INTRODUCTION

Today, in every organization personnel planning as an activity is necessary. It is an

important part of an organization. Human Resource Planning is a vital ingredient for the success
of the organization in the long run. There are certain ways that are to be followed by every
organization, which ensures that it has right number and kind of people, at the right place and
right time, so that organization can achieve its planned objective.
The objectives of Human Resource Department are Human Resource Planning,
Recruitment and Selection, Training and Development, Career planning, Transfer and
Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special
attention and proper planning and implementation.
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.
With reference to this context, 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 through which an Organization gets suitable
application. Scientific Recruitment and Selection, which an Organization should follow for, right
manpower. Job Analysis, which gives an idea about the requirement of the job. Next is Selection
process, which includes steps of Selection, Types of Test, Types of Interview, Common
Interview Problems and their Solutions. Approaches to Selection, Scientific Selection Policy,
Selection in India and problems.
Recruitment and Selection are simultaneous process and are incomplete without each
other. They are important components of the organization and are different from each other.
Since all the aspect needs practical example and explanation this project includes Recruitment
and selection Process of Tirumala Milk Products Pvt.Ltd., And a practical case study. It also
contains addresses of various and top placement consultants and the pricelist of advertisements
in the magazine.

RECRUITMENT
Recruitment is an important stage in the process of procurement, which continues with
selection and ceases with the placement of the candidates. It is the Second step in the
procurement function, the first being the number and types of people necessary for the specified
job to ensure the continued operation of the organization.

DIFINITIONS
Recruitment is the process to discover the potential applicants for actual or anticipated
organizational vacancies
(Or)
It is a linking activity bringing together those with jobs and those seeking for jobs.
According to Yoder, Recruitment is the process to discover the sources of manpower to
meet the recruitment of the staffing schedule and to employ effective measures for attracting that
manpower in adequate number to facilitate effective selection of an efficient working force
According to Edwin B. Flippo, Recruitment is both a positive and a negative activity.
Recruitment is a Process of searching for the prospective employees and stimulating and
encouraging them to apply for jobs in organization. It is often termed positive in which it
stimulates the people to apply for jobs to increase the hiring ratio i.e., the number of applicants
for a job Selection on the other hand tends to be negative because it rejects a good number of
those who apply, leaving only the best to hired

SELECTION
Next to recruitment, the logical step in the HR process is selection of qualified and
competent people. The selection procedure is concerned with securing relevant information
about an applicant. This information is secured in a number of steps or stages.

DEFINITIONS
Selection is the compared to series of successive hurdles or barriers which an applicant
must cross. These are intended as screens, and they are designed to eliminate an unqualified
applicant at any point in the process.

According to Yoder, Selection process is of one or many go, no-go gauges. Candidates
are screened by the application of these tools. Qualified applicants go on the next hurdle, which
the unqualified are eliminated.
The traditional selection process includes, Preliminary screening interview, completion
of application form, employment tests, comprehensive interview, background investigations
physical examination and final employment decision to hire.
To select means to choose. Selection is the process of picking individuals who have
relevant qualifications to fill jobs in an organization. The basic purpose is to choose the
individual who can most successfully perform the job form the pool of qualified candidates.

NEED FOR THE STUDY

The study aims at understanding various issues involved in recruitment process.
The study was done only to know the various sources of recruitment.
In order to get the right kind of people in the right place at right time an organization
should have the specific and clear personnel policies and recruitment methods which are
very essential to the growth of organization.
To analyze how the recruitment process is going in the organization.

OBJECTIVES OF THE STUDY

To present theoretical frame work of recruitment and selection.
To find out effectiveness of recruitment and selection process in Tirumala Milk

Products Pvt. Ltd.,

To study various techniques used by organization for recruitment and selection
process.
To study the various dimensions and determine the concept of employee recruitment
and selection in Tirumala Milk Products Pvt. Ltd.,
To understand how other factors are influence employee recruitment and selection.
To present the company & Industry profile.
To offer findings, suggestions & conclusions of the study.

RESEARCH METHODOLGY
This report contains a detailed statistical analysis of the results to survey regarding the
project work in HR, topic Recruitment and Selection Process. The Result
Analysis includes answers from all respondents who took survey in the 35 days period
from 06th May, 2013 to 08th June, 2013 inclusive.
Report Contents
This report is divided into four sections:
1. Introduction
2. Results Analysis
3. Questionnaire
4. Notes
The Introduction (this section) contains an overview of the report structure.
The Results Analysis section contains a summary and statistical analysis of the results
to each question in your survey.
The Questionnaire section lists all questions in your surveys questionnaire. This is
provided as a reference to help you interpret the Results Analysis.
The Notes sections contain definitions of key terms and tips on how to interpret your
results.

Methodology:
The survey plays an important role in disseminating the information and facilitating
the process of recruiting but the methodology that we have employed for the Tirumala
Milk Products Pvt. Ltd., is questionnaire for the employee with open and close ended
questions in order to know their expectations.
In determining the sample design, specific parameters, which are of interest to our
survey, have to be mentioned. Examples of Parameters are the positions we will focus
on for our survey and the number of employees we will interview from each position

1. Research Design: The researcher took the approach of the survey method. These
surveys are conducted through personal interviews and questionnaires for the
respondents. The respondents go through the questionnaires to give their responses
and thus, the data was collected for primary data.

2. Type of Research: The type of research is a descriptive research. Therefore for

the research approach, survey method was used. The required data is gathered
through personal interviews and questionnaires from the respondents.

3. Type of Survey: Convenience sampling techniques.

4. Sample Size: Sample of 100 employees were approached for collecting the data.
5. Research Instrument:
a. Questionnaires: The interview guide was used especially to make the study
complete and objective. The information gathered in the personal interview
methods, are questions that are answered in objective type. The questionnaire
was used to collect the bulk of data.

b. Bar Charts: Bar charts are the diagrammatic representation of the data.
Data Sources:
Data is collected from primary and secondary sources collection of data is of primary
importance in the research process. Data which is collected for the purpose of research helps in
proper analysis to develop the finding which is helpful to conduct research effectively. The data
source, which is very important in the collection of data, is primary data and the secondary data.
Both primary and secondary data are taken into consideration for the study of Recruitment and
Selection process.

Primary Data:
Primary data is first-hand information, which the researcher gets from the bulk of
sample. The primary data source for my study is from an interview and well-guided
questionnaire.

Secondary Data:
Secondary data was collected from the company record and research materials previously
published.

Data Processing:
It was done with almost case to ensure valid and reliable results of data analysis. The
tabulation was made depending on the nature and size of the data obtained. Depending on the
7

nature of the questions, the data was processed using percentage analysis and weighted average to
consolidate the results.

Percentage Analysis:
Percentage analysis is used to find the percentage value of all the entire different question
used in finding comparison between two or more series of data.
Number of Respondents
Percentage Analysis = --------------------------------- * 100
Total No. of Respondents

SCOPE OF THE STUDY

The present study is limited to the Tirumala Milk Products Pvt. Ltd located at
Narasaraopet only.
The study was done in 35 Days only.
The study includes Middle level Employees only
The study covers aspects of recruitment and selection only.

LIMITATIONS OF THE STUDY

The study limits the sample size100 only.

The time period of project is only 35 days.

The data was collected as per the convenience of respondents.
The study results may not be accurate same as in the future.
The data was collected as per the convenience of employees.

10

INDUSTRY PROFILE
The domestication of cattle occurred between 6000 and 10,000 years ago. Not much
known about the history of this period, but men probably hunted cattle as wild animals prior to
the time that they were domesticated.
Later the cow was made as sacred animal and is still so considered by a part of the
population of India.
Various stages of dairy industry origin as follows:-

THE DAIRY INDUSTRY PRIOR TO 1850:

For over 225 years following the first settlements in America very little changes look
place in the methods of producing milk or in the manufacture of dairy products.
Feed supplies has to be shipped from the country areas and ordinance regarding dairy
barns became more and more strict gradually farmers within easy driveling distance began
delivering milk over regular routes in the cities. The development was not spectacular, but the
stage was set for the many changes, which were to take place in years to follow.

