CHAPTER-I

COMPANY PROFILE &

INDUSTRY PROFILE

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 CHAPTER-1
COMPANY PROFILE & INDUSTRY PROFILE

From ancient times, Haryana is known as home of milk as a famous

saying tells us "Deshon mein desh Haryana jit dooth dahi ka khana" cattle

of Haryana are world famous for their high yielding capacity for instance

Haryana cows and murrah buffaloes are among the best yielder of milk in

the country.

Product Range

a) Toned milk

b) Double Toned milk

c) Full cream milk

d) Table butter

e) Ghee

f) Skimmed milk powder

g) Paneer

h) Jal Jeera

i) Mango Drink

j) Milk Cake

k) Mithi Lassi

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l) Namkeen Lassi

Capacity of milk plant: 1.5 Lacks liter/ per day milk turned into

powder: 1 lacks / per day

Pasteurized milk as such

Placed in market: 50,000 liter/ per day.

Milk Reception:
Milk plant, Sirsa is handled by Sirsa Co-operative milk Producer's

Union Limited, Sirsa. Milk is collected from the villages through docks are

used for entry of Milk from trucks. A sample is taken from each container

from testing and sample giving positive test rejected and left of the milk is

put into tub from which through pipes milk goes for the further processing

payment is made to milk produced by weighing & measuring fat percentage.

After reception two types of tests are done to judge the quality of milk.

a) Platform test/ organoleptic tests

b) Laboratory tests

Composition of Milk:

Contents Percentage

Fat 3.75

Water 87.34

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Albumin –0.40

Casein 3.00

Lactose 4.70

Ash 0.75

Other 0.06

Sales Offices

HARYANA is one of the most progressive states of Republic of India.

In the domain of dairy development it is well known for its productive milk

cattle particularly the 'Murrah' Buffaloes and Haryana Cows. The economy

of the state is predominantly based on agriculture. People rear and breed

cattle as a subsidiary occupation. Milk production in the State was estimated

around 185.18 lacks liters per day during 2015-2016.

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 There are five milk plants operating in the Cooperative Sector in

Haryana. These are located at Ambala, Jind, Rohtak, Sirsa and Ballabgarh

having a handling capacity of 5,70,000 liters per day.

District Milk Producers

The Primary Milk Societies (PMS) functioning at the village level join
to form a Milk Union for carrying out such activities which are conducive
and essential for the social-economic development of milk producers, by
procuring and processing of milk and marketing of milk products. The
Board of Directors comprising 9 members elected out of the Chairmen of
affiliated Primary Milk Societies run the day-to-day administration through
Chief Executive Officer.
These Unions either process milk at their own level or pass the same
to the milk plants of other milk unions for processing. They also organize
new Primary Milk Societies at the village level. A brief matrix of the Milk
Unions is as follows:

Sr. No. Name of the Union Date of Registration

1. Ambala 10.03.1973
2. Rohtak 12.07.1991
3. Jind 10.07.1991
4. Kurukshetra 05.07.1991
5. Sirsa 10.01.1978

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 The essence of various programmes launched in the State has
been to adopt the Anand pattern of Milk Co-operatives. Under this system,
all the functions of dairying like milk procurement, processing and
marketing are controlled by the Milk Producers themselves. It has three tier
system comprising milk Producers Societies at the village level, Milk
Producers Co-operative Union at the district level and the state Milk
Federation as an apex body at the State level.
The Haryana Dairy Development Co-operative Federation Ltd.
registered under Haryana Co-operative Societies Act came into existence on
April 1, 1977. Its authorized share capital is Rs.2000 lacks. It was
established with the primary aim to promote economic interests of the milk
producers of Haryana particularly those belonging to weaker sections of the
village community by procuring and processing milk into milk products and
marketing thereof by itself or through its unions. In furtherance of the above
objects, the Federation undertakes a number of activities such as
establishment of milk plants, marketing of VITA BRAND milk products of
the Milk Unions. It also extends technical guidance to the Unions in all
spheres of personnel, technical, marketing and financial management as well
as makes them quality conscious, through use of modern methods of
laboratory testing of various products.
Quality - VITA the Hallmark of Quality
As part of stringent quality measures, milk required for processing
VITA products is procured from Dairy Cooperative Societies only. It is
ensured that the milk is transported to chilling centers and plants in clean
and sterilized milk cans as quickly as possible. Al quality measures as per
Standard of Bureau of Indian Standards/Agmark are being applied before the
products are marketed. Well-equipped laboratories are functioning in the
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chilling centers and milk plants to maintain ideal quality standards. VITA is
the endorsement of quality, a commendation we are Proud of.
1. Milk Plant (Located in Sirsa district at Begu Road, covering 15 acre
area) was installed in 1983 as a chilling center by Haryana Dairy
Development Co-operation later it came out as a composite milk plant
in the year 1996 with handling capacity of 1 lakh liters per day.
2. Haryana Dairy Corporation is converted into federation in 1979 under
operation flood-I.
3. In November 1982, the responsibility of milk procurement through
societies and tip was handled over to milk unions under operation
flood-2. Before November 19, 1982 milk was collected directly from
collection centers and system was not full proof.
4. In 1991 ten milk unions were converted into 5 milk unions by
amalgamation to increase the area of operation behind each milk plant
for capacity feeding.
5. In April 1992, Milk plants were leased out to milk unions to remove
the confrontation between milk unions and plants to remove the
confrontation between milk unions and plants to make the system
similar to NDDB, Anand Pattern which has been applicable in whole
India in dairying field. This has been applicable in whole. India in
dairying field. This step stopped commission system applicable to
unions Automotive of milk purchase price was also given which was
withdrawn later on the Nov. 1992.
Board of Directors
Designation Name Phone

Chairperson Smt Chandravati 0172-2585507

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Managing Director Sh Devender Singh 0172-2586826,2585159
Chief Administrative
Sh Pradeep Kasni 0172-2583050
Officer

Organizational Structure
The head office of HDDFC limited is situated at Chandigarh, which
looks after the functioning of all the five milk plants and chilling centers. At
the top level there is board of directions to manage the activities of
federation. The board is headed by chairman. Chairman of Co-operative
unions of different districts and register, co-operative societies is member of
the board of directors. The Chairman's post is held by person nominated by
Haryana govt. managing director is head of the institution in the top
executive position.
The business of plant is managed by General Manager subject to
control and supervision of Managing Director, HDDFC Ltd. General
Manager of all five milk plants come directly under the control of Managing
Director. General Manager takes care of all the milk functional departments
at the plant except the milk procurement department, which is directly
controlled by head office through district milk unions.

Products and packaging:

Milk plant is producing Paneer, Ghee, skimmed
milk powder (SMP) whole milk powder (WMP). Ghee is packed in 1 KG, 2
KG, 5 KG and 15 Kg packs. All are meant for domestic use. SMP is packed
1 to ½ and 1 KG for domestic used and in 25 kg bag far bakeries etc. WMP

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is packed in ½ kg tins for domestic use and into bags for military. Paneer
packed in polythene bag (250) label on paneer polythene is safal.
Distribution of Goods or products: There are twelve registered distributors
at least one in each district of its operational region registered under head
office. The goods for domestic use are supplied to dealers, relatives and to
ultimate consumers through registered distributors. Beside these their sales
office of plant in Chandigarh and Delhi, which receive orders and supply
goods.

Channels of Distributions: Following pattern has been adopted by the plant

for transferring goods to ultimate consumers

a) Direct selling to consumers

b) To consumers through distributors
c) To consumers through retailers.

Store Department: The main function of store department are receipt of

goods, stores and issue of materials when needed and keeping proper record
of all incoming and outgoing materials.

The stores department has two main branches

1) General stores
2) Finished Goods stores
 Ghee Store
 Paneer Store
 Milk Powder Store
Ghee and powder can stored at room temp but paneer can be stored in
refrigeration or cold temperature (–3°C)

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Water supply and Disposal: A regular supply of water is must in the plant
because of the nature of products and production process. The two tube
wells in the plant serve this purpose. There is plant which converts hard
water into soft water on the basis of ion-exchange principle. Soft water is
used for all purposes in plant.

