Project

Recruitment & Selection
1.1 INTRODUCTION
Every organization has difficulty in finding good people, when it comes to the
long-term survival and prosperity of the firm. In simple terms, recruitment is the set of
activities a firm uses to attract job candidates possessing the abilities and attitudes
necessary for the enterprise to achieve its objectives. The recruitment process is a
systematic, ongoing attempt to find qualified prospects for existing or potential openings
in the organization.
“Recruitment is the process of searching for prospective employees and
stimulating to apply for jobs in the organization” Identifying the source of potential
employees and encouraging them to apply for jobs in the organizations. It is the “linking
activity” Bringing together those with the jobs and those seeking jobs. It aims at securing
as many applications from qualified candidates as possible for decreasing hiring ratio.
When more Persons apply for jobs, and then there will be a scope for recruiting better
persons. Thus recruitment involves locating, maintains and contacting the sources of
manpower. Recruitment has been regarded as the most important function of personnel
Administration, because unless the right type of people is hired, even the best plans,
organization charts and control systems would not do much good. Though theoretically,
recruitment process is said to end with the receipt of applications, in Practice the activity
extends to the screening of applications so as to eliminate those who are not qualified for
the job.
Thus, the employees make an organization. These situations may rise to the few
questions:
How to induce the people to make an organization but not to mar it? Every
company or organization is deeply interested in having an answer to this question. The
answer to this question centered on the following areas:
1 Getting the people who can make an organization.
2 Enabling those people to acquire required capabilities to make a successful

organization.
3 Motivating them to contribute their resources continuously for running the

organization successfully.
We need to know an important concept i.e., human resources. People with
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required skills to make an organization are generally referred to as human resources.

Human resources management means employing people, developing their resources,
utilizing, maintaining and compensating their services in tune with the job and
organizational requirements with a view to contribute to the goals of the organization,
individual and the society.
Management should determine the kind of personnel required for a job and the
number of persons to be employed. The organization should also find out the “right man
for the right job”.
Information Technology (IT) – a wonderful creation of man-brought significant

shifts in our day-to-day life. Software professionals are making significant strides in the
information technology industry. Employees may make the company into PROFIT or
LOSS. So the employees are the key assets of the company or organization. Thus, the
employees make an organization. These situations may rise to the few questions:
How to induce the people to make an organization but not to mar it? Every
company or organization is deeply interested in having an answer to this question.
Theanswer to this question centered on the following areas:
 Getting the people who can make an organization.
 Enabling those people to acquire required capabilities to make a successful

organization.
 Motivating them to contribute their resources continuously for running the

organization successfully.
We need to know an important concept i.e., humanresources. People with

required skills to make an organization are generally referred to as human resources.
Humanresourcesmanagement means employing people, developing their resources,
utilizing, maintaining and compensating their services in tune with the job and
organizational requirements with a view to contribute to the goals of the organization ,
individual and the society.
Management should determine the kind of personnel required for a job and the
number of persons to be employed. The organization should also find out the “right man
for the right job”.
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Recruitment and Selection is an important step in the Human resources

management. Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidate. It is the next step in the
procurement function, the first being the manpower planning. Recruitment makes it
possible to acquire the number and types of people necessary to ensure the continued
operation of the organization.
Recruitment is the discovering of potential applicants for actual or anticipated

organizational vacancies. In other words, it is a “linking activity” bringing together
those with jobs and those seeking jobs.
Recruitment is a process to discover the sources of Manpower to meet the

requirements of the staffing schedule and to employ the effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of efficient
working force.
Once the required number and the kind of human Resources are determined, the
management has to find the places where human resources will be available and also
workout strategies for attracting them towards the organization before selecting suitable
candidates for the jobs. This process is generally known as “Recruitment”. Some
people use the term “recruitment” for Employment”. These two are not one and the
same. Recruitment is only one of the steps in the entire employment process.
Some others use the term recruitment for selection. These two terms are different.
Technically speaking the function of recruitment precedes the selection function and it
includes only finding, developing the source of prospective employees and attracting
them to apply for jobs in an organization.
Recruitment function helps the organization to develop a pool of prospective

human resources. It is difficult for the HR manager to employ the suitable people out of
the pool. In fact, many organizations face critical problems in choosing the people.
Selection techniques and methods reduce the complexities in choosing the right
candidates for the job.
After identifying the source of human resources, searching for prospective

employees and stimulating them to apply for jobs in an organization, here the
management performs a vital role.
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Selection is the process of finding out the most suitable candidate to the job out
of the candidates recruited. The selection procedure is concerned with securing relevant
information about an applicant. This information is secured in number of steps or stages.
The objective of selection process is to determine whether an applicant who is most
likely to perform well in that job.
The selection procedure is the system of functions and devices. Adopted in a

given company to ascertain whether the candidates specifications are matched with the
job specifications or not. The selection procedure will not be effective until and unless
job analysis, employee specifications and candidates for screening have been
attracted.
Selection is long process, commencing from the preliminary Interview of the

applicants and ending with the contract of the employment. The hiring procedure is not a
single act but it is essentially a series of steps or methods by which additional
information is secured.
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1.2 INDUSTRY PROFILE

INTRODUCTION
The progress of mankind and civilization has, since began, been closely alike
with his diet. Even today the leading nation and nations capable of becoming strong
are those, which can obtain food in abundance for their people.
It has been said that cow is a machine that converts raw materials (plants) into
food in a surprisingly efficient manner. The method by which cattle are managed in
order to produce milk can be accomplished in many ways. In order to be most
successful, dairymen or those contemplating entering the business should carefully
survey to produce under local conditions.
Milk may be defined as the whole, fresh, clean, lacteal secretion obtained by
the complete milking of one or more healthy milk animals. It is an almost ideal good.
Although milk is commonly thought of as a beverage, it is nature’s most nearly
perfect food and contains more actual solids than many so called slid goods,
especially vegetable. Milk is the only food, which is designed by nature solely as
good. It serves as the foundation of an adequate diet. It supplies bodybuilding protein,
bone forming minerals and health giving vitamins and furnishers’ energy giving
lactose and milk fat. All these properties make milk important for pregnant mothers,
growing children, adolescents, adults, invalids, convalescents and patients alike. An
adequate consumption of milk can correct dieting deficiencies for most people to
have strong and healthy bodies. It is a delicious and appetizing good for all ages as
well as being healthful.
CONSTITUTENTS OF MILK PERCENTAGE
Water 87.0
Butterfat 4.0
Casein 2.0
Albumin 0.5
Lactose (Milk sugar) 5.0
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Milk constituents are divided into groups, water and solids. The constituents
other than water are called the total solids (TS). The total solids mines the butterfat is
termed as the solids- not fat (SNF). All the constituents expect the butterfat are
known as the milk serum. The casein and albumin make up most of the protein of the
milk actually about 0.5% globulin also is present.
The major constituents of milk are water, butterfat, protein, lactose and
minerals. The minor constituents are vitamins, pigments such as carotenes, fat soluble
pigment xanthophyll’s and water soluble pigment Lacto Flavin, Cholesterol,
Phospholipids (lecithin), sterols, enzymes such as lipase, Galactoses, diastase etc.,
gases such as carbon dioxide, oxygen and nitrogen and nitrogenous substances such
as uric acid, urea nitrogen and truces of amino acids. The true constituents are milk
fat, casein and lactose.
Milk is absolutely essential for the welfare of human race. The cow has been
rightly called “the foster mother of the human race” and she is found in most of the
civilized countries of the world.
Market milk industry in India and abroad
Although a beginning in organized milk handling was made in India with the
establishment of military dairy farms (oldest Allahabad, 1889), the salient features of
the market industry had been:
1. Handling of milk in Co-operative Milk Unions established all over the country
on a small scale in the early stages.
2. Long distance refrigerated rail-transport or milk from Anand to Bombay since
1945.
3. Pasteurization and bottling of milk on a large scale for organized distribution
was started a Aarey (1950), Worly (1961), Calcutta (Haringhta, 1959),
Delhi(1959), Madras(1963)etc.,
4. Establishment of Milk plants under the five-year pans for Dairy Development
all over India. These were taken up with the dual object of increasing the
national level of milk consumption and ensuring better returns to the primary
milk producer. Their main aim was to produce more, better and cheaper milk.
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Growth and development of the industry
Until the year 1940, there was very little published information of the method
of preparation and use of these products. The credit for the first publication on the
subject goes to Dr. W.B. Davies, the first director of Dairy Research, India Dairy
Research Institute (now National), Bangalore. Within the span of three or four
decadessine his book appeared, considerable research has been conducted at the
National Dairy Research Institute and other place on indigenous Dairy Products.
In India, there was no progress in the Diary Industry before independence.

