, butter and
cheese. Terminology differs slightly between countries. In
particular, in the U.S. a dairy can also be a facility that
processes, distributes and sells dairy products, or a room,
building or 9
establishment where milk is kept and butter or cheese is made.
In New Zealand English a dairy means a corner convenience store, or
Superetteand dairy factory is the term for what is elsewhere called
a dairy. As an attributive, the word dairy refers to milk-based
products, derivatives and processes, and the animals and workers
involved in their production: for example dairy cattle, dairy goat.
A dairy farm produces milk and a dairy factory processes it into a
variety of dairy products. These establishments constitute the
dairy industry, a component of the food industry. 1.2.7 STRUCTURE
OF THE INDUSTRY While most countries produce their own milk
products, the structure of the dairy industry varies in different
parts of the world. In less developed countries the producer
generally sells directly to the public, whereas in major
milk-producing countries most milk is distributed through wholesale
markets. In Ireland and Australia, for example, farmers'
cooperatives own many of the large-scale processors, while in the
United States many farmers and processors do business through
individual contracts. In the United States, the country's 196
farmers' cooperatives sold 86% of milk in the U.S. in 2002, with
five cooperatives accounting for half that. This was down from
2,300 cooperatives in the 1940s. As in many other branches of the
food industry, dairy processing in the major dairy producing
countries has become increasingly concentrated, with fewer but
larger and more efficient plants operated by fewer workers. This is
notably the case in the United States, Europe, Australia and New
Zealand. In 2009, charges of anti-trust violations have been made
against major dairy industry players in the United States.
Government intervention in milk markets was common in the 20th
century. A limited anti-trust exemption was created for U.S. dairy
cooperatives by the Capper-Volstead Act of 1922. In the 1930s, some
U.S. states adopted price controls, and Federal Milk Marketing
Orders started under the Agricultural Marketing Agreement Act of
1937 and continue in the 2000s. The Federal Milk Price Support
Program began in 1949. The
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Northeast Dairy Compact regulated wholesale milk prices in New
England from 1997 to 2001. Plants producing liquid milk and
products with short shelf life, such as yogurts, creams and soft
cheeses, tend to be located on the outskirts of urban centres close
to consumer markets. Plants manufacturing items with longer shelf
life, such as butter, milk powders, cheese and whey powders, tend
to be situated in rural areas closer to the milk supply. Most large
processing plants tend to specialise in a limited range of
products. Exceptionally, however, large plants producing a wide
range of products are still common in Eastern Europe, a holdover
from the former centralized, supply-driven concept of the market.
As processing plants grow fewer and larger, they tend to acquire
bigger, more automated and more efficient equipment. While this
technological tendency keeps manufacturing costs lower, the need
for long-distance transportation often increases the environmental
impact. Milk production is irregular, depending on cow biology.
Producers must adjust the mix of milk which is sold in liquid form
vs. processed foods (such as butter and cheese) depending on
changing supply and demand. 1.2.8 OPERATION OF THE DAIRY FARM When
it became necessary to milk larger numbers of cows, the cows would
be brought to a shed or barn that was set up with bails (stalls)
where the cows could be confined while they were milked. One person
could milk more cows this way, as many as 20 for a skilled worker.
But having cows standing about in the yard and shed waiting to be
milked is not good for the cow, as she needs as much time in the
paddock grazing as is possible. It is usual to restrict the
twice-daily milking to a maximum of an hour and a half each time.
It makes no difference whether one milks 10 or 1000 cows, the
milking time should not exceed a total of about three hours each
day for any cow.
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As herd sizes increased there was more need to have efficient
milking machines, sheds, milk-storage facilities (vats), bulk-milk
transport and shed cleaning capabilities and the means of getting
cows from paddock to shed and back. Farmers found that cows would
abandon their grazing area and walk towards the milking area when
the time came for milking. This is not surprising as, in the flush
of the milking season, cows presumably get very uncomfortable with
udders engorged with milk, and the place of relief for them is the
milking shed. As herd numbers increased so did the problems of
animal health. In New Zealand two approaches to this problem have
been used. The first was improved veterinary medicines (and the
government regulation of the medicines) that the farmer could use.
The other was the creation of veterinary clubs where groups of
farmers would employ a veterinarian (vet) full-time and share those
services throughout the year. It was in the vet's interest to keep
the animals healthy and reduce the number of calls from farmers,
rather than to ensure that the farmer needed to call for service
and pay regularly. Most dairy farmers milk their cows with absolute
regularity at a minimum of twice a day, with some high-producing
herds milking up to four times a day to lessen the weight of large
volumes of milk in the udder of the cow. This daily milking routine
goes on for about 300 to 320 days per year that the cow stays in
milk. Some small herds are milked once a day for about the last 20
days of the production cycle but this is not usual for large herds.
If a cow is left unmilked just once she is likely to reduce
milk-production almost immediately and the rest of the season may
see her dried off (giving no milk) and still consuming feed for no
production. However, once-a-day milking is now being practised more
widely in New Zealand for profit and lifestyle reasons. This is
effective because the fall in milk yield is at least partially
offset by labour and cost savings from milking once per day. This
compares to some intensive farm systems in the United States that
milk three or more times per day due to higher milk yields per cow
and lower marginal labor costs. Farmers who are contracted to
supply liquid milk for human consumption (as opposed to milk for
processing into butter, cheese, and so onsee milk) often have to
manage their herd so that the contracted number of cows are in milk
the year round, or the
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required minimum milk output is maintained. This is done by
mating cows outside their natural mating time so that the period
when each cow in the herd is giving maximum production is in
rotation throughout the year. Northern hemisphere farmers who keep
cows in barns almost all the year usually manage their herds to
give continuous production of milk so that they get paid all year
round. In the southern hemisphere the cooperative dairying systems
allow for two months on no productivity because their systems are
designed to take advantage of maximum grass and milk production in
the spring and because the milk processing plants pay bonuses in
the dry (winter) season to carry the farmers through the mid-winter
break from milking. It also means that cows have a rest from milk
production when they are most heavily pregnant. Some year-round
milk farms are penalised financially for over-production at any
time in the year by being unable to sell their overproduction at
current prices. 1.2.9 INDUSTRIAL PROCESSING A Fonterra cooperative
dairy factory in Australia. Interior of a cheese factory in
Seine-et-Marne, France Main article: dairy products Dairy plants
process the raw milk they receive from farmers so as to extend its
marketable life. Two main types of processes are employed: heat
treatment to ensure the safety of milk for human consumption and to
lengthen its shelf-life, and dehydrating dairy products such as
butter, hard cheese and milk powders so that they can be stored.
1.2.10 CREAM AND BUTTER Today, milk is separated by large machines
in bulk into cream and skim milk. The cream is processed to produce
various consumer products, depending on its thickness, its
suitability for culinary uses and consumer demand, which differs
from place to place and country to country. Some cream is dried and
powdered, some is condensed (by evaporation) mixed with varying
amounts of sugar and canned. Most cream from New Zealand and
Australian
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factories is made into butter. This is done by churning the
cream until the fat globules coagulate and form a monolithic mass.
This butter mass is washed and, sometimes, salted to improve
keeping qualities. The residual buttermilk goes on to further
processing. The butter is packaged (25 to 50 kg boxes) and chilled
for storage and sale. At a later stage these packages are broken
down into home-consumption sized packs. Butter sells for about
US$3200 a tonne on the international market in 2007 (an unusual
high). 1.2.11 SKIMMED MILK The product left after the cream is
removed is called skim, or skimmed, milk. Reacting skim milk with
rennet or with an acid makes casein curds from the milk solids in
skim milk, with whey as a residual. To make a consumable liquid a
portion of cream is returned to the skim milk to make low fat milk
(semi-skimmed) for human consumption. By varying the amount of
cream returned, producers can make a variety of low-fat milks to
suit their local market. Other products, such as calcium, vitamin
D, and flavouring, are also added to appeal to consumers. 1.2.12
MILK POWDERS Milk is also processed by various drying processes
into powders. Whole milk, skim milk, buttermilk, and whey products
are dried into a powder form and used for human and animal
consumption. The main difference between production of powders for
human or for animal consumption is in the protection of the process
and the product from contamination. Some people drink milk
reconstituted from powdered milk, because milk is about 88% water
and it is much cheaper to transport the dried product. Dried skim
milk powder is worth about US$5300 a tonne (mid-2007 prices) on the
international market. 1.2.13 TRANSPORT OF MILK Historically, the
milking and the processing took place in the same place: on a dairy
farm. Later, cream was separated from the milk by machine, on the
farm, and the cream was transported to a factory for buttermaking.
