SHIVAJI UNIVERSITY, KOLHAPUR

1.1 INTRODUCTION
The Human Resources Management is concerned with human beings, who are the
energetic elements of management. The success of any organization or an enterprise will
depend upon the ability, strength and motivation of persons working in it.
The Human Resources Management refers to the systematic approach to the problems in
any organization. It is concerned with recruitment, training and Development of personnel.
Human resource is the most important asset of an organization. It ensures sufficient
supply, proper quantity and as well as effective utilization of human resources.
In order to meet human resources needs, and organization will have to plan in
advance about the requirement and the sources, etc. The organization may also have to
undertake recruiting, selecting and training processes. Human Resources Management
includes the inventory of present manpower in the organization. In cases sufficient number
of persons is not available in the organization then external sources are also identified for
employing them. Human Resources Management lays emphasis on better working
condition and also ensures the employment of proper work force.
A part of Human Resources Management is assigned to personnel who perform some of
the staffing function. The staffing process is a flow of events, which result in a continuous
managing organizational position at, all levels from the top management to the operatives
level. This process includes manpower-planning; developing sources of applicant
evaluation of applications employment decision offers induction and orientation, transfers,
demotions, promotions and separations.
Manpowers planning is a process of analyzing the present and future
vacancies as a result of retirement, discharges, transfer, promotion, absence or other
reasons. Recruitment is concerned with the process of attracting qualified and components
personnel for different jobs. This includes the identification of existing sources of the labor
market, the development of new sources and the need for attracting large number potential
applications so that good selections may be possible.
Selection process is concerned with the development of selection policies and procedure
and the evaluation of potential employees in terms of job specifications. This process
includes the development of application blanks, valid and reliable tests and interview
techniques employee reversal system, evaluations and selections of personnel in terms of
jobs specifications the making up of final recommendations to the hire management and
the sending of offers and rejection letters.
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1.2 OBJECTIVES OF STUDY

1. To study the procedure of Recruitment.
2. To study the various sources of Recruitment.
3. To study the modern Recruitment Techniques.
4. To suggest improvement in recruitment process.
1.3 IMPORTANCE OF THE STUDY
It is important to study this project because it may lead to know recruitment
process. It may also help to study of people expectations, their approach, towards work
which can be understood through of questionnaire. This study also shows all the factors
that affects the advisors profile in Krantiagrani Dr. G.D Bapu Lad factory.
It helps to increasing the value of company. It helps to bring out effective management
and also effective utilization of company, lastly it would also help to develop the image of
company.
1.4 SCOPE OF THE STUDY
The study is indented to evaluate Recruitment Process and find out cost
effectiveness to the organization. The study is only limited to Krantiagrani Dr. G.D. Bapu
Lad Sahakari Sakhar Karkhana Ltd. This study is help know corporate culture in sugar
factory. A proper recruitment policy and appropriate sources helps to the recruit the right
person to the right job.
1.5 LIMITATIONS OF THE STUDY
The area of study is limited to Krantiagarani Dr. G. D. Bapu Lad Sahakari Sakhar
Karkhana Ltd,(KSSKL), Kundal Tal-Palus only .
1. Time limit is one of the limitations.
2. Collection of huge data regarding my topic is an impossible task within project
time
3. In organization each and every person i.e. manager or workers they engaged in
their daily routine work thats why it not feasible for them to give much time for
project study.
4. The accuracy of the study is based on the information given by the respondents.
5. As the sample size consists of only 50 employees its accuracy has its limitations.
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1.6 STATEMENT OF THE STUDY
The human resources are the important factor affecting the working their
organization the human resources development is now gaining a lot of recognition and
significance as define by rules and regulation.
Recruitment is essential management activity, it is necessary for all important
decision making relating to man power. In recent period more organization uses various
modern recruitment methods to capture talented human resources for the organization.
The personal management is and approach or point views which insure that employees
potential is developed and maximum satisfaction is derived by them with the achievement
of organization activities.
Hiring a bad employ can be deadly, especially in small-medium sized companies.
They can tie the company up of months because management is afraid to do anything for
fear of a lawsuit, but at same time, the company needs are not being met avoid this
situation by developing and implementing effective recruitment policies. Consistent
application of your hiring process will insured you minimize bad decision.
1.7 RESEARCH METHODOLOGY
The research methodology used in this project report depends to a great extent
on objectives of study.
DATA COLLECTION
Primary Data:Primary data is data which is collected by researcher of first hand. The data will
be collected from HR Officer and Different head of the departments concerned with the
help of personal interview schedule. Following methods are using for primary data.
Questionnaire Methods:Collection of data is an important stage in research. In fact, the quality of data
collected determines the quality of research. While primary data is collected several
methods could be adopted of theses the most popular and widely is use of questionnaire. It
is being adopted by private individuals, research workers, private and public organizations
and even by government.
Secondary Data:Theoretical aspect and some other information given in the present study
have been obtained from the Library Books on the Human Resource Management.
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Secondary Data collected from also the Office Records, Documents, Booklets, Books and
Annual Reports of Krantiagrani Dr. G.D. Bapu Lad Sahakari Sakhar Karkhana Ltd
(SKKSL).Kundal Tal-Palus
It is used for study which is already in published forms such as Annual reports of sugar
factory, Magazines, Periodicals, Pamphlets, Use of Electronic media i.e. Internet for
collecting information about current scenario. Similarly theoretical presentation was based
on library references.
Sample Size:In Krantiagarani Dr. G. D. Bapu Lad Sahakari Sakhar Karkhana Ltd., (KSSKL),
Kundal Tal-Palus total numbers of employees are 700 and 16 departments. Out of which
the researcher were selected 50 employees working in the respected department, so the
sample size for this research is 50.

