2010

REPORT ON RECRUITMENT
[Type the document subtitle]

Page | 1
 PREFACE
As PGDM (Post Graduation Diploma in Management) students our aim should not
be only to learn theoretical concepts in the classroom, but it becomes more
important as how we apply those concepts in practices.

At present the world is running very fast. We are coming across many modern
theories and implement of machineries, to start new business. We must have the
knowledge of theories and practical, through it, the student can know that how to
apply their mind in the real business world.

This program of industrial summer training is to create awareness about the

industrial environment amongst the students. Such training also plays vital role in
PGDM programme.

The importance of training and project preparation has been widely accepted in the
education institutional. Thus knowing the importance of such practical training, our
college is providing 60 days training

“Baroda District Co-Operative Milk Producers Union ltd” gave me the golden
opportunity to carry on my training as such a great organization. I have prepared the
detail report regarding all the function of Human Resource department, basically of
“recruitment and selection”. I have tried my best to collect all necessary information
relating to the project work.

Page | 2
 ACKNOWLEDGMENT
Any great work can generally be not be achieved by a single hand effort. It
requires a collection of combined efforts that leads to the achievement of the goal or
objectives, the credit for the successful completion of my project goes to all those
people whose valuable contributions have help me achieved my task.It gives me
great pleasure in submitting this Report entitled “Recruitment and selection”.

I take this great opportunity to express my deep sense of gratitude to Mr.

Aniruddh Tambe ( programme Co-ordinator PGDM, PIM), Miss Aman Sharma
( faculty of H.R in PGMD, PIM) and greatly to Mr. N.K Kapoor ( Director of PGDM )
who gave us such a great opportunity.

I owe my heartiest thanks of Mr. Alok Desai, Head H.R, Baroda District Co-
Operative milk producers Union LTD, who guided us sparing their valuable time and
Mr. K. M Joshi (General Manager), for allowing me to do research in their prestigious
organization.

I would also like to thank all the staff at Baroda Dairy, which had helped me in
their way, they can. I would also like to thank all my friends and colleagues for their
moral support and encouragement, during the course of my study.

Page | 3
 ABSTRACT
In today’s world, it is widely accepted that managing human resources is one
of the most essential managerial skill that is required in today’s organizations
because people hold the key to an organization’s survival, performance, and
success. Changing needs of the people and globalization in business in business
world has increased the role of human resources in the organizations.

Recruitment and selection is one of the most important part of human

resource department which helps in selecting the right candidate for the right job at
right time. “employees are the assets of any organization” a literature review has
given this statement. Which means without good and effective employees, any
organization cannot work smoothly. And the whole process depends upon, that how
an employee is recruited and selected.

This report includes the study about the recruitment and selection procedures
and how effective it is for its organization. I have taken Baroda Dairy for my research
as it is one of the most successful Milk unit in India. The whole research is
conducted by taking personal interviews with its employees and by providing the
questionnaire’s to the employees of the company. Then analyzing and evaluation

Page | 4
has been undertaken after collecting data. The data was collected in primary and
secondary forms. After this appropriate suggestions have been given.

INTRODUCTION:
Traditionally Dairy was a subsidiary occupation of the farmer. However, the
contribution of the farmer’s income was not prominent as it was from farming. But
this attachment to dairy was keep as tradition handed down from one generation to
the next.

Baroda District lies in the center of Gujarat, a state of Western India, well-
known for co-operative dairying. Baroda District co-operative Milk Producers’ union
Ltd Is the full name of Baroda dairy. As the name suggest that it is a co-operative
union. The company is engaged in the production of milk, flavored milk, butter and
ghee, butter milk.

The plant is situated in Makarpura area, in the center of the city. The plants of
Baroda dairy are fully equipped with latest technology and modern facilities. Baroda
dairy always work for welfare of society.

Page | 5
 HISTORY OF BARODA DAIRY

• OBJECTIVE :-

The Milk Union was established on 24th December 1957 with a view to relieve the
milk producers by the private milk venders and to give proper remuneration to them
and to supply good milk to the citizens of Baroda City.

• GROWTH AND PROGRESS:-

Baroda Dairy is a prestigious and popular cooperative organization of farmers

from Vadodara district, providing quality milk to the people of Sayaji Nagari since last
50 years. It is one of the leading dairies with turnover of around 400 crores and has
more than 1094 cooperative societies.

The Milk Union got the guidance and help from AMUL in all areas which were
crucial for the establishment and post-establishment period. Shri T.K. Patel (GM),

Page | 6
AMUL & V.D. Kurani the father of dairy industry supported and guided Baroda milk
union. The Union had strong leadership of Mr. Jashwantal Shah, Minister for dairy
development in Maharashtra, who laid down the foundation stone of Baroda Milk
Union.

Sugam unit of Baroda dairy was setup under the operation flood program and
was managed by NDDB till 31st March 1991 and later was handed over to Baroda
Dairy with effect from 1st April 1992. It handles the manufacturing and all the
concerned activities of indigenous dairy products and ice creams.

FOUNDATION STONES:-
With the view to relieve the milk producer from the exploitation by the private
vendors, and to give a remunerative price for their milk and to supply good quality of
milk to the citizen of Baroda city, the milk union was established on 24th December,
1957.

