A PROJECT REPORT ON

HUMAN RESOURCE MANAGEMENT On B.L. Agro

Submitted for partial fulfillment of Masters of Business Administration [M.B.A.] Submitted By Km. Akanksha MBA II Semester Submitted to Mr. G.M. Sindhu H.R. Personnel

Maharana Institute of Professional Studies, Kanpur (Affiliated to GBTU)

DECLARATION

I hereby declare that the project work entitled "Human

Resource Management on B.L. Agro Is my original work carried out during 17th June, 2013 to 13th July, 2013, and not submitted for the award of any other degree, diploma, fellowship or other similar or prize to any other institute, organization or university by any other person.

Place: BAREILLY(Km. Akanksha)

INTRODUCTION TO BL AGRO

With a history that goes back to 50 years, B.L. Agro Oils Ltd. is a company with a simple corporate objective - to manufacture, package and market the purest possible edible oil that would offer healthier and tastier solution to millions of consumers. Currently, B.L. Agro is in the business of Refining, Quality Control, Packaging and Marketing of branded mustard and other edible oils

VISION:
To be a way of life for every Indian.

MISSION:
To be the benchmark in purity and perfection. To achieve a leadership position in the Indian market and to become the preferred Indian edible oil name globally.

QUALITY POLICY:
B.L. Agro Oils Ltd. is committed to total customer satisfaction, and compliance with regulatory bodies at all times and at maximum effectiveness.

We aim to:
- Consistently enhance our understanding of market dynamics and changing customer needs so as to offer finest quality products that at all times meet our customers' expectations and the ever changing demands of the market place. - Provide a high level of service to our customers with minimum cause for complaint.

- Maintain a healthy & constructive work environment that enables personnel to produce optimal output.

- Continually comply with the requirements of ISO 9001:2000, ISO 14002:2004, HACCP and other government regulations and continuously improve the effectiveness of our Quality Management System.

With a history that goes back to 50 years, B.L. Agro Oils Ltd. is a company with a simple corporate objective - to manufacture, package and market the purest possible

edible oil that would offer healthier and tastier solution to millions of consumers.

Currently, B.L. Agro is in the business of Refining, Quality Control, Packaging and Marketing of branded mustard and other edible oils.

MANAGEMENT:

The foundations of B.L. Agro were laid half a century ago by its Managing Director, Shri Ghanshyan Khandelwal - a veteran of the Indian mustard industry. Since then the management of B.L. Agro has gained an unmatched, in-depth insight of the industry and the continuously evolving customer needs. The leadership at B.L. Agro has a vision for the future and their acumen in adapting to the changing times has translated into consistent growth by the company. However, the most important attribute of the B.L. Agro leadership is the un-fallible commitment towards quality, towards customers and towards community at large.

At B.L. Agro 'No Compromise with Quality' is a guiding philosophy. And the management takes it as their responsibility to not just ensure the highest quality standards of company's products but also to instil this 'quality attitude' in every organization.

Another distinctive characteristic of the B.L. Agro management team is their strong belief that Success and growth do not mean much unless accompanied by trust and respect from the community. And over the years this belief has ensured that as a corporate citizen, B.L. Agro Oils Ltd. earns an image of one of the most respected and revered organisation in its region of activity. A true entrepreneur, Ghanshyam Khandelwal stepped into the mustard oil trading business in the 1950s when he was still at a very young age. Beginning from Bareilly, he single-handedly expanded operations and soon transformed Bail Kolhu into one of the most preferred mustard oil brand in the entire belt of Eastern UP.
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A man of foresight and vision Ghanshyam Khandelwal has been the guiding force behind consistent growth of B.L. Agro Oils Ltd. With an eye on the future, he has, over the years, displayed a tremendous prowess for anticipating the changing consumer needs and has repeatedly led the organisation to be a winner in a dynamic industry scenario. The mantras of his success include his unflinching commitment towards quality and his passion for perfection.

An un-doubted achiever, he is a man of undaunted determination and courage along with exemplary business acumen.

What distinguish Ghanshyam Khandelwal are his philosophies that originate from his commitment towards the community. A man of values, he strongly believes in business ethics and corporate social responsibilities.

Ghanshyam Khandelwal, Managing Director

Post Graduate in Commerce, Ashish Khandelwal joined his father's business at a very young age. A quick learner and a very hard worker he learnt the nuances of the trade within no time and established himself as a growth motivator by bringing in new-age marketing concepts and fresh opportunities.

With extraordinary abilities in sales and channel management, Ashish Khandelwal has an unmatched hold on the market pulse. Still in his prime youth, he has already played a key role in taking B.L. Agro to newer heights. In his leadership, the company entered into the consumer packs segment and the venture resulted in unprecedented success.

Having spent over 12 years in this trade, Ashish Khandelwal possesses a rare combination of experience as well as youthful exuberance. With a futuristic outlook, he has an unmatched ability to think ahead of the times and a vision that is set to take B.L. Agro into a glorious future. Ashish Khandelwal Director - Finance & Sales

BTech from IET, Lucknow and MBA from ICFAI, Hyderabad, Richa Khandelwal adds a fresh dimension to the management competencies at B.L. Agro. Among her many contributions to the organisation is her vision to take B.L. Agro to the highest national and international level. With path-breaking ideas, Richa Khandelwal has played a key role in further strengthening the Bail Kolhu and other B.L. Agro brands and has led its expansion into Delhi NCR and other newer territories with outstanding success. In a short span of time, she has turned Bail Kolhu into a household name in Delhi that has already become the largest selling mustard oil in certain regions.
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What Drives Our Success:

The Market and Consumer Insights possessed by B.L. Agro leadership is unparalleled. B.L. Agro understands that Fooding habits of consumers are very individualistic and vary from house to house. And in order to make a long term relationship with the collective base, the company needs to pack Real Customer Delight in each pack that it offers.

Moreover what has brought laurels to B.L. Agro and awarded it a leadership position is the company's ability to anticipate and adopt to Market Demand Shifts resulting from either consumer Living Pattern Shifts or any other reason. At B.L. Agro, change has been one of the most consistent processes. Be it technological capabilities, be it the

strength of human minds or be it the collective efficiencies, B.L. Agro has always anticipated the changing environment and empowered itself for the same.

The most important success driver at B.L. Agro is its ability to offer Consistency of Highest Quality Standards. Pack by pack, batch by batch, consignment by consignment, the products of B.L. Agro carry exactly the same quality and purity standards for which they have gained widespread respect

Ideal Product Mix:

Bail Kolhu:
Bail Kolhu Kachchi Ghani Mustard Oil is the flagship brand of the company. This is a Grade A Mustard Oil and due to its unique taste and ideal pungency, it enjoys a tremendous consumer preference throughout the states of UP, Uttaranchal and Delhi.