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2.1 INTRODUCTION:Once the required number and kind of human resources are determined the
management has to find the places where required human resources will be available and
also find the means of attracting them towards the organization before selecting suitable
candidates for jobs. All this process is generally known as recruitment. Some people use
the term recruitment for employment. These two are not one and same. Recruitment is
only one of the steps in the entire employment process. Some others use the term
recruitment for selection. These two term are not one and the same either technically
speaking the function of recruitment precedes the selection function and it includes only
findings, developing the sources of prospective employees and attracting them to apply for
jobs in an organization, whereas the selection is the process of finding out the most
suitable candidate to the job out of the candidates attracted.
2.2 DEFINITION:
Recruitment is defined as a process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employ effective measures for attracting
that manpower in adequate number to facilitate effective selection of an efficient
workforce. Edwin B. Flippo defined recruitment as the process of searching for
prospective employees and stimulating them to apply for jobs in the organizations.
2.3 OBJECTIVES OF RECRUITMENT:
The objectives of recruitment are:
1. To attract people with multi-dimensional skills and experiences that suits the
present and future organizational strategies.
2. To induct outsiders with a new perspective to lead the company.
3. To infuse fresh blood at all levels of the organization.
4. To develop an organization culture that attracts competent people to the company.
5. To search or head hunt/ head pouch
6. To devise methodologies for assessing psychological traits.
7. To search for talent-globally and not just within the company.
8. To design entry pay that competes on quality but not on quantum.
9. To anticipate and find people for positions that does not exist.
10. To seek out non-conventional development grounds of talent.
2.4 PURPOSE AND IMPORTANCE OF RECRUITMENT:The general purpose of recruitment is to provide a pool of potentially qualified
job candidate. Specifically, the purposes are to:
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1. Determine the present and future requirements of the firm in conjunction with its
personnel-planning and job-analysis activities.
2. Increase the pool of job candidate at minimum cost.
3. Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants.
4. Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time.
5. Meet the organizations legal and social obligations regarding the composition of
its workforce.
6. Begin identifying and preparing potential job applicants who will be appropriate
candidates.
7. Increase organizational and individual effectiveness in the short term and long
term.
8. Evaluate the effectiveness of various recruiting techniques and sources for all types
of job applicants.
2.5 FACTORS AFFECTING RECRUITMENT
There are a number of factors that affect recruitment. These are broadly classified
into two categories:
1. Internal Factors
2. External Factors
These are discussed one by one
1. INTERNAL FACTORS
The internal factors also called endogenous factors are the within the organization
that affect recruiting personnel in the organization. Some of these are mentioned here.
A. Size of the organization
The size of an organization affects the recruitment process. Experience
Suggest that larger organization find recruitment less problematic than organizations with
smaller in size.

B. Recruiting Policy:
The recruiting policy of the organization i.e. recruiting from internal sources and
from external sources also affects recruitment process. Generally, recruiting through
internal sourcing is preferred, because own employees know the organization and they can
well fit into the organizations culture.
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C. Image of organization:
Image of organization is another internal factor having its influence on the
recruitment process of the organization. Good image of the organization earned by a
number of overt and covert actions by management helps attract potential and competent
candidates. Managerial actions like good public relations, rendering public services like
building roads, public parks, hospitals and schools help earn image or goodwill for the
organization.
D. Image of Job:
Just as image of organization affects recruitment, so does the image of a job also.
Better remuneration and working conditions are considering the characteristics of good
image of a job. Besides, promotions and career development policies of

organization

also attract potential candidates.

