A Project Report

Submitted to Savitribai Phule University

In partial fulfilment of requirement for the award of the

Degree of

Master of Business Administration

By:

Neha Subhash Wavhal

Under the guidance of

Prof. Chandrajeet Bhosale

Sinhgad Institute of Business Administration & Research

2022-2024
 Sinhgad Institute of Business Administration and Research,
Kondhwa (Bk.), Pune

Institution Approval Letter

Summer Internship Program

Mr/Ms Neha Subhash Wavhal of batch 2022-2024 is granted permission by

the institute to do the Summer Internship Project titled at A

RECRUITMENT AND SELECTION PROCEDURE AT BHAGYALAXMI DAIRY FARM

PVT. LTD during 1 AUGUST 2023 TO 1 OCTOBER 2023.

Prof.Chandrajeet Bhosale. DR.Dhananjay

Mandlik

Project Guide Director

Place:

Date:
COMPANY CERTIFICATE
 DECLARATION

I, the undersigned, hereby declare that the Project Report titled “A Recruitment
And Selection Procedure At Bhagyalaxmi Dairy Farm”, in partial fulfilment of the
requirement for the award of degree of Master of Business Administration is my
original work and the conclusions drawn therein are based on the material collected
by myself.

Place: Pune

Date:

Neha Subhash Wavhal

Name & Sign of Research Student

 ACKNOWLEDGEMENT

It gives me great pleasure to submit this project to the UNIVERSITY OF PUNE as a

part of curriculum of my MBA course. I take this opportunity with great pleasure to
present before you this project on “A Recruitment And Selection Procedure At
Bhagyalaxmi Dairy Frm Pvt. Ltd” which is a result of co-operation, hard work and
good wishes of many people.

The most pleasant part of any project is to express the gratitude towards all those who
have contributed to the success of the project.

I would extend my thanks to my guide Prof. Chandrajeet Bhosale for being a source
of inspiration and guiding me. It was her help and guidance which helped me in
completing my project. I would also like to thanks my internship mentors Nakul
Jagtap (HR manager) at “Bhagyalaxmi Dairy Farm”

Also, a word of thanks to the director of our college Dr. Dhananjay Mandlik Sir and
all those who knowingly or unknowingly helped me in the completion of the project.

Place: Pune

Date:

Neha Subhash Wavhal

Name & Sign of Research Student

 TABLE OF CONTENTS

Chapter No. TOPIC/ CHAPTER Page no

Executive summary

1 Introduction

2 Objective and scope

3 Organizational profile

Story

Vision
 Mission

Product

Competitors

Swot analysis

4 Literature Review and theoretical

background

5 Research Methodology And Data Analysis

Research

Research Design

Mode Of Data Collection

Type Of Research

6 Data Analysis And Interpretation

7 Finding and Recommendation

8 Limitation

9 Suggestion And Recommendation

10 Conclusion

11 References

12 Bibliography

13 Annexure
 EXECUTIVE SUMMARY

An analysis of HRM requires that some kind of a conceptual framework, general one
be defined, to better understand the complexity of such a context. HRM practices in
companies can thus be seen as an amalgamation of foreign methods and techniques
rather than specifically developed tools. This is once an example of the positive and
negative aspects of the country’s pragmatism. The personnel function must be
analyzed both via its activities and the various structures within it work. The
personnel function has changed over the years and has followed a certain
“chronology” which can be accounted for by outside constraints affecting a company
and by inner conflicts which management has to resolve.
Personnel Administration: The formalization of personnel administration is closely
linked to the widespread development of the scientific organization of work.
Personnel manager’s initiatives were limited to social benefits (pensions, sick
benefits) and the correct management of social institutions. Management of Human
Resources: Economic growth and increased competition combined with the
troublesome development of dysfunctional behavior (absenteeism, staff turnover,
sabotage, vandalism) in large industrial and administrative concerns made employers
look for new concepts in management. Organizational Management: The past ten
years have been characterized by a growing number of interactions between the
company and other groups (competitors, financiers, customers) and by dual need for
flexibility and quality, the somewhat contradictory role.The main idea of research is
the analysis of the organizations gain’s and loss on the finance used for the recruiting
and selection of the persons and what have the outcome been there for the
organization. The aim of the research is to find out the main drawbacks in the
Recruiting and Selection processes involved in the HRM department in any
organization. The research conducted by me on this topic was quiet interesting and I
did came across a very vast area of these processes and tried to figure out how to have
a solution to the problems faced by the HRM personnel’s. The main aim was to gather
information on my research work which has been stated and to find the best possible
answers to it.

