PROJECT REPORT ON

“SUDAMA DAIRY PVT.LTD”

PORBANDAR

1
 A

PROJECT REPORT

ON

SUDAMA DAIRY, PORBANDAR

TOPIC

HUMAN RESOURCE MANAGEMEMT-RECRUITMENT AND SELECTION

PREPARED BY

JAY BAPODARA

GUIDED BY

HINAL SONGHELA

FOR THE PARTIAL FULLFILLMENT OF B.B.A. (SEM 6)

SUBMITTED TO

BHAKT KAVI NARSHINH MEHTA UNIVERSITY, JUNAGADH

DURATION

2021-2022

COLLEGE

DR. V. R. GODHANIYA B. ED COLLEGE, PORBANDAR

Department of BBA

2
 PERSONAL INFORMATION

Name: Jay Bapodara

Faculty: Bachelor of Business Administration

Semester – 6

Subject: Project Report

Institute: Dr. V. R. Godhaniya B.Ed. College, Porbandar.

Department: BBA

University: Bhakta Kavi Narsinh Mehta University, Junagadh

Academic year: 2021-222

Roll no.: 32

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 COMPANY DETAILS
NAME:

SUDAMA DAIRY PORBANDAR

ADDRESS:

PLOT SUDAMA NO 277, GIDC, Porbandar – 360 575

PHONE NO:

0286 – 2222314

WEBSITE:

Info@Sudamadairy.com

In corporation year:

2013- ‘14

Form of organization:

Cooperative society

Size of firm:

Small scale industry

No. Of employees:

Labour:58

Plant labour:34

Total employess:92

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COMPANY CERTIFICATE

5
COLLEGE CERTIFICATE

6
 DECLARATION

I am 6th semester BBA student, studying in Dr. Vr. Godhaniya

college B.B.A & B.S.W Department, Porbandar. My name is BAPODARA
JAY P. My Roll No is 32 and Enrolment No is 2019023541. I have undergone
for industrial training for 15 days, starting from 00/12/2021 to 00/12/2021 in
SUDAMA DAIRY located in G.I.D.C. Porbandar.

I have prepared my project report in Porbandar and my topic is.

“Recruitment & Selection at Sudama Dairy”.

I have prepared my training report independently. This is my

original work, and I assure you that I haven’t copied or duplicate the same from
other sources. In case of any discrepancy, I shall be fully responsible and abide
with decisions of the college and the university in this regard.

Date: Signature

Place: Porbandar Jay Bapodara

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 ACKNOWLEDGEMENT:

I feel great pleasure in submitting this report as a part of my

B.B.A. Sem-V course. I am thankful to Bhakta Kavi Narsinh Mehta University
for including this subject in B.B.A.

I am also thankful to the authority of SUDAMA DAIRY.

And I also thankful to the member of SUDAMA DAIRY.

I specially thank to their director CHITRA JUNGI who

gave me full support at this time of industrial visit.

I would like to note the name PROF. HINAL SONGHELA

for giving me a proper guidance in preparing a project report.

Date: your
faithfully,

Place: Porbandar Jay Bapodara

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 PREFACE:

As a student of business management, I must have enough

practical knowledge regarding the business environment, besides having the
theoretical knowledge.

The industrial training at SUDAMA DAIRY has been a

good help in acquiring the necessary information and knowledge in the
personnel, human resources department.

I herewith represent the report of my industrial visit to above

side unit which I have prepared during the training period.

I have tried to prepare this project with the best of my

knowledge and ability.

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 Index:

SR.NO PARTICULAR PAGE.NO

1. General information 11

2. Human resources department-Recruitment & 27

selection at Sudama dairy

3. Future plans 46

4. Conclusion 48

5. Suggestion 50

6. Bibliography 52

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11
 INDEX:

SR.NO. PARTICULAR PAGE.NO

1. Company profile

2. Present managing body

3. History and development of the unit

4. Size of unit & form of organization

5. Product and manufacturing process

6. Time keeping system

7. Employee and welfare services

8. Awards and certificates

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 COMPANY PROFILE:

Name of the dairy:

Sudama dairy

Address of the dairy:

PLOT NO 277, GIDC, Porbandar – 360 575

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 PRESENT MANAGING BODY

Board of directors:

No Name Post

1. Bharat bhai Odedra Chairman

2. Bharat Bhai Bokhiria Vice-Chairman

3. Dr Bharat Puchhadiya Managing Director

4. Viram Bhai Karavadra Director

5. Naga Bhai Odedra Director

6. Arjan Bhai Bhutiya Director

7. Prakash Bhai Pandit Director

8. Rambhi Ben Makwana Director

9. Lata Ben Bhuva Director

10. Liri Ben Odedra Director

Auditors:

Vijay Popat & Associates

Bankers:

HDFC BANK, PORBANDAR

ICICI BANK, PORBANDAR

STATE BANK OF INDIA, PORBANDAR

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 HISTORY AND DEVELOPMENT OF THE
DAIRY

Sudama Dairy Pvt. Ltd. Was established in 26th April 2013

under Company act 1956 it was started as Sudama chilling plant.

As now as it is it was successful in past. By establishment

of This plant, it was really useful for the people of Saurashtra.

On Sudama Dairy old name is Sudama chilling plant and

now Days converted into Sudama Dairy Ltd.

In beginning it just send milk to Amul Dairy Anand. In

Starting the investment of the firm was about 1.50(one crore fifty lakh).

Sudama Dairy is now days highly milk produce in a

Saurashtra. Sudama Dairy is about 90000 to 120000Lt r. Per day produce milk.

Sudama Dairy Ltd. Cancelled as a small-scale Industry. In

Developing of it there is no failure of this plant. There was smooth running in
development procedure. The market of this unit was all over saurashtra.

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 SIZE OF UNIT & FORM OF THE
ORGANIZATION

Name:

“Sudama Dairy Ltd.”

In corporation year:

2013- ‘14

Form of organization:

Cooperative society

Size of firm:

Small scale unit

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No. Of employees:

Labour:58

Plant labour:34

Total employess:92

Authorized dealers:

Gayatri milk center,

Near Jayshree industries, Porbandar

Shiv Dairy,

Juribag, Porbandar

Bhavani Dairy

Chhaya, Porbandar

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MANUFACTURING PROCESS & TYPE OF
PRODUCTS
SUDAMA DAIRY produce their products by manufacturing process
which is as under: -

Milk procurement

Grading

Pasteurising process

Quality checking

Storage

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Storage of milk

Milk purify

Sample of milk

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CHILLING PROCESS OF MILK

Collection of
milk

Transfer to
milk at the firm

Testing

Evaluation of
fat & SNF

Chilling of
milk

Supplying milk
to Amul dairy

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 TIME KEEPING SYSTEM

Sudama dairy pvt. Ltd. Has two shifts.

• Morning shift
• Night shift

Sudama Dairy.PVT.LTD. is 24*7*365 days considering So

two shift is using. In morning shift 8am to 6pm and night shift 10 pm to 6am so
time keeping system structure is very well. So Sudama dairy believe in time
keeping system.

In morning shift and night shift employees are different so work

burden is very less. So, every employee is doing best work and company is
easily achieving the goal.

FOR WORKERS

No. Shift Time

1. First shift 8:00am to 8:00pm

2. Second shift 8:00pm to 8:00am

FOR ADMINISTRATIVE STAFF

No. Shift Time

1. General shift 9:00am to 6:00pm

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 EMPLOYEES AND WELFARE SERVICES

SUDAMA DAIRY Pvt. Ltd. is providing their employees many types of

facilities.

Which are as under: -

• They provide medical facilities

• Bonus
• Securities against accidents
• Monetary reword
Etc.

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 AWARDS AND CERTIFICATES

Shree Porbandar District Co-Operative Milk

Producers’ Union Limited (PDCMPUL) is a Co-Operative Society registered
under Section 9 of Gujarat Cooperative Societies Act, 1961.

Shree Porbandar District Co-Operative Milk

Producers’ Union Limited (PDCMPUL) is a member union of the Gujarat Co-
operative Milk Marketing Federation (GCMMF) Ltd, better known as AMUL
(An and Milk Union Ltd); With 15+ Bulk Milk Cooling Units (BMCU).

AMUL is a vibrant organization that serves consumers

not only of Porbandar but also rural areas of Porbandar. Apart from other
districts of Gujarat, its consumer is spread in other states of India as well that is
backed by the products of global standards under AMUL brand.

The organization has commenced its business in full

fledge from the F.Y. 2014-15 onwards. In the very first year of business,
SPDCMPUL has achieved the turnover of near about Rs.100 cores. The same is
reached to Rs.800.00 cores approx. till FY-2017-18.

Number of societies dealing with PDCMPUL in F.Y.