2. EXTERNAL FACTORS:
Like internal factors, there are some factors external to organizations which have
their influence on recruitment process. Some of these are given below:
A. Demographic Factors:As demographics factors are intimately related to human beings, i.e. employees,
these have profound influence on recruitment process. Demographics factors include sex,
age, literacy, economic status etc.
B. Labour Market:Labour market conditions i.e. supply and demand of labour is of particular
importance in affecting recruitment process. For example, if the demand for a specific skill
is high relative to its supply, recruiting employees will involve more efforts.
C. Unemployment Situation:The rate of unemployment is yet another external factor having its influence on the
recruitment process. When the unemployment rate in a given area is high, the recruitment
process tends to be simpler. The reason is not difficult to seek.
D. Labour Laws:There are several labour laws and regulations passed by the Central and state
Government that govern different types of employment. These cover working conditions,
compensation, retirement benefits and safety and health of employees in industrial
undertakings.
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E. Legal Considerations:Another external factor is legal considerations with regard to employment.
Reservation of jobs for the scheduled castes, scheduled tribes, and other backward classes
is the popular example of such legal consideration.
2.6 METHODS OF RECRUITMENT:Recruitment methods refer to the means by which an organization reaches to
the potentials job seekers. In other words, these are ways of establishing contacts with the
potential candidates. It is important to mention that the recruitment methods are different
from the sources of recruitment. The major line of distinction between the two is that
while the former is the means of establishing links with the prospective candidates, the
latter is location where the prospective employees are available.
Dunn and Stephen have broadly classified methods of recruitment into three categories.
1. Direct Method
2. Indirect Method
3. Third party Method
A brief description of these as follows,
1. Direct Method:In this method the representatives of the organization are sent to the potential
candidates in the educational and training institutes. They establish contacts with the
candidates seeking jobs. These representatives work in cooperation with placement cells in
the institutions. Persons pursing management, engineering, medical etc. programmers are
mostly picked up in this manner.
2. Indirect Method:Indirect methods include advertisement is newspapers, on the radio and television
in professional journals technical magazines etc. This method is useful when
1. Organization does not find suitable candidates to be promoted to fill up the higher posts.
2. When the organization wants to reach out to a vast territory and
3. When organization wants to fill up scientific, professional and technical posts.
The experience suggests that the higher the position to be filled up in the organization or
the skill sought by the more sophisticated one, the more widely dispersed advertisement is
likely to be used to reach too many suitable candidates. Sometimes many organizations go
for what is referred to as blind advertisement in which only Box No. is given and the
identity of the organization is not disclosed. However organization with regional or
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national repute does not usually use blind advertisements for obvious reasons. While
placing an advertisement to reach to the potential candidates, the following three points
need to be borne in mind:o First, to visualize the type of the applicant one is trying to recruit.
o Second, to write out a list of the advantages the job will offer.
o Third, to decide where to run the advertisement i.e. newspaper with local,
state, nationwide and international reach or circulation
3. THIRD PARTY METHODS:These include the use of private employment, agencies, management
consultants,

Professional

bodies/associations,

employee

referral/recommendations,

voluntary organizations, trade unions, data banks, labour contractors etc. to establish
contact with the job-seekers.
Now, a question arises, which particular method is to be used to recruit
employees in the organization? The answer to it is that it will depend on the policy of the
particular firm. The position of the labour supplies the government regulations in this
regard and agreements with labour organizations. Not with standing, the best recruitment
method is to look first within the organization.
2.7 RECRUITMENT PROCESS:Recruitment is the process of locating, identifying and attracting capable
applications for jobs available in an organization. Accordingly, the recruitment process
comprises the following five steps.

Planning
Strategy development
Searching
Screening
Evaluation and Control
Brief description as follow

