A

Project Study Report

On

Training Undertaken at

JAIPUR DAIRY

Titled

“Recruitment System at Saras Dairy (Jaipur)”

Submitted in partial fulfillment for the

Award of degree of

Bachelor of Business Administration

PREFACE

SUBMITTED BY

RAJNI

SUBMITTED TO

HEAD OF DEPARTMENTMANAGEMENT STUDIESMDS UNIVERSITY AJMER.

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The main objective of summer training is to develop skill in student by supplement to the

theoretical study of business management in general. Industrial training helps to gain real life

knowledge about the industrial environment and business practices. The BBA Programmers

provides student with a fundamental knowledge of business and organizational functions and

activities, as well as an exposure to strategic thinking of management.

Human Resource Management is one of the most important functions in business. It is

the discipline required to understand customers’ needs and the benefits they seek.

In every professional course, training is an important factor. Professors give us theoretical

knowledge of various subjects in the college but we are practically exposed of such subjects

when we get the training in the organization. It is only the training through which I come to

know that various departmental operations being performed in the industry, which would, in

return help me in the future when I will enter the practical field. During this whole training I got

a lot of experience and came to know about the management practices in the real that how it

differs from those of theoretical knowledge and the practically in the real life. In today’s

globalize world, where cutthroat competition is prevailing in the market, theoretical knowledge

is not sufficient. Beside this one need to have practical knowledge, which would help an

individual in his/her carrier activities and it is true that “Experience Is Best Teacher”.

Saras Dairy, JAIPUR is in fact a very ideal location to gain practical experience. I am sure the

experience gained in short duration, will go a way in all my future endeavors.

Acknowledgement

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I express my sincere thanks to my project guide, Mr. Rahul Saxena, Designation HR Dept. for

guiding me right from the inception till the successful completion of the project. I sincerely

acknowledge them for extending their valuable guidance, support for literature, critical reviews of

project and the report and above all the moral support he/she/they had provided to me with all

stages of this project.

I would also like to thank the supporting staff Department, for their help and cooperation throughout

our project

RAJNI

SUMMARY

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Recruitment is essential to effective human resources management. It is the heart of the

whole hr systems in the organization. The effectiveness of many other hr activities, such as

selection and training depends largely on the quality of new employees attracted through the

recruitment process.

Policies should always be reviewed as these are affected the changing environment.

Management should get specific training on the process of recruitment to increase their

awareness on the dangers of wrong placements.

HR practitioners should be on the guard against all the malpractices and advocate for

professional approach through out the system. The HR should indicate disagreement in the

event that biasing toward certain candidates is creeping in and point out the repercussions that

may follow in terms of performance and motivation.

It is the author’s conviction that, the recruitment process should be seen in the context

of on going staff planning of the organization.

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CONTENT

1. INTRODUCTION TO THE INDUSTRY

2.INTRODUCTION TO THE ORGANIZATION

3. Research Methodology

3.1 Title of The Study

3.2 Duration of The Project

3.3 Objective of The Study

3.4 Type of Research

3.5 Sample Size and Method of Seleting Sample

3.6 Scope of Study

3.7 Limitation of Study

4.Facts and Findings

5.Analysis and Interpretation

6.Swot

7.Conclusion

8.Recommendation and Suggestion

9.Appendix

10.Bibliography

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ABBREVIATIONS

1.AZDUSS…………………Jaipur Zila Dugdh Utpadak Sahakari Sangh Ltd.,

2.DCS……………………….District Cooperative Societies

3.FGS……………………….Finished Goods Supply

4.FMP……………….……..Fresh Milk Products

5.HACCP…………….…….Hazard Analysis Critical Control Points

6.ISO…………………….….International Standard Organization

7.OJT…………………….....On Job Training

8.SIP……………………..….Summer Internship Program

9.SKM……………………...Skimmed Milk Powder

10.WMP…………………..Whole Milk Powder

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INTRODUCTION

OF

SARAS DAIRY

ABOUT US

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Dairy development was initiated by the state government in the early seventies under the

auspices of Rajasthan State Dairy Development Corporation (RSDDC) registered

in 1975. Two years later RCDF assumed responsibility for many of the functions of RSDDC. It

became the nodal agency for implementation of operation flood in the state.

Rajasthan cooperative dairy federation (RCDF) set up in 1977 as the implementing

agency for dairy development programmer in rajasthan is registered as a society under the

rajasthan cooperative societies act 1965.

STATE PROFILE8

Rajasthan with a geographical area of 3,42,239 sq. kms is india’s larest state with population

of 56 million and a density of 165 persons per sq. kms. The state is characterized by diverse

terrain ranging from desert and semi-arid regions of western rajasthan to the greener belts

east of the aravalis and the hilly tribal tracts in the south-east.

More than 60 percent of the state’s area is desert with sparsely distributed population.

Agriculture is dependent on rainfall and failure of monsoon causes severe drought and scarcity

conditions. It is deficient in water (the state has only 1% of total surface water). Ground water

at many places is unfit for human and livestock consumption.

After agriculture,cattle and other livestock in the state, especially for the poor. In the western

regions of the state, with limited farming potential, livestock provides livelihood security. Animal

husbandary is a more stable source of livelihood than farming since it is less affected by failure

of rains than is agriculture. Agriculture and dairying have always been inter-dependent in the

state. The cultivator depends largely on bullock power for tillage, irrigation and carting. Milk

and milk products constitute the only source of animal protein for a sizable vegetarian

population. Milk is also an item of cultural importance. Milk products are a integral constituent

of religious ceremonies.

