A

PROJECT REPORT

ON

“A CRITICAL STUDY OF RECRUITMENT PROCESS STRATEGIES OF

SUGUNA FOODS PVT LTD, Nashik”

SUBMITTED TO

YASHWANTRAO CHAVAN MAHARASHTRA OPEN UNIVERSITY NASHIK

IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT OF

MASTER OF BUSINESS ADMINISTRATION (M.B.A.)

SUBMITTED BY

SHINDE BALU RAMBHAU

(PRN. 2013017002183232)

UNDER THE GUIDANCE OF

(Dr. S.V. Tile)

(M.A.,M.Phil, NET, SET, Ph.D)

YCMOU Study Center , KTHM College, NASHIK

2022-2023
YASHWANT RAO CHVAN MAHARASHTRA OPEN UNIVERSITY, NASIK-422001.

CERTIFICATE

This is to certify that the project report entitled “A Critical Study of Recruitment process
followed by Suguna Foods Ltd. Maharastra Nashik Zone submitted by Mr. SHINDE BALU
RAMBHAU is successfully carried out in partial fulfillment of the master degree in MASTER OF
BUSINESS ADMINISTRATION under our guidance in duration 2022-2023. This project work is of
original nature and not copied from any other dissertation or report. Its conclusion is based on the data
collected by him during his in plant training.

Dr.S.V.Tile
Assistant Professor
(M.A.M.Phil, NET, SET, Ph.D)
 DECLARATION

I, the undersigned hereby declare that the project report entitled “A CRITICAL STUDY OF
RECRUITMENT PROCESS FOLLOWED BY SUGUNA FOODS LTD.MAHARASHTRA
NASHIK ZONE. with special reference to “SUGUNA FOODS PVT LTD NASHIK.” Written and
submitted by me is my original work. The empirical findings in the report are based on data collected
by myself while preparing this report; I have not copied from any other earlier report.

Place-Nashik MR.SHINDE BALU RAMBHAU

Date-20-MAY-2023 (PRN-2013017002183232)
ACKNOWLEDGEMENT
 ACKNOWLEDGEMENT

This satisfies & heart filling of proud me with submitting this project report. For partial fulfillment of
award of Master of Business Administration. As a trainee expects a lot thing from the eminent
scholars and leading authorities of company and I am not an exception. As I take this opportunity to
express my sincere thanks for granting permission, thought provocation, ideas and Enlightened views
expressed by various authorities on the subject matter of this report. At this report. At this juncture, I
wish to special thanks Mr.Palaniswami R (Corporate GM-HR) Nasik region.

The project report would have been incomplete in all respects without the guidance of
Dr.S.V.Tile. It is like a boon for me that I have got such a kind of knowledgeable guide. I am unable
to find words to convey my gratitude towards her contribution. I thank her from the depth of my heart.

Last but not the least my sincere thank to other staff members and distributors of SUGUNA
FOODS LTD Nasik and all the BRID FARM OWNERS and consumers for their sincere co-operation
in collection the necessary details required for the completion of this report.

PLACE – NASHIK (SHINDE BALU RAMBHAU)

DATE-20-MAY-2023
EXECUTIVE SUMMARY
 Executive Summary

The project report is about recruitment and selection process that’s an important part of any
organization. Which is considered as a necessary asset of a company? In fact, recruitment and
selection gives a home ground to the organization acumen that is needed for proper
functioning of the organization.

It gives a organizational structure of the company. It’s a methodology in which the particular
organization works and how a new candidate could be recruited in such a way that he/she
would be fitted for the right kind of career.

There are two types of factors that affect the Recruitment of candidates for the company

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. Selection process or activities typically
follow a standard patter, beginning with an initial screening interview and concluding with
final employment decision.

Human Resource plays a crucial role in the development process of the modern economics.
ARTHUR LEWIS observed
“There are great differences in development between countries which seem to have roughly
equal resources, so it is necessary to enquire into the difference in human behaviors”

Human resource management is the management of employee’s skill, knowledge abilities,

talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource
Management.
They are labor management, labor administration, labor management relationship, employee
–employer relationship, industrial relationship, human capital management, human assent
management etc. Though these terms can be used differently widely, the basic nature of
distinction lies in the scope or coverage and evolutionary stage. In simple sense, human
resource management means employing people, developing their resources, utilizing,
maintaining and compensating their services in tune with the job and organizational
requirements.
Administration:
Strategic planning, organizational evaluation, County Board relations, policy
recommendations, supervision of department staff

Benefits:
Health insurance, dental insurance, life insurance, disability insurance, retirement benefits,
vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive,
uniform allowance, and others.

Recruitment:
Recruitment is defined as a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures fir meet the
requirement of the staffing schedule and to employ to employ effective measures for
attracting the manpower in adequate numbers to facilitate effective selection of an effective
workforce.

Selection:
After identifying the sources of human resources, searching for prospective employees and
stimulation helps to apply for jobs in an organization, the management has to perform the
function of selecting the right man at right job and at the right time.
Separations and terminations:

Rights upon termination of employment, severance benefits, unemployment compensation,

exit interviews.

County-wide needs assessment, development of supervisory and management skills,

employee training and workshops. Benefits orientation for new and transferring employees,
Supervisory newsletter.

1: Attract highly qualified and competent people

2: Ensure that’s the selected candidate stays longer with the company.

3: Make sure that there is match between cost and benefit.

4: Helps organization to create more culturally diverse workforce

Whereas, the poor quality of selection means extra cost on training and supervision, when
recruitment fails to meet organizational needs for talent, a typically response is to raise entry
level pay scales. This can distort traditional wages and salary relationship in organization,
resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can
play a major role in determining the resources that must be expended on other HR activates
and their ultimate success.

INDEX
SR.NO CONTENT PAGE NO.

1. INTRODUCTION

2. COMPANY PROFILE

3. OBJECTIVES

4. RESEARCH METHODOLOGY

5. RECRUITMENT & SELECTION

6. DATA ANALYSIS & INTERPRETATION

7. FINDINGS

8. LIMITATION

9. CONCLUSION

10. SUGGESION

11. LEARNING FROM PROJECT

12. BIBLIOGRAPHY

13. QUESSIONNAIRE
INTRODUCTION
1. INTRODUCTION

Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS:

“There are great differences in development between countries which seem to have roughly
equal resources, so it is necessary to enquire into the difference in human behaviors”

The project report is all about recruitment and selection process that’s an important part of
any organization.