The aim and objective of the research is thoroughly briefed and examined. To do this
they need a good understanding of the labor market and have the full use of Human
Resources. Human Resources planning also involve looking at how labor or
workforce is organized within the company or business.

CHAPTER 1
 INTRODUCTION

INTRODUCTION TO THE REPORT

HRM is the process of recruiting, selecting employees, providing proper orientation

and induction, imparting proper training and developing skills. HRM also includes
employee assessment like performance appraisal, facilitating proper compensation
and benefits, encouragement, maintaining proper relations with labour and with trade
unions, and taking care of employee safety, welfare and health by complying with
labour laws of the state or country concerned. Human Resource Management (HRM)
is a relatively new approach to managing people in any organization. People are
considered the key resource in this approach. it is concerned with the people
dimension in management of an organization. Since an organization is a body of
people, their acquisition, development of skills, motivation for higher levels of
attainments, as well as ensuring maintenance of their level of commitment are all
significant activities.
These activities fall in the domain of HRM. Human Resource Management is a
process, which consists of four main activities, namely, acquisition, development,
motivation, as well as maintenance of human resources. Scott, Clothier and Spiegel
have defined Human Resource Management as that branch of management which is
responsible on a staff basis for concentrating on those aspects of operations which are
primarily concerned with the relationship of management to employees and
employees to employees and with the development of the individual and the group.
Human Resource Management is responsible for maintaining good human relations in
the organization. It is also concerned with development of individuals and achieving
integration of goals of the organization and those of the individuals.

following reasons human resource management holds a place of importance

1.It helps management in the preparation adoption and continuing evolution of

personnel programmers and policies.

2. It supplies skilled workers through scientific selection process.

3. It ensures maximum benefit out of the expenditure on training and development

and appreciates the human assets.

4. It prepares workers according to the changing needs of industry and environment.

5. It motivates workers and upgrades them so as to enable them to accomplish the

organization goals.

6. Through innovation and experimentation in the fields of personnel, it helps in

reducing casts and helps in increasing productivity.

7. It contributes a lot in restoring the industrial harmony and healthy employer-

employee relations.

8. It establishes mechanism for the administration of personnel services that are

delegated to the personnel department.
CHAPTER 2
OBJECTIVE AND SCOPE OF THE PROJECT
 RESEARCH OBJECTIVES

1. To review the Interview process and to make improvement to the following

forthcoming on boarding programs at Bhagyalaxmi Dairy Farms Pvt. Ltd.

2. To find out the effective of the Interview procedure at Bhagyalaxmi Dairy Farms
Pvt. Ltd.

3. To know the various sources of Interview and their availability at Bhagyalaxmi

Dairy Farms Pvt. Ltd.

4. To obtain the feedback of employee about the Interview and Onboarding

procedures followed in the Bhagyalaxmi Dairy Farms Pvt. Ltd.

5. To ensure effective utilization of human resources, all other organizational

resources will be efficiently utilized by the human resources.

6. To establish and maintain an adequate organizational structure of relationship

among all the members of an organization by dividing of organization tasks into
functions, positions and jobs, and by defining clearly the responsibility,
accountability, authority for each job and its relation with other jobs in the
organization.
 Scope Of The Study

1. The scope of the study includes following aspects of interview and on boarding’s.

2. The Feedback of the employees cost effectiveness.

3. Proper utilization of the Human resource planning.

4. Effectiveness of interview process and techniques

5. The On boarding is effective or not.

 CHAPTER 3

ORGANIZATION PROFILE
 COMPANY PROFILE

Name of the company: Bhagyalaxmi Dairy Farm Pvt Ltd.

Location: Manchar, Pune

ABOUT -

Bhagyalaxmi Dairy Farms Pvt. Ltd. (Parag milk Foods Ltd) located in the lush
greenery of Manchar, close to Pune, the Pride of Cows dairy farm is spread over 34
acres, perched between the Ghodnadi River and the Bheemeshwari hills. The farm is
the most advanced in India, equipped with the finest international technology for
feeding, milking and processing, conforming to international dairy practices. The
Pride of Cows brand is a reflection of our passion for milk. Milk captures the
imagination, sparks interest and ideas, adds colour and flavour, and makes us feel
fulfilled and happy. We believe in the significant part played by milk, strengthening
and protecting the body and mind to live a fuller, more complete life each day. We
know that cow’s milk at its best represents the pinnacle of nutrition and health!

