[1] GENERAL INFORMATION

1.1

COMPANY PROFILE

NAME OF THE UNIT :-

Vimal Dairy Pvt.ltd

REGISTERED OFFICE Vimal House 31 G.I.D.C. Estate, Highway, Mehsana-384002.

CORPORATE OFFICE 1, National chambers, 1st Floor, Opp. Mangal Murthy complex, Ashram Road, Ahmedabad-380009

YEAR OF ESTABLISHMENT :Vimal dairy Pvt.Ltd. was established in the year of 1978.

AREA OF LAND :Vimal Pvt.Ltd. occupies 6 vigha area of land.

NUMBER OF EMPLOYEES :There are 300 employees in Vimal dairy Pvt.Ltd. A company having skilled , semiskilled & unskilled employees there are Skilled worker Semiskilled & Unskilled worker ==== 175 ==== 125

AUDITOR :Mr. Babubhai patel is a auditor of Vimal Dairy Pvt.Ltd.

PRODUCT :The products of Vimal Dairy Pvt.Ltd. are Flexible in Packaging. Vimal milk Vimal ghee Vimal butter Vimal cheese VImal paneer

 BANKERS :

Dena bank Bank of India, Mehsana

1.2

HISTORY & DEVELOPMENT

It is not necessary to say that India is an agro-oriented country of the world 70% in India, 70% of total populations are living in rural area and majority of population are agro-based activities i.e. animal breeding and small cartage industries. In this iritic situation with agriculture the animal husbandry and dairy industries act as supplementary and help the farmers. As we know that north Gujarat, especially Mehsana is well known as major milk producer district in north Gujarat. There was the benefit of this opportunity and started Vimal Dairy Ltd. Vimal Dairy Ltd. comes in to existence on 30th June 1995. Under the name of Vimal, there are many other companies besides Vimal Dairy Ltd. and jointly they are well known as Vimal Group. The main founder of Vimal Group. The main founder of Vimal group of companies is Mr.Chandubhai .I. Patel. The name of these companies as on their generation is:
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 Vimal Cables Ltd. Vimal Pumps Pvt. Ltd. Vimal Paints. Vimal Oil & Food Ltd. Vimal Dairy Ltd. Vimal Microns Ltd.

Mr. Chandubhai Patel has started Vimal Electric Company as a partnership firm in 1978. This firm was manufacturing capacitors, boosters and transformers. The ancillary item of submersible pumps i.e. PVC winding wires and three core flat cable, power control cables were introduces in the market by forming a private limited company, under the name of Vimal cables Ltd. They introduced submersible pumps in the market under the brand name of Vimal pumps by forming a private limited company, Vimal pumps pvt. Ltd. In 1989, they started Vimal paint to manufacture different parts of industries and decorative paints. In North Gujarat, rapeseed is available in bulk and consumption of edible oil is mire in Gujarat. Looking to the heavy demand of refined oil, they introduced cottonseeds and reposed oil under the name of Vimal oil under the name of Vimal oil under the name of Vimal oil & food Ltd.

1.3

VISION & MISSION

VISION :Total packaging solutions considering primary as well as secondery packing. Meeting customers needs of quality service and fast turnaround at competitive rate, which will provide mutual benefits of profitability and growth.

MISSION :Vimal Daiy Pvt.Ltd. was established in key industrial area having fully

integrated manufacturing facilities at palavasna. To evident its commitment regarding quality and customer satisfaction. With commitment towards
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providing total customer satisfaction.our main objective is to provide total packaging solution under one roof. Organization understands time to market pressures and have the resources to execute and meet critical deadlines. Whether you are updating your current packaging or launching a new brand, Vimal Daiy Pvt.Ltd has the resources and experience to help you on your way to success. We invite you to learn more about how Vimal Daiy Pvt.Ltd can help you define that all important competitive edge with your packaging program and can be your one stop packaging sopplier for flexible packaging.

1.4

FORM OF ORGANIZATION

Forms Of Organization :If we checks the formation and nature of Vimal Diary, We can say that the people come together to form a union, which is operated for the purpose of social welfare. So, we can say that Vimal Dairy is co-operative sector, as it is not operated with the main purpose of profit.