Government of India realized the necessity of increasing Milk production and by
products there by availing substantial job opportunities to the urban and rural
Community. The government of India has focused much more attention on Dairy
Development Programmed by allocating more funds on the 4th and 5th Five year
plans.
The Government of India during 1970 has launched massive programmed via.
Flood Operation Flood II and I with the help of European Nations and world
Production Programed costing Rs.500 Cores. The Government of India has
undertaken various schemes through organizations and institutions viz., India Dairy
Corporation, India Dairy Development Board animal husbandry department of all
Sates, Private Sectors, Organizations of milk Producers, Co-operative and Dairy
Plants, National Dairy Research Institute. These programs enable for immediate
development in Dairy Activities, Dairy development in our Country with the help of
and effective marketing system.
A market is one of Principal way of increasing milk production and milk

productivity of Dairy Industry. In addition to the above, marketing helps to the
enhancement of profitability of the enterprise.
OPERATION FLOOD PROGRAMME IN INDIA

In order to build a viable and sustaining National Dairy Industry and Co-
operative lines the NDDB launched a project christened operation Flood mobilized
from the sale of products based on foreign food donations in the form of Skim Milk
Powder and Butter Oil. Operation flood, the lagers development Programme
undertaken in the worked, was initiated closely on the heels of green Revolution in
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the Country. Against the back drop of huge surplus of Milk Production in the highly
developed Milk producing Countries in the West and dwindling per capital. Milk
availability at home with its pledge to provide milk to one and all it was considered
the World’s largest Dairy Development Programme. It spurred the Indian Dairy
Industry to launch a “White Revolution”.
The establishment of Milk Producers off co-operative societies to link dairy

Development worth Milk Marketing formed the Central Plant of the Project, which
gave into a vigorous Milk co-operative movement under the basis of NDDK. This
was a unique development effort, which was initiated at the grassroots level the
villager and went up to the “Dairy Federation” of a state with its operational
effectiveness ascending at every step.
According to the Agreement signed by World Food Programme (WFP) and

Government of India, the WFP will arrange to supply 1,26,000 metric tons of butter
oil which the corporation will handle on behalf of the Government. The Projector
aims at the improvement of Milk Marketing in the Organized Sector especially in the
Four Major Cities extended over ten States i.e., Punjab, Haryana, Rajasthan, Utter
Pradesh, Bihar, West Bengal, Tamilnadu, Andhra Pradesh, Maharashtra and Gujarat.
NATIONAL DAIRY DEVELOPMENT BOARD (NDDB)
At the time of inauguration of cattle feed factory at Kanjari in October 1964.

The late ShriLalBahadurShastri, the Prime Minister of India paid an unscheduled visit
to milk production Co-operative society and stayed there overnight. He was
impressed by the Socio- economic changes brought by milk co-operatives in Kaira
District, and desired to have a national Dairy Development Board is the Chief
Executive of the organization who is supported by Professional to carry out Board’s
activities.
ANAND PATTERN DAIRY DEVELOPMENT
The formation of Anand Pattern of milk co-operatives was landed with the
organization of the Kaira District Co-operatives Milk Production. Milk Producers
themselves control procurement processing and marketing.
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KAIRA DISTRICT CO-OPERATIVE MILK PRODUCERS UNION

LIMITED (AMUL)
Amul symbolizes the successful struggle if Kaira District Farmers to earn a

fair price for their products. It reached its climax in 1945. The Milk was then
collected by a Private Trader Mr. PestonjiEdurji person through contractors for
Bombay Milk Scheme. Every Milk producer can become a member of co0operative
Society. As a general meeting of members, representatives are selected to form a
managing committee, which Manager the day affaires to milk collection and its
testing concept, sold cattle feed. Each society also provides Artificial Insemination
(AI) services and veterinary first aid.
DAIRY INDUSTRY IN ANDHRA PRADESH
The main occupation in Andhra Pradesh is cultivation. The villages reflect the
socioeconomic development, moral and cultural values of human race Dairy stands
as the back bone of Agriculture and at the same time it maintains important role for
stability of rural economic conditions and helps to maintain nation’s health by
supplying sweet milk. It provides not only health but also income to milk producers.
Self Sufficiency
In Andhra Pradesh the pilot milk scheme brought revolutionary change in

Dairy Development and the economic development. The Programme of “Operation
Flood” created milk revolution and laid new hopes for eradication of poverty and
unemployment. Now, the Dairy Industry is equipped with Modern Technical
knowhow and is on a position to face any challenge of future milk demands under co-
operative sector several steps are taken to provide milk collecting centers in every
nook and corner of the state of increase the production capacity of the milk yielding
animals the help of Programme of modern technical methods for achieving self-
sufficiency in milk production.
Dairy Development
In 1960 a pilot milk supply scheme was started in our started in our state for
the Dairy Development. It initial milk collection capacity was 100 liters a day at the
time ofstarting. Now, its dairy milk collecting increased 10 lakh liters per day. It is
acting as a liaison between milk producers of villages and consumers of the milk
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providing reasonable price to the producers to maintain stable market.
Packaging Technology
Milk was initially sold door-to-door by the local milk man. When the dairy
co- operatives initially started marketing branded milk, it was sold in glass bottles
sealed with foil. Over the years, several developments in packaging media have taken
place. In the early 80’s plastic pouches replaced the bottles. Plastic pouches made
transportation and storage very convenient, besides reducing costs. Milk packed in
plastic pouches/bottles have a shelf life of just 1-2 days, that too only if refrigerated.
In 1996, Tetra packs were introduced in India. Tetra packs are aseptic laminate packs
made of aluminum, paper, board and plastic. Milk stored in tetra packs and treated
under Ultra High temperature (UHT) technique can be stored for four months without
refrigeration. Most of the dairy co-operatives in Andhra Pradesh, Tamil Nadu, Punjab
and Rajasthan sell milk in tetra packs. However tetra packed milk is costlier by Rs.5-7
compared to plastic pouches,. In
1999-00 Nestle launched its UHT milk market is expected to grow at range of
more than 10-12% in coming years.
Changing pattern of the industry
The demand for milk and milk products in the country is on the rise. The increase in
purchasing power and pace of urbanization is leading to a change in the lifestyle and
consumption habits of the households. The current trends indicate that 44% of the
total population will definitely lead to an increase in consumption of dairy products.
The domestic market for butter and ghee is growing at a healthy rate of over
10% per annum but the same may not be true in case of an international market. The
production and export of butter has witnessed a major decline in some of the
developed countries. The situation is now alarming to the industries which are having
international market for this product. These companies definitely have to think about
other potential products that are gaining steady growth all over the world.
Strategies to boost Indian dairy products globally
 Improve the quality of the products.
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 Value addition into widely accepted products.