The milk union got guidance and help in all respect from the Neighboring milk
union of "Amul" especially from the Founder Chairman of "Amul", Shri T.K. Patel
and then the general manager,Dr.V.Kurien who supported and guided the Baroda
Milk Union. This union has strong leadership of Shri Maganbhai Patel, Founder
Chairman and Shri Jashvantlal Shah, Deputy Minister in the then state of Bombay.
Under their dynamic leadership the foundation stone of this union was laid.

First six milk co-operative societies became founder members of this union
from where the milk was brought for distribution, but, in the absence of adequate
facilities for chilling and pasteurization it was thought best to postpone the rural milk

Page | 7
collection. In turn, pasteurized hygienic milk from Amul Milk Union was brought for
distribution to the consumers of the Baroda city.

The foundation stone of 50,000 LPD Dairy Plant was laid on 24thAugust 1962,
by Shri T.K. Patel, the Doyen of the Co-operative Dairy Movement in Gujarat. In the
year 1963-64 milk distribution through 21Distribution centres was started in an
organized way.

In the year 1964-65, the union started its milk procurement from 120 milk co-
operative societies. The dairy plant commissioned on25th April, 1965, was
inaugurated by Shri Morarjibhai Desai, the then Finance Minister, and Government
of India. Under the milk distribution system, pasteurized milk in the bottles was
supplied to the city consumers. The bottling plant was set by UNICEF in
collaboration with CARE to supply the reconstitutes milk to school children on
matching contribution basis.

COMPANY PROFILE

➢ NAME OF THE ORGANIZATION:

• Baroda Dairy District Co-operative Milk Producers’ Union LTD.

➢ YEAR OF ESTABLISHMENT:
• 24th December 1957

➢ REGISTRATED OFFICE:

• Baroda Dairy
OPP ONGC’S Regional Office
Makarpura Road
Baroda – 390009

➢ FORM OF ORGANIZATION:
• Co-Operative

➢ SIZE OF UNIT:

Page | 8
 • Large Scale Unit.

➢ REGISTERED OFFICE NO:

• 014/57

:Board of directors:
1) Shri Narendra Mukhi Chair Man
2) Shri Satishbhai patel Vice Chair Man
3)Shri Ravindra Mathur Managing Director
4) Shri Sureshbhai Z. patel Director
5) Shri Upendrasinghji p. Gohil Director
6) Shri Ganpatsinghji M. Solanki Director
7) Shri Ashwinbhai C. patel Director
8) Shri Ajitsingh R. Thakor Director
9) Shri Dilipbhai N. Patel Director
10) Shri Ganpatsinghji B. Director
Solanki
11) Shri K.T Amin Director
12) Shri Dinsa N. patel Director
13) Shri Ranjit singh M. Rathwa Director
14) Shri Thakorbhai V. patel Director

Page | 9
15) Shri kiritsinghji j. Maharaul Director
16) Shri Bakul bhai k. patel Director
17) Shri K.M. Jala Director
18) Shri Deepak Dalai Director
19) Shri Arun Vayanganker Director
20) Shri Deepal Dalai District Registrar
21) Shri K M Joshi General Manager

AUDITOR : Ramesh M Patel. (sp

auditor)

• 1 From NATIONAL DAIRY DEVELOPMENT BOARD.

(NDDB)
• 3 From Government.
• 1 From GUJARAT CO-OPERATION MILK
MARKETING FEDERATION
• 1 Managing Director.
• 15 Elected Members.

➢ ELECTION IS HELD EVERY THREE (3)

YEARS…

Page | 10
MAN POWER IN DAIRY…

 Permanent : 1378

Page | 11
  Temporary : 475

“Baroda is known for delivering

extra ordinary services by milk
and its
products at all season all time.
This is due to their employee
strength”.
BARODA DAIRY has six DIFFERENT UNITS
1. Baroda Dairy – Baroda

2. Sugam Unit – Baroda

Page | 12
 3. Cattle Feed Factory – Itola

4. Milk Chilling Center – Bodeli

5. Veterinary Sub Unit – Savli and Dabhoi

✔ It has 1093 different co-operative sector

✔ It follows co-operative Act 1961
✔ Each sector has right of 1 vote.
✔ Dairy conducts meeting every month

BANKERS OF BARODA DAIRY:-

1. The Baroda Central Co-operative Bank Ltd.

2. The UCO Bank, Baroda

3. Bank of Baroda, Baroda

4. Punjab and Sindh Bank, Baroda

5. Bank of India

CURRENT EXPANSIONS:
The dairy has started manufacturing bottled mineral water. Water from the
river Narmada will be used for manufacturing mineral water, which will be marketed

Page | 13
in bottles and pouches. A 12-km pipeline has been laid to pump water from the
Narmada. The dairy has already got 90% subsidy from the Centre for the project.

The project name is “NARMADA NEER”.

FUTURE EXPANSIONS:
Baroda Dairy, run by Baroda District Milk Cooperative Union, is all set to
venture into manufacturing of tomato ketchup. The dairy has decided to take up a
green field project for setting up a tomato ketchup manufacturing facility in central
Gujarat. The dairy also plans to market theproduct at a later stage.

Baroda dairy is currently giving final touches to the project report. According
to top officials of the dairy, the proposed plant will come up in the Bodeli area.
Around Rs 7-8 crore would be required to set up the new unit, for which the dairy has
already acquired land. "Bodeli is an ideal location for such a plant as its surrounding
area such a Chhota Udaipur, Pavijetpur and Sankeda grow tomatoes on a large
scale. Tomatoes will be procured from these areas, according to the dairy officials.