1.5

EXISTING MANAGEMENT BODY

Chairman: Whole time Directors: Technical Directors:Shri Chandubhai. I. Patel Shri Jayeshbhai .C. Patel Shri C.V.Patel
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 Chief Accountant: Financial Manager: Marketing Manager: Company Secretary: General Manager: Manager (procurement): Manager(production): Manager(R&D, D.C):-

Shri Babubhai Patel Shri Mahendrabhai Patel Shri Dashrathbhai Patel Shri Jigneshbhai Maniyar Shri k.k.soni Shri Ashokbhai Shri Dineshbhai Pandya Shri D.B.Patel

ORGENIZATIONAL STRUCTURE

Board of Director Managing Directors

Director of Mkt. & production

Director Administration A Financial manager Company Secretary

Production manager

Marketing Manager Sales Supervisor

Salesman

Production supervisors

Quality control officer 11

Packaging & Dispatching supervisor

Supervisors

Lab Assistant

Sales Executive

Assistant

[2] PERSONNEL DEPARTMENT

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2.1

INTRODUCTION

Personnel department is one of the most vital department is any organization. No business enterprise can exist and function without employees. The success of business enterprise depends to a large extent on the quality of its personnel. The plan of business may be logically sound and structure of organization may be perform but if the recruitment and training of personnel are unscientific, business cannot grow. The growth of the business depends mainly on the willingness and ability of its employees. Lawrence A apply, the therefore wrote, Management is the development of people and not the direction of things.

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Personnel management is the art of acquiring, developing and maintaining a competent workforce in such a manner that help its in accomplishment of maximum efficiency and objectives of the organization. Today, in the computer world, human power is to encourage by giving training, development program, welfare activities, etc.

2.2

STRUCTURE OF HRM

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MD

HRD

SENIOR CLERK

JUNIOR CLERK

TYPIST

PEON

2.3

VISION, MISSION AND OBJECTIVE

HR Vision

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To attain organization excellence by developing and inspiring the true potential of companys human capital and providing opportunities for growth, well being and enrichment.

HR Mission
To create a value and knowledge based organization by inculcating a culture of learning, innovation & team working and aligning business priorities with aspiration of employees leading to development of an empowered, responsive and competent human capital.

HR Objective
To develop and sustain core values To develop business leaders for tomorrow To provide job contentment through empowerment, accountability and responsibility To build and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the job. To enhance the quality of life of employees and their family. To inculcate high understanding of Service to a greater cause.

2.4

STRATEGY AND ROLE OF HR

Strategy of HR

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To meet challenging demands of the business environment, focus Building quality culture & recourses To build & upgrade competences through virtual learning, Re-strengthening mutual faith, trust & respects. Inculcating a sprit of learning & enjoying challenges.

of the HR Strategy is on change of the employees mindset.

opportunities for growth & providing challenges in the job.

Roll of HR
Alignment of HR vision with corporate vision. Shift from support group to strategic partner in business operations HR as a challenge agent Enhanced productivity and & performance by developing employee competency & potential. Developing professional attitude & approach. Developing Global Managers for tomorrow to ensure the role of global players.

[3]
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RECRUITMENT

3.1

INTRODUCTION

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Recruitment is the process of searching for prospective employees & stimulating & encouraging them to apply for the job in an organization. Recruitment is the process to discover the sources of manpower to meet the recruitment of the staffing schedule & to manpower in adequate number to facilitate effective of an efficient working force. Recruitment needs are of there types planned, anticipated & unexpected. Planned requirement policy, deaths, accidents & illness gives rise to unexpected needs. Anticipated needs refer to those movements in personnel, which an organization can predict by studying trends in the internal & external environments.