 Improving productivity and improving the cost of production.
 Building brands.
 Public relations and stick measures to avoid misinformation, viz.
 To maintain lead in milk production.
 Research and development.
 Utilization of desirable constituents from the waste rather than draining.
Future aspects
The invariable growth of milk production in India has made its position
envious to the other nations. The proper utilization of milk in the right products and
direction will definitely be helpful in realizing the growth potential of dairy industry.
A more systematic approach to process innovation, quality assurance and shelf life
improvement for the indigenous and western dairy products in needed.
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1.3COMPANY PROFILE
Heritage foods (I) limited (HFIL) was incorporated under the companies Act
1956 as a public limited companies 5th June 1992. The promoters have long and
varied experience in administration as well as management of business.
HFIL entered the capital market on 17th November 1994 with an issue of 65,
00,000 equity share of Rs.10/- each for cash at par to the India investing public. The
Issue was over – subscribed by about 54 times, an indication of the rich confidence of
the promoter who enjoy with the investing in community.
The public issue aggregating to Rs.65 million was intended to part-finance the
company’s integrated dairy product costing a total of Rs.147.50 million, which has
been fully implemented.
HFIL is currently in the business of procuring milk from dairy farmers,

chilling, pasturing and packaging the same for marketing to consumers in the
metropolitan city of Chennai and other cities are Bangalore, Hyderabad and
Visakhapatnam in South India. The company has already established 3 more centers
in North Arco district of Tamilnadu. Biggest A process plant is also being established
at Bangalore city which is one of the markets for liquid milk.
The market share of Heritage Foods India Limited is cow ghee 30% in
Tamilnadu. 5% in Andhra Pradesh and 15% in Kerala nil percentage in Karnataka. In
case of Milk 30% share in Chennai from private dairy and 10% market share having
from corporation.
The company Managing Director is Mrs. N.Bhuvaneswari. It is having mainly

6 branch offices and 14 sub-plants. The Head office of HFIL is at Hyderabad (AP).
Mission
Bringing prosperity into rural families of India through co-operative efforts
and providing customers with hygienic, affordable and convenient supply of “Fresh
and Healthy " food products.
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Vision
 To be a progressive billion dollar organization with a pan India foot print by 2012.
 To achieve this by delighting customers with "Fresh and Healthy" food products,
those are a benchmark for quality in the industry.
 We are committed to enhanced prosperity and the empowerment of the farming
community through our unique "Relationship Farming" Model.
 To be a preferred employer by nurturing entrepreneurship, managing career
aspirations and providing innovative avenues for enhanced employee prosperity
The Beginning
Beginning with a humble annual turnover of just Rs.4.38 crores in 1993-94,

the sales turnover has crossed Rs.346.33 crores during the financial year 2006-2007.
Taking off with its flagship processing plant at Chittoor, Andhra Pradesh in April
1993, Heritage spread its wings during the years hence.
To raise resources, Heritage went public in November 1994. This Public issue
was oversubscribed 54 times a moving testimony to the level of confidence the
investing public reposed in the promoters and in the management of the venture.
Under the able guidance of eminent people like Sri D Seetharamiah, Dr N R

Sivaswamy, Dr A AppaRao, Sri N P Ramakrishna, Smt N Bjuvaneswari and Dr V
Nagaraja Naidu, the Directors, Heritage continued to embark on its ambitious phase
of expansion.
The directors with their varied & extensive and experience in the fields of
Agriculture, Industry and Finance and their intimate understanding of the rural
socioeconomic scenario have been able to strengthen the systems and strategies of
Heritage, which contributed to the current status of Heritage as a leading player in
South India.
HFIL entered the capital market on 17th November1994 with an issue of 65,
00,000 equity share of Rs.10/- each at par to the India investing public. The Issue was
over-subscribed by about 54 times, an indication of the rich confidence of the
promoter who enjoy with the investing in community.
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Investors
Listed with: Stock code
The Stock Exchange, Mumbai 519552
National Stock Exchange of India Limited HERITGFOOD
Compliance Officer:
Mr. Murali Krishna Narne
Company Secretary
Phone: (091) 040-23391221/23391222
Fax: (091) 040-23318090
E-mail:murali@heritagefoods.co.in
Quality policy:
We are committed to achieve customer satisfaction through hygienically

processed and packed Milk and Milk Products. We strive to continually improve the
quality of our products and services through up gradation of technologies and
systems. Heritage's soul has always been imbibed with an unwritten perpetual
commitment to itself, to always produce and provide quality products with
continuous efforts to improve the process and environment.
Adhering to its moral commitment and its continuous drive to achieve

excellence in quality of Milk, Milk products & Systems, Heritage has always been
laying emphasis on not only reviewing & re-defining quality standards, but also in
implementing them successfully. All activities of Processing, Quality control,
Purchase, Stores, Marketing and Training have been documented with detailed
quality plans in each of the departments.
Today Heritage feels that the ISO certificate is not only an epitome of
achieved targets, but also a scale to identify & reckon, what is yet to be achieved on a
continuous basis.
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Though, it is a beginning, Heritage has initiated the process of standardizing

and adopting similar quality systems at most of its other plants.
Board of Directors
CA D Seetharamaiah, Non-Executive Independent
Chairman Smt N Bhuvaneswari, Vice Chairman &
Managing Director Sri N P Ramakrishna,
Independent Director
Dr N R Sivaswamy, Independent
Director Dr A AppaRao,
Independent Director
Dr V Nagaraja Naidu, Director

Company Secretary:
CS Murali Krishna
Company Senior
Executives
Dr M Samba Siva Rao,
President Sri N Likes,
Vice President
CA Prabhakara Naidu, Senior General Manager - Finance & Accounts
Corporate and head. Office : Punjaguta, Hyderabad
Main Dairy Plant : Tirupati (Chandragiri)
Procurements and processing centers:
 Atmakur
 Brahmanapalli
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 Barsi
 Bapatla
 Kandukuru
 Kalluru
 Madanapally
 Madhira
 Muppavaram
 Piler
 Salthamagulure
 Tiruvannamalai(TN)
 Uthangarai(TN)
Procurement processing and Packing stations:
 Bangalore(KN)
 Bayyavaram(AP)
 Chittoor(AP)
 Narketpalle(AP)
 Santhipuram(AP)
 Battiprolu(AP)
 Dindiguls(TN)
Sales offices:
 Hyderabad
 Narketpalle
 Vizag
 Bangalore(KN)
 Mysore(KN)
 Chennai(TN)
 Madurai(TN)
Plants under construction

