1

Declaration

I, Sarabjeet Kaur, a student of PATEL MEMORIAL NATIONAL COLLEGE,

declares that this project report entitled “RECRUITEMENT AND

SELECTION” is submitted in the partial fulfillment for the requirement of the

Bacholar in Business Administration.

This is my original work and has not been previously submitted as a part of any

other degree or diploma of any another Business School or University.

The Findings and conclusions of this report are based on my study and

experience, during the tenure of my summer internship.

Signature

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ACKNOWEDEMENT

I take the opportunity to express our gratitude to all the concerned people who

have contributed towards completion of this project. No work is considered

complete unless the due indebtedness is expressed to all those who made the

work successful. Concentration , dedication ,hard work are essential but not the

only factors to achieve the desired goal .These must be supplemented by

guidance ,assistance and co operation of people to make it a success.

I am highly indebted to cooperative staff of BUNGE INDIA PVT LIMITED,

Rajpura who gave mw weighty guidance in the study. It was nice experience to

work with them and helping me in knowing Pratical things

I am highly thankful to Mr .Sandeep Sharma (Assit.manager) for their support

and guidance.Iam extremely grateful to Mrs Geeta jolly mam. My faculity for

her guidance and invaluable advice during the project

I also acknowledge with a deep sense of reveranve,my gratitude towards my

parents who supported me morally and economically

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OBJECTIVE OF STUDY:

To structure the recruitment policy of the company for different

categories of employees

To analysis the recruitment policy of the company

To get the practical knowledge of recruitment and selection of hr

department of a company

To attract suitable applicant with new skills, qualities, abilities,

experience

To determine the present and future requirement of a company

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EXECUTIVE SUMMARY

People form an integral part of the organization. The efficiency and quality of its

people determines the fate of the organization. Hence choice of right people and

placing them at right place becomes essential. Hiring comes at this point of time

in the picture. Hiring is a strategic function for HR department. Recruitment

and selection form the process of hiring the employees. Recruitment is the

systematic process of generating a pool of qualified applicant for

organization job. The process includes the step like HR planning attracting

applicant and screening them. This step is affected by various factors, which

can be internal as well as external. The organization makes use of various

methods and sources for this purpose.

Selection is carried from the screen applicant during the recruitment process.

There is also some specific process is involved. By the way of conducting

preliminary interview and conducting the various test , if required reference

check and further final interview is conducted. During the process there are

certain difficulties and barriers that are to be overcomes.

For every organization it is important to have a right person on a right job.

Recruitment and Selection plays a vital role in this situation. Shortage of skills

and the use of new technology are putting considerable pressure on how

employers go about Recruiting and Selecting staff. It is recommended to carry

out a strategic analysis of Recruitment and Selection procedure.

This project is been prepared to put a light on Recruitment and Selection

process. This project includes Meaning and Definition of Recruitment and

Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process,

Recruitment Tips. Sources of Recruitment .factors affecting recruitment and

selection in a company

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IndexS.NO CHAPTERS Page no

1 Introduction

Objective of study

1-2

3

2 Company profile

History

Products

location

3 About the project

Recruitment

meaning

process

selection

4 Research Methodology

5 Data analysis

6 Conclusion l

7 Suggestions

8 Limitations

9 Bibliography

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Bunge

7

Bunge is a leading agribusiness and food company with integrated operations

that circle the globe, stretching from the farm field to the retail shelf.

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originating oilseeds and grains from the world's primary growing regions

and transporting them to customers worldwide;

crushing oilseeds to make meal for the livestock industry and oil for the

food processing, food service and biofuel industries;

producing bottled oils, mayonnaise, margarines and other food products

for consumers;

crushing sugarcane to make sugar, ethanol and electricity;

milling wheat and corn for food processors, bakeries, brewers and other

commercial customers; and

selling fertilizer to farmers.

9

HISTORY

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BUNGE LIMITED HISTORY

Company being established as BUNGE FOUNDS BUNGE & CO. IN

AMSTERDAM in 1818, The Netherlands, as an import/export trading firm,

Bunge will maintain a prominent role in world grain markets.

In 1935 , Bunge builds it first major grain handling facility in Midway, MN, and

becomes an originator of grain in NORTH AMERICA.

In 1967 , Bunge expands at Destrehan by building its first US Soybean

processing plant.

In 2007, Bunge purchases its first sugarcane mill in brazil and forms a fertilizer

joint venture in Morocco.

BUNGE INDIA LIMITED HISTORY

IN 23 June 2003, US-based agribusiness and food company Bunge has

announced that it has signed a memorandum of understanding with Hindustan

Lever to acquire the Indian consumer goods firm’s edible oils and fats

businesses based in Bangalore, India.

In 22 Sep. 2003, US agribusiness giant Bunge has announced that its Indian

subsidiary, Gee Pee Cavil Proteins and Investment, has acquired the India-based

assets of Prestige Foods.

In 15 Oct. 2004, US agribusiness Bunge is to invest between US$100m and

$200m in India over the next five years, its Indian subsidiary has said.

In 21 Dec. 2011, US agribusiness giant Bunge is set to buy the edible oils and

fats business of India's Bunge

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CORE VALUES

Bunge's five core values reflect who workers are and what they do.

They ensure the effectiveness of integrated and decentralized approach and help

us achieve purpose of improving the global agribusiness and food chain.

Integrity

Honesty and fairness guide every action.

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Teamwork

value individual excellence and work as a team for the benefit of Bunge

and stakeholders.

Citizenship

contribute to the development of individuals and the social and economic

fabric of communities, and act as stewards of the environment.

13

Entrepreneurship

prize individual initiative to meet opportunities and deliver results.

Openness and Trust

 open to other ideas and opinions, and trust its colleagues.

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PRODUCTS

Lifestyle Products

GINNI LITE REFINED OIL GINNI NUTRI DELIGHT NUGGETS

.

MERRIGOLD TABLE MARGARINE MERRILITE

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Premium Products

GINNI GOLD REFINED REFINED GROUNDNUT OIL

SUNFLOWER OIL

REFINED COTTONSEED OIL REFINED RICEBRAN OIL

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B2B Products

BAKERY SHORTENING (FOR BISCUITS) BAKERY SHORTENING (FOR PUFFED

PRODUCTS)

MERRIGOLD BAKERY MARGARINE MERRIGOLD PUFF MARGARINE

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MERRIBAKE CAKE MARGARINE MERRICREME - NON DAIRYWHIP TOPPING

(For Cakes & Pastries)

GAGAN VANASPATI GINNI PLUS REFINED OIL

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REFINED COTTONSEED OIL KACHI GHANI MUSTARD OIL

BANSARI PURE MUSTARD OIL REFINED GROUNDNUT OIL

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Business Overview

Bunge is a leading global agribusiness and food company with operations on six

continents and a diverse portfolio of products ranging from bottled vegetable

oils to electricity. Bunge operates in four business segments: agribusiness, sugar

& bioenergy, food & ingredients and fertilizer.