THE DAIRY INDUSTRY AFTER 1850:

The modern dairy emerged in the middle of the 19 th centuries. Among the many factors,
which have played important roles in the evaluation of the modern dairy industry the following
may be mentioned.
1. The factory system.
2. Improved machinery.
3. Transportation.
4. Economic factors.
5. Research and scientific investigation.
6. Improved livestock.
India has the potential to become a leading exporter of milk and milk products. Due to
low labour cost, the cost of milk production is significantly low here. To boost exports, the dairy
industry needs to focus on quality and productivity. Significant investment has to be made in
milk procurement equipment and chilling and refrigeration facilities.
Dairy industry contributes significantly to the economy as well as to the rural poor by
providing an opportunity to uplift them by generating additional income thought it. Dairying has
been practiced as rural cottage industry since ages.

11

India accounts one-sixth of cattle and half off buffalo population of the world. Among 70
million rural households in India in 2001, those operating up to two hectares form 42 percent of
the households and 37 percent are land less.
Indias dairying industry is today in a state of dynamic transition with rapid development
in milk production and marketing by virtue of the efforts made by the government of India under
various programs for benefiting the small rural milk producers and the underprivileged urban
consumers.
The direct contribution of dairying to the rural sector through additional income and
employment to the producer is well recognized.
The first and foremost requirement of modern marketing is to understand the customer
needs, and create need develop strategies to bring the customers right elements of the i.e.,
product offering, positioning distribution channels etc. to satisfy the needs.
Market entry strategies for developing market, like India, can`t be developed by middle
managers whose only experience spans distribution and channels of management. Though India
has over vast geographical area yet it is not successful especially for perishable goods such as
vegetables, food items, milky fruits etc., milk is consumed as a product of food from the past.
But it is not commercialized still at the end of the 19Th centuries.
In India milk is began in the early of the 20th

century. But the market of the milk

industry is developed after independence due to scientific knowledge in processing, storage, and
transportation facilities.

IMPORTANCE OF DAIRY INDUSTRY:

Data collected by bureau of human nutrition and home economics for the year 1944 and
1945 showed that dairy products contained 75% of the calcium and 45%of riboflavin in the total
food supply as well as 24% of the total protein,17% of the vitamins and 17% calories.
In 1946 the first company was established in kaiva District co-operative milk produces
known as AMUL throughout the Nation wide and their different companies were developed
throughout country form Govt. side and also private side. In Andhra Pradesh the leading
companies are A.P. dairy development under the brand names Vijaya, Dodla, Ravilla, Heritage,
Jercy, Creamlines, and Mother Dairy etc.

12

The milk and dairy product ranks as the largest source of income to the farmer of United
States. For the country over 20 percent of the total agricultural income is from milk or cream
sold, the sale of cream and butter by farmers in 1948 totaled more than $4400,000,000.
In addition to the 24,000 people of the dairy firms many others persons and families must be
employed in moving and processing the milk and milk products before there each the consumers
table. The exact number of people engaged in these fields in unknown.

DAIRY PRODUCTS:
A dairy is a place for handling of milk and milk products. Technology refers to the
application of scientific knowledge for practical purposes. Dairy technology has been defined as
that a branch of dairy science, which deals with the processing of milk and manufacture of milk
products.
In India dairying has been practiced as a rural cottage industry from remote places in the
past. Due to scientific knowledge in processing and pasteurization.
Dairy is developed as a separate industry. The main reason for developing of this industry
is above to increase in population of urban areas and more consumption of milk in the areas of
soft drinks.
In the earlier years each house hold maintains his/her own cattle or secures milk form its
neighbor. As the urban population increases fewer households could keep cattle for private use.
But the high cost of milk production, problems of sanitation etc., restricted the practice and
gradually the family cattle in the city was eliminated and city cattle were all sent back to the
rural areas.

Gradually formers in the cities began delivering milk over regular routes within easy
driving distances. This was the beginning of the fluid milk-sheds, which surrounded the large
cities. With the modern knowledge of protection of milk during transportation and scientific
knowledge in processing for pasteurization improves rapidly dairy as a special industry.
A dairy is a place for handling of milk and milk products. Technology refers to the
application of scientific knowledge for practical purposes. Dairy technology has been defined as
that a branch of dairy science, which deals with the processing of milk and manufacture of milk
products.
13

In India dairying has been practiced as a rural cottage industry from remote places in the
past. Due to scientific knowledge in processing and pasteurization.
Dairy is developed as a separate industry. The main reason for developing of this industry is
above to increase in population of urban areas and more consumption of milk in the areas of soft
drinks.
In the earlier years each house hold maintains his/her own cattle or secures milk from its
neighbor. As the urban population increases fewer households could keep cattle for private use.
But the high cost of milk production, problems of sanitation etc. restricted the practice and
gradually the family cattle in the city was eliminated and city cattle were all sent back to the
rural areas.
Gradually formers in the cities began delivering milk over regular routes within easy
driving distances. This was the beginning of the fluid milk-sheds, which surrounded the large
cities.
With the modern knowledge of protection of milk during transportation and scientific
knowledge in processing for pasteurization improves rapidly dairy as a special industry.

CONSTITUTENTS OF MILK:

14

Milk as an article of food for mankind antidotes the earliest record history. Milk ranges in
color forma bluish-white to an almost golden-yellow depending up on the breed of cattle and the
amount of fat solids present.
It is important that everyone should become familiar with the chief components of milk.
CONSTITUENTS

PERCENTAGES

Water

87.00

Fat

4.00

Protein

3.50

Carbohydrates

4.80

Mineral salts

0.7

Total

100.00

MANUFACTURING PROCESS OF MILK

15

RECEIVING MILK

(GRADING, SAMPLING, WEIGHING, TESTING)

PREHEATING (350-400 C)

FILTRATION/CLARIFICATION

COOLING AND STRONG (50 C OR BELOW)

STANDARDIZATION

PASTEURIZATION (63 C/30 MTS (OR) C/15 Sec)

HOMOGENIZATION (2500 PSI)

MARKETING OF MILK:
16

Tirumala milk products (Pvt) Ltd has gone one level channel of distribution of Tirumala
marketing.

Manufacturer

Milk selling agent

Customers

It has extensive selling agents in Nellore, Gudur, Tirupati, Vijayawada, Guntur, Ongole,
Bangalore, Chennai and Hyderabad.

PROCUREMENT OF MILK:
The main content required of dairy is milk. It procures milk producer (farmer) covering over
200 villages in Guntur and Prakasam district.
In each village one agent will be there collects milk of that village from milk producers. They
collect both in the morning and evening. Company has its own vehicles to get the collected milk
is each village.

DEMAND AND SUPPLY:

The minimum quality of milk per capital consumption recommended Indian Council of Medical
Research is 210 grams per person per day against actual per capital consumption of 178 grams.
Thus there is deficit, of 96 Lakhs tones of milk per annum.
Which indicates a great demand for milk in the domestic market (source: Dairy India 1992).In
addition by products like ghee, cream, milk powder, butter and cheese will be marketed.

MILK INDUSTRY IN INDIA:

Today India is the largest milk producing country in the world. The milk producing states in
India are Punjab, Haryana, Rajasthan, Gujarat, Maharashtra, Andhrapradesh, Karnataka and
Tamilnadu. A cattle farming is one of the important aspects of the overall development process
in India.
It is said that it is one of the bounded sectors of agriculture. It has been the important of the
National Economic Development Process all these years. Nearly 5% of the Indian population of
the country directly or indirectly depends on milk production and it`s sales for their livelihood.

17

Everyone without any age limit consumers milk. Today because of the modern technology the
cattle breeding has been revolutionized. Outdated methods of extraction of milk from the cattle
of the discarded .New and innovative methods are being widely adopted.
India today is proud to say that it is the largest producer of the milk and its products. Many
dairy firms have been established in the country at different areas as per the requirements of the
people i.e. the consumer, both by the public sector and private sector.
Milk is one of the heavenly foods i.e. prescribed by a doctor, a physician. Everyone without sex
relation, are limit drinks milk directly or indirectly. Milk is a mixture of protein, vitamins,
carbohydrates and fat contains which is helpful for the growth of the humans. Dairy farming aim
is to supply better quality of milk to the consumers.
In 1946 the first company was established in kaiva District co-operative milk produces known as
AMUL throughout the Nation wide and their different companies were developed throughout
country form Govt. side and also private side. In Andhra Pradesh the leading companies are A.P.
dairy development under the brand names Vijaya, Dodla, Ravilla, Heritage, Jercy, Creamlines,
and Mother Dairy etc.