 Addanki
 Nandyal
 Tirupathi
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PRODUCT PROFILE
Heritage Milk a naturally nutritive, rich, fresh, wholesome food par excellence
which self-contained protective food characteristic. Hygienically procured, pasteurized
and poly packed under PEA standards, Heritage milk is a complete food for any age be
it children Teenages, adults, expecting mother as older citizens, rich with just about all
essential nutrients.
Heritage Milk is full of strength building calcium and phosphorus,. And the
essential life giving vitamins. The milk products of heritage dairy.
The milk products of dairy are as follows;
 Ghee
 Skimmed milk powder
 Butter milk
 Curd
 Toned milk
 Double toned milk
 Whole milk
Marketing of milk and it’s by products:
One of the most crucial links in the marketing of milk and products is that it is
highly perishable commodity. It cannot be stored in its original state for more than four
hours and therefore drilling and packing is required for increasing its keeping quality.
Further it is chemical saving gat solids and also essentially proteins minerals vitamins
and water ans its main ingredients; therefore it can be suitably converted into butter,
ghee and milk powder and reconverted into milk, when required. Thus these things will
be kept in main while planning effective marketing linkage.
Milk
Heritage Milk is a naturally nutritive, rich, fresh, wholesome food par

excellence with self- contained protective food characteristics. Hygienically
procured, pasteurized and poly packed under PFA standards, Heritage Milk is a
complete food for any age, be it children, teenagers, adults, expecting mothers or
older citizens. Rich with just about all essential nutrients…
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Heritage Milk is full with strength building protein, energy giving carbohydrates
&fats, bone & teeth building calcium & phosphorus and the essential life giving
vitamins.
Curd
Aroma, freshness ‘n’ purity kept intact!!
Robotics natural Dairy Food Preparation from double toned milk:
A new generation health promoting food with improved nutritional benefits due
to the presence of viable eitidobacterium tactics & lactobacillus acidophilus.
Ghee
Agmark special grade Heritage Ghee is pure clarified fat made from fresh
cream, with no colors or preservatives, tantalizing the human senses with its
environing taste, fragrant aroma, rich texture. And vitamins A, D, E and K as bonus
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Butter Milk
Aroma, freshness ‘n’ purity
kept intact!! High quality
butter milk with natural
taste.
Flavoured Milk
Nutritional Information
200ml Contains Approx
Fat 3.0g
Proteins 6.6g
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Carbohydrates 26.0g
Minerals 1.5g
Energy 157k.cal
Variety and composition
Variety Pack size
Whole milk 500ml
Homogenized Toned Milk 200ml
Standard milk 500ml
Double Toned Milk 500ml
Golden cow milk 500m
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RESEARCH METHODOLOGY AND OBJECTIVES
2.1 NEED FOR THE STUDY

Man power requirements are to be estimated for beyond the actual requirements.
Recruitment & Selection plays a vital role in attracting people with multidimensional
skills and experiences that suit the present and future organization strategies. Large
corporations on every where are realizing the advantage of choosing an effective
employee. Under this requirement, this study has been undertaken to understand the
recruitment & selection at HERITAGE FOOD PVT LTD
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2.2 SCOPE OF THE STUDY

 This system deals with the whole process of Recruitment. It contains differen Methods followed
by the company.
 This study has been confined to the employees of different departments.
 This study mainly focuses on the sources and procedures of Recruitment and Selection
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2.3. OBJECTIVES OF THE STUDY

1. To study the present Recruitment & Selection procedure at HFIL.
2. To evaluate the present Recruitment and Selection procedure and effectiveness of

Existing Recruitment and Selection procedure at HFIL.
3. Suggest measures to improve Recruitment and Selection procedures.
4. To analyze the best suitable media for Recruitment.
5. To find out the motivational factors to apply for the job in HFIL
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2.4 RESEARCH METHODOLOGY
“Research” may be defined as the systematic investigation into the Study

of materials and sources in order to establish facts and reach new Conclusion.
1.A research design involves the complete process of planning and operation of the
research.
2.A research design is an instrument, which helps in achieving scientific accuracy of the
study under consideration.
3.How many observations should be made from each unit in the study?
4.The research has covered all the levels of the employees.
Type of Research - Descriptive Research
Sampling Technique - Convenience and Random Sampling
Sampling size - 130
Sample Element - HFIL
Sampling unit - Employees of the HIFL
Sampling Area - Tirupati
Research Instrument - Structured Questionnaire and Personal

Interview
Statistical Methods - Percentage method
DEFINITION:
Percentage is a special kind of ratio used in marketing research. It can be used to

compare two or more series of the data with clear percentage and tells about relationship
between the variables.
To analyze such large size of data, we change into percentages. To change that the
Formula is,
No. of respondents
---------------------------------- *100
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Total No. of sample size
Research is to see what every body has seen and thinking what nobody has
thought “Albert Szent –Gyorgyi.”
This is a systematic way to solve the research problem and it is an important

component for the study without which researcher may not able to obtain the facts and
figures from the employees.
Research Types:
The Research conducted was descriptive in nature. The data were collected
through a field survey using questionnaires.
Descriptive Research, mainly involves surveys and fact findings enquiries of

different kinds. The main objective of descriptive research is, “to describe the state of
affairs as it exists at present”. Here, the researcher has no control over thee variables.
He can only report what has happened or what is happening. But, the Researchers
discover causes even when they cannot control the variables.
The research tools used in descriptive research are survey methods of all kinds,
including comparative and correlation methods.
Data sources:
1 Primary Data sources:
The primary data are that information which are collected a fresh for the
first time, and thus happen to be original in character. These data are publish by
researchers who themselves are responsible for data collection.
Primary data can be collected in market by three basis methods:
 Experimental method
 Observation method
 Survey method
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2.5 LIMITATIONS OF THE STUDY