Disposal: Water cleaned by E.T.P. (Effluent treatment plant) then moves to

the disposal tank and from here it is disposed off in the field with the help of
two disposal pumps of 30 and 40 HP respectively. This treated water is good
for crops and at present supplied free of cost to the farmers.
Pasteurization: Pasteurization refers to the process of heating each and
every particle of milk to at least 63°C for 30 minutes or 72°C for 15 second
in approved and properly equipment and immediately cooling it to or below
PURPOSE:
a) To render milk safe for human consumption by destruction of percent
pathogenic microorganism.
b) To improve the keeping quality of milk by destruction of almost all
spoilage organisms (85-99 percent)

2 Types of Milks

Sr. No. Type Fat% SNF%

a) VITA double tonned milk 1.5% 9.0%
b) Standard Milk 4.5% 8.5

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 VITA MILK PLANT, SIRSA

LOCATION

Begu Road

District- Sirsa

State- Haryana

Area- 15 acres

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HISTORY

 From ancient times, Haryana is known as the home of milk.

Cattle of Haryana are famous for their high yielding capacity.
For instance Haryana cows and murrah buffaloes are among the
best yielder of milk in our country.

 VITA milk plant was installed in 1983 as a chilling centre by

Haryana Dairy Development Cooperative Federation Limited.

 Initially Milk Union, Sirsa had only one chilling plant.

 Later it came out as a ‘composite milk plant’ in the year 1996

with capacity of 1 lakh liters of milk per day.

 Milk Union Sirsa has 7 chilling centers.

 Before November 1982 milk was collected directly from

collection centers and system was not furl proof.

 In 1991 ten milk unions were converted into five unions by

areolation to increase the area of operation behind the each milk
plant for capacity flooding.

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ORGANIZATION CHART

 The head of HDDFC limited is situated at Chandigarh which controls

the functioning of all five milk plants and chilling centers. Managing
Director is the head of the institution in the top executive position. The
business of plant is managed by General Manager. General Manager of
all milk five plants come under the control of Managing Director.

 General Manager takes care of the entire milk functional departments at

the plants except the milk procurement department, which is directly
controlled by head office through district milk unions.

2.6 ENERGY CONSERVATION ACHIEVEMENTS

 From the year 2005-2006, the Sirsa District Cooperative Milk Producers
Union Limited, Milk Plant, Sirsa has implemented six energy saving
projects by which energy worth Rs.25.58 lakes can be saved with
investment cost of Rs.17.20 lakes.

 This has resulted in 31.5%reduction in specific thermal energy

consumption and 43.90% reduction in specific electrical energy
consumption.

ENERGY SAVING PROJECTS IMPLEMENTED IN THE LAST

TWO YEARS ARE

 Substitution of furnace oil with Pet Cock or Rice Husk for energy cost
reduction.

 Installation of new Plate Heat Exchanger for refrigeration.

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  Replacement of existing boiler feed water pump with the energy
efficient feed water pump.

 Reduction of energy bill by proper maintaining Power Factor.

 Purchase of new mechanical type energy efficient prepack machine.

 Monitoring of excess air for the boiler with the help of flue gas
analyzer.

VITA PRODUCTS

The key products of this plant are ghee, lassi, paneer, table butter, skim milk
powder, dahi, kaju pinni.

These products are with brand name “VITA”.

Quality of ghee is Agmark “Special Grade”.

Quality of skim milk powder is “Extra Grade”.

MILK VARIETY

 Full Cream Milk

Fat – 6%

SNF-9%

 Double Toned Milk

Fat-1.5%

SNF- 9.0%

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  Standardized Milk

Fat- 4.5%

SNF- 8.5%

ABOUT MILK

INTRODUCTION TO MILK

People enjoy drinking milk in its natural form and also use it to make a
wide range of food products, including cream, butter, yogurt, cheese and ice
cream. Most milk is composed of 80 to90 % of water .The remaining 10%
consist of an abundance of the major nutrients needed by the body for good
health, including fats, carbohydrates, protein, minerals, and vitamins.
Cow milk typically contains about 3.5 to 5% fat, which is dispersed
throughout the milk in globules. In addition to providing milk’s characteristic
taste and texture, fat supplies vitamin A, D, E and K, as well as certain fatty
acid that the body cannot produce its own. Lactose, a kind of sugar found only
in milk, gives milk its sweet taste. Making up about 5 % of milk’s content,
lactose is a carbohydrate that is broken down by the body to supply energy.
Infants digest lactose easily, but many adults, especially those of Asian and
African ancestry, have lost some of their ability to digest this sugar. When
these adults drink milk, they often suffer gastric distress and diarrhea.
The most common protein is casein, accounting for 80% of milk
protein. Casein is a complete protein, meaning that it contain all of the
essential amino acid, which the body cannot manufacture of its own. Casein
molecule and its globules of fat deflect light rays passing through milk, giving
milk its opaque appearance. Other proteins present in milk include albumin
and globulin.
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 Milk contain many minerals, the most abundant of which are calcium
and phosphorus, as well as smaller amounts of potassium, sodium, sulphur,
aluminum, copper iodine, manganese, and zinc. Milk is perhaps the best
dietary source of calcium. One liter of milk supplies as much calcium as 21
eggs, 12kg of lean beef, or 2.2 kg of whole wheat bread. Milk is an excellent
source of vitamin A and B2 (Riboflavin). All other vitamins are present also,
but in lower doses. Vitamin D is typically added to the commercially sold
milk. Vitamin A, which is found in the globules of fat, is removed when fat is
skimmed away to make low fat or skim milk. Generally, vitamin A is replaced
during the production of commercially sold low fat milk.

INTRODUCTION OF H.D.D.CF
The State Government entrusted dairy development programme to an
autonomous body namely “Haryana Dairy Cooperation” which started
functioning from the year 1970. This cooperation continued to work as such
till 31st March 1977. The function of this corporation was taken over by
Haryana Dairy Development Cooperative Federation i.e. 1 st April, 1977. It
was planned to establish a three- tier cooperative structure on Aanand Pattern
for dairy development in Haryana. In the process, participant of milk
producers is assured in the management and working Dairy Cooperatives .At
present there are five Unions Ambala, kurukshetra- Karnal at Kurukshetra,
Hissar- Jind at Jind , Rohtak –Gurgaon at Rohtak and Sirsa. There are seven
Milk Plants at Ambala , Ballabhgerh, Bhiweani, Jind, Hissar, and Sirs.
Haryana is well known for its highly productive milk cattle particularly
the murrah buffalos and Haryana cows. The economy of the state is
predominated based on agriculture, which comprises of smallholding. More
than 75% of the cultivators are having land holding of less than 5 acres. As a

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subsidiary occupation they rear and breed cattle. The milk production was
estimated to around 68 lacks per days during 1986-87. The essence of various
programmers launches in the state had been to add the Aanand Pattern of
Milk Competitive to Haryana.

ANAND PATTERN
In this pattern all the function of dairying milk procurement, the Milk
Producer themselves control processing and marketing. The supply of inputs
relating to milk production , facilities relation to cattle development and
anima , husbandry , Dairying Cooperative on Anand Pattern in Haryana is a
three –tier cooperative structure consisting of primary milk producers,
Cooperative societies at the village , milk producer’s cooperative Union at
the district level and the state, milk federation And apex body for the entire
state.
PRIMARY MILK SOCIETIES
There is organized one society for one village provided at least 40 milk
producer willing to sell at least 50 kg of milk per day. The objective of such a
society is to promote the economics of its members by improving the quality
and increasing quality of milk production. A milk producer o of the age of 18
or more and a resident of that village willing to pay admission fee Rs one and
purchase a share of Rs. 101 is eligible for membership of a primary milk
society. Such a member can only exercise his voting right if he is not deflator
to the society and has supplied at least 200 liter of milk during the previous
cooperative year. This society procures milk from its members and supplies
the same to the milk union.