Agribusiness

In agribusiness, the world is Bunge's market - seven billion people and counting.

Bunge's agribusiness operations:

 

purchase grains and oilseeds from farmers

store, transport and sell raw commodities to end

customers in domestic and export markets

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process oilseeds into protein meals and crude vegetable oil for sale to

livestock producers, feedmillers, food processors, the biofuels industry and

other customers

provide financial services, risk management and logistics services to end

customers

execute risk management strategies for Bunge

Sugar & Bioenergy

Bunge entered the global sugar market as a trader in 2006, and has since built a

strong position as a producer and marketer of sugar and ethanol.

The mills are located close to main domestic markets in Brazil and have access to

export logistics systems, positioning Bunge to capture increasing demand for

sugar and sugarcane ethanol in Brazil and beyond. 

Bunge also produces oilseed-based biodiesel at joint venture facilities in the

Americas and Europe, and has investments in a small number of corn ethanol

plants in the United States.

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Food & Ingredients

Food & Ingredients is comprised of two businesses - edible oils and milling - with

operations in North and South America, Europe and Asia. 

The edible oils business produces specialty oils and fats, margarines,

mayonnaise, shortenings and whipped toppings for sale in foodservice, food

processor and retail markets.

The milling business creates milled wheat, corn and rice products for food

processors, bakeries, brewers, snack food producers and other customers

Integration is very important to our food products business. By sourcing oilseeds

and grains from our agribusiness unit, and by utilizing the same

logistics systems, we improve efficiency.

 

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Fertilizer

Fertilizer is a strategic part of our business, with strong commercial and logistics

linkages to our agribusiness operations.

Bunge sells blended NPK (nitrogen, phosphate and potassium) fertilizer

formulas, mixed nutrients and liquid fertilizer products to farmers and

distributors in North and South America.

In Brazil, we operate blending and distribution facilities, as well as a port

terminal.  In Argentina, we have phosphate and nitrogen production, as well as

blending and distribution operations.  In the U.S., we are developing a wholesale

business that leverages our established agribusiness network and logistics

expertise.

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Locations: Regions Overview

Bunge serves local markets in a host of different countries and facilitates

international trade by linking areas of agricultural production and consumption.

Through its hundreds of facilities and thousands of dedicated employees, Bunge

is an integral part of agribusiness and food markets on six continents.

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Locations: North America

North America- North America is a major agricultural exporter and a significant market for agricultural commodities, food, fertilizer and biofuels products.

In North America, Bunge has agribusiness, food & ingredients and fertilizer

operations, as well as investments in bioenergy.

Locations: South America

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South America- Due to its abundant land, rain and skilled agricultural

sector,South America is fast becoming the world's leading agricultural exporter.

In South America, Bunge operates the full spectrum of its businesses:

agribusiness, sugar & bioenergy, food & ingredients and fertilizer.

Locations: Europe

Europe- Europe is a major importer and consumer of oilseeds and related

products.  It is also a large and growing market for commercial and consumer

food products, as well as biofuels.  Eastern Europe is one of the world's most

significant and fastest-growing exporters of wheat and other grains.

Bunge has built a substantial business in Europe in the past decade.  Today our

agribusiness and food & ingredients operations stretch from Portugal to Russia,

and Bulgaria to Finland.

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Locations: Asia Pacific

Asia Pacific- With growing economies and expanding per capita income, Asia is

a driver of global growth in demand for agricultural commodities and food

products.

Bunge is a major importer of commodities to Asia and trusted partner to

customers and communities on the ground.  We are committed to being a

productive part of the dialogue on food security in the region and to providing

solutions for customers.

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Locations: Africa & Middle East

Africa & Middle East- The Middle East and North Africa are two of the fastest

growing regions for grain imports in the world, and Sub-Saharan Africa

presents unique opportunities for growth in agricultural production, exports

and domestic consumption.

Bunge has long been a leading supplier of grains, edible oils and other products

to the Middle East and North Africa. In 2011 we signed an agreement to form a

joint venture in South Africa, which will be our first entry into Sub-Saharan

Africa's grain and oilseed trade.

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Locations: Caribbean

Caribbean- The Caribbean is a small but growing market for agricultural

commodities.

Bunge Latin America serves the Caribbean from shipping points in North and

South America, offering customers access to commodities like vegetable oils,

corn, wheat, soybeans and soybean meal year-round.

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Vision And Mission

The company aims at successfully meeting the varied needs of the Indian

consumers. The Company has continuously Endeavored to bring new products

to the Indian Consumer the Company stayed close to its roots nature and it has

been a platform for its success for several years.

Mission Statement

The mission statement of Bunge India Pvt Ltd. Rajpura is ‘’To produce and sell

goods and service to achieve the highest return on sales in the Industry to total

satisfaction of customers , employees and Share holders in that order.

Quality

Rajpura Branch of Bunge India Pvt Ltd ltd has a good Quality control system

together with Research and Development which is comparable to its best in the

Industry. It is to the Credit of its good Quality Control system and efficient R

and D Department, that Bunge India Pvt Ltd, Rajpura has been honoured and

awarded .’’The American International Quality Certificate And Gold Medal.’’

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1.

RECRUITMENT

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INTRODUCTION

People are integral part of any organization today. No organization can run

without its human resources. In today’s highly complex and competitive

situation, choice of right person at the right place has far reaching implications

for an organization’s functioning. Employee well selected and well placed would

not only contribute to the efficient running of the organization but offer

significant potential for future replacement. This hiring is an important

function. The process of hiring begins with human resource planning (HRP)

which helps to determine the number and type of people on organization needs.

Job analysis and job design enables to specify the task and duties of hobs and

qualification expected from prospective job HRP, job analysis, hob design helps

to identify the kind of people required in an organization and hence hiring. It

should be noted that hiring is an ongoing process and not confined to formative

stages of an organization. Employees leave the organization in search of greener

pastures, some retire and some die in the saddle. More importantly an

enterprises grows, diversifies, take over the other units all necessitating hiring of

new men and women. In fact the hiring function stops only when the

organization ceases to exist.

Hiring involves two board activities:-

i) Recruitment

ii) Selection

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RECRUITMENT

The word ‘recruitment’ has many meaning and plays an important role.