1. The study was restricted to the employees of HFIL. The result cannot be generalized to
employees of other organization.
2. The information from the lower level employees could not able to collect since
they were busy.
3. Some of the respondents were hesitated to give the necessary Information about
my study, because of the fear of the management.
4. Some of the respondents were not interested to express their views freely; this may lead
to biased information.
5. The process followed in other branches of the same company was not able to cover
because of its location in different regions.
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THEORETICAL BACKGROUND
3.1 MEANING OF THE RECRUITMENT AND SELECTION
Meaning:
Recruitment and Selection is an important step in the Human resources

management. Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidate. It is the next step in the
procurement function, the first being the manpower planning. Recruitment makes it
possible to acquire the number and types of people necessary to ensure the continued
operation of the organization.
Recruitment is the discovering of potential applicants for actual or anticipated

organizational vacancies. In other words, it is a “linking activity” bringing together
those with jobs and those seeking jobs.
Recruitment is a process to discover the sources of Manpower to meet the

requirements of the staffing schedule and to employ the effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of efficient
working force. Once the required number and the kind of human Resources are
determined, the management has to find the places where human resources will be
available and also workout strategies for attracting them towards the organization before
selecting suitable candidates for the jobs. This process is generally known as
“Recruitment”. Some people use the term “recruitment” for Employment”. These two
are not one and the same. Recruitment is only one of the steps in the entire employment
process.
Some others use the term recruitment for selection. These two terms are different.
Technically speaking the function of recruitment precedes the selection function and it
includes only finding, developing the source of prospective employees and attracting
them to apply for jobs in an organization.
Recruitment function helps the organization to develop a pool of prospective

human resources. It is difficult for the HR manager to employ the suitable people out of
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the pool. In fact, many organizations face critical problems in choosing the people.
Selection techniques and methods reduce the complexities in choosing the right
candidates for the job.
After identifying the source of human resources, searching for prospective

employees and stimulating them to apply for jobs in an organization, here the
management performs a vital role.
NEED AND IMPORTANCE OF RECRUITMENT
Selection is the process of finding out the most suitable candidate to the job out
of the candidates recruited. The selection procedure is concerned with securing relevant
information about an applicant. This information is secured in number of steps or stages.
The objective of selection process is to determine whether an applicant who is most
likely to perform well in that job.
The selection procedure is the system of functions and devices. Adopted in a

given company to ascertain whether the candidate’s specifications are matched with the
job specifications or not. The selection procedure will not be effective until and unless
job analysis, employee specifications and candidates for screening have been
attracted.
Selection is long process, commencing from the preliminary Interview of the

applicants and ending with the contract of the employment. The hiring procedure is not a
single act but it is essentially a series of steps or methods by which additional
information is secured.
DEFINITIONS OF RECRUITMENT & SELECTION:
1. Recruitment is a process of searching for a prospective employee for stimulating

them into the job within the organization. –Edwin B. Flippo.
2. Recruitment is a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective selection of an
efficient working force.-Yoder.
3. Recruitment is the process of finding and attracting capable applicants for

employment.
4. Selection is the process of selecting the candidates from the pool of applicants for
AERM Page 28
attainment of the required job within the organization.
OBJECTIVES:
1. To attract the people with multi-dimensional skills.
2. To induct outsiders with a new perspective to lead the company.
3. To infuse fresh blood at all levels of the organization.
4. To search or head hunt people whose skills fit the company values.
5. To search for talent globally and not just within the company.
6. To develop an organizational culture that attracts competent people within the

company.
METHODS OF RECRUITMENT AND SELECTION
FACTORS:
All the organizations, whether large or small, do engage in recruiting activity,

though not the same extent. This differs with
1. Size of the organization.
2. The employment conditions in the community where the organization is located.
3. Working conditions, salary benefit packages.
4. Rate of the growth of the organization.
5. Cultural, economic and legal factors etc.
Factors governing recruitment may be broadly divided into internal and external
sources.
INTERNAL FACTORS: -
1. Recruiting policy of the organization.
2. Human resource planning strategy of the company.
3. Size of the organization and the number of employees employed.
EXTERNAL FACTORS: -
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1. Supply and demand of specific skills in the labors market.
2. Political and legal considerations such as reservation of jobs for SC’s, ST’s,
and so on.
3. Company’s image-perception of the job seekers about seekers about the

company.
Sources of recruitment:
RECRUITMENT
INTERNALSOURCES
EXTERNAL SOURCES
RETIRED EMPLOYEES
PRESENT EMPLOYEES
CONSULTANTS
INTERNET
JOB CENTERS
NEWSPAPER
RECRUITMENT SOURCES:
 Internal sources
 External sources
INTERNAL SOURCES:
Internal sources are the most obvious sources. These include personnel already
on the pay-roll of an organization, i.e., its present working force. Whenever any vacancy
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occurs, somebody from within the organization is upgraded, Transferred, promoted or

sometimes demoted. This source also includes personnel who were once on the pay-roll
of the company but who plan to return or whom the company. Would like to rehire, such
as those on leave of absence, those who quit voluntary or those on production lay-offs.
Under this,
 Present permanent employees

 Present temporary or casual employees
 Retrenched or retired employees
 Dependents of deceased, disabled, retired and present employees
PRESENT PERMANENT EMPLOYEES:
Organizations consider the candidates from the source for higher level jobs due to:
 Availability of most suitable candidates for jobs
 To meet the trade union demands
 Policy of the organization
PRESENT TEMPORARY OR CASUAL EMPLOYEES :
Organizations find this source to fill the vacancies relatively at the lower
level owing to the availability of suitable candidates or trade union pressures or in order
to motivate them on the present job.
RETRENCHED OR RETIRED EMPLOYEES:
The organization takes the candidates for employment from the

retrenched employees due to obligation, trade union pressures. The organization prefers
to re-employ the retired employees as a token of their loyalty to the organization.
DEPENDENTS OF DECEASED, DISABLED, RETIRED & PRESENT

EMPLOYEES:
Some organizations function with a view to develop the commitment and loyalty
and to build up image and provide the employment to the dependents of deceased,
disabled and present employees.
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EXTERNAL SOURCES:
External sources lie outside the organization.
1. New entrants to the labor force i.e., young people.
2. The unemployed with a wide range of skills.
3. Retired experienced persons.
Under this,
 Campus Recruitment
 Private employment agencies
 Public employment exchanges
 Professional associations
 Data banks
 Casual Applicants
 Trade unions
 Employee referrals
 Walk –ins
 Consult-ins
 Head hunting
 Body shopping
Factors affecting recruitment:
Internal External
Recruitment policy Supply and demand
HR planning Labour market
Size of the firm Socio, political and legal factors
Growth and expansion Competitors
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CAMPUS RECRUITMENT:
Different types of organizations like industries, business, Service

organizations can get inexperienced candidates from various educational institutions.
They maintain BIO-DATA and performance of each candidate. Organizations seeking to
recruit in these institutions can directly contact the institution either in person or by post
and stimulate the candidates to apply for the job.
EMPLOYMENT AGENCIES:
Private employment agencies or consultants perform the recruitment

function on behalf of the client company by charging fee. Most of the organizations
depend on this source for highly specialized positions and executive positions.
EMPLOYMENT EXCHANGES:
These provide information about vacancies to the candidates to help the

organizations in finding out the suitable candidates.
PROFESSIONAL ORGANIZATIONS:
They maintain complete bio-data of their members and provide the same
to the various organizations.
DATA BANKS:
The management collects the bio-data of the candidates from different

sources and feed them in the computer.
CASUAL APPLICANTS:
Candidates apply casually for the jobs through mail or hand over the
applications in the personnel department.
TRADE UNIONS:
Unemployed or employees seeking change in employment they form as

trade unions and they solve the problems.
EMPLOYEE REFERRALS:
This makes the company to reduce the cost and time required for
employment.
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WALK-IN:
The busy organizations do not find time to perform various functions. So,
they advise the candidates to attend for the interview directly.
CONSULT-IN:
The company encourages the potential job seekers to approach them

personally and consult them regarding their jobs.
HEAD HUNTING:
They search for the best candidates particularly for the executive
Positions.
BODY SHOPPING:
The professional and training institutions used for computer professionals.
SELECTION PROCESS:
Selection process begins with an initial screening interview and concluding

