PROJECT REPORT

ON

RECRUITMENT AND SELECTION

Submitted in Partial Fulfillment of the Requirements of the Degree
of

MASTERS OF BUSINESS ADMINISTRATION (MBA)

UNDER THE GUIDANCE OF:
[Link] KHAN
([Link])
MANAGEMENT DEPARTMENT

DELHI INSTITUTE OF MANAGEMENT

FARIDABAD

Year (2025-26)

Submitted To: - Submitted by: -

Dr. Surajbhan Sharma Name – Meenal
HEAD OF DEPARTMENT Registration Number - 2311841031
Mr. Aasif Khan Univ. Roll No:-
ASSISTANT PROFESSOR
 INDEX
CHAPTER NO. CONTENTS PAGE
NO.

Chapter – 1. INTRODUCTION TO THE TOPIC

7

Chapter – 2. COMPANY PROFILE

17

Chapter – 3. REVIEW OF LITERATURE

45

Chapter – 4. RESEARCH METHODOLOGY

A. OBJECTIVES OF THE STUDY

B. SCOPE OF THE STUDY

C. RESEARCH DESIGN

D. SAMPLE DESIGN 56

E. METHODS OF DATA COLLECTION

F. LIMITATION OF THE STUDY

Chapter – 5. DATA ANALYSIS & INTERPRETATION

70

Chapter – 6. CONCLUSION AND SUGGESTIONS

81

Chapter – 7. ANNEXURE
A. BIBLIOGRAPHY 83
B. QESTIONNAIRE
 DECLARATION

 I declare that this written submission represents my ideas in my own words and
where others' ideas or words have been included, I have adequately cited and
referenced the original sources. I also declare that I have adhered to all principles
of academic honesty and integrity and have not misrepresented or fabricated or
falsified any idea / data / fact / source in my submission. I understand that any
violation of the above will be cause for disciplinary action by the Institute and can
also evoke penal action from the sources which have thus not been properly cited
or from whom proper permission has not been taken when needed.

Place: Faridabad Meenal

DATE: 20/03/2025 (NAME OF THE STUDENT)
 ACKNOWLEDGEMENT

a. I hereby take this opportunity to express my sincere gratitude to the following

eminent personalities who supported me to complete this project work successfully
without any difficulty.
b. I am indebted to Mr. Aasif Khan , Assistant Professor, DIMF College,
Faridabad, for his expertise guidance and valuable suggestions which enable me
to submit this project report.
c. I would like to express my deep regard to our beloved HOD (Head of Department) Dr.
Surajbhan Sharma, DIMF College, Faridabad, for providing us better support in
my academic endeavors.
d. Finally, I would like to thank one and all who have helped me directly or
indirectly in preparing this report.

STUDENT NAME:

(Meenal) REGN NO:

(2311841031) EXAM ROLL

NO:
 CHAPTER -1
INRODUCTION TO
THE TOPIC

7
INTRODUCTION TO THE TOPIC

Recruitment and Selection

Recruitment is the process of attracting individuals on a timely basis in sufficient
members and with appropriate qualification, to apply for jobs within an organization. The
process of searching prospective employees with multidimensional skills and experience
that suits organization strategies in fundamental to the growth of the organization, this
demands more comprehensive strategic perspective recruitment. organizations require the
service of large number of personnel, these personnel occupy the various positions created
to the process of organization. Each position of the organization has certain specific
contribution to achieve the organizational objectives. The recruitment process of the
organizational has to be strong enough to attract and select the potential candidates with
right job specification. The recruitment process begins with human resource planning and
concludes with the selection of required number of candidates, both HR staff and
operating managers have responsibilities in the process.

“Right person for the right job is the basic principle in recruitment and selection. Every
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 is essential. Human resource management in an organization will not be
possible if unsuitable persons are selected and employment in a business unit.

RECRUITMENT

Meaning:

Recruitment means to estimate the available vacancies and to make suitable arrangements
for their selection and appointment. Recruitment is understood as the process of searching
for and obtaining applicants for the jobs, from among whom the right people can be
selected.
8
A formal definition states, “It is the process of finding and attracting capable applicants
for the employment. The process begins when new recruits are sought and ends when their
applicants are submitted. The result is a pool of applicants from which new employees are
selected”. In this, the available vacancies are given wide publicity and suitable candidates
are encouraged to submit applications so as to have a pool of eligible candidates for
scientific selection.
In recruitment, information is collected from interested candidates. For this different
source such as newspaper advertisement, employment exchanges, internal promotion, etc.,
are used in the recruitment, a pool of eligible and interested candidates is created for
selection of most suitable candidates. Recruitment represents the first contact that a
company makes with potential employees.

Types of Recruitment Needs

1) Planned Need: When an organization develops a requirement of hiring new

employees due to a known reason and is prepared for the same in advance is a planned
need.
E.g. retirement of an employee

2) Anticipated Need: Anticipated needs are majorly controlled by internal and

external environmental factors. Such requirements can be predicted by the management
with the help of past experiences, news updates, etc.
E.g. technological advancement, expansion, merger, acquisition

3) Sudden Need: Sometimes, the need for recruiting personnel arises due to an
unexpected reason. E.g. employee walkouts, accident, demise, sickness

9
 Purpose or Objectives of Recruitment

1) Ensures Uninterrupted Business Process: Recruitment aims at providing the

required number of skilled employees to the organization to keep the business
process going even after labour turnover.
2) Identifies Present and Future Personnel Requirement: It is the initial step for
detecting and analyzing the workforce requirement in the organization, at present as
well as in future say within a year.
3) Acquisition of Maximum Number of Relevant CVs: It advertises the vacant
position such that a maximum number of prospective candidates apply for the same.
4) Improves Cost-Effectiveness: It is a systematic and well-planned process.

Recruitment Process:

Recruitment refers to the process of identifying and attracting job seekers so as to build a
pool of qualified job applicants. The process comprises five interrelated stages, viz.

1. Planning.

2. Strategy development.

3. Searching.

4. Screening.

5. Evaluation and control.

10
Sources of Recruitment:

SOURCES OF MANAGERIAL RECRUITMENT:

INTERNAL SOURCES EXTERNAL SOURCES

1) Promotion 1) Campus recruitment

2) Transfers 2) Press advertisement

3) Internal notification 3) Management consultancy service

4) Retirement 4) Deputation of personnel or transfer from

one enterprise to another
5) Former employees 5) Walk-ins, write-ins, talk-ins

SELECTION:

Selection process is a decision-making process. This step consists of a number of

activities. A candidate who fails to qualify for a particular step is not eligible for appearing
for the subsequent step. Employee selection is the process of putting right men on the right
job. It is a procedure of matching organizational requirements with the skills and
qualifications of people. Effective selection can be done only where there is effective
matching.
By selecting best candidate for the required job, the organization will get quality
performance of employees. More cover, organization will face less absenteeism and
employee turnover problems. By selecting right candidate for the required job,
organization will also save time and money. Proper screening of candidates takes place
during selection procedure. All the potential candidates who apply for the given job are
tested.

11
SELECTION PROCESS:

Selection is a long process, commencing from the preliminary interview of the applicants
and ending with the contract of employment.

1. Preliminary test

2. Selection test

3. Employment interview

4. Reference and background

5. Analysis

6. Selection decision

7. Physical examination

8. Job offer

9. Employment contract

Step-1

PRELIMINARY INTERVIEW:

The applicants received from job seekers would be subject to scrutiny so as to eliminate
unqualified applicants. This is usually followed by a preliminary interview the purpose of
which is more or less the same as scrutiny of application, that is, eliminate of unqualified
applicants. Scrutiny enables the HR specialists to eliminate unqualified jobseekers based
on the information supplied in their application forms. Preliminary interview, on the other
hand, helps reject misfits for reason, which did not appear in the application forms.

12
Step-2

SELECTION TEST
Types of interviews: -
Interviews can be of different types. There interviews employed by the companies.
Following are the various types of interviews: -

1. Informal interview

2. Formal interview

3. Non directive interview

4. Depth interview

Step-4
REFERENCE CHECK:
Many employers request names, addresses, and telephone numbers of references for the
purpose of verifying information and perhaps, gaining additional background information
on an applicant. Although listed on the application form, references are not usually
checked until an applicant has successfully reached the fourth stage of a sequential
selection process. When the labour market is very tight, organizations sometimes hire
applicants before checking references.