The skim milk was fed to pigs. This allowed for the high cost of
transport (taking the smallest volume high-value product),
primitive trucks and the poor quality of roads. Only farms close to
factories could afford to take whole milk, 14
which was essential for cheesemaking in industrial quantities,
to them. The development of refrigeration and better road
transport, in the late 1950s, has meant that most farmers milk
their cows and only temporarily store the milk in large
refrigerated bulk tanks, whence it is later transported by truck to
central processing facilities. 1.2.14 MILKING MACHINES Milking
machines are used to harvest milk from cows when manual milking
becomes inefficient or labour intensive. The milking unit is the
portion of a milking machine for removing milk from an udder. It is
made up of a claw, four teatcups, (Shells and rubber liners) long
milk tube, long pulsation tube, and a pulsator. The claw is an
assembly that connects the short pulse tubes and short milk tubes
from the teatcups to the long pulse tube and long milk tube.
(Cluster assembly) Claws are commonly made of stainless steel or
plastic or both. Teatcups are composed of a rigid outer shell
(stainless steel or plastic) that holds a soft inner liner or
inflation. Transparent sections in the shell may allow viewing of
liner collapse and milk flow. The annular space between the shell
and liner is called the pulse chamber. Milking machines work in a
way that is different from hand milking or calf suckling.
Continuous vacuum is applied inside the soft liner to massage milk
from the teat by creating a pressure difference across the teat
canal (or opening at the end of the teat). Vacuum also helps keep
the machine attached to the cow. The vacuum applied to the teat
causes congestion of teat tissues (accumulation of blood and other
fluids). Atmospheric air is admitted into the pulsation chamber
about once per second (the pulsation rate) to allow the liner to
collapse around the end of teat and relieve congestion in the teat
tissue. The ratio of the time that the liner is open (milking
phase) and closed (rest phase) is called the pulsation ratio. The
four streams of milk from the teatcups are usually combined in the
claw and transported to the milkline, or the collection bucket
(usually sized to the output of one cow) in a single milk hose.
Milk is then transported (manually in buckets) or with a
combination of airflow and mechanical pump to a central storage vat
or bulk tank. Milk is refrigerated on
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the farm in most countries either by passing through a
heat-exchanger or in the bulk tank, or both. In the photo above is
a bucket milking system with the stainless steel bucket visible on
the far side of the cow. The two rigid stainless steel teatcup
shells applied to the front two quarters of the udder are visible.
The top of the flexible liner is visible at the top of the shells
as are the short milk tubes and short pulsation tubes extending
from the bottom of the shells to the claw. The bottom of the claw
is transparent to allow observation of milk flow. When milking is
completed the vacuum to the milking unit is shut off and the
teatcups are removed. Milking machines keep the milk enclosed and
safe from external contamination. The interior 'milk contact'
surfaces of the machine are kept clean by a manual or automated
washing procedures implemented after milking is completed. Milk
contact surfaces must comply with regulations requiring food-grade
materials (typically stainless steel and special plastics and
rubber compounds) and are easily cleaned. Most milking machines are
powered by electricity but, in case of electrical failure, there
can be an alternative means of motive power, often an internal
combustion engine, for the vacuum and milk pumps. Milk cows cannot
tolerate delays in scheduled milking without serious milk
production reductions. 1.2.15 TEMPORARY MILK STORAGE Milk coming
from the cow is transported to a nearby storage vessel by the
airflow leaking around the cups on the cow or by a special "air
inlet" (5-10 l/min free air) in the claw. From there it is pumped
by a mechanical pump and cooled by a heat exchanger. The milk is
then stored in a large vat, or bulk tank, which is usually
refrigerated until collection for processing.
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1.2.26 ASSOCIATED DISEASES
Leptospirosis is one of the most common debilitating diseases of
milkers, made somewhat worse since the introduction of herringbone
sheds, because of unavoidable direct contact with bovine urine
Cowpox is one of the helpful diseases; it is barely harmful to
humans and tends to inoculate them against other poxes such as
small pox.
Tuberculosis (TB) is able to be transmitted from cattle mainly
via milk products that are unpasteurised. TB has been eradicated
from many countries by testing for the disease and culling
suspected animals.
Brucellosis is a bacterial disease transmitted to humans by
dairy products and direct animal contact. Brucellosis has been
eradicated from certain countries by testing for the disease and
culling suspected animals
Listeria is a bacterial disease associated with unpasteurised
milk, and can affect some cheeses made in traditional ways. Careful
observance of the traditional cheesemaking methods achieves
reasonable protection for the consumer.
Johne's Disease (pronounced "yo-knees") is a contagious, chronic
and sometimes fatal infection in ruminants caused by a bacterium
named Mycobacterium avium subspecies paratuberculosis (M.
paratuberculosis). The bacteria are present in retail milk, and are
believed by some researchers to be the primary cause of Crohn's
disease in humans. This disease is not known to infect animals in
Australia and New Zealand.
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1.3COMPANY PROFILEHATSUN AGRO PRODUCT LTD., was incorporated in
the year of 1986. Shri R.G.Chandramogan is the promoter of the
company. He is the chairman and managing director of the company.
He has initially started icecream business in early 1970s and later
ventured into milk and milk related products. In the year 1986 he
formed the business into a private limited company, which was later
converted into a public limited company.
1.3.1 MANAGEMENT 1.3.1.1 BOARD OF DIRECTORS
The company is managed by the Managing Director, Joint Managing
Director and Executive Director - Operations subject to the
superintendence, control and direction of the board of directors.
The board of Directors of the company have an optimum combination
of executive, Non-Executive and independent directors, which
compels with clause 49 of the listing requirements as well. The
entire board of the company is involved in selection, Orientation
and succession of directors.
1.3.1.2 EXECUTIVE DIRECTORS Shri R.G.Chandramogan Chairman &
Managing Director Shri R.G.Chandramogan is the promoter of the
company. He is the chairman and managing director of the company.
He has initially started icecream business in early 1970s and later
ventured into milk and milk related products. In the year 1986 he
formed the business into a private limited company, which was later
converted into a public limited company. Shri K.S.Thanarajan Joint
Managing Director Shri K.S.Thanarajan is a post-graduate in
economics and is in-charge of day-by-day operations of the dairy
division of the company. Shri Thanarajan has had more than 30 years
of experience. 18
Shri C.Sathyan Executive Director-Operations Shri C.Sathyan, a
Company Executive, is a Bachelor of Business Management with
specialization in Marketing. He has held various executive
positions during his career spanning over 10 years. 1.3.1.3 NON -
EXECUTIVE DIRECTORS Shri P. Vaidyanathan Shri P.Vaidyanathan is a
fellow member of The Institute of Chartered Accountants of India
and associate member of The Institute of Company Secretaries of
India and The Institute of Cost and Works Accountants of India.
Shri Vaidyanathan is the Chairman of M/s Integrated Enterprises
(India) Limited. He is also on the Board of reputed companies viz.,
City Union Bank Limited, Economist Communications Limited and
Templeton Asset Management Pvt. Limited. Shri Vaidyanathan has had
more than 32 years of experience in the Finance functions. Shri
Kirti P Shah Shri Kirti P Shah, an Industrialist, is an Engineering
Graduate. Shri Shah is a NonResident Indian. At present he is the
President of M/s Custom Magnetics Inc., U.S.A. Shri Shah has had
more than 40 years of experience in the field of Engineering. Shri
S. Thiagarajan Shri. S.Thiagarajan is a post graduate in Economics
and a Certified Associate of the Indian Institute of Bankers. He
has over four decades of experience in the financial services
sector and has held various senior positions in Reserve Bank of
India, Industrial Development Bank of India and Small Industrial
Development Bank of India. Shri B. S. Mani Shri. B.S.Mani is a post
graduate in Literature and has a Diploma in Journalism from Cardiff
England. He has over 4 decades of experience in the Journalism. He
is the Chairman of Karnataka News Publications Private Limited,
which publishes a Tamil Daily outside Tamilnadu.
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Shri N Chandrasekaran Shri N.Chandrasekaran is a Mechanical
Engineering Graduate with about 38 years experience. He has held
various executive positions during his career. He is the Managing
Director of M/s Fichtner Consulting Engineers (India) Pvt. Ltd. and
M/s Fortune Valley Agro Forms Pvt. Ltd. He is also on the Board of
reputed companies viz., M/s EPT Engineering Services Pvt. Ltd. and
M/s Enmas Process Technologies Pvt. Ltd. 1.3.2 INFRASTRUCTURE
1.3.2.1 MILK PROCUREMENT
The Company has an excellent milk collection system with
chilling centers in more than 36 locations and a fleet of more than
1348 vehicles on contract for procurement.