with the final employment decision. The process includes:
1 Preliminary screening interview
2 Business games
3 Tests
4 Final interview
5 Medical examination
6 Reference checks
7 Line manager’s decision
8 Job offers
9 Employmen
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Process of Recruitment
Determine the Vacant position (By the HOD, Manager and TL)
Determine the No of positions Vacant
Raise a requisition for Manpower (Duly approved by HOD or Authorised

managers)
Analysis of the manpower being initiated by the HR Department (according

to the policy of TKM)
Response from the respective HR personnel (as per the analysis)
Start with sourcing/Decline the requisition (as per the approval from higher
authority)
Screening through HR personnel
Discussion with TL (if necessary)
Discussion with HOD’s or Manager (Mandatory)
Discussion with MD (if necessary)
Shortlisted
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Discussion with HR (Salary negotiation)
Selected Rejected
On-Boarding
CHAPTER-4
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DATA ANALYSIS AND INTERPRETATION
1. Which of the following made you to apply for this company?
Table:4.1
Salary Image Management Others

Efficiency
Employee 45 25 55 5
Percentage 35% 19% 42% 4%
Graph:4.1
Employees
4%
35% Salary
Image
42% Management Efficiency
Others
19%
INFERENCE:
From the above table 35% of the respondents said salary, 19% of the
respondents said that image,42% of the respondents said that management efficiency
and 4% of the respondents said that others.
2. What is main objective of Recruitment procedure followed in your organization?
Table:4.2
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Opinion No. of Respondents Percentage

To attract people with 35 27%
multidimensional Skills
To attract Competent People 10 8%
To develop an 85 65%
organizational culture
Graph:4.2
Objective of Recruitment
65%
90
80
70
60
50 27%
40
30 8%
20
10
0
To attract people with To attract Competent To develop an
multidimensional Skills People organizational culture
INFERENCE:
From the above table, it is evident that 27% of the respondents said that, the
main objective of the recruitment procedure is to attract multidimensional skill 8% said
that to attract competent people and 65% of the respondents said that the main objective
of recruitment procedure is to develop an organizational culture.
3. What sources of Recruitment?
Table:4.3
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External Sources 15 12%

Internal Sources 20 15%
Both 95 73%
Graph:4.3
Sources of Recruitment
73%
100
90
80
70
60
50
40
30 15%
20 12%
10
0
External Sources Internal Sources Both
INFERENCE:
From the above table, it is evident that 12% of the respondents said that
the company prefer external sources, 15% of the respondents said that the company
prefer internal sources and 73% of the respondents said that the company prefer both
internal and external sources.
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4. If internal, what is the source of recruitment?
Table:4.4

Employee Referrals 15 12%
Internal Promotion 29 22%
Transfers 16 12%
All the above 70 54%
Graph:4.4
Internal Sources of Recruitment
12%
Employee Referrals
22%
Internal Promotion
54% Transfers
All the above
12%
INFERENCE:
From the above table, it is evident that 12% of the respondents said that employee
referrals, 22% of the respondent’s id that internal promotion, 12% of the respondents
said that transfers, 54% of the respondents said that all the above are the internal sources
of recruitment.
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5. If external, what is the source of recruitment?
Table:4.5

Private Consultancy 21 16%
Campus Recruitment 10 8%
Advertising 60 46%
Employment agencies 39 30%
Graph:4.5
External sources of Recruitment
70
60 46%
50
40 30%
16%
30
20
10 8%
0
Private Consultancy Campus Advertising Employment
Recruitment agencies
INFERENCE:
private consultancy, 8% of the respondents said that campus recruitment, 46% of the
respondents said that advertisement, 30% of the respondents said that employment
agencies.
6. Do you feel that the organization follows definite recruitment procedure?
AERM Page 41
Table:4.6

Strongly Agree 25 19%
Agree 80 61%
Can’t Say 14 11%
Disagree 11 9%
.
Graph:4.6
Employees
100 61%
80
60
19%
40
11% 9%
20
0
Strongly Agree Agree Can’t Say Disagree
INFERENCE:
they strongly agree, 61% of the respondents said that they agree, 11% of the respondents
said that they can’t say, 9%of the respondents said that they disagree the procedure.
7. What are the recruitment sources that are used for the skilled employees in your
Organization?
AERM Page 42
Table:4.7

Walk in Interview 69 53%
Informal Contacts 17 13%
Want Ads 36 28%
Public Employment 8 6%
Agencies
Graph:4.7
Number of Respondents
53%
60% 28%
50%
40% 13%
30% 6%
20%
10%
0%
Walk in Informal Want Ads Public
Interview Contacts Employment
Agencies
INFERENCE:
From the above table, it is evident that 53% of the respondents said that they
prefer walk-in interviews,13% of the respondents said that they prefer informal contacts,
28% of the respondents said that they prefer want ads, 6% of the respondents said that
they prefer public employment agencies.
8. What are the recruitment sources that are used for professional employees in
Your organization?
Table:4.8
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Internal Search 14 11%
Want Ads 73 56%
Graph:4.8
N u m b e r o f R e s p o n d e n ts
W a lk in I n t e r v ie w
8%
25% Inte rna l S e a rc h
W a nt A d s
11% Info rm a l C o nta c ts
56%
INFERENCE:
prefer walk- ins, 11% of the respondents said that they prefer internal search, 56% of the
respondents said that they prefer adds, 8% of the respondents said that they prefer in
informal contacts.
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9. What are the Recruitment sources that are used for managerial level in your
Organization?
Table:4.9

Internal Search 15 12%
Want Ads 29 22%
Graph:4.9
Employees
9%
Walk in Interview
22%
Internal Search
57% Want Ads
Informal Contacts
12%
INFERENCE:
prefer walk-ins,12% of the respondents said that they prefer internal search,22% of the
respondents said that they prefer in adds, 9% of the respondents said that they prefer in
informal contacts.
10. Which media is highly suitable for Recruitment in your company?
AERM Page 45
Table:4.10

News Papers 63 48%
Television 21 16%
Internet 34 27%
Radio 12 9%
Graph:4.10
Employees
60%
50% 48%
40% News Papers
Television
30%
27% Internet
20% Radio
16%
10% 9%
0%
0 0.2 0.4 0.6 0.8 1 1.2
INFERENCE:
prefer newspapers, 16% of the respondents said that they prefer televisions, 27% of the
respondents said that they prefer internets, 9% of the respondents said that they prefer
radios.
11. What is the basis for Recruitment in your organization?
Table:4.11
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Experience 21 16%
Qualification 12 9%
Skills and Knowledge 29 22%
All the above 68 53%
Graph:4.11
B a s is f o r R e c r u it m e n t
E xp e rie n c e
16%
9% Q u a li fi c a ti o n
53% S k i lls a n d
K n o w le d g e
22%
A ll th e a b o v e
INFERENCE:
prefer experience, 9% of the respondents said that they prefer qualification, 22% of the
respondents said that they prefer skills and knowledge, 53% of the respondents said that
they prefer all the above are the basis for recruitment.
12. Are you satisfied by the Recruitment Procedure in your organization?
Table:4.12
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Highly Satisfied 38 29%