At Parag, each day is filled with providing new inspiration to consumers, to create
fresh trends in dairy consumption. Each of our brands Gowardhan, Go, Topp Up and
Pride of Cows, play a central role in people's lives – they awake to them and consume
them all day long. Each with their own unique taste and place in life. We are
passionate about making milk moments a source of delight and inspiration.

From new ways to delight children, to healthier ways to spread goodness and cheer in
families, from delicious ways to entertain friends, to providing the quickest ways in
which a mother can provide taste and nutrition

From making ghee which is as close to home made ghee,the first packaged shredded
cheeses designed for convenience and the first cheese in a squeeze tube to delight
children, to cream cheeses in many exotic flavours to make entertaining exciting,the
first natural fruits based yogurts, or making fresh Paneer

with extended shelf life for convinience and India’s freshest, highly nourishing farm
to home milk. Parag has led successful dairy farming in India.
Chairman & Founder-Devendra Shah

At Parag, we endeavor to boost milk productivity, reduce cost of production of

milk and milk products & make it affordable for the masses."

3.1 STORY-

Dr. Kurien ushered in ‘White Revolution’ in India with ‘Operation Flood’,

the largest project for dairy development in the world. As a direct result, India became
self sufficient and global leader in milk production and dairy farmers the architects in
their own development.

This revolution led to an increase in milk production many fold which led to the co-
operatives declaring milk holidays around Pune. This adversity was circumvented by
Mr. Devendra Shah (our Founder & Chairman) by helping farmers by collecting their
milk on such milk holidays. And thus was born Parag Milk Foods Ltd.

Parag Milk Foods Ltd, founded in 1992, is one of India's elite private sector dairy
company, with a diverse portfolio in over 15 consumer centric product categories. We
pride ourselves for providing the best global source of expertise and scientific
knowledge in support of the development and promotion of quality cow’s milk and
milk products, to offer consumers nutrition, health and well-being.

We aim to identify, elaborate and disseminate best practices at all our infrastructures,
a dairy farms set on global standards, a modern fully automated cheese plant with
state of the art technology, a ghee plant with traditional way of making ghee like
made at home and an UHT milk processing plant using the best equipment from one
of the leading plant equipment manufacture.

We manufacture products of truly international quality under internationally famous

brand names such as Gowardhan, Go, Topp Up & Pride of Cows. Our Its product
portfolio includes ghee, fresh milk, skim milk powder, whole milk powder, paneer, an
array of processed and natural cheese, cheese spreads, butter, dahi, dairy whitener and
gulab jamun mix under the brand names of 'Gowardhan' and 'Go' ,all made from
100% fresh cow milk. Pride of Cows is a brand of fresh farm- to -home milk and
Topp Up, a flavoured milk in many a variants. Pride of Cows Milk.
3.2 VISION-

We strive to optimize the potential of milk across a host of exciting dairy

products to fill each day with imaginative and healthy options for our consumers. We
believe that milk in all its wonderful forms is one of nature’s most nutritious foods
and anyone who consumes milk products daily, benefits from vital nutrients that the
body needs. Fulfilling dietary nutritional requirements is a source of great joy and
creativity for us.

We also seek to drive innovation in milk and milk products through our well-
diversified portfolio of brands that deliver dairy products to international standards of
quality. To add value to people’s lives every day. We at Parag live and breathe our
corporate slogan of ’Ideas for a new day’.

3.3 MISSION-

 Dairy innovation
Focus on dairy innovation, enables us to produce an array of products that make milk
moments nutritious, healthy, and enjoyable and we market them under well targeted
portfolio of brands.

 Partnership with the dairy farmers

We are working with dairy farmers to enrich their lives, and set new standards for
sustainable dairy production. We want to use our resources in a sustainable manner.
By having a long term environmental strategy we can help make this happen.

 Building long-term relationship with local communities

We strive to uphold respectful and constructive community relations, and
contribute to the development of communities by building long-term relationships
with people, businesses and organizations.

 Good citizenship
We want to influence the development of society and set an example through our best
practices. To make quality milk and world class dairy products accessible to the
masses. As a large private sector dairy player, we have the opportunity to do so.
3.4 PRODUCTS-

1. GOWARDHAN GHEE
Gowardhan is a brand that caters to the traditional Indian family, residing in both
urban and rural areas. The products under the Gowardhan brand are every-day dairy
products, ones that the consumers are highly familiar with which are Ghee, Milk,
Paneer, Dahi, Curd, Butter, Dairy Whitener and Gulab Jamun Mix. The promise of
Cow’s milk, purity and taste are the brand's core rationale. Through invoking a sense
of festivity and association with customs and tradition, the brand adds life to products.