FIGUR 1.3.2.1 MILK PROCUREMENT
Its milk shed area is spread over 10 districts in Tamilnadu and
3 in Karnataka and covers over 52,000 milk producers and 2000
medium and bulk milk vendors. The Company is also involved in dairy
extension services to farmers for the development of livestock
quality and yields. Besides this the company also has tie up with
banks for arranging agricultural loans to milk producers. More than
110 veterinary doctors under direct employment rendering full-scale
animal care to the milk producers. 1.3.2.2 PROCESSING PLANTS
Hatsun's state of the art processing and packaging plants are
located in Salem, Kancheepuram, Madurai, Palacodu in TamilNadu and
Honnali, Belgaum in Karnataka. After procurement, milk vans then
take the procured milk to these plants where the milk has
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to undergo a quality test again to enter the plant. Then the
weight is checked. After that, using superior technologies milk is
subjected to pasteurisation, homogenisation, and bacteria
clarification. Hatsun is a pioneer in India of the world-acclaimed
homogenisation processes where the fat globules are broken and
evenly distributed in the milk making it rich and wholesome. An
unyielding commitment to quality has formed the backbone of
Hatsun's business ethics right from its start. At every stage,
intensive procedures to preserve quality are undertaken to ensure
the purity of the milk. The entire Hatsun staff work in harmony as
one family in enforcing the tough standards that Hatsun set for
itself as basic guidelines. Each milk packet packaged-using German
technology-reaches the consumer with this assurance: The Hatsun
Quality. 1.3.2.3 DISTRIBUTION
FIGUR 1.3.2.3 DISTRIBUTION VEHICLE
Everyday Hatsun's fleet of puff-insulated trucks travel 3.9
times the distance around the world, i.e. 1,82,730 km taking milk
for
consumption by homes across the states of Tamilnadu, Karnataka,
Goa and Kerala. Hatsun takes pride in having its large cold-chain
network in India ensuring that each and every one of its consumers
gets fresh milk day after day. 1.3.2.4 LOGISTICS The company has a
strong logistics and distribution network in icecream and milk.
Around 1100 exclusive Arun Icecreams parlours spread over the
entire Tamilnadu and parts of Andhra Pradesh and Karnataka. The
company has six cold room distribution points, strategically
located for quick and easy distribution of its products. In the
milk segment, the Company's distribution network comprises of 150
wholesale distributors and above 10,000 dealers for Arokya and
around 850 direct selling agents for Hatsun Komatha milk. 21
More than 1348 vehicles handling distribution, and each covering
a distance of 200 to 250 km every day. The total distance travelled
by company vehicles in procurement, marketing and other
administrative activities per day comes close to 1, 82, 730 km,
which is equivalent to going around the world 3.9 times a day.
1.3.3 RECOGNITION Hatsun's dairies are ISO 9001:2000and HACCP
(Hazard Analysis Critical Control Point) certified. The Salem plant
has received ISO 14001and been certified eco-friendly. The quality
assurance of Hatsun ensures that stringent quality standards and
norms of American Dairy Products Institute (ADPI) are fully met.
The success of Arun Icecreams has been taken as a case study by the
Indian Institute of Management, Ahmedabad, India's leading business
school.
1.3.4 OUR NETWORK The company has achieved excellence in
establishing an extremely efficient supply chain management, better
logistics and widespread distribution network spearheaded by
exclusive franchisee outlets. All the brands of the company enjoy
very strong brand equity and despite being in a price sensitive
market, its brands command a premium. ARUN Icecream is sold through
exclusive franchisee outlets and is occupying the top slot in
Tamilnadu and figures within the top three in the south India. With
the commissioning of plant in Belgaum, the company has entered into
the Goa, Pune and southern districts of Maharashtra markets. The
company has also entered into International markets during the
financial year (2004-05). The company has implemented an
arrangement, whereby Arun icecream is now available in Seychelles.
Arun Icecream is also being exported to Brunei.
1.3.5 CORPORATE MILESTONES
Arun Icecream Launch.
1970 - M/s. R.G. Chandramogan & Co. set up.
22
1986 - March- M/s. Hatsun Foods (HFPL) incorporated as a private
limited company. The same year HFPL was admitted as a partner in
M/s. R.G. Chandramogan & Co.
1986 - April HFPL takes over M/s. R.G. Chandramogan & Co.
HFPL was allowed to register the brand name 'Arun' in its own name
subject to a royalty payment of 1% on the gross icecream sales.
1991 - MPD Factory (Atlantic) - Salem Inauguration. 1993 -
Hatsun Dairy Private Limited (HDPL), promoted by M/s. Hatsun Foods
Private Limited, established.
Salem Dairy - Inauguration. 1995 - M/s. Hatsun Foods goes
public. Changes name to Hatsun Agro Product Limited. Icecream
Factory - Red Hills - Inauguration.
1998 - Hatsun Milk Product Limited (formerly known as HFPL
amalgamated with Hatsun Agro Product Limited.
2000 - Belgaum Dairy - Inauguration.
Kanchipuram Dairy Acquisition.
2004 - Dairy Ingredient Plant - Inauguration (Salem &
Kanchipuram) 1.3.6 FINANCIAL RESULTS The company's sales have grown
from a level of INR 190.9 million (approx. USD 4 million) in 1997
to INR 8694 million (approx. US$ 183 million) in 2008. The
company's PBDITA has increased from INR 25.14 million (approx. US$
0.53 million) in 1997 to INR 614 million (approx US$ 12.92 million)
in 2008. The equity base with reserves stand at Rs.481 million
(approx US$ 10.12 million) and gross asset base of more than
Rs.2332 million (approx US$ 49.09 million).
23
1.3.7 SHARE CAPITAL The Company made its maiden public issue of
18,00,000 equity shares of Rs.10/- at a premium of Rs.35/- per
share. The issue was well subscribed. The present listed and paidup
Equity Share Capital of the company is Rs.6.79 Crore with a
shareholder base of 3,772 as of 30th September, 2008.
1.3.8 LIST OF SHARES The Company's Equity Shares are listed on
Bombay Stock Exchange Limited and the shares are regularly
traded.
1.3.9 PROCURING WITH CARE The company procures around 1.65
million litre of liquid milk per day by directly collecting it from
farmers spread over 4500 villages in south India. Hatsun has its
own infrastructure of milk collection centre & chilling centre
for procuring & handling of raw milk. Over 350 field's staffs
are employed to ensure timely collection, testing of milk at the
point of collection, weekly payment; cattle feed sales, encouraging
farmers to grow their herd size, bank loans, animal insurance,
training farmers on a better animal management and clean milking.
Over 100 veterinary doctors and 160 inseminators under direct
employment, assist in artificial insemination, feed management,
breed management, vaccination program and render full scale animal
health care.
1.3.10 HIGHLY SOPHISTICATED PROCESSING FACILITIES With high-tech
processing plants operating at 7 locations, Hatsun ensures rigors
testing of milk before processing. Intensive procedures to ensure
the purity of milk with handling capacity of 1.7million litre of
milk per day, proves Hatsun's unyielding commitment to quality. The
facilities comprise of highly advanced technology from westfalia
called Bactofuge which bacteria clarifies the milk resulting in a
high quality end product.
24
There are state-of-the-art laboratories (chemical &
microbiological) for process control, product quality control and
product development. Validations of critical parameters are also
done at our fully quipped central lab located at Chennai. These ISO
22000:2005; 9001:2000, 14001:2004 and HACCP certified manufacturing
facilities have been regularly upgraded to meet the requirement
& standards of various large multinational companies.
1.3.10 MILK PROCESS Hatsun operates state of the art processing
plants at 6 locations. Rigorous milk testing is done at each of
these locations. The raw milk when received is bacteria clarified
by use of west Falia Bactofuge. The milk is then sent either for
fresh product processing or for manufacturing of dairy ingredients.
An unyielding commitment to quality has formed the backbone of
Hatsun's business ethics right from its start. Intensive procedures
to pressure the quality are undertaken to ensure the purity.
Handling capacity of 1.7 million litre of milk per day, including
Fresh milk and Dairy ingredients.
ISO 22000:2005, ISO 14001:2004 and ISO 9001:2000 certified
manufacturing facilities that have been extensively upgraded in the
last three years. Only company in India using Bactofuge Technology
(from West Falia-Germany) to clarify liquid milk.
State-of-the-art laboratory for process control, product quality
control including Micro Biological lab and product
development.Capable of being scaled up for higher volumes and
enhanced product range.
25
1.4 PRODUCT PROFILE1.4.1 ARUN ICECREAM
Arun: An insight Arun Icecreams believes in the motto "Customer
is the King". Arun Icecreams, a feather in the cap of Hatsun is a
brand leader in the icecream market. Today, Arun is the largest
selling icecream brand in south India. It sells its icecreams
through exclusive parlours spread all over Tamilnadu, and parts of
Karnataka, Kerala and Andhra Pradesh. With over 70 unforgettable
varieties, Arun continues to delight millions of customers. Arun
Icecreams success was due to the below said reasons
Pure Milk based Icecreams with rich and creamy taste. Range of
flavours and varieties Innovative product concepts Packaging at par
with International standards
26
Arun: First to Take the Parlour Route
Arun introduced the concept of exclusive franchise parlours
selling only Arun Icecreams. This is admittedly one of the major
reasons for Arun Icecreams' strong performance over the years. By
reaching out to towns with a population of 30,000 and in some cases
even smaller towns, Arun has boldly taken a path that is less
traveled. Arun Icecreams continue to come up with new varieties and
flavours which should help it maintain its strong performance and
brand image.
