A SUMMER TRAINING REPORT

ON RECRUITMENT AND SELECTION AND SANCHI At

For The Partial Fulfillment of Bachelor of Business Administration 2010-13

SUBMITTED TO :Jiwaji University, Gwalior Semester SUBMITTED BY:DURGESH KUMAR BBA V

GICTS GROUP OF INSTITUTIONS , GWALIOR

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

Email: infor@gicts.org Website: www.gicts.org.

DECLARATION
This is to declare that the Summer Training Report has been accomplished by me and being submitted in partial fulfillment of requirement for the award of the Degree of Bachelor of Business Administration from GICTS Group of Institution affiliated to Jiwaji University, Gwalior. The work has not been submitted by me anywhere else for the award of any degree or diploma. All source of information are based on my on training experience and learning.

Date: Place:

DURGESH KUMAR BBA Vth Semester

CERTIFICATE
This is to certify that Mr. DURGESH KUMAR student of BBA Vth Semester of GICTS Groups of Colleges has successfully completed his Summer Training dated from 45 days and this report is submitted by Him for the completion of the training requirement under my guidance and supervision.

Date : Atarey) Place:

(Mr. Yogesh

ACKNOWLEDGEMENT
It is great pleasure for me to put on record my appreciation and gratitude towards Prof Abbas Syed Placement and Training Coordinator GICTS Group of College, Gwalior my special thanks to my respected faculty. Mr. Yogesh Atarey for her valuable support and suggestions for the execution of Summer Training. I thank her for the right direction and providing direction for the completion of my summer training project.

Date:

DURGESH KUMAR

Place:

BBA Vth Semester

INDEX
Introduction of Industry and Organization History Development Current Trends Manufacturing Industry in Gwalior Chapter 2 Topic Introduction Chapter 3 -Research Methodology Objective of Study Research Design Scope of Study Hypothesis Data Collection Review of Literature Limitations of Study Significance of Study Chapter 4 -Data Interpretation and Analysis Data analysis Data Interpretation Chapter 5-Findings, Suggestion and Conclusion Bibliography Annexure

PREFACE

It is said that without theory, practice is blind and without practice theory is meaningless. Hence practical training has been made integral part of the management education in India. It exposes the potential of manager of the future to the actual tune of working environment present is dynamic organization. The marketing concept is built in premise that marketers just identify consumer needs and then develop product and services satisfy those needs. Consumer research is very important term by this we can identify the brand awareness of the product of the company and if helps in development and innovation of product and in development marketing strategies. I Completed summer training in the guidance of my mentor .it was really good for me .I completed this project with the help of friends, teachers, customers. Thanks to all those who help me directly and indirectly in this project.

CHAPTER -1 INTRODUCTION OF INDUSTRY & ORGANIZATION

INDUSTRY PROFILE Introduction 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 liters per day. In addition to these processing plants, 123 Government and 33 co-operatives milk chilling centers operate in the State. With the increase in milk production. Maharashtra now regularly exports milk to neighboring states. It has also initiated a free school feeding scheme, benefiting more than three million school children from over 19,000 schools all over the Indian dairy industry Dairy is a place where handling of milk and milk products is done and technology refers to the application of scientific knowledge for practical purposes Dairy Industry in India More than 2,445 million people economically active in agriculture in the world, probably 2/3 or even more of them are wholly or partly dependent on livestock farming. India is endowed with rich flora & Fauna & continues to be vital avenue for employment and income generation, especially in rural areas. India, which has 66% of economically active population, engaged in agriculture, derives 31% of Gross Domestic Product GDP from agriculture. The share of livestock product is estimated at 21% of total agricultural sector. State

Contribution of live stock sector to gross domestic product (Percentage contribution) 1950-51 1990-91 63.5 67.0 12.0 16.0 4.1 3.1 1.3 0.3 16.5 10.0 Live stock populations: Number of animals (in thousand) (Source: production yearbook 1995 /FAO statistics division) Sheeps Goats Pigs Chickens Cattle 45000 119242 11780 435 194655 Buffaloes Horses Mules Camels 79500 990 1742 1520 (Source Indian Dairy man, 50:1998) Cattle Buffalo Total (1996) (millions)