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DISTRICT MILK PRODUCER COOPERATIVE UNION
A district cooperative milk producer union is in the level tier in the three
–tier dairy cooperative structure. These unions organize new primary societies.
A society much holds one share or Rs 100 of the union. Each member of
society had one vote irrespective of the number of shares. The primary
society’s purchase milk from producer and supply it to the milk unions. The
Unions either processes their milk at their owe level or it passed on to milk
plants of the federation for further processing. These Union carry out
important function relation to procurement, processing and marketing milk,
supply of technical input organization of new primary milk society and
supervision over the existing society.

DAIRY FEDERATION
The Haryana dairy development cooperative federation limited is the
state level apex body establishment to promote the economic interest of milk
producer of Haryana state particularly those belonging to weaker section of
village community by purchasing of milk & milk products and marketing
thereof itself on through milk union.
The membership of federation is open into all milk union and
government. Each member has to pay an admission fee Rs. 100/- at the time of
admission and to purchase at least one share of Rs. 100/-.
QUALITY ASSAANCE PROGRAMME
Quality Assurance Programmer (QAP) which is a part nad parcel of
Dairy Plant Improvement Programme ( DPIP) was taken up in Milk Union
with the Technical guidance from ( NDDB). The main objective of the
programme is to improve efficiency of plants coupled with loss management
the general hygienic and housekeeping slandered and above all to enhance the

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profitability and financial viability of the Milk Plants to enable milk producer
to get better price for their produce.
SIRSA COOPPERATIVE MILK UNION
From ancient times, Haryana is known as home of milk as a famous
saying tell us “Deshon mein desh Haryana Jit dooth dahi ka kahana” cattle of
Haryana are word famous for thir high yielding capacity for instance Haryana
cows and murrah buffaloes are among the best yielder of milk in the country
Sirsa District Cooperative milk Producer union Ltd Sirsa a cooperative
organization is situated at a distance of 5 km from the city near village Begu.
This organization registered 11.01.1978 vides Registration No. 711 getting
affiliation with The Haryana Dairy Development Cooperative Federation Ltd,
Panchkula. This Plant has also got registration from Govt. of India with
Registration No. 90/R-MMPO/93 Dated 22.09.1993. Quality of Ghee has
been approved as special Grade by Ag-Mark.
Milk Powder approved as Extra Grade ( Part II), IS-13334(Part
II) A Plant of capacity of One Lac liter per day was commissioned by the
NDDB with the Financial Assistance of World Bank with an estimated
expenditure of worth Rs. Six Crore . The Plant was taken over from NDDB in
the year 1996 and till than production of milk , Ghee and Milk Powder is
continued and every year plant has manufacture more products than the
previous years.
Keeping in view the maintenance of quality as per the WTO
standards , organization has started has 10 chilling centers at Odhan, Jiwan
Nagar , Rori, Malekan, Nathusari Chopta , Goriwala , Patlidabar, Kalnwali,
Arjunser, Vijay Nagar , Shawa, Hanumangarh , Nohar , Rawatser, Rai singh
Nagar , Suratgarh, ( Rajasthan)

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 At present Origination having 4000, societies including 525 registered
societies. The milk is being procures from 900 societies which are organized on “
Aanand Pattren “. The key aims of the organization is to purchase surplus milk
from the remotest villages at the most reformative price directly at their door steps
. This eliminates the middle man and its exploitation thus improving the socio
economic status of farmers. Besides this, Union is helping farmers by providing
them good quality cattle feed fodder seed ghee and A.I and input facilities etc.
THE SIRSA DISTT COOP. MILK PRODUCER UNION LTD, is helping in lot
improving the socio economic status farmer in sirsa district. In the following ways.
Milk plant Sirsa is handled by Sirsa THE SIRSA DISTT COOP. MILK
PRODUCER UNION LTD, Sirsa. Milk is collected from the villages through dock
are used for entry of milk from trucks & tankers. A sample is taken from each
container from testing & sample giving positive test rejected & left of the milk is
put into tub. From which through pipes milk goes for the further processing
payment is made to milk produced by waiting & measuring fat %age. After
reception to two types of test are done to judge the quality of milk.
Plate farm Test/ Organoletic Test
a) Composition of Milk :

Contents Percentage
Fat 3.75
Water 87.34
Albumin -0.40
Casein 3.00
Lactose 4.70
Ash 0.75
Other 0.06

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District Milk Producers
The primary Milk societies (PMS) functioning are the village level join to
form a milk Union for the caring out such activities which are conducive and
essential for the socio- economic development of milk producer , by pouring and
processing of milk and marketing of milk products. The Board of Directors
Comprising 9 members elected out of the Chairman of affiliates Primary milk
Societies run the day – to – day administration through Chief Executive officer.
These Union either process milk at their own level or pass the same to the milk
Plants of other milk unions for processing. They also organize new primary Milk
societies at the village level. A brief matrix of the Milk Union is as follow:-
Sr. No Name of the Union Date of Registration
1 Ambala 10.03.1973
2 Rohtak 12.03.1991
3 Jind 01.07.1991
4 Kurukshetra 05.07.1991
5 Sirsa 10.01.1978

The essence of various programmes launched in the State has been to adopt
the Anand Pattern of Milk Co- Operative Under this system, all the functions of
dairying like milk procurement, processing and marketing are controlled by the
milk Producer themselves. It has three tier system comprising milk producers
Societies at the village level , Milk Producer Coop. Union at the district level and
the state Milk Federation as an apex body at the state level.
The Haryana Dairy Development Dairy Federation Ltd registered under
Haryana Co- operative Societies act came into existence on April with the
primary aim to promote economic interest of the milk producer of Haryana
Particularly those belonging to weaker section of the village community by
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procuring and processing milk into milk products and marketing thereof by itself
of through is union. In furtherance of the above object, the federation undertake a
number of activities such as establishment of milk plants, marketing of VITA
BRAND. Milk products of the milk union. Its turnover during 2008-09 was to the
tune P.F. Rs.355.00corers. It also extended technical guidance to the union in all
sphere of personal, technical, marketing and financial management as well as
makes them quality conscious, through use of modern method of libratory testing
of various, products
QUALITY – VITA the HALLMARK OF Quality
As part of stringent quality measure, milk required for processing Vita
products is procured from Dairy Cooperative Societies only. It is ensured that the
milk is transported to chilling centers and plants in cleans and sterilized milk cans
as quickly as possible. All quality measure as per standard of bureau of Indian
Standard/ AG Mark are being applied before the products are marketed. Well
equipped laboratories are functioning in the chilling centers and milk plants to
maintain ideal qualities standards.
1. MILK PAYMENT:-
The Sirsa District Coop. Milk Producer Union Ltd has disbursed Rs.
27..27 corers in the year 2005-2006 to the farmer on account of purchase of milk.
The Milk payment is made after every ten days. This helps farmers to meet out
their day to day expenditure. There are about 26500 families which are attached to
this primary Milk Producer Coop. Societies of District Sirsa.
2. REMUNERATIVE PRICE
The Sirsa District Milk Producer Union Ltd Sirsa is purchasing milk at
remunerative price at the steps a of the farmers. This eliminates the exploitation
of farmer by the vendor who otherwise purchase at very low price from village. In