Bail Kolhu is a clear market leader in most of its distribution territories and commands almost monopolistic leadership position in many of the markets. Bail Kolhu also enjoys a very high level of brand recall and brand loyalty amongst a vast consumer base.

Mohan Dhara:
Mohan Dhara is a well-accepted brand in the Refined Soyabean Oil segment.

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Balance Lite:
This is a fast growing brand that has facilitated the advent of B.L. Agro in the Refined Vegetable Oil segment.

Aviral Dhara:
Aviral Dhara is a multi-product brand of Mustard Oil, Palmolein Oil, and Vegetable Oils. Having gained instant acceptance in the market, the brand is on a steady growth chart.

New Product Development:

In its quest to further expand its operations and reach for larger customer base, B.L. Agro is in the process of developing ambitious new products. Nourish Delite A soon to be launched multi-product National Food brand.

Nourish Delite is a Dream Project of B.L. Agro management that promises to enhance the image as well as scale of company's operations. First product to be offered under this brand will be Premium

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Soyabean oil followed by Premium Mustard Oil. The line will be further expanded to multiple food products that will even extend beyond edible oils and include products like Atta, Besan, Pulses on one hand and Packaged Drinking Water on the other. At B.L. Agro, the vision is to make Nourish Delite India's biggest and most trusted Food Brand and the company

(PRODUCTS OF BL AGRO OILS LTD.)

Potential:

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Market
Overview of Edible Oil

Dynamics:
Industry

In India the popular cooking mediums include Mustard Oil, Groundnut Oil, Sunflower Oil, Coconut Oil, Soyabean Oil and Palm Oil.

Mustard, Soyabean and Palm Oil (mainly imported) account for over 75% of total edible oil consumption.

Only around 16% of the households in India consume branded edible oils. Among branded oils, refined oils account for 60% of consumption (only filtered) and account for crude the oils balance.

Branded edible oils have penetrated 31% of households in urban areas and only 9% in rural areas.

The edible oil sector in India is largely unorganized with only a few organized players.

Edible oil is sold in the country either in consumer packs (less than 5 lt pack sizes), bulk packs (15 kg/ lt) or as loose oil in tankers or barrels.

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Macroeconomic situation Industry growth rates

Indian edible oil economy is world's fourth largest after USA, China and Brazil (India accounts for 7% of world oilseeds & oilmeal production and 10% of world consumption of edible oil).

2nd largest import bill item for India - favourable government policies for domestic industry by way of high import duties on imported edible oils.

Increasing health consciousness, preference for packaged products (hygiene factors and avoidance of any adulteration) and low-saturated fat cooking

mediums.

Current

&

expected

demands:

According to an estimate, the demand for edible oils is expected to increase from current levels of 11.5 million tonnes to 15.6 million tonnes in 2010 and 21.3 million tonnes by 2015.

Growth&Opportunities:
Emergence of branded edible oil as a high growth segment in Indian FMCG industry.

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With a huge proportion of total Indian households still not using branded oils but displaying continuous shift in their using pattern - from loose unbranded oils to packed branded oils, the category of branded edible oils has emerged as a high growth segment in the Indian FMCG industry.

With an excellent record of adapting to the dynamic trends, B.L. Agro Oils Ltd. is well positioned and preparing itself to play an important role in facilitating this transition in consumer behaviour.

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Future Strategy & Growth Plans:

Expansion in geographic reach and newer markets - The company has already extended its distribution network covering almost entire North India and is now poised to further expand in newer markets.

To meet the challenges of growing demands, B.L. Agro is preparing for capacity enhancement and expansion of manufacturing capabilities.

The company has an ambitious plan for setting up an Integrated Oil Complex for which it has already identified the locations. With comprehensive facilities available within this complex, the company will be able to provide integrated solutions and enhance its competitive pricing power.

In addition to the existing facilities, the proposed complex will include Solvent Extraction Plant, Rice Bran & Sunflower Refinery and Mustard Crushing Facilities.

To make its procurement processes smooth and cost effective B.L. Agro oils is also contemplating setting up of Rack Facilities connecting its Oil Complex to various Port.

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 With the addition of Mustard Crushing Facilities, the company plans to consolidate as well as increase its market share in the mustard segment.

Increase in brand power B.L. Agro Oils Ltd. has planned widespread promotional and consumer connect campaigns to achieve an increase in its brand power.

The company is working to expand its product and brand portfolio through extension of the existing lines as well as through diversification into other edible food items.

Through ensuring a substantial market share in the mustard oil as well as other segments, B.L. Agro aims to obtain better pricing power.

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Corporate Social Responsibility:

As socially responsible citizens, the promoters of B.L. Agro are committed to contribute their bit in the nation building process and work towards the betterment of the society.

The Khandelwal family actively participate in and support various community service programmes like Blood Donation camps, Plantation Drives, Service for Physically Disabled etc.

As an environment sensitive industrial house, B.L. Agro takes various voluntary measures in addition to the mandatory steps to ensure environment conservation.

These include Effluent Treatment Plant for Water Pollution Control as well as Water Conservation.

Installation of advanced equipments for Air

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Pollution Control.

Use of only Agriculture Bio-Mass for steam generation; and many more such measures.

KhaoSarson, JiyoBarson Mustard Oil The Healthiest One: Mustard Oil is extracted at a low pressure at low temperature (40-600C). It contains 0.30-0.35 % essential oil (AllylIsoThiocynate) which acts as preservative. Mustard Oil is one of the best cooking oil particular for heart patient because it has an Omega 3 (MUFA) and 6 Fatty Acid composition (Linolic and alpha Linolic Acid respectively) in good proposition close to 10:1 rarely found in any other oil. The ideal ratio of Omega 6 and Omega 3 is 10:1

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A Favourable Composition:
Mustard oil has 30 percent protein, calcium, phytins, phenolics and natural anti-oxidants. Mustard oil contains high amount of monounsaturated fatty acids and a good ratio of polyunsaturated fatty acids, which is good for heart. It contains the least amount of saturated fatty acids, making it safe for heart patients.

Glucosinolate, the pungent principle in mustard oil, has anti bacterial, anti fungal and anticarcinogenic properties, which account for many medicinal utilities of the oil.

The relatively high level of oleic acid and the favorable balance between linolenic and linoleic acids is present in mustard oil. It may be said that it is the safest oil and is as good as any other edible oil.

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Products - Bail Kohlu:

Bail Kolhu Kachchi Ghani Mustard Oil is the flagship brand of B.L. Agro Oils Ltd. A 'Grade A' Mustard Oil with a unique taste and pungency, it enjoys a tremendous popularity in the northern parts of India and is the favourite Kachchi Ghani Mustard Oil among its vast customer base. As a category, Mustard Oil is consumed in almost every Indian household although in variable quantity. Kachchi Ghani Mustard Oil is perhaps the healthiest edible oil and one of the best cooking oils, due to its favourable composition.