MILK PRODUCTION IN INDIA

YEAR

Qty (in Million tons)

1955-61

17.40

1961-66

20.38

1966-71

19.37

1971-76

38.35

1976-81

46.30

1981-86

42.40

1986-91

50.00

1991-96

60.00

1996-99

79.00

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2001-06

99.00

2006-09

109.45

2009-2012

123.58

In India milk production has been increasing gradually for several years. During till
1971 the increasing ration was very small after that milk production has increased rapidly
because of green revolution and some other pilot programmed.

MILK POTENTIAL:
Milk is the only natural product i.e. daily used by the people at regular intervals for
different purposes. The nutritional potential is ideal in quality and balanced to satisfied humanacid requirements. The contents of minerals and vitamins are unique both in proportion and in
quality nutrients that are essential for man`s growth and developments.
Milk has a very complex composition. It constituents are disposed in aqueous solutions,
such as chlorides; sodium and potassium are present in molecular dispersion, phosphate in
colloidal dispersion, and the fat in emulsion.
The average per capital consumption of milk in India is only 212 gram per day as against
the world average of 303 grams. Malnutrition can be easily wiped out in our country by
developing the dairy industry.

EXPORT POTENTIAL:
India has the potential to become one of the leading players in milk and milk products
exports. The country is located amidst major milk-deficit countries in Asia and Africa. Major
importers of milk and milk products are Bangladesh, China, Hongkong, Singapore, Thailand,
Malaysia the Philippines, Japan, the UAE, and Oman-all located close to India. Milk production
is scale -insensitive and labour-intensive. Due to low labour cost of milk production is
significantly low in India.

STRENGTHS:
Demand is absolutely optimistic. Margins are quite reasonable even on packed liquid
milk.
Tremendous flexibility of product mix, abundance of raw material, and locally available
professionally trained, technical human resource pool are the other plus points. Presently, more
19

than 80 percent of milk produced is flowing into unorganized sector, which requires proper
channelization.

WEAKNESSES:
Perishability:
Pasteurization has overcome this problem partially. UHT gives milk long life .Surely,
many new processes will follow to improve milk quality and extend its shelf life.

Lack of concept over yield:

Theoretically, there is little control over milk yield. However, increased
awareness of developments like embryo transplant, artificial inseminations, and properly
managed animal husbandry practices, coupled, with higher income to rural milk producers,
should automatically lead to improvement in milk yields.

Logistics of procurement:
Bad roads and inadequate transportation facility make milk procurement problematic.
But with the overall economic improvement in India, these problems would also get solved.

Problematic distribution:
If ice-creams can be sold virtually at every nook and corner, why can`t we sell other
dairy products too? It is only a matter of time before we see the emergence of a cold chain
linking the producer to the refrigerator at the consumer`s home.

Competition:
With so many people entering this industry, competition has to be faced as a ground
reality. The market is large enough for many to serve out their niche.

OPPORTUNITIES:
Value addition:
There is a large scope for innovations in product development, packaging, and
presentation steps should be taken to introduce value-added products like ice-creams, panneer,
lassi, khoa, basundi, doodhpeda, flavored milk, dairy sweets, etc. This will lead to a greater
presence and flexibility in the market place along with opportunities in the field of brand
building. Cultured products like yoghurt and cheese lend further strength both in terms of
utilization of resources and presence in the market place. Other products are infant foods,
geriatric foods, as nutritionals.

Export potential:
Efforts to exploit potential are already on. Amul is exporting to Bangladesh, Srilanka,
Nigeria, and the Middle East. Following the new GATT treaty, opportunities will increase
tremendously for the export of agri-products in general and dairy products in particular.

THREATS:

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Today, milk vendors occupy the pride of place in the industry. Organized
dissemination of information about the harm that they are doing to producers and consumers
should see a steady decline in their importance.
Strengths and opportunities far outweigh weaknesses and threats. Strengths and
opportunities are fundamental, while weaknesses and threats are transitory. Any investment idea
can do well only when you have entrepreneurship, innovative approach, and values (of quality
ethics).The Indian dairy industry, following it`s deli censing, is attracting a large number of
entrepreneurs. Their success in dairying depends on factors such as an efficient yet economical
procurement network, hygienic and cost-effective processing, and innovations in the market
place.

PROCESSING OF MILK:
Pasteurization:
The term pasteurization, applied to market milk today, refers to the process of heating
every practical of milk to at least 630 C or 1450 F for 30 minutes .After pasteurization, the milk
is immediately cooled to 50 C(41 F) or below .
As it is difficult to exercise strict supervision over milk supplies, it becomes necessary to
pasteurize milk so as to make it safe for human consumption. Milk is pasteurized to render it
safe for human consumption by destruction of sent percent pathogenic microorganisms and to
improve the keeping quality of milk by destruction of almost all-spoiling organisms.

Standardization:
Standardization of milk refers to adjustment of the fat and /or solids not fat percentage
of milk to desired value so as to conform to the legal or other Requirements. Milk is
standardized by the addition of milk or cream with a higher or lower fat percentage than of milk
to be standardized.
Sometimes the additions of skimmed milk wills do. Downward standardization for
fat is practiced is many countries. The surplus is transformed into butter or ghee.

Recombination:
This refers to the product obtained when butter, oils, skimmed milk powder, and water are
combined in the correct preposition to yield fluid milk.
The Prevention of Food Adulteration Act Rules 1976 defines recombined product as the
milk product resulting from the combining of milk fat and milk solids not fat in one or more of
the various forms with or without water.

21

Under the prevention of Food Adulteration Act Rules 1976, recombined milk throughout
the century should contain a minimum of 30% fat and 8.5% solids not fat. The Food and
Agriculture Organization of the United Nations extensively produced recombined milk under the
operation flood scheme in Mumbai, Kolkata, Delhi, and Chennai during 1970-74, from butter oil
and skimmed milk powder donated under the World Food Programmed Project.
The technique of recombination involves dispersion of milk powder in water at about 45c,
addition of milk fat to make a mixture, filtration and clarification of the mixture, followed by
homogenization and pasteurization at 75 C for 15 Seconds
The physical, chemical, and functional properties of raw material and used in such
preparation determine the flavor, acceptability, and shelf life of the recombined product. The use
of low-heat, on-fat milk powder with quick wetting ability, increased solubility, and improved
dispensability results into acceptable milk. The introduction of butter oil without appropriate
technology of it has caused problem in acceptance of recombined milk.
Toning:
Toned milk refers to milk obtained on addition of water and skimmed milk powder to
while milk .Under the Prevention of Food Adulteration Rules 1976, toned milk should contain a
minimum of 3% fat 8.5% solids not fat throughout the country.
Toned milk is also called single toned milk and is prepared by toning milk with fresh
separated milk reconstituted from spray-dried skimmed milk powder.
Sometimes, milk is double-toned in order to provide cheap milk (with fat content only
1.5%) to weaker sections. Toning is a process of reducing fat content i.e. mainly used for
providing cheap milk to the poor.

22

COMPANY PROFILE

Tirumala Milk Products (P) Ltd., established in 13th November - 1998. It is one of the
fastest growing private sector enterprises in India with a team of dedicated professionals. The
company has one of the most modern and versatile plants in the Indian Dairy Industry with state
of the art technology.
Tirumala Milk Products (P) Ltd., is a professionally managed company engaged in the
manufacture of a wide range of dairy products which include milk in sachets, Tetra Fino Paks,
sweets, flavored milk, curd in cups and sachets, Milk Powder, Butter, Ghee, Butter oil, Panneer
and Ice cream in bulk as well as in consumer packs.
Our Registered Office is located at Kavuri Hills, Madhapur, Hyderabad.
Tirumala Milk Products (P) Ltd., sells a rich, nutritious, tasty and healthy food products
under well-known brand. Taste, Health, Convenience, reliability and vitality for consumers are
key characteristics.
We have consignment agents spread across states of Rajasthan, Gujarat and Mumbai for selling
Ghee in bulk and consumers packs.

23

Vision & Mission:

Vision
To produce and supply superior quality products with exceptional customer service to
eventually grow as market leader in dairy industry.

Mission
Tirumala Milk Products (P) LTD. will constantly strive to market quality products at
competitive prices; provide value to our business partners, all the while delivering exceptional
customer service with the highest regard for business ethics.