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this year 2005-2006 maximum milk price paid to farmer i.e Rs. 195/- per kg fat
19.50 per liter for 10% fat of milk which is ever highest.
3. EMPLOYMENT
A primary Milk producer cooperative Societies keep on person to two person &
more depending upon the work load to look after day to day work of the societies.
Personally we are having about 4000 societies. This includes 150 no. of women as
secretaries. The person employed are paid monthly wages from Rs. 5000 to
10000/- per month. In some of the villages where union is extending its activities ,
unemployed persons are going for dairy profession to increase their family
income by producing more milk in addition to agriculture income Varying from
Rs.6000 to 10000/- per month. Milk Union Sirsa is also providing business to the
transporters who lift the milk from these Milk Producer Cooperatives Societies .
In flush season milk union sirsa procures above to lack liters avg per day. Milk by
engages 150 private vehicles on which 2 or 3 persons are engaged on each vehicle
for bringing milk from villages to plant.
To process and handling of milk & milk products with avg 85 no. of regular staff.
A part from this labor is engaged on contract as per requirement to various
functioned like packing of ghee , powder , milk sanitation & securities etc. is
engaged on contract as per requirement to various functioned like pecking of ghee,
powder , milk sanitation & securities etc.
4. BONUS TO FARMERS MEMBER:-
The Milk Producers Cooperatives Societies ear and gross profit of 8 to 9 % in the
trading of milk & milk products, out of which the salaries to paid to the person
implied at the society for milk collection & testing . The surplus funds are retained
in the society and distributed to the farmer as bonus every year depending upon
milk supplied by each producer. Surplus fund are retained in the society for cattle
development, education and other needs of the villages that is supplies of
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medicines ,vaccine during spread of diseases and feeling of ponds during water
shortage. Her it is added that all most all the societies are in net profits.
OPERATION FLOOD
The state government entrusted dairy development programmed to an autonomous
body namely “Haryana Dairy Development Cooperative” which starred
functioning from the year 1970 . this organization is continuous to work as such
till 31 march 1977. The function of this cooperation is under taken over by
H.D.D.C.F w.e.f. 1 April 1977. It was plant to establish a three tier cooperative
structure on Anand Pattern for dairy Development in Haryana.
There are manly three development phases , which are undertake to name
operation flood.
Operation Flood-1st
Dairy Development Program under operation flood-1 was implement in
Rohtak and Gurgaon milk shed areas w.e.f.1st July,1977 with financial assistance
from else while Indian Dairy Cooperation. The total outlay in this program was
32285 lacks.
The main operation in this program was to encourage the families that they
joined primary milk societies.
In this programme a feeder- balancing dairy of 1,00,000 LPD capacity with
a 5 MT , powder plant was establish Rohtak . A bull mother farm was establish in
Bhiwani during 1973.

Operation Flood-2nd
This programme was launched in the state 1982 September undertaken by
HDDCF directly.

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 With a view adopt three tier structure of the cooperative the federation
decided to transfer the procurement and inspect activities to the milk Union in a
phased manner w.re.f. 11 Nov. 1982.
Under this programme new milk chilling center were established at
Jagahdhri Kurukshetra , Karnal, Kaithal, and Goriwala.
Operation Flood-3nd
Operational Flood 2nd programmed has since ended on 30 th September 1987
with a view recognize and revitalize the Dairy development in the state . Anand
pattern under operation 3rd state plan has since been prepared and send to NDDB
(National Dairy Development Board) in this financial outlays was Rs. 30 corers’
which invested by NDDB in
 Processing & Chilling Facilities
 Technical & Inspect Programme
 Marketing
 Sport to Primary milk Societies
In this way three operational programme are made for the development of
Dairy.
VALUES
 Customer Orientation
 Commitment to produces
 Integrity
 Cooperative
 Excellence
 Leadership
 Quality
 Innovation
 Growth Orientation new Product
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  Belongingness
 Pride in Organization
 Implies, satisfaction.

MISSION STATEMENT:-
We at Vita our endeavor to satisfy the taste and new rational requirement of
the customer of the India through excellence in market by our committed team
through networking . We are committed to offering quality product that provides
best value for money.
KEY THRUST

 Explain marketing of existing product

 Identify & Marketing new product
 Building Capability of Marketing of Fresh Product.
 Attract & Retain Quality Manpower
 Integration Cooperative with cowmen Branding

Season in dairy industries

There are two important seasons in dairy industry:

 Plush Season

 Lean Season

PLUSH SEASON:-

This Season extends from September – March & has Milk in abundance is

more than requirement . In Plush Season, excess milk is processed in the form of

26
butter. This is the content of the milk. The remaining SNF of the milk is stored in

the form of powder mostly.

LEAN SEASON:-

It extends from April- August. In this season, there is shortage of milk. It is

less than requirement.

TYPE OF MILK PRODUCTS & RANGE:-

Product Range:-

 Full Cream Milk

 Double Toned milk

 Skimmed Milk Powder

 Standard Milk

 Table Butter

 Ghee

 Paneer

 Jal-Jeera

 Mango Drink

 Milk Cake

 Kaju Pinni

 Salted Lassi

 Sweet Lassi

27
 SFM(Sterilized Flavoured Milk )

DIFFERENT TYPES OF VITA PRODUCTS

Vita Dahi Vita Butter

28
STD Vita Milk Vita Drink & SFM

Vita Lassi DTM VitaMilk

Vita SFM Vita Butter

29
DIFFERENT TYPES OF VITA PACKING

1 LTR TIN

2 LTR TIN

5 LTR TIN
30
VITA MILK

PRICE OF VITA MILK

TYPES PRICE

D.T.M Rs.28/-

(Double Toned Milk)

S.T.D Rs.32/-

(Standard Milk)

F.C.M Rs.38/-

(Full Cream Milk)

31
GHEE:-

Ghee is classified Butter Oil which is the most important indigenous

products of India. About of the 33% of the total Milk Production In India

converted into Ghee.

VITA GHEE -

PRICE OF GHEE

TYPES PRICE

POLY PACK Rs.300/-

Mono Pack Rs.311/-

Mono Pack (Cow) Rs.325/-

Tin 1 Ltr Rs.305/-

Tin 2 Ltr Rs.610/-

32
 Tin 5 Ltr Rs.1500/-

Tin 15 Ltr Rs. 4490/-

Tin 15 Ltr (Cow) Rs. 4630/-

DIFFERENT TYPES OF VITA GHEE PACKING:

In Vita Ghee like Poly Pack, Mono Pack, 1 liter Tin, 2 Liter Tin, 5 Liter Tin,

15 Liter Tin. “Milk Plant Sirsa is manufactured of Pure Cow Ghee made from

Cow Milk”. The Ghee pack is available @ Rs. 311/- per Liter in Mono Pack & Rs.

4490/- in 15 Liter Tin.

PANEER:-

It is an important indigenous product. It is used as base for preparation of

numbers of dishes. Intact it is permanently acid coagulant and it is extensively

used as ingredient for cooking with vegetables the best quality product is made

from Milk of 6.10% contents. It is prepared by the combined action of acid

coagulation & heat treat. As per PFA (Prevention of Good Adulteration) standard.

Paneer is required to have a minimum of 50% FAT on dry matter basis. This can

be met by using milk containing 6.10% FAT. It is claimed that good quality of

Paneer can be made from buffalos milk. Containing more than 6% FAT.

33
 VITA TABLE BUTTER

PRICE OF TABLE BUTTER

TYPES PRICE

500 gm Rs. 289/-

100 gm Rs. 295/-

34
VITA DAHI

PRICE OF DAHI

TYPES PRICE

DAHI 200ml Rs. 12/-

35
VITA LASSI

PRICE OF LASSI

TYPES PRICE

Lassi(salted) 200ml Rs.5/-

Lassi (Salted)500ml Rs.11/-

36
OVER VIEW OF COMPITITIORS

The main competitors of Vita is as under:-

Milk Time
Amul
Verka
Paras
Ram Gopal
Saras
Mukand
STRENTHS OF COMPITITORS

PACKINGS:-

In Milks segment the packing of milk pouches is too better than “ Vita Milk”

Crates of Milk Time & Amul is more attractive .

Packing of SNR (Tetra Pack) of Verka & Milk Time is more attractive

SUPPLY & DISTRIBUTION:-

Milk Time & Verka is having its Milk Bar & various places.

Saras provide regular supply of Butter & Paneer to the Retailers.