Step-5

SELECTION DECISION:
After obtaining information through the preceding steps, selection decision- the most
critical of all the steps- must be made. The other stages in the selection process have been
used to narrow the number of the candidates. The final decision has to be made the pool of
individuals who pas the tests, interviews and reference checks. The view of the line
manager will be generally considered in the final selection because it is he/she who is
responsible for the performance of the new employee. The HR manager plays a crucial
role in the final selection.

13
 STEP 6:

PHYSICAL EXAMINATION:
After the selection decision and before the job offer is made, the candidate is required to
undergo a physical fitness test. A job offer is, often, contingent upon the candidate being
declared fit after the physical examination. The results of the medical fitness test are
recorded in a statement and are preserved in the personnel records. There are several
objectives behind a physical test. Obviously, one reason for a physical test is to detect if
the individual carries any infectious disease. Secondly, the test assists in determining
whether an applicant is physically fit to perform the work. Thirdly, the physical
examination information can be used to determine if there are certain physical capabilities,
which differentiate successful and less successful employees. Finally, such an
examination will protect the employer from workers compensation claims that are not
valid because the injuries or illness were present when the employee was hired.

STEP 7:

JOB OFFER:
The next step in the selection process is job offer to those applicants who have crossed all
the previous hurdles. Job offer is made through a letter of appointed. Such a letter
generally

contains a date by which the appointee must report on duty. The appointee must be given
reasonable time for reporting. Those is particularly necessary when he or she is
already in employment, in which case the appointee is required to obtain a relieving
certificate from the previous employer. The company may also
want the individual to delay the date of reporting on duty. If the new employee's first job
upon joining the company is to go on company until perhaps a week before such training
begins.

STEP 8:

CONTRACT OF EMPLOYMENT:
There is also a need for preparing a contract of employment. The basic information that
should be included in a written contract of employment will vary according to the level of
the job, but the following checklist sets out the typical headings:

14
1. Job title

2. Duties, including a parse such as "The employee will perform such duties and will
be responsible to such a person, as the company may from time to time direct".
3. Date when continuous employment starts and the basis for calculating service.

4. Rate of pay, allowance, overtime and shift rates, method of payments.

5. Hours of work including lunch break and overtime and arrangements.

6. Holiday arrangements:

7. Paid holidays per year.

8. Public holidays.

9. Special terms relating to rights to patents and designs, confidential information

and restraints on trade after termination of employment.

STEP 9

CONCLUDING THE SELECTION PROCESS:

Contrary to popular perception, the selection process will not end with executing the
employment contract. There is another step-amore sensitive one reassuring those
candidates who have not selected, not because of any serious deficiencies in their
personality, but because their profile did not match the requirement of the organization.

They must be told that those who were selected were done purely on relative merit.

STEP 10

EVALUATION OF SELECTION PROGRAMME:

The broad test of the effectiveness of the selection process is the quality of the
personnel hired. An organization must have competent and committed personnel.

Difference between Recruitment and Selection:

1. Recruitment is the process of searching for prospective candidates and motivating
them to apply for job in the organization. Whereas, selection is a process of choosing
most suitable candidates out of those, who are interested and also qualified for job.

15
 2. In the recruitment process, vacancies available are finalized, publicity is given to them
and applications are collected from interested candidates. In the selection process,
available applications are scrutinized. Tests, interview and medical examination are
conducted in order to select most suitable candidate.

3. In recruitment the purpose is to attract maximum numbers of suitable and interested

candidates through applications. In selection process the purpose is that the best candidate
out of those qualified and interested in the appointment.

4. Recruitment is prior to selection. It creates proper base for actual selection. Selection
is next to recruitment. It is out of candidates available/interest.

5. Recruitment is the positive function in which interested candidates are encouraged to

submit application. Selection is a negative function in which unsuitable candidates are
eliminated and the best one is selected.

6. Recruitment is the short process. In recruitment publicity is given to vacancies and

applications are collected from different sources Selection is a lengthy process. It involves
scrutiny of applications, giving tests, arranging interviews and medical examination.

7. In recruitment services of expert is not required Whereas in selection, services of

expert are required

Recruitment is not costly. Expenditure is required mainly for advertising the posts. Selection
is a costly activity, as expenditure is needed for testing candidates and conduct of
interviews.

16
 CHAPTER 2
COMPANY PROFILE

17
Amul is an acronym of the Indian cooperative society named Gujarat Milk Marketing

Federation based in Anand, Gujarat.[2][3] It is under the ownership of Gujarat Cooperative

Milk Marketing Federation Limited, Department of Cooperation, Government of Gujarat. It

is controlled by 3.6 million milk producers.[4]

Tribhuvan Das Kishibhai Patel founded the organization in 1946 and served as its chairman

until his retirement in the 1970s. He hired Verghese Kurien in 1949,[5][6] initially as the

general manager, where Kurien guided the technical and marketing efforts of the

cooperative. Kurien briefly became the chairman of Amul following Patel's death in 1994,

and is credited with the success of Amul's marketing.[7]

Amul spurred India's White Revolution, which made the country the world's largest

producer of milk and milk products,[8] and has since ventured into overseas markets.[9]

18
HISTORY
Amul was found on 19 December 1946 as a response to the exploitation of small dairy
farmers by traders and agents. At the time, milk prices were arbitrarily determined,
giving Polson an effective monopoly in milk collection from Kaira and its subsequent
supply to Mumbai.

Frustrated with the trade practices (which they perceived as unfair), the farmers of Kaira,
led by Tribhuvan Das Patel, approached Sardar Vallabhbhai Patel, who advised them to
form a cooperative. If they did so, they would be able to directly supply their milk to the
Bombay Milk Scheme instead of working for Polson.[12] Sardar Patel sent Morarji Desai to
organize the farmers.[11]

Following a meeting in Chaklasi, the farmers formed the cooperative and resolved not to
provide Polson with any more milk.[12] Milk collection was decentralized, as most producers
were marginal farmers who could deliver, at most, 1–2 liters of milk per day. Cooperatives
were formed for each village.[13] By June 1948, the KDCMPUL had started pasteurizing milk
for the Bombay Milk Scheme. Then-Prime Minister Lal Bahadur Shastri visited Anand to
inaugurate Amul's cattle feed factory. On 31 October 1964, he spoke to farmers about their
cooperative. After returning to Delhi, he set in motion the creation of an,
the National Dairy Development Board (NDDB), to replicate the Kaira cooperative in other
parts of India. Under the leadership of Tribhuvan Das Patel, in 1973, Amul celebrated its
25th anniversary with Morarji Desai, Maniben Patel, and Verghese Kurien.[14]

19
The cooperative was further developed through the efforts of Verghese Kurien and H. M.
Dalaya. Dalaya's innovation of making skim milk powder from buffalo milk was a
technological breakthrough that revolutionized India's organized dairy industry.[15]

With Kurien's help, the process was expanded on a commercial scale, which led to the first
modern dairy cooperative at Anand. This cooperative would go on to compete against the
established players in the market.[16]

The success of the trio (T. K. Patel, Kurien, and Dalaya) at the cooperative's dairy soon
spread to Anand's neighborhood in Gujarat. Within a short span, five unions in other
districts – Mehsana, Banas kantha, Baroda, Sabar kantha, and Surat – were set up, following
the approach sometimes described as the Anand pattern.[11]

In 1970, the cooperative spearheaded the "White Revolution" of India. To combine forces
and expand the market while saving on advertising and avoiding competing against each
other, the Gujarat Co-operative Milk Marketing Federation Ltd., an apex marketing body of
these district cooperatives, was set up in 1973. The
Kaira Union, which had the brand name Amul with it
since 1955, transferred it to GCMMF. Technological
developments at Amul have subsequently spread to
other parts of India.[17]

In 1999, it was awarded the "Best of All" Rajiv

Gandhi National Quality Award.[18]

The GCMMF is the largest food product marketing organization in India.