Employees leave the organization in search of greener pastures- some retire

some die in saddle. The most important thing is that enterprise grows,

diversifies, and takes over other units-all necessitating hiring of new men and

women. In fact recruitment functions stop only when the organization ceases to

exist. To understand recruitment in simple terms it is understood as process of

searching for obtaining applications of job from among from whom the right

people can be selected. To define recruitment we can define it formally as it is a

process of finding and attracting capable applicants for employment. The

process begins when new recruit are sought and ends when their application are

submitted. The result is a pool of applicants from which new employees are

selected. Theoretically, recruitment process is said to end with receipt of

application in practice the activity extends to the screening applicants as to

eliminate those who are not qualified for job.

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PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified

job candidates.

Specifically, the purposes are to:

1. Determine the present and future requirement of the organization in

conjunction with its personnel planning and job analysis activities;

2. Increase the job pool of job candidates at minimum cost;

3. Help increase the success rate of the selection process by reducing the number

visibly under qualified or job application;

4. Help reduce the probability that job applicants, once recruited selected, will

leave the organization only after a short period of time;

5. Meet the organizations legal and social obligation regarding the composition

of its workforce;

6. Being identifying and preparing potential job applicants who will be

appropriate candidates;

7. Increase organization individual effectiveness in the short term and long term;

∑8. Evaluate the effectiveness of various recruiting technique and sources for all

types of job applicants.

FACTORS AFFECTING RECRUITEMENT

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There are two

1. Internal factors

2. External factors

INTERNAL FACTORS

The internal factors also called as “endogenous factors” are the factors within

the organization that affect recruiting personnel in the organization.

Some of these are:-

Size of the organization

The size of the organization affects the recruitment process. Larger

organization finds recruitment less problematic than organization with smaller

in size.

Recruiting policy

The recruitment policy of the organization i.e. recruiting from internal sources

and external sources also affect the recruitment process. Generally, recruitment

through internal sources is preferred, because own employees know the

organization and they can well fit in to the organization culture.

Image of the organization

Image of the organization is another factor having its influence on the

recruitment process of the organization. Good image of the organization earned

by the number of overt and covert action by management helps attract potential

and complete candidates. Managerial actions like good public relations,

rendering public service like building roads, public parks, hospitals and schools

help earn image or goodwill for organization. That is why chip companies

attract the larger numbers of application.

Image of the job

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Better remuneration and working conditions are considered the characteristics

of good image of a job. Besides, promotion and carrier development policies of

organization also attract potential candidates.

EXTERNAL FACTORS

Like internal factors, there are some factors external to organization, which

have their influence on recruitment process. Some of these are given below:-

Demographic factors

As demographics factors are intimately related to human beings, i.e. employees, these have profound influence on recruitment process. Demographic factors include age, sex, Literacy, economics status etc

. Labor market

Labor market condition I.e. supply and demand of labor is of particular

importance in affecting recruitment process. E.g. if the demand for specific skill

is high relative to its supply is more than for particular skill, recruitment will be

relatively easier.

Unemployment situation

The rate of unemployment is yet another external factor its influence on the

recruitment process. When the employment rate in an area is high, the

recruitment process tends to simpler. The reason is not difficult to seek. The

number of application is expectedly very high which makes easier to attract the

best-qualified applications. The reserve is also true. With low rate of

unemployment, recruiting process tend to become difficult

.

Labor laws

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There are several labor laws and regulations passed by the central and state

governments that govern different type of employment. These cover working

condition, compensation, retirement benefits, safety and health of employee in

industrial undertakings.

The child Labour Act,1986; for example prohibits employment of children in

certain employments.

Similarly several other acts such as the Employment Exchange Act,1958; The

Apprentice Act, 1961; the Factory Act,1948; and The Mines Act, 1952 deal with

recruitment.

Legal consideration

Another external factor is legal consideration with regard to employment

reservation of jobs for schedule tribes, and other backward class (OBC) is the

popular examples of such legal consideration. The supreme court of India has

given its verdict in favor of 50 per cent of jobs and seats. This is so in case

admission in the educational institutions also.

INTERNAL AND EXTERNAL SOURCES OF RECRUITMENT

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INTERNAL SOURCES

Present employees:

Promotions and transfer from among the present employees can be good

sources of recruitment. Promotion implies upgrading of an employee to a higher

position carrying higher status, pay and responsibilities. Promotion from among

the present employees is advantageous because the employees promoted are well

acquainted with the organization culture, they get motivated and it is cheaper

also. Promotion from among the person employees also reduces the requirement

of job training. However, the disadvantage lies in limiting the choice of the few

people and denying hiring of outsiders who may be better qualified and skilled.

Furthermore, promotion from among present employees also results in

inbreeding, which creates frustration among those not promoted. Transfer

refers to shifting an employee from one job to another without any change in the

position/post, status and responsibilities. The need for transfer is felt to provide

Internal sources

Present employees

Former employes

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employees a broader and carried base, which is considered necessary for

promotion. Job rotation involves transfer of employees from one job to another

job on the lateral basis.

Former employees:

Former employees are another source of applicant for vacancies to be filled up

in the organization. Retired or retrenched employees may be interested to e

come back the company to work on the part time basis. Similarly, some former

employees who had left the organization for any reason, any come back to work.

This source has the advantages of hiring people whose performance is already

known to the organization.

Employee referrals:

This is yet another internal source of recruitment. The existing employees refer

to the family members, friends and relatives to the company potential candidates

for the vacancies to be filled up in the organization. This source serves as the

most effective methods of recruiting people in the organizations because refer to

those potential candidates who meet the company requirement known to them

from their own experience. The referred individuals are expected to be similar in

type in the of race and sex, for example, to those who are already working in the

organization

Previous applicant:

This is considered as internal source in the sense that applications from the

potential candidates are already lying with organization. Sometimes the

organization contacts though mail or messengers these applicants to fill up the

vacancies particularly for unskilled or semiskilled jobs

EVALUATION OF INTERNAL SOURCES:

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Let us, evaluate the internal source of recruitment. Obviously, it can be done in

terms of its advantage and disadvantage the same are spelled out as follows:

ADVANTAGES:

The advantages of the internal source of recruitment include the following:

Familiarity with own employees:

The organization has more knowledge and familiarity with the strengths and

weaknesses of its own employees than of strange on unknown outsiders.

\Better use of the talent:

The policy of internal recruitment also provides an opportunity to the

organization to make a better use of talents internally available and to develop

them further and further

Economical recruitment:

In case of internal recruitment, the organization does not need to spend much

money, time and effort to locate and attract the potential candidates. Thus,

internal recruitment proves to be economical, or say, inexpensive.