Recruitment highlights each applicant’s skills, talents and experience. Their selection
involves developing a list of qualified candidates, defining a selection strategy, identifying
qualified candidates, thoroughly evaluating qualified candidates and selecting the most
qualified candidate.

It is said if right person is appointed at right place the half work has been done. In this project
I have tried to cover all the important point that should be kept in mind while recruitment and
selection process and have conducted a research study through a questionnaire that I got it
filled with all the sales managers of the SUGUNA FOODS PVT.LTD.NASHIK and tried to
find out which methods and various other information related to recruitment and selection
and tries to come to a conclusion at what time mostly the manpower planning is don’t , what
the various method used for recruiting the candidates and on what basic the selections is
done.
 HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people who staff and manage organization. It
comprises of the functions and principles that are applied to retaining, training, developing,
and compensating the employees in organization. It is also applicable to non-business
organizations, such as education, healthcare, etc Human Resource Management is defined as
the set of activities, programs, and functions that are designed to maximize both
organizational as well as employee effectiveness
Scope of HRM without a doubt is vast. All the activities of employee, from the time of his
entry into an organization until he leaves, come under the horizon of HRM.
The divisions included in HRM are Recruitment, Payroll, Performance Management,
Training and Development, Retention, Industrial Relation, etc

Human resource management is the management of employees skill, knowledge

abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human
Resource Management. They are labor management, labor administration, labor
management relationship, employee -employer relationship, industrial relationship,
human capital management, human assent management etc. Though these terms can be used
differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary
stage. In simple since, human resource management means
employing people, developing their resources, utilizing, maintaining and compensating their
services in tune with the job and organizational requirements.
INDUSTRY PROFILE
 INDUSTRY PROFILE

• In its 25 years of existence, Suguna has gone from strength to strength and has become a Rs.
2030 crore company that makes it India’s No. 1 broiler producer. Along the way, Suguna’s
pioneering efforts in contract farming helped create thousands of rural entrepreneurs who
share the growth successfully. "Poultry Integration" introduced and pioneered by Suguna in
the country has energized the livelihoods of farmers in rural India.
• Suguna ranks among the top ten poultry companies worldwide. With operations in 11 states
across India, it offers a range of poultry products and services. The fully integrated operations
cover broiler and layer farming, hatcheries, feed mills, processing plants, vaccines and
exports. Suguna markets live broiler chicken, value added eggs and frozen chicken. With the
intent to provide consumers with fresh, clean and hygienic packed chicken, Suguna has set up
a chain of modern retail outlets.

• Today, the company’s brand Suguna Chicken is a household name in India. With its Suguna
Daily Fresh outlets, Suguna Home Bites, Suguna Anytime processed chicken and four
varieties of specialty Suguna value added eggs, Suguna is the undisputed leader in poultry
products. Suguna Home Bites being the latest in its product range is a new category of home
meal replacements (HMR)
COMPANY PROFILE
2. COMPANY PROFILE

History of the organization.

• Managing Director Mr. B.Soundararajan and Joint Managing Director Mr.

G.B.Sundararajan saw potential in growing the Indian Poultry Industry through
integration, which later came to be known as Contract Farming. This led Suguna
Poultry to pioneer contract farming in India.

• In 1986, Mr. B.Soundararajan and Mr. G.B.Sundararajan set up a poultry farm

with 200 layer birds at Udumalpet. During 1989 - 90, when chicken prices crashed
because of an over-supply of birds in the local market, Suguna saw an opportunity for
business growth by helping the poultry farmers who had bought feed and medicines
on credit and could not clear their dues. To help them recover their money, these
visionaries began to provide feed and health support to indebted farmers in return for
the end product - eggs. The success of this exercise gave birth to the Suguna
Integration Model.

• The poultry integration model has set a win-win situation for both the farmer and the
integrator. Farmers are provided with day-old chicks, feed and health support.
Performance is monitored on a daily basis with Suguna field staff visiting the farms to
check on the health of the birds, feed intake, growth and mortality levels. In six weeks
time, the birds are weighed and are ready to be sold by Suguna. Farmers are paid a
handsome growing charge for the birds at the end of this period. Thus, Suguna takes
this success model to the next level vision of energizing rural India benefiting the
country, farmer and the company.

• A constant and relentless drive has taken the company's growth and expansion which
covers over 15,000 farmers from 8,000 villages in 11 Indian states. Impressed by the
model and its success, Suguna receives invitations from many state governments to
set up its operations. Many investors and delegates from across borders visit Suguna’s
facilities to study this model and later adopt in their own countries.
• With mastery and success in contract farming, Suguna has shaped the poultry industry
to its current position in India.

Historical Highlights:

 1984 Suguna Group was founded

 1991 Introduced new Concept of contract farming in India

 1992 First Hatchery

 1993 First Breeder Operation

 1998 Semi Automatic Meat Processing Unit with Cold Storage

 1999 Fully Automatic, Micro Processor Controlled Feed Mill

 2000 Inclusion of Grand Parents

 2001 Expansion of Operations into other states

 2004 Soya Unit Operation in Nagpur

 2006 Successful implementation of Oracle ERP systems

 2007 Layer launch,

 2007 Asian Livestock Industry Award

 2007 Daily Fresh and Suguna value added eggs launch

 2008 Convenience foods la

AWARDS OF SUGUNA

Year wise Award

• 1994 - 1995 National Trade Excellence Award by the Ministry for Power,
Government of India

• 1995 - 1996 2nd Best Performance Award, National Productivity Council, New Delhi

• 1997 - 1998 2nd Best Performance Award, National Productivity Council, New Delhi

• 1998 - 1999 2nd Best Performance Award, National Productivity Council, New Delhi

• 1999 - 2000 2nd Best Performance Award, National Productivity Council, New Delhi

• 2000 - 2001 1st Best Performance Award, National Productivity Council, New Delhi

• 2001 - 2002 2nd Best Performance Award, National Productivity Council, New Delhi

• 2007 Asian Livestock Industry Award, Malaysia

 Product Profile

India`s poultry industry represents a major success story. While agriculture production has
rising at the rate around 2 percent per annum over the past two to three decade poultry
production has been rising at the rate of around 8 percent per annum, with an annual turnover
Of US$ 7 500 Million. This paper seek to capture the dynamics of the industry over the more
recent past. Utilizing production, price and export data from the period 1995 to 2004,the
study seeks to
A)Examine the trends and features of development in Indian poultry over the last ten years or
so
B)Identify forces that are driving these changes
C)Predict the structure of developments in the poultry sector, over the next ten or fifteen
years and trace its consequences for income, employments, Public health environments.