DEVELOPMENT Milk Production 1950 17 million tones 1996 70.8 million tonnes 1997 74.3 mT (Projected) 2020 240 mT Expected to reach- 220 to 250 mT 2020 India contributes to world milk production rise from 12-15 % & it will increase unto 30-35% (year 2020) Average milk production / year America 6874 Kg/ year Denmark 6223 Kg/year Holland 5751 Kg/year India 552 Kg/year

Average Productivity 2.4 kg/day or 732 kg/lactation/cow China: 1600 kg/lactation America 7200 kg/lactation Percapita availability: Recommended 210 gm

India

1950 132 gm 1997 214 gm 2020 290 gm India contributes 35% of total Asian milk Dairy Industry profile 1997 Human Population Milk production Average annual growth rate (1996-2000) Per capita milk availability Milch animals Milk yield per breedable bovine in milk Cattle feed production (organized sector) Turnover of veterinary pharmaceuticals Dairy plants throughout Throughout as percentage of total milk output Value of output of milk group (1994-95) (Based on producers price) Value of output of dairy industry (Based on retail price) 953 million (70 million dairy farmers) 74.3 million tonnes (203.5 million 1 pd) 5.6% 214 gm/day or 78 kg/year 57 million cows; 39 million buffaloes 1,250kg 1.5 million tonnes Rs 550 crores 20 mlpd 10 Rs 50,051 crores Rs 105,000 crores

Projected milk production at different rates of annual growth 1995 to 2000 year @5% @5.5% @6% 1995 66.3 66.3 66.3

1996 1997 1998 1999 2000 Milk Composition Sr. Constituents

69.3 73.1 76.7 80.6 84.6

70.0 74.0 78.0 82.3 86.8

70.2 74.4 78.8 83.5 88.5

Buffalo Cow 81.00 4.30 6.50 0.80 5.00 117.00 210.00 130.00 0.20

Goat Liquid skimmed milk 92.10 2.50 0.10 0.70 4.60 29.00 120.00 90.00 0.20

no 1 Moisture (gm) 2 Protein (gm) 3 Fat (gm) 4 Minerals (gm) 5 Carbohydrates (gm) 6 Energy calories (kcal) 7 Calcium (mg) 8 Phosphorus (mg) 9 Iron (mg)

87.50 86.80 3.20 3.30 4.10 4.50 0.80 0.80 4.40 4.60 67.00 72.00 120.00 170.00 90.00 120.00 0.20 0.30

Indian Buffaloes: (Dairy business Directory 1996) Buffaloes are classified into two categories; 1) Reverie (depending upon variation in their habitat & genome) 2) Swamp Swamp buffaloes: - 48 chromosomes South East Asian countries Stocky animals, marshy land habitat

CURRENT TRENDS FIELD OPERATION The Field Operation activities begin with organization of Dairy Co-operative Societies in the rural areas and end with milk transportation to the dairy dock. The basic Field Operations include:-

Organization of Dairy Co-operative Societies on 'Anand' pattern. Organizing milk producers farmers' training programs for formation of cooperatives, awareness to co-operative principles & milk production enhancement techniques etc.

Procurement and transportation arrangement of milk. Providing Technical Input services to the milk producer farmers for milk production enhancement such as Animal Health Care (First Aid & Emergency), Artificial Insemination, Balanced Cattle feed and improved fodder seed etc.

Preference to economically weaker sections, small & marginal farmers, scheduled caste / tribe categories in various activities.