As the apex organization of the dairy cooperatives of Gujarat, it is the
exclusive marketing organization for products under the brand name Amul and Sagar.
For more than five decades, dairy cooperatives in Gujarat have created an economic network
that links more than 3.1 million village milk products with crores of consumers in India. In
2007, Gujarat Cooperative Milk Marketing Federation Ltd crossed US$1 billion in its sales
turnover and entered the elite club of food companies having this distinction from India.[19] In
one more major achievement, the dairy cooperatives of Gujarat under the GCMMF fold
crossed the mark of milk procurement of 10 million kilograms per day on 27 December
2007, which is the highest ever milk procurement achieved by any dairy network in India, be
it private or cooperative. The entire quantity of milk received was accepted without any milk
holidays and was processed successfully into milk and other milk products.[19]

20
 Amul
Dairy company

Description

Amul is an acronym of the Indian cooperative society named Gujarat Milk Marketing
Federation based in Anand, Gujarat. It is under the ownership of Gujarat Cooperative Milk
Marketing Federation Limited, Department of Cooperation, Government of Gujarat. It is
controlled by 3.6 million milk producers. Wikipedia
Founders: Verghese Kurien, Tribhuvan Das Kishibhai Patel
Headquarters: Anand
Customer service: 1800 258 3333
Owner: Dairy Producers of
Gujarat Founded: 14 December
1946
Number of employees: 1,000 (officers and employees); 3.6 million (milk producers)

21
 Milk, The inspiration behind a revolution

Over seven decades ago the life of a farmer in Kaira was very much like that of farmers
anywhere else in India. His income was derived almost entirely from seasonal crops. Many
poor farmers faced starvation during off-seasons. Their income from milk buffaloes was
undependable. The milk marketing system was controlled by contractors and middlemen.
As milk is perishable, farmers were compelled to sell their milk for whatever they were
offered. Often, they had to sell cream and ghee at a throwaway price.

22
They were in general illiterate. But they could see that the system under which contractors
could buy their produce at a low price and arrange to sell it at huge profits was just not fair.
This became more noticeable when the Government of Bombay started the Bombay Milk
Scheme in 1945. Milk had to be transported 427 kilometers, from Anand to Bombay. This
could be done only if milk was pasteurized in Anand.

After preliminary trials, the Government of Bombay entered into an

agreement with Polson’s Limited to supply milk from Anand to Bombay on a regular basis.
The arrangement was highly satisfactory to all concerned – except the farmers. The
Government found it profitable; Polson’s kept a good margin. Milk contractors took the
biggest cut. No one had taken the trouble to fix the price of milk to be paid to the producers.
Thus, under the Bombay Milk Scheme the farmers of Kaira District were no better off than
ever before. They were still at the mercy of milk contractors. They had to sell their milk at a
price the contractors fixed. The discontent of the farmers grew. They went in a deputation to
Sardar Patel, who had advocated farmers’ co-operatives as early as 1942.

Sardar Patel reiterated his advice that they should market their milk through a cooperative
society of their own. This co-operative should have its own pasteurization plant. His advice
was that the farmers should demand permission to set up such a cooperative. If their demand
was rejected, they should refuse to sell their milk to middlemen.

23
Sardar Patel pointed out that in undertaking such a strike there should be some losses to the
farmers as they would not be able to sell their milk for some time. If they were prepared to
put up with the loss, he was prepared to lead them. The farmers’ deputation readily accepted
his proposal.

Sardar then sent his trusted deputy, Mr. Morarji Bhai Desai, to Kaira District to organize a
milk co-operative – and a milk strike if necessary. Mr. Desai held a meeting in Samarkha
village on January 4, 1946. It was resolved that milk producers’ co-operative societies
should be organized in each village of Kaira District to collect milk from their member
farmers. All the milk societies would federate into a Union that would own milk
processing facilities. The Government should undertake to buy milk from the Union. If this
wasn’t done, the farmers would refuse to sell milk to any milk contractor in Kaira District.

The Government turned down the demand. The farmers called it a ‘milk strike’. It lasted 15
days. Not a drop of milk was sold to the milk merchants. No milk reached Bombay from
Anand, and the Bombay Milk Scheme almost collapsed. After 15 days the milk

24
Commissioner of Bombay, an Englishman, and his deputy visited Anand, assessed the
situation, and accepted the farmers’ demand.

This marked the beginning of the Kaira District Co-operative Milk Producers’ Union
Limited, Anand. It was formally registered on December 14, 1946. Its objective was to
provide proper marketing facilities for the milk producers of the district. The Union began
pasteurizing milk in June 1948, for the Bombay Milk Scheme – just a handful of farmers in
two village co-operative societies producing about 250 liters a day.

An assured market proved a great incentive to the milk producers in the district. By the end
of 1948, 432 farmers had joined village societies, and the quantity of milk handled by the
Union had increased to 5000 liters a day. In the early stages, rapid growth brought in its
wake serious problems. Their solution provided the stimulus for further growth. For
example, as the cooperative movement spread in the district, it was found that the Bombay
Milk Scheme could not absorb the extra milk collected by the Union in winter when
buffaloes yielded an average of 2.5 times their summer yield. Thus by 1953, the farmer-
members had no regular market for the extra milk produced in winter. They were again
forced to sell a large surplus at a low rate to middlemen.

25
ABOUT PRODUCTS
AMUL means "priceless" in Sanskrit. The brand name "Amul," from the Sanskrit
"Amoolya," was suggested by a quality control expert in Anand. Variants, all meaning
"priceless", are found in several Indian languages. Amul products have been in use in
millions of homes since 1946. Amul Butter, Amul Milk Powder, Amul Ghee, Amul
Spray, Amul Cheese, Amul Chocolates. Amul Shrikhand, Amul Ice Cream, Nutramul,
Amul Milk, and Amulya have made Amul a leading food brand in India (Turnover: Rs.
37.74 billion in 2005-06). Today Amul is a symbol of many things. Of high-quality
products sold at reasonable prices. Of the genesis of a vast cooperative network. Of the
triumph of indigenous technology. Of the marketing savvy of a farmers' organization. And
of a proven model for dairy development.

PRODUCTS

A. Bread Spread

AMUL BUTTER: Utterly Butterly Decision

AMUL LITE: Low fat, low Cholesterol Bread Spread

26
Delicious Table Margine: The Delicious way to eat healthy

B. Powder Milk

Amul spray infant milk food: Still, mother milk is best for babies.

Amul instant full cream milk powder: A dairy in your home

Sagar skimmed milk powder: Which is especially useful for diet preparations or for use by
people on low calorie and high protein diet.

27
Amulya dairy whitener: The Richest, Purest Dairy Whitener

C. fresh milk

Amul fresh milk: This is the most hygienic milk available in the market. Pasteurized in
state- of-the-art processing plants and pouch-packed for convenience.

Amul gold milk:

28
Amul Tazza Double Milk

Amul Lite slim and trim milk:

Amul fresh cream:

29
 Cheese

Amul pasteurized processed cheese: 100% Vegetarian Cheese made from microbial rennet

Amul cheese spreads Tasty Cheese Spreads in 3 great flavors.

Amul Emmental Cheese: The Great Swiss Cheese from Amul has a sweet-dry flavor and
hazelnut aroma.

30
Amul Pizza Mozzarella Cheese: Pizza cheese...makes great-tasting pizzas

Gouda Cheese:

D. For cooking

Amul/Sagar Pure Ghee: Made from fresh cream. Has typical rich aroma and granular
texture. An ethnic product made by dairies with decades of experience.

31
Utterly Delicious Pizza:

Masti Dahi:

32
E. Desserts

Amul Ice Cream Premium Ice Cream is made in various varieties and flavors with dry fruits
and nuts.

Amul Chocolates: The perfect gift for someone you love

RETAILING:

The concept of Amul parlors initiated in 2002 has come a long way and has today,
evolved into the most visible face of brand Amul. Tcompetency-basedre than 4000
parlors in almost all major towns of the country bears testimony to the fact that the model
is hugely scalable and inherently sustainable. This retailing initiative has not only enabled
us to interface directly with consumers, but it has also helped us in our endeavor to reduce
middlemen from the supply chain.

The addition of more than 2000 parlors during the current year is largely attributed to our
channel partners i.e. our wholesale distributors who have embraced the concept by starting
their parlors and also motivated franchises to create parlors for meaningful employment.

The relentless focus on the expansion of Amul parlors is now paying us rich dividends. The
retailing business alone fetched us a sales turnover of more than Rs.200 Crores during the
current year. Moreover, these parlors also provide us with an effective platform to
introduce all the innovative products that we launch, every year.