Suguna Foods is a food products company. Suguna is involved in broiler and layer farming,
hatcheries, feed mills, and processing plants, etc. It produces eggs and frozen chicken

Worldwide, circuits of meat provision and patterns of meat consumption are being
reconfigured. In 2022,poultry will become the most consumed meat worldwide supplanting
pork. By exploring the case of india, this paper will show how the global triumph of broiler
raises environmental concerns, affects farming practices redefines the conceptions of
edibility, palatability and wholesomeness, and mirrors the ways humans relate with the lives
and bodies of farm animals. In india despite numerous restriction on 30 years, the poultry
industry has been intensified specialized, integrated, economically and geographically
concentrated and built upon the pattern of contract farming.

With operations in 16 states across India, it offers a range of poultry products and services.
The fully integrated operations cover broiler and layer farming, hatcheries, feed mills,
processing plants, vaccines, and exports. Suguna markets live broiler chicken, value-added
eggs, and frozen chicken.

Suguna`s Five Poultry Products in following:-

Meat (For example: chickens, turkeys, ducks, geese, guinea fowl, pigeons, ostrich, emu,
partridge, pheasant, etc.) Eggs (For example: chickens, ducks, ostrich, emu) Feathers (For
example: chickens, Ostrich) Work (For example: Homing and racing pigeons, guard animals
OBJECTIVE
3. OBJECTIVE

 To study the present recruitment and selection practices in SUGUNA FOODS

PVT.LTD.

 To understand the satisfaction level of employees towards recruitment & selection

process in SUGUNA FOODS PVT.LTD.

 Creating a large talent pool of candidates to ensure the organization can hire the best
employee.

 Finding people who will fit in with the company culture and contribute to the
organization's goals.

 Reducing the likelihood that a candidate will leave after a brief time by finding the
right employee for the position the first time around.

 Meeting the organization's diversity and social commitments by selecting candidates

based solely on their merits and the way they fit in with the company values, goals
and culture.

 Improving the company's reputation through fair, unbiased and effective hiring
practices.Expediting the future recruitment and selection process and reducing costs
by gathering a large pool of talented candidates who may be interested in future
vacancies.

 Improving and streamlining the recruitment and selection process, including

expediting future job analyses for similar positions.

 Evaluating the effectiveness of different recruiting and sourcing techniques and

sources for job applicants.

Beyond the main objectives of the overall process, each step of recruitment and selection has
its own objectives, which is why the overall process can be so time consuming. For example,
the main objective of the job analysis is to understand what tasks the vacancy encompasses,
which is necessary to create a list of specifications or ideal qualifications for the new
employee.
REASERCH METHODOLOGY
1. Introduction

Right person for the right job’ is the basic principle in recruitment and selection.
Ever organization should give attention to the selection of its manpower, especially its
managers. The operative manpower is equally important and essential for the orderly
working of an enterprise. Every business organization/unit needs manpower for carrying
different business activities smoothly and efficiently and for this recruitment and selection of
suitable candidates are essential. Human resource management in an organization will not be
possible if unsuitable persons are selected and employment in a business unit..The selection
procedure is concerned with security relevant information about an applicant. This
information is secured in a number of steps .The objective of selection process is to
determine whether an applicant meet the qualifications for a specific job and to choose the
applicant who is most likely to perform well in the job.

2. Importance and Significance of Study

The General purpose of recruitment & selection is to provide a pool of potentially qualified
candidate. The purpose requirement are to determine the present and future requirement of
the organization in conjunction with its personnel-planning and job-analysis activities.

1) Increase the pool of job candidates at minimum cost.

2) Help increase the success rate of the selection process by reducing the number of
visibly, under qualified or overqualified job applicants.

3) Help reduce the probability that job applicants, once recruited and
selected, will leave the organization only after a short period of time.

4) Begin identifying and preparing potential job applicants who will be

appropriate candidates.

5) Induct outsiders with a new perspective to lead the company.

6) Infuse fresh blood at all levels of the organization.

7) Develop an organizational culture that attracts competent people to the

company.

8) Search or head hunt/head pouch people whose skills fit the company’s values.
 9) Devise methodologies for assessing psychological traits.

10) Search for talent globally and not just within the company.

11) Design entry pay that competes on quality but not on quantum.

12) Anticipate and find people for positions that do not exist yet

Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals will come to know a company,
and eventually decide whether they wish to work for it. A well-planned and well-managed
recruiting effort will result in high-quality applicants, whereas, a haphazard and piecemeal
effort will result inmediocre ones. High
quality employees cannot be selected when better candidates do not know of job openings,
are not interested in working for the company and do not apply. The recruitment process
should inform qualified individuals about employment opportunities, create a positive
image of the company, provide enough information about the jobs so that applicants
canmake comparisons with their qualifications and interests, and generateenthusiasm among
the best candidates so that they will apply for the vacant positions.

3. Objectives of Study:-

The study is interested to achieve the following objective.

1) To the find out current practice adopted for the recruitment and selection of the potential
candidate.

2) To study various sources of recruitment used by company.

3) To study satisfaction level of employee about recruitment and selection.

.
 4.Hypotheses:-

1) Proper selection of candidate help to place right person at right job at right time in
right number an at right place.

2) A well-Planned and well managed recruiting effort will result in high-quality

applicant

3) Thus the hypothesis is that the relationship between selected variables under study
and procedure to be carried out during recruitment does not hold good. There is no
significant relationship between variables under study and procedure to be carried out
during recruitment

4) If you have a bad hire, and the employee can't do their job effectively, or as well as
the person they replaced, it means wasted time. The organization may be investing the
same amount of resources in the staff member, but seeing significantly less output in
return

5. Research Methodology:-

There are two ways to collect the data for the research, Primary data & Secondary
data.

Research:-This study focuses on the recruitment and selection at Suguna foods Ltd.as matter
of interest.It was insured that there was good mix respondent employee .female; employee of
various designation and temporary and permanent employee it is the specification &
Procedure for correction the needed information

The selection of research design depend the objective of the research.

There are two way to collect the data for the research. Primary data & secondary.