What is Kachchi Ghani Its properties and benefits:

Kachchi Ghani refers to cold press extraction process of mustard oil. In the ghani crushing of mustard seeds about 6% of water is added. This is because, apart from achieving oil expulsion, water, through the agency of the enzyme myrosinase, brings about hydrolysis of various glucosinolate. Slow grinding and frictional heat development release a maximum of pungent isothiocyanates (essential oil) which enter the oil to give it a sharp taste and pungent flavor that is greatly relished along the Indo-Gangatic plain. The key property of kachchighani mustard oil is its essential oil content (0.25-0.35%) which acts as preservative. Essential oils are effective anti fungal.

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Note:
1. Ratio of Omega 6 : Omega 3 is almost 1:1 which is most ideal and found only in mustard oil among all edible oils. 2. It is major source of Omega 3 essential fatty acid which human body cannot form on its own and has to depend on external source only. It is 13%, the highest among all the edible oils. 3. It is MUFA rich oil like Olive oil. MUFA rich oils are best for human consumption.

Quality Specifications:
Saponification Value : 168 - 177 Iodine Value : 96 - 112 Unsaponificable Matter (max) : 1.20% Esential Oil % (min) : 0.25 Acid Value (max) : 1.5 Bellier Turbidity Temperature : 230 C - 27.50 C Moisture : 0.25

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The Manufacturing:
At B.L. Agro Oils Ltd., The sourcing, quality control and packaging of Bail Kolhu is performed to match the highest standards The Double Filter Process ensures that only the purest product is despatched as Bail Kolhu.

B.L. Agro has an in-house Quality Control laboratory with a Gas Liquid Chromatograph that ensures the purity and PFA certified quality in each and every pack of Bail Kolhu.

Genesis of Bail Kolhu:

B.L. Agro Oils Ltd. started trading in Bail Kolhu Kachchi Ghani Mustard Oil in 1958. In the year 1999, Bail Kolhu was launched in consumer packs and in the first year itself, it grossed astonishing sales of Rs. 60 crores.

Since then the sales of Bail Kolhu has consistently increased and today Bail Kolhu is a clear market leader in most of its distribution territories and commands almost monopolistic leadership position in many of the markets. The entire belt of Eastern UP is a stronghold of Bail Kolhu and the brand enjoys a popular status in Western UP, Uttarakhand, Delhi & NCR. Within Delhi, Bail Kolhu is the number one Mustard Oil Brand in East Delhi today. The company is spreading its wings to West Bengal & Jharkhand also. Bail Kolhu also enjoys a very high level of brand loyalty amongst its vast consumer base.

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Marketing Strategy:
Mohan Dhara is a superior quality Refined Soyabean Oil. Since, B.L.Agro Oils Ltd. introduced Mohan Dhara a few years ago, the brand highly competitive market. has created its acceptance in a

On the product composition front, Mohan Dhara possesses highest levels of transparency among its competitive brands, which is a measure of its purity and supreme quality as a healthy product.

Every pack of Mohan Dhara contains finest Refined Soyabean Oil produced by an elaborate refining process at the B.L. Agro plant. For Mohan Dhara, crude soyabean oil of specific quality is sourced from either domestic or overseas markets, and put through Chemical Refining process using MNR and Nitrogen Blanketing technology.

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Refining Process - Why chemical, & why not Physical?

The purpose of refining edible oils and fats is to remove free fatty acids and other objectionablesubstances including impurities while maintaining the nutritional value and ensuring the quality and stability of the end product.

There are two main refining processes used on crude oils, chemical/alkali and physical refining, which differ principally in the way free fatty acid are removed.

Chemical Refining:
Chemical/alkali refining consists of following under mentioned standard steps:

Degumming:
It is the first step of chemical refining. Its purpose is to remove seed particles, impurities, and most of the phosphatides, carbohydrates, proteins and traces of metals.

The crude oil is treated with food grade processing acids and/or water at a temperature around 700C which leads to hydration of most of the phosphatides, proteins, carbohydrates, and traces of metals. The hydrated material precipitates from the oil and is removed.

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Neutralization:
Alkali neutralization reduces the content of the following components:

Free fatty acids, oxidation products of free fatty acids, residual proteins, phosphatides, carbohydrates, traces of metals and a part of the pigments. The oil is treated with an alkali solution (caustic soda) that reacts with the free fatty acids present and convert then into soaps stock. The mixture allows then to separate the oil phase freed from fatty acids that floats on top from a layer phase of soap, alkali solution and other impurities, which is drawn off. The oil is then washed with water to remove the soap, alkali solution and other impurities, when it is ready for decolorizing or deodorizing process Bleaching

The purpose of bleaching (decolorizing) is to reduce the levels of pigments such as carotenoids and chlorophyll, but also further remove residues of phosphatides, soaps, traces of metals, oxidation products, and proteins. These trace components interfere further processing and reduce the quality of the final product. These substances are removed by adsorption with activated clay and silica. If heavy polycyclic aromatic hydrocarbons are present, activated carbon is used for their removal. Dosage of these adsorption agents is adjusted to ensure the removal of the specific substances. The bleaching clay/silica containing all these substances is separated by filtration. These processes are partly done under vacuum and at temperature below 1100C.

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Deodorization:
Deodorization is simply a vacuum steam distillation process that removes the relatively volatile components, that give rise to undesirable flavours, colours and odours in fats and oils. This is feasible because of the great difference in volatility between these undesirable substance and the triglycerides (oils & fats).

Depending on the residence time in the deodorizer, the process is carried out under vacuum (1-3 torr) and at a temperature around 2500C, and using a stripping media such as super heated dry steam since the substances for odour and flavours are usually volatile; conditions are adopted within these ranges as appropriate to ensure the removal of specific substances. Further removal of proteins is achieved at this step. Careful execution of these four processing steps ensures that fully refined oils possess good organoleptic and physiochemical qualities. The extent of protein removal is of critical importance to absence of allergenicities.

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Current Market:
At present Mohan Dhara is a popular brand in many parts of Uttar Pradesh, Uttarakhand and Delhi. Mohan Dhara is marketed through a vast network of distributors and retailers. The high customer acceptance and the promotional schemes offered by the company motivate the channel partners to work with great deal of enthusiasm to push the sales of Mohan Dhara.

PHYSICAL OIL REFINING:

Balance Lite
Balance Lite is a fast growing brand that has facilitated the advent of B.L Agro in the Blended Oil segment

The Blends in Balance Lite - Their Selection & Benefits One Indian oil that is highest in Omega 3 fatty acid and lowest in saturated fatty acids and most stable oil is none other than mustard oil. Hence, to meet our daily dietary requirements of the above selection of one of the blending components is definitely the mustard oil. The second one may be either great health oil, the Rice Bran or the soya oil. The other choices for second blending oil may be any of the following high monounsaturated fatty acid oil i.e. Groundnut.