Animal husbandry contributes over 13% to the grass domestic product. Rajasthan with the

highest livestock population in india contributes nearly 40% of wool production in the country.

Notable cattle breeds of the state are GIR in Ajmer and Bhilwara, tharparkar in

Jaisalmer, Barmer & Jodhpur, Sikar, Jhunjhunu, Jaipur & Ganganagar,

Kankrej in Barmer, Jalore, Sanchore & Jodhpur, Rathi in Bikaner &

adjoining areas.

Amongst buffaloes surti buffalo is a distinguished breed found in Udaipur and adjoining areas.

\

INTRODUCTION TO ORGANIZATION

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ORGANIZATION

The federation is a state level apex co-operative organization owned by its member unions

each of which,in turn, is owned the dairy co-operative societies in its area of operation which

are themselves owned by farmer members.

The federation has a board of directors which has overall responsibility for the planning

policies, financial resource mobilisation and management, member and public relations as well

as liason with agencies of the state and central government, financing institutions etc. the

federation has a chief executive designated as Managing Director.

BOARD OF DIRECTORS

Shri Om Prakash Punia,

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Chairman,

Rajasthan Co-operative Dairy Federation ltd.,

JAIPUR.

Chairman

Shri O.P. Saini,

Managing Director

Rajasthan co-operative dairy Federation Ltd.,

JAIPUR.

Member

Secretary to Government,

Animal Husbandry Department,

Government of Rajasthan, JAIPUR.

Member

Registrar,

Co-Operative Societies of Rajasthan, JAIPUR.

Member

Dy. Secretary To Government,

Finance (Gr. IV & PI),

Govertment of Rajasthan, JAIPUR.

Member

Shri mahipal singh,

Chairman,

Sikar-jhunjhunu distt. Milk products co-operative union Ltd.,SIKAR.

Member

Shri Pratap Singh Bithiya,

Chairman,

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Pali distt. Milk products co-operative union Ltd., PALI.

Member

Shri Raghvendra Singh Deora

Chairman,

Jalore-Sirohi Distt. Milk Producers Co-Operative Union Ltd.,RANIWARA.

Member

Shri Kushpal Singh,

Chairman,

Distt. Milk Producers Co-Operative Union Ltd., BHARATPUR

Member

Administrator (Collector)

Distt. Milk Producers Co-Operative Union Ltd.,SAWAI-MADHOPUR.

Member

Dr. Smt. Gita Patel,

Chairperson,

Distt. Milk Producers Co-Operative Union Ltd., UDAIPUR.

Member

Shri Raja Ram Jorad,

Chairman,

Distt. Milk Producers Co-Operative Union Ltd.,BIKANER.

Member

Shri Pema Ram Saharan,

Chairman,

Distt. Milk Producers Co-Operative Union Ltd., HANUMANGARH.

PRODUCT

Fresh Long Shelf Life

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Milk Milk(UHT)

DTM double toned milk

Toned toned milk(taaza)

Standard cow milk

Full cream skimmed milk

Skimmed

Cow milk

Camel milk

Fresh Milk Long Shelf Life

Products Milk Products

Chaach Ghee

Lassi Cow Ghee

Dahi Table Butter

Paneer SMP

Shrikhand WMP

Ice Cream Cheese

Rasgulla Dairy Whitener

Flavured Milk White Butter

Mawa

Cattle

Feed

Balanced Feed

High Energy

Mineral Mixture

THREE TIER STRUCTURE

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The dairy co-operative movement operates on three tier system wherein farmer members own

dairy co-operative societies (DCS) which own district milk producer’s union. The unions

collectively own the RCDF.

It is a vertically integrated structure that establishes a direct linkage between those who

produce the milk and those who consume it.

FEDERATION – provides service & support to unions. Marketing within & outside state, liaison

with government and NGO agencies, mobilization of resources & coordinating & planning

programs / projects.

UNION – develops village milk cooperative network produces milk from DCS, processes &

markets. Sale of cattle feed and related inputs, promotion of cross breeding through AI and

NS, promotion of fodder development and general support & supervision to DCS.

DCS – provide input services (AH, AI) to its members and procurement of milk.

The dairy co-operatives depict the following institutional properties:

. Democratically elected board of DCS,milk unions & federation from among their members.

. Adoption of such by laws which ensure democratic process on the principles of

cooperation.

. Management & ownership of assests by the cooperatives.

. Autonomy in pricing, marketing & appointment of personnel.

. Employment of professional.

Total control of the organization is in the hands of its members.

ACTIVITY

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The marketing activities of the federation include providing support to the milk unions in milk

and milk products within and outside the state. RCDF is presently marketing milk & milk

products under Saras brand:

Fresh milk of different compositions and long shelf life tetra pak milk is being marketed in rural

and urban areas. The federation is a major supplier of tetra pak milk (UHT) to the armed

forces.

RCDF is also marketing various fresh milk products in saras brand, which are, chaach, lassi,

shrikhand, flavoured milk, mawa, paneer and dahi. Long life products such as cow ghee, ghee,

table butter, dairy whitner, skim milk powder, WMP and Tetra pak milk (Cow Milk, Taza Milk

and Fit and Fine) are also being marketed.

Saras Milk Parlours serving a complete range of milk products are operational at 536 points

& 18402 outlets in Rajasthan.

Human resource is the most valuable asset for any organization. A human resource manager

is responsible to build up an effective workforce, handle the expectations of the employees and

make sure that they perform at their best. In management human resource management deals

with people. Each and every organization consisits of people and an organization.