3.2

FEATURE OF RECRUITMENT

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1. Recruitment is the process or a series of activities rather than a single act or event. The activities in this process & described under the next heading. 2. Recruitment is a linking activity as it brings together those with jobs & those seeking jobs. 3. It is a positive function as it seeks to develop a pool of eligible persons from which most suitable once can be selected. 4. The basic purpose of recruitment is to locate the sources of people required to meet job requirements & attracting such people to offer them for employment in the organization. 5. Careful recruitment of employees particularly important in India because the chances of mismatching the job seeker tends to accept any job irrespective of his suitability. 6. Recruitment is a pervasive function as all organization engages in recruiting activity. But the volume & nature of recruitment varies or not similarity, the prospective employees can choose for which organization to apply for a job. 7. Recruitment is a two way process. It takes recruitment & a recruit just as the recruiter has a choice that me recruit or not similarity the prospective employee can choose for which organization to apply for a job.

3.3

RECRUITMENT PROCESS

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1. Recruitment process generally begins when the personnel department receives requisitions for recruitment from any department of the company. The personnel requisitions contain details about the position to be filled number of persons to be recruited the duties to be performed, qualifications required form the candidate, terms & conditions of employment & the time by which the person should be available for appointment etc. A specimen of personnel requisition is given. 2. Locating & developing the sources of required number & type of employees. 3. Identifying the prospective employees with required number characteristics. 4. Communicating the information about the organization the job & the terms & condition of service. 5. Encouraging the identified candidates to apply for jobs in the organization. 6. Evaluating the effectiveness of recruitment process. According to the famulrao, recruitment process consists of five elements, namely a recruitment policy, a recruitment organization, developing sources & method of assessing the recruitment programmed.

3.4

RECRUITMENT POLICY

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Recruitment policy specified the objective of recruitment & provides a framework for the implementation of the recruitment program. It may involve commitment to principles such as enriching the organizations human resources by filling vacancies with the best-qualified people, attitudes towards recruiting handicaps, minority groups, women, friends relatives of present employees, promotion from within. It may also involve the organization system to be developed. Recruitment policy should be based on the recognition that it is hard to be finding qualified executives. A recruitment policy involves the employers commitment to such general principles as. To find & employ the best qualified persons for each job. To retain the most promising of those hired. To offer promising opportunities for life time working careers. A properly & systematic recruitment policy is necessary to minimize disruption of work due to changes in employees & to secure equitable distribution of employment opportunities. A well considered & pre-planned recruitment policy based on the goals, needs & environment of the organization will help to avoid hasty or ill-conceived decisions & help to man the organization with the right kind of personnel. The factors affecting recruitment policy include organization objective, personnel policies of the organization & its competitors, government policies on reservation, selection criteria & preference etc.

3.5

RECRUITMENT ADVANTAGES

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 It reduces the administrative cost by consolidating all recruitment activities at one place. It helps in better utilization of specialist. It ensures uniformity in recruitment & selection of all types employees. It facilitates interchangeability of staff between different units enabling them to concentrate on their operational activities. It tends to reduce favoritism in recruitment & make the recruitment process more scientific.

3.6

RECRUITMENT DISADVANTAGES

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 There is delay in recruitment as operating unit cannot recruit staff as & when required. The central office may not be fully familiar with job recruitment of different unit & the most suitable source for the required staff. Requirement is not flexible because operating units lose control over the requirement process.

3.7

SOURCES OF RECRUITMENT

RECRUITMEN
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Internal Sources
Transfer Promotion

External Sources
Advertisement Education Institute Placement agencies Employment exchange

3.8

INTERNAL SOURCES
Internal Sources are carried inside the organization. Those sources are

very crucial & beneficial to the organization. Present Employees

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 Former Employees Previous application Friends & relatives of the present employees.

Present Employee
Permanent, temporary & casual employees already on the pay of the organization are good source. Vacancies may be filled up from such employees though promotion, transfers, and upgrading & even demotion. Retired & retrenched employee who wants to return to the company may be rehired. Dependents & relatives of deceased & disables employees.

Internal Sources Have Following Merits:

Moral & Motivation Suitability of exiting employee Stability of employment is improved. Save the time & cost of orientation & training are low. Expenditure for advertisement vacancies or arranging rigorous tests & interviews Relation with trade union remains good. Labor turnover is reducing.