2. GO CHEESE
'Go' is derived from Gowardhan and has a dual meaning- apart from resonating
with the Sanskrit word for “Cow”, the brand embodies an energetic spirit with the act
of going synergizing well with the attitude and beliefs of the young generation of
today. It caters to families that are modernized and westernized and who lead both
busy and active lifestyles. Go consumers include young working couples, well
travelled urban centric families with active children.
 3. PRIDE OF COWS MILK
Pride of Cows, a brand of Parag Milk Foods, is a first-of-its-kind, superior farm-
to-home milk, from India’s most modern dairy farm, with a production capacity of
25,000 liters a day.The Pride of Cows brand is a reflection of our passion for milk.
Milk captures the imagination, sparks interest and ideas, adds colour and flavour, and
makes us feel fulfilled and happy. We believe in the significant part played by milk,
strengthening and protecting the body and mind to live a fuller, more complete life
each day. We know that cow’s milk at its best represents the pinnacle of nutrition and
health!

4. TOPP UP
Topp Up is a flavored milk with extra proteins. The protein gives you extra energy
& strength whenever & wherever you need it. This is made from Fresh cow’s milk.
Topp up is available in six distinct Indian flavours i.e. Elaichi, Mango, Rose,
Strawberry, Pista & Butterscotch. It has long shelf life at room temperature.
3.5 LIST OF COMPETITORS:

 Dean Foods
 Alpina
 Tastefully Simple
 Second Cup

As now we have a better understanding of Parag Milk Foods, let’s look into
the SWOT Analysis of Parag Milk Foods.

3.6 SWOT Analysis:

STRENGTHS:
The strengths of a company are the most important building blocks required
for growth to take place. The following are a few of the most prevalent
strengths that Alliance Capital Asset Management Ltd has at the present time.

Recruitment: Their recruitment and selection policy is very strong. Alliance

Capital recruits talented candidates from the market through proper testing-
written and interview. The written part contains questionnaires that are of IBA
standard which is a renowned education institution of our country.

Work environment: During my stay I found the work environment very

satisfactory. Everyone is cordial and helpful and cooperative. There is less
internal conflict or politics at play which is essential for conducting a
productive working environment.
Transparency: For clear communication to the employees of the HR Practice
in Alliance Capital, they have a service rule book which they give to every
employee. The guide articulates important and covers all HR Practice
followed by the organization. This is very helpful both for the employees and
the employer as it removes chances of misinterpretation, bias etc.

Leave Management: They Provide a 39 days leave balance which include

earn leave 21 days, Casual leave 9 days and Medical leave 9 days. So
employees have no worries regarding having leave.

Accountable Corporate Governance is very important for the BDF:

Good Corporate Governance is an issue of vital importance to the Board and
Management of Bhagyalaxmi Farm. The Board of Directors, as the head level
of authority, is responsible and accountable for the overall direction and is
ultimate answerable to regulatory authorities and shareholders for the
activities, strategies and performance of the company.

WEAKNESS:
Though Bhagyalaxmi Farm Ltd is a company that has many strengths but it
also has some weakness. The followings are few of the most common
weakness that Bhagyalaxmi Farm has at the present time:

Inadequate human resources:

The human resources are not sufficient in terms of its service providing
system. It has to maintain a number of formalities to recruit employees.

Human Resource Planning:

There is not much Human Resource Planning at the Organization except for an
annual need assessment for required workforces

OPPORTUNITY:
In an organization opportunities are positive external environmental factors.
An organization should explore all possible opportunities available to it. These
opportunities are intended to improve the organization. By making
improvements, the organization should be able to become more competitive
in the market. The following are available opportunities to Bhagyalaxmi Farm
in order for it to become more aggressive:

Recruitment:
Most recruitment in here is through internal recruitment, they can spread the
pool of entry level employees through campus recruitment.
 CHAPTER 4

LITERATURE REVIEW AND THEORETICAL BACKGROUND

 Literature Review

By 1956 Bhagyalaxmi Dairy realized that they need to have a proper

positioning statement in ordered to established them as a brand in the Indian market
Bhagyalaxmi went ahead with a positioning statement ‘procced from the purest milk
under the most hygienic condition by a dairy co-operative in Gujarat’. Although the
statement threw light on what Bhagyalaxmi is but it failed to make an impact on the
Indian consumer Bhagyalaxmi was already in a risky business in the sense that it was
a making butter which is a western concept and was not really that much known to the
Indian test.