Arun: Parlour Standardisation
Arun has now brought about standardisation of its parlours. This
will help maintain the unique identity of the parlours. This, in
turn, enhances uniformity in the image of the brand among the
consumers leading to utmost satisfaction. Arun Icecreams parlours
have been hugely successful. The reasons for this are explained
briefly:
Ideal and convenient location Well-decorated parlours where
cleanliness given top priority Convenient working hours (10 A.M to
10 P.M.) Regular maintenance of freezer to keep them functioning at
optimum levels Courteous and unmatched service Knowledge of
product/variety among the staff Ability to understand customers'
needs so as to satisfactorily cater to their tastes
27
1.4.1.1 ICE CREAM MANUFACTURING PROCEDURE
FIGUR 1.4.1.1 ICE CREAM MANUFACTURING PROCEDURE
The basic steps in the manufacturing of ice cream are generally
as follows:
Blending of the mix ingredients Pasteurization Homogenization
Aging the mix Freezing Packaging Hardening
Process flow diagram for ice cream manufacture: the red section
(Blending of mix ingredients, Pasteurization) represents the
operations involving raw, unpasteurized mix, the pale blue section
(Homogenization, Cooling, Aging) represents the operations
involving 28
pasteurized mix, and the dark blue section (Continuous Freezing,
Batch freezing, Packaging, Hardening, Storage/Distribution)
represents the operations involving frozen ice cream. 1.4.1.2
BLENDING First the ingredients are selected based on the desired
formulation and the calculation of the recipe from the formulation
and the ingredients chosen, then the ingredients are weighed and
blended together to produce what is known as the "ice cream mix".
Blending requires rapid agitation to incorporate powders, and often
high speed blenders are used. 1.4.1.3 PASTEURIZATION The mix is
then pasteurized. Pasteurization is the biological control point in
the system, designed for the destruction of pathogenic bacteria. In
addition to this very important function, pasteurization also
reduces the number of spoilage organisms such as psychrotrophs, and
helps to hydrate some of the components (proteins, stabilizers).
Pasteurization (Ontario regulations): 69 C/30 min. 80 C/25s Both
batch pasteurizers and continuous (HTST) methods are used. Batch
pasteurizers lead to more whey protein denaturation, which some
people feel gives a better body to the ice cream. In a batch
pasteurization system, blending of the proper ingredient amounts is
done in large jacketed vats equipped with some means of heating,
usually steam or hot water. The product is then heated in the vat
to at least 69 C (155 F) and held for 30 minutes to satisfy legal
requirements for pasteurization, necessary for the destruction of
pathogenic bacteria. Various time temperature combinations can be
used. The heat treatment must be severe enough to ensure
destruction of pathogens and to reduce the bacterial count to a
maximum of 100,000 per gram. Following pasteurization, the mix is
homogenized by means of high pressures and then is passed across
some type of heat exchanger (plate or double or triple tube) for
the purpose of cooling the mix to refrigerated temperatures (4 C).
Batch tanks are usually operated in tandem so that one is holding
while the other is being prepared. Automatic timers and valves
ensure the proper holding time has been met. Continuous
pasteurization is usually performed in a high temperature short
time (HTST) heat exchanger following blending of ingredients in a
large, insulated feed tank.
29
Some preheating, to 30 to 40 C, is necessary for solubilization
of the components. The HTST system is equipped with a heating
section, a cooling section, and a regeneration section. Cooling
sections of ice cream mix HTST presses are usually larger than milk
HTST presses. Due to the preheating of the mix, regeneration is
lost and mix entering the cooling section is still quite warm.
1.4.1.4 HOMOGENIZATION The mix is also homogenized which forms the
fat emulsion by breaking down or reducing the size of the fat
globules found in milk or cream to less than 1 m. Two stage
homogenization is usually preferred for ice cream mix. Clumping or
clustering of the fat is reduced thereby producing a thinner, more
rapidly whipped mix. Melt-down is also improved. Homogenization
provides the following functions in ice cream manufacture:
Reduces size of fat globules Increases surface area Forms
membrane Makes possible the use of butter, frozen cream, etc.
By helping to form the fat structure, it also has the following
indirect effects:
Makes a smoother ice cream Gives a greater apparent richness and
palatability Better air stability Increases resistance to
melting
Homogenization of the mix should take place at the pasteurizing
temperature. The high temperature produces more efficient breaking
up of the fat globules at any given pressure and also reduces fat
clumping and the tendency to thick, heavy bodied mixes. No one
pressure can be recommended that will give satisfactory results
under all conditions. The higher the fat and total solids in the
mix, the lower the pressure should be. If a two stage homogenizer
is used, a pressure of 2000 - 2500 psi on the first stage and 500 -
1000 psi on the second stage should be satisfactory under most
conditions. Two stage homogenization is
30
usually preferred for ice cream mix. Clumping or clustering of
the fat is reduced thereby producing a thinner, more rapidly
whipped mix. Melt-down is also improved. 1.4.1.5 AGEING The mix is
then aged for at least four hours and usually overnight. This
allows time for the fat to cool down and crystallize, and for the
proteins and polysaccharides to fully hydrate. Aging provides the
following functions:
Improves whipping qualities of mix and body and texture of ice
cream
It does so by:
providing time for fat crystallization, so the fat can partially
coalesce; allowing time for full protein and stabilizer hydration
and a resulting slight viscosity increase;
allowing time for membrane rearrangement and protein/emulsifier
interaction, as emulsifiers displace proteins from the fat globule
surface, which allows for a reduction in stabilization of the fat
globules and enhanced partial coalescence.
Aging is performed in insulated or refrigerated storage tanks,
silos, etc. Mix temperature should be maintained as low as possible
without freezing, at or below 5 C. An aging time of overnight is
likely to give best results under average plant conditions. A
"green" or unaged mix is usually quickly detected at the freezer.
1.4.1.6 FREEZING AND HARDENING Following mix processing, the mix is
drawn into a flavour tank where any liquid flavours, fruit purees,
or colours are added. The mix then enters the dynamic freezing
process which both freezes a portion of the water and whips air
into the frozen mix. The "barrel" freezer is a scraped-surface,
tubular heat exchanger, which is jacketed with a boiling
refrigerant such as ammonia or freon. Mix is pumped through this
freezer and is drawn off the other end in a matter of 30 seconds,
(or 10 to 15 minutes in the case of batch freezers) with about 50%
of its water frozen. There are rotating blades inside the barrel
that
31
keep the ice scraped off the surface of the freezer and also
dashers inside the machine which help to whip the mix and
incorporate air. Ice cream contains a considerable quantity of air,
up to half of its volume. This gives the product its characteristic
lightness. Without air, ice cream would be similar to a frozen ice
cube. The air content is termed its overrun, which can be
calculated mathematically. As the ice cream is drawn with about
half of its water frozen, particulate matter such as fruits, nuts,
candy, cookies, or whatever you like, is added to the semi-frozen
slurry which has a consistency similar to soft-serve ice cream. In
fact, almost the only thing which differentiates hard frozen ice
cream from soft-serve, is the fact that soft serve is drawn into
cones at this point in the process rather than into packages for
subsequent hardening. 1.4.1.7 HARDENING After the particulates have
been added, the ice cream is packaged and is placed into a blast
freezer at -30 to -40 C where most of the remainder of the water is
frozen. Below about -25 C, ice cream is stable for indefinite
periods without danger of ice crystal growth; however, above this
temperature, ice crystal growth is possible and the rate of crystal
growth is dependant upon the temperature of storage. This limits
the shelf life of the ice cream. A primer on the theoretical
aspects of freezing will help you to fully understand the freezing
and recrystallization process. Hardening invloves static (still,
quiescent) freezing of the packaged products in blast freezers.
Freezing rate must still be rapid, so freezing techniques involve
low temperature (40oC) with either enhanced convection (freezing
tunnels with forced air fans) or enhanced conduction (plate
freezers). The rate of heat transfer in a frezing porcess is
affected by the temperature difference, the surface area exposed
and the heat transfer coefficient (Q=U A dT). Thus, the factors
affecting hardening are those affecting this rate of heat
transfer:
Temperature of blast freezer - the colder the temperature, the
faster the hardening, the smoother the product.
Rapid circulation of air - increases convective heat
transfer.
32
Temperature of ice cream when placed in the hardening freezer -
the colder the ice cream at draw, the faster the hardening; - must
get through packaging operations fast.
Size of container - exposure of maximum surface area to cold
air, especially important to consider shrink wrapped bundles - they
become a much larger mass to freeze. Bundling should be done after
hardening.
Composition of ice cream - related to freezing point depression
and the temperature required to ensure a significantly high ice
phase volume.
Method of stacking containers or bundles to allow air
circulation. Circulation should not be impeded - there should be no
'dead air' spaces (e.g., round vs. square packages).