(a) Primary Data:-

Primary data is the information collected during the course of an experiment during
experimental research. it can also be obtained through observation or through direct
communication with person associated with the selected subject by performing surveys or
descriptive research.
There are several methods of collecting primary data. These are as follows.

1. Observation Method.
An observation interview is a type of job interview that an employer or recruiter can
conduct before hiring a new worker or before promoting an existing employee. It also
allows an employer or recruiter to watch and observe an individual at work.

2. Interview Method

An interview is generally a qualitative research technique that involves asking open-

ended questions to converse with respondents and collect elicit data about a subject.

3. Questionnaire Method

 Nature of the job: ...

 Do you satisfy what you do at your job?
 What source you adopt to source candidates?
 How do you rate selection policy of your company?
 How do you track the source of candidate?
 How many stages are involved in selecting a candidate
This project report carries following actual sources of primary data collection.

1. Interview:-

formal consultation usually to evaluate qualifications (as of a prospective student or

employee) : a meeting at which information is obtained (as by a reporter, television
commentator, or pollster) from a person

2. Observation:-

An act of recognizing and noting a fact or occurrence often involving measurement

with instruments. weather observations. : a record or description so obtained.
Scientific observations were sent to the committee.

For example, watching an apple fall from a tree could be an observation. Noticing that fish
only come to a particular part of the river in the early morning is also an observation.
Smelling garbage decomposing is another example of observation

3. Questionnaire

A questionnaire is a list of questions or items used to gather data from respondents

about their attitudes, experiences, or opinions. Questionnaires can be used to collect
quantitative and/or qualitative information. Questionnaires are commonly used in
market research as well as in the social and health sciences
(b) Secondary Data:-

Data which are not originally collected but rather obtained from published or unpolished in
various reports, diaries, letter books, periodical etc. it is that , which has been used previously
for any research & is now in use for the second time.

There are several methods of collecting secondary data.

These are as follows:-

1. Articles
2. Magazines
3. Internal Sources
4. Reference book & text Book
5.
This project report carries following actual sources of secondary data collection:-

 Pamphlets
 Magazines
 Website of the Organization
 References Book

Sampling and sample size

The sample of 20 respondents from Suguna foods unskilled worker and 20 skill staff at Nasik
District will be selected by the random sampling method as representative units of whole
working Managers in Poultry Industry and facing lot of problem of short of staff as well as
good Information Technology support.

Sample Unit:-Suguna Foods Pvt.Ltd-

Sr. No. Type Of Staff Size

1. Skilled 20
2. Unskilled 20
3. Executive 10
Total Total 50

6. Expected Contribution:-

Human resource is an important & interesting subject in today`s world

1) The project report gives the practical knowledge about recruitment & selection
policies of the organization.

2) The report tells information regarding the excellent concepts used in the field of
HRM
 3) The study gives proper knowledge about selection procedure which is very helpful in
maximizing the profit of the organization.

4) The study gives the information regarding how they recruit & select the right person
at right place.

5) As recruitment and selection is the base of organization at various leval.

7.Limitation:-

 The sample consisted only of employees in the day shift. Employees of the night
Shift were not considered for the purpose of study.
 There is no concrete basis to prove the response given is a true measure of the
Opinion of all the employees as a whole.
 Convenient sampling was used as the mode of conducting the research.
 The questionnaire contained mostly multiple-choice questions; therefore many
Respondents may not have given a proper thought before answering the questions.
 The response of the respondents may not be accurate thinking that the
Management might misuse the data.
 Almost respondents might be influenced by their peers in answering the questions.
 Due to the fact that most of the respondents were young, the questions might not
have been answered with due sincerity.
RECRUITMENT&SELECTION
5. RECRUITMENT OF SUGUNA FOOD`S

“Hiring” of employees from outside. Recruitment has been regarded as the most important
function of the HR department , because unless the right type of people are hired, even the
best plans, organization chart and control system would not do much good.

Recruitment is the discovering of potential applicant for actual or anticipated organizational

vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet
the job requirements and job specification.

It is defined as „ a process to discover the sources of manpower to meet the requirements of

staffing schedule and to apply effective measures for attracting the manpower to adequate
number to facilitate effective selection of an effective workforce

Yoder points out that recruitment is a process to discover the sources of manpower to meet
the requirement of the staffing schedule and to employee effective measures to attracting that
manpower in adequate number to facilitate effective selection of an effective workforce.

Edwin B Flippo defines recruitment as „the process of searching for prospective employees
and stimulating them to apply for the jobs in the organization.

“It is the process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their application are submitted. The
result is a pool of applicants from which new employees are selected.”

Suguna foods followed by Methods of Recruitment

Dunn and Stephens summaries the possible recruiting methods into three categories, namely
1: Direct method
2: Indirect method
3: Third party method

DIRECT METHOD OF SUGUNA FOODS

The direct method includes sending of the recruiters to different educational and professional
institutions, employees contact with public, and mannered exhibits. One of the widely used
methods is sending the recruiters to different colleges and technical schools. This is mainly
done with the corporation of the placement office of the college. Sometimes, firms directly
solicit information from the concerned professors about student with an outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up
exhibits at fairs, and using mobile offices to go the desired centers.
INDIRECT METHOD OF SUGUNA FOODS
Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brochures ETC.

EXA- Advertisements

Advertisements in newspapers and or trade journals and magazines are the most frequently
used methods. Senior post is largely filled with such methods. Advertising is a very useful for
recruiting blue color and hourly worker, as well as scientific, professional, and technical
employees.

Local newspaper can be good sources of blue collar workers, clerical employees, and lower
level administrative employees.
The main point is that the higher the position in the organization the more dispersed
advertisement is likely to be. The search for the top executive might include advertisement in
a national periodical, whereas the advertisement of the blue color jobs usually confine to the
daily newspaper.

According to the Advertisement tactic and strategy in personnel Recruitment, three main
points need to be borne in the mind before an advertisement in inserted.
First, to visualize the type of applicants one is trying to recruit.
Second, to write out a list of advantages the company offers, or why should the reader join
the company.
Third, to decide where to run the advertisement , not only in which area, but also in which
newspaper having a local, state or a nation- wide circulation.

THRID PARTY

These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms,
management consulting firms, indoctrination seminars for college professors, and friends and
relatives.
Private employment agencies are the most widely used sources. They charge a small fee from
the applicant. They specialize in specific occupation; general office help, salesmen, technical
workers, accountant, computer staff, engineers and executives.