PLANT OPERATION

The plant operation activities begin with receipt of milk at the Chilling Centre / Dairy Dock and end with dispatch of milk & milk products for distribution. The basic activities of Plant Operations include:-

1. Reception of milk at Chilling Centre / Dairy Dock. 2. Testing of milk. 3. Milk Pasteurization 4. Milk Chilling 5. Milk Packing 6. Manufacturing & packing of Main products like Ghee, SMP, and White Butter & Table Butter. 7. Manufacturing & packing of indigenous products like Shrikhand, Lassi, Peda, Salted & Plain Butter Milk, and Flavored Milk etc. 8. Storage of products

MARKETING DEPARTMENT The Marketing Activities at the Milk Unions/MPCDF can be summarized here under:1. Marketing of different types of milk in

different pack sizes (Full Cream Milk, Standard Milk, Toned Milk, Double Toned Milk, Skimmed Milk etc.) under the brand name "Sanchi".

2. Marketing of Indigenous fresh milk products (Ghee, Flavored Milk, Butter Milk, Shreekhand, Sweet Curd, Mattha, Dahi, Lassi, Peda, Chakka, Mawa, Paneer etc.) under the brand name "Sanchi" within the state. 3. Sales Promotion and advertising 4. Sale of surplus milk to the other cooperative Milk Unions under the State Milk Grid (SMG) and to other Cooperative Organizations / Milk Unions outside the state under the National Milk Grid (NMG). 5. Marketing of Ghee, Skimmed Milk Powder (SMP) and Table Butter under the brand name "Sneha" by MPCDF (products manufactured by the Milk Unions) outside the state. 6. Consumer Awareness about Pasteurization of milk, "Quality" and "Hygiene" aspects of "Sanchi" milk and milk products. 7. Distribution System for liquid milk and milk products in the towns. 8. Tapping new areas and townships for sales coverage. 9. Organizing campaigns against adulterated milk.

The marketing department at the sangh is headed by superintendent. There are two superintendents (city supply) and other is marketing superintendent (out of city supply).

MARKETING EXECUTIVE

Marketing superintendent supply)

Marketing superintendent (Out of city supply)

(City

(Five route supervision)

(Tow route supervision)

DISTRIBUTION CHANNEL

The Gwalior dairy is primarily a liquid milk unit. Surplus fat and SNF, when available are converted into Ghee, White Butter and SMP. The SMP milk manufacture is mainly used internally for recognition. The dairy has also produced small quantities of Shree Khand flavored milk and butter which are sold through dairy booth and parlors.

By the end of 31st March 2003 there were 532 retail outlets for marketing liquids milk and two agencies which are responsible for the delivery of Ghee and SMP to retailed dugdh sangh has one level distribution channels are the liquid milk and product which appropriate because liquid milk is perishable goods its duration life is very shorts and GDS apply two level distribution channel for the Ghee and SMP that, duration life is long comparatively.

MARKETING CHANNEL

One level (for liquid milk)

two level (for other products)

GDS (Producer)

GDS (Producer)

Retailer

Whole Seller or Agency

Consumers

Retailers

Consumers

SANCHIS MILK PRODUCTS

Sanchi Smart Double Tonned Milk Sanchi health is pasteurized double toned milk. Contains 1.5% fat and 9% solid not fat (SNF). It is homogenized milk which contains proteins, minerals and vitamins. Ideal milk (with less fat) for health conscious persons. Available in 500 ml and 200 ml pouches in Ujjain, Bhopal, Gwalior, Indore and Jabalpur milk shed area. Sanchi Taza Tonned Milk Pasteurized and homogenized toned milk. Contains 3% and 8.5% solid not fat (SNF). It is balanced milk suitable for every age group. Available in 200 ml, 500 ml and 1000 ml pouches in Ujjain, Bhopal, Indore, Gwalior & Jabalpur milk shed area Sanchi Shakti Standardized Milk Sanchi Shakti is pasteurized Standard Milk. Contains 4.5% fat and 8.5% solid not fat (SNF). It contains proteins, minerals and vitamins. Ideal milk tea, curd and other homemade sweets. Available in 500 ml pouches in Ujjain, Bhopal, Gwalior Jabalpur and Indore milk shed area.