Care of evaporator - freedom from frost - acts as insulator.
Package type, should not impede heat transfer - e.g., styrofoam
liner or corrugated cardboard may protect against heat shock after
hardening, but reduces heat transfer during freezing so not
feasible.
Ice cream from the dynamic freezing process (continuous freezer)
can also be transformed into an array of novely/impulse products
through a variety of filling and forming machines, which have ben
identified on a separate page.
1.4.2 ARUN ICECREAM UNLIMITED And now Arun introduces the whole
new concept in icecream retailing in south India, the Unlimited
concept. Arun unlimited offers the customer a wide range of
flavours with unlimited options of creating ones own sundaes. The
customer is given the option to choose his own choice of icecream
and toppings or sauces to go with it. In addition to allowing
customers to create their own combinations, The Arun unlimited has
a sundae menu of proprietary and innovative creations ready for
customers to enjoy. We even offer take away icecreams. The parlours
are decorated to offer a vibrant,fun and friendly experience.
Currently operational at Chennai's leading shopping mall - Spencer
plaza and also stand alone parlours at Annanagar, R.K.Salai ,
Besant nagar, Egmore etc
33
Arun Unlimited also operates inside the most renowned IT parks
like Chennai one and IT giants like Accenture. Arun unlimited is
very much on its way marching ahead to become the leading icecream
Retail chain in south India in years to come.
1.4.3 AROKYA MILK OVERVIEW
Arokya - Milk that suits children & adults alike !!! Arokya
has more nutrition and butterfat. Growing children can consume
Arokya because it's wholesome and nourishing. It fortifies the
bones with calcium, proteins and minerals. In case of adults,
Arokya can be diluted with water & used. Arokya is a healthy
and ready nourishment for growing children. Fortified with 4.5%
butterfat, Arokya helps in the growth of vital strengths of a child
- both physical and mental. It contains adequate quantities of
calcium and phospholipids for development of the bones and brain
respectively. Unlike toned milk where butterfat is removed to make
it only 3%, Arokya has 4.5% butterfat. Hence the catchy slogan
attached to it: Nothing added. Nothing removed. Nobody underscores
the need for healthy foods more than the World Health Organisation
(WHO). In fact, World Children's Fund (WCF)-a body recognized by
WHObelieves that milk with 4.5% butterfat is best for growing
children.
34
It is very critical to give every child the right kind of food
and nutrients, and to give the child just when he needs them the
most. If you are looking to make your child skilled, agile and
admired, switch to Arokya. And watch your child excel.
1.4.4 MILK PRODUCTS / HATSUN COOKING BUTTER
Hatsun's all-natural high-quality Cooking Butter has something
that makes it stand out from the crowd - it has dollops of 'zeal'
in it. Hatsun Pasteurised Cooking Butter is made from the choicest
of creams, churned from pure farm fresh milk. It is then processed
in a high-tech dairy plant where hygiene and quality are given
utmost importance. This ensures that sweets, savouries and cakes
have a great taste and aroma.
1.4.5 HATSUN COW GHEE At Hatsun, we decided that Hatsun would be
different from other branded ghees that jostle for your attention.
So, what makes Hatsun Ghee different? The nutty taste of Hatsun
Ghee - a special grade ghee, is perfect for Indian cuisine in
general and sweet making in particular. Being made only from cow
milk, all the freshness and uniqueness associated with cow milk can
be found in Hatsun Ghee. It has the distinct property of carrying
and enhancing the flavour of practically any dish that
35
one briefly fries in Hatsun Ghee. Hatsun Ghee comes with the
'Agmark' seal of quality.
1.4.6 HATSUN CURD
Hatsun
Curd
is
a
semi-solid
fermented milk product, with excellent consistency. It has a
very low bacteria count making it extremely healthy in nature and
delightfully tasty in character.
1.4.7 HATSUN PANEER
Made from farm-fresh milk. Higher milk solids make it more tasty
and helps in retaining texture & shape.
36
1.4.8 DAIRY INGREDIENTS PRODUCTS OVERVIEW
Quality that's perfect for the World Hatsun's Range of Dairy
Ingredients is made directly from Liquid Milk and contains all the
premium qualities and Nutritional benefits of Fresh COW'S MILK.
Hatsun's Procurement team ensures timely collection, testing of
milk at the point of collection, cattle feed sales, encouraging
farmers to grow their herd size, training farmers on a better
animal management and clean milking. Over 110 veterinary doctors
under direct employment assist in artificial insemination, feed
management, breed management, vaccination program and also render
full-scale animal care. Hatsun's Dairy Ingredients are processed at
the state-of-the-art processing technology run by people with
strong technological capabilities. These, together with an
innovative and flexible approach, enable us to manufacture a range
of high quality products. Hatsun has an annual production of 20,000
MT of Milk Powders and 11,000 MT of milk Fat at present.
1.4.9 QUALITY Preamble: We at "Hatsun" from management to down
the line i.e. land/floor are conscious and continue to strive hard
to achieve high level of pledge in obtaining pure milk and safe
products. Scruple sly & sincerely IS standard of analysis are
followed "before during - after"; at procurement point, collection
bank point, raw fresh milk reception point, Chilled milk point,
market milk point, dairy ingredients point, dairy by-products
point. Particularly physical, chemistry, microbiology, residue
monitoring are applied at all necessary point in order to comply
& to provide comfortable milk & milk products. This applies
from cow to commercial. COW TO COMMERCIAL ANALYSIS SUBJECTIVE
STRATEGY: At Fresh milk collection centre i.e. Hatsun Milk bank
(HMB) First stage analysis):Fresh Milk is procured and poured at
our dedicated (major) fresh milk collection centre i.e. Hatsun Milk
Bank (HMB).
37
1.4.10 PHYSICAL EVALUATION:
Organ optic evaluation i.e. sensory evaluation is carried out by
our trained HMB personal
Milk is measured i.e. computerized. Cleanliness of milk
cans.
1.4.11 CHEMICAL ANALYSIS:
Gerber method applied to find out fat percentage Lactometer
method is applied to find out Solid non fat
At Chilling centre raw fresh milk reception dock (Second tire
analysis): -
1.4.12 PHYSICAL EVALUATION:
Organ optic evaluation i.e. sensory evaluation is carried out by
our trained HMB personal
Milk is measured i.e. computerized. Cleanliness of milk
cans.
1.4.13 CHEMICAL ANALYSIS:
Gerber method applied to find out fat percentage Lactometer
method is applied to find out Solid non fat Adulteration test are
carried out. MBRT is conducted. COB is conducted.
1.4.14 PHYSICAL EVALUATION:
Sensory evaluation is carried out by our trained HMB personal
Milk is measured i.e. computerized. Cleanliness of milk cans.
38
1.4.15 CHEMICAL OF MILK:
Gerber method applied to find out fat percentage Lactometer
method is applied to find out Solid non fat Adulteration test are
carried out. COB is conducted. Acidity test
1.4.16 MICROBIOLOGY OF MILK:
MBRT of milk Antibiotic residue test CAP residue test Standard
plat count enumeration Coli form enumeration
1.4.17 DURING AND AFTER PROCESS OF MARKET MILK:
Homogenization efficiency The entire test stated above to
confirm its declaration on the package.
1.4.18 DURING AND AFTER PROCESS OF DAIRY INGREDIENTS:
Entire IS standard of analysis and enumerations (Chemistry,
microbiology, residue monitoring both quantitative and qualitative)
are carried out scrupulously with out any deviations.
Shelf-life studies are in place. Third party analyses are in
place. Third party frequent audit are in place.
Constant monitoring, feed-back and collection of various datas
have played and playing a major role in our assurance of safe
products to our royal - real ultimate customers.
39
1.5
OBJECTIVES OF THE STUDY
1.5.1 PRIMARY OBJECTIVE
To find out the effective recruitment and selection process in
HATSUN AGRO PRODUCT LTD with reference to ARUN ICE CREAMS, CHENNAI
1.5.2 SECONDARY OBJECTIVES
1. To evaluate the effectiveness of various recruiting
techniques and sources for all types of job applicants. 2. To
identify the various factors companies undertake prior to the
recruitment process. 3. To study how the companies establish a
balance between their business strategy and recruitment strategy.
4. To find the recruitment and selection system in the
organization., 5. To study the process of intake of employees with
relation to experience , communication skills and qualification in
the organization., 6. To find out the reason why the people choose
Hatsun Agro Product Ltd., 7. To identify the reason why they are
leaving the present company and also the reason to join Hatsun Agro
Product Ltd., 8. To evaluate the effectiveness of various
recruiting techniques and sources for all types of job
applicants.,
40
1.6
SCOPE OF THE STUDY
o HR professional is having a big responsibility to hire a best
person from the available talent team. At the same time, one needs
to be cost conscious. It is a good practice in recruitment to be
objective and seek to identify the candidates' abilities. Judge on
individual merits and set the same standards for all. Whereas
generalized assumptions made about ability or ambition, based on
applicant's sex, caste, age, religious belief, sexual orientation
or any disability, is a bad practice. One need to use the
technology, to get the best results from recruitment process. o
This study helps in finding the improvements to be done in
recruitment and selection process. o This study able to know about
the expectations of the candidates from the company.This study able
to learn about the strength and weakness of the strategies followed
by the company.