Internal Sources Have Following Demerits:

It may be glad to inbreeding It discourages flow of new blood in to the organization If promotion is based on seniority, really capable persons may left out
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 The choice in the selection is restricted More talented outsider may not be employed Growth of business is restricted by the limited talent of insiders All the vacancies can not be fill up with in the origination

3.9

EXTERNAL SOURCES

External source are outside of the origination. Sometime the management of the company arranges recruitment from the external sources.
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 Advertisement in newspaper Employment agencies Employment exchange Vimal Daiy Pvt.Ltd. has accepted recruitment through both the sources as per the recruitment. For the recruitment of the staff, the company uses internal & external sources & for the recruitment of the workers.

External Sources Of Following Merits:

People having the requite skill; education & training can be It helps to bring new blood & new ideas into the This source of recruitment never dries up it is available to

obtained. organization. even new enterprise.

External Sources Of Following Demerits:

More expensive & time consuming to recruit people from Employee being having information with the organization so If the higher-level jobs are filled from external sources, outside. their training must be necessary motivation & loyalty of existing staff are affected.

3.10

METHOD OF FILLING POST

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Recruitment methods or techniques are the means by which an organization establishes contract with potential candidates, provides them necessary information & encouragement them to apply for jobs. These methods are different from the recruitment sources.

All posts in the firm will fill by: Direct Recruitment Promotion of employees already in the service of the unit Any other method as may be decided by the unit for reasons to be recorded in writing for appointment, to any post, of persons possessing special merit, qualifications or experience.

AGE LIMIT FOR DIRECT RECRUITMENT

Level

Scale of Pay (Rs)

Age Limit
Earlier Provision Enhanced 44 years 30 years 32 years 30 years 27 years 24 years

(A) Executive level E-1 E-2 (B) Staff level Skilled - a Skilled - b Semi skilled unskilled

10500-15300 8100-10500 7500 6550 5000 4100

42 years 28 years 30 years 28 years 25 years 21 years

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3.11

FILLING UP OF VACANCIES BY DIRECT RECRUITMENT

The firm shall cause all vacancies to be filled by direct recruitment to be notified to the employment exchange in accordance with the provisions of the employment exchange Act 1959 & in-house circular & to be advertised in daily newspaper having circulation in major parts of the country &in such daily news papers in the regional languages as the firm may consider suitable. The concerned section shall reregister all particulars of the application received in response to the notification of vacancies to the employment exchange, in-house circular & to the advertisement. All applications for direct recruitment, shall be appointing authority who shall reject such applications of the candidates who do not fulfill the laid down criteria & submit the list of candidates who fulfill the said criteria for consideration for direct recruitment by a selection committee constituted by the firm in this behalf & such selection committee shall consist of not less than three members. Provided that where the vacancies to be filled by direct recruitment are limited & the number of candidates who apply & fulfill the said criteria are more the appointing authority shall decide number of candidates to be considered for such vacancies & may accordingly enhance the criteria for qualification & experience.
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Provided further that the number of candidates to be considered for such vacancies shall be five times the number of vacancies to be filled & where the number of such candidates are less than five times the vacancies to be filled all the English candidates shall be considered by the selection committee. Where the selection committee does not consider a candidate who fulfills the said criteria it shall record in writing the reasons for not considering such candidate. The selection committee shall adjudge the suitability of a candidate on the basis of written examination, practical test or interview or any combination of these however there will be written examination for all induction level posts of unionized category . After the issuance of appointment letters according to availability of vacancies, the names of the remaining candidates shall be kept in the said list for further use to fill up vacancies that may arise in future.

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3.1 2

RECRUITMENT PRACTICE IN GUJARAT

Internal Sources Public Employment Exchange Campus recruitment Labor Contractors Employee referrals.

The recruitment program should be evaluated periodically. The criteria for the, hiring ratio, performance appraisal etc. The organization should be first found out how the applicant was attracted to information collected through evolution necessary improvement should be made in the recruitment program.