Improves morale:

This method makes employees sure that they would be preferred over the

outsiders as and when they filled up in the organization vacancies.

A motivator:

The promotion through internal recruitment serves as a source of motivation for

the employees to improve their carrier and income. The employees feel that

organization feel that organization is a place where they can build up their life-

long career. Besides, internal recruitment also serves as a means of attracting

and retaining employees in the organizati

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DISADVANTAGES:

The main drawback associated with the internal recruitment is as follows:

Limited choice:

Internal recruitment limits its choice to the talents available within the organization. Thus,

it denies the tapping of talents available in the vast labor market outside the organization.

Moreover, internal recruitment serves as a means for “inbreeding”, which is never healthy

for the future organizations.

Discourage competition:

In this system, the internal candidates are protected from competition by not giving

opportunity to otherwise competent candidates from outside the organization. This in turn,

develops a tendency among the employees to take the promotion without showing extra

performance.

Stagnation of skills:

With the feeling that internal candidates will surely get promoted, their skill in the

long run may become stagnant or obsolete. If so, productivity and sufficiency the

organization, in turn, decreases.

Creates conflicts:

Conflicts and controversies surface among the internal candidates, whether or not they

deserve promotion.

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EXTERNAL SOURCES

External sources of recruitment lie outside the organization. These outnumber internal

sources. The main ones are listed as follows:

Employment exchanges:

The national commission labor (1969) observed in its report that in the pre-independence

era, the main source of labor war rural areas surrounding the industries. Immediately

after independence, national employment services were established to bring employer and

job seeker together. In response to it, the compulsory notification of vacancies act of 1959

(Commonly called employment exchange act) was instituted which become operative in

1960.the main functions of these employment exchanges with the branches in most cities

are registration of job seeker and tier placement in the notified vacancies. It is obligatory

for employer to inform about the outcome of selection within 15 days to the employment

exchange. Employment exchange is particularly useful in recruiting blue-collar, white-

collar and technical workers.

Employment agencies:

In addition to the government agencies, there are number of private agencies that

register candidates for employment and furnish a list of suitable candidates from the data

bank as and when sought by the prospective employer. Generally, these agencies select

personnel for supervisory and the higher levels. The main function of these agencies is to

invite application and short-list the suitable candidates for the organization. Of course, the

representative of the organization takes the final decision on selection. The employer

organizations derive several advantages through this source. The time saved in this method

can be better utilized elsewhere by the organization. As the organizational identity remains

unknown to the job speakers, it, thus, avoid receiving letters and attempts to influence.

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Advertisement:

This method of recruitment can be used for jobs like clerical, technical, and

managerial. The higher the position in the organization, the more specialized the skills or

the shorter the supply of that resources in the labour market, the more widely dispersed

the advertisement are likely to be. For instance, the search for a top executive might

include advertisements in a national daily like the Hindu. Some employers/companies

advertise their post by giving them post box number of the name of some recruiting agency.

This is done to particular keep own identity secret to avoid unnecessary correspondence

with the applicants. However the disadvantage of these blind advertisement, i.e., post box

number is that the potential job seekers are the hesitant without unknowing the image of

the organization, on the one hand, and the bad image/ reputation that the blind

advertisement have received because of the organizations that placed such advertisements

without position lying vacant just to know supply of labor/ workers in the labor market, on

the other. While preparing advertisement, a lot of care has to be taken to make it clear and

to the point. It must ensure that some self-selection among applicant take place and only

qualified applicant responds the advertisement copy should be prepared by using a four-

point guide called AIDA . The letters in the acronym denote that advertisement should

attract Attention, gain Interest, arouse a Desire and result in action.

However, not many organizations mention complete detail about job positions in

there advertisement. What happened is that ambiguously worded and broad-based

advertisements may generate a lot irrelevant application, which would, by necessity,

increasing the cost of processing them.

Professional Associations

Very often, recruitment for certain professional and technical positions is made

through professionals association also called ‘Headhunters’. Institute of Engineers, All

India Management Association, etc., provide placement service to the members. The

professional associations prepare either list of jobseekers or publish or sponsor

43

journal or magazines containing advertisements for their member. It is particularly

useful for attracting highly skilled and professional personnel. However, in India, this

is not a very common practice and those few provide such kind service have not

been able to generating a large number of application.

Campus Recruitment

This is another source of recruitment. Though campus recruitment is a common

phenomenon particularly in the American organizations, it has made rather recently.

Of late, some organizations such as HLL, HCL, L&T, Citibank, Cadbury ANZ

Grind lays, etc., in India have started visiting educational and training institute/

campuses for recruitment purposes. Many Institutes have regular placement cells /

offices to serve liaison between the employer and the students. Tezpur Central

University has one Deputy Director (Training and Placement) for purpose of campus

recruitment and placement.

The method of campus recruitment offers certain advantages to the employer

organizations. First, the most of the candidates are available at one place; second,

the interviews are arranged at short notice; third, the teaching is also met; fourth,

it gives them opportunity to sell the organization to a large students body who

would be graduating subsequently. The disadvantages of this of recruitment are that

organizations have to limit their selection to only “entry’’ positions and they

interview the candidates who have similar education and experience, if at all.

Deputation

Another source of recruitment is deputation I.e., sending an employees to another

organization for the short duration of two to three years. This method of recruitment

is practice in a pretty manner, in the Government department and public sector

organization does not have to incurred the initial cast of induction and training.

However, the disadvantages of this of deputation is that deputation period of

two/three year is not enough for the deputed employee to provide employee to prove

44

his/her mettle, on the one hand, and develop commitment with organization to

become part of it, on the other.

Word-of-mouth:

Some organizations in India also practice the “word-of-mouth’’ method of recruitment. In

this method , the word is passed around the vacancies or opening in the organization.

Another from of word-of-mouth method of “employee-pinching’’ i.e., the employee

working

In another organization is offered by the rival organization. This method is economic, in

terms of both time and money. Some of the organization maintain a file applications

and sent a bio-data by a job seeker. These serve as a very handy as when there is

vacancy in the organization. The advantage of this method is no cost involved in

recruitment. However, the disadvantages of this method of recruitment are non-

availability of the candidates when needed choice of candidates is restricted to a too

small number.

Raiding or Poaching:

This is another sources of recruitment whereby the rival firm by offering terms and

conditions, try to attract qualified employees to join the. This raiding is a common

feature in the Indian organizations. For instance, service executive of HMT left to join

Titan Watch Company, so also exodus of pilot from Indian Airlines to join the private air

taxi operator. In fact, raiding has become challenge for the human resource manager.