We have also made giant strides forward in reaching out to millions of railway commuters
by setting up more than 50 Amul stalls across major railway stations of the country. The
Indian Railways have also recognized our efforts and with active support from IRCTC, we
plan to set up another 300 railway parlors during the coming year.

33
 Ice cream scooping parlors are the latest addition to the retailing revolution, yet another
blockbuster from the house of Amul. We expect to add 200 more parlors in the coming
year.

Taking a cue from the success of our parlors, the commitment of our sales team, and
all our channel partners dealing in milk, ice cream, and dairy products, we plan to add
6000 parlors during the coming financial year, bringing the total number of Amul
parlors to 10,000.

DISTRIBUTION NETWORK:

Over a period of time, we have built unique capabilities of distributing Ambient, Chilled,
Frozen, and Fresh products simultaneously through our versatile distribution highways.
Today, 3,500 Distributors for value-added milk products and 1800 Distributors for Fresh
Milk ensure that Amul Products are available to all segments of consumers in India
through more than 2 million outlets.

To enhance further efficiency in distribution, two key initiatives have been taken during the
year. Firstly, we expanded competency-based distribution by inducting about 300
Distributors having expertise in servicing specific market segments and secondly, we are
poised to divide the value-added product lines amongst three sets of Distributors to cater to
the same market. This is going to give us more and more competitive advantage. In the
Federation, our distributor is considered to be the real Marketing Manager. To update them
with modern marketing concepts a workshop on Marketing and Sales Management is being
conducted in collaboration with a premier business school. So far, 1100 Distributors have
benefited from this workshop.

Planning Process of the Organization and to develop Self Leadership amongst each individual
Distributor.

Our Amul Yatra programs ensure that every new distributor and other business partners
visit Anand to get an exposure to our co-operative structure’s

34
The distributor sand other business associates have visited Anand on Amul Yatra.

Clean Milk Production:

For strengthening infrastructure for quality and clean milk production and to install Bulk
Milk Coolers at VDCS, our member unions have submitted project proposals to the
Department of Animal Husbandry, Dairying & Fisheries, (DP Section). Ministry of
Agriculture, Government of India. Under the project, the Government of India has already
sanctioned financial instances of more than Rs. 28 crores, and our member unions have
already received financial instances of more than Rs. 11.36 crore.

Continuing the cleanliness drive at the village level, till March 2009, our Member Unions
have identified& imparted training to 9479 crore groups formed of milk producers and
Management of the VDCS. To enhance the level of Cleanliness this year, 7956 VDCS
celebrated Red Tag Day on "Gandhi Jayanti"

Fertility Improvement Program:

The Board of Directors of the Federation, considering a long-term vision for reducing
infertile animals from their milk shed, decided to implement Fertility Improvement
Programmed (FIP) from the year 2007-
08. The FIP concept has an integrated design to overcome animal nutritional,
gynecological, and animal health-related problems.

To implement FIP, milk unions have deployed 44 FIP teams of veterinary consultants and
they are working in 1960 villages. In the first year, they registered 72904 and in the second
year, they registered 70435 "Non-Pregnant Not Calved Even Once" and "Non-pregnant
Dry" milk cattle and buffaloes under FIP., out of which 52272 milk animals have become
pregnant. FIP is being monitored
through [Link]. FIP has helped milk producers to convert their unproductive
milch animals to productive ones and also by adopting scientific animal husbandry
practices they are earning more at less cost.

35
 SUSTAINABLE ECOLOGICAL DEVELOPMENT:

With a target of planting three trees per member, our member unions celebrated t h e 61st
year of Independence, on 15th August 2008 in a unique way and our members have planted
52.74 lakh saplings across 21 districts of Gujrat. During the last two years, 71.65 lakh trees
demonstrated their commitment to preserving and contributing to the improvement of the
Environment. For this activity, we received the "Good Governance Award" from" Srishti"
during the year 2007 as well as 2008.

TOTAL QUALITY MANAGEMENT:

In 1994, the federation embarked on the TQM (Total Quality Management). In 1999 it
received the Rajiv Gandhi Quality Award for the year.

More than 25000 Kaizen (small improvements in work areas) were made by the
employees of the federation in different areas. Workshops on SQC (Statistical Quality
Control) have been conducted across the member dairies to achieve total quality in the
production process.

36
BOARD OF DIRECTORS

Gujarat Co-operative Milk Marketing Federation Limited, Anand, India registered under
Gujarat Cooperative Societies Act-1961.

37
 Bankers Bank of Baroda, State Bank oldie

Kaira District Central Co-operative Bank

Ltd.

Auditors S. R. Batliboi & Co. (Chartered

Accountant)

All Member Unions: -

• Kaira District Cooperative Milk Producers' Union Ltd., Anand.
• Mehsana District Cooperative Milk Producers' Union Ltd, Mehsana.
• Sabarkantha District Cooperative Milk Producers' Union Ltd., Himatnagar.
• Banas kantha District Cooperative Milk Producers' Union Ltd., Palampur.
• Surat District Co-operative Milk Producers Union Ltd., Surat
• Panchmahal District Co-operative Milk Producers Union Ltd. Godhra
• Ahmedabad District Co-operative Milk Producers Union Ltd. Ahmedabad
• Rajkot District Co-operative Milk Producers Union Ltd. Rajkot
• Valsad District Co-operative Milk Producers Union Ltd., Valsad
• Bhamch District Co-operative Milk Producers Union Ltd. Bharuch
• Gandhi Nagar District Co-operative Milk Producers Union Ltd. Gandhi Agar
• Surendra Nagar District Co-operative Mill< Producers Union Ltd. Surendra Nagar
• Amreli District Co-operative Milk Producers Union Ltd. Amreli
• Kutch District Co-operative Milk Producers Union Ltd. Kutch
• Junagadh District Co-operative Milk Producers Union Ltd. Junagadh

38
SALES TURNOVER

Gujarat Cooperative Milk Marketing Federation: An Overview

Gujarat Cooperative Milk Marketing Federation (GCMMF) is India's largest food products
marketing organization. It is a state-level apex body of milk cooperatives in Gujarat that
aims to provide remunerative returns to the farmers and also serve the interest of
consumers by providing quality products that are good value for money.

Members 12 District Cooperative Milk Producers' Union

No. of Producer Members 2.5 million

No. of Village Societies 11,962

Total Milk handling capacity 9.91 million liters per day

Milk collection (Total - 2007-08) 2.28 billion

liters Milk collection (Daily Average 2007-08) 6.3

million liters

Milk Drying Capacity 511 metric Tons per

day Cattle feed manufacturing Capacity 2340 Mts per day

The annual sales turnover of AMUL in the last 9 years is as follows, which itself is proof of
the huge turnover and the success and profitability of the company.

39
40
 SWOT ANALYSIS

The study of this SWOT analysis shows that the strengths and 'opportunities" far outweigh
"the weaknesses" and "threats". The strengths and opportunities are fundamental and
weaknesses and threats are transitory.

STRENGTHS:

Demand profile: Optimistic. Margins:

Quite reasonable.

Flexibility of product mix: Tremendous. With balancing equipment, you can keep on adding
to your product line.

Availability of raw material: Abundant. Presently, more than 80 percent of chocolate

produced is flowing into the unorganized sector, which requires proper channelization.

Technical manpower: Professionally-trained, technical human resource pool, built over the
last 30 years.

WEAKNESSES:

Perishability: Pasteurization has overcome this weakness partially. Which gives chocolate a
long life. Surely, many new processes will follow to improve chocolate quality and extend
its shelf life.

Lack of control over yield: Theoretically, there is little control over chocolate yield.
However, increased awareness of developments like embryo transplant, artificial
insemination, and properly managed animal husbandry practices, coupled with higher
income for rural milk producers should automatically lead to improvement in chocolate.

41
Logistics of procurement: Woes of bad roads and inadequate transportation facilities
make milk procurement problematic. But with the overall economic improvement in
India, these problems would also be solved.

Problematic distribution: Yes, all is not well with distribution. But then if ice creams can be
sold virtually at every nook and corner, why can't we sell other dairy products too?
Moreover, it is only a matter of time before we see the emergence of a cold chain linking the
producer to the refrigerator at the consumer's home!