Board of Directors:
Tirumala Milk Products (P) Ltd., has a seasoned Board of Directors with a collective
blend of visionary leadership, consumer marketing expertise, Milk procurement Orientation and
technological prowess.
Thirumala milk products private ltd Board of Directors comprise of:

B. Brahma Naidu Managing Director

D. Brahmanadam Joint Managing Director

B. Nageswara Rao Director

N. Venkata Rao Director

Shankar Narayanan Director

B.Brahma Naidu, Managing Director,

He is the Managing Director of Tirumala Milk Products Pvt. Ltd., based at Narasaraopet,
Guntur District, Andhra Pradesh, India.

24

Mr. Naidu hails from a farming family and started his career at a young age of 18 with a
transport business. In 1992, when Government of India de-licensed Dairy Industry which
enabled establishment of dairies in private sector, he opened a Milk Chilling unit in partnership
with Mr. B. Nageswara Rao and Mr. D. Brahmandam. Later based on the market research and
demand he planned to sell milk in packets under the brand name of "THIRUMALA" in Chennai
city by hiring a Milk Processing Plant. Subsequently, a packing plant was established in the year
1995 at Vellalacheruvu Village, Santhamagulur Mandal, Prakasam District and establishment of
other dairy plants at GUDUR, PALAMANERU, BHIMADOLU, HYDERABAD, VIZAG &
CINGEE (T.N) followed.
To meet the growing demand for Tirumala Milk and Dairy Products is instrumental in setting up
chilling centers and bulk milk centers which are operational for procurement of Milk.
Mr. Naidu monitors day-to-day operations and develops strategies for continuous
improvement of quality, efficiency and Business Development.

D. Brahmanadam Joint Managing Directo

He is the Joint Managing Director of Tirumala Milk Products Pvt. Ltd., and he is
based at Anna Nagar, Chennai. Hailing from an agricultural family, Mr. Brahmanadam
started his career at the age of 21 Years. After completion of his education at Narasaraopet,
worked in Procurement Team of The Guntur District Milk Producers Co-operative Union
and was based at Narsaraopet. He went on to show his leadership and foresight by cofounding Tirumala Milk Products Pvt. Ltd. along with Mr. B.Brahma Naidu and Mr. B.
Nageswara Rao.
Mr. Brahmanadam's attention to details shown by his making Tirumala Milk a household
name in Chennai and surrounding areas. Under his able leadership and operational excellence,
Tirumala started the Skimmed Milk Powder & Products plant at Gudur, Nellore District and
commenced export of Skimmed Milk Powder & Butter.

25

B. Nageswara Rao, Director,

Mr. B. Nageswara Rao, Director hails from Narasaraopet area of Guntur Dist, A.P and is
the co-promoter of Tirumala Milk Products Pvt. Ltd.
Mr. B. Nageswa Rao's career spans several decades in logistics. The entire logistical strategy and
operations is handled by him at Tirumala Milk Products Pvt. Ltd. Since joining the company, Mr.
Nageswara Rao has held various roles overseeing the logistical strategies for new business
opportunities and responsibility for the companys logistical infrastructure.
Mr. Nageswara Rao is now based out of Gudur in Nellore District and manages the dayto-day operation of the company's largest unit and composite milk and products plant there.

Dr. N.Venkata Rao, Director,

A graduate in Veterinary Sciences from College of Veterinary Sciences, Tirupati, and

Post Graduate Diploma holder in Rural Management from IRMA, Anand, Dr. Venkata Rao has
over 20 years of experience in this industry. He was associated with the Guntur Dist, Milk
producers co-operative union at Sangam in milk procurement and milk processing
departments.
Dr. Venkata Rao is responsible for setting the strategic objectives of the company and the
policy framework in terms of planning and implementation of milk procurement strategies. Dr.
Venkata Rao is now based at Palamaneru, Chittoor Dist and oversees the operations in Karnataka

26

and Chittoor district of A.P. He is also responsible for monitoring the performance of the
Tirumala Milk, Curd and other dairy products in Bangalore and nearby markets of A.P.

Shankar Narayanan, Executive Director,

Shankar Narayanan is Managing Director of Carlyle a leading capital investments firm in

India. He is based at Mumbai.
Prior to joining Carlyle, Mr. Narayanan spent six years at Hathway Investments in
Mumbai and during that time served as Managing Director and CEO. He was also with Deutsche
Bank Capital Partners, based in Hong Kong, as a Director covering South Asia and India. Mr.
Narayanan has led or been associated with a number of prominent private equity investments in
India, including Johnson Tiles, Exide Industries, Hathway Cable, Asianet Satellite
Communications, Pushpa Polymers, Tata Infomedia, and AFL Limited. He had served on the
Board of Directors of all these Companies. Prior to Hathway Investments, Mr. Narayanan
worked at Citibank in Mumbai.
Mr. Narayanan is currently on the Boards of Tirumala Milk Products, Visen Industries,
Value & Budget Housing Corporation, Elitecore Technologies and Repco Home Finance. Mr.
Narayanan is associated with PE investments in Claris Lifesciences, Allsec, Newgen, Great
Offshore, Financial Software & Systems, Learning Mate Solutions, QuEST, etc., and has served
on the boards of these companies.
Mr. Narayanan received Post Graduate Diploma in Management from XLRI Jamshedpur where
he was a Gold Medalist and stood first in the graduating class in the area of Finance and
Accounting, and a Bachelor of Technology degree in Civil Engineering from the Indian Institute
of Technology, New Delhi

Commitments of Tirumala Milk Products (p) LTD.

Tirumala Milk Products (P) LTD. is committed:

27

To serve our customers with better products and higher quality services than is available

from any other dairy company at present.

To continue the tradition as a trusted dairy by managing sustainable, profitable, and

environmental practices both within our company and our community.

To achieve longevity by adapting to our customers changing needs and market

trends.
To invest in the abilities, opportunities, and teamwork of our employees thus igniting

passion, commitment, and success.

To produce products of international quality with acceptance from overseas clientele.

Areas of Operation

Tirumala distributes milk to Tamil Nadu, Andhra Pradesh, and Karnataka. Gudur is the main
source for delivering milk and milk products to Chennai and other major parts of Tamil
Nadu. The procurement and processing section located at Pasupattur village of Chitoor
district in Andhra Pradesh is the source of milk, curd and products which are supplied in

Bangalore and Mysore Markets.

The packing station located at Vellacheruvu, 20 KM away from our administrative

Office,

plant at Gungal nearer to Hyderabad, Visakapatnam, Singavaram West Godavari District

supplies milk, curd and other products to major markets of Andhara Pradesh which includes

Hyderabad, and all other districts of the state

Skim Milk Powder, Butter and Butter oil produced at Gudur and tetra pack milk at gungal
plant are supplied to major Industrial and Institutional customers located across India and

Overseas.
Our presence is across entire Tamil Nadu, Andhra Pradesh and Karnatka.

Certificates and Awards

In recognition of its efforts and achievements in the dairy foods industry, and in
acknowledgment of all the challenges surmounted, Tirumala Milk Products (P) Ltd. has

won many awards and certificates.

More enduring than any public recognition for our contributions is the satisfaction we
enjoy by creating a superior product and giving back to our communities.

28

Tirumala Milk Products (P) Ltd. is an ISO 9001:2000 and an ISO 22000: 2005 certified
company. The dairy is following Quality Management System and Food Safety

Standards.
Apart from ISO certification, we have Certificate from SGS on SMP Analysis too.
Tirumala Milk Products (P) Ltd. has ISI Licence, Agmark Licence and adhere to all other
Statutory standards as per requirements.

Turnover
Tirumala Milk Products (P) Ltd. has always reiterated that our added value businesses
would continue to demonstrate attractive growth. Our business strategy continues to make
encouraging progress and is a key driver of the operating profit.
Our strategy will continue to focus on growing our brands and added value businesses. The
strength of our competitive position gives confidence that we will deliver attractive earnings
growth and provides the opportunity for a greater appreciation in Tirumala Dairy's value.
Before November 2007, both Tirumala Dairy Pvt Ltd and Tirumala Milk Products Pvt Ltd were
separate entities. After that they became one single entity called Tirumala Milk Products (P) Ltd.
The following are the Turnover Information of the company:

Rs. In Crores

Sales

TOTAL
2006-2007

285.27

2007-2008

373.80

2008-2009

470.79

2009-2010

585.91

2010-2011

834.50

2011-2012

1175.17

2012-2013

1424.11

29

Sales Information:

30

Key Management Personnel:

E.N.Rao, Executive Director,
A graduate in Veterinary Sciences from College of Veterinary Sciences, Tirupati, and
obtained Post Graduation in Management from I.I.M., Ahmadabad, Mr. E.N. Rao has the
appropriate range of proficiency, experience and skills to handle all areas of operation.
He started off as an Executive Trainee in the Godrej Group and has 19 years of rich
experience. His vast experience in the dairy industry makes him a skilled hand in ensuring that
all appropriate policies and practices of the company will achieve the business objectives. Mr.
Rao has worked as a President at Heritage Foods (I) Ltd, Hyderabad for 6 years and Director at
Creamlines Dairy Products, Hyderabad for 5 years. He later joined the TMPPL in Nov 2007 as
Executive Director based at Corporate Office, Hyderabad.