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RECRUITMENT

PROCESS

THE ‘HEART’ OF

HUMAN RESOURCES

MANAGEMENT

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INTRODUCTION OF RECRUITMENT

Research points to the importance of good recruitment systems in the organizations.

The 1980s brought downsizing, organizations were becoming too effective for their numbers of

employees employed by them. Most problems concerning human resources commences when

recruitment is not handled properly. Resignations, low motivation, poor performance may be

due to incorrect procedures in the recruitment process.

This article discusses the importance of good recruitment at technical and managerial levels

and the implications that are encountered as a result of ad hoc recruitment process.

Recruitment is a responsibility of every manager in the organization. The article is divided into

five sections namely: definition of recruitment; purposes and policies of recruitment;

deficiencies and problems; advertisements and job descriptions; implications and finally the

summary of this discussion.

DEFINITION OF RECRUITMENT

Recruitment is the process of hiring the right kinds of candidates on the right place.

There are two broad categories of recruitment process, the companies look for people outside

the company and in internal recruitment; the existing employees of the company refer new

people.

Recruitment the process where the HR identifying the gaps to be filled, attracting the suitable

person’s CV’s through different media (like adds. In paper, approaching consultants,

employees references, campus placements (when the recruitment is huge),even u can verify

active working employees in your company through promotions/transfers)

& etc., upto receiving the cv’s.

Selection starts from scrutining the received cv’s, conducting the tests & finally ends with the

HR round of interview for taking a decision whether selected or not.

Recruitment is the premier major steps in the selection process in the organizations. It has

been explained as an activity directed to obtain appropriate human resources whose

qualifications and skills match functions of the relevant posts in the organization. Its

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importance cannot be over emphasized and can also not be best described as the heart of the

organization.

RECRUITMENT PROCESS

1.Identify process

2.Prepare job description and person specification

3.Advertising the vacancy

4.Managing the response

5.Short-listing

6.Arrange interviews

7.Conducting interview and decision making

The recruitment process is immediately by the selection process i.e. The final interviews and

the decision making, conveying the decision and the appointment formalities.

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RECRUITMENT

PROCESS

IN

SARAS DAIRY

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CHAPTER-1

PRELIMINARY

1.Short Title Commencement And a Application:

1)These regulation shall be called shall be called the Rajasthan cooperative dairy federation

employees(non-workman) services regulation 1980.

2)These shall come into force from the date of the adoption by the RCDF.

3)These regulation shall apply to such employee of the RCDF who are not on deputation or on

contract services and are not ‘workman’ under the definition of industrial dispute Act,1947. The

category of employee covered under these regulation is given in schedule-I appended to these

regulations.

2.Definition :

In these regulation, unless the contract otherwise require:-

a) “Act” means the Rajasthan cooperative societies Act-1965.

b) “Registrar” means a person appointed to perform the function of the registrar of cooperative

societies for the state under the act.

c) “Appointing Authority” in relation to any employee means-

i. The authority empowered to make appointments to the category of post of which the

employee is for the time being a member or to the grade in which the employee for the time

being holds.

ii. The authority which appointed the employee to such grade or post as the case

may be or whichever authority is the higher authority.

d) “Board of Directors” means the board of RCDF.

e) “Federation” means Rajasthan cooperative dairy federation and includes its units.

f) “Non-Workman” means employees not covered under the industrial disputes act,1947.

g) “Competent Authority” in relation to exercise of any powers means the board of directors or

the Managing Director or any other authority to whom powers are delegated under these

regulation or by

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the board of directors subject to the provision of the bye-laws of federation.

h) “Employees” means a person who is in the whole time service of the federation on but

doesn’t include a person employed by the federation on casual or daily wages.

i) “Establishment Committee” means the establishment committee of the Board of Directors.

j) “Government Servant” means a person who apposed under the government of Rajasthan

Cooperative Dairy Federation condition of recruitment and promotion and regulation.

3 .Classification And Number Of Posts:

The board of directors shall from time to time determine the categories of staff and the strength

of the staff of various cadres necessary for carrying but the function of the federation and its

units.

4.Categories Of Employees:

Official in permanent employment means an employee who is confirmed against a permanent

post or who holds a lien on a permanent post had the lien not been suspended.

Official in temporary employment means an employee who is selected and appointed against

the post which has been created for a specific per period.

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Chapter-II

5.General Condition Relating To Appointment

The following general conditions shall apply to all appointments to the services of the

federation:

# Age On First Appointment:

a)No person who is below 16 years shall be appointment to any post in the Federation. The

maximum age for any appointment shall be 28 years except in the case of technical posts

where it would be specified by the board.

b)For the purpose of these rules age would be determined on the basis of date of birth.

# Educational And Other Qualifications:

The minimum educational professional and other qualifications including previous experience

etc.

Where necessary in respect of each post shall be as indicated in the recruitment schedule for

each post..

# Verification Of Character:

Person recruited directly shall be appointed to any post under chracter and antecedents have

been verified to the satisfaction of the appointment authority.

#Plural Marriages:

No person who has more than one spouse living or who having a spouse living marries and

when marriage is avoid by reason of its taking place during the life time of such spouse, shall

be eligible for appointment to the service of the institute unless specially exempted by the

appointment authority.

#Medical Examination At The Time Of First Appointment:

No person shall be appointed by direct recruitment unless he has been certified by a Civil

Assistant Surgeon Class I under the employment of the state government to be of sound

constitution and medically fit to discharge his duties. The fee, if any such medical certificate

shall be paid by the employee concerned.

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#Letter Of Appointment:

Every person to be appointed under terms and condition of these regulations and an employee

of the institute will be given a letter of appointment starting his monthly pay, scale of pay and

other emolument if any period of service (for temporary post) and the period of probation.