Satisfied 79 61%
Neutral 5 4%
Dissatisfied 8 6%
Graph:4.12
R e c r u it m e n t P r o c e d u r e
6%
4%
29%
H i g h ly S a ti s fi e d
S a ti s fi e d
N e u tr a l
D i s s a ti s fi e d
61%
INFERENCE:
From the above table, it is evident that 29% of the respondents said that they are
highly satisfied, 61% of the respondents said that they are satisfied, 4% of the
respondents said that they are neutral, 6% of the respondents said that they are
dissatisfied with the recruitment procedure.
13. Do you think that the Recruitment procedure is free and fair?
Table:4.13
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Agree 75 57%
Can't say 10 8%
Disagree 15 12%
Graph:4.13
Recruitment Process
57%
60%
50%
40%
23%
30%
8% 12%
20%
10%
0%
Strongly Agree Can't say Disagree
Agree
INFERENCE:
strongly agree, 57% of the respondents said that they agree, 8% of the respondents said
that they cannot say, 12% of the respondents said that they disagree the recruitment
process.
14. In your opinion, who will be efficient?
Table4.14

Educational Institutions 10 8%
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Good Academic record 20 15%

Good Experience 96 74%
All the Above 4 3%
Graph:4.14
Efficient Candidates
74%
80%
Educational Institutions
60%
Good Academic record
40% 3% Good Experience
8%
15% All the Above
20%
0%
Percentage
INFERENCE:
prefer the candidates from the educational institutions, 15% of the respondents said that
they prefer the candidates with good academic record, 74% of the respondents said that
they prefer the candidates with good experience, 3% of the respondents said they select
the candidates with all the above options.
15. In your opinion training is essential after selection?
Table:4.15
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Agree 79 60%
Disagree 15 12%
Strongly Disagree 8 6%
Graph:4.15
E m p lo y e e s
12% 6% 22%
S tr o n g ly A g r e e
A g re e
D is a g re e
S tr o n g ly D i s a g r e e
60%
INFERENCE:
they strongly agree, 60% of the respondents said that they agree, 12% of the respondents
disagree,6% of the respondents said that they strongly disagree the training is essential
after selection.
16. How do you communicate the short listed candidates?
AERM Page 51
Table:4.16

By Post 75 58%
E-mail 20 15%
Telephone 23 18%
Others 12 9%
Graph:4.16
Short listed Candidates

58%
60%
50%
40%
15% 18%
30%
9%
20%
10%
0%
By Post E-mail Telephone Others
INFERENCE:
they prefer the method of posting,15% of the respondents said that they prefer by e-mail,
18% of the respondents said that they prefer telephone, 9% of the respondents said that
they follow the other methods of communication.
17. What is the method adopted by you, to scrutinize the application form?
Table:4.17
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Short list the form 35 27%
Written Test 68 52%
Personal Interviews 15 12%
All the above 12 9%
Graph:4.17
Methods adopted to scrutinize the application form
60%
50% 52%
40%
30%
27%
20% 12%
9%
10%
0%
Short list the form Written Test Personal All the above
Interviews
INFERENCE:
From the above table, it is evident that 27% of the respondents prefer short
listed forms, 52% of the respondents prefer written tests,12% of the respondents prefer
personal interviews, 9% of the respondents prefer all the above options.
18. Which type of written tests would you prefer?
Table:4.18
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Intellectual ability test 26 20%

Performance simulation test 20 15%
Technical test 72 56%
Other type of test 12 9%
Graph:4.18
Type of Written Test

56%
60%
50%
40%
20% 15%
30%
9%
20%
10%
0%
Intellectual Performance Technical Other type of
ability test simulation test test
test
INFERENCE:
prefer intellectual ability tests, 15% of the respondents said that they prefer performance
simulation tests, 56% of the respondents said that they prefer technical tests, 9% of the
respondents said that they prefer other types of tests.
19. Which type of Interview would you prefer?
Table:4.19

Personal Interview 89 67%
Technical Interview 15 12%
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Stress Interview 2 2%
Group Interview 12 9%
Panel Interview 10 8%
Telephone Interview 2 2%
Graph:4.19
T y p e o f In te r v ie w s
P e rs o n a l In t e rvie w
8% 2%
9% T e c h n ic a l In t e r vie w
S t re s s In t e r vie w
2%
G ro u p In t e r vie w
12% P a n e l In t e r vie w
67% T e le p h o n e In t e rvie w
INFERENCE:
From the above table, it is evident that 67% of the respondents prefer personal
interview, 12% of the respondents prefer technical interview, 2% prefer stress interview,
9% prefer group interview, 8% prefer panel interview, 2% of the respondents prefer
telephone interview.
5.1FINDINGS
1. From the above study, 35% of the respondents are of the opinion that salary is
the key factor that encourages the candidates to apply for the HFILCompany and 42%
of the respondents are of the opinion that management efficiency is the key factor for
the same.
2. It is found that 65% of the respondent’s opinion the main objective of recruitment
procedure is to develop an organizational culture.
AERM Page 55
3. In this study majority (i.e., 73%) of the respondents said that the company prefers
both external and internal sources.
4. In the present study, 54% of the respondent’s opinion about the internal sources
of recruitment is through employee referrals, internal promotion and transfers.
5. 46% of the respondents said that advertising is the external source of recruitment
and 30% of the respondents said that employment agencies are the external source of
recruitment.
6. It is found that 61% of the respondents agree and they follow specific
recruitment procedure.
7. Majority (i.e., 53%) of the respondents are of the opinion that walk-in interview
is the main source of recruitment procedure for skilled employees.
8. 56% of the respondents are of the opinion that advertisement is the source of
recruitment for professional employees.
9. 57% of the respondents are of the opinion that walk in interview is the source of
recruitment for managerial employees.
10. From the study it is found that 48% of the respondents are highly satisfied with
newspaper as media for recruitment in HFIL.
11. From the study, 53% of the respondents are of the opinion that experience,
qualification, skills and knowledge are the basic requirements of the candidates to
apply for the company.
12. It is found that 61% of the respondents are satisfied with the present recruitment
procedure.
13. 57% of the respondents agree that the recruitment process is transparent, free and
fair.
14. Majority (i.e.,74) of the respondents are of the opinion that the candidates with
good experience are the efficient candidates for recruitment.
15. Majority (i.e., 60%) of the employees are of the opinion that training is essential
after selection as they can match their skill with job requirements effectively.
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16. 58% of the respondents said that short listed candidates are communicated
through post.
17. 52% of the respondent’s opinion is to conduct written test in the selection
process.
18. 56% of the respondents preferred technical test for selection.
19. 67% of the respondents preferred personal interview.
5.2 SUGGESTIONS
1. Most of the respondents said that, the present recruitment procedure is good. So the
company has to maintain the present recruitment procedure to attract people with
multidimensional skills and experience.
2. HFIL is following both internal and external sources to recruit and select. The
management follows internal sources for recruitment which helps the company to reduce training
cost, time consumption and consultancy fees and at the same time to improve the employee
AERM Page 57
morale.
3. Present recruitment and selection is based on experience. The company may consider the
skills, qualifications and knowledge of fresh candidates to encourage fresh blood with innovative
and creative ideas.
4. Most of the respondents said that, the company has to communicate the short listed
candidates by post. It is expensive, cost consuming and possibility of delay to reach the
incumbent.
5. The company may use different categories of test to select the candidates based on their
performance in the tests like intellectual ability test, performance simulation test and technical
test etc.
6. The company may follow clear a clear interview process for selecting a right candidate
for the right job. The panel of examiners, type of interview and structure of interview etc.
7. The organization has to improve the interview process rating based on candidate’s skills
and knowledge, abilities, attitudes, qualifications and experience by conducting written test,
technical test and personal interviews.
5.3 CONCLUSION
From the above Findings, the following Conclusion can be drawn:
1 Most of the respondents said that the Recruitment and Selection process at
HFILis good.
2 The company has to focus on Sources and Methods of Recruitment,
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Communication to the short listed candidates, Types of tests and interview