State or public employment agencies are also known as the employment or labor exchanges,
are the main agencies for the public employment. Employers inform them of their personnel
requirement, while job seekers get information for them about the type of job are referred by
the employer.
Schools and colleges offer opportunities for recruiting their student. They operate placement
services where complete bio data and other particular of the student are available.
Professional organization or recruiting firms maintain complete information records about
employed executive. These firms maintain complete information records about employed
executives. These firms are looked upon as the head hunters ,raiders, and „pirates by
organization which lose their personnel through their efforts.
Suguna Foods Evaluation of the recruitment method
The following are the evaluation of the recruitment method

1: Number of initial enquires received which resulted in completed application forms

2: Number of candidates recruited.

3: Number of candidates retained in the organization after six months.

4: Number of candidates at various stages of the recruitment and selection process,

especially

those short listed.

Objective of recruitment

1: To attract with multi dimensional skills and experience that suite the present and future
organization strategies.

2: To induct outsider with new perspective to lead the company.

3: To infuse fresh blood at all levels of organization.

4: To develop an organizational culture that attracts competent people to the company.

5: To search or headhunt people whose skill fit the companies values.

6: To seek out non-conventional development grounds of talent.

7: To devise methodology for assessing psychological traits.

8: To search for talent globally not just within the company.

9: To design entry pay that competes on quality but not on quantum.

10: To anticipate and find people for position that doesn’t exists yet.

Recruitment represents the first contact that a company makes with potential employees. It is
through recruitment that many individuals come to know about the company and eventually
decide whether they wish to work for it. The recruitment process should inform
qualifiedindividuals about the job so that applicant can make comparison with their
qualification and interest.
Factors affecting Recruitment
There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal factors: These includes

- Company’s pay package
- Quality of work life
- Organizational culture
- Company’s size
- Company’s product
- Growth rate of the company
- Role of trade unions
- Cost of recruitment

2: External factors: These include

- Supply and demand factors
- Employment rate
- Labor market condition
- Political, legal and government factors
- Information system

Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the policies –

- Government polices
- Recruitment sources
- Recruitment needs
- Recruitment cost
- Organizational and personal policies
Theories Regarding Recruitment Of Suguna Foods

Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way the
prospective employee also has taken the decision whether or not to apply for the given job
vacancy. The individual take the decision usually on three different basic:

1: The objective factors.

2: The critical contact.

3: The subjective factor.

The objectives theoryviews that the process of organizational choice as being one of
weighing and evaluating set of measurable characteristic of employment offers, such pay,
benefits , location, opportunity for advancement, the nature of job to performed, and
education opportunities.

Whereas, the critical contact theorysuggests that the typical candidates are unable to make a
meaningful differentiation of organizations offers in terms of objective or subjective factors,
because of his limited or very short contact with the organization. Choice can be made only
when applicant can readily perceive the factors such as the behavior of the recruiters, the
nature of the physical facilities, and such as the efficiency in processing paper work
association with the application.

On the other hand, the subjective theoryemphasizes the congruence. Here the choices are
made on highly personal and emotional basis.
Recruitment Process

1. Recruitment 2.Identifying 3. Contacting 4.Application 5. Selection

Planning recruitment sources pool process
sources

Recruitment Process for Suguna food`s

1. Recruitment Planning
First stage of the recruitment process is planning. Planning involves the translation of
likely job vacancies and information about the nature of these jobs into set of objectives
or target that specify the numbers and type of applicant to be conducted.

2. Identifying Recruitment Sources or Strategy Development

Once it is known how many what type recruits are required, serious, consideration
needs to be given to make or buy employees, Technological sophistication of
recruitment and selection device, geographic distribution of labor market comprising job
seekers, Source of recruitment.

3. Contacting Sources
Once a recruitment plan and strategy are worked out ,the search process can begin as seen
in figure ,Search involve two steps –Source of activation and selling.

4. Application pool or Screening

Screening of applications can be regarded as integral part of recruiting process, though
many view it as the first step in selection process. In Screening, clear job specification are
in valuable. It is both a good practice and a legal necessity that applicants qualifications
can be Judged on the basis of their knowledge, skill, abilities and interested require to do
the job.

5. Selection process
Evaluation and control is necessary as considerable cost are incurred in the recruitment
process.
 Evaluation of recruitment process of Suguna Foods
The following are the evaluation of the recruitment process:

1: Return rate of application sent out.

2: Number of suitable candidates for selection.

3: Retention and performance of the candidate selection.

4: Cost of recruitment.

5: Time lapsed data.

6: Comments on image projected.

SELECTION

Selection is a negative process and involves the elimination of candidates who do not have
the required skills and qualification for the job proposed. Also it is a process of differentiating
between applicants in order to identify and hire those with greater likelihood of success in
job.

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and devise
adopted in a given company to ascertain whether the candidate’s specifications are matched
with the job specifications and recruitment or not.

Selection process or activities typically follow a standard pattern, beginning with an initial
screening interview and concluding with final employment decision. The traditional selection
process includes: preliminary screening interview, completion of application form,
employment test, comprehensive interview, background investigation, physical examination
and final employment decision to hire.
Definition :
“Selection is the process of differentiating between applicants in order to identify and higher
those with greater like hood of success in a job

Selection process of Suguna Foods

Screening Of Application

Selection Test

Selection Interview

Medical Examination

Reference check & Background Verification

Hiring Decision
Selection Process:
It is a long process, commencing from the primarily interview of the applicants and ending
with the contract of employment generalized selection process. In practices, the differs
among organizations & between two different job within the same company.

1. Screening Of Application & Primary Interview:

It was stated that the applications received from job seekers would be subject to
scrutiny so as to eliminate unqualified applicants. This is usually followed by a
primary interview the purpose of which is more or less the same as scrutiny of
application.

2. Selection Test:

Job seekers who pass the screening and preliminary interview are called for test.
Different types tests may be administration depending on the job and the company.
Generally it are used to applicants ability, aptitude and personality, ability test are also
called as achievement test.

3. Selection Interview:

An Interview is conducted at the beginning and at the end of selection process. The
emphasis here is on the latter .Interview is formal in depth conversation conducted to
evaluate the applicants acceptability .It is considered to be a excellent selection
device. Interview can be adopted to be unskilled, skilled, managerial & professional
employees.

4. Reference Check & Background Analysis :

Many employer request names ,address and telephone numbers or references for the
purpose of verifying information and perhaps, gaining additional background
information on an applicants.