1. Recruitment Planning:The first step involved in the recruitment process is planning. Here, planning
involves to draft a comprehensive job specification for the vacant position, outlining its
minor and minor responsibilities; the skills , experience and qualifications needed; grade
and level of pay; starting date; whether temporary or permanent; and mention of special
conditions, if any, attached to the job to be filled.
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Once it is known how many with what qualification of candidates are required,
the next step involved in this regard to devise a suitable strategy for recruiting the
candidate in the organization. The strategic considerations to be considered may include
issues like whether to prepare the required candidates themselves or hire it from outside,
what type of recruitment method to be used , what geographical area be considered for
searching the candidates, which source of recruitment to be practiced, and what sequence
of activities to be followed in recruiting candidates in the organization.
3. Searching:
This step involves attracting job seekers to the organization. There are broadly two
sources used to attract candidates. These are:
1. Internal Sources
2. External sources
4. Screening:
Though some view screening as the starting point of selection, we have considered. It
as an integral part of recruitment. The reason being the selection process starts only after
the applications have been screened and shortlisted. Let it be exemplified with an example.
In the Universities, applications are invited the post of professors. Applications received in
response to invitation, i.e., advertisement are screened and shortlisted on the basis of
eligibility and suitability. Then, only the screened applicants are invited for seminar
presentation and personal interview. The selection
Process starts from here, i.e. seminar presentation or interview.
5. Evaluation and Control:
Given the considerable cost involved in the recruitment process, its evaluation and
control is, therefore, imperative. The costs generally incurred in a recruitment process
include
1.
2.
3.
4.
5.

Salary of recruiters
Cost of time spent for preparing job analysis, advertisement, etc
Administrative expenses
Cost of outsourcing or overtime while vacancies remain unfilled
Cost incurred in recruiting unsuitable candidates.

2.8 SOURCES OF RECRUITMENT:The various sources of recruitment are classified into two broad categories, namely:
1. Internal Sources
2. External Sources
The sources included under each category are depicted in the following
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SOURCES OF RECRUITMENT
INTERNAL SOURCES
1.Present permanent employees
2.Present temporary/ casual/part
time employees

EXTERNAL SOURCES
1.Campus recruitment
2.Private employment/
agencies/consultants

3. Retrenched/Retired employees

3.Public employment exchange

4. Dependents of

4.Data banks

present/deceased/disabled

5.Casual Applicants

employees

6.Similar Organizations

5.Employees referrals

7. Trade unions
8.Walk-in
9.Consul-in
10.Head hunting
11.Body shopping
12.Mergers and acquisitions
13.E-Recruitment

2.9 EFFECTIVENESS OF RECRUITMENT PROGRAMME:

One last mention about the effectiveness of recruitment programme. Though there
has so far not been evolved any formula as such that makes a recruitment programme
effective. However, a successful and effective recruitment programme necessitates
having certain attributes such as:

A well-defined recruitment policy.

A Proper organizational structure.
A well-laid down procedure for locating potential job seekers.
A suitable method and technique for tapping and utilizing these candidates.

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A continuous assessment of effectiveness of recruitment programme and

incorporation of suitable modifications from time to time to improve the
1
Name & Address
Krantiagrani Dr. G. D. Bapu Lad
Sahakari Sakhar Karkhana Ltd., Kundal
2

Registration No

Tal-Palus Dist-Sangli
SAN/TGN/PRG(A)/S.78/1997

Industrial License

Date-12/05/1997
L.I-56/4000.M.Ton/Daily

Number
Factory Code

Date-18/03/1997
53002/kundal

number
Phone No

(02346) 271601, 272075

Fax

02346-271602

E-mail

krantisugar@rediffmail.com

Crushing Capacity

2500 M.T./Per day

Managing Director

Mrs. Vijaysinh Shankarrao Ghorpade

10

Chairman

Hon. Arun (Anna) Ganpati Lad

11

Economic

1.The Maharshtra State Sahakari Bank

Support/Bankers

Ltd.,Mumbai
2. State Bank Of India. Branch-Palus.
3. I.D.B.I Bank Branch-Islampur.
4. Bank Of India Branch-Tasgaon

effectiveness of the programme.

An ethically sound and fool-proof practice telling an applicant all about the job
and its position, the firm to enable the candidate to judiciously decide whether or
not to apply and join the firm, if selected.

3.1 General Information of the organization

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Project Site

Krantiagrani

Dr.

G.D.

Bapu

Lad

Sahakari Sakhar Karkhana Ltd, Gat No514, Village-Kundal Tal-Palus Dist2

Nearest Town/City

Sangli.
Sangli city is 40 Km
Palus city is 7 Km
Islampur city is 25 Km from site.

3
4

Nearest Highway

The site is 4 km away from karad-

Nearest Airport

Tasgaon state highway.

Karad Airport is 30 Km from the factory

site.
Railway Kirloskarwadi Railway Junction is 4 Km

Nearest

Junction
Topography

Form factory site.

The factory site has leveled area.

Surroundings

The elevation above the sea level

The site is 10 Km from Krishna river.