Besides these, walk - ins, contractors, radio and television, acquisitions and merger,

etc., art some other sources of recruitment used by organization.

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EVALUATION OF EXTERNAL SOURCES:

Like the internal source of recruitment, external sources are mixed of advantages and

disadvantages

ADVANTAGES:-

Open process

Being a more open process, it is likely to attract a large number of applicants/application.

The, in turn, widens it option of selection.

Availability of Talented Candidates:-

With the large pool of applicants, it becomes possible for organization to have talented

candidates from the outside. Thus, it introduces new blood in the organization.

Opportunity to Select the Best Candidate;

With the large pool of applicants, selection process becomes competitive. This increases

prospects for selection the best candidates.

Provides healthy competition:

As the external members are supposed to be more trained and efficient. With such a

background, they work with the positive attitude and greater vigor. This helps create

healthy competition and conductive work environment in the organization.

DISADVANTAGES:

However, the external sources of recruitment suffer from certain disadvantages too, these

are:

Expensive and time consuming: This method of recruitment is both expensive and time

consuming. There is no guarantee that organization will get good and suitable candidates.

Unfamiliarity with the Organization:

46

As candidates some outside the organization, they are not familiar with tasks, job

nature and the international scenario of the organization.

Discourage the Existing Employee:

Existing employees are not sure to get promotion. This discourages them to do the hard

work. This, in turn, boils down to decreasing productivity of the organization.

Recruitement philosophies

The traditional philosophy of recruiting has been to get as many people to apply

for a job as possible. A large number of jobseekers waiting in queues would make

the final selection difficult, often resulting in wrong selection. Job dissatisfaction and

employee turnover are the consequence of this. A persuasive agreement can be made that

matching the needs of the organization to the needs of the applicants will enhance the

effectiveness of the recruitment process. The result will be a workforce which is likely to

Recruitement philosophies

Realistic job previewjob compatiable

questionaire

47

stay with the organization longer and performs at a higher level of effectiveness. Two

approaches are available to bring about match. They are:

Realistic Job Preview (RJP)

Job Compatibility Questionnaire (JCQ)

Realistic Job Previews:

Realistic job preview provides complete job related information , both positive and

negative, to the applicants. The information provided will help job seekers to evaluate

the compatibility among the jobs and their personal ends before hiring decisions are

made. RJPs can result in self selection process- job applicant can decide where to

attend the interviews and tests for final selection or withdraw them the initial stage.

Research on realistic recruiting shows a lower rate of employee turnover incase of

employee recruited through RJPs, particularly for more complex jobs and higher level

of job satisfaction and performance, at the initial stage of employment. RJPs are

more beneficial for organization hiring at entry level, when there are unemployment.

Otherwise the approach may increase the cost of recruiting by increase the average

time it takes to fill each job.

Job Compatibility Questionnaire-

The job compatibility questionnaire was developed to determine whether applicant

preferences for work match the characteristics of the job. The JCQ is designed to

collect the information on aspect of a job, which has bearing on employee

performance, absenteeism, and turnover and job satisfaction. The underlying

assumption of the JQC is that greater the compatibility between an the jobseeker,

the greater the profitability of employee effectiveness and longer the tenure. The

JCQ is a 400- item instrument that measure job factors, which are related to

performance, satisfaction, turnover and absenteeism. Items cover the following job

factors: task requirement, physical environment, customer characteristics, peer

48

characteristics, leader characteristics, compensation preference, task variety, job

autonomy, physical demands, and work schedule

Recruitement Process

As stated earlier, recruitment is the process of location, identifying, and attracting capable applications for jobs available in an organization. Accordingly, the recruitment process comprises the following five steps:

Recruitement planning

strategy development

searching

screening

Evaluation and control

49

Recruitment planning;

Strategy Development;

Searching;

Screening;

Evaluation and Control.

Recruitment Planning: -

The first involved in the recruitment process is planning. Hire, planning involves to draft a

comprehensive job specification for the vacant position, outline its major and minor

responsibilities; the skills, experience and qualifications needed; grade and level of pay;

starting date; whether temporary or permanent; and mention of special condition, if

any, attached to the job to be filled.

Strategy Development:-

Once it is known how many with what qualification of candidates are required, the

next step involved in this regard is to device a suitable strategy for recruitment the

candidates 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.

50

Searching:-

This step involves attracting job seeders to the organization. There are broadly two

sources used to attract candidates. These are:

Internal Sources External Sources. Once a recruitment plan and strategy are worked out, the search process

can begin. Search involves two steps A). Source activation and

B). Selling.

A). Source Activation:

Typically, sources and search methods are activated by the issuance of

an employee requisition. This means that no actual recruiting takes place

until lone managers have verified that vacancy does exist or will exist.

If the organisation has planned well and done a good job of developing

its sources and search methods, activation soon results in a flood of

applications and/or resumes.

The application received must be screened. Those who pass have to be

contacted and invited for interview. Unsuccessful applicants must be sent

letter of regret. B). Selling:

A second issue to be addressed in the searching process concerns

communications. Here, organisation walks tightrope. On one hand, they

want to do whatever they can to attract desirable applicants. On the other

hand, they must resist the temptation of overselling their virtues.

In selling the organisation, both the message and the media deserve

attention. Message refers to the employment advertisement. With regards

to media, it may be stated that effectiveness of any recruiting message

depends on the media. Media are several-some have low credibility, while

others enjoy high credibility. Selection of medium or media needs to be

done with a lot of care.

51

Screening:-

Through 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 application have been screened and short listed. Let it be exemplified

with an example. In the Universities, application is invited for filling the post of Professors.

Application received in respond to invitation, i.e. advertisement are screened and short

listed on the basis of eligibility and suitability. Then, only the screened applicant are

invited for seminar presentation and personal interview. The selection process starts

from here, i.e., seminar presentation or interview. Job specification is invaluable n

screening. Applications are screened against the qualification, knowledge, skills, abilities,

interest and experience mentioned in the job specification. Those who do not qualify are

straightway eliminated from the selection process. The techniques used for screening

candidates are vary depending on the source of supply and method used for recruiting.

Preliminary applications, de-selections tests and screening interviews are common

techniques used for screening the candidates.

Evaluation and control:-

Given the considerable involved in the recruitment process, its evaluation and control is,

therefore, imperative. The costs generally incurred in a recruitment process include:

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.

In view of above, it is necessary for a prudent employed to try answering certain questions

like:

Whether the recruitment methods are appropriate and valid?

52

Whether the recruitment process followed in the organization is effective at all or not?

METHODS OF ECRUITMENT

Recruitment methods refer to the means by which an organization reaches to the

potential job seeker. It is important to mention that the recruitment methods are

different from the resources 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. These are;

Direct Method;

Indirect Method;

Third Party Method.