41
1.7 LIMITATIONS OF THE STUDY
It cannot be generalized to any other organization. There may be
personal bias in the information provided, as some employees like
to underestimate or appreciate their organization. The results and
findings are confined to a limited area. Employees have to answer
the questionnaires amidst their hectic schedule of work.
42
2. REVIEW OF LITERATURE
2.1 BOOK REVIEW2.1.1. BOOK: EXPERIENCING RECRUITMENT AND
SELECTION Author: Jon Billsberry Recruitment and election is a
stressful and traumatic transition for both the people and the
organisations, where futures are decided and destinies set. How
does it feel to be involved in this process? "Experiencing
Recruitment and Selection" offers readers a unique insight into
this life-changing event; one that is very different to the current
recruitment literature as it gives a voice to both applicants and
recruiters. Using real-life stories, this book explores applicants'
and selectors' experiences of the recruitment and selection
process. The author offers original insights into: differences
between internal and external applicants; perceptions of fairness;
how failure to get appointed influences internal applicants; how
recruiters select for 'fit'; the reasons why people apply for jobs;
the influence of market forces on selection decisions. Each chapter
focuses on a key topic in recruitment and selection and features at
least three related stories. The stories are interwoven with
analyses that demonstrate the key lessons for practitioners and
students. Each chapter concludes with a series of provocative
questions and a guide to further reading.With its practical,
easy-to-use format, "Experiencing Recruitment and Selection" is
essential reading for undergraduate and postgraduate students in
disciplines including organisational psychology, organisational
behaviour, management studies and HRM, as well as personnel or HR
managers and occupational psychologists. "Experiencing Recruitment
and Selection" uses real-life stories to explore issues such as why
people apply for jobs, perceptions of fairness, how failure affects
internal applicants, the impact of market forces on decisions, how
recruiters select for 'fit' and much more. In each chapter Jon
Billsberry tackles a particular topic, drawing on at least three
related stories and concluding with provocative questions and a
guide to further reading. The stories are interwoven throughout
with analyses that highlight key lessons.
43
2.2 PROJECT REVIEW
2.2.1 REVIEW ON A STUDY ON RECRUITMENT AND ITS
EFFECTIVENESS.
Author : Nayab Naseer
Rcruitment is the process of soliciting, screening, and
selecting qualified people for a job at an organization or firm,
and therefore the process by which organizations fulfill their
human resource requirements. Small and Medium scale industries are
relatively small enterprises employing far less manpower compared
to large scale firms and usually concentrated on a specific area or
region, tapping into the resources available in such areas.
Recruitment is one of the major Human Resource activities of an
enterprise. An enterprise first determines the number of employees
required to run its operations through a manpower planning
exercise, and then lists out the skills and qualifications required
for each of these employees through a Job Analysis. The Human
Resource department then conducts the recruitment process wherein
they sources candidates through various ways to fulfill such
requirements. The short listing and eventual selection the
appropriate candidates from the candidates sourced for the
vacancies count as the selection process, which is a sub-set of the
recruitment process. This process repeats itself whenever there are
new vacancies on when an existing employee leaves.
2.2.2. AUDITING RECRUITMENT AND SELECTION USING GENERIC
BENCHMARKINGAuthor: Sharon This article provides an account of an
audit on the recruitment and selection systems and procedures in
place within a printing company based in the West Midlands
(England). A human resource audit (HRA) of generic benchmarks was
developed from a literature review. The audit subsequently was
applied to establish the current position of the company in the
areas of recruitment and selection. The empirical investigation
process primarily consisted of content analysis of documents and
the interviewing of 13 staff within the company. As a 44
result of the audit, the recruitment and selection processes,
systems and procedures were identified as ineffective.
Consequently, an action plan was developed as part of a quality
improvement process and preparation for Investors in People Award.
As a result of the implementation of the recommendations, the
culture of the company and the staff should become more focused,
systematic and of a higher quality.
2.2.3. TEACHER RECRUITMENT AND RETENTION: A REVIEW OF THE RECENT
EMPIRICAL LITERATUREAuthor: Glenn A. Daley
This article critically reviews the recent empirical literature
on teacher recruitment and retention published in the United
States. It examines the characteristics of individuals who enter
and remain in the teaching profession, the characteristics of
schools and districts that successfully recruit and retain
teachers, and the types of policies that show evidence of efficacy
in recruiting and retaining teachers. The goal of the article is to
provide researchers and policymakers with a review that is
comprehensive, evaluative, and up to date. The review of the
empirical studies selected for discussion is intended to serve not
only as a compendium of available recent research on teacher
recruitment and retention but also as a guide to the merit and
importance of these studies.
2.2.4. E-RECRUITMENT AND THE BENEFITS OF ORGANIZATIONAL WEB
APPEALAuthor: Lori Foster Thompson This study examined the
influences of website design on prospective job seekers. A total of
182 participants accessed and reviewed an online job ad.
Afterwards, they rated: (a) the attractiveness of the ad's
formatting, (b) the usability of the website, (c) overall
evaluations of the organization's web appeal, (d) impressions of
the organization, and (e) willingness to pursue employment with the
hiring organization. Although both the formatting attractiveness
and usability of online recruitment materials influenced
participants' inclinations to pursue jobs, formatting was more
important than usability. Moreover, impressions of the employer
mediated the relationship between satisfaction with the website
45
and willingness to pursue employment with the organization.
Overall, this research advances knowledge by applying signaling
theory to the web-based recruitment domain and by testing a
mediated relationship implied therein. In addition, this is the
first study to introduce relative weights analysis to the
recruitment literature.
2.2.5. THE STUDY ABOUT VARIOUS ASPECTS OF RECRUITMENT AND
SELECTION SUCH AS SOURCES OF RECRUITMENTAuthor: K. W. Smith
"Management is the art of getting things done through people":
Mark Parker Follet.
The above quote implies management to be a process of planning,
organizing, leading and controlling all other organizational
resources to achieve the stated organizational goals, which in turn
would help in bringing up the organizational effectiveness and
attaining optimum profits. All the efforts of the organization
could be achieved through employing the organizational elements
like Land, Labor and Capital.
Until recently, human resources where not given prior
importance. With the emergence of industrialization and mass
production, the concept of human resource started to change. After
further studies, it was understood that human resources was one of
the most important elements, in fact the assets of the
organization. It involves human elements in an organization that
contribute their maximum efforts towards the attainment of the
organizational goals. When the human elements are properly managed,
the concept of Human Resource Management emerges, which is defined
as the planning, compensation, integration, maintenance and
separation of human resource to the end that individual,
organizational and social objectives are accomplished.
46
2.2.6. STUDY ABOUT THE VARIOUS BENEFITS OFFERED BY
RECRUITMENT TECHNIQUESAuthor: Gareth Roberts. Recruitment is a
core of human resource activity carried out in organization of all
kinds, whether they are manufacturing, trading, service or
not-for-profit organizations. The recruitment activity makes it
possible for these organizations to acquire the number and types of
personnel necessary to ensure the continued operation of the
business.
Recruitment is the discovery of potential candidates for actual
or anticipated organizational vacancies and selection is choosing
the candidate suitable for the job. recruiting the right person for
the right job is a time consuming and a lengthy process. tricky an
art though it is, it need not be difficult, as long as it is in a
careful and systematic manner.
Since it is a traditional and primary human resource activity,
most organizations undertake recruitment individually, identifying
the right sources of prospective candidate, contacting them, and
selecting the best candidate from among those who apply. 2.2.7. TO
STUDY VARIOUS METHODS THE ORGANIZATION IS
FOLLOWING FOR RECRUITMENT AND SELECTION.Author: Dean Taylor
Glen. Recruitment and selection techniques" is a GUI based
application that automates the recruitment and selection activities
for better functioning and providing accurate information time.
It is a computerized solution for organizations that often
undergo the process of recruitment for fulfilling their vacancies
the application maintains electronic database comprising various
information about the job applicants organizational requirements,
the results of the various recruitment and selection phase etc.
47
Based on the various phases performed during recruitment and
selection of employees in an organization the undergoing project is
classified into three modules.
In today's highly and competitive situation. Choice of right
personnel has far reaching implication for an organizations
functioning. Employees well selected and well placed would not only
contribute to the efficient running of the organization but
effective human organization becomes the most important management
function.