PRESENT PRODUCTS MIX:-

Page | 14
Baroda Dairy is a unique place processing several products from the basic raw-
material i.e. Milk, These products are as under and are immensely popular in and
around city of Baroda.

• Milk

1. Amul Gold

2. Amul Shakti

3. Amul Slim& Trim

4. Amul Cow’s Milk

• Butter Milk

1. Goras

2. JeeraChhas

• Flavoured Milk

1. Elaichi

2. Kesar

3. Mango

• Butter

1. Table Butter

2. White Butter

• Ghee

1. Surbhi

2. Amul

VISION AND MISSION

Page | 15
 BARODA DAIRY is a Co-operative society and it is not just a profit making
unit but to serve the better worth to society. The main mission of the Baroda dairy is
to assure and safeguard the interest of the both nominal consumer of milk in city
area and supplier of rural areas. And for this the Baroda Dairy deals according to
provide BEST QUALITY product at REASONALBE PRICE to their customers

ACHIEVEMENTS

✔ Achievement of holding ISO 9002 HACCP 9000 certificate.

✔ National Productivity Award for the best Productivity.

✔ Jamnalal Bajaj Award in 1994-1995.

✔ Award for good housekeeping at state level.

✔ Baroda Dairy was second achieving the award in Horticulture.

✔ Received International recognition ISO 14001 Certificate for the

maintenance of Natural Environment.

✔ Received second Prize for minimum accidents among drugs

pharmaceuticals food and dairy Industry.

QUOTES BY BARODA DAIRY

Page | 16
 Baroda Dairy is non-profit making co-operative large scale unit, of nearly
1400 employees is also innovative and always try to find something new which
can keep its employees motivated and indirectly increase production efficiency.

For this it painted different types of Quotes on its walls. Whether it be

production department, Marketing department or Finance Department. Quotes
have been written everywhere which helps the employees to be self motivated.
The quotes themselves are inspiring and influencing. It inspires employees to
work at full potentials.

“BARODA DAIRY IS YOUR HOUSE…..

AND NO ONE MAKES THEIR OWN HOUSE DIRTY…….”

The above written quote Is one of the example I noted down from the walls of
production department. It means employee should assume that they are in their
house and should try not to make it dirty as they in their own house do. As Dairy
itself is a huge family of nearly 1400 employees working together with proper co-
operation.

GENERAL INFORMATION

Page | 17
 General information includes the information of various different departments.
Like PRODUCTION, MARKETING, FINANCE, DISPATCH AND LOGISTICS,
QUALITY CONTROL AND HUMAN RESOURCE MANAGEMENT.

As my main subject and specialization is HRM, I tried my best to learn the

importance of HRM in each and every department. Every department whether it be
production or Marketing or Finance, each department is directly or indirectly
connected with Human Resource Management.

At the end of each department’s information I tried to find out HRM extract
from it, which is my main aim. I have kept HUMAN RESOURCE MANAGEMENT as
central theme of my report.

• GENERAL INFORMATION INCLUDES FOLLOWING

DEPARTMENT:
1. PRODUCTION DEPARTMENT

2. FINANCE DEPARTMENT

3. MARKETING DEPARTMENT

4. HUMAN RESOURCE MANAGEMENT (P&A) DEPARTMENT

INTRODUCTION

Page | 18
 Production Department is most important part in any organization, firm,
company or co-operative sectors. Production can be made for the middle users or for
the end-users (direct consumers). Production do the main work of converting raw
material into semi-finished or finished goods, it depends on what kind of production
the organization is doing.

In the context of BARODA DAIRY, people have endless demand for milk and
milk products. BARODA DAIRY undertakes the procurement of milk and its
production likewise satisfying the needs and demand of people. It estimates the
demand and accordingly production is done for which arrangement of Raw material,
finance and provision for selling is made by BARODA DAIRY.

The Production Department is interrelated with the Personnel, Finance, and

Marketing Department. During the year the average weight of milk received from the
co-operative milk societies was 3,34,588kg. The maximum quantity of milk received
in one day was 4,44,008 kg during the year.

MAJOR PRODUCTS OF BARODA DAIRY:

Page | 19
Following are the some milk products that the Baroda Dairy produces
and sale in different areas of Baroda district.

Amul Gold 22,98,259 LPD

Amul Shakti 71,24,528 LPD
Amul Cow 6,14,867 LPD
TOTAL 1,00,37,654 LPD
Daily Average 3,34,588 LPD

Flavoured milk pouch 33149 pouches per day

Flavoured milk bottles 31114 bottles per day

Goras chhas 14,39,04 pouch of 500ml per day

Jira Chhas 14,16,552 pouch of 200ml PD
Masti Dahi 2,80,711 pouches of 200ml PD
Rajwadi Kadhi 21,863 pouches of 500ml per
month

ACTIVITIES OF PRODUCTION DEPARTMENT:

 There are mainly five (5) activities done by the Production
Department. They are as follows:

Page | 20
 1. Raw Material Receiving Dock

2. Pasteurization

3. Standardization

4. Homogenization

5. Pouch packing Section

Baroda Dairy has set up a modern plant for the production process. It has
established its plant in a modern high tech style which functions nearly
80% automatically.