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The Benefits:
1. Balanced fatty acid intake, a) Essential fatty acid intake (which human body is unable to produce and has to depend only external sources. b) Desirable Omega 3/Omega 6 ratio intake. c) Consumption of oil/absorption of oil in and /on the product reduces making the product less calorified. 2. Both the Rice Bran & Soya oil are available in refined form. As the refined oils have quite a high smoke point therefore increases to the desired level of frying temperature capacity of the blend making the raw Mustard oil eligible and capable for high temperature frying and cooking. 3. Blending of oils offers more such range of micronutrients as it contains of both of the oils. 4. The stability of the oil under normal conditions and during frying is enhanced. 5. The stability of the food product which is being prepared from the blend oil increases. 6. Blended oils are best for frying purpose because it tolerates high temperature without breaking down.

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Nourishing Abilities of these Blends:

This oil blends provide the benefits of two oils, thereby giving added value to the consumers.

Blended oils are better balanced in terms of fatty acid composition. These have improved ratio of Omega 3/Omega 6 fatty acid. Blended oils have wider range of vitamins & minerals. Blended oils are more stable for they have wider range of antioxidants. Blended oil have more number of micronutrients so vital for the growth and development. Blended oils have more number of phyto-chemicals, important for human health.

Products - Aviral Dhara - Palmolein and Mustard Oil:

Aviral Dhara brand of edible oils comes with two variants Pakki Ghani Mustard Oil and Palmolein Oil. Having gained instant acceptance in the market, the brand is on a steady growth chart.

Pakki Ghani - Pakki Ghani Mustard Oil is extracted from mustard seeds by employing
processing technology of oil expellers only. All the goodness of mustard oil is there in pakkighani oils as well. The only differences lies in its pungent odour. It is made especially for those who don't like the strong smell and taste, otherwise it is as good as that of kachchighani oil.

It contains the so desirable essential fatty acid (which the human body cannot synthesize) and in good numbers. It contains the very vital Omega 3 in highest proportion among all
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the edible vegetable oils (12%). And it is very high in monounsaturated fatty acid (65%) and lowest in saturated fatty acid (5%).

It is therefore, rated even better then the olive oil.

It also has high amounts of Vitamins A, E & K.

It also has rare minerals like selenium, magnesium, zinc, manganese, iron, calcium and phosphorus.

It is one of the most stable edible vegetable oils because of high amounts of antioxidants it possess. Its shelf life is very good.

It is heart friendly. It is anti-carcinogenic. It is anti microbial.

It is a medium of preservation. Mustard oil, therefore, is widely used in preparation of pickles, chutney and other preparations.

It has a high smoke point, i.e. it burns at high temperature which means that it is good for frying and deep frying purposes.

At B.L. Agro, the sourcing of Pakki Ghani Mustard Oil and Palmolein Oil is performed with the same care and control. The crude oil is refined, filtered and subjected to the stringent quality assurance processes before being forwarded to the packaging unit.

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As a healthy and affordable option Aviral Dhara has generated unexpectedly high demands within a very short span of time. While Bail Kolhu is preferred in the comparatively high and middle income households, Aviral Dhara Mustard as well as Palmolein Oil has emerged as the popular choice in the lower income segments throughout the region of its distribution that includes Uttar Pradesh, Uttarakhand and Delhi.

With the continuous geographic expansion of Bail Kolhu, Aviral Dhara too keeps expanding its presence and forms an essential part of the company's product portfolio. Aviral Dhara plays an important role in fulfilling the commitments of B.L. Agro of reaching out and touching the lives of all consumer segments.

NOURISH DELITE:-

It is increasingly recognized now that the balanced intake of saturated mono and polyunsaturated fatty acids as well as Omega 3 and Omega 6 fatty acids is essential for good health. As no single oil can supply appropriatequantities of all these in ingredients, the only alternative method available fo improving balanced consumption of edible oils is to blend oils so that the people hav appropriate fatty acid composition in the oil they regularly use.

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Various Blends Planned to be introduced through Nourish Delite Series: Mustard and Soya Oil:
As the mustard oil is rich oil Omega 3 fatty acid (an essential fatty acid which human body cannot synthesize) and very high in antioxidants content, it is prudent to blend it with the ones those are deficient in it. One such oil is Soya oil which is least stable and very low in Omega 3 fatty acid.

Mustard and Rice bran Oil:

Rice Bran oil is very healthy oil but it too is deficient in Omega 3 fatty acid. Moreover, the extra heavy content of Rice Bran oil will also help mustard oil to be more stable toward oxidation. Therefore, we plan to have or blend o the two as well.

Mustard and Olive Oil:

One another good oil considered is olive oil as it contains maximum amount of monounsaturated fatty acid, oleic acid 71% but at the same time it I deprived of Omega 3 fatty acid. Therefore, to make olive oil also balanced healthy oil it has got to be blended with mustard oil. This blend will be wonderful.

Rice Bran and Flax Seed Oil:

The oil which has the maximum amount of Omega 3 fatty acid is flaxseed oil but because of seed high content of Omega 3 fatty acid is stability is very poor. Therefore, to get it stabilized so that can deliver its maximum benefit its blend with Rice Bran oil will help consumer to take in adequate amount of Omega 3 fatty acid.

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Rice Bran Oil and Soya Oil:

We also have a plan to come out with a blend of Rice Bran Oil and Soya Oil to enhance the self life of soya oil.

Product Development Process:

First of all we have pondered upon the strength and weaknesses of individual edible oils and selected a few possible blends.

Then in the next step we have blended them in the desired proportions and done all the experiments at laboratory level to check it's properties, nutrition values and stability & shelf life.

In the third step the actual cooking/frying/deep frying is done and the frying properties and behavior is studied. How much oil is consumed, how much oil is absorbed by the material prepared by frying/cooking in the blend medium.

Finally, we have done all the above three excesses in other oil/blends to see the comparative results. And then based on the above results corrected/amended the blend ratios. Now we are sure that what we are going to introduce are the best blends under current government regulations.

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OBJECTIVE OF THE STUDY

The main objective of the study is to know about the recruitment, training & development strategies adopted by BL Agro, India. The study will help to analyze the overall development of the employees satisfaction level & the general feeling about the various policies of the company. The survey about the employee satisfaction will help the organization to know about the overall development and satisfaction level amongst the employees about the human resource development will help the management to take necessary actions.

The specific objectives of the study are: -

To know the functioning of HRD in company.

To get familiar with the work structure.