PRODUCTS LINE

The product Line of Milk Time & Verka is diversified than Vita.

Verka is having more depth in products which supplies Doda, Son – Papri &

Ice- Cream.

RATES

37
 Rates of other brand like, Verka , Saras & Milk Time is cheaper than Vita

From all the price structure of the Vita is good. They may good price

structure.

PRESENT POSITION OF MILK PLANT:-

At present time Vita Milk Plant has more goodwill. They are the price leader,

if they make mistake the change in price than other make change in their

price.

In Sirsa , Jind , Rohtak , Ambala & Ballabhgarh different milk Prices are

Full Cream Milk Rs. 38 per Ltr

Standard Milk Rs. 32 per Ltr

Double Toned Milk Rs. 28 per Ltr

& retailer commission is 95 paisa per liter. Distributor commission is 15 paisa per

ltr + Transportation Charges. The Transportation Charges are as

City Transportation Charges

Sirsa 28 Paise per Ltr

Ganganagar 76 paise per Ltr

Hissar 59 paise per Ltr

Hansi 37 paise per Ltr.

38
 "Milk" The very word is comforting. "How about a nice cup of hot milk?"

The last time you heard that question; it was from someone who cared for you. In

fact, the entire matter of food, especially milk, is surrounded with a great deal of

emotional and cultural conditioning. More so in India because we revere Lord

Krishna who was a cow herd in his childhood.

"People grew up with the ayurvedic wisdom that milk and milk products are

essential, not only as nutrients but also because they have medicinal value," says

Noida-based ayurveda researcher Dr Vinod Verma. "For instance, eye infections

could be cured with human milk. When fatigued, there was nothing like a glass of

fresh hot milk. Mixed with sugar and a pinch of saffron, it did wonders for your

sexual health. Raw milk made for a good vaginal douche."

Milk is our very first food. In infancy, it is a link of love with our mother,

and our only way to survival. As we grow up, mother's milk is replaced by cows,

buffalo's, or even goat's milk. We Indians are a nation of milk drinkers. Nearly all

of us—infants, children, adults and the aged—drink milk. We consume several

hundred gallons a year, and add to that milk product, such as cheese, butter, curd,

khoya and sweets.

So, can there be anything wrong with milk?

39
 We constantly hear messages that assure us: "Milk is good for you." Our

dietitians insist: "You've got to have milk, or where will you get your calcium

from?" Nutritionists have also been harping for years that dairy products are an

'essential food group'. "And why not?" asks DR R.C. Bhasin, cardio-respiratory

consultant at Sir Ganga Ram Hospital in Delhi, India. "Milk is nutritious and

affordable. It remains drinkable for a long time, if refrigerated. Its nutritional value

remains unchanged." DR Verma insists she consumes a liter of milk every day. But

she's quick to add: "This is not the milk from plastic bags nor is it homogenized in

any way. I get it directly from the dairy farmers."

What's the scare all about? "If cows or other milk cattle are injected with

antibiotics or thirst-promoting chemicals to increase their milk produce, or they are

fed on greens grown with artificial fertilizers and pesticides, obviously we are

consuming these poisons with the milk," reasons DR Verma. "Milk preservation

techniques play their own role and in the end, what we get is a harmful white

liquid."

Not just cattle, that's true in the case of lactating women too. DR Verma says

that ayurveda has specific instructions for the nursing mother to alter her diet if her

baby develops any ailment. "Ayurveda treats the baby through her mother's milk. If

the mother eats too much ginger, garlic, chilies or other pita (heat) promoting stuff,

40
the baby will fall sick due to imbalance. To create equilibrium, we prescribe foods

for the mother that have a cooling effect, like rice, fennel, coriander and bitter-

tasting vegetables," she says.

Sunita Pant Bansal, a Delhi-based nutritionist and publisher, contends that

many avoid milk believing it to be high in calories. "This needn't be so," she says.

"Cow's milk contains half as much fat as buffalo's, and if you are scared of putting

on the pounds, all you have to do is skim off the malai (milk crust) and you have a

low calorie nutritious drink!"

Sunita informs that the average protein content of milk is about 4 per cent,

yet it boasts of all vitamins, except vitamin C, in appreciable amounts. Milk is also

a good source of calcium and phosphorous required for growth and development of

bones.

The importance of milk as an article of diet has been realized by all, it being

nature's perfect food containing all essential nutritive constituents. Osho said

something similar three decades ago. "The milk you are drinking has not been

produced for you. You drink cow's milk… it's for calves. After a certain age, no

animal drinks milk, with the exception of man. To drink a little in tea, coffee is

okay, but don't become a milk dieter."

41
 Agrees eminent pediatrician DR Anupam Sibal of Delhi's Indraprastha

Apollo Hospital: "Though I don't go by such rigid rules myself, it's true that after a

certain age when a child can eat solid food, he doesn't need milk." He adds that

many parents complain that their children hate milk even though they are

otherwise eating normally. "It's well-established in the medical world that milk's

got the goodies. Personally, too, I don't feel milk is bad, but if your child is getting

all the nutrients from foods other than milk, it's all right," he says.

Agrees Sunita: "Milk is not indispensable. Once the child can eat other

foodstuffs, milk ceases to be a priority. Individual milk nutrients can be obtained

from other dietary sources. You can get your proteins from lentils, and your

vitamins and minerals from fruit and vegetables,"

The problem of hygienic production of milk is a very complex on in India as

here general public, milk is open of milking to time of it reaching to customers.

42
Production and Quality Control of Milk

Milk:
Milk may be defined as the whole, fresh, clean lacteal secretion obtained
from complete milking of healthy milk animals, excluding that obtained within 15
days before or after 5 days after calving or much periods as may be necessary to
render the milk practically colostrums free and containing the minimum the
prescribed percentage of milk fatty and milk solids-non fats.
Properties: -
Sweet in taste, specific gravity 1.032 boiling point 101°C, freezing
point 0.5°C, viscous than water.
Milk Plant Rohtak, Ballabhgarh, Ambala and Jind have obtained ISO-9002
and IS-15000 certificates. Remaining plants would also obtain ISO-9002 shortly.
Each plant has taken steps for implementing Hazard Analysis and Critical Control
Points (HACCP).

43
 CHAPTER-2
INTRODUCTION TO THE TOPIC

44
 CHAPTER-2
INTRODUCTION TO THE TOPIC

The human resources are the most important assets of an organization. The success
or failure of an organization is largely dependent on the calibre of the people
working therein. Without positive and creative contributions from people,
organizations cannot progress and prosper. In order to achieve the goals or the
activities of an organization, therefore, they need to recruit people with requisite
skills, qualifications and experience. While doing so, they have to keep the present
as well as the future requirements of the organization in mind. Recruitment is
distinct from Employment and Selection. Once the required number and kind of
human resources are determined, the management has to find the places where the
required human resources are/will be available and also find the means of
attracting them towards the organization before selecting suitable candidates for
jobs. All this process is generally known as recruitment. Recruitment is however
not just a simple selection process but also requires management decision making
and extensive planning to employ the most suitable manpower. Competition
among business organisations for recruiting the best potential has increased focus
on innovation, and management decision making and the selectors aim to recruit
only the best candidates who would suit the corporate culture, ethics and climate
specific to the organisation.
Human Resource Management theories focus on methods of recruitment and
selection and highlight the advantages of interviews, general assessment and
psychometric testing as employee selection processes. The recruitment process
could be internal or external or could also be online and involves the stages of

