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A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

1.INTRODUCTION An organization is made up of four resources. They are men,material,money and machine.As men which is the category of living or human while others are in non-living or non human.So men or people are the most significant resources in an organization.It is the man who makes all the differences in organization.Since organization depend on a number of functions to achieve the desired objectives,it requires human resources of different types which may be categorized on the basis of functional areas. The human resources has the paramount importance for the success of any organization.It is the source of strength and aid.With a large and wide variety of employee requirements in terms of qualifications,knowledge,abilities,skills,talents,and attitude ,the CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd,NELLAD depends on its Human resource Department to make its needs by developing and implementing effective recruitment policies and procedures that successfully fosters its human resource needs. Recruitment is generating application or applicants for specific job positions that is to be filled in the organization. Recruitment is the process of searching for prospective employees and encouraging them to apply for jobs in an organization.Human Resource Manager has to find various sources of recruitment. The success or failure of an organization is largely dependent on the caliber of the people working there in.In order to achieve the goals or the activities of organization,they need to recruit people with requisite skills,qualification and experience.Human resources have become the focus of attention of every progressive organization and the recruitment process is one of the most significant and preliminary step that any organization has to carry out effectively to lay foundation to the subsequent human resource activities. The project report is about “THE RECRUITMENT PROCESS” of employees at CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd,NELLAD,which is an imperative knowledge enhancing experience for those what to develop their career in human resource management.

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A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

1.1 STATEMENT OF THE PROBLEM The statement of the problem is to study on the recruitment process at Crust n Crumb Food Ingredients Pvt Ltd,Nellad,Kerala. It is a difficult task for organizations to search and recruit talented people in todays tight labor market.As there are fewer qualified talents available,the competition is intensifying.This shortage leads to absolutely essential for the organization to conduct effective recruitment and retain quality talents. Crust n Crumb has to put more efforts other than offering attractive salary to attract qualified talents.With the numerous job opportunities currently available,candidates are difficult to please.They are looking not only just an attractive wage,but choosing organizations that can provide them various kinds of benefits,the potential career advancement and an environment in which they feel comfortable to learn and thrive.Thus it is important for the organization to understand exactly what they can offer to potential employees,then highlight their best features when recruiting candidates.

1.2 SCOPE OF THE STUDY  To identify the effectiveness of recruitment process at CRUST n CRUMB FOOD INGREDIENTS Pvt LTD.

 To analyse whether competitive and productive candidates are recruited.  To study whether the employees are satisfied with the recruitment procedures.  To study the views and suggestion of the employees with regard to the effectiveness of recruitment.

 To help the organization to conduct further research. 1.3 OBJECTIVES OF THE STUDY  To understand the effectiveness of recruitment process followed by CRUST n CRUMB Food Ingredients.

 To identify whether the recruitment is done on a systematic and regular basis..  To know whether the organization spent enough time on candidates during recruitment 2 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

 To understand the type of people recruited.  To identify sources for recruitment at CRUST n CRUMB Food Ingredients. 1.4 RESEARCH METHODOLOGY Research methodology is a way to systematically solve the research problem,it may be understood as a science of studying how research is done scientifically.In research methodology,we study the various steps that are generally adopted by a researcher in studying the research problem along with the logic behind them.

1.4.1 STATEMENT OF THE PROBLEM The statement of the problem is to study on the recruitment process at CRUST n CRUMB Food Ingredients Pvt Ltd,Nellad,Kerala Recruiting has always been a stitch in the side of company productivity.It is expensive,time consuming.Eventhough study after study shows the high cost of employee turnover in time,money and lost productivity, recruiting has continued to often be rushed and superficial.

1.4.2 RESEARCH DESIGN Research refers to a search for knowledge.Research design refers to a detailed outline of how an investigation will take place.A research design will typically include how data is to be collected,what instrument will be employed,how the instrument will be used and the intended means for analysing the data collected.

1.4.3 POPULATION SIZE Population is the total units go under study.Here the population is the total workers of CRUST n CRUMB Food Ingredients Pvt Ltd.The total number of employees is 160.

1.4.4 SAMPLING TECHNIQUE A process used in statistical analysis in which a predetermined number of observation will be taken from a larger population.The methodology used to sample from a larger population will depend on the type of analysis being performed,but will include simple random sampling,systematic sampling etc.

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A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

1.4.5 SAMPLE SIZE Sample size is the total number of units selected as sample from the population.Since the study needs to get sample units from each department,random sampling is used and the sample size is 50.

1.4.6 DATA COLLECTION METHOD Primary data: Data collected from the source itself.The data can be collected through interview,questionnaire. Secondary data: Data collected from the sources which have already been used by others.The data can be collected from journals,magazines,text books.