About 8 Km away from sagareshwar

Wildlife Park.
3.2 Location Details:3.3 HISTORY OF THE ORGANIZATION
Krantiagrani Dr. G. D. Bapu Lad Sahakari Sakhar Karkhana Ltd.,(KSSKL) is
located in Kundal Tal-Palus Dist-Sangli in state of Maharashtra. It is established by
Freedom Fighter Late Krantiagrani Dr. G. D. Bapu Lad and Arun Lad is chairman of this
factory. It is an existing factory manufacturing sugar with cane crushing capacity of 2500
TCD and has been running successfully. The karkhana has attached cogeneration unit with
an installed capacity of 1300mw is phase I. Factory have proposed to of sugar and cogeneration project for expansion of changing in production capacity of sugar plant from
2500 TCD to 5000 TCD and co-generation from 13 mw to 19.70mw.which would be
expanded to 2500 TCD and co-generation expansion of 6.70mw in phase II. The Director
body of factory have wide spread experience of setting up and managing large scale
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industries, Hotels, Agro based industries and management of large scale entertainment and
hospitality units.
As per government regulation KSSKL approached MOEF and New Delhi
for environment clearance for expansion of changing in production capacity of sugar plant
from 2500 TCD to 5000 TCD and co-generation from 13MW to 19.70 MW. Regd. No. of
factory SAN/TGN/PRG (A) S-78/1997 dt-12-5-1997. The purpose of the preparation of
Environment Impact Assessment (EIA) report is not only to obtain environment clearance
from ministry of environment and forest Govt. Of India, New Delhi but also to understand
the likely impacts measures during and after commissioning of the project.
3.4 PRESENT POSITIONS AND PRESENT OFFICER
Name of the Board Member
Sr. No.

NAME OF BOARD MEMBER

POST

Chairman

2
3

Mr. Arun (Anna) Lad

Mr. Popat Narayan Sankpal
Mr.Mohan ShamraoKadam

Mr. ShreerangDinkarraoPatil

Member

Mr. BhimraoChanduMahind

Member

Mr. LalasoShiduMahadik

Member

Mr. PopatVasantFadtare

Member

Mr. TukaramAabaPawar

Member

Mr. JawaharRajgondaPatil

Member

10

Mr.SurykantDattaryBhuchade

Member

11

Mr. BharatsinhBhujangraoFadnaik

Member

12

Mr.RamchandraDattuPawar

Member

13

Mr.AatmaramVithobaHarugade

Member

14

Member

15
16

Mr.RamchandraGanpatraoDeshmukh
Mr.DilipDattaryPatil
Mr.KundlikJotiThorat

17

Mr.DattajiraoAakaramMohite

Member

18

Mr.LaxmanTukaramHendre

Member

19

Mr.NivrutiSakharamPatil

Member

20

Mr. PrashantBhupalChougule

Member

21

Mrs.AanadibaiJanardanKhude

Member

22

Mrs. ShobhaSambhajiSalunkhe

Member

23

Mr.VijaysinhShankaraoGhorpade

MD

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Vice. Chairman
Member

Member
Member

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Name of the present officers

Sr.

NAME OF OFFICER

POST

No.
1

Mr.VijaysinhShankarraoGhorpade

MD

Mr. VasantraoKeru Lad

Secretary

Mr.ShamraoPandurandJadhav

Finance Manager

Mr.ChandrakantSampatraoGavane

Chief Chemist

Mr.DilipRamchandraParlekar

Agri Officer

Mr.AapasoAatmaramKore

Chief Accountant

Mr.Ashish Suresh Chavan

D. Chief Engineer

Mr.MahadevRangrao Mane

Civil Engineer

Mr.VirendraVikramsinhDeshmukh

Labour and Welfare Officer

10

Mr.VilasDattaryJadhav

Sugarcane Development Office

11

Mr.VishawasBhimrao Lad

E.D.P. Manager

12

Mr.ShankarDadasoPawar

Head Time Keeper

13

Mr.UdayRamchandra Lad

Store Keeper

14

Mr.KrishnaPandurangPatil

Soil Lab In-charge

15

Mr.SharadVittalPhatak

Purchase In-charge

16

Mr.Kundal Narayan Lad

Security Officer

3.5 Organization Structure

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Board of Director

Chairman

Director Body

Managing Director

Engg.

Manufacturing

Agriculture

Dept

Dept.

Dept

Irrigation

Marketing

Dept

Dept.

Security

Computer

Dept.

Dept.

Account

Civil Engg.

Time/Labour

Dept.

Dept.

Dept.
Store
Dept.