Ramesh.Chava
Mr. Ramesh Chava is a graduate in Dairy Technology from National Dairy Research
Institute and Post Graduate in Management from Institute of Rural Management, Anand.He has
vast experience of 31 years in all the fields of dairy industry. Worked as General Manager in
A.P.Dairy Development Co-operative Federation Ltd., and also in Visakha Milk Producers
Company Ltd., Presently he is working as Senior General Manager of the company for the last 3
years and is responsible for overall operations of Bhimadolu and Gandhavaram plants of the
company.

Suresh.A
Mr. A. Suresh, has Masters in Dairy Technology (M.Sc (DT)), from Allahabad
agricultural University, Allahabad,U.P. Also he has completed Master of business administration
(MBA) and PGD in HRM from Andhra university ,Visakhapatnam,A.P. He is a qualified and
experienced lead auditor for ISO 22000-2005.(FSMS). He has 28 years of rich and professional
experience with proven track record in Dairy and Food industry. Presently, he is working as a
GENERAL MANAGER for Palamaner Zone covering AP, KARNATAKA and BANGALORE
METRO. He is serving in Tirumala Milk Products Pvt Ltd for the past 4 Years.

VSRK Prasad
Mr. Prasad is a graduate in BSC and holds Diploma in Dairy Technology . He worked for
35 years in AP- Co-Operative Dairy at Vijayawada, AP in various departments. He is working
with Tirumala Milk Products as General Manager at Gungal plant.
31

Srinivas.Ramineni
An MSc Dairy Technology, from Allahabad University (92-94 Batch), Mr.Srinivas has 13
years of experience in Milk Procurement, Processing and Marketing. At Tirumala, he is the
General Manager, Procurement and handles Procurement in Narasaraopet Region

Eswarababu.Kolli
A post-graduate in Dairy Technology from the National Dairy Research Institute, Karnal,
he has over 25 years experience in the dairy industry, of which, 7 years was overseas. Prior to
joining Tirumala, he worked in MNCs like Alfa Laval India Limited and Hindustan Lever
Limited, heading their marketing and technical operations in the Western region. He currently
heads the procurement and marketing operations of the company for Tamilnadu region.

SubbaiahChowdary.V
Mr Subbaiah, holds the post of GM Finance and Accounts and is based at Chennai. He is
having 17 years of experience in the Food and Dairy Industry.
His Oversees Day to day Maintenance of Accounts and Statutory obligations of the
Company.
Oversee preparation of Annual Budgets and Annual Reports of the company. Provide
recommendations regarding effective utilization of long and short term debt, including
refinancing and purchasing/sales.

Mr.Raja Gopal.VV
An ICWAI, M.Com and has 13 years of experience in core accounting. Asst. General
Manager Finance & Accounts Based at Corporate Office, Hyderabad.
Mr.Raja Gopal is heading the Finance and Accounts team in Telangana Region and responsible
for preparing the operational budget for the company.
He is the Co-ordinator for the implementation of SAP at all regions in the company.

MallikarjunaRao.CH
A Master of Commerce with 10 years of experience, Mr. Mallikarjuna is Manager,
Accounts at Administrative Office. He has vast experience in the field of Accounts.

32

ICE CREAMS:

RECRUITMENT AND SELECTION PROCESS AT TIRUMALA DAIRY

The following are steps involved in a recruitment process in TIRUMALA DAIRY
Determining the requirement

33

 Getting the resumes

Short listing the profiles
Interviewing the candidate
Selecting the candidate
Appointing the candidate
Diagrammatic representation of a recruitment process at TIRUMALA DAIRY
DETERMINING THE
REQUIREMENTS

GETTING RESUMES

SHORT LISTING
INTERVIEWING
NO

DONE
THRO
UGH

APPLY AFTER 6 MONTHS

SELECTED

APPOINTING
Recruitment sources adopted by TIRUMALA DAIRY:
The following are the various sources adopted by TIRUMALA DAIRY for recruiting the
candidates for particular position in the organization.
External sources:

Paper advertisements

Internet
34

Job Portals

Campus selections

The recruitment process in TIRUMALA DAIRY is held in various ways depending on

the position /opening.
Position

Selection process

Entry level (tech)

Aptitude test
Group Discussion
Technical Interview
HR Interview

Experienced

Through recruiters round

Tech Interview
Client Interview
HR round

Flow chart for an Entry level selection process:

WRITTEN TESTS

35

GROUP DISCUSSION

NO
DONE
YES
THROUGH
FIRST 2
ROUNDS

SHOULD NOT APPLY FOR

NEXT 6 MONTHS

TECH INTERVIEW
HR INTERVIEW

THEORITICAL FRAMEWORK
EVALUATION OF RECRUITMENT PROCESS
The recruitment has the objective of searching for and obtaining applications for job
seekers in sufficient number and quality. Keeping this objective in the mind, the evaluation
might include:
Return rate of application sent out.
Number of suitable candidates for selection.
Retention and performance of the candidates selected.
Cost of the recruitment process
Time lapsed data
Comments on image projected.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job
candidates. Specifically, the purposes and needs are;
Determine the present and future requirements of the organization in conjunction with its
personnel-planning and job-analysis activities Increase the pool of job candidates at minimum
cost. Help increase the success rate of the selection process by reducing the number of visibly,
under qualified or over qualified job applicants. Help reduce the probability that job applicants,
once recruited and selected, will leave the organization only after a short period of time. Begin
36

identifying and preparing potential job applicants who will be appropriate candidates. Induct
outsiders with a new perspective to lead the company. Infuse fresh blood at all levels of the
organization. Develop an organizational culture that attracts competent people to the company.
Search for talent globally and not just within the company.

THEORIES AND POLICIES OF RECRUIMENT AND SELECTION

Theories:
1. Objective theory
Assumes applicants use a very rational method for making decisions
Thus, the more information you can give them (e.g. salaries, benefits, working condition, etc),
the better applicants weight these factors to arrive at a relative desirability index

2. Subjective theory
Assumes applicants are not rational, but respond to social or psychological needs (e.g.
security, achievements, affiliation)
Thus, play to these needs by highlighting job security or opportunities for promotion or
collegiality of work group, etc.
3. Critical contact theory
Assumes key attractor is quality of contact with the recruiter or recruiter behavior, (e.g.
promptness, warmth, follow-up calls, sincerity, etc),
Research indicates that more recruiter contact enhances acceptance of offer, also experienced
recruiter (e.g. middle-aged) more successful than young or inexperienced recruiter may be
especially important when recruiting ethnic minorities, women, etc.

Policies:
Recruitment policy of any organization is derived from the personnel policy of the same
organization. However, recruitment policy by itself should take into consideration the
governments reservation policy, policy regarding sons of soil, etc. personnel policies of other
organizations regarding merit, internal sources, social responsibility in absorbing minority
sections, women, etc.
Specific issues which may be addressed in Recruitment Policy:

37

Statement: Nondiscrimination (EEO employer) or particular protected class members that may
be sought for different positions (see also Affirmative Action guidelines)
Position description: Adherence to job description (& qualifications) in recruitment & selection
BFOQs bonafide occupational qualifications
How to handle special personnel in recruitment/selection: e.g. relatives (nepotism) veterans ( any
special advancement toward retirement for military experience?), rehires (special consideration?
Vacation days or other prior benefits?), part-time of temporary personnel (special consideration,
benefits?)
Recruitment budget / expenses: what is covered? Travel, Lodging/ Meals, Staff travel to recruit,
relocation, expenses, etc.
Others:
Residency requirement in district?
Favors, special considerations related to recruitment? e.g. get spouse a job?