Sanchi Gold High Fat Milk Sanchi health is pasteurized full cream milk Contains 6% and 9% solid not fat (SNF). It has high nutritive value with body building proteins, bone forming minerals and vitamins. Available in 500 ml and 1000 ml pouches in Ujjain, Bhopal, Indore, Gwalior & Jabalpur milk shed area. Sanchi Urja Double Tonned Flavored Milk Double toned sterilized flavored milk Free from micro organism harmful to consumer health. Under packed conditions, does not need refrigerated storage. No formation of cream layer due to homogenization. Permitted fruit flavors / essences together with permitted (matching) colors and sugar are used Available in 200 ml glass bottles and poly packs. Manufactured and sold by Bhopal, Indore, Ujjain, Gwalior & Jabalpur Sahakari Dugdha Sangh from their exclusive milk parlors in towns and other agencies Sanchi Shrikhand Semi-soft, sweetish-sour, whole milk product prepared by traditional method from lactic fermented curd The chakka is mixed with required amount of sugar and natural cardamom It is available in 100gm and 500 gm plastic cups.

Manufactured and sold by Bhopal, Indore, Jabalpur, Ujjain and Gwalior Sahakari Dugdha Sanghs from their exclusive milk parlors in towns/railway station and other agencies

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

Sanchi Lassi A delicious dairy product made from fresh milk and prepared from whole milk contains sugar and permitted flavor. Sanchi lassi contains appreciable amount of milk protein and phospholipids and an excellent beverage for quenching thirst. It is available in 200 ml plastic glasses. Manufactured and sold by Bhopal, Indore, Jabalpur, Ujjain and Gwalior Sahakari Dugdha Sanghs from their exclusive milk parlors in towns/railway station and other agencies Shelf life is 3 days when stored under refrigeration Drink to get sweetish sour mouth licking taste

Sanchi Butter Milk (Mattha) Good beverage for quenching thirst by reason of its lactic acidity. Contains zeera, black pepper, salt to give it a nutritious value. It has nutritious values and therapeutic properties It is available in 200 ml poly pack. Manufactured and sold by Bhopal, Indore, Jabalpur, Ujjain and Gwalior Sahakari Dugdha Sanghs from their exclusive milk parlors in towns/railway station and other agencies Shelf life is 2 days when stored under refrigeration
Quench your thirst with salt and spice

Sanchi/Sneha Ghee

Richest source of milk fat, prepared from direct heating of milk cream usually obtained by normal separation of milk. It has fine Grains, and good keeping qualities. Good source of Vitamin A,D,E & K Available in duplex refill packs of 200 ml, 500 ml, 1liter, 5 liter tin / jar, 15 liter tin / jar . Manufactured and sold by Bhopal, Indore, Jabalpur, Ujjain and Gwalior Sahakari Dugdha Sanghs from their exclusive milk parlors in towns/railway station and other agencies

Best before 180 days.

Sanchi sneha Skimmed Milk Powder Spray dried, instantly soluble milk powder obtained from the skim milk of cow or buffalo milk by removal of water. An ideal dietary supplement for low calories and high protein diet. Can be conveniently used for making tea, coffee, curd (dahi), chenna, lassi, pudding and other milk based sweets Available in 200 gm, 500 gm, duplex refill packs and 25 Kg bags. Manufactured and sold by Indore and Gwalior Sahakari Dugdha Sanghs from their exclusive milk parlors in towns and other agencies Best before 180 days.
Most ideal instant soluble dry milk to be at your home. Bake or make ice-cream, tea

or sweet meat Sneha Table butter A fat concentrate, obtained by churning of cream gathered from fresh milk of cow & buffalo Has a creamy pleasant delicate aroma. salt and permitted butter colors are also added to give rich especially tailored to Indian taste Can be used as spreading on bread , toppings on parathas , rotis , puris , and other foods It is ideal in backing and cooking and to spread on bread