Competition: With so many newcomers entering this industry, competition is becoming

tougher day by day. But then competition has to be faced as a ground reality. The market is
large enough for many to carve out their niche.

OPPORTUNITIES:

Value addition: There is a phenomenal scope for innovations in product development,

packaging, and presentation. Given below are potential areas of

Value addition:

Steps should be taken to introduce value-added products like shrikhand, ice creams, paneer,
khoa, flavored milk, dairy sweets, chocolates, etc. This will lead to a greater presence and
flexibility in the marketplace along with opportunities in the field of brand building.

The addition of cultured products like yogurt and cheese lends further strength - both in
terms of utilization of resources and presence in the marketplace.

A lateral view opens up opportunities in milk proteins through casein, caseinates, and other
dietary proteins, further opening up export opportunities.

Yet another aspect can be the addition of infant foods, geriatric foods, and nutritional.

Export potential: Efforts to exploit export potential are already on. Amul is exporting to
Bangladesh, Sri Lanka, Nigeria, and the Middle East. Following the new treaty,

42
opportunities

43
Will increase tremendously for the export of agricultural products in general and dairy
products in particular.

THREATS:

Milk vendors, the unorganized sector: Today chocolate vendors are occupying the pride
of place in the industry, Organized dissemination of information about the harm that they
are doing to producers and consumers should see a steady decline in their importance.

44
 AMUL DAIRY
PRODUCT
Bread Spreads
Amul Butter Amul Lite
Utterly Butterly
Low-fat, Cholesterol
Delicious Bread Spread

Delicious Table
margarine
The Delicious way to
eat healthy

MIik Drinks
Amul Kool Amul Kool Cafe

Kool Koko Mul Kool Chocolate Milk

A delight to Chocolate
Lovers. Delicious
Chocolate taste

45
utr a mul Encr!!Drink
A drink for Kids -
provides energy to
suit the needs of
growing Kids

Amul Kool Flavor

46
 CHAPTER 3
REVIEW OF
LITERATURE

47
Introduction

The human resource management activities are considered one of the most important activities that
have an impact on companies and among these activities we will review in our review these are
related to recruitment and selection activities to try to clarify these activities more and to stop the
most important practices used in recruitment processes and the selection to review through our
review what came in many of the research papers Documented and published in publishing
magazines and websites.
The recruitment process aims to provide the best elements with excellent qualifications and
qualifications. The importance of the recruitment process to the Human Resources Department is to
prevent hiring the wrong person, who may cost the organization very much. Away from the salaries
and incentives offered, the process of employing an inappropriate and effective component may cost
larger losses based on the decisions and activities wrongly practiced. Therefore, this process is one
of the most important
processes for managing human resources and for the company as a whole.

Whereas, the selection process is the process that aims to select the best and most suitable
donor for the job. Taking into consideration the conditions necessary in this process and
adopting the principle of justice, equality and equal opportunities for all candidates, and
that selection be made on the basis of merit and merit, and there must be a type of control
when selecting employees, as the right person is in the right place.

Based on the foregoing, recruitment and selection processes are among the most important
topics that we need to study and care about, and therefore I chose this topic because of its
importance, trying to provide information of its importance through my review of some of
the studies published between 2010 and 2020

48
Recruitment Process
Recruitment is the process of searching the candidates for employment and stimulating
them to apply for jobs in the organization (Biswas2012). Stonner, Freeman and Gilbert
(2000) stated that the purpose of recruitment is to provide a group of candidates that is
large enough to let managers select the employees they need. Recruitment according to
Nzuve (1997) refers to the discovery and development of the sources of required
personnel so that the sufficient number of candidates will always be available for
employment in the organization. The purpose of recruitment is to seek out or explore,
to evaluate, to induce and to obtain commitment from the prospective employees so as
to fill up positions required for successful operation and organization.) Raghavi and
Gopinathan 2013) define it as the process of creating a group of qualified candidates
for vacancies within organizations. In both professional and non-professional fields,
employment will include an attempt to identify a diverse group of applicants with the
necessary qualifications and capabilities, and inform them of available job opportunities.
There are various methods of recruitment but for the sake of simplicity, they have been
categorized under two broad headings.)

Internal Recruitment

This is for those people who are already working in the organization; the HR people
publish the circular on notice board and online portal to invite the deserving employees to
participate in the interview via they can also upgrade their position level and avail their
career growth. In this case, employees refer their resume personally and sometimes by
their internal communication portal. This process may not be followed in
all companies and organizations, for example in the study (Sintheya Rahman 2011). Some
of the advantages of internal hiring have been mentioned. We review what each of
Stonner, Freeman and Gilbert (2000) identified three advantages of an organization policy
to recruit from within. First, individuals recruited from within are already familiar with the
organization and its members, and this knowledge increases the likelihood that they will
succeed. Secondly, a promotion from within policy fosters loyalty and inspires greater
effort among organization members. Finally, it is usually less expensive to recruit
or promote from within than to hire from outside the organization. Certain disadvantages
to internal recruitment were also recognized. It limits the pool of available talent. In

49
 addition,

it reduces the chance that fresh viewpoints will enter the organization, and it may encourage
complacency among employees who assume seniority ensures promotion.

50
External Recruitment

From other organization/company/institute or fresh graduate people this process is

applicable, step by step selection and recruitment process is shown (Bushra Bintey
Mahbub 2020). Many vacancies are filled from outsiders. Even when a company own
candidate if transferred or promoted elsewhere in the company there comes a vacant
position, which should be filled externally. (Ayesha Yaseen 2015)

The process below shows how groups of candidates are created from different sources. It
is impossible to gather all candidates from a different category and experience using only
one source. These sources have proven to be very useful and effective for finding the right
number of people who are able.

Preliminary Steps for Recruitment:

There are some issues which are controlled by the administration of the company during
the recruitment process. These are given below:

1) Requisition: Whenever recruitment is needed the respective department informs the

HR Operations about their vacancy position and thus the HR starts their activities.

2) Timing: The HR Operations department usually gets 60 days to recruit and select a
candidate. This time is not specified by the respective department in which a vacancy has
been opened. Time period is totally controlled by the HR Operations.

3) Types of Contact: Qualification needed to perform the job is provided to the HR

51
operation by the respective department to make the recruitment process more efficient.

4) Recruitment budget: Robi Axiata Ltd. allocates a fixed amount of recruitment

budget every year. Division wise this budget is allocated.

5) Sources of candidates: Robi Axiata Ltd. always prefers recruiting online. They
have their own website where applicants send their CV‟s. (Sintheya Rahman 2011).

However, through my review of the overall studies that I have researched, I found that there
are deficiencies that may be taken into consideration for such issues, but this ruling may
not be correct, perhaps mentioning these issues was ignored because they may be
considered one of the axioms related to the recruitment process.

While there was consensus in the steps necessary to perform the recruitment process, but
differences may be in the nature of the work of each organization or company and in
general, the steps used in the recruitment process were as follows according to a study (G
van der Waldt 2014).

Common sequential steps in the recruitment process:

1) Identify the need to recruit/determine whether a vacancy exist

2) Update the job description, specification and profile
3) Determine the key performance areas of the job/recruitment planning
4) Consult the recruitment policy and procedure
5) Consider the sources of recruitment (searching)
6) Choose the appropriate recruitment method
7) Develop the recruitment advertisement/strategy development
8) Place the advertisement in the most appropriate and suitable
communication medium/implement a decision

The organization’s decision on whether to adopt the internal or external depends on many

52
 factors. Motivating factors have been mentioned on the recruitment and selection process
in more than one study, but overall, we find that there is a great similarity between those
factors and differences that may occur based on the nature of the work of each
organization and on the environment Work in which the company does its business.

As for those factors, he came up with a study (Dr. Nazrul Islam and others 2010) Internal
Factors:
Recruitment policy, Human resource planning, Size of the Firm, Cost of recruitment,
Growth and Expansion
External Factors: Supply and demand, Labor market, Image / Goodwill, Political/Social
and Legal, Environment, Unemployment rate, Competitors.
In addition, a study reported (MUSTAPHA, Adeniyi Mudashiru and others 2013) the
following factors have also been identified as factors that determine sources of
recruitment; Organizational policy regarding recruitment, The availability of the required
staff within the organization and its effect on the overall organizational efforts, The level
of position to be filled, the number of job positions to be filled.