HR POINT OF VIEW:

For producing a product, automatic machines are used but those machines are also
at last operated manually. Same way in Production department of Baroda Dairy also
Human Resource is used. So there Baroda Dairy have to maintain records of how
many workers are employed in production department, what are their necessity, how
can they work more efficiently, there safety needs in production department, how
much time of rest should be given to them, these all questions are solved by Human
Resource Management (personnel Department).

Baroda Dairy takes all these above points into consideration. It also takes the
recruitment of experts of operating machines in production department.

INTRODUCTION:

Page | 21
 Finance is the most crucial part in any organization. Finance is required in
each & every stage of the business. Business is nothing but a process of making
money through money.

The finance department of a business takes responsibility for organizing the

financial and accounting affairs including the preparation and presentation of
appropriate accounts, and the provision of financial information for managers

The primary purpose of the Finance Department is to monitor and report on

the financial position of the Baroda Dairy and to provide an excellent level of service
to their public customers and customers in other City Departments.

It can be acquired through various sources. After the acquisition of finance,

the work of utilisation beings. The finance dept. has to deal with not only the
procurement of finance but also with the proper utilisation of it. Finance is the basic
requirement for purchase of assets, production of goods, marketing, selling, etc. The
finance department Take the decision regarding financial matters. Thus, we can say
that finance dept. is one of the most important dept.

SOURCE OF FINANCE IN BARODA DAIRY

Baroda dairy does not raise finance for short term as all the requirement for
short-term finance are fulfilled by the internal sources (i.e. reserves & surplus).
Mostly, finance is raised from long-term sources of finance. All the requirement of
finance is fulfilled either by issuing equity shares or by taking loan from “National
Dairy Development Board”. The repayment of loan is done in equal installments,
the amount is pre-decided. Generally, 6% interest is charged on the amount of loan.

THE MAIN AREAS COVERED BY FINANCIAL DEPARTMENT

IN DAIRY:
• Book keeping procedures.

• Creating a balance sheet & profit and loss account.

Page | 22
 • Providing information to management.

• Management of wages & salary.

• Raising Funds.

• Cost allocation.

: CAPITAL STRUCTURE IN BARODA DAIRY:

Capital structure of an organization refers to procurement of capital. capital

structure including all the financial. Thus capital structures of an organization show
how or through which sources raised.

Baroda dairy is a co-operative society and its shares are out listed in stock
exchange. However the shares are purchased by the milk societies who can easily
become its members. These societies are not paid dividend but get prices difference.

Baroda Dairy Is A Co-Operative Organization. It Does Not Issue Right Or Any

Other Public Issue. Therefore There Is No Question Of Any Bonus.

“BARODA DAIRY” does not have any other source of raising fund from its
profits. For any undertaking it is financial by NDDB or self financing.

HR POINT OF VIEW:

The function of HR in Finance department is to give the data regarding the wages
and salary to be provided to how many employees. The list of all employees with

Page | 23
deduction or appreciation in wages have been given to finance department,
according to it finance is been procured provided.

INTRODUCTION:

Page | 24
 “It is clearly said that Marketing Department is the Front Face of any
organization or firm”. This is said because marketing is the only means from where
the consumers can know about the upcoming products of the firm or organization.
This indirectly gives result in increased sales of products.

Marketing- in other sense, means promoting the product publically and to

bring revenue through sales. Marketing Department does the function of creating
demand in people and generates sales from it, which completely depends on
marketing department.

Baroda dairy is having a full-fledged marketing dept. where all the functions
related to marketing are performed. As a part of marketing strategy Baroda Dairy has
increased its Morning milk centers

TARGET MARKET OF BARODA DAIRY:

The whole city of Baroda is the target market for Baroda dairy. Also the town of
Baroda city is the target market for the Baroda dairy. Baroda dairy’s milk and its
products are very popular among people of Baroda which made BARODA DAIRY a
“MARKET LEADER”

MARKET SHARE:

Baroda dairy has 80% market share. It is market leader. It is due to the quality and
variety of milk & milk products which are sold at reasonable price.

ADVERTISMENT:

Baroda dairy does not have to advertise on a large scale for its products because
most of the people are aware of the products produced by the dairy. In fact, the
products are of daily used and they are so popular that there is little need for
advertisement.

DISPATCH AND LOGISTICS:

Page | 25
All activities carried out under the supervision of Marketing head i.e. order of milk
and milk products are dispatched as per the order of customers and retailer and all
records of dispatch are kept in dispatch register and computer.

• In dispatch department the work is divided in 3

shifts

1. Morning
2. Afternoon
3. Evening
• Sources of Mode of Transportation
There are trucks, tempos, insulated vans, three wheeler tempos are used to deliver
the milk and the milk products

HR POINT OF VIEW:

As Marketing is important in any organization, same way the work of HR is

equally important in every department, whether it be marketing department or
finance or production department.

Marketing does the work of bringing demands of customers in the firm and HR
with the consultation of marketing department head sets the target of production for
each employee.

HR maintains a complete records of given target of each employee and set

time limits for it. HR acts as link between marketing department and workers and
other employees. Both are interdependent on each other.

Page | 26
 INTRODUCTION:

There is a well versed Quote saying that “Employees are the assets of any
organization” Which depicts that they are most important tool of organization. Thus
to maintain them for the organization, Personnel department (human resource dept)
is kept for the well being of employees.