Brief descriptions of these are follows:

Direct Method:

In this method, the representatives of the organizations are sent to the potential

candidates in the educational and training institutes. They establish contacts with the

candidates seeking jobs. Person pursuing management, engineering, medical, etc.

programmers are mostly picked up the manner.

Sometimes, some employer firm establishes with professors and solicits information

about student with excellent academic records. Sending the recruiter to the

conventions, seminars, setting up exhibits at fairs and using mobile office to go to

the desired centers are some other methods used establish direct contact with the job

seekers.

53

Indirect Method;

Indirect methods include advertisements in the newspaper, on the radio and television,

in professional journals, technical magazines, etc. this method is useful when

Organization dose not find suitable candidates to be promoted to fill up the higher posts,

When the organization want to reach out a vast territory, and

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 sophisticated one, the more widely dispersed

advertisement is likely to be used to reach too many suitable candidates. Sometimes,

many organizations go for what referred to as blind advertisement in which only

Box No. is given and the identity of the organization is not disclosed. However,

organizations with regional or national repute do not usually use blind advertisements

for obvious reasons.

While placing an advertisement to reach to the potential candidates, the following

three points need to borne in mind:

o To visualize the type of the applicant one is trying recruit;

o To write out a list of the advantages the job will offer;

o To decide where to run the advertisement , i.e., newspaper with local,

o state, nation-wide and international reach or circulation.

Third Party Method:

These include the use of private employment agencies, management consultants,

professional bodies pr associations, employee referral or recommendation, voluntary

organization, trade banks, labor contractors, etc., to establish contact with the job

seekers.

Now, a question arises; which particular method is to be used to recruit employee in

the organization? The answer to it is that it will depend on the policy of the particular

54

firm, the position of the labor supply, the government regulations in this regard and

agreements with labor organizations. Notwithstanding, the best recruitment method is

to look first within the organization.

SELECTION

55

MEANING AND DEFINATION

Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is:-

“ It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job.’’

Recruitment and selection are the two crucial in the HR process and are often used interchangeably. There I, however, a fine distinction between the two steps. While recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs, selection is concerned with picking the right candidates from the pool of applicants. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. Selection, on the other hand, is negative in its application in as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates

2.2 ROLE OF SELECTION

The role of selection in an organization’s effectiveness is crucial for at least, two reasons; first, work performance depends on individuals. The best way to improve performance is to hire people who have the competence and the willingness to work. Arguing from the employee’s viewpoint, poor or inappropriate choice can be demoralizing to the individual concerned (who finds himself or herself

Four Approaches to Selection:

1). Ethnocentric Selection:

In this approach, staffing decisions are made at the organization‟s

headquarters. Subsidiaries have limited autonomy, and the employees from

the headquarters at home and abroad fill key jobs. Nationals from the parent

country dominate the organisations at home and abroad.

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2). Polycentric Selection:

In polycentric selection, each subsidiary is treated as a distinct national

entity with local control key financial targets and investment decisions. Local

citizens manage subsidiaries, but the key jobs remain with staff from the

parent country. This is the approach, which is largely practiced in our

country

3). Regiocentric Selection: -

Here, control within the group and the movements of staff are managed on a

regional basis, reflecting the particular disposition of business and operations

within the group. Regional managers have greater discretion in decision.

Movement of staff is largely restricted to specific geographical regions and

promotions to the jobs continue to be dominated by managers from the

parents company.

4). Geocentric Staffing: -

In this case, business strategy is integrated thoroughly on global basis. Staff

development and promotion are based on ability, not nationality. The broad

and other parts of the top management structure are thoroughly

international in composition. Needless to say, such organisations are

uncommon.

RECURITMENT AND SELECTION PROCEDURE OF BUNGE PVT. LTD.., RAJPURA

57

Requirement and job specification by concerned department to HR

↓

Planning – as per requirement and job specification

↓

Sources (Internal, External and Third Party)

↓

Resume’s Collection

↓

Preliminary Screening – HR

↓

Screening-Technical with head of Department (HOD)

↓

Short listing of Probable candidate for interview.

↓

Fixation of interview date.

↓

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Call Letter – For Interview

↓

Preparation of Interview Data Sheet and Assessment Sheet

↓

Interview of candidate by panel.

↓

Final Short listing of Probable Candidate by Interview Panel.

↓

Salary Derogations

↓

Approved by Management

↓

Offer letter

↓

Joining formalities

↓

59

Induction

↓

Report submitted to employees.

Explanation of procedure of Recruitment and selection in BUNGE PVT.LTD.RAJPURA

The procedure or process followed by ABC ltd, Rajpura for recruiting the members

can be described below:-

1. REQUIREMENT AND JOB SPECIFICATION BY

CONCERNED DEPARTMENT TO HR DEPARTMENT:-

→ The Recruitment process begins with Hr department receiving requisition for

recruitment from any department of company. This contains :-

- Posts to be filled.

- Duties to be performed

- Qualification Required

- Terms and conditions of employment

- Time by which the persons should be available for appointment etc.

“Job specification” are formal statements about the nature and conditions of work

which is supposed to be done. So, different’ department’s will submit the job specification’s

details of vacancies to the HR department.

60

2. PLANNING – AS PER REQUIREMENT AND JOB SPECIFACATION:-

HR Department will make plan to induct the employees for specific positions. As per

requirements the HR department will take into account the education, experience, training,

mental abilities etc.

HR will also make plan to recruit employees from different sources by considering the

details of Job vacancies the plans will made by personal department to fulfill the

requirements.

3. SOURCES – (internal, External and Third Party):-

Sources taken by HR department are of two kinds:-

1.Sources – Persons who are already working in an organization constitute the internal

sources. HR department will give preference to internal sources because they are

economical, suitable and reliable.

On the other hand, External Sources lie outside an organization. It gives Hr department to

make wide choices, appoint skilled people.

Personal Department of BUNGE PVT LTD, Rajpura choose that sources to fill a vacancy

which will be suitable.

RESUME COLLECTION:-

A Resume is a document that contains a summary or listing of relevant job experience

and education.

61

Resumes of interested applicants will be collected by HR department concerning job

vacancy HR department will find the skilled people for the vacancy by approaching

internal and external sources.

5. PRELIMINARY SCREENING – HR

When all the Resumes are collected, the preliminary screening will be done, Hr department

will divide the applicants in to 3 categories according to their qualifications, experiences

salary structure. The categories consists of :-

1. Highly qualified Applicants

2. Moderate or Average Applicants

3. Semi-Skilled Applicants

6. SCREENING– TECHNICAL WITH HOD

After Preliminary screening, HR department will send applications selected to the

concerned department then HR department with the help of concerned department decide

which applicants are to be finally shortlisted.