Ahmedabad (2018) mentioned in his study about many factors, most of which are
consistent with what most of what was mentioned above, but he also mentioned a factor
that differs from what has been mentioned, which are factors related to the criteria of
recruitment technical criteria, that is, professional skills and experience in your field.

Candidate's personality and charisma are the most effective criteria in the recruitment
process in France. And Communication skills and knowledge of foreign languages are
also very important, to ensure that the smooth flow of communication between the
company and its subsidiary company is ensured.

The advantages of the internal recruitment came as follows:

A healthier evaluation for the candidates and reduces the training time, and it is
considered quick in comparison with the external recruitment, by cheaper confirmation,
and more than that, it motivates the current employees. But at the same time, it has the
disadvantages of it creating vacancies that can stifle the diversity of politics and may be
the shortage of candidates.

53
On the other hand, (Bernardin & Russell 2013) mentioned the advantages of external
employment, which he summarized as increasing diversity and facilitating growth and can
provide training time and is also considered to be able to solve new problems. But the
disadvantages that we may be exposed to by adopting external employment are expensive
and considered slower than employment The procedure may have less valid data on the
candidates, and it may hinder the upward movement of individuals.

The Neeraj Kumari (2013) study mentioned the benefits and benefits related to
employment in another way, as it was mentioned that employment helps to create a pool
of talents from potential candidates for the benefit of the organization and it also increases
the total number of candidates looking for work at the lowest cost and it also helps to
increase the success rate of the selection process by reducing the number of
qualified visits One or more qualified job applicants and helps in identifying and
preparing potential job applicants who will be the appropriate candidate for the job and in
the end recruitment processes help to increase the organization and individual
effectiveness of different employment techniques and for all types of applicants for jobs

Selection Process:

Selection is the process of picking individuals who have relevant qualifications to fill jobs
in an organization. Selection is much more than just choosing the best candidate. It is an
attempt to strike a happy balance between what the applicant can and wants to do and
what the organization requires. (Neeraj Kumari 2012).

(Aleksandra Stoilkovska and others 2015) knows the process of selecting qualified
individuals to fill vacancies in the organization. In other words, the organization will not
have much chance of success if it fails to choose the people with the necessary
qualifications because the main goal is to hire the best person and it is a fundamental
principle in equal employment opportunities laws.

the job vacancy it can be done by assessing the candidates by various tools or measures
and making a rational choice or decision followed by an offer of employment.

54
The basic aim of selection as stated by Castetter (1992) is to fill the vacant vacancies with
personnel who meet the job-related competencies, self-motivated and directed or inclined
towards success, consistent, efficient towards goals, system and organization, contribute
well and quick learner directed towards self- development.

In the (Aisha Yassin 2015) study, he stated that the goals and objectives of the selection
process lie in the following:

Gather as much relevant information to analyze

the facts. Organize and evaluate the
information to make the rational choice.
Assess each candidate in order to choose the best person for the job
Forecast performance of a candidate on the job and its compatibility
with the firm. Provide knowledge to applicants so that they can
judge whether or not they are ready to accept an offer of
employment considering the hardships and opportunities.

Common sequential steps in the selection process:

1) Reception and initial screening interview

2) Application form
3) In-depth selection interview
4) Background and reference checking
5) Medical examination and physical pre-employment testing
6) Assessment center’s
7) Make a final hiring decision
8) Final decision and make a fair job offer

55
There are many steps that are taken in order to perform the selection
process correctly. Are used:

Initial or preliminary interview: This initial interview is usually quite short and has as
its objective the elimination of the obviously unqualified. In many instances it is a
standing interview conducted at a desk or railing.

Application Blank: One of the general principles of hiring procedures is to assign each
step information objectives that can be best obtained by the methods of that particular
step. Factual information should be obtained by means of an application blank. We should
not automatically assume that all information written on the blank by the applicant is
correct.

References: The purpose of the reference check is to obtain information about past
behavior of applicants and to verify the accuracy of information given on the application
blank.

Psychological Tests: The next step in the procedure outlined above is that of testing. Most
of the larger companies that can afford to have a more detailed and accurate selection
procedure do utilize some form of employment testing. It is the smaller company that
frequently does not bother with tests, but places great reliance upon the interview.

Interviewing: Interviewing is probably the most widely used single method of selection.
A substantial amount of subjectivity, and therefore/ unreliability, is to be expected from
interviewing when used as a tool of evaluation. For any applicant to be hired or offered
employment in any organization, the applicant must attend an interview (which is the
selection process). According to Humphrey (2010). According to the (Bernard Oladosu
Omisore, Ph.D. 2014) study, the interviews are divided into two types:

Directed interviews

In this style of interview, direct questions requiring definite answers are used. This style is
especially appropriate for school leavers, for applicants with complicated job histories and
when there is a suggestion that “facts” are in dispute.
56
Non-Directed interviews

Open questions that allow the candidate to choose an answer should always be relied on.
It is the best way of searching or developing a candidate’s views on any subject.

Prompting is a useful technique. Another technique is for the interviewer to keep silent,
thus building pressure on the interviewee, who usually cannot resist the need to fill the
vacuum by continuing to talk,
trying to establish his/her point (Humphrey 2010).

According to the study (MUSTAPHA, Adeniyi Mudashiru 2013), the last step will be

Approval by the Supervisor: Following the outlined procedure, we should now be

of the opinion that a candidate who has successfully completed all steps thus far should be
hired. At this point in the process, a third interview is conducted. The information
objectives of this interview may well overlap those of the preceding one. We now come to
mention some of the factors that have an impact on the recruitment process, as mentioned
in the (Sintheya Rahman 2011) study There are some common
factors that have effect on every organization’s selection process. These factors are:

Organizational Hierarchy: This has an obvious effect on selection process. At first

the selection process for entry level employees and for upper-level employees are not the
same. The higher the job post is the more critical the selection process.

Speed of Decision Making: Making a correct decision in a very short

time is very difficult.

Employee Pool: The greater the number of employees for the selection, the number of
choices organization gets to select the right person for a vacant position is better. To
facilitate the selection process, the Robi Axiata Ltd. stores many CV in their CV bank.

As for the factors that must be considered when making the selection process, the

57
1) Size of the organization
2) Number
of people to be
hired
3) Nature of the job to be filled
4) An outside pressure or influence
5) Pinpoint criteria of an organization selection process

58
 CHAPTER 4
RESEARCH
METHODOLOGY

59
Research methodology is a tool that helps in investigation or inquiry to gain new
knowledge. The research process or the steps undertaken is as follows. The project
titled procedures & documentation of Human Resource consultancy. Is clearly
defined & based on systematic research design to meet the objectives of the study.
The logical analysis of various aspects of the data is made to arrive at the results of
the study. Research is an active, diligent and systematic process of inquiry in order
to discover interpret or revise facts, events behaviors, or theories or to make
practical application with the help of such facts, laws or theories. The term
“research” is also used to describe the collection of information about a particular
subject.

A research design is a specification of methods and procedures for acquiring the

information needed. It is overall operation pattern and the framework of the project
that stipulates what information is to be collected from which source and by what
procedure. The research design undertaken for the study was an exploratory one.
The reason for using an exploratory research method was to obtain qualitative data
and also since the nature of study is as such that it required the exploration of
various aspects within and outside the company.

Meaning of Research:
Research is a process of systematic inquiry that entails collection of data;
documentation of critical information; and analysis and interpretation of that
data/information, in accordance with suitable methodologies set by specific
professional fields and academic disciplines. Research refers to analysis, inquiry,
investigation, probe, delving, experimentation, groundwork, etc.

Investigation or experimentation aimed at the discovery and interpretation of facts,

revision of accepted theories or laws in the light of new facts, or practical
application of such new or revised theories or laws. The word research is derived
from the Middle French "recherche", which means "to go about seeking", the term
itself being derived from the Old French term "researcher" a compound word from
"re-" + "catchier", or "searcher", meaning 'search'.

60
OBJECTIVE OF THE STUDY

The broad objective of the study of Recruitment and selection in AMUL is to study
the impact of process on the overall skill development of workers and Company.