process.
The aim of the system is to reduce the work of human resources department in
Recruitment. The main aim is to make proper selection of the persons for the right job
that is to make right decision at right job for the right person. The system “Recruitment”
mainly overcomes all these loop holes that has been there in the company recruitment.
Finally concluding as “one known no system is Ideal”.
ANNEXURE
1. Which of the following made you to apply for this company?

a) Salary b) Image c) Management Efficiency d) Others
2. What is main objective of Recruitment procedure followed in your organization?
a) To attract people with multidimensional Skills
b) To attract Competent People
c) To develop an organizational culture
AERM Page 59
3. What sources of Recruitment

a) External Sources b) Internal Sources c) Both
4. If internal, what is the source of recruitment?
a) Employee Referrals b) Internal Promotion c) Transfers d) All the above
5. If external, what is the source of recruitment?
a) Private Consultancy
b) Campus Recruitment
c) Advertising
d) Employment agencies
6. Do you feel that the organization follows definite recruitment procedure?
a) Agree c) Strongly Agree
b) Can’t Say d) Disagree
7. What are the recruitment sources that are used for the skilled employees in your
Organization?
a) Walk in Interview c) Want Ads

b) Public Employment Agencies d) Informal Contact
8. What are the recruitment sources that are used for professional employees in Your
organization?
b) Informal Contact d) Public Employment Agencies
9. What are the Recruitment sources that are used for managerial level in your
Organization?
b) Informal Contact d) Public Employment Agencies
10. Which media is highly suitable for Recruitment in your company?

a) Television c) News Papers
b) Internet d) Radio
11. What is the basis for Recruitment in your organization
a) Experience c) Skills and Knowledge
b) Qualification d) All the above
12. Are you satisfied by the Recruitment Procedure in your organization
a) Highly Satisfied c)Neutral
b) Satisfied d) Dissatisfied
13. Do you think that the Recruitment procedure is free and fair?
a) Strongly Agree c) Agree
AERM Page 60

14. In your opinion, who will be efficient?
a) Educational Institutions c)Good Experience
b) Good Academic record d) All the Above
15. In your opinion training is essential after selection?
a) Strongly Agree c) Strongly Agree
16. How do you communicate the short listed candidates?
a) By Post b) E-mail c) Telephone d) Others
17. What is the method adopted by you, to scrutinize the application form?
a) Short list the form b) Written Test c) Personal Interviews d ) All the above
18. Which type of written tests would you prefer?
a) Intellectual ability test c) Technical test
b) Performance simulation test d) Other type of test
19. Which type of Interview would you prefer?
a) Personal Interview d) Group Interview
b) Technical Interview e) Panel Interview
c) Stress Interview f) Telephone Interview
BIBLIOGRAPHY
BOOKS AUTHORS
1. Human resource management ASHWATHAPPA
2. Research methodology KOTHARI
3. Human resource management BISWAJEETH PATNAIK
AERM Page 61
4. Personal & human resource management P.SUBBA RAO
WEB ADDRESS:
Web sites:
www.Bharati AXA industries.com
www.Bharati AXA .co.in
AERM Page 62

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Recruitment & Selection

1 Getting the people who can make an organization.

2 Enabling those people to acquire required capabilities to make a successful

3 Motivating them to contribute their resources continuously for running the

We need to know an important concept i.e., human resources. People with

required skills to make an organization are generally referred to as human resources.

Information Technology (IT) – a wonderful creation of man-brought significant

 Getting the people who can make an organization.

 Enabling those people to acquire required capabilities to make a successful

 Motivating them to contribute their resources continuously for running the

We need to know an important concept i.e., humanresources. People with

Recruitment and Selection is an important step in the Human resources

Recruitment is the discovering of potential applicants for actual or anticipated

Recruitment is a process to discover the sources of Manpower to meet the

Recruitment function helps the organization to develop a pool of prospective

After identifying the source of human resources, searching for prospective

The selection procedure is the system of functions and devices. Adopted in a

Selection is long process, commencing from the preliminary Interview of the

1.2 INDUSTRY PROFILE

CONSTITUTENTS OF MILK PERCENTAGE

Lactose (Milk sugar) 5.0

Market milk industry in India and abroad

Growth and development of the industry

In India, there was no progress in the Diary Industry before independence.

A market is one of Principal way of increasing milk production and milk

OPERATION FLOOD PROGRAMME IN INDIA

The establishment of Milk Producers off co-operative societies to link dairy

According to the Agreement signed by World Food Programme (WFP) and

NATIONAL DAIRY DEVELOPMENT BOARD (NDDB)

At the time of inauguration of cattle feed factory at Kanjari in October 1964.

ANAND PATTERN DAIRY DEVELOPMENT

KAIRA DISTRICT CO-OPERATIVE MILK PRODUCERS UNION

Amul symbolizes the successful struggle if Kaira District Farmers to earn a

DAIRY INDUSTRY IN ANDHRA PRADESH

In Andhra Pradesh the pilot milk scheme brought revolutionary change in

providing reasonable price to the producers to maintain stable market.

Changing pattern of the industry

Strategies to boost Indian dairy products globally

 Improve the quality of the products.

 Value addition into widely accepted products.

HFIL is currently in the business of procuring milk from dairy farmers,

The company Managing Director is Mrs. N.Bhuvaneswari. It is having mainly

Beginning with a humble annual turnover of just Rs.4.38 crores in 1993-94,

Under the able guidance of eminent people like Sri D Seetharamiah, Dr N R

Listed with: Stock code

The Stock Exchange, Mumbai 519552

National Stock Exchange of India Limited HERITGFOOD

Mr. Murali Krishna Narne

Phone: (091) 040-23391221/23391222

Fax: (091) 040-23318090

We are committed to achieve customer satisfaction through hygienically

Adhering to its moral commitment and its continuous drive to achieve

Though, it is a beginning, Heritage has initiated the process of standardizing

CA D Seetharamaiah, Non-Executive Independent

Chairman Smt N Bhuvaneswari, Vice Chairman &

Managing Director Sri N P Ramakrishna,

Dr V Nagaraja Naidu, Director

Dr M Samba Siva Rao,

President Sri N Likes,

CA Prabhakara Naidu, Senior General Manager - Finance & Accounts

Corporate and head. Office : Punjaguta, Hyderabad

Main Dairy Plant : Tirupati (Chandragiri)

Procurements and processing centers: