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CHAPTER-I INTRODUCTION NEED SCOPE OBJECTIVES METHODOLOGYI

LIMITATION
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT INTRODUCTION: Human
resource management (HRM or just HR) is a capacity in associations intended to
augment representative execution in administrations of their manager's vital goals.
HR is principally worried about how individuals are overseen inside an association,
concentrating on arrangements and frameworks.
Human resource management (HRM) is the capacity inside an association that

centres on enlistment of, the board of, and giving coordinating to the individuals
who work in the association. HRM can likewise be performed by line
administrators. HRM is the authoritative capacity that manages issues identified
with individuals, for example, remuneration, recruiting, execution the board,
association improvement, security, wellbeing, benefits, worker inspiration,
correspondence, organization, and preparing.
Meaning OF HRM : "HR the executives is the arranging, sorting out, coordinating
and controlling to the acquisition, improvement, remuneration, mix, systems for
upkeeps, and generation of HR to that individual, hierarchical and cultural goals
are practiced . – FLIPPO HR the board is a progression of incorporated choices
that structure the business relationship; their quality adds to the capacity of the
associations and the workers to accomplish their goals. It is worried about
finishing for and contending by HR.
Finishing HR includes selecting and utilizing the correct staff and finishing on HR
includes creating holding and incorporating the workforce to accomplish the
upper hand. - Milkovich and Boudreau.
FUNCTIONS OF HUMAN RESOURCES MANAGEMENT The functions of human
resources management can be broadly classified into two categories, viz.
Managerial functions and Operative functions. Managerial functions: Managerial

functions of personnel management involve planning, organizing, directing and
controlling. Every one of these capacities impacts employable capacities. Planning:
It is a pre-decided strategy. Arranging relates to planning a system of individual
projects and changes ahead of time that will add to the authoritative objectives.
Organizing: An association is a necessary chore. It is basic to do the decided
strategy. Directing: The following consistent capacity subsequent to finishing
arranging and getting sorted out is the execution of the arrangement. The
fundamental elements of the workforce the executives at any level are persuading,
telling, driving, and initiating individuals.
Controlling: After arranging, sorting out, and coordinating different exercises of

staff the board, the exhibition is to be checked so as to realize that the workforce
capacities are acted incongruity with the plans and bearings of an association.
Operative functions: The usable elements of HR the board are identified with
explicit exercises of individual administration viz.,
business, advancement, remuneration, and relations. Every one of these capacities

associates with administrative capacities is to be acted related to the board
capacities. Employment: It is the main usable capacity of HR executives (HRM).
Business is worried about making sure about and utilizing the individuals having
the necessary kind and level of HR important to accomplish the association's
targets.
It covers capacities, for example, Job examination Human asset arranging

Recruitment Selection Placement Induction and direction
Human resource development: It is the way toward improving embellishment and
changing the aptitudes, information, inventive capacity, inclination, disposition,
values, duty, and so forth dependent on present and future occupation and
authoritative necessities.
The functions include: Performance appraisal Training Management development

Career planning and development Internal mobility Transfers Promotion
Compensation: It is the process of providing adequate, equitable and lair
remuneration to the employees. It incorporates work assessments, pays and pay
the organization, motivations, reward, incidental advantages, the government
managed savings measures, and so on.
Human relations: Practicing various human resources policies and programs like
employment, development and compensation and interacting among create
senses of relation between the individual workers and trade union and the
management. Industrial relations: Industrial relations refer to the study of relation
among employees, employers, government and trade unions.
Industrial includes: Indian labour market Trade unionism Collective bargaining

Industrial conflicts Worker’s participation in management Quality circles
Recent trends in HRM: Human resources management has been advancing at a
fast rate. The recent trends in HRM includes: Quality of work life Total quality in
human resources HR accounting, audit and research When the individuals come
to their work place, they come with not only technical skills, knowledge etc., but
also with their personal feelings, perception, desires, Motives, attitude, values etc.
therefore, employee's management in an organization does not mean

management of not only technical skills but also other factors of human resource.
CONCEPT OF HUMAN RESOURCE MANAGEMENT Human resource management
are characterized by their star dynamic way to deal with overseeing individuals in
the association. For instance, KARELN LEGGE has indicated three components of
HRM.
Human assets approaches ought to be coordinated with key business arranging

and used to fortify fitting [or change an in appropriate] culture. Human assets are
significant and wellsprings of the upper hand. Human assets can be tapped most
adequately by commonly predictable strategies, which advance duty and cultivate
a readiness in workers to act deftly in light of a legitimate concern for the versatile
association's quest for greatness.
John storey has determined 4 components of HRM as follows: An allowance of

faith-based expectations and suppositions. o A vital push encapsulating choices
about individuals the board. The focal inclusion of line the executives. o
Dependent upon a lot of switches to decide the working relationship.
RECRUITMENT & SELECTION Recruitment is a set of activities take place in an
organization to attract candidates possessing the appropriate characteristics to
help the organization reach its objectives. It involves seeking and attracting a pool
of people from where suitable qualifies candidates can be chosen from vacancy.
The basic purpose is to collect a group of potentially qualified people. Selection is
the process of finding out the most suitable candidates for the suitable job.
After identifying the sources of man power, searching for prospective employees
and stimulating them to apply for jobs in the organization, the management has
to perform the function of selecting the right employees at right time and at the
right post. Meaning of recruitment: Alludes to the way toward screening, and
choosing qualifies individuals for occupation at an association or firm, for an
opening in a volunteer- based association or local gathering.
While generalist chiefs or overseers can attempt a few parts of the enrolment
procedure, mid-and enormous size associations and organizations frequently hold
proficient scouts or reappropriate a portion of the procedures to selection
representative's offices. Outer enlistment is the way toward drawing in and
choosing workers from outside the association.
The enlistment business has four primary kinds of organizations: work office,
protections sites, and the quest for new employment motors, "talent scouts" for
official and expert enrolment, and inhouse enrolment. The stages in recruitment
includes sourcing candidates by advertising or other methods, and screening and
selecting potential candidates using tests or interviews.
OBJECTIVES OF THE STUDY The objectives of the study include: To know the
various sources of recruitment and their availability at CAPOL. To obtain the
feedback of the employees about the recruitment and selection procedures
followed in the company. To review the recruitment process and to make the
improvements to the forthcoming recruitment programs at CAPOL.
To find out the effectiveness of the selection procedure at CAPOL. To know various
methods of selection procedure adopted by CAPOL. To suggest measures
accordingly
NEED OF THE STUDY Recruitment 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 has been regarded as the most important function of personnel

administration, because unless the right type of people are hired, even the best
plans, organization charts and control systems would not do much. A business
might decide that it already has the right people with the right skills to do job,
particularly if its training and development program has been effective
SCOPE OF THE STUDY The scope of the study includes the following aspects of
recruitment & selection: The study is embedded in the organizational vision, goals,
objectives etc., This study is limited to the employees of CAPOL in Chirala only.
The study is completed in the limited time period of 5 weeks.
The sample size taken for the research is small due to the constraint of time. The
scope of the study is limited to HR and accounts departments. The interpretation
may not be completely true as the study is done only on a small sample size. The
scope of the study depends upon the nature and perception of the employees.
RESEARCH METHODOLOGY To fulfil the objectives the maintained data has
collected from both primary and secondary sources. A structured questionnaire is
developed with a view to administer among the employees for collecting primary
data separately for welfare activities. In addition to questionnaire employees will
be personally interviewed to collection information.
Secondary data can be collected from the past records, brochure of the company.
Sample size taken by 50
LIMITATIONS OF THE STUDY Employees are strictly maintaining confidentiality as
part of company policies The employees may not reveal the secrets of the
company. As the questionnaire is restricted to only 13 questions; the study could
not cover the other aspects of the topic.
As the study is for only two months, due to time limitation all the information
could not be collected.
CHAPTER-2 INDUSTRIAL PROFILE
INDUSTRIAL PROFILE The word "Argo Industries" broadly means industries
manufacturing inputs for agriculture or the industries processing agricultural
outputs.
Agencies supporting agriculture by designing and manufacturing inputs are

tinned as "Argo Industries" and those supporting by agricultural products are
termed as "Argo based industries". Modern Argo industries manufacture
chemicals and supply agricultural input either on each basis or realize the value in
instalments. According to planning commission "Any enterprise producing and
supplying chemicals inputs to agriculture is an Argo based industry".
Due to rapid changes in technology the output of agriculture. Argo industries and
Argo based industries has increased in the same manner. We found the
improvement not only in output of cotton and titles, but also in the whole range
of plantations like tea, coffee, groundnuts, cash nut and course juts. Generally,
most of the industries use agriculture output as basic raw materials. But this
concept defers in case of Argo industries.
It is conformed to those industries that are engaged in processing the agriculture

product either for consumption or for the use of industry Since Argo industries
directly influence the cost structure of forming Argo based industries. They have
their impact on the receipts of the farmer Argo industries also serve as a mean for
providing better employment opportunities to the labour during off-season.
The purpose of establishing Argo industries co-operation is not only to equip

former with modern implements, but also to train them in the operation of
machines, which in the early state of mechanization and nationalization of
agriculture. BACKGROUND: India one of world's leading producers of oil seeds
(9.3%) and oil. Innovation Mission on oilseeds set up in 1996. Oilseeds have
support price mechanisms. India D— second largest importer of edible oils (2
million MT).
Vanaspati — a substitute for ghee, formed by hydrogenation of crude vegetable
oil. Free pricing in vanaspati since 1989; de-licensed in 1992. Oil season ---
November to October. MAJOR PLAYERS Edible Oils
Vanaspati
National Dairy Development Board (Anand)

Hindustan Lever (Mumbai)
ITC Argo-Tech (Secundrabad)

Wipro (Bangalore)
Marico Industries (Mumbai)

Rasoi (Calcutta)
Ahad Mills (Mumbai)

Avi Industries (Mumbai)
MARKET Industry structure: Highly divided industry.
Over 600 oil extraction units, 166 vanaspati producing units - Only 10 palatable oil
units and 8 vanaspati units have national reach. Over half of the units wiped out or
underutilized because of surplus limit. Idle limits among these units because of a
lack in feedstock flexibly. Major oil brands Sun drop ,Dhara, Saffola, Sweekar,
Postman. Vanaspati brands DaldaRath TRENDS IN OUTPUT Market Size: Edible oils
and vanaspati markets 9.6
million MT. Oils market growing at 8.7% CAGR. Vanaspati market stagnating at
around I million MT.
CAPACITIES Installed Capacity and Production:
Vanaspati
Edible Oils
Capacity
2,720,000
30,368,000
Productions
990,534
6,250,000
Utilization
36%
21%
Installed capacities and Production —in MT per year.
Key Inputs, Technology Inputs: Vanaspati — Minor (solvent extracted) edible oils
— Sunflower oil, Soybean oil, Rice bran oil. Edible Oils — Oilseeds such as
Groundnut, Sesame, Mustard, Sunflower and oil cakes and bran raw materials
comprises 70% of the production cost. Oilseeds — the largest cash crop Poor
productivity — 873 Kg/ hectare (global average of 2000 kg/ hectare). Though
oilseeds have 14.5% share in gross cropped area, only 25% of it is under assured
irrigation.
Technology: Refining technology freely available indigenously Characteristics: Oils:

primarily a commodity market — price sensitive. Effective distribution chain —
through a complex network of C & F agents, wholesalers / stockiest & retailers
(Kirana shops, supermarkets). Oil sold in bulk (tin, HDPE containers) to institutions;
in retails packs (PET bottles, cans, jars, pouches) to small customers.
Seasonal demand for oils &vanaspati September to November (peak season).

Guideline: Under the Edible Oils Packaging (Regulation) Order, 1998, consumable
oils can't be sold free' yet can be sold uniquely in 'stuffed' structure. Oil
consumption — North is largest market, followed by South, East & west Zones.
Imports and Prices: Oils and vanaspati substitutes can be freely imported under
OGL. Import duties: 15% basic + 10% surcharge (Oil); 40% basic (Oilseeds). Large
scale imports of oils and vanaspati substitutes — primarily to check price rise and
meet supply shortages Usage: Oil and vanaspati used as cooking media (in
households, hotels, restaurants, canteens, institutions). Vanaspati used as an
industrial input — for making bakery products & confectionery.
Future: Macroeconomic factors: Population growth, per capita income, purchasing

power, oilseeds crop Influence of branded products — 'health' message growing
preference for convenience foods. Crude material sourcing: centre around
improving yields, showing signs of improvement quality oilseeds, guaranteeing
normal supplies — through a cooperative relationship with rancher Key
achievement factors: Branding fundamental for progress (Vanaspati Dalda, Oils
Sun drop), Better distribution network to improve reach.
Efficiency in operation to become price competent and withstand overseas

competition. Proposed Future exchanging consumable oils will help shorten value
unpredictability and loan information-based help to ranchers to take out informal
markets.
In the next five years, the market for Future - edible oils will grow by 8% to 12.65
million MT.; vanaspati will grow to 1.5 million MT.
Free imports, low import duties and slump in global prices — lead to 'dumping'.
Domestic industries of edible oils and vanaspati affected — low realization and
idle capacities in oil and vanaspati industries Business Production slippages have
also forced imports. Concerns Excessive (cheap) imports of oilseeds — led to
Unremunerative prices, locally. Hence, farmers have shifted to other cash crops.
Increasing health awareness — impact of oils and vanaspati usage in individual's

cholesterol levels. This industry is a high volume, medium growth sector
characterized by excess / idle capacities owing to in efficient operations. Imports
have been influencing prospects, leading to domestic industry crisis.
CHAPTER-3 COMPANY PROFILE
HISTORY OF THE COMPANY CAPOL is an Oil producing industry at Jandrapet
near Chirala. It has acquired much importance at prakasam District in A.P. This is
because of extensive cultivation of cotton by the farmers. Cottonseed is removing
from the cotton and it would be sold to the company for manufæturing of various
by products like cottonseed hulls, soap stock, animal feed, lint etc. Further, the
products of CAPOL like dc-oiled cake arc also exported to Japan, Thailand,
Malaysia, West Germany, Switzerland etc.,
therefore the study on marketing mix of the CAPOL has assumed a greater
significance in recent times. The success of any organization depends mainly of
three functions of the management nine}y production, finance and marking.
Selling has predominant importance in marketing times.
Cottonseed crushing industry is one of the Argo based industries Cottonseed is

used in the manufacturing of edible oils cakes, liner, hulls and oil. India is the third
largest edible oil-based economy in the world after United States and China. India
accounts 9 7% to the global oil sued production the main production of this
industry is edible oil.
Most of the people habitat to use groundnut oil for cooking purpose. To meet the
competition CAPOL is manufacturing cottonseed oil at a lower price than
groundnut oil Ulis itself underlines the importance of marketing activities of
CAPOL, Chirala. CAPOL has been located in Jandrapet village at Chirala and are
measuring across 23.6S acres. The plot has acquired from the Government of A.P.
on the basis of 9 years Lease. The site is favourably located in respect of all
facilities. This is registered in 12th Dec 1975 and Commencement of business was
started from 5th Jan t976. This CAPOL has made a joint venture with APIDC and
signed on 1st Feb 1976 CAPOL got the license in 13th Aug 1975 and it is
transferred to 13th Feb 1976.
PROMOTERS OF COMPANY AND THEIR BACKGROUND The promoters of the
company are Capt. J. Rama Rao (Retd.) V.S.M., Sri Maddi Lakshmaiah, Badre (Retd,)
and P.M. Mohan Rao, Capt. Rama Rao was the M.D. of the company till July, 1989
from the inception of the company and got very good experience as he hold
number of highly technical, administrative, managerial and Executive posts during
his 22 years of services in Navy. He has been awarded Vasishta Seva Bledel from
the Government of India for his best service during 1971 war.
Recently, he has retired fmm the CAPOL in July 1989. due to his healthy grounds
After retirement Of Capt. Rama Rao. Maddi Lakshtnaiah group entered into the
management of the company and they have got major shared since beginning. Sri
Maddi Venkateshwara Rao. S/O Maddi Lakshmaiah has become an executive
director of the company, Sri Maddi Venkateshwara Rao has completed his M.B.A
from Oxford University.
USA, soon after the completion of studies he came to India and he was nominated
as director in Maddi Lakshmaiah private Limited and M.L.Agro Products Private
Limited. He has good experience in Tobacco line Of business. Ile visited too many
East European countries and also bilateral countries and boosted their turnover of
tobacco export business.
After coming into CAPOL he visited G.D.R and had a business with them to export
1000 ml worth of Soya Extraction around Rs.4 Crores. He successfully completed
the same with in short span of his experience in extractions of export business.
Before taken over the management by M.L. Group CAPOL has incurred huge
losses and lost its working Capital because of underutilization of the plant, due to
scarcity of raw material and power cut.
At that stage M.L. Group was very king enough to boost up the liquidity of the
company for keeping the plant at maximum utilization. He has been maintained
cordial relationship with workers and successfully completed the 3 year's
agreement from period 1990 to 1992.
GROWTH OF THE COMPANY In the year 1984, CAPOL plant capacity has been
expanded from 25 M.T to 60 M.T per day. After Expansion we are able to refine 60
M.T
of oil per day. Further they are planning to modernize its boiler section because
the coal cost is increases day by day. They are also planning to correct husk boiler
6,000kg of steam per hour. They are also planning to purchase one new generator,
total capacity of 11.00 K.V.A as the power generation is reducing day by day in
Andhra Pradesh. In the next years they are also having proposals to expand our
S.E. plant from 90 M.T per day.
Awards for CAPOL CAPOL Was awarded prize for the best stall in 1978. In 1978
CAPOL received prize as best exports in C.S. Extractions and Cake from Union
Minister, Government of India. In 1983-1985 the company was awarded as
certificate of merit highest exports of De-oiled in India. In 1984-1985 CAPOL got
best production award and "Sharma Shakhty" award from Andhra Pradesh
Government of India.
In 1992-1993, the company received for "All India Cotton seed Crushers
Association for being the Third Highest exporter and second domestic seller of
cotton seed. "Karmika Ratna" award was given by A.P. Government for achieving
higher production with low investment in 1955. PROGRESS OF PROJECT
IMPLEMENTATION Civil construction work is being carried out departmentally by
the company under the supervision of WS.N.N.Associates one of the leading Civil
Engineers and Architects. The plant and machinery are being procured from
indigenous source.
In order to co-ordinate the procurement, fabrication and erection of equipment

from various, sources and expedite implementation of the project, the company
has entrusted the entire work turnkey basis to M/S.Servotech Engineers Pvt.
LIMITED, Bombay. One of the reputed engineering constructors in the oil seed
industry. The installation of the plant and machinery was
expected to commence in the month of September, 1976 but due to unforeseen
circumstances, the company want into commercial production in the month April,
1977. PROJECT COST: The company has estimated the cost of the project at
Rs.1701akhs.
Out of 1701akhs required, a sum given as term loans by IDBI, ICICI, APSFC. LIC.
The balance of Rs.651akhs comprises of equity share capital to the extent of
Rs.591akhs and 11.1 redeemable cumulative preference shares of 61akhs out of
the equity share capital the promoter's contribution is to the extent of Rs301akhs
institutions, banks/brokers.
PRODUCTION CAPACITIES During the year 1978-79 the company established

animals feeds plant licenced capacity of 10000 MT P.A and installed capacity of 30
MT per day. The licensed and installed capacity of solvent extraction plant have
increased from 75 MT per day in the year 1982, where as the licensed and
capacities of refinery have increased from 30MT per day in the year 1981 to 40 MT
per day in the year 1982. IN THE YEAR 1984.
ORGANIZATIONAL STRUCTURE The CAPOL is organized by a board of Directors,

under the board of directors there is a chairman the chairman controls the
Managing Directors. There is a General Manager under the control of the
Managing directors. The General Manager organizes the overall activities of the
company. He has under his direct control of finance manager and the company
secretary besides he has also under him a commercial officer.
Under maintenance engineer material, procurement officer, packing section in

charge and personnel officer and security officer. Under the finance Manager
there are three officers. They are Junior Account officer, internal audit In-charge
and administrative officer. Plant in-charge oil mill, solvent extraction plant
incharge, refinery in- charge and lab in-charge, Plant engineer's functions are to
rectify mechanical defects to make machinery run smoothly and maintain co-
operation of the production activities.
Tile personnel officers are responsible of organization recruitment of personnel
functions and ensure the disciplined working of the employees. The security
officers are in-charge of watch and time keeping departments. He is responsible
for security of factor agents and equipment. Personnel matters are dealt by the P.O.
his functions are recruitment of personnel, enduring their disciplined working and
should also look after their work.
He can directly issue order to security officer. Assistance in-charge of time office
and Weigh Bridge. Security officer is responsible for securing the factory asserts of
goods. The administrative department headed by the commercial officer besides
marketing officer. They oversee the entire marketing activities of assist the
commercial officer. Marketing officer is located in Guntur.
One assistance in-charge and officers are appointed the marketing officer.
BOARD OF DIRECTORS Name
Designation
K Ramya
Co. Secretary & Compl. Officer
Kothuri Satyanarayana
Chief Financial Officer
Lakkaraju Shyam Prasad

Independent Director
Maddi Lakshmaiah
Chairman
Maddi Ramesh
Director
Maddi Venkateswara Rao

Director
Meadem Sekhar
WholeTime Director & CEO
Rallabandi Lakshmi Sarada

Vadlamani Venkata Subramanya Ravi

COMPANY PROFILE Name : Coromandel Agro Products and Oils Limited. Address :
Jandrapet (post), Chirala (M.D.), Prakasam (DT), PIN -523 165. Board of Directors :Y.
Venkata Rao. (Chairman) M. Lakshmaiah. M. Ramesh. V.V.S. Ravi. M. Venkateswara
Rao (M.D.).
General Manager : K. Satyanarayana. Personnel Manager :K. Suresh. Finance

Manager :G.V.Swamy Marketing Manager :Tuka Ram Bankers :Canara Bank,
Chirala- 523 155. Auditors (C.A.) : M/S. A. Ramachandra Rao & Co., Chartered
Accountants, 3-6-369 /A/11, 1st floor, Street No-I Himayatnagar, Hyderabad - 500
029. Regd., Office :12-B, Skylark Apartments, Basheer bagh, Hyderabad - 500 029.
Factory &
Administrative office : Jandrapet (village), Chirala (mandal), Prakasam (dist) Main
power : 500. Established :1975. Area :23.68 acres. OBJECTIVES OF THE CAPOL
Following are the objectives of the company: Acquire, promote establish and
carryon business of manufacture oils from cottonseed. Castor linseed, sunflower,
Rice bran and other type of edible and non-crushing solvent extraction, chemical
or any other process and to utilize, sell the oils and cakes to he produced or
acquired for edible purpose of in any type or processing. i.e.,
ordinary crushing solvent extraction, chemical or any other and to utilize sell the
oils cakes to he produced or acquired for edible purpose or in any industry in the
manufactured of nutrition tools, soaps, cattle fed, manure, fatty acids, perfumes,
chemical or any other and to utilize sell the oils cakes to he produced or acquired
for edible purpose or in any industry in the manufactured of nutrition tools, soaps,
cattle, fed, manure, -fatty acids, perfumes, chctnicnl and other products in which
such oils, cakes are utilized.
Acquire establish plantation and other lands, or flee hold, Icaqchold, or the other
tenure and in panicular ands producing or likely to produce, cotton sccds and
other seede and also grants concession claims, licenses and authorities of any
description over any such. To carryon in India or everywhere in any part of the
world the business of spinning weaving of manufacturing or dealing in cotton or
other fibrous substances the preparations, dyeing or coloring of any of substances,
the preparations, the pressing of
sand otherwise dealing with cotton seed and extraction of oil and other such
products. There fourth refining and treating of such products and subjects them
to further processor of manufacture.
To act as stockiest, a commission agent, representatives or agents, selling and

purchasing agents, distracters, brokers of edible oils. ANCILLARY OBJECTS OF THE
COMPANY To manufacture and deal in all kinds of plant machinery apparatus
tools utensils, materials and things necessary or convenient h carrying cm any of
the main objects of the company.
To buy, sell, manufacture; plant, prepare, treat, alter, exchange, hire, let on hire,
import, export dispose and or deal in all kinds of articles and things which may be
required for the purpose of any of the business which the company is expressly or
by implication authorized by this memorandum at carryon. To establish, appoint,
regulate and discontinue offices, agents, representatives, distributors or retailers
in all such places as the company may from time to time determine for carrying
out all or any of the company's objects and to acts agents for the other. AWARDS
FOR CAPOL CAPOL was awarded prized Cot best stalls in i 978.C'AiSOI, received
prose as “Best oil Exporter in India" in 1979 in CDs extractions and cakes from
Union Minister , Government of India. Among oils mills CAPOI.
stood first in safety competition and received prize from chief inspector of factors,
Andhra Pradesh. For the year 1993-1994, "Council for Industrial" Traders and
Development India selected company for its quality and productivity and also
received "Gold Udyog Patra” awarded through Sri.Pranab Mukarjee, honourable
union Minister and deputy chairman for planning Commissions. On this occasion
M.D.
facilitated at Rashtrapathi Bhavan by Honourable President of India, Dr. Sankhar

Dayal Sarma.
The company also received awards from all cottonseed crushers association for
being the 3rd highest exporter and 2nd domestic seller of cottonseed for the year
1992- 1993.
The company has received an award from All India Cottonseed Crusher's
Association for being the highest exporter and highest domestic seller of
cottonseed extractions for the year 1993-1994. The company has been awarded
"MAY DAV COMMENDATION CERTIFICATE” by Government of Andhra Pradesh for
its continuous hormones relation with its employers.
In addition to this, Workers Trade Union of the company is also awarded “Best
Trade Union “ by the Government of AP for this best relations with their best
relations with the management for the year 1995. PRODUCTION PROCESS Cotton
Seed is a by-product of the cotton and is a valuable source of edible oil, cake,
linters and hulls. Oil has several industrial and other applications, India is probably
the oldest cotton producing in the world.
The process of cotton-seed involves the following: Cotton-seed pre-processing Oil

Mill Solvent Extraction Refining COTTONSEED PRE-PROCESSING PLANT The
following operations are carried out in this plant are : Seeded cleaning Declining
Hulling and separation Lint cleaning Hull grinding SEED CLEANING Cotton-seed
has been taken directly by company without cleaning and will face problems,
because of impurities like leaf particles, sand
and dust in the seed into the linters during the de-lining operating and their
quality. DECLINING After cleaning the next stage in processing is delisting cotton
from the cottonseed.
Fuzzy fibres are extracted through this process. There are first cut and second cut,
in the first cut fine cotton is extracted, where as in the second cut rough cotton is
extracted. At present the plant capacity is 150MTp.d.
HULL AND SEED SEPERATION The mixture of hulls and uncut seed from the upper
tray of the shaken separator is conveyed to that of the hull and seed separated.
The adjustment of flow the air through the hull and seed separator is important
and requires considerable attention in the beginning. LINT CLEANING The unusual
impurities in the linter are trash sticks.
All these have the effect of lowering the cellulose content of the linters and thus
degrading their quality. The importance of proper cleaning is to carry this two
prismatic covering systems are provided for the covering of the cycles of the first
and second cut decliners. HULL GRINDING The extracted hull is made into fine
powder through hull grinding. Blocs of hull are powdered which can be used as
Animal feeds and even in Aquaculture.
MECHANICAL EXELLING PLANT (OIL MILL) First meat will come from cottonseed
per-processing plant to the oil mill. The meat will go to the tempo conditioner. In
this conditioner slightly meat will be heated by the supply of steam. From this
tempo conditioner will go be to sides that are one side there is an elevator and
the other side there is a rotator lift.
With the use of these two meats will go to the conveyors and the conveyors will
give meat to all the six expellers. Top of Kettle is opened and there is a tray to
collect the meat,
from this tray meat will fall down is the kettle and inside there is a jacket to heat
the meat, steam will come down from the water-tube boiler and steam is fed to
the kettle to heat the meat with use of an alligators, meat will fall on the warm
shaft.
Thus meat will get crushed inside. Therefore oil will come to the bottom part of
the machine and cake will come in the front part Of the machine. Again cake will
bend into broken cracks i.e. it will become small pieces, then it goes to the
'Solvent Extraction Plant (SEP). Here the cake may have 6% to 8% of oil. SOLVENT
EXTRACTION PLANT (SEP) Oil cake breaks into small pieces and that discharged
into the extractor.
In extractor hexane (one of the petroleum product) is sprayed on the extraction,

cake contains, oil below 0.5%, but this pack has the hexane, so the de-heated with
toaster. In the toaster, de-oiled cake is heated with steam, hexane is evaporated
and these vapours are cooled and reused for extraction.
REFINER Crude oil is having the following undesirable quantities. Free-fatty Acid
Gums and Colour Pigments. Refining is done in three stages: Neutralization
Bleaching De-authorization Neutralization: Oil is mixed with sodium hydroxide, It
is reacted with F.F,A. and soap. After mixing oil is fed to the centrifuged in l, bubble
is rotation with high speed due to that oil and soap are separated. That oil is
having the high colour (reddish).
After neutralization oil is called Neutral Oil for

reducing the colour of oil we are send it to the next process called bleaching.
Bleaching: Neutral oil is discharged to bleacher and it is heated with steam
vacuum after bleaching oil is filtered for removing the particles. The resultant oil is
called bleached oil. It smells bad, to remove it, oil is de-authorized in
de-authorizer.
De-authorization: Bleached oil is charged up to 175degree centigrade with the

help of hot and cold steam under vacuum. At this temperature, odours and some
colour pigments ate evaporated. After de-authorization oil is filtered and sent to
storage tanks that are called Refined Oil. PACKAGING Packaging is an important
product policy to be considered in depth.
The major purpose of any packages to be influencing of the location of product

storage, which is in the marketing channel. This function is closely linked with
labelling also. According to 'William J Stanton, Packaging is defined as "the group
of activities in product planning which are used of design and manufacture the
container or rapper of a product.
Objectives for the Packaging: Protection Convenience Economy The major final
product of CAPOL is cottonseed-refined oil, relating of this product proper
packaging is essential. company has separate packing section; where in
cottonseed Oil is undertaken in different packing. Such as: I kg plastic pouches 31
4kgs iron tin 15kgsiron tin
CAPOL has got machine packaging through which automatic and systematic
feeling will be done.
PACKAGING MATERIALS The Delhi Metal Works on the basis of the company
requirements supplied the packaging material. IMPORTANCE OF MARKETING
Marketing is a very important antiquity in Any business. It occupies very vital role
in our present competitive business world. Not only in our present business world
but Also in past time it contains a lot of scope.
So , without this marketing we can no improve out product and cannot come into
the society, the much of importance is occupied this marketing. Lot of definitions
was given for marketing. 'In our genera! Terms it is "a place or geographical area
where buyers and sellers meet and offers there goods or services for sale and
transfers ownership of title occur" Marketing is "the process of planning and
executing conception pricing, promotion and distribution of ideas, goods and
services to create exchange that satisfied the individual and organizational
objectives". American Management Association.
Marketing is "the social managerial process through which individuals and groups
obtain what they want and need through creation, offering and exchange the
products of value with others". - Philip Kottler Marketing is "a total system of
business activities designed to the price, promote and distribute value of want
satisfying good and services to the present and potential Customers". - William. J.
Stanton PRODUCT A product is a set of tangible physical attributes assembled in
and identifiable form.
The product CAPOL is refined cotton seed oil. Mainly

their products in there are marketed in Prakasam, Guntur, East and West Godavari
with a brand name of CAPOL. CAPOL has packed it into 1 K.G., 3 K.G., plastic
pouches and 5 K.G., Iron tins and 15 K.G., Iron tins. PRICE Price in simple way can
be said as "what you pay for what you get". CAPOL has priced its products
between Rs.27.50 and Rs.39.50 keeping in idea the competitive edge it has to
maintain with regard to its main competitors 'Dhanalakshmi'. Andhra Sugars',
'Kaleem', 'G.P.lndustries', it was found from the respondents that the price level
was satisfactory and consumers are ready to accept the concept of the cost of the
raw materials and necessary profits and the concepts of other costs involved in
the manufacturing. PLACE It is also known as physical distribution.
It consists of all the activities concerned with moving the right amount of products
to the right place to the right person and at the right time. CAPOL 33 has
appointed dealers district wise for distribution of cotton seed refined oil by
accepting a security deposit of Rs. 10,000 from each dealer. In some cases the
wholesalers who buys from the producers in firms appoints the dealer.
The means of distribution adopted by CAPOL as: Manufacturer Dealer —Retailer