Available in 200 gm & 500 gm duplex refill packs. Best before 180 days. Matches the brand leader in quality and taste

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

MANUFACTURERING INDUSTRY IN GWALIOR ORGANISATIONAL PROFILE GWALIOR SAHAKARI DUGDH SANGH MARYADIT Add: - Gola Ka Mandir, Residency Road, Gwalior (M.P.) Ph. No. 0751-2365523 (G.M.), 0751-2368107 (Mrtg.) Fax No. 0751-2366981 E-mail: mpedfgwl@sancharnet.in Website: www.mpcdf.nic.in Gwalior Sahakari Dugdh is registered on 4th July 1983 under M.P. Co-operative Society Act 1960.IT Is ISO certified company The Government milk supply scheme was a department of the government of Madhya Pradesh Catering to the requirement of milk product of the city of Gwalior. In yearly 1970 the Government of Madhya Pradesh had initiated co-operative dairying as the model of Dairy development in the state and financial assistance from the World Bank (IDA) was obtained in 1975. The Madhya Pradesh state Dairy development corporation was set-up as the implementing agency for this programs in 1983 this function was handling over to the Madhya Pradesh State Co-operation Dairy Filtration when the state was covered under the operation food program. District level established the dairy plant namely Indore, Bhopal, Ujjain, Sagar, Jabalpur, Raipur and Gwalior. Gwalior Sahakari Dugdh Sangh is having sophisticated milk plant with new technology at Banmor Industrial Area, District Morena New Dairy Plant was established in the year 1987 and collecting milk from farmers of registered 450 primary milk cooperative society situated in the milk shed area of Gwalior Dugdh Sangh include Gwalior, Datia, Shivpuri, Bhind, Morena and Sheopurkalan etc. The union has location advantage as the dairy plant is situated in midest of Bhind, Morena district. The estimated agglomerated. Population in the urban area of the milk shed is around 11 lacks. The strategy advantage of the main dairy plant lays its proximity and accessibility through the national highway to the large market of the metropolis of Agra, Delhi and the surrounding area.

GWALIOR SAHAKARI DUGDH SANGH (GDS) Address Districts Covered Processing Capacity Drying Capacity Dairy Plant / Chilling Centers / IMC Units Cattle feed Factory Integrated Dairy Development Project Women Dairy Development Project Clean Milk Production Project Gola Ka Mandir, Gwalior Gwalior, Bhind, Morena, Shivpuri, Datia, Sheopur 2.00 Lac Liter/Day 10 MT/Day Banmore (Morena), Mehgaon, Daboh, Sheopur, Shivpuri, Datia, Dabra Sheopur

Morena

Gwalior, Bhind, Morena, Datia Various type of liquid milk, Ghee, Skimmed Milk

Products

Powder, White Butter, Shrikhand, Lassi, Peda, Flavored Milk, Butter Milk, Paneer, Curd, Ice-cream

1.

COOPERATIVE CHIEF EXECUTIVE OFFICER

GWALIOR SAHAKARI DUGDH SANGH MARYADIT, GWALIOR (M.P.) Chief Executive Officer Field operation (A.G.M.) Marketing (A.G.M.) Manager Plant & Operation Head MIS Finance (A.G.M.) ADMINISTRATIVE (MANAGER) PRODUCTION OFFICER PURCHASE DEPARTMENT QUALITY CONTROL : : : : : : Mr. S.K. Singh Gaur : Mr.Dr.N.L.Tyagi : Mr. D.P. SINGH

: Mr. D.D. BATNAGAR : Mr. S. S. Ali Mr. K.S. SHARAMA Mr. MAHESHWARI MIS. SHIKA DUBE

Mr. RAJIV TOMAR Mr. C.P. SINGH

CHAPTER-2 TOPIC INTRODUCTION

RECUITMENT & SELECTION PROCESS PROCEDURE OVERVIEW:

Recruitment is hiring of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organization vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as a process to discover the sources of manpower to meet the requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce METHODS OF RECRUITMENT Dunn and Stephens summaries the possible recruiting methods into three categories, namely 1: Direct method 2: Indirect method 3: Third party method 1.DIRECT METHOD The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One

of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go the desired centers. 2.INDIRECT METHOD Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper. According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join the company. Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation. 3.THRID PARTY These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives. Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives. Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the head hunters raiders, and pirates by organization which loose their personnel through their efforts. State or public employment agencies are also known as the employment or labour exchanges, are the main agencies for the public

employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer. Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete biodata and other particular of the student are available. Evaluation of the recruitment method The following are the evaluation of the recruitment method 1: Number of initial enquires received which resulted in completed application forms 2: Number of candidates recruited. 3: Number of candidates retained in the organization after six months. 4: Number of candidates at various stages of the recruitment and selection process, especially those short listed. Objective of recruitment: 1: To attract with multi dimensional skills and experience that suite the present and future organization strategies. 2: To induct outsider with new perspective to lead the company. 3: To infuse fresh blood at all levels of organization. 4: To develop an organizational culture that attracts competent people to the company. 5: To search or headhunt people whose skill fit the companys values. 6: To seek out non-conventional development grounds of talent 7: To devise methodology for assessing psychological traits. 8: To search for talent globally not just with in the company. 9: To design entry pay that competes on quality but not on quantum. 10: To anticipate and find people for position that doesnt exists yet. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it. The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest. Factors affecting Recruitment :

There are two types of factors that affect the Recruitment of candidates for the company. 1: Internal factors: These includes - Companys pay package - Quality of work life - Organizational culture - Companys size - Companies product - Growth rate of the company - Role of trade unions - Cost of recruitment 2: External factors: These include - Supply and demand factors - Employment rate - Labour market condition - Political, legal and government factors - Information system Recruitment Process The actual steps involved in recruitment follow a well defined path: Application shortlist: In this step, we shortlist the resume received from various sources based on the suitability for the requirement.

Preliminary Assessment:

The short listed candidates go through a preliminary round of interviews. This interview lays more emphasis on functional competencies. To have more data on the functional skills, the candidates may be given a business case for analysis and presentation (This is done for certain positions only). Final interview: Here the candidates who successfully clear the first round of interview go through another round of interview with one or more of the functional heads. Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a medical test. Selection Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with grater likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire. But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages: - It is easier for the application because they can send their applications to a single centralized department. - It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. - It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period.

- It can provide for better selection because hiring is done by specialist trained in staffing techniques. - The applicant is better assured of consideration for a greater variety of jobs. - Hiring cost is cut because duplication of efforts is reduced. - With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process. Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be. ESSENTIAL OF SELECTION PROCEDURE : - Someone should have the authority to select. - There must be sufficient number of applicants from whom the required number of employees to be selected.

- There must be some standards of personnel with which a prospective employee may be compared. FACTORS EFFECTING SELECTION DECISION : Includes: - Profile matching - Organization and social environment - Multi correlations - Successive hurdles Evaluation of recruitment process The following are the evaluation of the recruitment process: 1: Return rate of application sent out. 2: Number of suitable candidates for selection. 3: Retention and performance of the candidate selection. 4: Cost of recruitment 5: Time lapsed data. 6: Comments on image projected. Philosophies Of Recruitment Basically there are two Philosophies of recruitment. These are as follows:

1: REALISTIC JOB PREVIEWS (RJP) Realistic Job Previews provides complete job related information to the applicants so that they can make the right decision before taking up the jobs. It includes positive and the negative aspects of the job. 2: JOB COMPATIBILITY QUESTIONNAIRE: (JCQ) Job compatibility Questionnaire was developed to determine whether an applicant preference for the work match the characteristic of the job. The JCQ is designed to collect information on all aspects of the job which have a bearing in on employee performance .absenteeism, turnover and job satisfaction. The underlying assumption of JCQ is that, greater the compatibility between an applicant preference for the job and characteristic of the job as perceived by the job seeker, the greater the probability of employee effectiveness and longer the tenure. Selection Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with greater likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidate specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire. Organization for selection Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves. Barriers To Effective Selection