3.6 Certificates:Best Sugarcane Development Award is south Zone of

Maharashtra StateWinnerA.G.I.M.S. SANGLI

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Krantiagrani Dr. G. D. Bapu Lad Sahakari Sakhar Karkhana Ltd., Kundal Tal-Palus DistSangli (M.S.) received the award for the best sugarcane development sugar factory in
south zone of the Maharashtra state at the hands of Shri. Prithviraj Chavan-Chief Minister
of Maharashtra State

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4.1.Table showing sources that, employee comes to know about job openings in
organization
Table No-4.1
Sr. No.
1
2
3
4

Description
Advertisement
Consultants
Reference
Other
Total

No. of Respondents
25
4
15
6
50

percentage
50%
8%
30%
12%
100%

Graph No-4.1

Interpretation:The above table and graph shows that, out of 50 respondents, 25 respondents i.e. 50% says
that they came to know about openings in the organization through advertisement, while 4
respondents i.e. 8% through consultancy,15 respondents i.e.30% through references, while
6 respondents i.e. 12% through other sources.

4.2. Table showing about sources of advertisement that, employee responds to jobs
in organization.
Table No-4.2
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Sr. No.
1
2
3
4

Description
Newspaper
Collage
Internet/Website
Other
Total

No. of Respondents
16
4
5
25
50

percentage
32%
8%
10%
50%
100%

Graph No-4.2

Interpretation:The above table and graph shows that, out 50 respondents,16 respondents i.e. 32% says
that they came to know about requirements in the organization through newspaper, while
4respondents i.e. 8% through collage,while5respondents i.e.10% through internet/website,
while 25 respondents i.e. 50% through other sources.

4.3. Table showing that, referral policy in organization.

Table No-4.3

Sr. No.
1
2

Description
Yes
No
Total

No. of Respondents
38
12
50

percentage
76%
24%
100%

Graph No-4.3
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Interpretation:The above table and graph shows that, out of 50 respondents, 38 respondents i.e. 76% says
that they have referral policy in organization, while 12 respondents i.e. 24 % says that they
dont have referral policy in organization.

4.4. Table showing that, sources of reference in organization

Table No-4.4
Sr. No.
1
2
3

Description
Out of organization
Within Organization
Other
Total

No. of Respondents
5
10
35
50

percentage
10%
20%
70%
100%

Graph No-4.4

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Interpretation:The above table and graph shows that, out of 50 respondents, 5 respondents i.e. 10% says
that they used out of organization reference source , while 10 respondents i.e. 20 % within
organization , while 35 respondents i.e.70% through other source.

4.5. Table showing that, organization check reference of employee.

Table No-4.5
Sr. No.
1
2

Description
Yes
No
Total

No. of Respondents
17
33
50

percentage
34%
66%
100%

Graph No-4.5

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Interpretation:The above table and graph shows that, out of 50 respondents, 17 respondents i.e. 34% says
that organization check reference of employees, while 33 respondents i.e. 66 % says that
organization dont check reference of employees.

4.6. Table showing that, employee referral is one of the best sources for gets right
candidate.
Table No-4.6
Sr. No.
1
2

Description
Yes
No
Total

No. of Respondents
15
35
50

percentage
30%
70%
100%

Graph No-4.6

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Interpretation:The above table and graph shows that, out of 50 respondents, 15 respondents i.e. 30% says
that employee referral is best source for to get right candidate, while 35 respondents i.e.
70 % says that employee referral isnt best source for to get right candidate.

4.7. Table showing that, sources used by organization for recruitment process to
employee.
Table no-4.7
Sr. No.
1
2
3
4
5

Description
Walk in
Campus Recruitment
Search Candidate
Private Employment
All the above
Total

No. of Respondents
20
7
13
4
6
50

percentage
40%
14%
26%
8%
12%
100%

Graph No-4.7

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Interpretation:The above table and graph shows that, out of 50 respondents, 20 respondents i.e. 40% says
that walk-in source used for recruitment process in organization, while 7 respondents i.e.
14 % through campus recruitment, while 13 respondents i.e.26 % through search
candidate, while 4 respondents i.e.8% through private employment, while 6 respondent i.e.
12% through all above sources used in organization for recruitment process.

4.8. Table showing about quality, which organization looks in a candidate.

Table No-4.8
Sr. No.
1
2
3
4
5
6

Description
Knowledge
Past Experience
Optimistic nature
Discipline
Team Work Ability
Other
Total

No. of Respondents
13
13
3
5
9
7
50

percentage
26%
26%
6%
10%
18%
14%
100%

Graph No-4.8

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Interpretation:The above table and graph shows that, out of 50 respondents, 13 respondents i.e. 26% says
that organization look knowledge in candidate, while 13 respondents i.e. 26 % in past
experience, while 3 respondent i.e. 6% in optimistic nature, while 5 i.e. 10% in discipline,
while 9 respondent i.e. 18% in team work ability and while 7 respondent i.e. 14% in other
quality organization looks in candidate.