The function of Human Resource Department can be seen in each and every
department of any organization. Thus it can be easily said that “The Human
Resource Department” is the heart of any organization. The function of Human
Resource Management is to manage the people working in the organization. It
mainly focused on the intrapersonal relationship and interpersonal relationship of
employees.

Human resource Management in simple words means planning, organizing,

directing and controlling of procurement, recruitment, selection, training and
development, compensation, integration, maintenance, appraisal, allocation and
separation of Human Resources

Thus, HRM refers to set of programme, functions and activities designed and
carried out in order to MAXIMIZE the employee’s as well as organizational efficiency
and effectiveness.

Page | 27
DEFINITION BY EDWARD FLIPPO:

“Human Resource Management is the planning, organizing, directing, and

controlling of the procurement , development, compensation, integration,
maintenance and separation of human resources to the end that individual ,
organizational and social objectives are accomplished.”

 INDIVIDUAL OBJECTIVE:

To assist the employee in achieving their personal goals, at least in so far as these
goals enhance the individual contribution to the organization.

 ORGANIZATIONAL OBJECTIVE:

To recognize the role of HRM in bringing about organizational effectives. HRM is not
an end itself; it is only means to assist the organization with its primary objectives.

 SOCIETAL OBJECTIVE:

To be ethically and socially responsible for the needs and challenges of the society
while minimizing the negative impact of such demands upon the organization.

Page | 28
 HUMAN RESOURCE MANAGEMENT AT BARODA DAIRY:

“Baroda Dairy is one of the leading Dairy” It shares collaborative and friendly
relationship with preferred partners, employees, consumers and other workers
involved to it. It maintains a transparency in handling the above relations and stick to
its standards.

The HRM function or Personnel department function in Baroda Dairy is indeed vast.
All major activities since working of a worker – from the time of his/her selection in to
an organization until he/she resigns or get retired or leave job for any reason –
comes under the preview of HRM.

The HR planning in Dairy is very smooth and transparent. It made Baroda Dairy a
HUGE BIG Family of approximately 1400 employees. In Baroda Dairy major
attention is given on the welfare and Safety of employees. They are also given
different kind of incentives to increase their production effectiveness.

Dairy also focuses on developing human value and potential through various
bearing and development activities and provide favorable atmosphere. All these
functions are performed by HR in Baroda Dairy.

ORGANOGRAM OF PERSONNEL DEPARTMENT:

Page | 29
 MANAGING DIRECTOR

GENERAL MANAGER
(P&A)

MANAGER MANAGER MANAGER SUPRDNT.

(PERSONNE TIME (ADMIN) (TELEPHONE

KEEPING )
L)

OFFICER OFFICER OFFICER SR.

OFFICER

JR. OFFICER JR. JR.

OFFICER OFFICER

SR. SR.EXECUTI SR.

EXECUTIVE VE EXECUTIVE

JR.ASSISTA JR.ASSISTEN JR.ASSISTAN

NT T T

TIME (ADMIN)

HUMAN RESOURCE IS DIVIDED INTO DIFFERENT PARTS:

The HR in Baroda Dairy in mainly divided into four sections:

Page | 30
 • PERSONNEL DEPARTMENT

➢ Recruitment, selection, training, industrial relations, negotiation with

Union etc.

• ADMINISTRATION DEPARTMENT

➢ Its handles canteen, security, welfare facilities, safety, Any theft or loss,
Absenteeism , events, AGM meeting organizing, licensing work,
hygiene of various dept, etc.

• TIME KEEPING DEPARTMENT

➢ It handles salary & wages, records of employees, provides benefit of

statutory, ESS, Form fill up, punching System, provident fund, ESI etc.

• TELEPHONE DEPARTMENT & COMPUTER DEPARTMENT

➢ Maintains the connection of each department and provides facility of

CUG to each employee to remain in contact while doing work. So that if
any query or problem occur they can contact each other easily.
Computer system handles the whole MIS in Baroda Dairy.

MAINTENANCE OF “PERSONAL RECORDS” OF EACH

EMPLOYEE:-

At Baroda dairy personal records of each employee is maintained right from

his application for job till his resignation or retirement. The different documents are
properly arranged in a separate file:- (such as)

Page | 31
  Application for the job.
 Bio-data.
 Application order.
 Confirmation letter.
 Appointed letter.
 Interview panel decision letter.
 All the other information relating to the employee during the service period.

FORMAT OF PERSONAL RECORDS:-

 Full name
 Father’s name
 Present address
 Permanent address
 Branch dept
 Birth date
 Age
 Date of joining the organization
 P.F A/c No.
 E.S.I policy No. ( ESI = Employee State Insurance)
 Qualification
 Wife’s name
Details regarding children

BENEFITS GIVEN TO EMPLOYEES:

• Dearness Allowance.

• House Rent Allowance.

• Shift Allowance.

• Attendance Allowance/ leave allowance.

Page | 32
 • Rural Allowance.

• Educational Allowance.

• Cash Allowance.

• Key Allowance ( for those holding locker department)

• Travelling Allowance.

• Medical Allowance.

• Provident Fund/Family pension.

• Petrol Allowance / Loan for Vehicle.

✔ Uniform: - Three pairs to Workmen per year, two to staff

✔ Shoes: One pair per year

✔ Caps : One/Two per year

TRADE UNION IN DAIRY:

Trade unions are the voluntary collective group of employees or employers formed to
promote and convey their interest through collective actions to the organization.