India is country their ghee is used generously in every milk so

Bhagyalaxmi had its competitor on the form of ghee which was already unavailable
part of Indian milk the challenge was to position itself against something that had
been in the country in ages and in a country like a India where people are found of
traditional an tradition things Bhagyalaxmi had a hug barrier to cross but
Bhagyalaxmi don’t give up. It did what it planned to do that is it though the Indian
consumer how to include butter in their day today lives.

In 1966 Bhagyalaxmi released that the positioning statement need to be

revised and it needed a brand ambassador. The AS advertising agency was hired to do
the needful. sylvestar Dacunha the managing director of the same advertising agency
came up with the idea of the unique representing. The tagline also to be decided since
then Bhagyalaxmi never had to look back.
 Theoretical Background

During my internship I was mainly assign in HR department. Bhagyalaxmi Dairy

Farms Pvt. Ltd. (Parag milk Foods ltd.) always determine what jobs need to be done,
and how many and types of workers will be required.

So, establishing the structure of the asset management company assists in determining
the skills, knowledge and abilities of job holders. To ensure appropriate personnel are
available to meet the requirements set during the strategic planning process. It
believes that the quality work comes from quality workers who are well motivated
and ready to take challenge to provide better service.
 CHAPTER 5

RESEARCH METHODOLOGY AND DATA ANALYSIS

RESEARCH METHODOLOGY

5.1 RESEARCH
In order to cope up with the emerging challenges due to tough global competitions,
the way out for this is to produce quality products at reasonable prices. This is
possible only through an organization culture of quality consciousness and enhanced
productivity. Optimal utilization of resources especially the human resources are one
sure way of meeting this objective. That’s why proper induction of an employee is
very important.

5.2 RESEARCH DESIGN

Research design means a specified framework for controlling the data collection. The
research is of descriptive in nature, which could provide an accurate picture of
induction procedure conducted in the organization. Descriptive research includes
surveys and fact-finding inquiries of different kinds. The research is of Ex post facto
nature in which researcher no control over the variables has. Statistical method lay
stress on objectivity rather than rely on intuition and judgment and average &
percentages can easily be calculated.

The statically method needs the collection of data in two forms

1. Primary data

2. Secondary data

1. PRIMARY DATA:
The primary data have been collected with the help of a questionnaire, prepared
specially for the retailers and consumers to be administered for their responses

1. Questionnaire
2. Direct Interview.
 2. SECONDARY DATA:
Secondary data is what the researcher collects from different sources. It also helps me
to get elaborate information to do my research.

 Books
 Magazines
 Internet
 Company annual reports
 Research papers
 Govt. Publications
 Past Records And Files
 Journals and periodicals pertaining to different brands and segments of milk.

5.3 MODE OF DATA COLLECTION

The study is based on Secondary data which includes: -Secondary Data will be
gathered from books and journals on Human Resources Management, data available
in different-2 companies’ websites, and other HRM websites.
5.4 Types of research

Qualitative Research:

This type of research methods involves describing in details specific situation

using research tools like interviews, surveys, and observations. Qualitative Research
is primarily exploratory research. It is used to gain an understanding of underlying
reasons, opinions, and motivations. It provides insights into the problem or helps to
develop ideas or hypotheses for potential quantitative research. Qualitative Research
is also used to uncover trends in thought and opinions, and dive deeper into the
problem. Qualitative data collection methods vary using unstructured or semi-
structured techniques. Some common methods include focus groups (group
discussions), individual interviews, and participation/observations. The sample size is
typically small, and respondents are selected to fulfil a given quota.

Understanding of human behaviour and the reasons that govern such

behaviour. Asking a broad question and collecting data in the form of words, images,
video that is analysed and searching for themes. This type of research aims to
investigate a question without attempting to quantifiably measure variables or look to
potential relationships between variables. It is viewed as more restrictive in testing
hypotheses because it can be expensive and time consuming, and typically limited to a
single set of research subjects. Qualitative research is often used as a method of
exploratory research as a basis for later quantitative research hypotheses.

Structured Questionnaire Method:

In this method, a questionnaire is read out to the person concerned with a

request to answer the questions and return the questionnaire. This method is most
extensively applied in various researches of human and economic geography. There is
low cost even when the universe is large and is widespread geographically. It is free
from bias of interviewer as answers are respondent's own words. Respondents, who
are not easily approachable, can also be reached conveniently. Moreover, respondents
are given enough time to give well thought answers. During data collection in most of
the survey studies, it is common to use structured questionnaire tools.