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[4] SELECTION

4.1

INTRODUCTION
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Selection process is the concerned with choosing the best candidates among the best, means choosing candidates from the possible & potential candidates. In this process relevant information about application is collected through a series of steps so as to evaluate is process of matching the qualifications of applicant with job to be filled. Selection is process of matching the requirement it is process of weeding out unsuitable candidates & finally identify the most suitable candidate. Selection divided all the applicants into two categories. Suitable Unsuitable Vimal Daiy Pvt.Ltd. Selection procedure in concerned with securing relevant information about an applicant. This information is secured in a number of steps or stages. The objective of selection process is to determine whether an applicant meets the qualification for a specific job & to choose the applicant who is most likely to perform well in that job.

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4.2

OBJECTIVES

The objective of selection process to determine whether the applicant meets the qualification for a specific job & choose the applicant who is most likely to perform well job. To select the best applicant & send call letter. Then take interviews of that applicant for testing their knowledge for the required work. To check the background of the applicant. Physical examination of the selected applicant in which the candidates. At last who have passed all the above procedure is selected in the company.

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4.3

SELECTION PROCESS CONDITION SATISFIED

The objective of selection process to determine whether the applicant

meets the qualification for a specific job & choose the applicant who is most likely to perform well job. To select the best applicant & send call letter. Then take interviews of that applicant for testing their knowledge for the required work. To check the background of the applicant. Physical examination of the selected applicant in which the candidates. At last who have passed all the above procedure is selected in the company. Some one should have the authority to select. This authority comes from employment requisition as developed through an analysis of the workload & workforce. There must be some standard of personnel with which applicant can be compared. In other words a comprehensive job description & job specification should be available beforehand. There must be a sufficient number of applicants from whom the require number of employees may be selected.

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4.4

SELECTION PROCESS
The selection process consists of a series of steps. At each stage facts may

come to light, which may lead to the rejection of the applicant. It is a serried of successive handles or barriers, which an applicant must be cross. This technique is called successive hardies technique. There is no standard selection process to be used in all organization or for all jobs. The complexity of selection process is increase with the level & responsibility. Preliminary interview Application Bank Selection test Employment interview Medical examination Reference checks Final approval

Preliminary Interview
Preliminary interview is essentially a sorting process is which

prospective candidate are given the necessary information about the nature of job & the organization. Necessary information is also elicited from the candidates about their educations, skills, experience, salary expected etc.

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Application Bank
Application form is traditional & widely used device for collecting

information from candidates. Identifying Information Name: -_______ Address: -_______ Telephone: -_______ Personal Information. Age: -_______ Sex: -_______ Place of Birth: -___________ Date of Birth: -___________ Physical characteristics Height: -________ Weight: -________ Eye sight: -________ Family background.. Education.. References.

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Selection Test
Psychological tests are being increasingly used in employee selection. A

test is a sample of some aspect of an individuals attitudes, behavior & performance. It also provides a systematic basis for comparing the behavior, performance & attitudes of two more persons. Tests may be also provides a systematic basis for comparing the behavior, performance & attitudes of two more persons. Tests may be also revealing qualification, which remain covered in application form & interview.

Employment Interview
An interview is a conversation between two persons. In selection it

involves a personal, observation & face-to-face appraisal of candidates for employment. Interview is an essential element of selection & no selection procedure is complete without one or more personnel interviews.

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Medical Examination

It determines whether the candidates are physically fit to perform the jobs those who are physically unfit are rejected. It reveals existing disabilities & provides records of employees health at the selection. Medical Examination Report Post for which selected. Name in fall Father/Husbands Name... Age Date of Birth.. Place of Birth.. Address

Signature & Designation of the personnel Department

Reference Checks
The application is asked to mention in his application from the names & address of two or three person who know him well.

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Final approval
Types Of Test Tests Aptitude Tests Mental Tests Mechanical Tests Achievement Tests Job Knowledge Tests Work Sample Tests Personality Tests Objective Tests Projective Tests Interest Tests

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4. 5

INDUCTION

Induction is the process of the receiving & welcoming an employee when he first joins company & giving him the basic information. In Vimal Daiy Pvt.Ltd. there is nothing likes any special induction process but it follows simple induction programmed by introducing new employee about work environment & necessary in formation is provide so that he can adjust himself easily with the organization.