#Letter Of Acceptance:

Any person to whom a letter of appointment has been issued shall confirm in writing his

acceptance of the offer with in the prescribed time limit.

#Joining Report

Every person to whom a letter of appointment has been issued and who has accepted the

employment with institution as per his letter of acceptance shall report himself for duty at the

place and time specified in the aforesaid letter of appointment and shall give his joining report

for first appointment.

The persons appointed through direct recruitment shall be on probation for a period of one

year and the person appointed by the by the promotion shall be on probation for one year.

The ratio of appointment by direct recruitment and by promotion shall be as prescribed in the

recruitment schedule provided that if suitable persons for promotion are not available, the

appointing authority may fill the remaining posts through direct recruitment.

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Chapter-III

#METHODS & PRINCIPAL OF RECRUITMENT

The posts under the Federation shall be filled by one or the other of the following methods.

a)by direct recruitment

b)by promotion

c)by deputation

d)by contract

e)by absorption of such employee who have worked at least for 3 years on deputation in

Corporation/Federation.

#PROCEDURE FOR DIRECT RECRUITMENT

1.Inviting of Applications : Applications for recruitment to various posts mentioned in the

schedule attached shall be invited by the Federation by advertising the vacancies to be so

filled in daily Newspaper or through Employment Exchange, giving full information regarding

the nature and duties of the post, laying down the qualification for the concerned post.

2.All vacancies in category of ministerial and class-IV shall be notified to the employment

exchange having jurisdiction and may also be advertised if necessary and the candidate

forwarded by it shall be considered along with the direct applications.

3.Form Of Applications : the application shall be made in the form prescribed by the

federation on payment of such fee as the federation on payment of such fee as the federation

may fix from time to time.

4.Scrutiny Of Application: the federation shall scrutinize the applications received and

require candidate fulfilling qualifications to appear before the selection committee for an

interview.

5. Selection from among the eligible candidates shall be made on the basis of interview. A

written test and or practical test as may be considered necessary can be also taken.

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6. Direct recruitment to various categories of posts shall be made from amongst the names

recommended by the select committee. The names of the selected candidate shall be

arranged in order of performance and the appointing authority shall make appointment in that

order. The selection committee may to the extend of 50% of the advertised vacancies keep

name of suitable candidates on the reserve list which will remain in force for a period not

exercising one year.

7. The selection committee for selecting person various post shall consist of such person as

determine by board of directors.

#Procedure For The Recruitment By The Promotion

1.criteria for promotion: for purpose of recruitment to the posts to be filled through

promotion, a selection strictly on seniority cum-mart or merit alone shall be made from among

all the persons eligible for such promotion under the provisions of these regulations on the first

day of calendar year in which promotions are considered..

2.no employee shall be considered for promotion unless he is substantively appointed and

confirmed on the next lower post.

3.Procrdure For Selection : The chief executive shall prepare a list of all the eligible

members of each category from which promotion are to be made, and shall be forwarded it

together with the confidential rolls and personal files of the department promotion committee..

4. The departmental promotion committee shall consider the cases of all the persons included

in the lists interviewing such of them as they shall select a number of candidates equal

to number of vacancies likely to be filled by promotion.

5. The list so prepare shall be reviewed and revised every year and shall remain in force until it

is so reviewed o revised. the names of the candidates selected as suitable shall be

arranged in the order of seniority.

6.The departmental promotion committee shall consist of such persons as are nominated by

managing director in case of sub-ordinates employees.

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CHAPTER-IV

#PRINCIPALS FOR DETERMINING SENIORITY

1.Seniority shall be determined with references to the date of substantive appointment to a

particular post or grade or in an equivalent post or grade. if an appointment order contains

names of more than one person, whose names figures, first in the order of appointment will be

senior to the one whose name appears next to him and so on.

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RAJASTHAN COOPERATIVE DAIRY FEDERATION EMPLOYEES

(SUPERVISORY) STAFF CONDITIONS OF RECRUITMENT AND

PROMOTION RECRUITMENT 1980

CHAPTER-1

1.These regulations shall apply to employees of the federation other then the following:-

2.Officers on deputation to the federation, and employees on contract or work charge basis.

3.The terms used in these regulation will bear the same meaning as is assigned to them in; the

Rajasthan cooperative dairy federation employees services regulation,1980.

4.This regulation will come into force with immediate effect.

CHAPTER-II

CONDITIONS OF RECRUITMENT AND PROMOTION

5.The board of the federation shall prescribe the number of the posts, in each category, given

in the schedule annexed to these rules, required for different units under the control of

federation.

6.The posts created from time to time will be filled up in the following manner:-

a)By direct recruitment

b)By employing persons on deputation from the central or state government or any state or

public sector undertaking, and

c)By contract

d)By absorption of such employees who have works at least for three years on any post on

deputation in the services of the federation and qualification and experiences required for

various post so will be in accordance with the “Schedule” appended and modified from time to

time.

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(8) Direct recruitment The age of candidates for direct recruitment will be as per the

schedule appended. Board of federation will decide the age for direct recruitment for new posts

as and when created.

(9) (a) Promotion

In respect of first promotion to higher post promotion of eligible persons will be made on basis

of seniority cum merit. Second promotion shall be made purely on basis of merit and

performance.

(b) Seniority lists for each category for unemployed will be prepared and maintained.

(c) Merit of employee will be judged on following basis:

(i) Capacity to do hard work with sincerity, honesty, objectivity, and result orientation.

(ii) Originality of thinking to increase productivity and efficiency in the organizations.