Questionnaires are frequently used in marketing research and social research. They
are a valuable method of collecting a wide range of information from a large number
of individuals, often referred to as respondents. Adequate questionnaire construction
is critical to the success of a survey. Inappropriate questions, incorrect ordering of
questions, incorrect scaling, or bad questionnaire format can make the survey
valueless, as it may not accurately reflect the views and opinions of the participants. A
useful method for checking a questionnaire and making sure it is accurately capturing
the intended information is to protest among a smaller subset of target respondents.

Sampling

Since it is generally impossible to study an entire population (every individual

in a country. all college students, every geographic area, etc.), researchers typically
rely on sampling to acquire a section of the population to perform an experiment or
observational study. It is important that the group selected be representative of the
population, and not biased in a systematic manner. For example, a group comprised of
the wealthiest individuals in a given area probably would not accurately reflect the
opinions of the entire population in that area. For this reason, randomization is
typically employed to achieve an unbiased sample.

Sampling Method:

A great deal of sociological research makes use of sampling. This is a

technique aiming to reduce the number of respondents in a piece of research, whilst
retaining as accurately as possible the characteristics of the whole group

The purpose of taking a sample is to investigate features of the population in

greater detail than could be done if the total population was used, and to draw
inferences about this population. In addition, at the practical level, a sample is likely
to be both cheaper and quicker to investigate.

All sampling will involve error and sociologists have developed sampling
techniques in order to minimize this error. When the set of all possible items in a
population is very large it may be too costly or time

Consuming to do a comprehensive analysis of all of the items. For example,

during an audit, there is just not enough time or resources to talk to every auditee,
witness every process step or look at every quality record. If the customer base is
large, it may be too costly to survey all the customers to determine their satisfaction
level. Evaluating or estimating attributes or characteristics of the entire system,
process, product or project through a representative sample can be more efficient
while still providing the required information. To legitimately be able to use sample to
extrapolate the results to the whole population requires the use of one of four
statistical sampling methods.

Sampling Size:

In this study 50 numbers of respondents have been taken sample.

 CHAPTER 6

DATA ANALYSIS AND INTERPRETATION

1. What kind of interview do you conduct?

a) Telephonic interview b) Face to Face interview

Kind of interview No. of employees %Response

Telephonic interview 50 50%
Face to Face interview 50 50%

% Reaponse

Online interview
50% 50% Face to Face interview

Interpretation:

There are 50% interview is conducted by telephonic

interview and rest are conducted by face to face interview.

2. Are you satisfied with the recruitment process by which you are selected?
 Category Responses %Response
Yes 72 72%
No 28 28%

Respones

No
28%
Yes
No

Yes
72%

Interpretation:

There are 72% have satisfied with recruiting process and

28% are not satisfied with recruiting process.

3. How many calls do you make in a day?

 Calls Responses %Response
25 20 33%
25 25 33%
50 55 34%

%Response

20%
25 Calls
25 Calls
55% 50 Calls
25%

Interpretation:

There are 55, 25 and 20 calls receives in a day.

4. What are the sources for recruitment and selection?

 Sources Responses %Responses
Internal 50 50%
External 40 40%
Both 10 10%

2%
5%
13%
%Responses 59%
21%

10%

Internal
50% External
Both
40%

Interpretation:

There two sources internal, external where 50% conducted online

and 40% conducted external and rest 10% are conducted both the way.
5. Which method do you prefer from the following for recruitment and
selection?

Method Responses %Response

Direct Method 60 80%
Indirect Method 30 30%
Third Party 10 10%

%Responses

10%

Direct Method
30% Indirect Method

60% 86% Third Party

Interpretation:

60% used direct method ,30% used indirect method and 10% are
used third party.
6.Rate the effectiveness of the recruitment process and other selection process?

Category Responses %Response

Poor 8 8%
Adequate 30 30%
Excellent 62 62%

%Response

8%

Poor
30% Adequat
Excellent
62%

Interpretation:

Rate for the 8% for poor 30% for adequate and 62% for
excellent.
7.Does HR train hiring employees to make the best hiring decision?

Category Responses %response

Yes 70 70%
No 30 30%

%response

30%
Yes
No

70%

Interpretation:

The HR train hiring employee to make the best hiring

decision is 70% worked.