The specific objectives of the study are explained as follows

1. To Refine the Quality of your Employees.

2. To Create a pool of Qualified Employees.

3. To Find out Employees who fit your company culture.

4. To Find out Streamline the recruitment and hiring processes.

5. To find out how to Reduce employee turnover

SCOPE OF THE STUDY

In this project I have Tried to present and know about the Recruitment and
Selection presently follow in AMUL and the feedback is very wide and it consists
of a variety of operations. I collected from different employees during my
interaction with them. The scope of Recruitment and Selection can be explained
with the help of following points-Resources are considered as most important asset
to any organization.

61
Hence, hiring right resources is the most important aspect of

Recruitment. Every company has its own pattern of recruitment as per their
recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations:

1 Dealing with the excess or shortage of resources

2 Preparing the Recruitment policy for different categories of employees

3 Analyzing the recruitment policies, processes, and procedures of the organization

4 Identifying the areas, where there could be a scope of improvement

5 Streamlining the hiring process with suitable recommendations

6 Choosing the best suitable process of recruitment for effective hiring of resources

Any organization Wants it future to be in good and safe hands. Hence, hiring the
right resource is a very important task for any organization.

RESEARCH DESIGN: -

“A research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with
economy in procedure. A Research Design is simply a structural framework of
various research methods as well as techniques that are utilized by a researcher. A
research design is a strategy for answering your research question. It defines your
overall approach and determines how you will collect and analyses data.

Descriptive design

Explanatory design

Experimental design

Diagnostic design

Sample design 62
1. Explanatory design: In this research design, the researcher explores
innovative business concepts and ideas with the help of different
scientific tools and techniques. This research design is ideal for a
business’s research and development department because it offers
innovative and creative ideas to solve a business problem.
2. Experimental design: The experimental design aims to look at a
problem scientifically; that’s why it tries to establish a clear cause
and effect of any event occurring in the research realm. Moreover,
the research design tries to understand the impact of the independent
variable on the dependable variable. As a result, this research is used
to solve issues that try to analyses independent variables and their
effect on dependable variables or vice-versa.

3. Diagnostic design: Diagnostic research design examines the

elements posing challenges to businesses and customers. The
methodology strives to explore the reason behind an issue and find
solutions to solve it. Furthermore, this research design tries to solve
issues in a structured form that follows three phases- inception,
diagnostic, and solution.
4. Sample design: It is a sample design in which a population is
partitioned into strata based on a certain characteristic that is known
for every sampling unit in the population, and then selecting samples
independently from each stratum. There are two types of sampling
methods: Probability sampling involves random selection, allowing
you to make strong statistical inferences about the whole group. Non-
probability sampling involves non-random selection based on
convenience or other criteria, allowing you to easily collect data.

63
 Sampling Unit

A Sampling unit is one of the units selected for the purpose of sampling. Each unit
being regarded as individual and indivisible when the selection is made.
CONTEXT: Many times, the Sampling frame and the Sampling unit are derived
from administrative data.

 Communication, asking questions and receiving a response in person.

 Visiting the various organizations, libraries, internet and also

preparation of the questionnaire with the help of the project
guide.
 This part is done through discussing and analyzing with my
project guide and referring to the subject regarding this topic.
It was a random sampling.

64
DATA COLLECTION: -

In Statistics, data collection is a process of gathering information from all the relevant
sources to find a solution to the research problem. It helps to evaluate the outcome
of the problem. The data collection methods allow a person to conclude an answer
to the relevant question. Most of the organizations use data collection methods to
make assumptions about future probabilities and trends. Once the data is collected,
it is necessary to undergo the data organization process.

The main sources of the data collections methods are “Data”. Data can be classified
into two types, namely primary data and secondary data. The primary importance
of data collection in any research or business process is that it helps to determine
many important things about the company, particularly the performance. So, the
data collection process plays an important role in all the streams.

METHOD OF DATA COLLECTION: -

The data collection method is divided into two categories namely.

1. Primary Data Collection

2. Secondary Data Collection

Primary Data Collection Methods:

Primary data or raw data is a type of information that is obtained directly from the
first-hand source through experiments, surveys or observations. The primary data
collection method is further classified into two types. They are:

 Quantitative Data Collection Methods

65
  Qualitative Data Collection Methods

Let us discuss the different methods performed to collect the data under
these two data collection methods.

Quantitative Data Collection Methods: -

It is based on mathematical calculations using various formats like close-ended

questions, correlation and regression methods, mean, median or mode measures.
This method is cheaper than qualitative data collection methods and it can be
applied in a short duration of time.

Qualitative Data Collection Methods:

It does not involve any mathematical calculations. This method is closely associated
with elements that are not quantifiable. This qualitative data collection method
includes interviews, questionnaires, observations, case studies, etc. There are
several methods to collect this type of data. They are:

1. Observation Method: Observation method is used when the study

relates to behavioral science. This method is planned systematically.
It is subject to many controls and checks. The different types of
observations are:
Structured and unstructured
observation Controlled and
uncontrolled observation
Participant, non-participant and disguised observation

2. Interview Method: The method of collecting data in terms of

verbal responses. It is achieved in two ways, such as
Personal Interview – In this method, a person known as an
interviewer is required to ask questions face to face to the other
person. The personal interview can be structured or unstructured,
direct investigation, focused conversation, etc.

66
 Telephonic Interview – In this method, an interviewer obtains
information by contacting people on the telephone to ask the
questions or views, verbally.

3. Questionnaire Method: In this method, the set of questions are

mailed to the respondent. They should read, reply and subsequently
return the questionnaire. The questions are printed in the definite
order on the form. A good survey should have the following features:
Short and simple

Should follow a
logical sequence
Provide
adequate

space for answers

Avoid technical terms
Should have good physical appearance such as colour,
quality of the paper to attract the attention of the respondent

4. Schedules: This method is similar to the questionnaire method with a

slight difference. The enumerations are specially appointed for the
purpose of filling the schedules. It explains the aims and objects of
the investigation and may remove misunderstandings, if any have
come up. Enumerators should be trained to perform their job with hard
work and patience

Secondary Data Collection Methods:

Secondary data is data collected by someone other than the actual user. It means
that the information is already available, and someone analyses it. The secondary
data includes magazines, newspapers, books, journals, etc. It may be either
published data or unpublished data.
Published data are available in various
67
resources including:
Government
publications

Public records

Historical and statistical

documents
Business documents
Technical and trade journals

68
Qualities of Good Research

1. Good research is anchored on a sound research question: A

sound research question is one of the most important
characteristics of good research. In fact, formulating one is
embedded in the curricula of research-heavy programs like
engineering and physics degrees and careers. In 2010, Farrugia et
al. proposed that developing a research question is the most
important step in doing a research project.

2. Good research follows a systematic, appropriate research

methodology: The overall quality and success of a research study
are largely determined by the research methodology it uses
(Thattamparambil, 2020). Choosing an appropriate research
methodology helps ensure that researchers can collect relevant data
and use the right data analysis methods. Research methodology
refers to the systematic procedures or techniques a researcher uses
to ensure that his study achieves valid, reliable results (Jansen &
Warren, 2020). Research methodologies are often classified into
qualitative research, quantitative research, and mixed-methods
research.

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Qualitative research methodology: It involves collecting and analyzing
non- numerical data, such as language to interpret subjects’ beliefs,
experiences, and behaviors (Pathak et al., 2013). Qualitative research
techniques include interviews, focus groups, and case studies.
Quantitative research methodologies: involve the collection and analysis
of numerical data to discover patterns, test relationships, and make
predictions (Bhandari, 2021a). In doing quantitative research, surveys,
experiments, and systematic observation can be used to collect accurate
data.
Mixed-methods research methodologies: It combine quantitative and
qualitative methods. According to Wisdom and Cress well (2013),
combining quantitative and qualitative research methodologies “permits
a more complete and synergistic utilization of data than do separate
quantitative and qualitative data collection and analysis.” Researchers
should also consider the methods currently used by other researchers in
their specific field. Good research acknowledges previous research on
the topic: While good research leads to the discovery of new knowledge,
it also means studying previous research on the topic. By studying
scholarly articles and other works related to your subject of interest, you
get an idea of what has already been studied and how your study fits into
existing research. You can easily find related studies by going through
your institution’s library management system or other publicly available
ones.
3. Good research uses relevant, empirical data and proper data
analysis methods: One of the most important qualities of a good
research study is that it deals with empirical data. Empirical data is
data that has been collected by researchers themselves through
observation, experience, or experimentation (Bradford, 2017). This is
crucial in doing good research because empirical data is considered
objective, unbiased evidence.
4. Good research is representative and generalizable: Criteria of good

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 research include being representative. In research, representativeness
refers to a sample’s ability to represent a larger group. This means the
characteristics of the subjects (people) being studied closely match
those of the study’s target population (Austin Research, 2014). In most
cases, representativeness can be achieved through population sampling
(Economic Research and Social Council, n.d.). By using proper
methods to create a representative sample, researchers can ensure that
their findings can be generalized to the larger population represented

LIMITATIONS OF THE STUDY

Dependency on Dairy Products: Amul's primary focus is on dairy products,

particularly milk and milk-based products. This dependency makes it vulnerable to
fluctuations in the dairy industry, including factors like milk production, pricing,
and demand.