(iii) Since of alertness combined with courage, initiative and decision making powers, tact and

organizing capacity.

(d)While considering promotion on the basis of merit with due regard to seniority, list of senior

most employees eligible for promotion, not exceeding five times the number of vacancies, will

be taken into consideration.

(e)The departmental promotion committee to consider the cases of promotion of employees

shall consist of three members comprising of two directors of the federation and the managing

directors of the federation in case of officers for other categories, committee including

secretary of the federation shall consider the case of promotion.

10.Probation - Persons recruited directly on any post and employees promoted from one

post to any higher post shall be placed on probation for a period of one year form the date of

such appointment which may be extended at discretion of the appointing authority.

11.Confirmation

Probationer shall be confirmed in his appointment at the end of his period of probation if:-

a) He has undergone such trainings the board may from time to time specify.

b)The appointing authority is satisfied that his integrity is unquestionable and that and that he

is otherwise fit for conformation.

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12.Seniority

Amongst the persons recruited in the same year, the promotes will rank senior to those who

will be appointed by direct recruitment. Amongst the promotes those who are appointed

on the basis of seniority come merit with rank senior to those who are appointed on the

basis of merit with due regard to seniority. The inters seniority of those appointed on the

basis of merit will be in accordance with there relative seniority in the lower cadre.

13.Age Of Retirement

The age of retirement shall be 55 years.

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RAJASTHAN CO-OPERATIVE DAIRY FEDERATION LTD.

(STANDARD ORDERS FOR THE WORKMEN)

1.Scope Of Orders

These orders shall come into force in accordance action 7 of the industrial employment

(standing orders) act, and shall apply to all workmen as defined in section 2(i) said Act

and employed in or in connection with dairy plants, in centers, feed factories, livestock

and agriculture farms links and other ancillary units(existing or to be created) by

Rajasthan Cooperative Dairy Federation Ltd.

2.Definitions

a)Federation: Federation means, the RCDF Ltd. Registered under the provision of the

Rajasthan cooperative societies act,1965.

b)Managing director: Means the managing director of the RCDF Ltd.

C)Manager: Means head of the unit viz. manager, general manager and Dy. manager and

includes the acting manager for the time being .

d)Head of the section: Means the officers-in-charge of the section of a unit.

e)Section: Means any part of the unit or establishment.

f)Employer: Means the authority appointed by the RCDF Ltd. In this behalf and where no such

authority is appointed, the head of the unit.

3.Classification Of Workmen:

a)Permanent

b)Probationer

c)Temporary

d)Badli or substitute

e)Casual

f)Apprentice or trainee

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4.Recruitment & Promotion

Recruitment and promotion to the various categories of posts and grade there shall be made in

accordance with the rules appended with these rules and made here-after by the

federation from time to time.

5.Identity Cards, Temporary Permits, Entry, Exit And Search:

a)Every workmen whether permanent, probationer, temporary, casual, apprentice or trainee, or

badli shall be issued an identity card or temporary permit, provided that in the cases of

casual workmen. Who have to work for a very limited period, a temporary permit mey be

issued, in the name of the section officer concern to cover a group of them, the identity

card/temporary permit issued to an individual workmen shall bear the workman name,

designation, signature any identity marks and his photograph and shall be signed by the

authority duty authorized by the managers in this behalf.

b) The identity cards and temporary permits shall serve as individual gate passes permitting

the holders there of to enter and remain within the precincts of the works posted in

connection with their work.

c)The initial issue of identity cards/ temporary permits shall do free of charge. If the identity

card/temporary permit is lost or damaged by the workmen, he shall be liable to pay a

sum of rupee one for the issue of a new identity card and a sum of 25 paisa for the

issue of new permit.

d)Identity cards/ temporary permits are not transferable and shall be valid only in respect of the

particulars workman in the whose favor it is issued..

e)Every workman shall keep in his possession identity card/ temporary permit issued inn his

favor and he shall show it to any person authorized to inspect it, while the workmen is

entering or leaving the establishment the workshop at any gate put up for the purpose

of checking or while in his workshop or the precincts there of and small subject himself

to search as may be desired by manager.

f) The identity card/ temporary permit issued to a workman shall remain remain the property of

the federation and every workman shall, on the suspension from services, surrender it

to the manager.

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g) If a workman, who surrenders his identity card/ temporary permits as results of suspension

from service by the order of the employer is required to attend the establishment at his

request or under instruction from him a temporary permit shall be issued in his favor.

6.Publication Of Working Times:

The publication and hours of work and intervals for rest for all classes of workman in each

shift, each section and weekly days of rest shall be exhibited in Hindi and English on the

notice board.

Notice Of Instructions Regarding Attendance, Departures Etc.:

All the workman shall comply with instruction issued from time to time relating to the recordings

of time of arrival for work and departure from the place of work, notified on the notice

boards.

I)Shift Working:

a)More then one shift may be worked in any plant or section of an establishment at the disc

retain of the Manager or General Manager. notice board of the plant or section

concerned.

b)The manager shall be entitled by the notice to be pasted on the notice board of the plant or

section of the establishment concerned to alter or very the shifts, at its discretion and

workman shall be liable to be transferred from one shift to another, at the discretion of

the manager.

c)Workman shall not change their shifts without permission of the head of the action

concerned.

d)Shifts working may be discounted or the number of shifts reduces at any time, with notice of

21 days in accordance with section 9A of the Industrial Dispute Act.

e) If shift working is restarted or the reduction in the number of shifts is restored, the managers

shall give a week’s noticed thereof by posting such notice at the main entrance of the

establishment and the Time Keeper’s office, if any.