To know the various HRD workers of BL Agro, India likes Training &Developme

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RECRUITMENT AND SELECTION

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RECRUITMENT

The process of identification of different sources of personnel is known as Recruitment. Recruitment is the process of searching the candidate for employment and stimulating them to apply for jobs in the organizations. It is the linking activity that brings together those offering jobs and those seeking jobs.

Dale S. Beach observed Recruitment if the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can draw when it needs additional employees. Recruitment refers to the attempt of getting interested applicants and creating a pool of prospective employees so that the management can select the right person for the right job from this pool. Recruitment precedes the selection process that is, selection of right candidate for various positions in the organizations.

The Process of Recruitment Successful recruitment involves the several processes of

Development of a policy on recruitment and retention and the systems that give life to the policy.

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 Needs assessment to determine the current and future human resource requirements of the organization. If the activity is to be effective, the human resource requirements for each job category and functional division/unit of the organization must be assessed and a priority assigned.

Identification, within and outside the organization, of the potential human resource pool and the likely competition for the knowledge and skills resident within it.

Job analysis and job evaluation to identify the individual aspects of each job and calculate its relative worth.

Assessment of qualifications profiles, drawn from job descriptions that identify responsibilities and required skills, abilities, knowledge and experience.

Determination of the organizations ability to pay salaries and benefits within a defined period.

Identification and documentation of the actual process of recruitment and selection to ensure equity and adherence to equal opportunity and other laws.

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A general recruitment process involves Identifying vacancies, prepare job description and person specification, advertising, managing the response, short-listing, arranging interviews, conducting interviews, decision making, convey the decision and appointment action. This means that a lot of time and resources have to be invested.

Interviews are an important and a crucial part of recruitment process. The person taking the interview of the candidate has to be well prepared in advance. Concerns like the location of the interview, the time table, the structure of the question strategy, style of taking the interview needs to be decided beforehand so that nothing is left ambiguous in.

Recruitment process may include a written test to judge particular skills of a candidate. In this case, the test should be prepared carefully, not deviating from the subject. A lot can be judged about the candidate from his CV. A proper presentation of his CV in an organized and refined manner speaks a lot about the individual. His mindset and attitude can be judged according to his CV.

There are a few things that need to be kept in mind during the recruitment process. Until the final decision about a certain candidate is taken, it is important to keep in regular touch with the candidate. The decision making process should not take very long to avoid the candidate from taking up some other opportunity. A candidate should be duly informed once the decision is taken. He should be told the complete process of his appointment clearly with details of all the documents that he needs to submit. A record file should be maintained of the candidate for any future reference.

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The recruitment process must be robust and justifiable and should stand up to external scrutiny. Only a good recruitment agency with good understanding can perform the same with a good understanding. Qpluslearning understands the needs of the clients and of the candidates. The team works accordingly to recruit people.

Recruitment Policy:
The recruitment policy of an organization would normally be in alignment with the objectives and policies of the organization. It lays down the objectives of recruitment and the channels and sources of recruitment.

The recruitment policy is concerned with quantity and qualifications of manpower. A good recruitment policy includes.

Provides optimum employment security and avoids frequent lay-offs or lost time.

Assures the candidates of the managements interest in their development.

Is in alignment with the objectives and people policies of the organization.

Is flexible enough to accommodate changes in the organization.

Is designed in such a way that it ensures long-term employment opportunities for its employees. Stresses and reflects the importance of job analysis.
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Sources of Recruitment:

The objectives of recruitment are more likely to be achieved if the recruiting sources used are suitable for the kind of position that is to be filled. The selection of recruitment sources should also be economically viable for the organization. There are two types of sources of recruitment.

Internal Sources

External Sources

Internal Sources:

Many organizations try and identify employees from within the organization, to be groomed to take on higher responsibilities. The human resource inventory, an outcome of human resource planning, forms the basis for internal search. This along with the personal information of the individual employee collected from his employee record provides valuable information for internal search.

41

Organizations, which go in for an internal search normally, announce the vacancy through the displays on notice boards, circulars sent to different departments or through the companys intranet. Candidates from within the organization respond to this job posting by sending in their applications. It is the responsibility of the HR department to ensure that the information about the vacancy reaches all the prospective candidates in the organization. The policy of developing employees from inside instead of searching for new talent from outside has various advantages.

Advantages:
It helps in maintaining good employee relations.

It boosts the morale of the employees, as they feel important and valued.

It encourages competent and ambitious individuals as their performance is rewarded.

There is complete information about the individuals performance and his credentials are established.

The cost of recruitment is minimal.

Time and resources are saved on the selection and induction process

42

Disadvantages:
An organization might miss out on talent that is available in the market.

Talent pool within the organization might stagnate without fresh inflows from outside.

External Sources:

An organization will have a much greater choice in human resources if it decides to go for in for external recruitment. There are various methods of recruiting from external sources. Some of the popular methods are advertisements, campus recruitments, employee referrals, employment exchanges, private placement agencies etc.

Advertisements:
Advertisements have the widest reach and are quite effective for an organization in search of external talent. Different media can be used for advertising, depending on the cost, the need, and the reach desired. The nature of the job, its level and criticality in the organization, all together determine the mode and medium of advertisement.

The important information that has to be furnished in an advertisement includes:

Nature of business and size of the organization. The nature of the job.

43

 Location or place of work. Tasks and responsibilities attached to the position. Reporting hierarchy and work culture. Requirements of the job in terms of qualification, knowledge, skills and experience.

Employee Referrals:
Employee referrals form a very good source of recruitment, especially for the lower and middle level management. Employees working with an organization recommend their friends or acquaintances for vacant positions in the organization. The reputation and credibility of the employee is at stake when he or she recommends or refers a candidate.

The employee would take care to recommend good candidates. The referral system is that the candidate seeking employment has an insiders view of the job as he has gathered information form the employee and is more realistic in his expectations from the company.

44

EmploymentAgencies

Employment agencies can be broadly classified into public or state agencies, private agencies, and headhunters.

Public or State Agencies:

Employment exchanges were extremely popular in India. Fresh graduates and technicians in search of suitable employment would first register themselves with the local employment exchange. It was and still is mandatory for any company, which is not exempted, to register its vacancy positions in the employment exchange.

The exchange facilitates communication between the candidates it finds suitable, and the company. Employment exchanges were initially established to handle the problem of unemployment in the country.

45

Private Agencies:

Private employment agencies do well in dynamic job markets, where companies scout aggressively for talent, and potential candidates constantly look out for better jobs. Private agencies provide a meeting ground for both the parties and simplify the whole process of recruitment. Private agencies or management consultants perform many jobs traditionally done by HR department of the company.

Head Hunters:

A more specialized category of private agencies, cater mostly to top management level recruitment needs. They handle executive search for organizations and usually charge high fees for their services.