5. Selection Decision:

After obtaining information through the presiding steps, selection decision to most
critical of all the steps must be made. The final decision has to be made from the pool
of individuals who pass the test, interview and reference checks.
ESSENTIAL OF SELECTION PROCEDURE

- Someone should have the authority to select.

- There must be sufficient number of applicants from whom the required number of
employees to be selected.

- There must be some standards of personnel with which a prospective employee may be
compared.

FACTORS EFFECTING SELECTION DECISION

Includes:

- Profile matching.

- Organization and social environment.

- Multi correlations.

- Successive hurdles.
DATA ANALYSIS & INTERPRETATION
6. DATA ANALYSIS & INTERPRETATION OF SUGUNA FOODS
Question 1: Which method do you mostly prefer for recruitment?
Sr. No. Answer No. Of Respondent Percentage
1. Third party 1 25
2. Indirect 2 50
3. Direct 1 25
Total Total 4 100
DATA INTERPRETATION- In 25% manager prefer for direct method of recruitment, 50%
are preferring indirect method & 25% manager are preferring direct method.

Question 2: When do you prefer to go for manpower planning?

Sr. No. Answer No. Of Respondent Percentage

1. Yearly 2 50
2. Quarterly 1 25
3. Requirement 1 25
Total 4 100
DATA INTERPRETATION –50% managers said they prefer to go yearly for manpower
planning, 25% managers said quarterly, & remaining 25% managers said as per the
requirement.

Question 3: What are the sources for external recruitment you preferred?

Sr. No. Answer No. Of Respondent Percentage

1. Campus Interview 1 25
2. Placement Agencies 1 25
3. Data Bank 0 00
4. Casual applicants 2 50
Total 4 100
DATA INTERPRETATION- 25% managers prefer to go for campus interview, 25% managers
prefer placement agencies, & 50% managers uses casual applicant method for recruitment.

Question 4: What form of interview do you prefer?

Sr. No. Answer No. Of Percentage

Respondent
1. Personal Interview 2 50
2. Telephonic Interview 1 25

3. Video Conferring 1 25

Total 4 100
DATA INTERPRETATION – 50% managers prefer to take personal interview, 25% prefer
telephonic interview & 25% managers prefer video conferring.
Question 5: How do you rate the HR practices of the company?

Sr. No. Answer No. Of Respondent Percentage

1. Very Good 3 75
2. Good 1 25
3. Average 0 0
Total 4 100
DATA INTERPRETATION-75% managers uses very good as a rating & 25% managers
uses Good as a rating scale.

Question 6: In a year how many applicants are received and in which how many
Applicants are selected?

Received 60%
Selected 40%
DATA INTERPRITATION-In SUGUNA FOODS PVT. LTD. Almost 60 applicants are
recruited & 40 applicants are selected.

Question 7: Do you think the selection procedure is hard in any relevance?

Yes
No
Some
Sr. No. Answer No. Of Respondent Percentage
1. Yes 2 50
2. No 1 25
3. Some 1 25
Total 4 100
DATA INTERPRITATION- 50% managers of SUGUNA FOODS are think that selection
process is hard, 25% manager thinks it’s not hard & remaining 25% managers think it’s
hard to some extent.

Question 8: When are the resources need and fore casted?

Sr. No. Answer No. Of Respondent Percentage

1. Quarterly 1 25

2. Monthly 1 25
3. Annually 2 50
Total 4 100
DATA INTERPRITATION- Almost 50% managers said they prefer annually for fore cast,
25% said quarterly & 25% managers said monthly.
Question 9: What sources you prefer for recruitment?

Sr. No. Answer No. Of Respondent Percentage

1. Internal 2 50
2. External 1 25
3. Both 1 25
Total 4 100
DATA INTERPRITATION- 25% managers uses internal method for recruitment,25% said
they prefer external & 50% managers said they prefer both the sources for recruitment.

Question 10: How many rounds of interviews are conducted?

Sr. No. Answer No. Of Respondent Percentage

1. 1 to 3 1 25
2. 3 to 5 1 25
3. More than 5 2 50
Total 4 100
DATA INTERPRITATION- 50% managers said they takes more than 5 rounds of interview
according to the post, 25% manager said they takes3 to 5 rounds & 25% managers said
they takes 1 to 3 rounds of interview.

Question 11: Whether the aptitude test conducted?

Sr. No. Answer No. Of Respondent Percentage

1. Yes 3 75
2. No 1 25
Total 4 100
DATA INTERPRETATION- 75% managers use to prefer aptitude test for higher post &
25% managers are not prefer aptitude test.
QUESTIONNAIRE FOR THE EMPLOYEES
Question 1: Are you satisfied with round of interviews conducted?

Sr. No. Answer No. Of Respondent Percentage

1. HIGHLY SATISFIED 14 28
2. SATISFIED 16 32
3. NEUTRAL 5 10
4. DISSATISFIED 5 10
5. HIGHLY DISSATISFIED 10 20
Total 50 100
DATA INTERPRITATION- Almost 28% employees are highly satisfied with the rounds of
interview, 32% employees are satisfied, 10% are neutral, 10% are dissatisfied & 20% are
highly dissatisfied.

Question 2: Are you satisfied with the interview process?

Sr. No. Answer No. Of Respondent Percentage

1. HIGHLY SATISFIED 10 20
2. SATISFIED 14 28
3. NEUTRAL 5 10
4. DISSATISFIED 16 32
5. HIGHLY DISSATISFIED 5 10
Total 50 100
DATA INTERPRITATION- 20% employees are highly satisfied with the selection process
of SUGUNA FOODS, 28% are satisfied, 10% are neutral, 32% are dissatisfied & 10% are
highly dissatisfied.

Question 3: If no then what is the reason? And suggest the measures to be taken for
improvement?

ANS- 20% employees are dissatisfied from the interview process of SUGUNA FOODS.

PROBLEM-They given same reason that this process is too lengthy & time consuming.

STEPS TO BE TAKEN FOR IMPROVEMENT- As 50% of the time more than 5 rounds of
interview are taken so it should be reduce.
Question 4: Are you satisfied with the present method being followed by the company for
recruitment and selection?