At Baroda dairy, there are two unions. One for the workers & another for officers
which are working for the following:-

1. BARODA DAIRY TRADE UNION:- ( FOR OFFICER)

2. RASTRIYA MAJDOOR UNION:- ( FOR WORKERS)

Page | 33
 ✔ To get adequate bonus
✔ Strive for better working condition.
✔ To secure better pay scale for employees in keeping with the prevailing
standards of living in the country.
✔ To work for welfare and development of workers educational facilities and
group benefit scheme for them.

RECRUITMENT AND
SELECTION
Recruitment and selection refers to the chain and sequence of activities
pertaining to recruitment and selection of employable candidates and job seekers for
an organization. Every enterprise, business, start-up and entrepreneurial firm has
some well-defined employment and recruitment policies and hiring procedures. The

Page | 34
human resources department of large organizations, businesses, government offices
and multilateral organizations are generally vested with the responsibilities of
employee recruitment and selection.

Recruitment and selection are both different things. Selection starts where
recruitment ends.

 RECRUITMENT IN BARODA DAIRY:

Recruitment is almost central to any management process and failure in
recruitment can create difficulties for any company including an adverse effect on its
profitability and inappropriate levels of staffing or skills. Inadequate recruitment can
lead to labor shortages, or problems in management decision making and the
recruitment process could itself be improved by following management theories.

Recruitment is a process of searching for prospective employees &

stimulating them to apply for the job in the org. Recruitment of an employee is done
on the bases of “Human Resource Planning” carried by Baroda dairy Mgt. At Baroda
dairy recruitment is done through both sources i.e. internal as well as external
sources.

• INTERNAL RECRUITMENT:

Recruiting employees internally like promotion, transfers, etc.

• EXTERNAL RECRUITMENT:

Recruiting employees form job portals, employment exchange, campus

interview, advertisements. Dairy uses External source of recruitment mostly.

Baroda Dairy recruits candidates based on their experience, skills and merit.
Their processes are fair and transparent. Dairy is committed and promotes diversity

Page | 35
and equality of opportunity and welcomes applications from people regardless of
sex, race, disability, sexual orientation, age and religion or beliefs.

Baroda Dairy develops, implements and monitors various mechanisms and

procedures throughout all the stages of the recruitment and selection process that
reflects Their commitment to high standards and equality of opportunity. Staff
members involved in this process is experienced and have had training in
recruitment and selection

SELECTION AT BARODA DAIRY:

Selection procedure includes the selecting Right candidate, at Right time, for right
job. It is as follows:

 Application form
 Bio-data analysis
 Short-listing.
 Interviews
 References/security screening
 Ability tests
 Aptitude, intelligence and personality
 Work experience/short term contracts
 Medical checkups.
 Placement/Appointment.

APP L IC ATION

Page | 36
 RECRUITMENT

PROCESS
RESULTS

SE L ECTION

DECLARATION

THE PROCESS OF
RECRUITMENT AND
SELECTION IN BARODA
DAIRY

There are mainly 11 steps in the whole procedure of recruitment and selection at
Dairy. They are as follows.

Page | 37
 AGENDA BY IDENTIFY VACANCYAPPOINTMENT(END)
BOARD

START

JOB DESCRIBTION DECISION MAKING

(BOARD)

ADVERTISEMENT EVALUATION APTITUDE TEST

(15 DAYS) TEST
PERIOD

APPLICATION RECEIVED INTERVIEW OF

CANDIDATES

MANAGING RESPONSE SHORT LISTING

CANDIDATES

EXPLAINATION OF ABOVE PROCEDURE FROM VIEW POINT OF

BARODA DAIRY
1) INDENTIFY VACANCY:

Page | 38
Departmental head will report to M.D if there is any vacancy on account of death,
resign, retirement of any employee according to section 40(80).

2) AGENDA BY BOARD:

M.D will inform to Board of Directors after getting known by dept head. And then
action will be taken, and after doing discussion an Agenda will be passed for
recruiting new employee.

3) JOB DESCRIBTION:

After passing Agenda, accordingly job qualifications will be discussed for the vacant
post. Its salary, conditions, experience etc is discussed.

4) ADVERTISEMENT:

Personnel and Admin dept will immediately contact to job portals, news papers, after
consultation with Managing Director and Chairman. Employee exchange and
educational institutes are also taken into consideration. The whole process in Dairy
takes nearly 15 days

5) APPLICATION RECEIVED:

After advertisement the response of interested candidates will come to Dairy for
applying the described job.

6) MANAGING RESPONSE:

Personnel and Administrative department will tabulate and prepare a list of suitable
candidate’s resume and hand them over to the Managing Director or Chairman for
permission to Shortlist.

7) SHORT-LISTING:

After once the permission granted from Board, Personnel department will short-list
the compatible candidates for the job described.

Page | 39
8) INTERVIEW:

The shortlisted candidates will be called for an interview, and interview will be taken
by interview panels which include ONE SUBJECT EXPERT. Last decision of
selecting candidate is with B.O.D. Interview can be written or oral depends on B.O.D

9) EVALUATION FORM/APTITUDE TEST:

After interviewing, candidate is given an evaluation form/sheet prepared by Board of

Dairy which will show candidate’s IQ level and knowledge and interest in job.

Medical Check-up is also done when required.

10) DECISION MAKING:

At last with the permission of Chairman, Vice Chairman and Board of Directors of
Baroda Dairy final decision of suitable candidate will be done.