1.4.7 TOOLS USED IN THE STUDY Tools used to collect the data were

 Questionnaire and direct interview.  Statistical tools used for data analysis and interpretation are tables & pie dagram. 1.5 LIMITATIONS  Lack of cooperation from the respondents  Communicaton failure since the questionnaire was prepared in English  There may be sampling errors. 

Lack of time as the duration of the project was 45 days.



Personal bias.

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2.1 INDUSTRY PROFILE 2.1.1 INTERNATIONAL SCENARIO World food retail sales generate over 4 trillion per year.The food industry encompasses several categories of food including;dairy,seafood ,eggs,fruits and vegetables,luxury foods,organic food,meat,packaged food,condiments,and cereal based products.This sector calls for greater demand for packaging to ensure safe,fresh,easy to use products.Demand for better quality foods and in greater quantity means the food industry drives several other industries such as convenience stores,supermarkets represents the biggest market share in terms of sales. Food retail is dominated by outfits in the European Union and U S Growing their market share in emerging nations and small retailers accounting for an increasing share of food sales.Food manufactures are developing specialized product lines to remain competitive and direct growth rather than the traditional approach of diversifying product portfolios.

Key market segments  The fruit & vegetable processing market is projected to grow at a CAGR of 7.1% from 2017, to reach USD 346.05 billion by 2022. North America is projected to dominate the fruit & vegetable processing market, in terms of value and volume, through 2022. This region comprises developing economies such as the US and Canada which occupy a significant share of the global fruit & vegetable processing market.  According to Stratistics MRC, the Global Frozen Food Market accounted for USD252 billion and is expected to reach USD329.4 billion, growing at a CAGR of 3.9% from 2015 to 2022. Frozen ready meals segment is dominating the frozen food products market by accounting more than 35% of share in overall market and is expected to exhibit considerable growth over the forecast period. Europe dominates the global market for frozen food due to increasing demand for hygiene frozen food products. Asia Pacific is expected to witness high growth rate due to increasing urban population and disposable income in developing countries such as China and India.  The global food packaging market to grow at a CAGR of 5.39% during the period 2018-2022. The latest trend gaining momentum in the market is Growing sales of food products on e-commerce Platforms. The food products, apart from being sold in 5 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

retail outlets and shops, have entered the e-commerce platform. The food products sold on this platform should have durable primary packaging that ensures that the product is in good condition, retaining its quality and freshness. In addition to the primary packaging of food products, there is a crucial need for efficient secondary packaging to ensure safe shipment of the product to customers  The global canned food market to grow at a CAGR of 3.44% during the period 20172021. One trend in the market is innovations in packaging. With increase in demand for chemical-free canned foods, manufacturers are focusing on innovations in packaging. Many brands of canned food products have started offering products in BPA-free containers. Some of the companies that offer these include Bionaturae, Crown Prince, Tyson Foods, and Whole Foods.  The global lactic acid & polylactic acid market is expected to reach USD 9.8 billion and USD 6.5 billion respectively by 2025, according to a new report by Grand View Research, Inc. Rising demand for lactic acid as pH regulator and preservatives for food & beverages sector is expected to fuel its demand over the next eight years.

2.1.2 NATIONAL SCENARIO The Indian food industry is poised for huge growth, increasing its contribution to world food trade every year. In India, the food sector has emerged as a high-growth and high-profit sector due to its immense potential for value addition, particularly within the food processing industry. The food industry, which is currently valued at US$ 39.71 billion is expected to grow at a Compounded Annual Growth Rate (CAGR) of 11 per cent to US$65.4 billion by the end of 2018. Food and grocery account for around 31 per cent of India’s consumption basket. Accounting for about 32 per cent of the country’s total food market, The Government of India has been instrumental in the growth and development of the food processing industry. The government through the Ministry of Food Processing Industries (MoFPI) is making all efforts to encourage investments in the business. It has approved proposals for joint ventures (JV), foreign collaborations; industrial licenses and 100 per cent export oriented units. The food processing industry in India is a sunrise sector that has gained prominence in recent years. Availability of raw materials, changing lifestyles and relaxation in policies has given a considerable push to the industry’s growth. This sector is among the