–Consumer For the distribution of its by-products the channels adopted by
CAPOL are: Manufacturer -----Commission agent Industrial Buyer PROMOTION
The promotion activities adopted by CAPOL included advertising in newspapers,
magazines, wall posters, and write boards, on walls, paint boards, calendars, palm
plates, Agmark labels, and leaflets.
The company has been publishing its advertisement in regional newspaper and
has also undertaken educational programmers to motivate the customers for the
use of cotton seed oil. CAPOL has made every effort to appeal to the people to
buy the product. The company released refined oil wall posters in rural and urban
areas. CAPOL is undertaking all necessary steps to convey the message of cotton
seed oil availability and the use of its by-products.
LINTERS Cottonseed as it leaves the given is covered with fuzzy libbers which have
not been remove in ginning in the production process. It has removed the fuzzy
libbers, which is called linters. Linters are a ready market with industrial fabrics.
Allophone, cellulose, nitrate, cellulose acetate, paper pulp, surgical cotton and a
host allied industrial. HULLS The last but not least product is hull.
The percentage of production of hulls from cottonseed will be 20%-22%. So, the
surrounding but also the farmers in Punjab, Maharashtra evincing very great
interest to use these hulls in the form of cattle feed, By using hulls cattle feed
portion contents are using hulls will increase meal to great extent. SOAP STOCK
The crude cottonseed oil has some soap particles.
In the stage of refined process, the soap particles were separated from the oil
soap stock has already market in the soap industry itself. All the detergent soap
manufactures were using this soap cake. As that interest, lot of demand for the
soap stock. MARKET COMPETITORS OF CAPOL The following cottonseed
processors are the major competitors of CAPOL. The Andhra Sugars Limited,
Peripheral, G.P. Industries Ltd, Timmapuram.
Dhanalakshmi Cotton & Rice Mills Ltd., Ganapavaram. Kallam Agro Products & Oil
Mills Ltd., Dokiparru.
Sri Srinivasa Cotton & Oils Ltd., Pedanandipadu. BGTI Oils Industries — Perecherla.
Bharat General Textile Industries. Sri Venkata Narasimna Solvent Oils Ltd.,
Warangal. Though the company is facing competition form the above said
competitors, it has a good market for its finished products in the market the
competitor is depending upon the equity and availability of goods, said the
competition through around the (Parties) millers.
PRODUCTION DEPARTMENT PRODUCTS LIST OF THE COMPANY Cotton seed oil

Cotton seed linters Cotton seed hulls Acid oil (soap stock) PRODUCT
DEVELOPMENT Any Product Managers have followed some tasks. Then only the
products were got the full market in the business. In this way, the item and brand
directors have followed these errands:- Developing a long-extend and serious
system for the item.
Preparing a yearly advertising arrangement and deals figure. Working with

publicizing and marketing offices to create programs and Battles. Stimulating
backing of the item among the business power and wholesalers. Gathering
consistent insight on the item's presentation, client and vendor Mentalities and
new issues and openings.
Initiating item upgrades to meet changing business sector needs. These are the
various tasks regarding to the product and brand managers. These tasks are
common to both consumer and industrial product managers.
Not only have these tasked but also follow some interactions. Those interactions
are very useful to develop the product. All these interactions should show in a
diagram. That diagram is like as be.
CHAPTER-4 THEORETICAL FRAMEWORK
THEORETICAL FRAME WORK Definition: "Enlistment is the Way toward finding
and drawing in skilled candidates for work. The procedure is the point at which a
newcomer is looked for and closes when their applications are submitted. The
outcome is a pool of candidates from which new representatives are chosen".
Recruitment refers to process of screening and selecting qualified people for a job
at organization recruitment process, mid and large size or firm, or a
vacancy-based some components of the organization and companies often retain
professional recruiters or outsource some of the process to recruitment agencies.
As indicated by Edwin Hippo, enrolment is the way toward looking for imminent
workers and animating them to go after positions in the organization.
RECRUITMENT Recruitment process is the step towards creating strength and the
strategic advantage for the organization. Recruitment is the process of identifying
the need for a job defining to recruitment of the position and the job holder
advertisement the position and changing the most appropriate person for the job.
PURPOSE AND IMPORTANCE OF RECRUITMENT Deciding the present and future

prerequisites related to work force arranging and occupation investigation
exercises. Increasing the pool of employment competitors at least expense. Help
increment the achievement pace of the choice procedure by diminishing the
number if under the certified applications.
Reduce the likelihood that the request for employment once chose would leave
without further ado. Meet legitimate and social commitments. Identified and plan
potential employment candidates.
Evaluate effectiveness of various recruitment techniques and sources for job
applicants. FACTORS GOVERNING RECRUITMENT INTERNAL FACTORS: l.
Promotion: promotion means an important in pay position, authority, status and

responsibility of an employee within the organization. Many achieve promotion
through hard work and good performance. Recall: whenever management faces a
problem which can be solved only by a manager who has proceeded on long
leave, it may be decided to recall that person.
After the problem is solved his leave may be extended. Transfers: whenever a new
vacancy id created within the organization management may fill his vacancy
through transfer of existing employees rather than employing new hand. Former
employees: individual who for some other jobs might be willing to come back for
higher wages and incentives.
An advantage with his sources is that the performances of the persons /employee
are already known. ADVANTAGES OF INTERNAL RECRUITMENT Internal
recruitment economical. The present employees already know the company well
and are likely to develop a It ends to encourage existing employees to put in
greater efforts and to acquire additional qualification. This means there is
motivation to employees. It provides security and continuity of employment.
Internal recruitment helps to raise the morals of employees and develops cordial
relation.
It reduce labours turnover as capable employees get internal promotion. Internal
recruitment is a quick and more reliable method. People recruited internally do
not induction/induction trainee. LIMITATIONS OF INTERNAL SOURCES OF
RECRUITMENT: Internal promotions create a feeling of discontent among those
who are not promoted.
It prevents the entry of young blond in the organization. promotion to certain key
posts may not be conceivable due to the non-accessibility Of equipped people.
The association won't ready to draw in proficient people from outside if inner
sources are utilized broadly. It might empower preference and nepotism inside the
association. Promotion by position may not be consistently useful to the
association.
EXTERNAL FACTORS: Advertisement: its purpose is to given publicity to vacancies

available in organization and also appealing deserved candidates to submit
application. Assignment: for administrator's positions for a brief period, the
administrations of an official situation from another organization can be utilized
on an advance premise.
Campus enlistment: situation administrations are given by all the schools,

promising understudies land position security following making sure about
degrees because of such grounds choice/interviews. Walk-ins: meets the
commercial notice date, day, timing during which the candidate strolls in.
compose INS are the individuals who Submit composed asks.
Talks INS are immediate definite talks with the business Consultants Contractor ?
Displaced persons
Radio and television Acquisition and merger Evaluation of external recruitment
Competitor ADVANTAGES OF INTERNAL SOURCES OF RECRUITMENT: Entry of
youthful blood in the association is conceivable. Wide extension is accessible for
choice. selection can be made in an unprejudiced way countless qualified and
intrigued competitors are accessible.
Scope for acid reflux and envy can be maintained a strategic distance from by
enlisting from outside. HEAD HUNTER A 'talent scout" is an industry group for an
outsider who searches out applicants, frequently when typical enlistment
endeavours have fizzled. Head trackers are commonly viewed as more forceful
than in-house selection representatives or may have prior industry experience and
contacts.
They are every now and again individuals from the great remaining of industry
exchange gatherings and partners. Talent scout will frequently go to public expos
and other gathering nationality or even globally that might be gone to by
potential applicants and employing supervisors. Talent scouts are commonly little
tasks that make high edges or applicant positions (once in a while 30% of the
up-and-comer's yearly remuneration).
Because of their greater expenses, talent scouts are typically utilized to fill senior
administration and official level jobs. Talent scouts are additionally used to select
exceptionally particular people, for instance, there may just be a bunch of
top-level experts who are dynamic in the field. For this situation, since there are
not many qualified competitors, it bodes well to guide them individually, instead
of publicize universally for applicants.
IN HOUSE ENROLMENT Bigger businesses will in general embrace their own
in-house enrolment, utilizing their HR office' cutting edge employing
administrator, and enlistment who targets capacities handle populaces. Not with
standing coordination with the offices referenced above, in- house enrolment
specialists may promote work opportunities on their own site, arrange inward
worker referrals work with outer affiliations, exchange gatherings, as well as
spotlight nearby alumni enlistment.
While work posting is normal, organizing is by a long shot the hugest

methodology when connecting with fill positions. Then again, an enormous
manager may decide to redistribute all or a portion of their enrolment procedure
(enlistment process re-appropriating). RESTRICTIONS OF EXTERNAL SOURCES OF
RECRUITMENT External enlistment prompts work turnover, especially of talented,
experienced, and yearning representatives.
The connection between manager workers falls apart prompting modern

questions and strikes. The current workers may lose their feeling that all is well
with the world. Employees feel disappointed because of outside enlistment and
their assurance goes down. INTERNAL RECRUITMENT/WEBSITES Such locales
have two fundamental highlights: work sheets and resume databases.
The activity board permits individuals organizations to post work opportunities.