11) APPOINTMENT:

Authority of giving Appointment letter will rely on Managing Director and is also
responsible for deciding terms and conditions regarding job and salary.

If any applicant is not available at time of selection procedure, another applicant from
the waiting list will be selected.

There will be maximum 5 candidates in waiting list. And it will be valid for 2 years.
For changing of any rules in Recruitment and selection procedures will depend on
Board Of Directors of Baroda Dairy.

RESEARCH METHODOLOY:

1) RESEARCH DESIGN:

Page | 40
 For any viable research it is necessary to follow a proper research method. A
research design states essentially the conceptual structure within which the research
would be conducted. Research method should be able to explain the techniques
appropriate for conducting the proposed study.

In this study A Descriptive research design has been chosen to understand

the process of recruitment and selection procedure.

2) DATA COLLECTION METHOD:-

PRIMARY DATA: Data is collected through personal survey method, some in-
depth interviews were taken with the employees working at Baroda Dairy.

SECONDARY DATA: Secondary data refers to magazines, books, journals,

internet and other reports of Dairy.

3) SAMPLE SIZE:-

Samples of 20 Employees of middle level employees of Baroda Dairy was

taken as sample size recommended by my external guide.

4) DATA COLLECTION INSTRUMENT:-

Structured Questionnaire is used to collect the information for the study.

These questionnaires were filled up by the recommended employees working at
middle level in Baroda Dairy. These questionnaires were given to them personally by
hand.

RESEARCH OBJECTIVE:

• PRIMARY OBJECTIVE:

Page | 41
 My main objective is to increase my knowledge regarding the recruitment and
selection procedure of Baroda Dairy and the best way of its applicability in Dairy, as
selecting right candidate is much more important in any organization for betterment
of organization.

And also to earn good score and credits with good knowledge about Human
Resource applicability.

• SECONDARY OBJECTIVE:

1. To know the source of recruitment according to the employees Baroda Dairy.

2. To know the satisfaction level of employees towards the procedure of recruitment

and selection.

3. To study the various methods, strategies, programme and techniques used by the
organization for recruitment and selection of employees.

4. And to know its importance in Baroda Dairy.

DATA COLLECTION AND INTERPRETATION:

1)Age

Page | 42
 20-30 9
30-40 9
40-50 2
50 & above 0
Total 20

INTERPRETATION
In the above chart, 45% of employees are of ages between 20-30and another 45%
are from 30-40 years.

Rest 10% are lying between 40-50 years. No one of my respondent is of age more
than 50 and above.

EXPERIENCE
0-2 8
2-4 8
4-6 2
6-10 2
10 & ABOVE 0
Total 20

Page | 43
INTERPRETATION:

Here the employees have majority of 0-2 yrs experience and 2-4 years of
experience. That is 40% and 40% respectively.

While other 10% have experienced of 4-6 years and rest 10 % have experience of
6-10 years.

Are you happy with the recruitment process ?

YES 18
NO 02
TOTAL 20

INTERPRETATION:
The above chart shows the percentage of employees responded to the question.

Out of 100 % employees taken as sample, 90% are happy with recruitment process,
While 10 % disagrees for it.

Page | 44
How do you feel about the interview panel?

EXCELLENT 7
GOOD 7
SATISFACTORY 6
POOR 0
TOTAL 20

INTERPRETATION:
In this question, Out of 100 respondents, 35% employees says that interview panel
was excellent and another 35% says that it was good While 30% says that they are
satisfied having such a panel. And no one says that its poor that is 0%.

Did the firm meet your expectations?

YES 19
NO 01
TOTAL 20

Page | 45
INTERPRETATION:
Majority of employees in the firm are satistfied that firm meets their expectation. 95%
of employees agrees for that.

While remaining smaller amout that is 5% disagrees for it.

Are you happy with the salary what you offered from the company?
YES 14
NO 06
TOTAL 20

INTERPRETATION:
Here 70% employees are happy with the salary offered to them.

While 30 % says that their salary should be increased so they disagrees with the
above question.

Page | 46
Did the firm Managing commitment which is given to you at the
time of interview?
YES 15
NO 5
TOTAL 20

INTERPRETATION:
Majority of employees , that is 75% of employees out of 100% agrees that the firm is
Managing the commitment given to them at time of Interview.

While rest 25% disagrees on that.

How do you know about the openings in firm?

FRIENDS 05
INTERNET 02
NEWS PAPERS 03

JOB PORTALS 10
TOTAL 20

Page | 47
INTERPRETATION:
Out of 100 % employees 50% of them says that they found their job through job
portals, 25% says that they got to know about this firm openings through their friends
or relatives, 15% says that they came to know such openings by News papers add
and rest 10% says that they got to know about opening in firm by Internet.

Do you want to refer more friends to firm?

YES 14
NO 06
TOTAL 20

INTERPRETATION:
Here 70% of employees at dairy wants that they would like to refer this firm to their
friends. While 30% of employees disagree for this.

Page | 48
Did you have the right designations?
YES 14
NO 06
TOTAL 20

INTERPRETATION:
The above chart shows that majority of 80% employees says they have right
designation and agreed upon it

While 20% disagrees and says they don’t have right designation.

What should be the organization’s main source of recruitment?