45
recruitment policies, advertising, job description, job application process,
interviews, assessment, decision making, legislation selection and training
(Korsten 2003, Jones et al, 2006). Examples of recruitment policies within
healthcare sector and business or industrial sectors could provide insights on how
recruitment policies are set and managerial objectives are defined. Successful
recruitment methods include a thorough analysis of the job and the labour market
conditions and interviews as well as psychometric tests to determine the
potentialities of applicants. Small and medium sized enterprises (SMEs) also focus
on interviews and assessment with emphasis on job analysis, emotional
intelligence in new or inexperienced applicants and corporate social responsibility
(CSR). Other techniques of selection that have been described include various
types of interviews, in tray exercise, role play, group activity, etc.
Recruitment is almost central to any management process and failure in
recruitment can create difficulties for any company including an adverse effect on
its profitability and inappropriate levels of staffing or skills. Inadequate recruitment
can lead to labour shortages, or problems in management decision making and the
recruitment process could itself be improved by following management theories.
The recruitment process could be improved in sophistication with Rodgers seven
point plan, Munro-Frasers five-fold grading system, psychological tests, personal
interviews, etc. Recommendations for specific and differentiated selection systems
for different professions and specializations have been given. A new national
selection system for psychiatrists, anaesthetists and dental surgeons has been
proposed within the UK health sector.
Recruitment is however not just a simple selection process and requires
management decision making and extensive planning to employ the most suitable
manpower. Competition among business organizations for recruiting the best
potential has increased focus on innovation, and management decision making and
46
the selectors aim to recruit only the best candidates who would suit the corporate
culture, ethics and climate specific to the organization (Terpstra, 1994). This would
mean that the management would specifically look for potential candidates capable
of team work as being a team player would be crucial in any junior management
position. Human Management resource approaches within any business
organization are focused on meeting corporate objectives and realization of
strategic plans through training of personnel to ultimately improve company
performance and profits (Korsten, 2003). The process of recruitment does not
however end with application and selection of the right people but involves
maintaining and retaining the employees chosen. Despite a well drawn plan on
recruitment and selection and involvement of qualified management team,
recruitment processes followed by companies can face significant obstacles in
implementation. Theories of HRM may provide insights on the best approaches to
recruitment although companies will have to use their in house management skills
to apply generic theories within specific organizational contexts.
The process of recruitment does not however end with application and selection of
the right people but involves maintaining and retaining the employees chosen.
Despite a well drawn plan on recruitment and selection and involvement of
qualified management team, recruitment processes followed by companies can
face significant obstacles in implementation. Theories of HRM may provide
insights on the best approaches to recruitment although companies will have to use
their in house management skills to apply generic theories within specific
organizational contexts.
 Strength is defined as any internal asset, technology, motivation, finance,
business links, etc that can help to exploit opportunities and to fight off threats.
 Weakness is an internal condition which hampers the competitive position or
exploitation of opportunities.
47
 Opportunity is any external circumstance or characteristic which favours the
demand of the system or where the system is enjoying a competitive
advantage.
 Threat is a challenge of an unfavourable trend or of any external circumstance
which will unfavourably influence the position of the system.
Strength
 Employment and training opportunities in the field of construction
Private sector housing boom and commercial building demands
 Construction of the multi building projects on the feasible locations in the
country.
 Good structured national network facilitates the boom of construction
industry.
 Low cost well- educated and skilled labour force is now widely available
across the country.
 Sufficient availability of raw material and natural resources in the country
is supportive for the industry.
 Real estate development is on high and it is attracting the focus of the
industry towards construction.

Weakness

 Chances of Natural disadvantage are there.

 Distance between construction projects reduces business efficiency.
 Training itself has become a challenge.
 Changing skills requirements and an ageing workforce may accentuate
the skills gap.

48
  Improve in long-term career prospects is highly required to encourage
staff retention and new entrants.
 External allocation of large contracts becomes difficult.
 Lack of clearly define processes and procedures for construction and its
management.
 Huge amount of money need to be invested in this industry and
inefficiency may lead to high level of risk.

Opportunities

 Continuous private sector housing boom will create more construction

opportunities.
 Public sector projects through Public Private Partnerships will bring
further opportunities.
 Developing supply chain through involvement in large projects is likely
to enhance the chances in construction.
 Renewable energy projects will offer opportunities to develop skills and
capacity in new markets.
 More flexible training delivery techniques are now available.
 Financial supports like loan and insurance and growth in income of
people is in support of construction industry.
 Historical cultural heritages like the TAZ MAHAL encourage and
provide a creative platform for the industry.
 Remote areas in the country are easily accessible and plenty of land is
available in the country.

Threats

49
  Long term market instability and uncertainty may damage the opportunities
and prevent the expansion of training and development facilities.
 Current economic situation may have an adverse impact on construction
industry.
 Political and security conditions in the region and Late legislative
enforcement measures are always threats to any industry in India.
 Infrastructure safety is a challenging task in construction industry.
 Lack of political willingness and support on promoting new strategies
 Natural abnormal casualties such as earth quake and floods are uncertain and
can prevent the construction boom.
 Inefficient accessibility in planning and concerning the infrastructure and
signs.
 Competitors are emerging in the industry by leaps and bounds.

RECRUITMENT & SELECTION

RECRUITMENT
“The art of choosing men is not nearly as difficult as the art of enabling those one
has chosen to attain their full worth”.

In simple words recruitment can be defined as a ‘linking function’-joining

together those with jobs to fill and those seeking jobs.

Definition:-
Edwin B. Flippo defined recruitment as “the process of searching for prospective
employees and stimulating them to apply for jobs in the organization.”
Recruitment is the process of recruiting potential personnel to fill up the existing
requirement of the organization. It is the process of discovering potential
applicants for actual or anticipated job vacancies. Recruitment involves
50
encouraging individuals with the needed skills to make applications for
employment with the firm.
Objective:-
The main objective of recruitment is to increase the number of applications for the
job available in the organization, to select the best applicant who is the best fitted
to the job.
Need for recruitment:-
It makes possible to choose the right person in the right time at the right place. It
also makes it possible to acquire the number and type of people necessary to
ensure the continued operation of the organization.
 Planned needs: - Such needs arise from changes in the organization
policies.

 Anticipated needs: - It refers to those movements in personnel which an

organization can predict by studying trends in internal or external need.

 Unexpected needs: - Such need arises due to illness, death and resignation.

Recruitment follows HR planning and goes hand in hand with selection process by
which organizations evaluate the suitability of candidates. With successful
recruiting to create a sizeable pool of candidates, even the most accurate selection
system is of little use.
Recruiting begins when a vacancy occurs and the recruiter receives authorization
to fill it. The next step is careful examination of the job and enumeration of skills,
abilities and experience needed to perform the job successfully. Other steps follow:
 Creating an applicant pool using internal or external methods

 Evaluate candidates via selection

51
  Convince the candidate

 And finally make an offer

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job

candidates. Specifically, the purposes and needs are:

 Determine the present and future requirements of the organization in

conjunction with its personnel-planning and job-analysis activities.

 Increase the pool of job candidates at minimum cost.

 Begin identifying and preparing potential job applicants who will be

appropriate candidates.

 Induct outsiders with a new perspective to lead the company.

 Infuse fresh blood at all levels of the organization.

 Develop an organizational culture that attracts competent people to the

company.

 Search for talent globally and not just within the company.

Scope: To define the process and flow of activities while recruiting, selecting and
appointing personnel on the permanent rolls of an organization.
Authorization:
S.No. Authorized Signatory
1 Head- Human resource
2 Managing director

52
Amendments and deviations:
Any amendments to and deviations from this policy can only be authorized by the
Head-human Resources and the Managing Director.
SELECTION

Selection is usually a series of hurdles or steps. Each one must be successfully

cleared before the applicant proceeds to the next one. The time and emphasis place
on each step will definitely vary from one organisation to another and indeed, from
job to job within the same organisation. The sequence of steps may also vary from
job to job and organisation to organisation. For example some organisations may
give more importance to testing while others give more emphasis to interviews and
reference checks. Similarly a single brief selection interview might be enough for
applicants for lower level positions, while applicants for managerial jobs might be
interviewed by a number of people.

Importance of Selection

The term selection denotes a choice of one or some form amongst many. The vital
importance of making the right selection of staff for any enterprise cannot be
overemphasized. While selecting employees it should be born in mind that they are
the greatest source of an organization. Building and money are always secondary.
The critical element is always the spirit team work and the skill of the
organization’s personnel.