METHODS OF RECURITMENT:

Basically there are 3 methods of recruitment viz.,

I.
II.
III.

I.

Direct Methods
Indirect Methods and
Third Party Methods

Direct Methods:
These methods include sending traveling recruiters to educational and professional

institutions, employees contact with public and manned exhibits.

One of the widely used direct methods is that of sending recruiters to colleges and
technical schools. Mostly college recruiting is done in cooperation with the
Placement office of the college. The placement office usually provides help in attracting
students, arranging interviews, furnishing space and providing student resumes.
For managerial professionals and sales personnel, campus recruiting is an extensive
operation. In the direct methods of recruitment although they are not much extensively used
methods, sometimes firms directly solicit information from the concerned professors about
students with outstanding records. Many companies have found employees contact with the
public, a very effective method.

38

i.

Profile Matching:
In this method or recruitment, initially a profile is drawn up an ideal employee and the

selection process is carried on, by comparing the candidates profile with the ideal thats drawn
up. Then the candidate with a nearly matching profile is selected for the post.

ii.

Employee Referrals
This is one of the mostly used methods of recruiting the employees required from within

the organization. The employees already working in the same organization refer to a particular
candidate as soon as they come to know about the vacancy in the same organization. The
recruiter of the organization considers and also more weightage to an employee referral than a
directly approached candidate.

iii.

Nepotism
The hiring of relatives will be an inevitable component of the recruitment programmed in

family owned firms, which is not based on merit but on the interest, and loyally of the candidate
to the enterprise.

II.

Indirect Methods:
Indirect methods involve mostly advertising in newspapers, radio and television, trade

and professional journals, technical magazines and brochures. The main point is that higher the
position in the organizational and the more specialized the skill sought for, the more specialized
the skills sought for, the more widely dispersed the advertisement is likely to be.
The search for a top executive might include advertisements, in national periodicals;
while the advertisements for the blue collar jobs are usually confined to the daily newspapers or
regional trade journals. Blind Advertisements also are of the ways or recruitment for ordinary
jobs.
III.

Third Party Methods:

Private employment agencies, state or public employment agencies, schools, colleges and

professional institutions, recruiting firms, management consultants firms, indoctrination

39

seminars for college professors and friends and relatives are the ways of recruiting in the third
party methods. The other minor methods are employee referrals, trade unions, casual labour or
applicant at the gate, unconsolidated application, Voluntary organization, computer databases
etc.

i.

Leasing:
To adjust for short-term fluctuations is personnel needs, leasing helps in acquiring well

trained and selected personnel and helps in avoiding any obligations like pension, insurances and
other fringe benefits.

Sources of Recruitment:

40

The sources of recruitment can be broadly categorized into internal and external sourcesI.

Internal Recruitment
Internal recruitment seeks applicants for positions from within the company.

The various internal sources include

Promotions and Transfers

Promotion is an effective means using job posting and personnel records. Job posting
requires notifying vacant positions by posting notices, circulating publications or announcing at
staff meetings and inviting employees to apply. Personnel records help discover employees who
are doing jobs below their educational qualifications or skill levels. Promotions has many
advantages like it is good public relations, builds morale, encourages competent individuals who
are ambitious, improves the probability of good selection since information on the individuals
performance is readily available, is cheaper than going outside to recruit, those chosen internally
are familiar with the organization thus reducing the orientation time and energy and also acts as
41

a training device for developing middle-level and top-level managers. However, promotions
restrict the field of selection preventing fresh blood & ideas from entering the organization. It
also leads to inbreeding in the organization. Transfers are also important in providing employees
with a broad-based view of the organization, necessary for future promotions.

Employee Referrals
Employees can develop good prospects for their families and friends by acquainting
them with the advantages of a job with the company, furnishing them with introduction and
encouraging them to apply. This is a very effective means as many qualified people can be
reached at a very low cost to the company.
The other advantages are that the employees would bring only those referrals that they
feel would be able to fit in the organization based on their own experience. The organization can
be assured of the reliability and the character of the referrals. In this way, the organization can
also fulfill social obligations and create goodwill.

Former Employees:
These include retired employees who are willing to work on a part-time basis, individuals
who left work and are willing to come back for higher compensations. Even retrenched
employees are taken up once again. The advantage here is that the people are already known to
the organization and there is no need to find out their past performance and character. Also, there
is no need of an orientation programme for them, since they are familiar with the organization.

Dependents of deceased employees

Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter
is recruited in their place. This is usually an effective way to fulfill social obligation and create
goodwill.

Recalls:
When management faces a problem, which can be solved only by a manager who has
proceeded on long leave, it may de decided to recall that persons after the problem is solved, his
leave may be extended.

Retirements:
At times, management may not find suitable candidates in place of the one who had
retired, after meritorious service. Under the circumstances, management may decide to call
retired managers with new extension.

Internal Notification (Advertisement):

Sometimes, management issues an internal notification for the benefit of existing
employees. Most employees know from their own experience about the requirement of the job

42

and what sort of person the company is looking for. Often employees have friends or
acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts.
II.

External Recruitment:
External recruitment seeks applicants for positions from sources outside the company.

They have outnumbered the internal methods.

The various external sources include

Professional or Trade Associations:

Many associations provide placement service to its members. It consists of compiling job
seekers lists and providing access to members during regional or national conventions. Also, the
publications of these associations carry classified advertisements from employers interested in
recruiting their members. These are particularly useful for attracting highly educated,
experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers,
especially for hard-to-fill technical posts.

Advertisements
It is a popular method of seeking recruits, as many recruiters prefer advertisements
because of their wide reach. Want ads describe the job benefits, identify the employer and tell
those interested how to apply.
Advertisements must contain proper information like the job content, working
conditions, location of job, compensation including fringe benefits, job specifications, growth
aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the
candidate.
Recruitment advertisements can also serve as corporate advertisements to build
company image. It also cost effective.

Employment Exchanges:
Employment Exchanges have been set up all over the country in deference to the
provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The
Act applies to all industrial establishments having 25 workers or more each. The Act requires all
the industrial establishments to notify the vacancies before they are filled. The major functions
of the exchanges are to increase the pool of possible applicants and to do the preliminary
screening. Thus, employment exchanges act as a link between the employers and the prospective
employees. These offices are particularly useful to in recruiting blue-collar, white collar and
technical workers.

Campus Recruitments:
43

Colleges, universities, research laboratories, sports fields and institutes are fertile ground
for recruiters, particularly the institutes. Campus Recruitment is going global with companies
like HLL, Citibank, HCL-HP, ANZ Grindlays, L&T, Motorola and Reliance looking for global
markets. Some companies recruit a given number of candidates from these institutes every year.
Campus recruitment is so much sought after that each college; university department or institute
will have a placement officer to handle recruitment functions. However, it is often an expensive
process, even if recruiting process produces job offers and acceptances eventually. A majority
leave the organization within the first five years of their employment. Yet, it is a major source of
recruitment for prestigious companies.

Walk-ins, Write-ins and Talk-ins

The most common and least expensive approach for candidates is direct applications, in
which job seekers submit unsolicited application letters or resumes. Direct applications can also
provide a pool of potential employees to meet future needs. While direct applications are
particularly effective in filling entry-level and unskilled vacancies, some organizations compile
pools of potential employees from direct applications for skilled positions. Write-ins are those
who send written enquiries. These jobseekers are asked to complete application forms for further
processing. Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for
detailed talks. No application is required to be submitted to the recruiter.

Contractors:
They are used to recruit casual workers. The names of the workers are not entered in the
company records and, to this extent; difficulties experienced in maintaining permanent workers
are avoided.

Consultants:
They are in the profession for recruiting and selecting managerial and executive
personnel. They are useful as they have nationwide contacts and lend professionalism to the
hiring process. They also keep prospective employer and employee anonymous. However, the
cost can be a deterrent factor.

Head Hunters:
They are useful in specialized and skilled candidate working in a particular company.
An agent is sent to represent the recruiting company and offer is made to the candidate. This is a
useful source when both the companies involved are in the same field, and the employee is
reluctant to take the offer since he fears, that his company is testing his loyalty.