Employment Bureau 12
News Paper Adds 06
Direct Recruitment 02
Placement Agency 12
TOTAL 32

INTERPRETATION:
The above chart shows that out of 100% employees , 38% of employees says that
placement agency is best recruitment source, 37% says that employment Bureou is

Page | 49
best and 19% and 6% says that News paper adds and direct recruitment should be
source of recruitment at Dairy.

What should be the best recruitment sources according to your

preferences?
INTERNAL RECRUITMENT 00
EXTERNAL RECRUITMENT 14
BOTH 06
TOTAL 20

INTERPRETATION:
The above chart shows that 70% of employees prefer external recruitment as best
source and 30% says that both internal and external recruitment should be there.

Non one clearly agrees for only internal Recruitment.

Did you fully know about the company policies before joined in this
company?
YES 14
NO 06
TOTAL 20

Page | 50
INTERPRETATION:
In the above chart, it is concluded that 70% of employees of Dairy knew the policies
of Dairy

While 30% disagree on this.

Did you under gone any written test during recruitment?

YES 00
NO 20
TOTAL 20

INTERPRETATION:
No one in Baroda Dairy has gone any written test while recriuting them.

100% employees said that their written test was not taken.

Page | 51
How do you think about the recruitment and selection procedure in
your company?
Satisfactory 20
Un satisfactory 00
TOTAL 20

INTERPRETATION:
In the above question 100% of employees of Dairy agree that they are satisfied with
the procedure of recruitment and selection

They are completely satisfied with the procedure.

Is your work place the same as told or conveyed while taking

interview?
YES 19
NO 01
TOTAL 20

Page | 52
INTERPRETATION:
95% Employees agree that the workplace is same as told or conveyed while taking
their interview.

While 5% disagree from this point.

How much time it took for your recruitment and selection in this
organization?
Less than 1 month 00

1 – 3 months 09

3 – 5 months 10

5 – 8 months 01

8 months and above 00

TOTAL 20

INTERPRETATION:
From the above chart it is clear that.

Majority of employees (50 %) recruitment and selection procedure took time of 3 – 5

months.

There is no one whos recruitment & selection procedure took less than 1 or more
than 8 months.

Only 5% of employees selection procedure took less than 3 months.

LIMITATIONS

 The research study was conducted with very limited number of employees;
thus it does not cover the entire Dairy. So that it is difficult to form final
findings on the study.

Page | 53
  The number of respondents of my research study were very small (20 sample
size) which does not give clear picture of employees view towards recruitment
and selection.

 Two to three questions of research study like age and experience does not
come out with fruit full findings.

 Meeting the recommended employees by my external guide and asking those

questions and interacting them was very much time consuming, as they were
busy in their scheduled work and was unable to give time.

 One of the problems I face was language barrier. The employees of Baroda
Dairy interact in Gujarati, which made my research job more time consuming.

FINDINGS
SOME OF THE FINDINGS BROUGHT BY ME ARE AS UNDER:

• About experience I have found that majority of employees has 0-2 yrs of
experience that shows respondents of the research study are fresher in
nature.

Page | 54
• Other employees also have experience of 2-4 yrs that shows some of the
respondents are well-versed with dairy as they have few yrs of exp.

• In case of new openings of the dairy, majority of the respondents have found
their job through job portals. And few of them came to know about the
openings from their friends. That shows that some of the recruitment was also
done by “references”.

• It is surprising to found that some of the respondents found their job in

internet.

• When I asked about that do any respondents would refer to the firm majority
of them replied positively and remaining of them replied negatively this shows
that there is some level of dissatisfaction.

• When I asked about organization’s main source of recruitment, majority of

respondents suggested that employment Bureau and placement agencies are
the option as a source of recruitment.

• Few of them feel that News paper ads can be the source of recruitment and
only two respondents favoured that there should be direct recruitment.

• And most important is the time span in recruitment and selection, I have found
that it takes nearly 1-5 months in the procedure of recruitment and selection. It
also happens that respondents is selected but procedure is such long that
some time it happens that employee have to appear after one month of
selection

SUGGESTIONS:

• Baroda Dairy should make the process of recruitment and selection smooth
and flexible.

Page | 55
• It should take written test of employees giving interview to know the
theoretical knowledge what they have studied as it is also required.

• There should be proper appraisal and feedback system to know about attitude
and commitment of the employees towards the organization

• Majority of employees do not know about the whole policy of Baroda Dairy
that should be taught to them at the time of induction only.

• There should be proper time management and punctuality. I found that after
the lunch most of the employees become careless about their work.

• Baroda Dairy should modify its infrastructure, so that the working of it even
becomes smoother.

• It should reduce paper work as it becomes quite clumsy for handling them and
bring latest computers for data reducing such paper work.

CONCLUSIONS

• It is found that majority of decision is taken after consideration of Board of

Directors. It is main the main reason that makes every procedure in the dairy
lengthy.

Page | 56
 • The conclusion drawn from the study regarding the recruitment and selection
procedure is that, majority of respondents in Baroda Dairy are satisfied with
the recruitment and selection procedure.

• The procedure of recruitment and selection in Dairy follows a rigid pattern

which makes the procedure quite lengthy. Because there is a notion of tri-
partism in the dairy.

BIBLIOGRAPHY
WEBSITES:

www.citehr.com

www.google.com

Page | 57
 www.ask.com

www.wikipedia.com

And other blogs:

REFERENCE BOOKS:

Human Resource Management By Garry Dazzler

Other reports of Baroda Dairy.

Page | 58