II)Publication Of Wage Rate:

Rate of wages payable to all the classes or workmen in the various categories and grades

shall be displayed on the notice board.32

III)Safety And Sanitary Precautions:

Every workman shall observe all safety and sanitary rules, regulations and orders as noticed

from time to time and use safety and sanitary equipment and devices provided for the purpose.

IV)Periodical Medical Examination:

Every workman shall submit himself for periodical medical examination as and when required

by the manager.

V)Festival Holidays:

There shall be eight festival holidays with wages. Out of these eight days, the republic day,

independence day and mahatma Gandhi’s birthday shall be allowed without option and the

rest of the days shall be fixed by consolation or local custom, which shall be notified in the

month of January every year.

Vi)Transfer:

Workman may be transferred due to exigencies of work from one dairy, department, section or

job to another belonging to the Federation provided that the pay, grade, continuity and

conditions of service are not adversely affected by such transfers.

VII)Leave:

i) Annual leave with wages will be allowed according to provisions in chapter-viii of the

factories act, 1948.

ii)Worker who desired to obtain leave of absence shall apply to the manager in writing stating

therein the purpose for which leave is requested. The period of leave and also the address

where the leave is sought to be enjoyed shall be stated in the application.

iii)Application for leave must in normal case be made a week before the date the leave is to

commence and the applicant-shall not enjoy such leave unless it is sanctioned in writing.

iv) In case of refusal to grant the leave the authority refusing leave shall also state the reason

for refusal in the register to be maintained for this purpose. If the applicant so desires, a copy

of the entry in the register shall be supplied to him.

v)Absence beyond the period of the original leave or extension if not granted shall render the

workman as absentee and he shall lose his lien in his appointment unless:-

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a)He returns within eight days of the expiry of the leave and

b)Explains to the satisfaction of the manager of his inability to return in time.

Leave account of the workers shall be maintained by the manager.

Viii)Casual Leave:

A workman, who has completed 240 days in a calendar year, shall be granted casual leave of

absence not exceeding 10 days in the aggregate in the subsequent calendar year. Such leave

shall not be for more then three days at a time expect in case of sickness.

Maternity leave will be regulated by the Rajasthan maternity benefit act,1953.

IX)Age Of Superannuation:

The age retirement on superannuation of a workman shall be 55years.

X)Retrial Benefits:

The retirement benefits will be paid in accordance with the payment of gratuity act,1972 and

employees provident fund act,1952.

XI) Termination Of Employment:

i) For terminating employment of a permanent workman, one month’s notice in writing shall be

given either by the employer or the workman or one month’s pay may be paid in lieu of notice,

as the case may be.

ii) Workman employed on a special contract shall be governed by the terms of that contract.

iii) The services of a workman shall not be terminated as a punishment unless he has been

given an opportunity of explaining the charges of misconduct alleged against him, in the

manner in rule no.26.

iv) The services of the workman having continuous absence for more than 7days without

satisfactory cause shall automatically stand terminated and his lien to the service will stand

broken.

V) A prohibition shall not be entitled to any notice or pay in lieu thereof if his services are

terminated.

XII) Payment of Wages:

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i)All workmen shall be paid wages before the expiry of the 7 th or 10th day after the last day of

the wage period in respect of which wages are payable according to the total number of

workmen employed in the establishment in accordance with the provisions of wage act,1956.

ii)Any wages due to a workman,but not paid on the usual pay day on account of their being

unclaimed shall be paid on an unclaimed wages pay day in each week, which shall be notified

on the notice board.

iii)If a workman so desired in writing his unpaid wages or other dues shall be remitted to his

address by money order commission.

IV)Where the employement of any workman is terminated by or on behalf of the federation, the

wages earned by hip up to the date of such termination shall be paid to him before the expiry

of the second working day from the day on which his employement is terminated.

XIII)Certificate On Termination Of Service:

every permanent workman shall be entitled to a service certificate at the time of his dismissal,

discharge or retirement from service.

XIV)Stoppage Of Work:

I) The manager may, at any time in the event of fire, strophe, breakdown of machinery or

stoppage of power supply, dislocation of procurement of milk, distribution of milk caused by

failure of conveyance or accident, epidemics, civil commotion or other cause beyond his

control, stop any section or the establishment, wholly or partially for any period or periods

without notice.

Ii) In case where workman are laid off for short period on account of failure/ or for temporary

curtailment of production the period of employment shall be treated as compulsory leave

admissible to the workman. When, however, workman have to be laid off or retrenchment, as

the case may be, shall apply.

iii) The manager may in the event of a strike affecting either wholly or partially any section or

department of the establishment, close down either wholly or partially such section or

department and any other section or department affected by such closure shall notified by

notices put on the notice board in the section or department concerned and in the time-

keepers office, if any, as soon as practicable.

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DISCIPLINARY ACTION FOR MISCONDUCT

The following punishment may good and sufficient reason, be imposed upon any workman

servicing in any unit of the federation:

I)Miner Penalties:

Censure

Withholding of increments with or without cumulative effect, debarring from promotion.

Recovery from pay of the whole or any part of pecuniary loss caused to the federation or

negligence or branch of orders.