Sr. No. Answer No. Of Respondent Percentage

1. HIGHLY 10 20
SATISFIED
2. SATISFIED 15 30
3. NEUTRAL 5 30
4. DISSATISFIED 15 10
5. HIGHLY 5 10
DISSATISFIED
Total 50 100
DATA INTERPRITATION- 20% employees are highly satisfied with the recruitment &
selection process of SUGUNA FOODS. 30% are satisfied, 30% are neutral, 10% are
dissatisfied & 10% employees are highly dissatisfied.

Question 5: If no, what steps shouldto be taken for improvement?

Sr. No. Answer No. Of Respondent Percentage

1. Satisfied 40 80
2. Dissatisfied 10 20
Total 50 100
ANS- 20%employees are dissatisfied with the present recruitment & selection process of
SUGUNA FOODS. According to them company should inform in advanced about the
salary for the particular post & interview round should not be more than 5.

DATA INTERPRITATION- 80% employees are satisfied with present recruitment &
selection process of SUGUNA FOODS & 20% employees are dissatisfied.

Question 6: Whether employee referral programs followed for recruitment?

Sr. No. Answer No. Of Respondent Percentage

1. Yes 45 90
2. No 5 10
Total 50 100

DATA INTERPRETATION- 90% Employees said referral program is taken by INDO PUMP
& 10% employees said no.
QUESTIONNAIRE FOR THE MANAGER
Question 1: Which method do you mostly prefer for recruitment?

Sr. No. Answer No. Of Respondent Percentage

1. Third party 1 25
2. Indirect 2 50
3. Direct 1 25
Total Total 4 100

METHOD
60%

50%

40%

30%
METHOD

20%

10%

0%
THIRD PARTY INDIRCT DIRECT

DATA INTERPRETATION-In SUGUNA FOODS 25% manager prefer for direct method of
recruitment, 50% are preferring indirect method & 25% manager are preferring direct
method.

Question 2: When do you prefer to go for manpower planning?

 Sr. No. Answer No. Of Respondent Percentage
1. Yearly 2 50
2. Quarterly 1 25
3. Requirement 1 25
Total 4 100

60%

50%

40%

30% MANPOWER PLANNING

Column1

20%

10%

0%
YEARLY QUATERLY REQUIRMENT

DATA INTERPRETATION –50% managers said they prefer to go yearly for manpower
planning, 25% managers said quarterly, & remaining 25% managers said as per the
requirement.

Question 3: What are the sources for external recruitment you preferred?
Sr. No. Answer No. Of Respondent Percentage
1. Campus Interview 1 25
2. Placement Agencies 1 25
3. Data Bank 0 00
4. Casual applicants 2 50
Total 4 100

45%

40%

35%

30%

25%
external sources
20% Column1

15% Column2

10%

5%

0%
campus interview placement data bank casual applicants
agencies

DATA INTERPRETATION- 25% managers prefer to go for campus interview, 25% managers
prefer placement agencies, & 50% managers uses casual applicant method for recruitment.
Question 4: What form of interview do you prefer?

Sr. No. Answer No. Of Percentage

Respondent
1. Personal Interview 2 50
2. Telephonic Interview 1 25

3. Video Conferring 1 25

Total 4 100

Form of interview
60%

50%

40%

30%
Form of interview

20%

10%

0%
persoanl interview telephonic interview video conferring

DATA INTERPRETATION–50% managers prefer to take personal interview, 25% prefer

telephonic interview & 25% managers prefer video conferring.
Question 5: How do you rate the HR practices of the company?

Sr. No. Answer No. Of Respondent Percentage

1. Very Good 3 75
2. Good 1 25
3. Average 0 0
Total 4 100

Rate of the HR prictices

80%

70%

60%

50%

40%
Rate of the HR prictices
30%

20%

10%

0%
very good good Average

DATA INTERPRETATION-75% managers uses very good as a rating & 25% managers
uses Good as a rating scale.
Question 6: In a year how many applications are received and in which how many
Applicants are selected?

Received 60%
Selected 40%

Process

40%
received
selected
60%

DATA INTERPRITATION-In INDO PUMP PVT. LTD. Almost 60 applications are received
& 40 applicants are selected.
Question 7: Do you think the selection procedure is hard in any relevance?

Yes
No
Some
Sr. No. Answer No. Of Respondent Percentage
1. Yes 2 50
2. No 1 25
3. Some 1 25
Total 4 100

Response

25

Yes
50 No
Some

25

DATA INTERPRITATION- 50% managers of INDOPUMP are think that selection process
is hard, 25% manager thinks it’s not hard & remaining 25% managers think it’s hard to
some extent.
Question 8: When are the resources need and fore casted?

Sr. No. Answer No. Of Respondent Percentage

1. Quarterly 1 25

2. Monthly 1 25
3. Annually 2 50
Total 4 100

Need & for casted

25%

Quarterly
50% Monthly
Annually

25%

DATA INTERPRITATION- Almost 50% managers said they prefer annually for fore cast,
25% said quarterly & 25% managers said monthly.
Question 9: What sources you prefer for recruitment?

Sr. No. Answer No. Of Respondent Percentage

1. Internal 2 50
2. External 1 25
3. Both 1 25
Total 4 100

Sources of recruitment

25%

Internal
50% External
Both

25%

DATA INTERPRITATION- 25% managers uses internal method for recruitment,25% said
they prefer external & 50% managers said they prefer both the sources for recruitment.
Question 10: How many rounds of interviews are conducted?

Sr. No. Answer No. Of Respondent Percentage

1. 1 to 3 1 25
2. 3 to 5 1 25
3. More than 5 2 50
Total 4 100

Rounds of interview
60%

50%

40%

30%
Rounds of interview

20%

10%

0%
1 to 3 3 to 5 More than 5

DATA INTERPRITATION- 50% managers said they takes more than 5 rounds of interview
according to the post, 25% manager said they takes3 to 5 rounds & 25% managers said
they takes 1 to 3 rounds of interview.
Question 11: Whether the aptitude test conducted?

Sr. No. Answer No. Of Respondent Percentage

1. Yes 3 75
2. No 1 25
Total 4 100

aptitude

25%

Yes
No

75%

DATA INTERPRETATION- 75% managers use to prefer aptitude test for higher post &
25% managers are not prefer aptitude test.
QUESTIONNAIRE FOR THE EMPLOYEES
Question 1: Are you satisfied with round of interviews conducted?