2014-15 was 198 and same has been increased to 460 in the F.Y. 2015-16 and
further increased to 800+ till FY-2017-18.

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24
 HUMAN

RESOURCES DEPARTMENT: -

25
MAIN TOPIC: -

26
 Human resources department

Recruitment and selection process on Sudama dairy

Index

SR.NO PARTICULARS PAGE NO.

1. Introduction of recruitment 30
2. Process of recruitment 31
3. Policy 32
4. Methods of recruitment 33
5. Sources of recruitment 36

6. Introduction of selection 40
7. Process of selection 41

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 1. Recruitment

1.Introdution: -

Procurement function is one of the important functions to be

performed by the personnel manager. The first stage in the procurement
function is manpower planning. Human resources planning determines the
number and types of employees required to carry out organizational plans in the
future. Recruitment is the second important stage in the process.

➢ concept: -

Manpower planning states the recruitment of the employees

in term of number and nature. The next steps are to find-out from where the
required employees can be availed and to work out the strategy for encouraging
and attracting these prospective employees towards the organization.

“Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.”

That’s why SUDAMA DAIRY PVT.LTD. is recruit the

employees by recruitment process?

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 2.process of recruitment: -

SUDAMA DAIRY has adopted under given recruitment process: -

Developement
Planning of recruitment Probing Screening Control
strategy

In recruitment process, SUDAMA DAIRY

POBANDAR has published online form registration and given Advertisement
for below mentioned Posts:

Posts
Production manager
Manager
Technical officer
Accountant
Chemist
Plant operator
Dock computer operator
Society supervisor
Marketing officer

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 3.policy:
Recruitment policy is a statement indicating the
objectives of recruitment and the broad guidelines for the implementation of
recruitment programmers. It is formulated with utmost care as it significantly
affects the manning of organization with the right kind of people.

In Sudama dairy pvt. ltd. Porbandar, recruitment

policy covers the following aspects:

3.1. Recruitment needs: -

Exact job specifications should be developed on the

basis of job profiles.

In the Sudama dairy Porbandar recruitment needs are

identified post wise and qualification wise.

3.2. Recruitment sources: -

Recruitment sources preference should be identified for

each job category. And Sudama dairy recruitment sources are advertisement and
online forms.

In Sudama dairy Porbandar no more policies are required

for the recruitment, because it is small scale and private limited unit.

3.3. Recruitment costs: -

At Sudama dairy Porbandar some government costs are

paid by the unit like, newspaper advertisement costs, television cost etc.…

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 4.Methods of recruitment: -

According to Dunn and Stephens, there are

three main categories of recruitment methods: -

Direct methods

Indirect methods

Third party
methods

In Sudama dairy Porbandar they follow

indirect methods which is as under

4.1Indirect methods: -

With the help of indirect method, Generally, by

giving advertisement in various media like newspapers, television, etc.………

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 Blind
advertisement

Advertisement Other indirect

in newspaper methods

Indirect
methods

Sudama dairy pvt. ltd. Follows indirect method which is in detail as under: -

➢ Advertisement in newspaper: -

This method is very useful for recruiting

employees at different levels and post of the unit. Generally, senior positions are
filled within organization by promotion. But when able and qualified employees
are not available, advertisement is used.

This method is used for different types of

employees. It can be used for lower-level blue collar jobs, clerical or
administrative jobs, technical or professional jobs as well as top management
positions.

Advertisement should be drafted properly to attract

the right kind of people. Poorly drafted advertisement would invite either many
applications who are not qualified or it would fail to attract the right candidates.

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 And the Sudama dairy Porbandar drafted proper advertisement in the
newspapers to invite qualified peoples for the jobs at their dairy unit. And many
peoples are attracted and filled the online forms for getting job in Sudama dairy
Porbandar. They give advertisement in many newspapers like, AJKAL,
SANDESH, DIVYBHASKAR.

➢ blind advertisement: -

At times some organization prefers to give advertisement

without declaring its identity. In this case, the identity of the employer is kept
hidden and applicants are directed to send their applications to a post office box
number or to some other consulting agency working as an intermediary.
Reputed companies do not use this method of advertisement.

At Sudama dairy Porbandar employee’s information

identified very carefully and hidden to others. Their applications are directed to
send their main office of the units.

➢ Other indirect methods: -

Advertising in professional magazines or journals,

advertising in selected publications, advertising on radio or television, etc. are
other methods that can be used according to the requirement.