Then again, up-and-comers can transfer a resume to be remembered for search
resumes. Since the late 1990's the enlistment site has developed to incorporate
start to finish enrolment. The site catches the applicant's subtleties and afterward
in the customer got to up-and-comer's administration interface (likewise on the
web).
Online enrolment site can be exceptionally useful to discover competitors that are
very effectively searching for work and post their
resume on the web, however they won't draw in "aloof' up-and-comers who may
react well to an open door that is available to them through different methods.
SELECTION selection is the process of picking individuals with required
qualification and competence to fill jobs in organization selection is concerned
with picking of right candidates from the pool of applications. Stages in selection
process: Stage 1: screening of application forms.
Stage 2: Tests-intelligence, aptitude, technique, psychometric, ability interest.

Stage 3: selection interview Stage 4: selection decision The Selection procedure of
the competitors includes a broad 4-way process which incorporates: Filling the
application structure Checking the reference Written tests Interview Right off the
bat all the competitors are required to fill an application structure which
incorporates essential data about the individual for example name, age, sex,
training, work, understanding, intrigue, side interests, references, and so on its
fundamentally similar to a bio data once the application structure is dually filled
by the all shortlisted and the individuals who are additionally experienced with the
procedure.
In the third stage, there are sure tests, which the up-and-comers need to qualify.
This test incorporates fitness tests, specialization tests, information tests, IQ tests,
physiological tests, and so forth these tests are directed on the grounds that sort
abroad LTD, by and large requires exceptionally qualified staff fitting the
prerequisites of the
employments.
When the test is led the individuals who qualify the test are required an individual
meeting. This is the last stage for choosing the worker. It incorporates a broad
meeting of the up-and-comers by a jury board. It is an itemized meet considering
all the parts of the activity for the competitors are fit. Every single part of the
activity is thought of and examined.
Once in a while more adjusts of meetings additionally might be completed to

additionally waitlist the up-and-comers relying upon the idea of the assignment
of the activity. Lastly, when the meeting is directed and the fitting competitors are
chosen for the activity he is sent for a 3 or 4 days acceptance program in which he
acquainted with the idea of and the working of the association.
TRAINING Training is the procedure that includes the obtaining of information,

honing of abilities, idea, and rules or changing of perspectives and practices to
upgrade the exhibition of representatives. Training is an action prompting gifted
conduct: It's not where you need throughout everyday life, except it realizes how
to arrive at it.
It's not where you need to go, yet it knows to arrive. It's not profoundly you need
to rise, yet it doesn't have the foggiest idea how to take off. It's not what you
fantasize about doing, yet it's having the information to do it. It's not a lot of
objectives, however, it's increasingly similar to a dream. It's not the objective you
set, yet it's what you have to accomplish it.
Training is tied in with knowing where you stand (regardless of how fortunate or
unfortunate the present circumstance takes a gander) at present, and where you
will be after some purpose of time. Preparing is
about the procurement of information, aptitudes, and capacities (KSA) through
the expert turn of events. TRAINING OBJECTIVES Individual objectives: helps
employees in achieving their personal goals which turn, enhances the individual
contribution to an organization.
Organization objective: assist the organization with its primary objective by

brining individual effectiveness. Social objective: ensure that an organization is
ethically and socially responsible to the needs challenges of the society.
IMPORTANCE OF TRAINING AND DEVELOPMENT Ideal use of HR: that causes the
worker to accomplish the authoritative objectives just as their individual
objectives.
Advancement of HR: that helps the improvement of I IR specialized and social
aptitudes in an association. Profitability: expanding the efficiency of the
representatives that causes association further to accomplish its drawn-out
objectives. Solidarity: it incorporates the feeling of cooperation, camaraderie, and
between-group coordinated effort.
Association atmosphere: preparing and advancement help in building positive

observation and feeling about the association. The worker gets these sentiments
from pioneers, subordinates, and friends. Quality: and advancement helps in
enhancing the nature of work and work-life. Wellbeing workplace: preparing and
advancement help in making the workplace.
It assists with building great workers, relationships so singular objectives with

association objectives. Moral: preparing and advancement help in improving the
spirit of power. Picture: preparing and improvement help in building a superior
agreeable picture. METHODS OF TRAINING .
Cognitive technique Behavioural technique COGNITIVE TECHNIQUE Subjective

strategies are all the more giving hypothetical preparing to the learners: Talks
Exhibit Conversation PC based preparing Lecture This strategy is utilized to make
comprehension of a theme or to impact conduct, demeanour through talks.
A teacher can be in a printed or oral structure. Lecture is given to improve the
information on the audience or to give him the hypothetical part of a point.
Conversation: This strategy utilizes a talk to furnish the pioneer with a setting that
is bolstered, expounded, clarifies, or developed through the connection between
the two students between the coach and learners. It is a two-route stream of
correspondence. Knowledge as talk is imparted to learners. Then comprehension
is passed on back learners. Computer based training (CBT): Providing training to
employees through internet to the internet.
CBT does not require face to face interaction with a human trainer. BEHAVIOURAL
TECHNIQUE Behavioural methods are more of giving training to the trainees. The
various methods in this allows the trainee too behaviour in a real fashion. These
strategies are required for expertise advancement. Business games: In the
business games, students are given some data that depicts specific circumstance
and are then approached to settle on choice that will best suit favour if the
organization. And afterward the framework gives the input about the effect of
their choices.
Role play: Role play is reproduced in which every member is given a pretend.
Information is given to students identified with : Description of the job. Concerns
Responsibilities Emotions
In-basket procedures: In this procedure, is given some data about the job to be
played, for example, portrayal, duties, general setting about the job. The student
is the given log of materials make up the in- container and requested to react to
materials inside a specific time span.
After all the student's finished in-container, a conversation with the mentor
happens. Equipment simulators : Equipment simulators are the mechanical
gadgets that require students to utilize a few activities, plans, measures, trails,
developments, or choice procedures they would use with gear back on their
particular work environment.
CASE STUDY The trainee is given with some written material and some complex
situation of a real or imaginary organization to stimulate decision making
situation that trainees may find their work place. What do the training programs
includes: Sexual harassment training. Communication skills training Computer and
technical skills training Management and leadership training Diversity training
Safety training Conflict management Workplace wellness Supervisor skill
development
Sexual harassment training : How is lewd behaviour characterized Unwelcome
lewd gesture, demand for sexual favours, and other verbal or physical lead of a
sexual sort. What are the different types of sexual harassment.
Hostile work/education environment-unreasonable interference, intimidation

abuse. How to protect yourself against changes of sexual harassment Keeps your
hands yourself. Never mix a discussion "social life" with a job-related counselling
session, particularly if you are discussing a disciplinary procedure a possible
upgrade, promotion, or hire. Keep compliments causal and fairly impersonal Avoid
jokes, words, phrases and gestures with sexual meanings. Respect a person's
personal space.
Communication skills training : communication skills must be created, sharpened,

and included to a progressing premise. They are at the warmth of relational
abilities and the more prominent your consciousness of how everything functions,
the more viable your correspondence will be. Understanding communication
dynamics. Working with body language. Dealing with assumptions. Working with
different point of view.
Understanding patterns, habits and beliefs. Development listening and