Educational Institutions:

During the placement season, educational institutions, especially the reputed ones turn into hunting grounds for organizations looking for fresh talent. These institutions offer placement services to their students by trying to get some of the best companies in the market to their campus for recruitment. Organizations shortlist the institutions which can provide the kind of resources that they are looking for and visit them during the placement season.

46

Evaluation of Recruitment Program

Recruitment strategies, policies and objectives need to be evaluated from time to time to test their effectiveness and their conformance to the organizational strategies, policies and objectives. The sources and methods of recruitment also have to be evaluated from time to time to match the recruitment policy and changing market and business needs and to check their effectiveness and efficiency.

The success of a recruitment program can be judged based on a number of criteria. Some of these are:

The number of successful placements.

The number of hirings.

The number of offers made.

The number of applicants

The cost involved.

The time taken for filling up the position

47

SELECTION

Selection is the process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investment--in other words, to make sure the productivity of the new hire warrants the cost spent. Several screening methods exist that may be used in personnel selection. The selection process can have four possible outcomes. Two of the possible outcomes have positive effect on the organization, whereas the other two have a negative impact.

Positive Outcomes

Selecting the right candidate.

Rejecting the unsuitable candidate

Negative Outcomes

The cost of having an unsuitable candidate in the job is high.

Where the candidate is rejected, the organization loses potential candidate.

48

Recruitment Strategies Adopted By BL Agro

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f o c u s :

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49

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50

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51

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52

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53

 p f ( p n " e w p e e o

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"

RECRUITMENT STRATEGIES
54

Requirements keep arising at various levels in every organisation; it is almost a neverending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

The recruitment process can be effective only if theorgani sation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well:
o

Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level required by the organisation. The candidates experience can range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment.

55

The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate.

COMPONENTS OF THE RECRUITMENT POLIC:

The general recruitment policies and terms of the organisation

Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment

A recruitment policy of an organisation should be such that:

It should focus on recruiting the best potential people.

56

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy. To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit organization needs.

SWOT ANALYSIS

SWOT stand for the strength, weakness, opportunities and threats. The analysis of strength and weakness focuses on internal factors that give the Organization certain
57

advantage and disadvantages in meeting the needs of its target market. This factor derived from the environmental analysis in the preceding portion of the market plan. This allows the organization to determine what it does well and what it needs to improve.

STERENGTH:
Strength refers to competitive advantage or distinctive competencies that give the firm an advantage in meeting the needs of its target market. Any analysis of the company strengths must be customer focused because strength are only meaningful when they assist the firm in meeting customer needs.

WEAKNESS:
Weakness refers any limitation that a company might face in marketing strategy development or implementation. Weakness should also be examined from a customer prospective because customer often perceives weakness that a company cannot see. It suggests that all firms should tie their strengths and weaknesses to customer requirements. Only those strengths that relate to satisfying customer should be considered true competitive advantages. Likewise, weakness that directly affects customer satisfaction should be considered true competitive disadvantage.

OPPORTUNITIES:
Opportunities refer to favorable condition in the environment that could produce reward for the organization if acted upon properly. That is, opportunities are situation that exist but must be acted upon in order to benefit the firm.

58

THREATS:
Threats refer to condition or barrier that may prevent the firm from reaching its objectives. Like opportunities, threat must be acted upon to prevent them from limiting the capability of the organization.

The SWOT analysis framework has gained widespread acceptance because it is simple and a powerful tool for marketing strategy development. However, like any planning tool, SWOT is only as good as the information contain within it.

CHALLENGES BEFORE RECRUITMENT AND SELECTION & SALARY ADMINISTRATION

59

These are the main challenges before Recruitment and selection & salary administration.

i. Various theories of wage have been put toward in the past. Yet no one have been able to Cover all aspects of the problem and explain the variation.

ii. There may be wide Fluctuation in compensable factor in view of changes in technology, values and aspire action of employer's etc. iii. Recruitment and selection and salary administration programme once structured not is useful for next tim e.

iii. It is difficult to outline and explain every aspects f the payment of compensation.

iv. Evaluation of worker' remuneration is very hard.

v. Jobs of equal content of grade may not attract the workers equall y.

CRITERIA FOR WAGE FIXATION

60

61

PRINCPLES IN WAGE FORMULATION

i. The compensation plan should be simple. ii. It should have few grades and preferabl y not overlapping ones. iii. The compensation plan is that have with the fare wage concept i.e. the money compensation adequate for an employee to maintain a decent standard of living. iv. The concept of fairness should operate both for the employer and the employee. v. Persons doing similar jobs in an organization should be similarl y compensated. vi. In order t o establish parit y; factor like complexit y of the task, skill requirement and job differentials, and an objective system of job measurement need to be considered.

62

WAGE LEGISLATION

Government has enacted legislative measures to protect the wage earners rights and to emphasis management obligations in this regard. Legislation onl y sets the floor below which rates and obligation cannot fail; nothing prevents more liberal terms being negotiated through collective bargaining processes, where ver they exit.

THE MINIMUM RECRUITMENT AND SELECTION ACT 1948:

The minimum Recruitment and selection sets the floor for pay levels for. the skilled occupation. It is a central legislation but is implemented b y both the central and sate governments in their respective spheres. For instances, the central sphere covers all fields, major posts and mines.

The act provides for the computation of t he cost of living allowance and cash value of concession like essential commodities supplied. The act also lays down for violation of the act.

63

PAYMENT OF RECRUITMENT AND SELECTION ACT. 1936:

The primary objective to ensure that Recruitment and selection ar e paid properl y and all malpractice like "non -payment or short -payment or irregular payment, or payment in kind rather in; cash or short

measurement of the work of piece rate workers".

The act covers all employee earnings up to Rs. 1600/ - per month. The act provides for the wage period one month and the mode of payment, i.e. cash on a working day which should be paid before the seventh for organizations with less than a hundred employees and by the tenth for larger organization.

64

C.THE PAYMENT OF BONUS ACT, 1965:

The purpose of the act is to make payment of bonus to workmen in certain categories a statutory obligation. It is applicable to all factories and certain establishment like public utilities etc. Initiall y it was applicable to all hose drawing up to Rs. 750/- per month in the establishments covered by the. But now the wage limit is raised to Rs. 2,500/ - per month. But bonus will be paid if wage drawn were Rs. 1600/ - per month.

Now the Certain deduction like adjustment against interim bonus etc can be made by the employer from the bonus payable to the worker. The Act contained detailed provision regarding computation of gross profits and surplus allocable.