8. Rate how well HR finds good candidates from non-traditional sources

when necessary?
 Category Responses %response
Poor 20 20%
Adequate 35 35%
Excellent 45 45%

Interpretation:

% Responses

20%

Poor
45%
Adequate
Excellent

35%

From non-traditional sources there are 45% finds excellent 35%

adequate and 20% were poor.

9. Are you satisfied with your position in the company?

Category Responses %Response

Yes 66 66%
 No 34 34%

Interpretation:

% Responses

34%

Yes
No
66%

There are 66% employee are satisfied with their position and 34% are
not satisfied.

10. Is the organization doing timeliness recruitment and selection process?

 Category Responses %Response
Yes 83 83%
No 17 17%

% Responses

17%

Yes
No

83%

Interpretation:

The organization doing 83% timeliness recruitment and

selection process and rest 17% does not conduct timely interview.
11. Does the HR department is efficient in selection policy of the employees?

Category Responses %Response

Yes 70 70%
No 30 30%

Interpretation:

% Responses

30%
Yes
No

70%

70% HR department is efficient in selection policy of the employees.

12.How would you rate the HR department is efficient in selection policy of the
employees?

Category Responses %Response

Yes 85 85%
No 15 15%

% Resorses

15%

Yes
No

85%

Interpretation:

85% will rate HR department is efficient in selection policy

of the employees.
13. How do you rate the recruitment procedure?

Category Responses %Response

Short 20 20%
Long 30 30%
Average 40 40%
Can’t Say 10 10%

%Response

10%
20%
Short
Long
Average
40% Can’t Say
30%

Interpretation:

rate the recruitment procedure is 20% for short 30% for long
40% for average and remanning10% can’t say.
14. What are the sources for external recruitment among the following?

Category Responses %Response

Campus Interview 25 25%
Placement agencies 25 25%
Job Portal 25 25%
All 25 25%

%Response

25% 25%
Campus Interview
Placement agencies
Job Portal
All

25% 25%

Interpretation:

the sources for external recruitment is 25% campus interview

25% for placement agencies 25% job portal and 25% by all this method.
15. Since how many years have been working with this organization?

Category Responses %Response

0-5 years 48 48%
5-10 years 32 32%
10 to 15 years 10 10%
More than 15 years 10 10%

% Responses

10%
10% 0-5 years
5-10 years
48% 10 to 15 years
More than 15 years
32%

Interpretation:

Thre are 48 % people work in the organization is 5 years

32% worked 5to 10 years 10% worked 10 to 15 years and 10 % are worked
more than 15 years.
CHAPTER 7

FINDING
Findings :-

Finding and selecting a candidate for a job isn’t as cut and dried as it may initially
seem. You don’t just look up and down the list of candidates and say, “Hmm, that
person will do just fine.”

Instead, you have to go through numerous steps to get to the final stage of the
employee selection process, right from building a hiring plan, drafting a job
announcement, conducting interviews, running background checks, and sending the
final offer letter, among many other steps along the way.

If you’re like any employer, HR representative or recruiter, you probably don’t have
the time to get into the nitty-gritty details of the selection process. Whether you want
to hire an intern, for your company, fill positions in your rapidly growing start up,
build out your sales team or grow your employee based tenfold, there’s something
here to meet your needs: a quick step-by-step guide to follow for your recruitment and
selection process so you can get that new star candidate on your team.
CHAPTER 8

LIMITATION
 Limitations

 Improper Strategy: Upon further inspection, one can find out that the focus
of all marketing efforts is long-term and that there are gaps in its short-term
strategy formulation.

 Niche Market Segment: Bhagyalaxmi Milk Foods’s premium pricing

strategy allows its sales volume to reduce significantly as various lower
economic sectors of the market go unexplored. The price of its product
Gowardhan ghee is relatively higher than other ghee products on the market.

 Incompetency in Indian Market: Bhagyalaxmi Milk Foods’s presence in

India contributes greatly to its sales value however it has been constantly
falling due to the leading dairy manufacturers like Amul and Mother Dairy.

 Limited Supplier Contracts: Bhagyalaxmi Milk Foods relies too much on a

handful of suppliers for its raw material which is milk purchased from farmers
and this increases the risk factor greatly.

 Limited Attention on Other Segments: Bhagyalaxmi Milk Foods

exclusively focuses on revenue from its dairy segment which often gets the
other segments overlooked.