But at Sudama dairy Porbandar advertising is done through

television so no more requirement of other resources of advertising.

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 5.Sources of recruitment: -

The sources of recruitment can be divided into two basic

categories traditional and modern. Again, each one is divided into two types:

1) internal sources

2) External sources

Sudama dairy pvt. ltd. Porbandar recruit employees by only

internal sources.

5.1 Internal sources: -

The most widely internal source of recruitment is

employee’s referrals. Present employees can work as an intermediary between
their relatives and friends. They would be well aware of the qualifications and
talents of their relatives and on the other hand, even they would be familiar with
the culture of the organization and nature of the work for which post is vacant.

In the Sudama dairy Porbandar the most important internal

sources are as under

Promotion: -

Promotion is an effective means using job posting and

personnel records. Promotions has many advantages like if it builds good public
relations, builds morale etc. personnel records help discover employees who are
doing jobs below their educational qualifications or skills levels.

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 ➢ Transfers: -

Improve the probability of good selection since information

on the individual’s performance is readily available, is cheaper than going
outside to recruit, those chosen internally are familiar with the organization thus
reducing the orientation time and energy and also acts as a training device for
developing middle-level and top-level managers.

➢ Employee referrals: -

Employees can develop good prospects for their families and

friends by acquainting them with the advantage of a job with the company,
furnishing them with introduction and encouraging them to apply. In this way,
the organization can also fulfill social obligations and create goodwill.

➢ Recalls: -

When management faces a problem, which can be solved

only by a manager who has proceed on long leave, it may be decide to recall
that persons after the problem is solved, his leave may be extended.

➢ Retirement: -

At times, management may not find suitable candidates in

place of the one who had, after meritorious service. Under the circumstances,
management may decide to call retired managers with new extension.

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5.2 External sources: -

External recruitment seeks applicants for positions from

sources outside the unit the various external sources are including at Sudama
dairy Porbandar which is as under: -

➢ Professionals or trade associations: -

Many associations provide placement service to its members.

Also, the publications of these associations carry classified advertisements from
employers interested in recruiting their members. These are particularly useful
for attracting highly educated, experienced or skilled personnel.

➢ Advertisement: -

It is popular method of seeking recruits, as many recruiters

prefer advertisements because of their wide rich. Newspapers are the most
common medium but for highly specialized recruits, advertisements may be
placed in professional or business journals.

➢ Campus recruitment: -

Colleges, universities, research laboratories, sports fields and

institutes are fertile ground for recruiters. Campus recruitment is so much
sought after that each college; university department or institute will have a
placement officer to handle recruitment functions.

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 ➢ Consultants: -

They are in this profession for recruiting and selecting

managerial and executive personnel. They are useful as they have nationwide
contacts and lend professionalism to the hiring process. However, the cost can
be a deterrent factor.

➢ Radio, Television and internet: -

Radio and television are used to reach certain types of job

applicants such as skilled workers. Radio and television are used but sparingly,
and that too, by government departments only. It depends upon what is said and
how it is delivered. internet is becoming a popular option for recruitment today.
There are specialized sites like naukri.com.

So, those all are internal and external sources in the Sudama
dairy Porbandar and we can already discuss in details. those all are very
important for the recruitment process at Sudama dairy Porbandar.

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 2.selection
1.introduction
Recruitment prepares the base for selection. Recruitment
functions identify the sources of human resources and encourage prospective
employees to apply for the vacant positions in the organization. Once the pool
of prospective employees is developed, the work of selection starts whereby HR
manager has to find the most suitable candidates for different vacant positions
in the organization.

➢ Concept-:

Selection is the process whereby the qualification and

skills of the applicants are matched with the job specifications so as to select the
right candidates for the job under consideration.

In the opinion of flippo, recruitment is appositive activity

whereas selection is a negative activity. Recruitment tries to encourage
candidates to apply in the organization gets wider scope for selection. In
selection procedure an attempt is made to screen out unqualified candidates so
as select the most fit and the best candidates for different jobs.

“Selection is the process in which candidates for

employment are divided into two classes- those who are to be offered
employment and those who are not.”

SUDAMA DAIRY also apply selection process in their

plant.