2.2.8. STUDY OF RECRUITMENT REGARDING DIFFERENT ASPECTS OF
RECRUITMENT PROCESSAuthor: Dominic cooper. Measures for
attracting that manpower in adequate numbers to facilitate
effective selection of an efficient working force. Recruitment of
candidates is the function preceding the selection, which helps
create a pool of prospective employees for the organization so that
the management can select the right candidate for the right job
from this pool. The main objective of the recruitment process is to
expedite the selection process. Recruitment is a continuous process
whereby the firm attempts to develop a pool of qualified applicants
for the future human resources needs even though specific vacancies
do not exist. Usually, the recruitment process starts when a manger
initiates an employee requisition for a specific vacancy or an
anticipated vacancy.
Attract and encourage more and more candidates to apply in the
organization. Create a talent pool of candidates to enable the
selection of best candidates for the organization. Determine
present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
Recruitment is the process which links the employers with the
employees. Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing
number of visibly under qualified or overqualified job applicants.
Help reduce
48
the probability that job applicants once recruited and selected
will leave the organization only after a short period of time. Meet
the organizations legal and social obligations regarding the
composition of its workforce. Begin identifying and preparing
potential job applicants who will be appropriate candidates.
2.2.9. THE MODES OF THE SELECTION AND RECRUITMENT ARE THE
ON REQUIREMENT AND SELECTION.Author: John Wiley. Selection is
the process of differentiating between applicants in order to
identify (and hire) those with a greater likelihood of success in a
job. It is the processes of ascertain the need requirements for
prospective candidates and finally identifying potential candidates
for the vacant job. This is conducted with different tools at
different stages to identify the suitability of the person to the
job.
Recruitment and selection are the two crucial steps in the HR
process and are often used interchangeably. While recruitment
refers to the process of identifying and encouraging prospective
employees to apply for jobs, selection is concerned with picking
the right candidates from a pool of applicants.
Potential candidates may come from an internal trawl of the
organization or from the external job market. The latter are
reached through channels such as recruitment advertising,
employment agencies, professional associations or word of mouth.
The approach differs according to the organization's resourcing
philosophy:
49
3. RESEARCH METHODOLOGY
RESEARCH
Research is conscious to find out the truth which is hidden and
which has not been discovered anyone, applying scientific
procedure.
RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the
research problems. It is the scientific steps that are generally
adopted by the research in studying his problem along with the
logic behind them. The advanced learners dictionary of current
English lays down the meaning of research as a careful
investigation or inquiry especially through search for new facts in
any branch of knowledge. Research Design Data Collection Sampling
Techniques Tools for Analysis
3.1 RESEARCH DESIGN
Research design contains: A clear statement of research problem.
Procedure and techniques to be used for gathering information.
Population to be studied and Methods to be used in processing and
analyzing data.
Descriptive research The descriptive study is the one that aims
at describing accurately the characteristics of the group,
community or people. A researcher may be concerned with
discriminating 50
the proportion of people in a particular population who hold the
certain views and attitude. In this study descriptive research
design is used.
The research study was descriptive in nature. Descriptive
research studies which are concerned with specific predictions with
narrations of facts and characteristics concerning individuals
groups or situations are examples of descriptive research.
3.2 SAMPLING DESIGNA sample design is a finite plan in obtaining
a sample from a given population. It refers the techniques or
procedure the researcher would adopt in selecting items for the
sample. The probability sampling design offers every item of the
population equal chance of inclusion in the sample
3.2.1 POPULATION
Population gives the total number of employees present in the
organization. The total population under study is around 300
employees.
3.2.2 SAMPLING TECHNIQUE
The method of selecting a portion of the universe for the study
with a view to draw a conclusion about the universe/population is
known as sampling.
SAMPLING DESIGN (Simple random sampling)
In the simple random sampling, more commonly known as simple
random sampling, every element in the population has a known and
equal chance of being selected as a sample. The respondent has
different type of characteristics and spread across various groups.
Standard form of appraisal is being used irrespective of the class
of the employees,
51
so everyone knows about the system. Each and every employee has
something to contribute towards the study. The employees have been
selected from the list randomly.
SAMPLE SIZE In this study also convenience sampling is applied.
The sample size of the study is 100 employees.
3.2.4 AREA OF THE STUDY The area of study is recruitment and
selection at Arun Ice Cream, Chennai.
3.2.5 PERIOD OF STUDY The study period of the project work was
for six months from January to June 2010.
3.3 DATA COLLECTIONThe data collected by the researcher were
purely based in the primary data and was less dependent on
secondary data.
3.2.1PRIMARY DATA The primary data was collected through a
structured questionnaire.
3.2.2 SECONDARY DATA The secondary data was collected from
personal department files and records, company broachers, magazines
and journals.
52
3.4 STATISTICAL TOOLS USED FOR ANALYSIS3.4.1 SIMPLE PERCENTAGE
ANALYSIS:
It is simple analysis tool. In this method, based on the
opinions of the respondents, percentage and bar chart is calculated
for the respective scales of each factor. Formula: Simple
percentage = No of Respondents Total No of Sample Size 3.4.2CHI-
SQUARE TEST: As a non parametric test chi-square can be used be to
determine if categorical data shows dependency or the two
classifications are independent. It is generally used to test the
significance of association between two variables. In chi-square
test first a null hypothesis is formed that there is no
significance relation between the two given attributes. The
calculated chi-square value is less than the theoretical value. We
accept the null hypothesis as valid. Otherwise reject the null
hypothesis and accept the alternative hypothesis. H0: Null
Hypothesis H1: Alternative Hypothesis
Chi- square is a measure for comparing variance studies.
Formula:
Where, O = is the observed frequency, and E = is the expected
frequency Expected frequency (E) = Row Total *Column Total/Grand
Total. Degree of freedom = (R 1)*(c -1) Where, R = Number of Rows C
= Number of Columns
53
3.5 DATA ANALYSIS AND INTERPRETATION 3.5.1 AGE OF THE
RESPONDENTSTABLE 3.5.1 AGE OF THE RESPONDENTS S. NO PARTICULARS NO.
OF RESPONDENTS 1 Below 20 Years 2 26-30 years 3 31-35 years 4 Above
35 years TOTAL Source: Primary Data 6 65 17 12 100 AGE OF
RESPONDENTS 6% 65% 17% 12% 100%
INFERENCE:From the above table it can be inferred that 65% of
the respondents are in the age between 26 30, 17% of the
respondents are in the age between 31 35, 12% of the respondents
are above 35 years and 6% of the respondents are below 20
years.
54
FIGURE 3.2.1 AGE OF THE RESPONDENTS
55
3.5.2 GENDER OF THE RESPONDENTSTABLE 3.5.2 GENDER OF THE
RESPONDENTS NO. OF S. NO PARTICULARS 1 Male 2 Female TOTAL Source:
Primary Data RESPONDENTS 77 23 100 GENDER OF RESPONDENTS 77% 23%
100%
INFERENCE:From the above table it can be inferred that 77% of
the respondents are male, 23% of the respondents are female.
56
FIGURE 3.5.2 GENDER OF THE RESPONDENTS
57
3.5.3 QUALIFICATION OF THE RESPONDENTS
TABLE 3.5.3 QUALIFICATION OF THE RESPONDENTS NO. OF S. NO
PARTICULARS 1 Below SSLC 2 SSLC 3 HSC 4 UG 5 PG TOTAL Source:
Primary Data RESPONDENTS 26 12 18 33 11 100 AVG OF RESPONDENTS 26%
12% 18% 33% 11% 100%
INFERENCE:From the above table it can be inferred that 33% of
respondents have done UG, 26% of the respondents qualification is
below SSLC, 18% of the respondents are HSC, 12% of the respondents
are qualified SSLC and 11% of the employees have completed PG.
58
FIGURE 3.5.3 QUALIFICATION OF THE RESPONDENTS
59
3.5.4 EXPERIENCE OF THE RESPONDENTSTABLE 3.5.4 EXPERIENCE OF THE
RESPONDENTS NO. OF S. NO PARTICULARS 1 Below One Year 2 1-2 Years 3
2-3 Years 4 3-4 Years 5 Above 4 Years TOTAL Source: Primary Data
RESPONDENTS 6 23 10 40 21 100 PERCENTAGE % 6% 23% 10% 40% 21%
100%
INFERENCE:From the above table it can be inferred that 40% of
respondents have 3 4 years of experience, 23% of respondents are
having 1-2 years of experience, 21% of respondents are having above
4 years of experience, 10% of respondents are having 2-3 years of
experience and 6% of the respondents have below one year of
experience.
60
FIGURE 3.5.4 EXPERIENCE OF THE RESPONDENTS
61
3.5.5 WAY OF JOIN IN THE ORGANIZATIONTABLE 3.5.6 WAY OF JOIN IN
THE ORGANIZATION NO. OF S. NO PARTICULARS 1 Referrals 2 News Paper
3 Consultancy 4 Walk-in 5 Job Site TOTAL Source: Primary Data AVG
OF
RESPONDENTS RESPONDENTS 74 0 0 12 14 100 74% 0% 0% 12% 14%
100%
INFERENCE:From the above table it can be inferred that 74% have
joined at Hatsun Agro Product Ltd., through referrals, 14% of
respondents are joined at Hatsun Agro Product Ltd., and 12% of
respondents are join at Hatsun Agro Product Ltd., by Walk in.