II)Major Penalties:

i. Reduction to a lower post or to a lower stage in the time scale.

ii. Compulsory retirement.

iii. Removal from service.

iv. Dismissal from service.

v. Explanation: discharge

vi. Of a person appointed on probation before the expiry of at the end of the prescribed or

extended period of probation or

vii. Of a person appointed otherwise than under contract to hold a temporary appointment,does

not amount to removal or dismissal within the meaning of this regulation.

viii. Of a person appointed otherwise than under contract to hold a temporary appointment on

the on the expiration of the period of appointment, does not amount to removal or dismissal

within the meaning of this regulation.

ix. The removal of a person from the service of the federation shall not disqualify him from

future employment.

x. The minor penalties as stated above can be imposed for any of the following acts or

commissions thereof:

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xi. Collection or canvassing for collection without the written permission of the management, of

any money within the work spot or the precincts of the work spot, including collection of union

subscription in the work premises.

xii. Habitual late attendance.

xiii. Habitual absence without leave or without sufficient cause or continues absence for more

than 10 days.

xiv. Lending or borrowing money to or from another workman, or carrying on money lending or

any other private business within the precincts of any of the work spots.

xv. Failure to observe safety and security instructions.

xvi. Habitual breach of any law or rules or instruction for the maintenanceand cleanliness of the

establishment.

xvii. Committing a nuisance while on duty at any place in the factory premises.

xviii. Gambling within any of the works site or in premises belonging to the federation or

federation/unit.

xix. Sleeping or dozing while on duty.

xx. Malingering.

xxi. Unauthorized use of any property, machinery, tools, quarters or land belonging to the

federation, unit.

xxii. Habitual indebtedness.

xxiii. Insolvency.

xxiv. Writing of anonymous or pseudonymous letters criticizing superior in the service of

federation.

xxv. A workman may be penalized by way of reduction to a lower rank or lower grade,

compulsory retirement, removal or dismissal from service if he is found guilty of misconduct.

The following acts and commissions shall be treated as misconduct.

xxvi. Not submitting to manager or any persons authorized by him.

xxvii. Willful in subordination, disobedience or misbehavior whether alone or in combination

with any person or persons, of any lawful and reasonable order of superior.

37

xxviii. Striking work or inciting other to strike in contravention of the provisions of any law or

rule having the force of law.

xxix. Theft, fraud, malpractice, dishonesty in connection with the federation’s business or

misappropriation of cash or property of the federation, unit.

xxx. Taking or giving of bribes or any illegal gratification whatsoever.

xxxi. Quarreling, abusing, teasing, threatening, wrongfully, restraining, beating or assaulting a

worker/officemate or any body also in the service of the federation or any act subversive of

discipline.

xxxii. Habitual negligence or neglect of work and habitual indiscipline.

xxxiv. Giving of false information regarding his name. father’s name. qualifications, date of birth

and previous service at the time of medical examination.

xxxv. Carrying concealed weapons, or threading intimidating or attempting bodily injury to any

workman of the federation.

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3. RESEARCH METHDOLOGY

A systematic approach is essential in any project work. An incorrect step involves loss of time

and energy. The increasingly complex nature of business and government has focused

attention on the use of the research in solving operational problems.

Methodology forms a core of all research study. It refers to the procedure for the collection of

data and its analysis. This chapter deals with the various methodological details in the present

study. The methodology of the present investigation includes the following steps.

3.1 Title of the study

My research study is completely done upon recruitment system at Jaipur dairy which is very

important part that is done in every organization to recruit people according to the changing

environment and changing technology.

Recruitment is a skill development program in organization which is very important for both the

organization and employee to go for future success.

3.2 Duration of the project

Our project is done according our training program and duration of that project is decided by as

per SHRI AATM VALLABH JAIN GIRLS COLLEGE, SRIGANGANAGAR, time period

which is 17th may, 2010 to 31st june,2010.

3.3 Objective of the study

This project work characterizes to evaluate the recruitment system followed at Jaipur Dairy.

The objective of the study are as follows.

3.3.1 To study and understand the recruitment system at saras dairy.

3.3.2 To know the existing level of employers recruiting new employees.

3.3.3 To suggest the new ways by which efficient employees can be recruited.

3.3.4 To suggest new model by which recruitment cost can be minimized

3.3.5 To evaluate the recruitment management programs.

3.3.6 Development and expansion of such other allied activities as may be conductive for the

industry.

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3.3.7 Organize and provide technical inputs.

3.3.8 To identify and suggest measures for the improvement of the recruitment system.

3.4 Research Design

A research design is the arrangement of the conditions for collection & analysis of data.

Actually it is the blue print of research project.

Training needs analysis is one of the important factors which have drawn attention of

managers in the organization as well as academicians. So, study has been conducted to

determine the recruitment system and the way it influenced the people of the organization.

While doing the research, questionnaire was prepared for collecting the primary data.

Questionnaire contained 10 questions. They were multiple choice questions.

3.5 Sample Design

Sample design refers to the technique as a recruiter that a employer would adopt in selecting

the new people.

Sample size: in our study we have taken sample of 25 employees.

Sampling method

For the purpose of our study we used random sampling.

Sources of data

sound recruitment research depends upon the existence of facts or directly related to hiring of

people. To fulfill aforesaid objectives of the study, the information gathered from the primary as

well as secondary sources & the same is also used.

A. Collection of data through

Questionnaire

B. Collection of secondary data through

H R policies

Internet

Library- books, journals, magazine

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DATA COLLECTION TECHNIQUE

The data was collected through close-ended questionnaire. The data collection period in our

study was from 20th May 2010 to 29th June 2010.

Questionnaire: the data was collected through questionnaire, in which different question were

asked.

3.5 SCOPE OF STUDY

This study shows how candidates are recruited in the organization.

This study tries to focus on employees problems.

This study also tries to focus on recruiting qualified and highly

talented employees.

This project study also focus on importance of recruitment in an

organization.

In this project, I try to develop employee satisfaction.