Radio, Television and Internet:

Radio and television are used to reach certain types of job applicants such as skilled
workers. Radio and television are used but sparingly, and that too, by government departments
44

only. Companies in the private sector are hesitant to use the media because of high costs and also
because they fear that such advertising will make the companies look desperate and damage their
conservative image.
However, there is nothing inherently desperate about using radio and television. It
depends upon what is said and how it is delivered. Internet is becoming a popular option for
recruitment today. There are specialized sites like naukri.com. Also, websites of companies have
a separate section wherein; aspirants can submit their resumes and applications. This provides a
wider reach.

Competitors:
This method is popularly known as poaching or raiding which involves identifying
the right people in rival companies, offering them better terms and luring them away. For
instance, several executives of HMT left to join Titan Watch Company. There are legal and
ethical issues involved in raiding rival firms for potential candidates. From the legal point of
view, an employee is expected to join a new organization only after obtaining a no objection
certificate from his/ her present employer.

Mergers and Acquisitions:

When organizations combine, they have a pool of employees, out of whom some may not
be necessary any longer. As a result, the new organization has, in effect, a pool of qualified job
applicants. This method facilitates the immediate implementation of an organizations strategic
plan. It enables an organization to pursue a business plan, However, the need to displace
employees and to integrate a large number of them rather quickly into a new organization means
that the personnel-planning and selection process becomes critical more than ever.

Evaluation of External Recruitment:

External sources of recruitment have both merits and demerits.

Merits

The organization will have the benefit of new skills, new talents and new experiences, if
people are hired from external sources.

The management will be able to fulfill reservation requirements in favour of the

disadvantaged sections of the society.

Scope for resentment, heartburn and jealousy can be avoided by recruiting from outside.

Demerits
45

Better motivation and increased morale associated with promoting own

employees re

lost to the organization.

External recruitment is costly.

If recruitment and selection processes are not properly carried out, chances of right
candidates being rejected and wrong applicants being selected occur.

High training time is associated with external recruitment.

46

A STUDY ON RECRUITMENT AND SELECTION WITH REFERENCE

TO TIRUMALA MILK PRODUCTS PVT.LTD
1) How many years are you working in the organization?

Table 4.1:
This table shows that the work experience of employees in the organisation
Particulars

No. of

respondents

Percentage

0-2 year

20

13%

2-4 years

89

59%

4-6 years

23

15%

Above 6 years

20

13%

150

100%

TOTAL

INTERPRETATION:
The above table shows that out of 150 respondents from the organization the majority
number of employees i.e. 59% were worked for 2-4 years, 15% was worked for 4-6 years, and
13% were worked for above 6 years proceedings.

Graph 4.1:
47

This Graph shows that the work experience of employees in the organisation

48

2).At the time of joining how did know about the vacancy in TMPL?

Table 4.2:
This table shows various sources to know the employment in the organization.
Type of vacancy

No. of Respondents

Percentage

Paper ads

6%

Consultants

35

23%

References

90

60%

Others

17

11%

Total

150

100%

INTERPRETATION:
The above table shows that out of 150 respondents only 6% were know about the
vacancy through paper ads, most of the respondents i.e. 60% were know about the vacancy in
TMPL through reference and remaining respondents 23 % through consultants, 11% through
other proceedings.

Graph 4.2:
49

This Graph shows various sources to know the employment in the organization.

3).What is the main source of Recruitment in TMPL?.

50

Table 4.3
This table shows the sources of Recruitment in the organization.
Source of recruitment

No. of respondents
5

Employment exchange

Newspaper ads

60

Consultants

77

References

150

Total

Percentage
3%
6%
40%
51%
100%

INTERPRETATION:
The above Table shows that the main source of Recruitment in TMPL out of 150
respondents only 3% of the employees from Employment Exchange, 6% from Newspaper ads
and the main sources of recruitment in TMPL are 51% through Reference and 40% from
Consultants.

Graph 4.3:
This Graph shows the sources of Recruitment in the organization.
51

4) Did you have experience at the time of attending interview at TMPL ?

Table 4.4:
52

This table shows the experience of employees at the time of attending interview in the
organization.
Experience of employees at the

No. of respondents

Percentage

Yes

105

70%

No

45

30%

Total

150

100%

time of attending interview

INTERPRETATION:
The above table shows that out of 150 respondents from the organization 70 % of the
employees have experience at the time of interview in TMPL where as 30% do not have any
experience.

Graph 4.4:
This Graph shows the experience of employees at the time of attending interview in the
organization.
53

5).Which one of the Recruitment methods will bring long term benefits to the TMPL?

Table 4.5:
This Table shows the methods which gives long term benefits.

54

Recruitment method for long term benefits

No. of People

Percentage

Internal

44

29%

External

21

14%

Both

86

57%

Total

150

100%

INTERPRETATION:
The above Table shows that who among them will bring long term benefits for Out of
150 respondents from the organization 29% were saying internal, 14% were with external and
57% with both.

Graph 4.5:
This Graph shows the methods which gives long term benefits.

55

6) How many stages did you face in selection process of TMPL?

Table 4.6:
56

This Table shows employees faced different stages in selection process

No. of
Stage of selection process

Respondents
21

One-Two

90

Two-Three

35

Three Four

Four-above

150

Total

Percentage
14%
60%
23%
3%
100%

INTERPRETATION:
The above table shows that out of 150 respondents from the organization who faced
different stages in Selection Process are 14 % of the employee faced one stage, 60% faced two
stages, 23% faced three stages and 3% of the employees faced four stages.

Graph 4.6:
This Graph shows employees faced different stages in selection process
57

7).Was any written test conducted to you for selecting or promoting in TMPL?

Table 4.7:
58

This Table shows written test conducted for selection or promotion of employees in the
organization.
Written test for selection &

No. of respondents

Percentage

Yes

114

76%

No

36

24%

Total

150

100%

promotion

INTERPRETATION:
The above table shows that out of 150 respondents 76% of respondents are faced written
test round in the process of selection and promotion and 24% of respondents not faced written
test round in the process of selection and promotion.

Graph 4.7:

59

This Graph shows written test conducted for selection or promotion of employees in the
organization.

60

8).Are any changes required in recruitment policy of your companys to meet the current
industrial scenario?

Table 4.8:
This Table shows any changes required in recruitment policy of your companys to meet the
current industrial scenario
Changes required in
Recruitment policy of the

No. of respondents

Percentage

Yes

84

56%

No

66

44%

Total

150

100%

company

INTERPRETATION:
The above chart shows that out of 150 respondents from the organization 56% of the
employees were agreed with changes required in companys recruitment policy where as 44%
were opposed.

Graph 4.8:
61

This Graph shows Skill test conducted for selection or promotion of employees in the
organization.

9).Has any Rapport taken place between you and the selection panel.

62

Table 4.9:
This Table shows Rapport between interviewee and the selection panel
Rapport taken for selection

No. Of

process

respondents

Yes

No

Total

56

95

150

Percentage

37%

63%

100%

INTERPRETATION:
The above table shows that out of 150 respondents from the organization only 37% of the
employees were undergone with Rapport where as 63% were not with Rapport.

63

Graph 4.9:
This Graph shows Rapport between Applicant and the selection panel

64

10).By whom in the organization you were interviewed.

Table 4.10:
This table shows by which person in the organization the applicants were interviewed.
No. of
Interviewed member in organization

Respondents
17

Selection committee

111

Dept managers

14

Vice president

Others

150

Total

Percentage
11%
74%
9%
6%
100%

INTERPRETATION:
The above table shows that the departmental Managers interviewed majority of the
employees i.e. out of 150 respondents 74% of employees interviewed by concerned departmental
Managers, 11% of employees interviewed by selection committee, 9% interviewed by Vice
President and 6% interviewed by others.

65

Graph 4.10:
This Graph shows by which person in the organization the applicants were interviewed.

66

11).Have you undergone stress at the time of interview.

Table 4.11:
This table show stress faced by employees at the time of interview.

No. of
Undergone stress at interview

Respondents
39

Yes

111

No

150

Total

Percentage

26%

74%

100%

INTERPRETATION:
The above table shows that the different employees that under gone in stress during the
interview of 150 respondents from the organization 26% were felt stress where as 74% were not
undergone in any stress

67

Graph 4.11:
This Graph show stress faced by employees at the time of interview.

68

12).Are you agree with your companys recruitment policy meet the objective of select the right
candidate for right job.

Table 4.12:
This table shows the opinion of employees whether the companys recruitment policy meet the
objective of select the right candidate for right job or not.