7. SHORTLISTING OF PROBABLE CANDIDATES FOR

INTERVIEW:-

When all the completed application forms have been received , members of the personnel

department study them to find the most suitable candidates .The standard application

form list all the information in the same order, Which make it easier to compare candidates

62

Three or four of the most suitable candidates will be put on a shortlist and invited to attend

an interview at a stated time on stated date. A formal letter may be sent to all the other

candidates thanking them for applying for the post .

8. FIXATION OF INTERVIEW DATE:-

The Date, Time and Venue for Interview will be fixed .

9. CALL LETTER – FOR INTERVIEW:-

Call Letter will be send to the applicants containing full information about the

Interview .Applicants will be informed through posts telephonic calls.

10 .PREPRATION OF INTERVIEW DATA SHEET AND ASSESMENT

SHEET:-

Selection Committee will prepare Data sheet and assessment sheet will be prepared.

11 .INTERVIEW OF CANDIDATE BY PANEL:-

Interview of shortlisted candidates will be conducted by HR dept on fixed date

Interview is usually the main feature of job selection Process. In panel Interview, Persons

more than one , interview a candidate at the same time .Questions may be asked in turn or

asked Random order as they arise.

12. FINAL SHORTLISTING OF PROBABLE CANDIDATE’S BY

INTERVIEW PANEL:-

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The assessment of performance of the candidate in Interview will be preferably be through

discussion and Consensus based on select aspects as contained in Performa enclosed (S-I)

13. SALARY NEGOTATIONS:-

An extremely important process in which job seekers attempt to obtain the best

compensation package possible , based on skills experience Industry salary range , and the

company’s guidelines.

Bunge Ltd also sings contract with all finally selected candidates.

14. APPROVED BY MANAGEMENT:-

In bunge pvtLtd, Rajpura of Executive Director Will be final and binding.

15. OFFER LETTER:-

A job offer letter is a document that confirms the details of an offer of employment . The

job offer letter includes details such as job description, reporting Relationship , Salary,

bonus Potential, benefits and more.. The job offer letter generally confirms the terms of

employer and candidate have agreed to for his for this employment during negotiations.

16. JOINING FORMALITIES:-

After Final selection of the candidates have to fill some of forms. The Candidate have to

fill joining forms and statutory forms. They are :-

1) ESI – (Employment state Insurance form) Declaration form, it applicable.

2) Provident fund Declaration form

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3) Form D under Punjab Factories Rules for nomination.

4) Form under Gratuity Act.

17. INDUCTION POLICY:-

Introduction or orientation programmed of an organization is a process to guide and

employee to familiarize them with the job and the organization. This process helps an

organization to clarify terms and conditions of employment, specific job requirement and

build confidence in the mind of new employee. Thus objective of orientation programmed

is to:-

Introduce the new employees with organization, environment , history tradition and

culture of the organization, achievement and future challenges, policies and expectation by

providing relevant information.

a) Create a positive attitude in the mind of the new employees.

b) Create a proper awareness in the new employees enabling them to understand the

business of the company

c) INDUCTION PROCESS IN BUNGE PVT Ltd

One day :- In accounts / marketing department

One day :- In production / engineering

Last day :- First half in material department and 2nd half in time office / security for

preparing his report.

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The concerned Head of Department is empowered to extend duration of the

Induction / Training, if he deems fit. The trainee/new employee submits the department on

completion of his induction.

In some industries / organization placement is also clubbed with induction as most

of the organization put new employees on probation for specified/stipulated period (in

ABC, it is 6 month). Periodically performance of these employees is reviewed through a

feedback system form the controlling authority. Phenomenon of placement is nothing but

assigning jobs to the employees for which they have been indentified suitable. Generally it

arises when a group of trainees are recruited and the Organization makes provision for

short-term placement to identify the true potential of the employee. The employees are

allowed to work on different jobs through a systematic job rotation program. At a later

stage permanent job allocation is affected matching the employee’s competence I am

enclosing a copy of feed back form.

PROBLEMS IN EFFCTIVE SELECTION: -

The main objective of selection is to hire people having competence and commitment.

This objective s often defeated because of certain barriers. The impediments, which

check effectiveness of selection, are perception, fairness, validity, reliability and

pressure.

Perception: -Our inability to understand others accurately is probably the most

fundamental barrier to selecting the right candidate.

Selection demands an individual or a group of people to assess and compare the

respective competencies of others, with the aim of choosing the right persons for the

jobs. But our views are highly personalized.

66

Fairness in selection requires that no individual should be discriminated against on

the basis of religion, region, race or gender. But the low numbers of women and other

less privileged sections of the society in middle and senior management positions and

open discrimination on the basis of age in job advertisements and in the selection

process would suggest that all the efforts to minimize inequity have not been effective.

Validity, as explained earlier, is a test that helps predict job performance of an

incumbent. A test that has been validated can differentiate between the employees

who perform well and those who will not. However, a validated test does not predict

job success accurately. It can only increase possibility of success.

Reliability: -A reliable method is one, which will produce consistent results

when repeated in similar situations. Like validated test, a reliable test may

fail to predict job performance with precision.

Pressure: - Pressure is brought on the selectors by politicians, bureaucrats,

relatives, friends and peers to select particular candidates. Candidates

selected because of compulsions are obviously not the right ones.

RESEARCH METHODOLOGY

67

Research methodology is a way to systematically solve the research problem.

Research methodology constitutes of research methods, selection criterion of

research methods, used in context of research study and explanation of using

of a particular method or technique so that research results are capable of

being evaluated either by researcher himself or by others. Why a research

study has been undertaken, how the research problem has been formulated,

why data have been collected and what particular technique of analyzing

data has been used and a best of similar other question are usually answered

when we talk of Research methodology concerning a research problem or

study. The main aim of research is to find out the truth which is hidden and

which has not been discovered as yet

Research Design

The Research design is the blue print for the fulfillment of objectives and answering

questions. It is frame-work which determines the course of action towards the

collection and analysis of required data. It is a master plan specifying the method

and procedures for collecting and analyzing the method information. Descriptive

Research is used in this study, as the main aim is to describe characteristics of the

phenomenon or a situation.

4. Data Collection

The Sources of data includes :-

1. Primary Data Sources.

2. Secondary Data Sources.

Primary Data Sources :- Primary Data has been Collectly directly from sample

respondents through questionnaires with the help of interview.

Secondary Data Sources:- Secondary data sources are those which has already been used

and kept as records like website of company, manuals reports etc.