Everything can be brought or reproduced except skilled and dedicated service.

Essentials of Selection Procedure

The selection produced adopted by an organization is mostly tailor made to meet

its particular needs.

53
The thoroughness of the procedure depends upon three factors:

First, the nature of selection, whether faulty or safe, because a faulty selection
affects not only the training period that may be needed, but also results in heavy
expenditure on the new employee and the loss that may be incurred by the
organization in case the job-occupant fails on his job.

Second, the policy of the company and the attitude of the management. As a
practice some companies usually hire more than the actual number needed with a
view to removing the unfit persons from the jobs.

Personnel Selection Best Practices:

Personnel selection practices (e.g., interviews, ability and personality tests)
continue to capture the most attention from staffing scholars. There are several
comprehensive reviews of selection practices, as well as discussions of research
and practical applications. Rather than review all this research, the present review
summarizes the major new developments.
Article 1: Pre-selection:
1. The selection of candidates for membership of the Scientific Committee of FRA
shall be advertised through a call for expressions of interest in accordance with the
present procedures. The call for expressions of interest shall be published in the
EU Official Journal (OJ), in relevant leading academic publications as well as the
Agency’s website. The closing deadline for submission of candidates’ expressions
of interest shall be fixed six weeks after the above mentioned publication.
2. The Director of the Agency shall prepare and organize the work for the pre-
selection of the members of the Scientific Committee. He or she shall chair a pre-
selection panel, composed of the Heads of Unit of the Agency and a person
appointed for the purpose by the Council of Europe. Two members of the FRA
Management Board may attend the pre-selection panel as observers.
54
3. The pre-selection panel shall verify the eligibility of the candidates, in
accordance with the eligibility requirements. Failure to comply with one of these
requirements will result in the exclusion of the concerned candidate from the next
steps of the selection process.
4. The pre-selection panel shall then assess each eligible candidate according to the
requirements for selection. It will draw up an ‘Individual Assessment Form’ for
each candidate which will include a short comment, highlighting the specific
values/shortcomings of the person.
5. The Director shall present the results of the pre-selection process to the FRA
Executive Board, including information on the candidates deemed ineligible.
Article 2: Selection:
1. The Executive Board shall assess all the candidates on the basis of the
established selection requirements.
2. In this assessment the Executive Board shall take into account:
• The work of the pre-selection panel;
• The need that the specialist fields of the members of the Scientific Committee
shall cover the most relevant scientific fields linked to fundamental rights, in
accordance with the mission and objectives of FRA;
• The need to ensure even geographical and gender balance.
3. The Executive Board shall submit to the Management Board a list of most
eligible candidates. This list should include more than eleven and fewer than
twenty-two names. This list will also include merit points and a conclusion
concerning the suitability as a member of the Scientific Committee for each
candidate.
4. The Chair of the Executive Board shall present the results of the selection
process to the Management Board, including a record of the candidates not
included in the lists mentioned above as well as on candidates deemed ineligible.
55
5. The Agency services shall provide technical and logistic support for the
selection process.

Article 3: Appointment:
1. On the basis of the list submitted by the Executive Board, the Agency’s
Management Board shall appoint the members of the Scientific Committee,
after having consulted the competent committee of the European Parliament.
The candidates not appointed shall be put on a reserve list.

2. Members will be appointed for a five-year term, which shall not be

renewable.

3. The reserve list shall be valid for the duration of the term of the appointed
Scientific Committee. In case of a vacancy, the Management Board shall
appoint a new member from the reserve list. The filling in of a vacancy shall
be for the rest of the duration of the term of the Scientific Committee.

56
 RECRUITMENT AND SELECTION PROCESS

The recruitment is the process of searching the candidates for employment and stimulating
them to apply for jobs in the organization WHEREAS selection involves the series of steps by
which the candidates are screened for choosing the most suitable persons for vacant posts.
The basic purpose of recruitments is to create a talent pool of candidates to enable the
selection of best candidates for the organization, by attracting more and more employees to apply
in the organization WHEREAS the basic purpose of selection process is to choose the right
candidate to fill the various positions in the organization.

RECRUITMENT AND SELECTION PROCESS

Recruitment process involves a systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and time. A general recruitment
process is as follows:
 Identify vacancy

 Prepare job description and person specification

 Advertising the vacancy

 Managing the response

 Short-listing

 Arrange interviews

 Conducting interview and decision making

57
Process cycle

58
 CHAPTER-3

RESEARCH METHODOLOGY

59
 CHAPTER-3

RESEARCH METHODOLOGY

INTRODUCTION:

Marketing Research is an systematic and objective study of the problem spertaining to the

marketing of the goods and services. It may be emphasized that it is not restricted to any

particular area of marketing, but is applied to all the phases and aspects.

OBJECTIVES OF THE STUDY:

Research was undertaken on the topic “RECRUITMENT AND SELECTION PROCESS IN

VITA in order to study the: -

1) Recruitment and selection process at VITA To assess the effectiveness and suggest

ways to improve it.

2) Also study the effect of recession on recruitment and selection process.

3) Strategies for successful recruitment process.

Also objective of doing research on this topic is study how the Organization is manning the

human resource of it and also study the constraint in of recruitment and selection process.

The main objective is to select-right candidates to the right jobs to reduce the cost of

employment and losses occurred due to errors made by the employees which are not appropriate

to the corresponding job.

60
SCOPE OF STUDY

This method is used to collect general information about the company like total number

of employees viz. agents, sales executive, management trainees, front line staff etc. Sales

executive provided this information. This information helped to know the basic knowledge about

the company before doing the actual research.

Limitations

 To fix an appointment especially with the corporate people was very tough and many

a time negative response was received.

 The numbers of respondents were limited because of time constraints & assignments.

 The respondents may give false information because sometimes some respondents

were not in full mood.

Only the domestic business organization is the focus of this study.

SAMPLE SIZE
Sample size 60 or as per project sampling requirement

Tool used

The data collected through the questionnaire were analyzed using simplest statistical tools and

spread sheets software namely Microsoft excel. Each of the different questions in the

questionnaires were analyzed individually and represented in the form of a pie-chart.

DATA COLLECTION
Primary sources of data

The primary data was collected from questionnaires distributed to the employees of. A well-

structured questionnaire was prepared and personal interaction with the recruiters also helps in

collecting information about the recruitment process in VITA .

61
MODE OF ANALYSIS

The instrument used for data collection was in the form of questionnaire. The questionnaire was

used as it facilitates the tabulation and analysis of the data to be collected. The data collected was

subjected to simple frequency distribution and percentage analysis.

Secondary source of data

Secondary data were obtained from the previous studies on similar topics which were published

in both national and international journal. Also the internet provided an insight about the VITA .

And some information is taken.

Questionnaire

Keeping in view the objective of the study, questionnaire was designed and tested on few

employees. The questionnaire includes multiple choice questions.

62
 CHAPTER-4
DATA ANALYSIS AND
INTERPRETATION

63
 CHAPTER-4
DATA ANALYSIS AND INTERPRETATION

1. Age Group

22

20-30
30-40
25 40-50
Above 50

25

Interpretation: From the above table shows that the respondents of the age groups of years

above 50 i.e. 22, the next group is 40-50 years i.e. 25, the remaining age groups are 30-40 and

20-30 years having 25 and 9 respectively.

64
2. Occupation

30
35
Pvt Employee
Business
Govt. Employee
Others

15

20

Interpretation: From the above table shows that the respondent of the occupations are mostly

private employee numbered 35, business people numbering 20, Government employees 15 and

other 30 people.

65
 What are the Source of recruitment in VITA ?

Table – 4.1

Other Sources 7%

Advertisement 44%

Internal Reference 49%

7%

Other Sources
49% Advertisement
Internal Reference
44%

Interpretation:

Most of the employees were recruited by the internal reference but it is also worth no table that
minimum employees were recruited through other methods. 49% of employees are selected from
internal reference. 44% of employees are selected from advertisement. 7% of employees are
selected from other source.