3.6 LIMITATIONS OF STUDY

The company under study being a very large organization with large

number of employees, all of them could not be contacted for views

and opinions on the topic “recruitment system at jaipur dairy”.

Wing to the paucity of time the questionnaire could be distributed only

to a limited number of employees. Therefore the findings of the study

neither may nor be 100% accurate.

Some of the respondents hesitated to answer the questions properly.

Many employees were afraid that the data supplied by them may be

used against them. As such there was difficulty in getting the

questionnaire filled by the employees.

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4. FACTS AND FINDINGS

The industry offering its best services and opportunities in every

sphere.

The employees are loyal towards the organization resulting enriched

and considerable working experience.

Lack of friendly styles among employees.

Lack of confronting styles as compared to prescriptive & rescuing

styles among employees.

Few employees have highly supportive approach while majority lacks

in supportive approach.

Majority of employees have highly innovative approach while few

employees are relatively moderate and low innovative in nature.

Few of the employees have highly confronting approach while

majority of employees are relatively low and moderate confronting in

nature.

The management control over the lower management and

supervisory section is medium and not high because of the fact that

employees are enough to handle their tasks and responsibilities fairly

and honestly.

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5. ANALYSIS AND INTERPRETATION

Q.1 Are you a fresher, working for over a year or well experienced?

Analysis:- it was inferred from the internal survey to the organization that out of 35 employees:

fresher were 6,working for over an year were 20 and well experienced were 9.

26%

17%

57%

Working over an year

Well Experienced

Fresher

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Q 2. U r recruited through which source?

a) Campus

b) Walk-in

c) Consultancy

d) others

20%

25%

38%

17%

Q 3. To whom you gave interview?

44

a) H R

b) Supervisor

c) Others

42%

25%

38%

Q 4. How is the training for new recruitments?

S.NO

.

OPTIONS NO. OF PERSONS PERCENTAGE

1 On the job 38 64

2 Off the job 12 20

3 Technical 5 8

4 Others 5 8

Q 5. Conditions that need to be improved during recruitment sessions?

45

S.N

O

OPTIONS NO.OF PERSONS PERCENTAGE

1 Redesign the job 28 56

2 Remove interference 22 34

3 Reorganize the workplace 5 8

4 Upgrade the materials 5 8

Q 6. What skills a candidate should posses?

S.N

O

OPTIONS NO. OF PERSONS PERCENTAGE

1 Technical skills 20 33

2 General traits 10 17

3 Human & soft skills 20 33

4 friendly 10 17

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6. SWOT ANALYSIS

6.1 Strengths

6.1.1 Good market value

6.1.2 government institution

6.1.3 first of state

6.1.4 experienced employees

6.1.5 good feedback as monetary

and theoretical

6.1.6 high market share

6.2 Weakness

6.2.1 lack of milk resources in whole

state

6.2.2 skill labor is not available at all time

when

labor leaves their jobs.

6.2.3 dependence on farmers

6.3 Opportunities

6.3.1 best location to increase market

share

6.3.2 best opportunity to provide good

quality products

6.3.3 varieties should be spared

6.3.4 market share should be

increased out of India

6.3.5 there is no competitor of packed

milk in jaipur

6.4 Threats

6.4.1 lack of good quality milk

6.4.2 milk can be produced not

manufactured

6.4.3 there is always a possibility of a

competitor entering the market

6.4.5 fast changing technology

6.4.6 increasing use of powder milk

6.4.7 unawareness

6.4.8 increasing share of low quality milk

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7. CONCLUSION

At the end of the report, I would like to put my words with utmost delight that what I fond in

SARAS while fulfilling my objectives was that the employees are serving in a very amicable

leading or serving the objectives to their fullest advantages to the organization.

In my study I draw the conclusion that employees are getting acquainted with work frequently

and the behavior of their bosses are cooperative and more as advisors. Since food industry is

rising followed by a good competition despite the company is performance extensively well in

all over Rajasthan and some locations like in Delhi, Haryana etc.

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8. RECOMMENDATION AND SUGGESTIONS

Proper planning of manpower requirement so as to avoid redundancy.

Improvement in recruitment policy and practice of contract base employees.

Use of proper tests and interviews in selection of contract base employee.

Promotion from within and other career opportunities.

Introduction of incentive plans

Employee welfare schemes

Employee consultation, suggestion, schemes and workers participation in

managements.

Conflict resolution and team building techniques to improve human relation and morale.

Proper job design and work scheduling to match skills with job.

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9.APPENDIX

Conducted by:- Urvashi Soni

Notes:

The information provided by you will only be used for research purpose.

Please fill in the questionnaire to the best of your ability & it shall be kept confidential.

Tick in front of your answer.

Name of the participant (optional):

Department:

Please indicate by a tick ( ) mark

A. To which age group do you belong?

(i) 20-29 years

(ii) 30-39 years

(iii) 40-49 years

(iv) 50 years & above

B. Designation / level

(i) First line supervisor

(ii) Middle Management

(iii) Sr. Management

C. Qualification

(i) Degree in eng / arts / science / commerce

(ii) Diploma in eng.

(iii) Master in arts / science / commerce

(iv) ITI / Inter ?SSC

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D. Area of work

(i) Administration / HRD

(ii) Finance & accounts

(iii) Material management

(iv) Production

(v) Design

(vi) Services

(vii) Any others( specify)

E. Years of experience in jaipur dairy

(i) Less than 5 years

(ii) 5-10 years

(iii) 11-15 years

(iv) Above 15 years

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BIBLIOGRAPHY

Website:

1.www.rcdf.com

2.www.sarasindia.com

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