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[5] WAGES AND SALARY

5.1

WAGES AND SALARY ADMINISTRATION

43

Wages & Salary administration refers to establishment & implementation of sound policy & practices of employee compensation. There are various factors, which may influence the process fixation of wages for worker. Vimal Daiy Pvt. Ltd. has a sound & satisfactory wages & salary structure. The firm pays salary to the employees as per their skill. Rate of increment for month of oct- 2008 to march- 2009 is 1.80 %.

EXECUTIVE
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Level
E1 E2

Old Before 1-9-1997 Min. Scale

8500 7450

New After 1-9-1997 Min. Scale

10500 8100

Max. Scale
10500 8100

Max. Scale
15300 10500

STAFF

Staff level
Skilled - a Skilled - b Semi skilled unskilled

Scale of pay (Rs)

7500 6550 5000 4100

Rate of Increment
1.80 % 1.80 % 1.80 % 1.80 %

5.2

SALARY STRUCTURE

SALARY

45

Salary is the most important aspect in any of the organization. No person will work for any organization until his dose not get the sufficient amount of money what he has done for the organizational. The question arrives in our mind that what should be the salary of the person in the organization well.

BASIC PAY

This basic pay is the pay, which is given to employee at every month. It is allocated at different level according to the designation & position of the employees.

INCOME TAX
The tax, which is taken from the person from their total income, knows

an income tax. This tax is change every year with the changes made in the income tax policies made by the government.

PRBS SELF

PRBS self for the post retirement benefit scheme. This is also a trust made by the Vimal Daiy Pvt. Ltd. & some percentage of amount deducted from the employee salary.

5. 3

ALLOWANCE STRUCTURE

Over Time Allowance

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Overtime shall be calculated on basic pay plus DA only & no other allowance is to be taken into consideration. Overtime allowance is calculated on actual working hour, which exclude lunch break & absence of any kind including weekly off holiday.

Traveling Allowance

If pay was 3250 & above than actual fare public bus or Rs 2.10 paisa per km for journey by motor cycles of Rs1.50 per km. If we have own car than 4.20 per km.

Casual Level

Leaving Allowance

Maximum 12 days in a year. Half Pay level Account of every employee shall be credited with half pay level in advance in to installment of days each on 1st day of every calendar year. Accident level Accident leave shall not be granted employee has reported the accident during 3 month.

House Rent Allowance

17.5 % of basic pay or actual rent paid which ever is less

Bonus
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They provide bonus from the sufficient profit to every year under bonus act. The employee will get bonus at a rate of 20% of annual salary during the financial year.

Provident Fund
They provide Provident Fund of 12% of the salary.

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[6] CONCLUSION

CONCLUSION

49

The Training of Vimal Daiy Pvt. Ltd. A response from personnel department to collect information help me lot to quite experience as well as a management student & I am very much thankful to Vimal Daiy Pvt. Ltd. At the end of my report, I can conclude that Vimal Daiy Pvt. Ltd. is well managed and successful in the Corrugated boxes and Flexible Packaging industries. The management is well managed directly under the owner of the firm. I am sure and confident that sullies capable and innovative. My best wishes for future success of the firm. Towards me the behavior of the officials was polite and well cooperative. They provide me the level best information for the completion of my project report. I am sure it will run on the path of , Success

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[7] BIBLIOGRAPHY

BIBLIOGRAPHY
51

For studying each and every aspect of management I took the help of following authors for completion of my report on Recruitment and Selection of Vimal Daiy Pvt.Ltd I have referred following book,

1.

HUMAN RESOURCE MANAGEMENT

K ASWATHAPPA Dean, faculty of commerce and management, and Director canara bank school of management studies Bangalore University, 4th Edition, 2006 Published by- Tata McGraw- Hill company limited, new Delhi. Chapter 6 , Page No- 132. To collect more information about Vimal Daiy Pvt.Ltd. I used following website:

www.Vimaldairy.com

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