65

RESEARCH METHODOLOGY

RESEARCH METHODOIOGY/PRACTICAL ASPECTS RESEARCH METHEDOLOGY:

This project has been undertaken as a research work and the findings are complied report. On the basis of questionnaire and self assessment. I have done same research according to the Recruitment and selection and salary. Administration System: the total manpower is Vadilal Ice Cream Limited, Bareilly. 1st Jan 2006.So it was difficult to contract employee's have choose some selected person from P& Department and on the basis of sample question on Recruitment and selection revision and other department information. I have done same research work. A. Tools of study: The Personnel and Administration department provide me a formal training and distribute my work related to various sections for training:-(a) Recruitment (b) Industrial Relation. These section provide many information manual related to my topics of project" Recruitment and selection and Salary Administration " the information gained

66

through these section was found to be reliable and accurate .it was collected well in time through direct personnel contract with respondent.

B. SOURCE OF IINFORMATION:
We got information through the in-depth interview with the managerial personnel informally carried out interactive surveys and open discussion. Secondly data Was collected through the published sources and records maintained by the management such as financial statement, records and reports, need analysis document, circulars news paper item and library references.

RESEARCH METHODOLOGY:

There are various number of research methods to conduct any study Research is to explore various functions of HRD, which have been, adopted by the company to assess the involvement of the employees of the Organisation.

Tools of Data Collection 1. Primary Source.

2. Secondary Source.

67

Primary Source:Primary source is the source, which is collected for the first time. Primary source includes questionnaire, personal interview, observation, circulars etc.

Secondary Source:Secondary source is the source which is not collected for the first time like journals, books etc. To ascertaining the company profile and product study, I took the help of data published in the company journal and various other articles published in magazines.

CONCEPTUAL DISCUSSION:
Human Resource management is the process of managing the people of an organization with the human approach. Human resource management is concerned with the human being in an organization. It reflects a new philosophy, a new outlook, approach and strategy, which view an organizations manpower as its resources and assets, and not as liabilities or mere hands.

68

Meaning of Human Resource

For a Layman, human resource includes all. The labor force at work, but from the point of view of management of human resource. Human resource is much wider concept. People at work are responsive in many ways. They have certain feelings of their own, they think and act reacts in their own ways. Hence they can nit be treated like machines and management here to handle them tactfully for attaining the goals of the organization. According to Lean C Megginson The term human resources can be thought as on total knowledge, skills, create, ability, talents and aptitudes of an organizations work force. People at works as well as in value, attitudes and beliefs of an individual involved. At macro level the human resources include the total of the people (work force), may be employed, self employed, unemployed employees, producers etc. along with sum total of all the components such as skills, creative abilities etc. possessed by them. While at the micro level human resources includes all the employees who contributes their services for the attainment of the goals or objective of an organization wherein any work. The people at work differ from one another not merely in respect of there Personal feelings, perception in desire, motives attitude, values, creative ability, knowledge intelligence and also in many other aspects such as age, social agricultural backgrounds, physical make up etc. hence, the concept of Human Resource is considered as multidimensional in nature and proper management of human resource is required for making them more productive.From discussion done so far, we come to know that human resource are more important than the other resources that is money, material, machines used by an organization. ORGANISATIONAL SET UP AND ROLE OF PERSONNEL DEPARTMENT

69

DATA INTERPRETATION& ANALYSIS

70

DATA INTERPRETATION & ANALYSIS

1- Source of external recruitment? 1) 2) 3) 4) 5) Recruitment agencies 41

News paper advertisement 20 Job posting on company website 25 Walk in interview 5 Web portals (example;-monster, time job) 9

9 41

1)

Recruitment agencies

2) News paper advertisement 3) Job posting on company website

25

4) 20

Walk in interview

5) Web portals (example;monster, time job)

As seen from the data collected the preferred sources for recruitment had been unanimously been the four options show in the above table, which shows that companies try and stay away from newspaper ads, walk in campus recruitment based on the fact that these option invite more scrutiny at the employers end and also they are costly method of recruitment in case of campus recruitment.

71

2- Analysis of skill set is done by? 1) 2) 3) Human Resource Department Respective department 70 Both together 20 10

20

10 1) Department 2) department 3) 70 Human Resource Respective Both together

Most of the respondents let the respective department. Deal with the issue of skill set selection or they work in tandem with the respective departments rather than taking a call on their one to decide upon the skill set required in a particular employee they are looking for.

72

3- An organization sets the standards of qualification before recruiting a candidate?

1) 2) Always 80 Sometimes 20

20

Always Sometimes

80

This being one of the most important factors in deciding upon the candidature of a particular person for the job on offer, all the respondents are biased in favor of deciding the minimum qualification standards for a post

73

4- Steps are followed in the selection process?

1) 2) 3) 4) 5) Resume screening 51 Written test 10

Group discussion 3 Preliminary interview 10 Interview with respective department 26

a) 26 b) c) 51 10 3 10 d) interview

Resume screening Written test Group discussion Preliminary

e) Interview with respective department

B.L.AGRO

usually follow tend to go for resume screening at the first instant rather

than inviting all the candidates who have proposed there candidature for the job. After which they are routed for a line of interviews, after which the offer is made.

74

5- Types of interview an organization set for candidate?

1) 2) 3) 4) Situational interview 35 Behavioral interview 25 Panel interview 40 Stress interview 0

0 40 35

1) interview 2) interview 3) interview

Situational Behavioral Panel Stress

25

4) interview

Responses also confirm the same which have been quoted in the earlier question that they do not have lot of jobs in the senior management and they usually hire workers which doesnt let them employ behavioral and no stress interview at large scale.

75

6- An organization followed structure interview ?

1) 2) Yes No

Yes No

95

Structuring of the interview is set beforehand and is moved in accordance with what the company is looking for in a candidate while taking the interview.

76

7- How often does your organization recruit the candidate?

1)Monthly 15 1) 2) 3) Quarterly 10 Half yearly 25 Year 50

15 10

a) b) c)

Monthly 15 Quarterly 10 Half yearly 25 Year 50

50 20

d)

Companies usually make their recruitment plans in yearly basis,

77

8- How often are your recruitment policies and procedure evaluated and

renewed?

1) 2) 3) 4)

Every year 25 In 2 year In 3 year 0 In 5 year 0 75

25

Every year 25 In 2 year 75

75

Most of the companies surveyed evaluated their recruitment policies every year, and some do that to max of 2 years, which implies that companies do want to keep themselves equipped with latest methods while recruiting, and they also used past experience to improve upon the methods utilized earlier for the recruitment.

78

9- How do you maintain the records of employees of different departments?

A) 1) 2)

File management 25 MIS 70

Handmade records 10

10

20

File management MIS Handmade records

70

As now days all the companies are computerized and atleast for record keeping whether it be production details or payroll details they use computers therefore most of the companies use MIS to keep the employee details rather then the age old methods of handmade records.

79

10- An organization do background checking based on the information provided in the resume?

1. 2.

Yes No

10

Yes No

90

They are recruiting like workers or managers. For workers they restrain from doing a background check.