4.9. Table showing that, importance of online recruitment.

Table No-4.9
Sr. No.
1
2

Description
Yes
No
Total

No. of Respondents
36
14
50

percentage
72%
28%
100%

Graph No-4.9

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Interpretation:The above table and graph shows that, out of 50 respondents, 36 respondents i.e. 72% says
that online recruitment is important, while 14 respondents i.e. 28 % says that online
recruitment is not important.

4.10. Table showing that, whole information about organization to employee

before joined in this organization.
Table No-4.10
Sr. No.
1
2

Description
Yes
No
Total

No. of Respondents
42
8
50

percentage
84%
16%
100%

Graph No-4.10

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Interpretation:The above table and graph shows that, out of 50 respondents, 42 respondents i.e. 84% says
that they know whole information about organization before joined in this organization,
while 8 respondents i.e. 16 % says that they dont know whole information about
organization before joined in this organization.

4.11. Table showing that, why employee attracted to apply for this job in this
organization.
Table No-4.11
Sr. No.
1
2
3
4

Description
Good pay scale
More benefits
Career growth
All Above
Total

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No. of Respondents
8
8
10
24
50

percentage
16%
16%
20%
48%
100%

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Graph No-4.11

Interpretation:The above table and graph shows that, out of 50 respondents, 8 respondents i.e. 16% were
attracted to apply to job in this organization because of good scale, while 8 respondents
i.e. 16% because of more benefits, while 10 respondents i.e.20% because of career growth,
while 24 respondents i.e. 24%

because of all the above things are attracted to the

employees.
4.12. Table showing that, relation between employees qualification and post
advertised by organization.
Table No-4.12
Sr. No.
1
2

Description
Yes
No
Total

No. of Respondents
44
6
50

percentage
88%
12%
100%

Graph No-4.12

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Interpretation:The above table and graph shows that, out 50 respondents, 44 respondents i.e. 88% says
that they have relation between qualification and post advertised by the organization,
while 6 respondents i.e. 12 % says that they havent any relation between qualification
and post advertised by the organization.

4.13. Table showing that, which post advertised by organization that was as per
employee expectation.
Table No-4.13
Sr. No.
1
2

Description
Yes
No
Total

No. of Respondents
34
16
50

percentage
68%
32%
100%

Graph No-4.13

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Interpretation:The above table and graph shows that, out of 50 respondents, 34 respondents i.e. 68% says
that which post advertised by organization that is as per their expectation, while 16
respondents i.e. 32% says that is not as per their expectation.

4.14. Table showing that, satisfaction of employee in recruitment process.

Table No-4.14
Sr. No.
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Description

No. of Respondents

percentage
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SHIVAJI UNIVERSITY, KOLHAPUR

1
2

Yes
No
Total

32
18
50

64%
36%
100%

Graph No-14

Interpretation:The above table and graph shows that, out of 50 respondents, 32 respondents i.e. 64% says
that they are satisfied with recruitment process, while 18 respondents i.e. 36% says that
they are not satisfied with recruitment process.

5.1- FINDINGS:
GENERAL FINDINGS
1.
2.
3.
4.

Organization provides good facilities to their employees.

There is a very good working system in an organization.
There is a very good relationship between workers and managements.
Maximum number of workers in sugar factory was recruited through

advertisement source.
5. The organization is having well qualified and experienced workers.
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6. Most of the employees are happy, with the recruitment process.
7. Established structure is one of the benefits for stimulating
SPECIFIC FINDING:
1. Mostly employees attracted to this organization through advertisement i.e.
50% that is highest source that used in organization and consultancy is lowest
source i.e. 8% ( Table No-4.1)
2. Mostly 32 % respondents response to the organization through newspaper
and 8 % respondent response through collage that is as per compare with
newspaper, organization got very less response by college. (Table No.4.2)
3. In advertisement the newspaper plays important role in stimulating maximum
number of skilled employees. (Table No.4.2)
4. 76 % referral policy used by organization for recruiting employees (Table
No-4.3)
5. 20% employees have come through reference but they are within
organization.(Table No-4.4)
6. Mostly organization doesnt check reference of the organization.( Table No4.5)
7. As per 70 % respondents employee referral is not best source for getting
right employee for organization.( Table No-4.6)