• Geographic Concentration: Amul's operations are heavily concentrated in India,

particularly in the state of Gujarat. This geographic concentration makes it
susceptible to regional issues, such as climate change, political instability, or
localized economic challenges.

• Limited Product Diversification: While Amul has expanded its product portfolio
over the years, it is still primarily associated with dairy products. This limited
diversification can be a limitation in terms of tapping into other potentially lucrative
markets.

• Market Competition: The dairy industry is highly competitive, and Amul faces
competition not only from other dairy cooperatives but also from private players and
multinational corporations. This competition can affect Amul's market share and
profitability.

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• Supply Chain Challenges: Managing a vast supply chain to collect milk
from millions of farmers and deliver products to consumers is a complex task.
Supply chain disruptions can impact production and distribution.

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 • Quality Control: Maintaining consistent product quality can be a challenge,
especially when dealing with milk from diverse sources. Ensuring that all
products meet quality standards is essential for maintaining the brand's
reputation.

• Technological Advancements: Amul, like other organizations, needs to keep up

with technological advancements to remain competitive. Investment in modern
dairy processing and distribution technologies is crucial.

• International Presence: Although Amul has ventured into international markets,

its global presence is limited compared to some multinational dairy companies.
Expanding and competing on a global scale can be challenging.

• Regulatory and Policy Changes: Government regulations and policies related to

dairy farming, pricing, and marketing can significantly impact Amul's operations.
Changes in these regulations can pose challenges.

• Sustainability Concerns: Environmental and sustainability concerns are

becoming increasingly important in the food and dairy industry. Amul must address
these issues, such as reducing its carbon footprint and ensuring responsible
sourcing.

• Consumer Preferences: Changing consumer preferences and dietary trends can

affect the demand for dairy products. Amul must adapt to these changes and
possibly diversify its product range to meet evolving consumer needs.

• Public Image and Reputation: Amul's reputation is a valuable asset. Negative

publicity, quality issues, or controversies can harm its image and affect consumer
trust.

Despite these limitations, Amul has a strong brand, a vast network of dairy farmers, and a
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history of successful cooperative operations. By addressing these challenges and adapting to
changing market conditions, Amul can continue to thrive in the dairy industry.

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CHAPTER 5
DATA AND
ANALYSIS

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Data Analysis and Interpretation
Q1: Which of the sources of recruitment and selection are used in Amul?
a. Internal
b. External
c. Both

Interpretation:

It was found that about 55% of the recruitment and selection is done both by internal and
external sources, while as external sources are used more than the internal sources. Employees
are hired mostly from external sources like job portals, consultancy etc.

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Q2) Which of the following external sources are used for recruitment in AMUL?
a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies e. All of the above

Interpretation: It was found that 40% of the employees are recruited

through the consultancies and 20% of the employees are selected by the
advertisement followed by internet with 15% and campus selections with
10%. Consultancy and Internet are the major sources which provide eligible
candidates for the hiring in AMUL.

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 Q3) Which form of recruitment and selection is used in AMUL?

a. Centralized

b. Decentralized

Interpretation:

It was found that recruitment is decentralized. However, for higher positions of

employment the recruitment is centralized. Recruitment is decentralized as all the centers
of AMUL recruit their employees according to the number of vacancies available in the
respective centers.

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Q4) Are you satisfied with the recruitment process?

a. Yes

b. No.

Interpretation:

It was found that 90% of employees are satisfied with the recruitment process adopted by
AMUL. However, some of the respondents thought there should be some changes in the
existing recruitment process of the organization.

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Q5) Which of the following methods does AMUL uses during selection?

a. Written
b. Group discussion
c. Personal interview
d. Group discussion and personal interview
e. All of the above

Interpretation:
It was found that 40% of selection is done by Group Discussion & Personal Interview.
However, Personal Interview is mostly used method of selection followed by group
discussion. Employees selected in AMUL are finally selected by a personal interview taken
by the head of the center.

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Q6) Are you satisfied with the selection process?

1. Yes
2. No

Interpretation:

It was found that about 80 % of the employees are satisfied with the selection process.
However, the remaining is of the opinion that there should be some change in the
recruitment and selection process of the organization.

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Q7) Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?

1. Yes
2. No

Interpretation:
It was found that 20% of the respondents were of the opinion that stress test, psychometric
test and personality tests should be used for the selection, while the others were satisfied with
the existing recruitment and selection process. Most of the employees in AMUL are unaware
of these types of tests as they are mostly fresher's.

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Q8) Does your company follow different recruitment process for different grades of
employment?

1. Yes
2. No

Interpretation:
It was found that from that different recruitment process is adopted for different grades of
employment. Like, for the recruitment of trainers in AMUL theoretical knowledge is
considered more and for the developers technical knowledge is given importance.

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Q9) How do you rate HR practices of the company?

Interpretation:
50% of the employees feel that HR department is good where and 30% say that its very good
where as 10% says its average and 10% employees feel it's bad. Some employees are not
happy as they have to spend a little more time if they have to take demo training sessions.

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Q10) Is there any contract signed by employees while joining the organization?

1. Yes
2. No

Interpretation:
Above chart shows that almost 10% employees said no and 90% said yes, they have to sign a bond
while joining the organization. Employees have to submit one of their original certificates in the time
of their joining and they cannot leave this company before one year. If the employees agree to these
conditions, then they are moved to next round of interview.

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CHAPTER 6
CONCLUSION

86
CONCLUSION

As we know that Amul (G.C.M.M.F.) is very big organization and market

leader in dairy products. It has maximum market share in Milk, Butter and
Cheese, which are its main/core products. As we know Amul is a co-operative
organization but milk industry is a profitable industry, we can't ignore it. With
the help of research, company can find out its week points in milk segment and
can increase its market share through rectify mistakes. People have believed in
Amul's product and they will accept its fresh milk also if effective actions were
taken.

The survey resulted into following conclusions:

Amul must come up with new promotional activities such that people become
more aware about Amul milk.

→ In comparison to Amul milk, the other players such as Parag, and Verifresh
provide a better availability and give competition to the hilt due to local brand.

People are mostly satisfied with the overall quality of Amul milk, but for the
existence in the local market Amul must use aggressive selling techniques

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CHAPTER 7
ANNEXURE

88
QUESTIONNAIRE

Q1: Which of the sources of recruitment and selection are used in AMUL?

a. Internal
b. External
c. Both

Q2) Which of the following external sources are used for recruitment in AMUL?

a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
e. All of the above

Q3) Which form of recruitment and selection is used in Amul?

a. Centralized
b. Decentralized

Q4) Are you satisfied with the recruitment process?

a. Yes
b. No

Q5) Which of the following methods does AMUL uses during selection?

a. Written
b. Group discussion
c. Personal interview
d. Group discussion and personal interview
e. All of the above

Q6) Are you satisfied with the selection process?

1. Yes
2. No

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 Q7) Do you think innovative techniques like stress test, psychometric test and personality
test should be used for selection?

1. Yes
2. No

Q8) Does your company follow different recruitment process for different grades of employment?

1. Yes
2. No

Q9) How do you rate HR practices of the company?

1. Excellent
2. Good
3. Average
4. Bad

Q10) Is there any contract signed by employees while joining the organization?

1. Yes
2. NO

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 BIBLIOGRAPHY

1. [Link]

2. [Link]

3. [Link]

4. Research Methodology. (Harper W. Boyd, C. R. Kothari)

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