Right position of job

No. of respondents

Percentage

Strongly agree

63

42%

Agree

45

30%

Disagree

27

18%

Strongly disagree

15

10%

Total

150

100%

INTERPRETATION:
This table shows the opinion of employees whether the companys recruitment policy
meet the objective of select the right candidate for right job or not. Out of 150 respondents from
the organization 42% were strongly agree with companys recruitment policy, 30% of
respondents agree, 27% of respondents disagree and 15% of respondents strongly disagree with
companys policy.

69

Graph 4.12:
This Graph shows the opinion of employees whether they are placed at right position or not.

70

13).Internal selection in TMPL is based on.

Table 4.13:
This table shows the factors which are considered in internal selection

Internal selection

No. of Respondents
51

Experience

39

Merit of performance

44

Reference

17

Other

150

Total

Percentage
34%
26%
29%
11%
100%

INTERPRETATTION:
The above table shows that out of 150 respondents from the organization are about the
internal selection is 34% of the employees with their experience, 26% with merit or
performance, 29% with Reference and 11% are with supporting other levels.

71

Graph 4.13:
This Graph shows the factors which are considered in internal selection

72

14).

Do you have right designation/Position in TMPL?.

Table 4.14:
This table shows the perception of employees about their designation

Have right

No. of

designation/position

Respondents

Percentage

Yes

86

57%

No

65

43%

Total

150

100%

INTERPRETATION:
The above table shows whether the employees are satisfied with their designation/
position. Out of 150 respondents from the organization 57% were placed at right job where as
43% were not positioned at right job.

73

Graph 4.14:
This Graph shows the perception of employees about their designation.

74

15).Which method of Recruitment do you prefer?

Table 4.15:
This table shows the methods of recruitment preferred by employees.
No. of
Method of recruitment
Internal Methods (Promotions and Transfers &
employee Referrals)
External Recruitment methods (Campus
Recruitment and Through Job Advertisements)
E-Recruitment (Job Portals, Employer web sites)

Respondents
99
29
23
0

Others
Total

150

Percentage
66%
19%
15%
0%
100%

INTERPRETATION:
The above table shows that the different employees that prefer the method of recruitment
out of 150 respondents 66% the majority of employees prefer Internal interview Methods, 19%
prefer External recruitment Methods, 15% prefer E- Recruitment methods.

Graph 4.15:
75

This Graph shows the methods of recruitment preferred by employees.

16) Which method of selection do you prefer?

Table 4.16:
76

This table shows the methods of selection preferred by employees.

Method of selection

No. of Respondents
56

Group discussion

14

Psychometric test

47

Technical test

35

Other

150

Total

Percentage
37%
9%
31%
23%
100%

INTERPRETATION:
The above table shows whether the employees are that were preferring different
Selection methods are out of 150 respondents from the organization 37% were suggesting
Group Discussion, 9% were Psychometric test, 31% with Technical Test and the other 23%
were suggesting other methods like Psychological test, Mental test etc.

Graph 4.16:
This Graph shows the methods of selection preferred by employees.

77

17) Have you face any stress Interview.

Table 4.17:
This table shows the stress interview faced by employees.
78

Stress interview

No. of Respondents

Percentage

Yes

90

60%

No

60

40%

Total

150

100%

INTERPRETATION:
From the above table 60% of employees faced stress interview and remaining 40% of
employees say no.

Graph 4.17:
This Graph shows the stress interview faced by employees.
79

18) How did you feel about the interview panel?

Table 4.18:
This table shows the opinion of employees on interview panel.
80

Interview panel
Excellent

No. of Respondents
20
89

Good
Satisfactory

23
20

Poor

150

Total

Percentage
13%
59%
15%
13%
100%

INTERPRETATION:
The above table shows that opinion of employees on interview panel. out of 150
respondents from the organization 59% of employees rated as good, 15% were rated
Satisfactory, 13% were rated Excellent and 13% were rated poor.

Graph 4.18:
This Graph shows the opinion of employees on interview panel.

81

FINDINGS
The following information is taken from the employer's INTERVIEW SCHEDULE of
the THIRUMALA MILK PRODUCTS PVT.LTD.

The company is following the internal and external sources for recruit the candidates.
The company is giving more preference to the reference to recruit the candidates.
Half of the employees came to about the organization through friends and remaining
through employee working in the organization, consultancy and job portals.

82

The company is mostly considering the factors of educational qualifications and

communicational skills.
The company is using the tool problem solving techniques for to assess the candidate

stability and talent for the required job.

The company is providing the training session after completion of selection.
From the analysis it is clear that the types of list conducted for the prospective candidates

are knowledge test.

The company maintains 2-3 rounds for selection process.
The company main source of recruitment is consultants.
The company develop skill test for selection process.
The organization maintain department managers for recruitment and selection the

candidates.
Two third of the employee at TIRUMALA DAIRY are satisfied with recruitment process
and rest have expressed their dissatisfaction towards the companys recruitment process.

SUGGESTIONS

The company should provide complaint and suggestion boxes towards continuous
improvement of organizational objectives and as well as quick response for employees
problem.

Better to maintain the advertising media than this for recruit the candidates.

Better to get the feedback from the selected candidates after completion of recruitment
and selection.

Conducting of the more tests than these/ interviews, group discussion, written tests more
powerfully for collect the talents of the candidates.

It is better to maintain the meritorious scheme at your company.

83

The company should avoid the referral policy.

Give importance to skills, knowledge, and experience of employees.

Conduct campus interviews for selection of best candidates.

CONCLUSION
After the findings have been enumerated the following conclusions have been drawn. By
these findings we can say that THIRUMALAMILKPRODUCTS PVT LTD is definitely
prov32iding better recruitment and selection process. But in some areas it cannot satisfy
employees and then needs. Management should concentrate and work on those areas which
employees are not satisfied. Finally it better for any organization to treat the employees as assets
of the company. So employer should always interact with the employees.

84

BIBLIOGRAPHY
BOOKS:
Essentials of Human Resource Management
Human Resource Management
Principles of Human Resource management
Labor relations and HRM

WEBSITES:
www.hrm.com
www.od.com
www.thirumalamilkproducts.com
www.scribd.com
www.docstoc.com
85

P. Subba Rao
Aswathappa
Denzo
L.M Prasad

QUESTIONNAIRE
Name

Designation:

Age

Department:

Gender: Male ( ) /Female ( )

1) How many years are you worked in the organization

a. 0-1 year
b. 2-4 years
c. 4-6 years
d. Above 6 years
2).At the time of joining how did know about the vacancy in TMPL
a. Paper Ads.
b. Consultants.
c. References
d. Others
3).What is the main source of Recruitment in TMPL
a. Employment exchange.
b. Newspaper ads.
c. Consultants.
d. References.
4) Did you have experience at the time of attending interview at TMPL
a. Yes
b. No
5).Which one of the Recruitment method will bring long term benefits to the TMPL
a. Internal
b. External
c. Both
86

( )
( )
( )
( )
( )

6) How many stages did you face in selection process of TMPL

( )
a. 1 -2
b. 2-3
c. 3-4
d. 4-above
7).Was any written test conducted to you for selecting or promoting in TMPL
( )
a. Yes
b. No
8). Are any changes required in recruitment policy of your companys to meet the current
industrial scenario?
a. Yes
b. No
9).Has any Rapport taken place between you and the selection panel
a. Yes
b. No
10).By whom in the organization you were interviewed
a. Selection Committee
b. Dept. managers
c.Vice president
d. Others

( )

11).Have you undergone stress at the time of interview

a. Yes
b. No

( )

12). Are you agree with your companys recruitment policy meet the objective of select the right
candidate for right job.
a. Strongly Agree.
b. Agree
c. Disagree.
d. Strongly Disagree
13).Internal selection in TMPL is based on
a. Experience.
b. Merit or Performance
c. Reference.
d. Others
14).Do you have right designation/Position in TMPL
a. Yes
b. No
15).Which method of Recruitment do you prefer
a. Internal methods (Promotions and Transfers and Employee Referrals.

b. External Recruitment Methods (Campus Recruitment and Through job Advertisement.

c. E- Recruitment (Job Portals, Employer website.
d. Others
16).Which method of selection do you prefer
( )
a. Group Discussion.
b. Psychometric Test.
c. Technical test.
d. Others
17) Have you faced any stress Interview
( )
a. Yes
b. No
18) How did you feel about the interview panel
a. Excellent
c. Satisfactory

87

(
b. Good
d. Poor