The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are: 1: Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates. 2: Fairness: During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected. 3: Pressure: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job. that is being offered. ESSENTIAL OF SELECTION PROCEDURE - Someone should have the authority to select. - There must be sufficient number of applicants from whom the required number of employees to be selected. - There must be some standards of personnel with which a prospective employee may be compared. IMPACT OF DEMOGRAPHY (SANCHI PRODUCTS) ON REQUIREMENT & SELECTION SANCHI PRODUCTS A name, term, sign, symbol or design or a combination of them, intended to identify the goods or services of one seller or group of sellers and to differentiate them from Those of competitors. We can say sanchi products is fantastic brand in market mostly household use in daily life because it is cheaf & tasty and 100% pure COMPETITORS There are so many competitors of sanchi

 AMUL NOVA PARAS MOHANBHOG DWARICA Mother dairy Consumers tend to make purchasing decisions based on peer recommendations and direct experience, as well as traditional advertising method. This is why it is necessary to build brand awareness strategies out by instilling trust among consumers. We know sanchi is a brand according to customer other ghee are not 100% pure and more tasty and cheaper then Sanchi

CHAPTER -3 RESEARCH METHODOLOGY

OBJECTIVES OF STUDY Objective of recruitment: 1: To attract with multi dimensional skills and experience that suite the present and future organization strategies. 2: To induct outsider with new perspective to lead the company. 3: To infuse fresh blood at all levels of organization. 4: To develop an organizational culture that attracts competent people to the company. 5: To search or headhunt people whose skill fit the companys values. 6: To seek out non-conventional development grounds of talent 7: To devise methodology for assessing psychological traits. 8: To search for talent globally not just with in the company. 9: To design entry pay that competes on quality but not on quantum. 10: To anticipate and find people for position that doesnt exists yet. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it. The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest. RESEARCH DESIGN The Problem discovery is an incomplete process, if it is done without looking of marketing Research design. Here for research purpose descriptive study is done as we have relevant information but the problem is to describe the relationships between marketing problem and the available information.

DATA COLLECTION The task of data collections begins after a research problem has been defined and research design is chalked out. First of all we should analyses two types of data. Primary data- this is the data collocated a fresh and for the first time. And thus happen to be original in character for the purpose of research. investigation at hand there are various methods of collecting primary data such as 2- Secondary data This is the data collected usually start their investigation by examining secondary data to see whether their problems could problems could partly or wholly is solved without collecting costly primary data Secondary data provide starting points for research and offers by advantage of low and ready availability. Secondary data can be collected from various sourced like. SAMPLE SIZE 100 Respondents. Internal sources Govt. publications Periodical and journals Commercial data Books, magazine and newspapers Telephones & internet Observation methods Interview method Method of questionnaire Through schedules etc.

I have selected questionnaire method collection the primary data.

RESEARCH APPROACH Survey DATA Primary& secondary both data are use TYPES OF RESEARCH Sample was taken randomly RESEARCH INSTRUMENT The instrument used was customer satisfaction questionnaire ANALYSIS TOOLS USED T-TEST&ANNOVA

Factors affecting Recruitment: There are two types of factors that affect the Recruitment of candidates for the company. 1: Internal factors: These includes - Companys pay package - Quality of work life - Organizational culture - Companys size - Companies product - Growth rate of the company - Role of trade unions - Cost of recruitment 2: External factors: These include - Supply and demand factors - Employment rate - Labour market condition - Political, legal and government factors - Information system LIMITATIONS OF STUDY Limitation of the present study can be summarized below The respondents were limited and cannot be treated as the whole population. The respondents may be biased. Time was the major constraint. The accuracy of indications given by the respondents may not be considered adequate. Due to language problem it is possible that the respondents are not able to understand the questionnaire and can cause misleading results.