62
FIGURE 3.5.5 THE WAY OF JOIN IN THE ORGANIZATION
63
3.5.6 REASON TO QUIT THE PREVIOUS JOBTABLE 3.5.6 REASON TO QUIT
THE PREVIOUS JOB
NO. OF S. NO PARTICULARS 1 No use of job skills 2 No hike in the
salary 3 No promotion
AVG OF
RESPONDENTS RESPONDENTS 41 22 9 7 21 100 41% 22% 9% 7% 21%
100%
4 Far from house 5 No Flexible work schedule TOTAL Source:
Primary Data
INFERENCE:From the above table it can be inferred that 41% of
the respondents are quit the previous job because of no use of job
skills, 22% of respondents is left the job because of no hike in
the salary, 21% of the respondents are quit the previous job due to
No flexible work schedule, 9% of respondents are quit the job due
to no promotion and 7% of the respondents are quit the job due to
organization was so far from house.
64
FIGURE 3.5.6 REASON TO QUIT THE PREVIOUS JOB
65
3.5.7 REASON TO CHOOSE HATSUN AGRO PRODUCT LTD
TABLE 3.5.7 REASON TO CHOOSE HATSUN AGRO PRODUCT LTD NO. OF S.
NO PARTICULARS 1 Career Development Monetary/Non monetary 2
benefits 3 Appraisal system 4 Near to home 5 Working condition
TOTAL Source: Primary Data 0 23 22 9 100 0% 23% 22% 9% 100% AVG
OF
RESPONDENTS RESPONDENTS 46 46%
INFERENCE:-
From the above table it can be inferred that 46% of the
respondents are chosen the Hatsun Agro Product Ltd., because of
career development, 23% of respondents are chosen Hatsun Agro
Product Ltd., because of appraisal system, 22% of respondents are
chosen Hatsun Agro Product Ltd., because of Near to home and 9% of
the respondents have chosen Hatsun Agro Product Ltd., because of
Working condition.
66
FIGURE 3.2.7 REASON TO CHOOSE HATSUN AGRO PRODUCT LTD
67
3.5.8 RULES AND PROCEDURE FOLLOWED IN HATSUN AGRO PRODUCT
LTD.
TABLE 3.5.8NRULES AND PROCEDURE FOLLOWED IN HATSUN AGRO PRODUCT
LTD. NO. OF S. NO PARTICULARS 1 Excellent 2 Above Average 3 Average
4 Below average 5 Poor TOTAL Source: Primary Data AVG OF
RESPONDENTS RESPONDENTS 0 9 61 19 11 100 0% 9% 61% 19% 11%
100%
INFERENCE:From the above table it can be inferred that 61% of
the respondents are says the rules and procedure followed in Hatsun
Agro Product Ltd is average, 19% of the respondents are says the
rules and procedure followed in Hatsun Agro Product Ltd is Below
average, 11% of the respondents are says the rules and procedure
followed in Hatsun Agro Product Ltd is Poor and 9% of the
respondents are says that the rules and procedure followed in
Hatsun Agro Product Ltd is above average.
68
FIGURE 3.2.8 RULES AND PROCEDURE FOLLOWED IN HATSUN
69
3.5.9 EMPLOYEE MORALE AND ETHICS FOLLOWED IN YOUR
DEPARTMENTTABLE 3.5.9 EMPLOYEE MORALE AND ETHICS FOLLOWED IN YOUR
DEPARTMENT
NO. OF S. NO PARTICULARS 1 Excellent 2 Above Average 3 Average 4
Below average 5 Poor TOTAL Source: Primary Data
AVG OF
RESPONDENTS RESPONDENTS 2 11 54 18 15 100 2% 11% 54% 18% 15%
100%
INFERENCE:From the above table it can be inferred that 54% of
the respondents are says that the morale and ethics followed in
department at Hatsun Agro Product Ltd is Average, 18% of the
respondents are says that the morale and ethics followed in
department at Hatsun Agro Product Ltd is Below average, 15% of the
respondents are says that the morale and ethics followed in
department at Hatsun Agro Product Ltd is poor, 11% of the
respondents are says that the morale and ethics followed in
department at Hatsun Agro Product Ltd is above Average and 2% of
the respondents are says that the morale and ethics followed in
department at Hatsun Agro Product Ltd is Excellent.
70
FIGURE 3.2.9 EMPLOYEE MORALE AND ETHICS FOLLOWED IN YOUR
DEPARTMENT
71
3.5.10 BASIS EMPLOYEE HAVE BEEN SELECTEDTABLE 3.5.10 BASIS
EMPLOYEE HAVE BEEN SELECTED NO. OF S. NO PARTICULARS 1 Experience 2
Qualification 3 Technical skills 4 Family members 5 References
TOTAL Source: Primary Data AVG OF
RESPONDENTS RESPONDENTS 18 11 54 2 15 100 18% 11% 54% 2% 15%
100%
INFERENCE:From the above table it can be inferred that 54% of
the respondents are selected on the basis of Technical skills, 18%
of the respondents are selected on the basis of previous
experience, 11% of the respondents are selected on the basis of
qualification and 2% of the respondents are selected on the basis
of family members reference.
72
FIGURE 3.2.10 BASIS EMPLOYEE HAVE BEEN SELECTED
73
3.5.11 EMPLOYEE FIND IT USEFUL HAVING THE INTERVIEW DATE
DETAILED IN THE ADVERTISEMENTTABLE 3.5.11 EMPLOYEE FIND IT USEFUL
HAVING THE INTERVIEW DATE DETAILED IN THE ADVERTISEMENT NO. OF S.
NO PARTICULARS 1 Yes 4 No TOTAL Source: Primary Data AVG OF
RESPONDENTS RESPONDENTS 78 22 100 78% 22% 100%
INFERENCE:From the above table it can be inferred that 78% of
the respondents are find it useful having the interview date
detailed in the advertisement and 22% of respondents are not find
it useful having the interview date detailed in the
advertisement.
74
FIGURE 3.5.11 EMPLOYEE FINDS IT USEFUL HAVING THE INTERVIEW DATE
DETAILED IN THE ADVERT
75
3.5.12 EMPLOYEE FEEL ABOUT PAY
TABLE 3.1.12 EMPLOYEE FEEL ABOUT PAY NO. OF S. NO PARTICULARS 1
Excellent 2 Above Average 3 Average 4 Below average 5 Poor TOTAL
Source: Primary Data AVG OF
RESPONDENTS RESPONDENTS 0 7 34 26 33 100 0% 7% 34% 26% 33%
100%
INFERENCE:From the above table it can be inferred that 34% of
the respondents are feel about their pay is average, 33% of the
respondents are feel about their pay is poor, 26% of the
respondents are feel about their pay is below average and 7% of the
respondents are feel about their pay is above average.
76
FIGURE 3.5.12 EMPLOYEE FINDS IT USEFUL HAVING THE INTERVIEW DATE
DETAILED IN THE ADVERT
77
3.5.13 EMPLOYEE PERFORMANCE EVALUATIONS PROVIDE FEEDBACK TO
ASSIST IN THE PERFORMANCE OF THE JOBTABLE 3.5.13 EMPLOYEE
PERFORMANCE EVALUATIONS PROVIDE
FEEDBACK TO ASSIST IN THE PERFORMANCE OF THE JOB
NO. OF S. NO PARTICULARS 1 Yes 4 No TOTAL Source: Primary
Data
AVG OF
RESPONDENTS RESPONDENTS 82 18 100 82% 18% 100%
INFERENCE:From the above table it can be inferred that 82% of
the respondents are says the feedback of the performance appraisal
is assist to performance of their job and 18% of the respondents
are says the feedback of the performance appraisal is not assist to
performance of their job.
78
FIGURE
3.5.13
EMPLOYEE
PERFORMANCE
EVALUATIONS
PROVIDE
FEEDBACK TO ASSIST YOU IN THE PERFORMANCE OF YOUR JOB
79
3.5.14 SUPPORTIVE WAS THE WORK ENVIRONMENT ROLE AS AN
EMPLOYEETABLE 3.5.14 SUPPORTIVE WAS THE WORK ENVIRONMENT ROLE AS AN
EMPLOYEE
NO. OF S. NO PARTICULARS 1 Excellent 2 Above Average 3 Average 4
Below average 5 Poor TOTAL Source: Primary Data
AVG OF
RESPONDENTS RESPONDENTS 52 21 15 12 0 100 52% 21% 15% 12% 0%
100%
INFERENCE:From the above table it can be inferred that 52% of
the respondents are says the work environment is excellent, 21% of
the respondents are says the work environment is Above Average, 15%
of the respondents are says the work environment is average, 12% of
the respondents are says the work environment is below Average.
80
FIGURE 3.5.14 SUPPORTIVE WAS EMPLOYEE