responding skills. Development individual strength and qualities. Understanding
active VS passive choosing using positive reinforcement. Using positive
reinforcement being more in change. Gaining confidence. Supervisory skills
training: A supervisory is a manager at the first level of management
Types of supervisory skills: Technical Human relation Conceptual Decision making
knowledge Diversity training: Diversity training for the purpose of increasing
participants culture awareness, knowledge, and skills which is based on the
assumption that the training will benefit an organization by protecting against
civil right violation, increasing the inclusion of different identity groups, and
promoting better teamwork. What is benefit of diversity? Wider perspective on
problem solving. Improves mission effectiveness.
Positive organization image that helps in recruiting the best people for the
organization. Larger set of knowledge. Skills, abilities, and experiences for meeting
organizational mission Safety training : The safety training program and employee
orientation program is designed to provide a new employee with a
comprehensive understanding of safety procedure, equipment and requirements.
There is a lot of safety training: l.
Accident investigation Accident prevention. Electrical safety. Environmental

regulation overview. Fire safety-general.
Benefits of good safety management Reduction in the cost of medical and works
compensation Improved products or research quality. Overall operation
improvement. Work place wellness training : Well is the quality or state of being in
good especially as an actively sought goal (life style that promote wellness.
Work place wellness training may include the following; General health activities
Alcohol and substance abuse Health eating Stress and mental health Training
evaluation: The purpose of evaluation the training program can be assumed up in
the following: Feedback Research Control Power games Intervention
CHAPTER-5 DATA ANALYSIS & INTERPRETATION
DATA ANALYSIS AND INTERPRETATION Since how many year have you been
working with this organization? DESCRIPTION
NO.OF RESPONDENTS
RESPONDENTS
0-5
40
44%
5-10
30
33%
10-15
25
28%
15-20
15
17%
TOTAL
110
100%
Interpretation: The above table reveals that 44% employees had working in
organization from last 5years and 33% Of employees had working in organization
from 5-10 years and 28% of employees had working from 10-15 years and 17% of
employees had working from 15-20 years in organization. There are a lot of
employees that will work for 0-5 years in the organization.
Through which media did you came to know about the vacancy in the CAPOL LTD?
DESCRIPTION
NO.OF.RESPONDENTS
% OF RESPONDENTS
News paper
65
59%
Employee referral
25
23%
Web site
20
18%
Total
110
100%
Interpretation: The above table reveals that 59% of employees are came to know
about the vacancies through newspaper and 23% of the employees are known
about the vacancies through employee's referral and 18% of the employees are
known about the vacancies through web site. In the organization the employees
are known about vacancies through newspaper.
Is there any recruitment cell in CAPOL LTD? DESCRIPTION
NO.OF.RESPONDENTS
% OF RESPONDENTS
Yes
55
50%
No
55
50%
Total
110
100%
Interpretation: The above table reveals' that 50% employees have awareness
towards their recruitment cell and 50% of employees are unaware towards their
recruitment cell.
The recruitment cell mainly recruit top level managers

only and all the remaining employees are recruited through their own department
recruitment cell. What are the source of recruitment used by CAPOL LTD?
DESCRIPTION
NO.OF.RESPONDENTS
% OF RESPONDENTS
Internal
50
45
External
20
18
Both
40
36
Total
110
100
Interpretation: The above table reveals that 45% of the employees are required
thought internal source 18% of the employees required thought external source
and 36% of employees are required through both internal and external source.
What are the internal sources followed by CAPOL LTD ? DESCRIPTION
NO.OF.RESPONDENTS
% OF RESPONDENTS
Employee reference
60
55%
Own job portal accessing

50
45%
Total
110
100%
Interpretation: The above table reveals that 55% of the employee are recruited
through employees reference 45% employees are recruited through job portal &
bidding.
From this we can understand that majority of the employees are recruited through
employee.
What is basic criteria used y CAPOL LTD to fill the vacant position? DESCRIPTION
NO. OF. RESPONDENTS
%OF RESPONDENTS
Experience & qualification

50
45
Technical skills
10
9
Communication skills
20
18
All the above

30
27
Total
110
1OO
Interpretation: The above table reveals that 45% of the employees are recruited
on the basis of the experience and qualification and 27% of the employees
recruited on the basis of technical and communication skills also.
It shows that CAPOL is mainly concentrates on experience and qualification of

employees to fill vacant position in the company.
What method followed by CAPOL LTD while selecting a fresher? DESCRIPTION
NO.OF.RESPONDENTS
% OF RESPONDENTS
Written test
45
41%
Group discussion
15
14%
Interview
30
27%
A&C
20
18%
Total
110
100%
Interpretation: The above table reveals that 41% of fresher's are selected on the
basis of written test 14% of fresher's are selected on the basis of group discussion
27% of fresher are selected on the basis Of interview and 18% of fresher's are
selected through both written test and interviews.
For selection of fresher's the company followed both written test and interviews.
What recruiting source are used by CAPOL LTD for selecting of semi-skilled
employee? DESCRIPTION
NO.OF.RESPONDENTS
% OF RESPONDENTS
Walk in
45
41%
Ads
65
59%
Total
110
100%
Interpretation: The above table reveals that 41% of semi-skilled employees are
recruited through as and 59% of semi-skilled employees are internal source i.e.,
own preparation.
The CAPOL prefers existing employees their own employees instead of recruiting
the semiskilled employee through wanted ad. In what basis CAPOL LTD scrutinizes
the application form? DESCRIPTION
NO.OF.RESPONDENTS
% OF RESPONDENTS
Work experience
25
23%
Qualification
40
36%
Percentage of marks
35
32%
Technical skills
10
9%
Total
110
100%
/ Interpretation: The above table reveals that 23% of application form are
scrutinized on the basis of work experience and 36% of applicants are scrutinized
on the basis of qualification 32% of applicants are scrutinized on the basis of
percentage of marks and 9% of applicants are scrutinized on the basis of technical
skills.
In the CAPOL majority of applicants blank are scrutinized on the basis of

qualification
Does CAPOL LTD gives any special training to the newly selected candidates?
DESCRIPTION
NO.OF RESPONDENTS
% OF RESPONDENTS
Yes
40
36%
No
70
64%
Total
110
100%
Interpretation: The above table reveals that 36% of employers trained on
executing interview method question to ask and 64% of employers trained on
duration of interview and employers are not trained for conducting interviews to
candidates.
For final selection of candidates what type of interview method is used by CAPOL
DESCRIPTION
NO.OF RESPONDENTS
%OF RESPONDENTS
Group interview
15
14%
Panel interview
20
18%
Stress interview
35
32%
Others
40
36%
Total
110
100%
/ Interpretation: The above table reveals that 14% employees are selected
through group interviews and 18% of employees are selected through panel
interviews and 32% employees are selected through stress interview and 36% of
employees are selected through other interviews like formal interview.
The Organization mainly follows the formal interviews for final selection of
applicants.
Do you feel personal interview gives good results? DESCRIPTION
NO.OF RESPONDENTS
% OF RESPONDENTS
Yes
95
86
No
15
14
Total
110
100
Interpretation: The above table reveals that 86% of employers satisfied with
personal interviews .In the organization the employers fell that personal interview
gives good results.
Which steps are taken by CAPOL LTD for retaining of employees? DESCRIPTION
NO.OF RESPONDENTD
% OF RESPONDENTS
Incentives
35
32%
Promotions
20
18%
Maintain good relation with employees

55
50%
Total
110
100%
/ Interpretation: The above table reveals that 32% of the employees viewed that
long time retaining of employees by maintaining good relation with employees
and 18% of employees viewed that remaining is on the basis of incentives
promotion and by maintain good relations.
The Percent Of retaining of employees in CAPOL LTD very high due to the
companies maintain relations with its employee's incentives and promotions as
per their assessment once in a Year.
How do you feel about working cultural at CAPOL LTD? DESCRIPTION
NO.OF RESPONDENTS
% OF RESPONDENTS
Satisfied
85
77%
Dissatisfied
25
23%
Total
110
100%
/ Interpretation: The above table reveals that 77% percent of employees satisfied
with working culture in the organization and 23% of the employees unsatisfied
with the working culture of the organization.
In the organization the employees satisfied with the working culture.