68

Sample Design:- Sample design is definite plan determines before any data is actually

obtained for a sample from a given population.

Target Population : Employers

Sample Unit : Individual

Sampling Technique : Convenient sampling

Sample size : 100 respondent

Area of Study :- Bunge Company, Rajpura.

ANNEXURE

69

Q1. Does your Company have a clearly stated Recruitment and Selection policy?

Clarity of Recruitment System

a

76% Employers agree that the Company have clearly stated Recruitment and Selection

policy 20% says up to some extent and 4% do not agree.

70

Q2. What are the quality of BUNGE PVT Ltd. Rajpura, Recruitment System?

Qualities of ABC Ltd., Rajpura Recruitment System

a. Quick Response Time for Requirement

b. Bringing in Quality People.

c. Proper Co-ordination with other teams or departments.

d. Efficient Maintenance and updating Database.

71

Q3. What Recruitment Sources are used in BUNGE PVT Ltd. Rajpura?

Sources of Recruitment

20% say they use Employment Exchanges, and

20% say they use Employee Referrals and

10% of Advertisement sources are used and

50% of Consultants are used.

72

Q4. Rank the Qualities in the Order of your Preference on the Basis of which you select

candidate?

Ranking of Quality of Candidate

Rank Given

Qualification 5

Experience 3

Skills 4

Personality 2

Depends on job Variety 1

{job profile and job description}

73

Q5. DoesBUNGE PVT Ltd., Rajpura ask candidates to enter into Bonds with them

Existence of Bond Policy

80% say yes that they ask candidates to enter into Bonds and 20% do not agree.

Mostly bond system exists in Non Managerial Staff.

74

Q6. Do you have a trained staff to take Recruitment and Selection decision in

accordance with current employment legislation?

Existence of Current Employment Legislation System

90% of employers agree that they have current Employment Legislation and 10%

do not have any views.

75

Q7. Your company BUNGE PVT Ltd, Rajpura is Not Conducting any test ? Do You

think it affect your selection of the candidates ?

View on Conduct of Test

85% of employers agree that not conducting test will affect their selection procedure and

10% do not agree and 5%have not gives any view.

76

Q8. Opinion about the overall image of the undertaking as evidenced by the number of

applicants. If recruitment is done through External Sources.

RESPONSE OF EXTERNAL SOURCES

20% employers say they have good response and

80% say response is satisfactory.

77

Q9. Normally, how much response is from candidates covering different regions?

Response of Candidates covering different Regions

12% employers agree that they have good response from different regions. 5% say

they do have enough employees from distant place and 83% employees say response

is satisfa

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CONCLUSION AND SUGGESTIONS

FINDINGS:

The company bunge pvt Ltd is following the clearly stated recruitment and

selection policies. There is also proper coordination among the various departments.

Consultants play and important role in recruitments. job profile and job description plays

an important role while selecting an candidates.

Having gone through the entire system of Recruitment and Selection procedure in

bunge pvt ltd, Rajpura, I tried to analyze in detail keeping view the general Recruitment

and Selection process. Though the system is effective an functional, I feel the below

mentioned recommendations and suggestions will go along to improve the existing system:-

1.BUNGE ltd, is not conducting any of the test while recruiting the people the committee

should conduct test like aptitude test, intelligence test, stress test, etc for the high posts and

which have high work load. This will help in bringing efficient people in the company.

2. BUNGE ltd, should improve their salary structure to encourage more applicants to

apply.

3. BUNGE ltd, should use wide advertisement methods like electronic media so that

information can reach to far places.

4. BUNGE ltd, should provide mare incentives to the employees like bonus , increase

in HRA, etc to attract the new applicants.

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LIMITATION OF STUDY

The study provide an inside into the HR and other aspects of Bunge India pvt

ltd.every study will be bound with certain limitations.the below mentioned are the

constraints under which the study is carried out

one of the limitation of the study was lack of availability of ample information.most

of the information has been kept confidential as per policy of company

time was an important limitation

Reliability on usage of secondary data is another limitaon.

The sample size taken over a limited period may have a maegin of error.

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QUESTIONARIES FOR SELECTION COMMITTEE IN BUNGE LTD.

Ques 1 :- Does your company have clearly stated recruitment and selection policy?

1.Yes 2.No 3.To some extent

Ques 2 :- What are the quality of BUNGE PVT Ltd., Rajpura recruitment

systemQuick response time for requirement. Bringing in quality people.

Proper coordination with other teams or department

Efficient maintain and updating database.

Ques 3 :- What recruitment sources are used in BUNGE PVT LTD Rajpura ?

1. Adverstisement

2. Employee referral

3. Consultant.

4. Employment Exchanges.

Ques 4 : -Rank the qualities in the order of your preference on the basis of which you select

candidate?

Qualification

Experience

Skills

Personality

Depends on job variety.

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Ques 5 :- Does BUNGE PVT Ltd., Rajpura ask candidates to enter into bonds with

them.

Yes

No

If yes then what kind of job or department.

Ques 6 :- Do you have any reservation system?

Yes No

Ques 7 :- Do you have trained staff to take recruitment and selection decision in

accordance with current employment legislation?

Yes No

Ques 8 :- Your company BUNGE PVT Ltd., Rajpura is not conducted any test? Do

you think it effects your selection of the candidates?

Yes No Don’t know

Ques 9 :- Opinion about the overall image of the undertaking as evidenced by the

number of applicants – if recruitment is done through external sources?

(1) Good (ii) Satisfactory (iii) Poor

Ques 10 :- Normally, How much response is from candidates covering different regions?

82

Not satisfactory Satisfactory Good

Ques 11 :- Do you have laid down Performa of assessment for members of interview

panel.

Yes No

83

BIBLIO-GRAPHY

1. Awasthappa, k “Human Resource and Personnel Management ”published by Tata

McGraw-Hill publishing company limited, New Dehli.

2. Armstrong, Michael(1988),”A Handbook of Personnel Management Practice,

“Published by Kogan,London.

3. Rensis likert,” The Human Organisation:Its Management andValue”Mc-GrawHill

Book Company, New York.

4. Yoder Dale, “Personnel Management and Industrial Relations”1967.

5. KS Khotari,”Research Methodology.

6. R.K.Sur and Sanjiv Verma,”Organizational Behaviour”.

7. Shashi K Gupta and Rosy Joshi,”Organizational Behaviour”.

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References

1. www.google.com

2. www.yahoo.com

3. projects.com

4. http://en.wikipedia.org/wiki

5. http://www.managament help.org/

6. http://recuritment.naukrihub.com./(Project)