SIGNIFICANCE OF THE STUDY The organization should emphasize on effective advertisement. The organization should start its automatic milk parlor like Mother Dairy in Delhi. The sangh should give more stress to product and advertisement through local cable T.V., News Papers, FM Radio, Hoardings, Pamphlets, Personnel Selling and Small Samples given by company to their customers. The Dugdh Sangh should provide the complaint box at the parlor, if the customers have any problem about the products quality, services, price and satisfaction than written complaint drop in to the complaint box at the parlor. The Dugdh Sangh provides the proper delivery of the products in parlor at time to time. The Dugdh Sangh should be kept in mind the main motive is customer satisfaction The Dugdh Sangh should get the feedback of the products and their services to the customer time to time. The Marketing strategy is more effective and flexible. The Dugdh Sangh should invite consumers opinion, their suggestion, complaints to make possible positive changes in brand or product. SANCHI should decrease Ghee price There should be more sanchi outlets in market Delivery process should be in proper manner Advertisement should be increase in different areas.

CHAPTER-4 DATA INTERPRETATION AND ANALYSIS

DATA ANALYSIS Name Companys name Designation DateNote Please tick the appropriate option. What source you adopt to source candidates? a. Employee referral b. Campus recruitment c. advertising d. Recruitment agencies e. Job portals f. Other, plz specify INTERPRETATION:

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

a. 1 b. 2 c. 3 d. 4 e. More INTERPRETATION:

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

a. Written b. Aptitude c. Group Discussion d. Personal Interview e. Psychometric test f. Other, pls specify INTERPRETATION:

3. How do you track the source of candidate?

a. Manual b. Software c. Online d. Windows. Xls. INTERPRETATION:

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

required to get involved in interviewing process? a. Sales b. Administration c. HR Executives d. Other, pls specify

INTERPRETATION:

5. What is the average time spent by sales dept. during recruitment (each candidate)? a.10mins. b.10 to 20mins. c. 20 to 30mins. d. More INTERPRETATION:

CHAPTER 5 FINDING SUGGESTION AND ANALYSIS

FINDING During the Summer project different views of consumers are found, today consumers are very aware about the purchasing phenomenon, they not only look quality, price, service, total satisfaction and promotional scheme but also brand name because these factors are impact on the customers mind. Especially the quality and price are very much impact on the consumers mind. On the basis of data analysis it is clear that local vendor dominate others.
1. 1.

The company should increase their candidate pool through external

sources.

2. More financing option should be available.

3. The company should provide more customer value.

4. Follow up should be increased.

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

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

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

SUGGESTIONS Manpower requirement for each department in the company is identified well in advance. If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed. Time management is very essential and it should not be ignored at any level of the process.. The recruitment and selection through placement agencies as the last resort and is utilized only when need. The recruitment and selection procedure should not to lengthy and time consuming. The candidates called for interview should be allotted timings and it should not overlap with each other.

BIBLIOGRAPHY

Text Book

Marketing Management : : :

: C. R. Kothari

Philip Kotler

Research Methodology Brand Management Marketing Management

Y. L. R. Murthi Dr. RAJAN SAXENA

News Papers & Catalogue

Dainik Bhaskar Nai Duniya Product Catalogue Business & economics.

Web Site

www.mpcdf.nic.in

 WWW.google.com www.wikipedia.com www.yahoo.com

QUESTIONNAIRE 1: When are the resources need and forecasted? Quarterly Monthly Annually Not fixed

2: How is the resource need forecasted? 3: How do you rate the recruitment procedure? Short Average Long Very Long Cant say

4: What is the process you follow for recruitment and selection? People explain the same in brief? . 4: Which method do you mostly prefer from the following for recruitment and selection? Direct Method Indirect Method Third Party

5: What sources you prefer for recruitment and selection? Internal sources External sources Both

6: Do you conduct any of these test? Psychometric test Medical test Reference test check Other (specify)

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

Good Average Bad