Sr. No. Answer No. Of Respondent Percentage

1. HIGHLY 14 28
SATISFIED
2. SATISFIED 16 32
3. NEUTRAL 5 10
4. DISSATISFIED 5 10
5. HIGHLY 10 20
DISSATISFIED
Total 50 100

Round of interview
35%

30%

25%

20%

15% Round of interview

10%

5%

0%
HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY
SATISFIED DISSATISFIED

DATA INTERPRITATION- Almost 28% employees are highly satisfied with the rounds of
interview, 32% employees are satisfied, 10% are neutral, 10% are dissatisfied & 20% are
highly dissatisfied.

Question 2: Are you satisfied with the interview process?

Sr. No. Answer No. Of Respondent Percentage
1. HIGHLY 10 20
SATISFIED
2. SATISFIED 14 28
3. NEUTRAL 5 10
4. DISSATISFIED 16 32
5. HIGHLY 5 10
DISSATISFIED
Total 50 100

Satisfaction Level
35%

30%

25%

20%

15% Satisfaction Level

10%

5%

0%
HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY
SATISFIED DISSATISFIED

DATA INTERPRITATION- 20% employees are highly satisfied with the selection process
of INDOPUMP, 28% are satisfied, 10% are neutral, 32% are dissatisfied & 10% are highly
dissatisfied.

Question 3: If no then what is the reason? And suggest the measures to be taken for
improvement?
 Satisfaction Level
90%

80%

70%

60%

50%

40% Satisfaction Level

30%

20%

10%

0%
Satisfied Dissatisfied

ANS- 20% employees are dissatisfied from the interview process of INDO PUMP.

PROBLEM- Employees Given same reason that this process is too lengthy& time
consuming.

STEPS TO BE TAKEN FOR IMPROVEMENT- As 50% of the time more than 5 rounds of
interview are taken so it should be Reduce.

Question 4: Are you satisfied with the present method being followed by the company for
recruitment and selection?
Sr. No. Answer No. Of Respondent Percentage
1. HIGHLY 10 20
SATISFIED
2. SATISFIED 15 30
3. NEUTRAL 5 30
4. DISSATISFIED 15 10
5. HIGHLY 5 10
DISSATISFIED
Total 50 100

Recruitment & Selection Process

35%
30%
25%
20%
15%
10%
Recruitmnt & Selection Process
5%
0%

DATA INTERPRITATION- 20% employees are highly satisfied with the recruitment &
selection process of INDOPUMP. 30% are satisfied, 30% are neutral, 10% are dissatisfied
& 10% employees are highly dissatisfied.

Question 5: If no, what steps shouldto be taken for improvement?

Sr. No. Answer No. Of Respondent Percentage
1. Satisfied 40 80
2. Dissatisfied 10 20
Total 50 100

Satisfaction
90%

80%

70%

60%

50%

40% Satisfaction

30%

20%

10%

0%
Satisfied Dissatisfied

ANS- 20%employees are dissatisfied with the present recruitment & selection process of
INDOPUMP. According to them company should inform in advanced about the salary for
the particular post & interview round should not be more than 5.

DATA INTERPRITATION- 80% employees are satisfied with present recruitment &
selection process of INDOPUMP & 20% employees are dissatisfied.

Question 6: Whether employee referral programs followed for recruitment?

Sr. No. Answer No. Of Respondent Percentage
1. Yes 45 90
2. No 5 10
Total 50 100

Referral Program
100

90

80

70

60

50
Series 1
40

30

20

10

0
Yes No

DATA INTERPRETATION- 90% Employees said referral program is taken by

SUGUNA FOODS & 10% employees said no.
FINDINGS
7. FINDINGS

The Present recruitment process is quite lengthy.

While going through the process these observe that scrutiny of the application is done on
the basis of available return sources.

The external sources of recruitment was quite expensive and time consuming.
LIMITATIONS
8. LIMITATIONS
 The sample consisted only of employees in the day shift. Employees of the night
Shift were not considered for the purpose of study.
 There is no concrete basis to prove the response given is a true measure of the
Opinion of all the employees as a whole.
 Convenient sampling was used as the mode of conducting the research.
 The questionnaire contained mostly multiple-choice questions; therefore many
Respondents may not have given a proper thought before answering the questions.
 The response of the respondents may not be accurate thinking that the
Management might misuse the data.
 Almost respondents might be influenced by their peers in answering the questions.
 Due to the fact that most of the respondents were young, the questions might not
have been answered with due sincerity.
CONCLUSION
10. CONCLUSION
The conclusion is drawn from the study and survey of the company regarding the Recruitment
and Selection process carried out there. The recruitment process at INDO PUMP PVT.LTD.to
some extent is not done objectively and therefore lot of bias hampers the future of the employees.

That is why the search or headhunt of people should be of those whose skill fits into the
company’s values.

Most of the employees were satisfied but changes are required according to the changing scenario
as recruitment process has a great impact on the working of the company as a fresh blood, new
idea enters in the company.

Selection process is good but it should also be modified according to the requirements and should
job profile so that main objective of selecting the candidate could be achieved.
SUGGESION
9. SUGGESIONS

 Manpower requirement for each department in the company do identified well in

advance.

 If the manpower requirement is high and the recruitment team of the HR department
alone can satisfy it, but help from the placement agencies is needed for the expertise
decision.

 Time management is very essential as it is ignored somewhere at any level of the

process do concentrate for the remedial steps.

 The recruitment and selection procedure is lengthy and quit time consuming do
reduce the process.
LEARNING FROM PROJECT
10. LEARNING FROM THE PROJECT

From this project i have learned whole recruitment & selection process of the INDOPUMP

Company. Also I have understood the satisfaction level of the employees of INDOPUMP

towards the recruitment & selection process followed by the company.

Especially I got the practical knowledge of corporate & actual culture of the company which

will definitely help me in future for smooth working in the organization.

Most important thing while project was going on I have learned many things from the HR

manager of the company like how they takes the decision regarding delegation of authority,

how to motivate employees for the work & How should be the attitude of HR manager in the

organization.
BIBLIOGRAPHY
11. BIBLIOGRAPHY

Before and at the time of preparing the project report following books were referred which

supported me with some important guidelines for the analysis and the documentation of

project report.

BOOK OF -

1.HUMAN RESOURCE MANAGEMENT OF - Anjali Ganekar.

2. ORGINAZATIONAL BEHAVIOR BOOK

3. COMPANIES BROCHURE.

4. WWW.SUGUNAPOULTRY.COM

SHINDE BALU RAMBHAU DR.S.V.TILE

Research Candidate Research Supervisor
ANNEXURE