80

11- Ways of publicizing the vacancy?

1) 2) 3)

Employment news

70

Company notice board 10 Consultants 20

20

Employment news Company notice board 10 70 Consultants

Again here with the responses we can see that the companies tend to advertise their job openings through selective media which does not invite walk in at their door step or which is costly as well.

81

12- Process adopted during recruitment?

1) External Recruitment 2)

80

Internal Recruitment (internal job posting). 20

20 External Recruitment Internal Recruitment (internal job posting). 80

As per the data collected all the respondents used both the internal process may be one of the most effective method but it does not ensure quality of people, thats why most of the companies uses both the processes that ways they can have more option to compare and recruit. so that B.L.AGRO follow the both recruitment process

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DIFFERENCE BETWEEN RECRUITMENT AND SELECTION

83

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION

Basis

Recruitment

Selection

Meaning

It is an activity of establishing contact between employers and applicants.

It is a process of picking up more competent and suitable employees.

Objective

It encourages large number of Candidates for a job.

It attempts at rejecting unsuitable candidates.

Process

It is a simple process.

It is a complicated process.

Hurdles

The candidates have not to cross over many hurdles.

Many hurdles have to be crossed.

Approach

It is a positive approach.

It is a negative approach.

Sequence

It proceeds selection.

It follows recruitment.

Economy

It is an economical method.

It is an expensive method.

Time Consuming

Less time is required.

More time is required.

84

FINDINGS

85

The most significant impact of B.L.AGRO of ambitions plan for growth and globalization will be on the employee welfare as well as human resource of the organization being the single most critical resource which detainee the effective utilization of all other resources or the organization in turn world have ascending implementation for welfare function which by its role definition is responsible for the effective acquisition, development and utilization for the recruitment to achieve organization goals.

1- HODs are satisfied with the behavior of their employees. This shows that harmonious relationship are prevailing in the organization. 2-Maximum managers say that they prefer both internal as well as external source for recruitment and selection. 3- Some mangers go for direct recruitment and selection and less number of mangers prefer indirect or third party. 4- Daily coordination meeting is conducted in B.L.AGRO This meeting aims at listening to the problems of different departments. This single meeting is not sufficient for good co-ordination among departments.

86

CONCLUSION

87

CONCLUSION

I would like to conclude by that m y Eight week training was a good chance to see the working of Human Resource Department at BL AGRO. The exposure which I have got during this short tenure would definitel y help me a lot in going along way in m y life. I have learn almost a ll the function performed in HR department which has provide a general ideate it s working.

In the projects on " Recruitment & Selection". Fashions changes and schemes rises and fall in popularit y. It is suggested , therefore that no schemes is good or bad in itself but onl y in relation to the circumstances in which it is operated in organization's environment.

I once again with to my thanks to staff members for of Human Resource Department for their valuable guidance.

88

SUGGESTIONS AND RECOMMENDATIONS

89

SUGGESTIONS
1-In the whole system of recruitment transparency must be there. Transparency means they should have access to information. Each employee of company must know what is being done and why.

2-There are various effective method of recruitment but in B.L.AGRO HR department is used only interview method. It should also use another effective methods.

3-Everyone in the organization must be responsible for their own actions and works. The mistakes and differenced should be accepted and remedial measures are to be taken for that.

4-The problem that can be aroused in the course of action should be detected and resolved before its become very serious and incurable.

5-Organization raise managerial, departmental and technical ability through TQM (Total Quality Management).

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RECOMMENDATIONS

1-Company should include more internal source like promotion in its recruitment policy, internal sources are cheaper than external source and it increases the moral employees. 2-Selection procedure should be more transparent to all so that biasness can be avoided. 3-For new employee, supervisor's attitude should be liberal, and helping so that healthy relationship can be maintained and new employee can feel belongingness. 4-The result of the performance appraisal particularly in negative case should be communicated to the employees so that they can improve their performance. 5-Executive should be transferred to another job so that they can learn more about job.

6-Personnel department need to find out new sources for motivating the employees so that they can consider themselves as the part of the organization and try to retaining in the company.

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LIMITATIONS

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It is important here to mention the hurdles and limitations faced while working on the project. It is necessary to enlist these problems or limitations of the project work. The main limitations are as follows:1. The sample size consists of eighty employees of the organization. 2. As the study was limited only to eighty employees, the sample of employees can not represent all the employees. 3. The sample of employees is taken at random and sampling error cannot be ruled out. 4. The generalizations are done purely on the basis of statistical figures.

5. Responses of the respondents can be influenced by personal biasness. 6. Analysis and interpretation of data collection can be subjected to some extent due to different personal viewpoints and personal biasness. 7. There is inbuilt inflexibility because of the difficulty of amending the approach once schedule/ questionnaire have been formed. 8. In some questions, which reveals the business secrets can be cancelled and responses can be vague. 9. Time constraint formed one of the biggest problems during the project.

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BIBLIOGRAPHY

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Bibliography

Books :
Reading in Human Resource Development. C.B.GUPTA The Management of Human Resource. Robbins. Stephan Principles of Management. L.M.PRASAD ORGANISATIONAL Behaviour. Ashwathapa. Research Methodology. C.R. Cothari. Annual Report of the Organisation .

Internet:
www.google.com www.blagro.com www.educationcentral.com www.hrprofessor.com

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QUESTIONNAIRE

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Questionnaire for Recruitment Procedure

1- Source of external recruitment?

1-Recruitment agencies 2-News paper advertisement 3- Job posting on company website 4- Walk in interview 5- Web portals (example;-monster, time job)

2- Analysis of skill set is done by?

1-Human Resource Department 2-Respective department 3-Both together

3- An organization sets the standards of qualification before recruiting a candidate?

1- Always 2- Sometimes 3- Not at all

4- Steps are followed in the selection process?

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1-Resume screening 2-Written test 3-Group discussion 4- Preliminary interview 5- Interview with respective department 6- Making an offer

5- Types of interview an organization set for candidate?

1- Situational interview 2- Behavioral interview 3- Panel interview 4- Stress interview

6- An organisation followed structure interview ?

1) 2) Yes No

7- How often does your organization recruit the candidate? 1) 2) 3) 4) Monthly Quarterly Half yearly Year

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8- How often are your recruitment policies and procedure evaluated and renewed?
1) Every year 2) In 2 year

3) In 3 year 4) In 5 year

9- How do you maintain the records of employees of different departments?

1- File management 2- MIS 3- Handmade records

10- An organization do background checking based on the information provided in the resume?
1) 2) Yes No

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11- Ways of publicizing the vacancy?

1- Employment news 2- Company notice board 3- Brochures 4- Consultants

12- Process adopted during recruitment?

1-External Recruitment 2-Internal Recruitment (internal job posting). 3-Both

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