How do you feel about interview process in CAPOL LTD? DESCRIPTION
NO.OF RESPONDENTS
% OF RESPONDENTS
Excellent
30
27%
Good
40
36%
Fair
25
23%
Poor
15
14%
Total
110
100%
Interpretation: The above table reveals that 27% of the employees are felt
excellent about the interview process and the 36% of the employees are felt well
about the interview process and 23% of the employees felt fair about the
interview process and 14% of the employees felt poor about the interview
process.
In the organization more of the employees were felt that interview process is
good. How many levels you are faced in the interview? DESCRIPTION
NO.OF RESPONDENTS
% OF RESPONDENTS
2
25
23%
3
45
41%
4
25
23%
More
15
14%
Total
110
100%
/ Interpretation: The above table reveals that 23% of the employees are faced the
2 levels of the interview and the 41% Of the employees are faced the 3 levels of
the interview and the 23% of the employees are faced the 4 levels of the interview
and the 14% of the employees are faced more than that.
In the organization 41% of the employees are faced the 3 levels of the interview.
Do you need any changes in present selection process? DESCRIPTION
NO.OF RESPONDENTS
% OF RESPONDENTS
Yes
28
25%
No
82
75%
Total
110
100%
Interpretation: The above table reveals that 25% of employees felt that there is a
need of change in selection Process and 75% of employers felt that there is no
need of change in present selection process.
In the organization the employers are satisfied with the present selection
procedure.
CHAPTER-6 FINDINGS. SUGGESTIONS CONCLUSION
FINDINGS Most of the recruit at CAPOL is done through consultancy, followed by
employee referrals. The candidates informed about the number of rounds in the
selection process. Most of the candidates prefer face to face interview.
CAPOL takes more than a day to complete the interview process. Most of
employees feel that the candidates with more experience should be given
reference regardless merit level. It is found that the interview process is conducted
in an open climate and helps them to express themselves freely.
It is found that the selection process of CAPOL is effective in getting the right
candidates.
SGGESTIONS It would be more effective for CAPOL to choose employee referral
process for recruitment rather than consultancies as it would help them to cost. It
was felt that there is a shortage of recruitment personnel as the candidates had to
wait for time to finish the rounds.
It is advised that CAPOL has to increase the recruitment personnel or manage the
selection process effectively. Dates bases of passed out graduates can be
considered as a source of effective recruitment strategy for any immediate
recruitment.
CONCLUSION At CAPOL most of the recruitment is done through consultancies
which in tum leads to high H.R
cost Candidates are satisfied by the way the present selection process is
conducted most of the candidates choose for face to face interview which is the
current selection process at CAPOL. At CAPOL delay in the interview process is
mainly due to the client round '*here the recruiter need to line the candidates for
an interview based on the clients availability.
QUESTIONNARE How did you come to know about organization? Employee
reference Walk- in interview Websites Newspaper Consultancy What do you
prefer in the selection process? Group discussion Role play Written examination
Face to face interview Telephonic interview
How much time is taken for the interview process? Less than 2 hours 2-6 hours
6-8 hours More than a day What is the motive behind choosing the job at
organization? a) Financial support Knowledge Skills enhancement Career growth
Do you agree candidates with more experience should be given preference
regardless to merit level? Strongly disagree Disagree Neither agrees nor disagrees
Agree Strongly agree Do you think organization spends too much in term of time
and cost for the recruitment process?
Strongly disagree Disagree Either agrees nor disagrees Agree Strongly agree Are
you satisfied by the vacancies are advertised by the organization? Yes No Dose the
selection process at organization brings in the right candidate for the right job?
Strongly disagree Disagree Either agrees nor disagrees Agree Strongly agree How
did you feel when we are facing the interview at organization? Confident
Tensed Stress Relaxed Are you satisfied with present staff (or) you need any fresh
recruitment? Yes No What is the time gap between recruitment and selection
process? 1 Week 2 Weeks 3 Weeks Does personality test designed to asses a
candidate's personality? Strongly disagree Agree Somewhat agree Disagree
While selection candidates how do you him/her? Communication Presentation
Subject knowledge Would you recommend your formal colleagues or friends to
join this organization? Yes No Whether internal reference influences the selection
process? Yes No Upon joining the organization are your skills upgraded ? Yes No
Not sure You find any difference in the recruitment process compared to your
previous organization? Yes
No Does the employer provide you all the relevant information about the
organization before calling for the interview? Yes No Have you been given
information training in the organization? Yes No In the induction training have
you been familiarized with the overall activities of the organization? Yes No Not
sure
BIBLIOGRAPHY PERSONAL MANAGEMENT -EDWIN B.
FLIPPO HUMAN RESOURCES MANAGEMENT -ASWATHAPPA RESEARCH

METHODOLOGY -C. R. KOTHARI ANNUAL REPORTS OF THE COMPANY WEBSITES:
WWW.ESNIPS.COM WWW.HR.COM WWW.CAPOL.COM
NEWSPAPERS: ECONOMIC TIMES BUSINESS LINES TIMES OF INDIA MAGAZINES:
BUSINESS WORLD COMPETITATION SUCCESS REVIEW
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Date: Wednesday, November 23, 2022

CHAPTER-I INTRODUCTION NEED SCOPE OBJECTIVES METHODOLOGYI

Human resource management (HRM) is the capacity inside an association that

Managerial functions and Operative functions. Managerial functions: Managerial

Controlling: After arranging, sorting out, and coordinating different exercises of

business, advancement, remuneration, and relations. Every one of these capacities

It covers capacities, for example, Job examination Human asset arranging

The functions include: Performance appraisal Training Management development

Industrial includes: Indian labour market Trade unionism Collective bargaining

therefore, employee's management in an organization does not mean

Human assets approaches ought to be coordinated with key business arranging

John storey has determined 4 components of HRM as follows: An allowance of

Recruitment has been regarded as the most important function of personnel

Agencies supporting agriculture by designing and manufacturing inputs are

It is conformed to those industries that are engaged in processing the agriculture

The purpose of establishing Argo industries co-operation is not only to equip

National Dairy Development Board (Anand)

ITC Argo-Tech (Secundrabad)

Marico Industries (Mumbai)

Ahad Mills (Mumbai)

MARKET Industry structure: Highly divided industry.

Installed capacities and Production —in MT per year.

Technology: Refining technology freely available indigenously Characteristics: Oils:

Seasonal demand for oils &vanaspati September to November (peak season).

Future: Macroeconomic factors: Population growth, per capita income, purchasing

Efficiency in operation to become price competent and withstand overseas

Increasing health awareness — impact of oils and vanaspati usage in individual's

Cottonseed crushing industry is one of the Argo based industries Cottonseed is

In order to co-ordinate the procurement, fabrication and erection of equipment

PRODUCTION CAPACITIES During the year 1978-79 the company established

ORGANIZATIONAL STRUCTURE The CAPOL is organized by a board of Directors,

Under maintenance engineer material, procurement officer, packing section in

Lakkaraju Shyam Prasad

Maddi Venkateswara Rao

Rallabandi Lakshmi Sarada

Vadlamani Venkata Subramanya Ravi

General Manager : K. Satyanarayana. Personnel Manager :K. Suresh. Finance

To act as stockiest, a commission agent, representatives or agents, selling and

facilitated at Rashtrapathi Bhavan by Honourable President of India, Dr. Sankhar

The process of cotton-seed involves the following: Cotton-seed pre-processing Oil

In extractor hexane (one of the petroleum product) is sprayed on the extraction,

After neutralization oil is called Neutral Oil for

De-authorization: Bleached oil is charged up to 175degree centigrade with the

The major purpose of any packages to be influencing of the location of product

The product CAPOL is refined cotton seed oil. Mainly

The means of distribution adopted by CAPOL as: Manufacturer Dealer —Retailer

PRODUCTION DEPARTMENT PRODUCTS LIST OF THE COMPANY Cotton seed oil

Preparing a yearly advertising arrangement and deals figure. Working with

PURPOSE AND IMPORTANCE OF RECRUITMENT Deciding the present and future

Promotion: promotion means an important in pay position, authority, status and

EXTERNAL FACTORS: Advertisement: its purpose is to given publicity to vacancies

Campus enlistment: situation administrations are given by all the schools,

While work posting is normal, organizing is by a long shot the hugest

The connection between manager workers falls apart prompting modern

The activity board permits individuals organizations to post work opportunities.

Stage 2: Tests-intelligence, aptitude, technique, psychometric, ability interest.

Once in a while more adjusts of meetings additionally might be completed to

TRAINING Training is the procedure that includes the obtaining of information,

Organization objective: assist the organization with its primary objective by

Association atmosphere: preparing and advancement help in building positive

It assists with building great workers, relationships so singular objectives with

Cognitive technique Behavioural technique COGNITIVE TECHNIQUE Subjective