8. Maximum employees say that walk in i.e. 40% and search candidate method
i.e. 26% used in recruitment, it was helpful to organization because of direct
interaction with job seeker but as compare above sources private employment
i.e. 4% is very less. (Table No.4.7)
9. While recruiting organization looks quality in knowledge and past experience
and team work ability for recruiting candidate. (Table No-4.8)
10. Most of this employee replied that online recruitment is important. (Table
No-4.9)
11. 84% employee knows whole information about organization before the
joined in this organization. (Table No-4.10)
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12. Most of the employees attracted for apply in this organization because of
good pay scale i.e. 8%, more benefits i.e. 8% , career growth i.e.10% and
some are attracted above all things i.e. 24% that is high. (Table No.4.11)
13. 88 % employee replied that there have relation between their qualification
and post advertised by organization and 68 % employees have got job as per
their expectation .( Table No-4.12& 4.13)
14. 64 % employees are satisfied in recruitment process. (Table No.4.14)

SUGGESTION:
GENERAL SUGGESTION:

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1. Todays world is highly competitive so organization has to use internet services
for recruitment and has to follow online recruitment process.
2. Employee referral is the one of the best source for recruitment but employee
reference, experience. Qualification and skill of the candidate should check by
organization
3. Organization must use electronic selection that means E-selection
4. Organization can also contact consultancy service provider.
SPECIFIC SUGGESTION:
1. Now a days Telephonic-recruitment is easier option for the recruitment of the
employees so organization can take advantages of it.
2. For key positions referred candidate were appointed by the organization but they
can also follow proper recruitment procedure to get more eligible candidate
3. The company should not only focus on experienced candidates but also the fresh
candidates should be recruited so as to avail the innovation and enthusiasm of new
candidates
4. In the organization where summer training facility is prevailing then such kind of
practices must be adopted so that the candidate can learn and gain knowledge from
the practical views.

CONCLUSION:
After the study, the researcher has concluded that the recruitment process is very
important in organization. Due to this research work the researcher has understood a lot of
things such as basic concept of recruitment, sources of recruitment and modern methods of
recruitment. The organization is in need of having good source of recruitment, tests,
interviews, etc. Krantiagrani Dr. G. D. Bapuso Lad Sahakari Sugar Factory is having
overall good recruitment process.

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EMPLOYEE QUESTIONAIRE
Name of Employee:-____________________________________________________
Department: - ______________________ Designation: - ______________________
Salary :-______________( Per Month)
Q.1. How do you come to know about openings in your organization?
A) Advertisement

B) Consultants

C) Reference

D) Other

Q.2. If from advertisement, which source?

A) Newspaper

B) College

C) Internet/Website

D) Other

Q.3 Do you have referral policy in your organization?

A) Yes
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B) No
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Q.4. If from reference, which source?
A) Out of organization

B) Within Organization

Q.5. Does your organization check reference of employee?

A) Yes

B) No

Q.6. Do you think employee referral is one of the best source for get right candidate?
A) Yes

B) No

Q.7. Following which sources used by organization for recruitment process according to
you?
A) Walk in

B) Campus Recruitment

C) Search Candidate

D) Private Employment

Q.8. which following quality organization looks in a candidate?

A) Knowledge

B) Past Experience

C) Optimistic nature

D) Discipline

E) Team Work Ability

F) Other

Q.9. Do you think online recruitment is important??

A) Yes

B) No

Q.10. Did you know whole information about organization before joined in this
Organization?
A) Yes

B) No

Q.11. what attracted you to apply for this job in this organization?
A) Good pay scale
C) Career growth

B) More benefits
D) All Above

Q.12. Did you think any relation between your qualification and post advertised by
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organization?
A) Yes

B) No

Q.13.Do you think, which post advertised by organization that was as per your
expectation?
A) Yes

B) No

Q.14. Are you satisfied with recruitment process?

A) Yes

B) No

Bibliography
1) Book Name:- Human Resource Management
Name of the author:- S. S. Khanka
Year of publication:- 2003
Place of publication:- New Delhi
Number of edition:- 5th
Name of the publisher:- S. Chand & Company Ltd
Pages referred:- 53, 54, 55, 64, 65
2) Book Name:- Essentials of Human Resource Management & Industrial Relations
Name of the author:- P. Subba Rao
Year of publication:- 1996
Place of publication:- Mumbai
Number of edition:- 5th
Name of the publisher:- Mrs. Meena Pandey for Himalaya Publishing
House Pvt Ltd
Pages referred:- 136

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3) Web Site:
Google Search Engine

Note:
1) Preface, executive summary has to be change
2) All first pages, (i.e acknowledgement, certificate ect)
should be in proper format.
3) Check spelling in total project.
4) Check all interpretation need some change.
5) Bibliography should be in APA format.
6) For more clarification we can discuss this on
Monday.

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