 Great Old Talent Taking Exit: Recently, Bhagyalaxmi Milk Food CFO and
key managerial personnel resigned from the company due to some personal
issues. The exit of such an old talent can significantly disbalance the internal
system of the organisation.
 CHAPTER 9

SUGGESTION AND RECOMMENDATION

 Suggestions And Recommendation

 Experience solving a similar problem to one the bhagyalaxmi dairy or

team is facing.

 A skills or skills set that will help the company with one of their pain
points.

 Unique experience with, interest in or knowledge about the company, its

products, or an initiative its working on.

 Unique inside into the client costumers, population that an organization

sells to.

 Aspects of your personality and works style that will work well with and
add to the culture of the company or the team.

 Aspects of your personality and works style that align well with the
company sated values.

 A unique skills or skills set that will compliment the work of the team you
will be joining.

 Knowledge of a new trend or technology that would help the company.

 Cross-Functional experiences that will help you do the job you are
applying to.
CHAPTER 10

CONCLUSION
Conclusion :-

The main objective of this project was to understand and learn the Recruitment and
selection process and how the HR administration works at Bhagyalaxmi dairy farm
The entire project focuses on the internship program in which my role was an HR
Intern wherein I got to learn end to end recruitment, sourcing and screening the CV,
conducting

Telephonic interviews, short listing the candidates and lining up the candidates for
interviews virtually.

I also was given a chance to manage a team of 1-4interns under my supervision.

Keeping individual records such as attendance, assignments, records of various
documents submitted by the interns were some of my main functions.

Talent acquisitions a humongous task that takes up a lot of time of HR professionals.

It may seem easy but the number of challenges that are actually faced are many, it is a
resource heavy task on which the overall efficiency of the organization depends.

While working with Bhagyalaxmi Dairy Farm Pvt .Ltd . I have experienced many
things and I got to know a lot about the corporate life. While recruiting I came to
know that how candidates give reasons for not attending the interviews. I also got to
know how to handle work pressure and how to achieve various targets given by the
organization.

To conclude, I can say that I have enjoyed working with Bhagyalaxmi Dairy Farm Pvt
Ltd. Gained knowledge more than I expected and the working environment was
satisfactory.
CHAPTER 11

REFERENCE
  References

https://www.paragmilkfoods.com/

www.wikipedia.com

 Books:

https://www.tppl.org.in/2020/second-sem/4477-human-resource-
management-9789389863697.html/

https://www.wonderslate.com/A+Book+of+Human+Resource+Management/ebook-
details?siteName=books&bookId=37393
Bibliography

 Google

 https://play.google.com/store/apps/details?
id=co.hyrr.candidate&hl=en_IN&gl=US

 https://www.linkedin.com/pulse/why-we-created-hyrr-short-video-based-
hiring-platform-nisheeth-kumar/
CHAPTER 12

ANNEXURE
 Questionnaire:
Neha Subhash Wavhal, student of Sinhgad Institute of Business
Administration and Research, i am undertaking a research and analysis project on
"Recruitment and selection procedure At Bhagyalaxmi Dairy Farm Pvt .Ltd " I assure
you that this information will be confidential and used for academic purpose only. I
kindly request you to fill up the questionnaire.

1. What kind of interview do you conduct?

a) Telephonic interview

b) Face to Face interview

2. Are you satisfied with the recruitment process by which you are selected?

1. Yes

2. No

3. How many calls do you make in a day?

1. 25

2. 25

3. 50

4. What are the sources for recruitment and selection?

1. Internal

2. External

3. Both
 5. Which method do you prefer from the following for recruitment and
selection?

1.Direct method

2. Indirect method

3.Third party

6.Rate the effectiveness of the recruitment process and other selection process?

1.Poor

2.Adequate

3.Excellent

7.Does HR train hiring employees to make the best hiring decision?

1.Yes

2.No

8. Rate how well HR finds good candidates from non-traditional sources when
necessary?

1.Poor

2.Adequate

3.Excellent
9. Are you satisfied with your position in the company?

1.Yes

2.No

10. Is the organization doing timeliness recruitment and selection process?

1.Yes

2.No

11. Does the HR department is efficient in selection policy of the employees?

1.Yes
2.No

12.How would you rate the HR department is efficient in selection policy of the
employees?

1. Yes

2. No

13. How do you rate the recruitment procedure?

1.Short
2.Long
3.Average
4.Can’t say
14. What are the sources for external recruitment among the following?

1.Campus interview
2.Placement agencies
3.Job portal
4.All

15. Since how many years have been working with this organization?

1.0-5 years
2.5-10 years
3.10 to 15 years
4.More than 15 years