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 2.Process of selection: -
SUDAMA DAIRY PVT.LTD. is applying selection process which is as under: -

Priliminary interview
& screening

Application forms

Tests

Interview

Medical examination

Referance checks

Final approval

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 This selection process is fulfilled by the Sudama dairy
Porbandar. Which is discussed in details as under: -

➢ Preliminary interview and screening: -

The applicants received from job seekers would be

subject to security so as to eliminate qualified applicants. This is usually
followed by a preliminary interview the purpose of which is more or less the
same as security of applications, that is, eliminate of unqualified applications.
Security enables the HR specialists to eliminate unqualified job seekers based
on the information supplied in their application forms preliminary interview, on
the other hand, helps reject misfits for reason, which did not appear in the
application forms.

➢ Applications form: -
An application form or an application blank is a tool
with the help of which the information required for making selection
decision is collected from the candidates. Applications form can be short
and precise according to the requirement. Mainly it contains following
information:

1.Personal information: name, address, date and place of birth, age, gender,
nationality, height and weight, marital status, etc.

2.Educational achievement: degrees obtained, subjects selected, training

undergone, other courses completed, etc.….

3.Expected and present salary

40
4. Experience: number of previous jobs, duties performed and salary offered in
each case etc.…

5.Other information: achievements in sports and extracurricular activities,

hobbies memberships in professional institutions, etc.….

The data provided in the applications form serves as a base for

evaluating the candidates and for checking the possibility of his/ her selection
for the job concerned.

➢ Tests: -

Job seekers who pass the screening and the preliminary

interview are called for tests. different types of tests may be administered,
depending on the job and the company.

Generally, tests are used to determine the applicant`s ability,

aptitude and personality.

The following are the types of tests taken:

1. ability test

2. aptitude test

3. intelligence test

4. interest test

5. personality test

6. general knowledge test

7. medical test

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 ➢ Interview:

The next step in the selection process is an interview. Interview

is formal, in-depth conversation to evaluate the applicant` s acceptability. It is
considered to be excellent selection device. Interview can be adapted to
unskilled, skilled, managerial and professional employees.

Types of interviews: -

1.informal interview

2.formal interview

3.depth interview

4.group interview

5.panel interview

6.non directive interview

7.structured interview

8.unstrutured interview

9.telephonic interview

At Sudama dairy Porbandar formal interview is taken by the AMUL.

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 ➢ Medical examination: -

Physical examination is meant for judging the physical fitness

of the candidates. Medical examination tells whether the candidates possess the
required physical capacity according to the job requirement or not. It provides
base for the selective placement of the candidates on the basis of the identified
deficiencies through medical examination.

➢ Reference checks: -

Many employers request names, addresses, and telephone

number of references for the purpose of verifying information and perhaps,
gaining additional background information an applicant. Although listed on the
application form, references are not usually checked until an applicant has
successfully reached the fourth stage of a sequential selection process. When the
labor market is very tight, organizations sometimes hire applicants before
checking references,

➢ Final approval: -
At the end of the selection procedure, human
resources department gives its recommendation on the concerned
department where the candidates to be put on the job. If approved,
appointment letter is issued to the candidates wherein the designation,
salary grade and terms & conditions of the employments are mentioned.

This selection process is followed by Sudama dairy

Porbandar it is very useful and very easy.

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44
 Future plans

Sudama dairy Porbandar Future plans are

proposed for increasing more BMC units so as to cover other geographical
areas.

Further the organization is also planning for

expansion of the existing units and setting up of Processing plant thereby
increasing the milk procurement, processing capacity and to diversify the
product range that can be produced from Milk.

45
46
 Conclusion

I took a visit of Sudama co-operative firm after visiting the

Different department I have estimated that the company has fantastic Higher
technology. The company has also automatic machinery and all the staff has a
good support and very nice co-operation among them.

During my training, I got very good experience and co-

operation with staff. I got the information about the Sudama dairy PVT.LTD.
from prof. Hinal Songhela who gives guidance and share her wonderful ideas to
make a project report and thankful to them for help me in my report.

Recruitment is the process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an
organization. And selection is selecting the right candidates at the right time in
the right place.

That’s why SUDAMA DAIRY is apply both this process for

development of the firm. It is mainly for smooth running of organization and
manages their human resource.

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48
 Suggestion

• The recruitment and selection procedure should not be too lengthy

and time consuming and costly.

• Provide training to employees so that they get better knowledge,

skills and attitudes and so the firm can reduce their employee’s
turnover ratio.

• Company should amend some parts of their HR policies for better

effectiveness and maintain their human resources.

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50
 Bibliography

• Info@Sudamadairy.com

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