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 Employees that are satisfied by the recruitment process by which they are selected?

Table – 4.2

Satisfied by the Process 90%

Unsatisfied by the Process 10%

RECRUTMENT PROCESS

10%

SATISFIED BY THE
PROCESS
UNSATISFIED BY
90% THE PROCESS

Interpretation:

This question is somewhat tricky as it would find the satisfaction of the respondent through
following question .many of them did not want to show their dissatisfaction towards their
employer as they become parcel. 10% employees are unsatisfied from recruitment process by
which they are selected. 90% employees are satisfied from recruitment process by which they are
selected.

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  Are Colleagues very pleasant and helping or not in VITA ?

Table – 4.3

Colleagues are helping 93%

Colleagues are not helping 7%

7%

colleagues are helping

colleagues are not

helping
93%

Interpretation:

Most of the employees were in favour of this question that their superior and colleagues
are helping. Whereas 7% of employees were not in favour because of competition between them.
7% of colleagues are not helping in VITA . 93% of colleagues are helping in VITA .

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  The recruitment conducted at VITA is fair?

Table – 4.4

Yes 96%

No 4%

4%

YES
NO
96%

Interpretation:

Most of the employees were recruited through recruitment and selection process and it is
conducted fair by process. And other was not. 4% of employees are satisfied from recruitment
conducted at VITA . 96% of employees are not satisfied from recruitment conducted at VITA .

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  Whether employees like to put their relatives/friends for job in VITA ?

Table – 4.5

Yes 70%

No 27%

No Comment 3%

3%

27%
YES
NO
70%
NO COMMENT

Interpretation:

Job satisfaction and security is important for every employee. That’s why most of the employees
like to put their relative and friend for job. 70% of employees like to put their relative/friend in
VITA . 27% employees don’t like to put their relative/friend in VITA . 3% employees didn’t
answer.

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 Time duration given for the recruitment process is sufficient?

Table – 4.6

Yes 85%

No 15%

15%

YES
NO
85%

Interpretation:

85% of employee for the time duration recruitment process is sufficient 15% of employee for the
time duration recruitment process is not sufficient

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 How long will employee like to continue with this organization?

Table – 4.7

5-10 years 13%

10-15 years 24%

15-20 years 20%

Till Retirement 43%

13%
43% 5-10 years
24%
10-15 years
15-20 years
20% Till Retirement

Interpretation:

13% of employee’s employees like to continue with this organization for 5-10 years. 24%
of employee’s employees like to continue with this organization for 10-15 years. 20% of
employee’s employees like to continue with this organization for 15-20 years. 43% of
employee’s employees like to continue with this organization till retirement.

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 What Employees believe about their Job security in VITA ?

Table – 4.8

Yes 67%

No 30%

Can't say 3%

3%

30%
YES

67% NO
CAN'T SAY

Interpretation:

Maximum employees feel satisfied with job or feel secured about job. Whereas 30% were not
because of recession .their job can be taken any time. 67% of employees believe in their job in
VITA . 30% employees do not believe in their job in VITA . 3% employees didn’t say anything.

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 Whether employees are satisfied with their daily schedule?

Table – 4.9

Yes 83%

No 17%

17%

YES
NO
83%

Interpretation:

Employees feel satisfied by their daily schedule because they get enough intervals between to
take rest or to complete their personal work. 83% of employees are satisfied with their daily
schedule. 17% of employees are not satisfied with their daily schedule.

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 On quality of work life dimension of recruitment and selection effectiveness in VITA
recognition system is followed impartially or not ?

Table – 4.10

Favorable 85%

Not Favorable 15%

15%

FAVORABLE

85% NOT FAVORABLE

Interpretation:

85 % of employees are in favour. 15 % of employees are not in favour.

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After analyzing these questions which were responded by employees of VITA . interpret ate
following things:

 VITA uses internal references as a source of recruitment very much as it is cost

saving method. After that advertisement method is popular for recruitment process.
 Maximum employees of VITA are satisfied by the recruitment process by which
they are selected. Their Colleagues are also very pleasant and helping for them.
 The recruitment process conducted fare at VITA . Employees like to put their
relatives/friends for job in VITA & the Time duration given for the recruitment
process is sufficient
 Maximum no. of employees is like to continue VITA till retirement and many
employees feel their job security in the organization.
 On quality of work life dimension of recruitment and selection effectiveness, the
question was asked whether recognition system is followed impartially or not,
maximum of employees gave favourable response. That depicts that VITA is
continuously making an effort to not to just hire and fire the employees but hire and
develop.

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 CHAPTER-5
FINDINGS AND SUGGESTIONS

77
 CHAPTER-5
FINDINGS AND SUGGESTIONS

o The recruitment & selection process in VITA is done through internal job posting,

consultants, job portal (mailing), employee referral, and advertisements.

o The selection process in VITA is depends on the job profile of their requirement.

o If a firm has a poor image in the market, many of the prospective candidates may not

even apply for vacancies advertised by the firm. If the job is not attractive, qualified

people may not even apply. Any job that is viewed as boring, hazardous, anxiety

producing, low-paying, or lacking in promotion potential seldom will attract a qualified

pool of applicants. Recruiting efforts require money. Sometimes because of limited

resources, organizations may not like to carry on the recruiting efforts for long periods

of time, this can, ultimately, constrain a recruiter’s effort to attract the best person for the

job.

o From the study, it is found that majority of the employees prefer to post their resume in

companies website. So the company can have exclusive career link in its website to post

resume.

o Some of the employees said that the response given after recruitment is not satisfactory.

If the recruitment feedback mechanism is not effective, there is high-risk of loosing

good candidates to other companies. So they can give the response for candidates

immediately whether they are short listed or rejected.

Thus the recruitment process can be made effective by retaining the recruited candidate.

78
SUGGESTIONS

 This study inferred that most of the employers and employees are satisfied with the

present process.

 This study was helpful to study the sources of recruitment and selection techniques &

methods used.

 HR professional is having a big responsibility to hire a best person from the available

talent pool. At the same time, one needs to be cost conscious.

 The employer should judge on individual merits and set the same standards for all. In

the present scenario, “It is the biggest challenge for a HR manager to hunt for talent.

 Though consultancy has already owned a good reputation, but it always need some

type of publicity as heavily cost incurred while recruiting and selecting employees

through consultancy.

79
 BIBLIOGRAPHY

MAGAZINES
Business India
Business World
India Today Newspaper
Course Books of MBA
Human Resource Management by L M Prasad A2IT

TEXT BOOKS
 Human Resource Management, Eighth edition, Gary Dessler

 P. Subba Rao, ³Essentials of HUMAN RESOURCE AND MANAGEMENT

RELATIONS´, Himalaya Publications

 David A. Decenzo, ³PERSONNEL /HUMAN RESOURCE ANAGEMENT´

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 APPENDIX
QUESTIONNAIRE

1. From which source of recruitment employees come to know about the job?
Internal References Advertisement Other Sources

2. Whether employees are satisfied by the recruitment process by which they are selected or
not?
Satisfied by the process Unsatisfied by the process

3. Whether their colleagues are helping & pleasant with them?

Colleagues are helping Colleagues are not helping

4. Is the recruitment conducted fair at A2IT ?

YES NO

5. Whether employee like to put their relatives/friends for job in A2IT ?

YES NO CAN’T SAY

6. Is the Time duration given for the recruitment process is sufficient?

YES NO

7. How long will employee like to continue with this organization?

5-10 YEAR 10-15 YEAR 15-20 YEAR
TILL RETIREMENT

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8. What employee believes about their Job security in A2IT ?
YES NO

9. Whether employees are satisfied with their daily schedule?

YES NO

10. On quality of work life dimension of recruitment and selection effectiveness, the
question was asked whether recognition system is followed impartially or not ?

FAVORABLE NOT FAVOURABLE

82