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few that serves as a vital link between the agriculture and industrial segments of the economy. Strengthening this link is of critical importance to improve the value of agricultural produce; ensure remunerative prices to farmers and at the same time create favorable demand for Indian agricultural products in the world market. A thrust to the food processing sector implies significant development of the agriculture sector and ensures value addition to it. The Indian food processing industry holds tremendous potential to grow, considering the still nascent levels of processing at present. Though India’s agricultural production base is reasonably strong, wastage of agricultural produce is sizeable. Processing of fruits and vegetables is a low 2%, around 35% in milk, 21% in meat and 6% in poultry products. By international comparison, these levels are significantly low - processing of agriculture produce is around 40% in China, 30% in Thailand, 70% in Brazil, 78% in the Philippines and 80% in Malaysia. Value addition to agriculture produce in India is just 20%, wastage is estimated to be valued at around US$ 13 bn (Rs 580 bn). India, with an arable land of 184 mn hectares is, the highest producer of milk in the world at 90 mn tones p.a., second largest producer of fruits & vegetables (150 mn tones), third largest producer of food grains and fish and has the largest livestock population. Considering the wide-ranging and large raw material base that the country offers, along with a consumer base of over one billion people, the industry holds tremendous opportunities for large investments. In the upcoming years, there will be good demand for healthy, modern food products due to following reasons:  Youth population (age group 15 – 25): doesn’t shy away from trying new food products.  More Nuclear families: usually working couple => less cooking time + expensive maids=need ready to eat / ready to cook food.  Rising incomes, middle class and rich families=can afford processed food.  Emergence of Tier 1 and Tier 2 cities, shopping mall culture.  Growing migration from rural to urban India + rising income = demand for bread, butter.  Media penetration, advertisements=> “demand” is created for health-drinks, noodles, cream-biscuits, cornflakes etc.

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2.1.3 STATE SCENARIO Food processing is a very significant sector of Kerala’s industry. Government of Kerala has accorded “priority status” to the food processing sector due to its huge potential for development. Kerala has always been in the forefront with respect to food processing, being a major exporter of food products. Kerala’s association with food exports to various foreign countries dates back to 16th century. Therefore, it can be said that Kerala has always been a “leader state” in food processing. Since the time of country’s Independence, products that were exported from Kerala such as cashew, seafood and spices mainly constituted the traditional industrial sector of Kerala. These sectors have over the years evolved into modern food processing sectors. Coconut is one of the major produces of the state. Yet, the processing of coconuts is mostly restricted to traditional products such as copra and oil. Even though in recent times some initiatives have been taken for value addition of coconuts, the huge potential to develop a number of value-added products remains untapped. Jackfruit is another crop which is extensively produced in Kerala, but hardly processed into any value-added products. Nendran Banana is another produce which is produced in substantial quantities and also substantially exported in raw form, but not converted into processed products. Similarly, tapioca, pineapples, mango, ginger (from Palakkad belt), are produces which are still not utilised for processing, but mostly consumed in the fresh form.Milk produced in the state is mostly processed in the co-operative sector. But the supply does not match with demand and hence the state has to meet its requirement partly from out of the state. Similarly consumption of meat and fish in the domestic market are high but these are hardly in the processed form. Exports of ethnic preparations of Kerala as processed food mainly catering to the needs of the diaspora have evolved into a sector with considerable significance. Such products are different from the conventional food exports, as they are not originating from one produce, but prepared from a number of ingredients. Food processing industry has been recognized as a priority sector in Kerala due to its potential for future growth and possibility of generating substantial employment. Kerala Industrial Infrastructure Development Corporation (KINFRA) has been playing a proactive role for the promotion of food processing industry in the state. KINFRA has a set up of a number of food theme based parks to suit the specific needs of the food processing sector. 8 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

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Kerala is the state which holds a monopoly in the production of a number of agricultural commodities of national importance. Most of the agro based industries are dominated by small scale primary processing units. The organized, registered units of food processing industry are very few in Kerala. But a large number of small units are functioning in the unorganized sector which has high potential in processing and producing value added products. In this context, SWOC analysis is an effective technique to assess this area and thus to bringing up the sector by identifying the spaces for growth of the industries. Strengths  Monopoly in the production of some agricultural commodities.  Strong domestic market due to changing food consumption habits  Favorable climate for growth of fruits and vegetables • Existence of clusters of Weaknesses  Declining production of important food crops, especially paddy  Seasonality and Perishability of raw material  High loss of agricultural produces after harvest, especially fruits and vegetables Opportunities  Diversification of food products according to the demand for a variety of quality and tastes  Improving agricultural production by utilizing available land and workforce  Establish local level industrial parks by clubbing unorganized food processing industrial units Challenges  High competition in the global market  Accessibility to certify the products as branded items is not easy  Constraints in timely availability of inputs  Difficulty in satisfying WTO sanitary clause for the processed items

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2.2 COMPANY PROFILE 2.2.1 INTRODUCTION

The name of the company is Crust n Crumb Food Ingredients Pvt Ltd and its registered office is at Block-32,KINFRA Small Industries Park,Nellad P O,Muvattupuzha. Crust ‘n’ Crumb Food Ingredients Pvt. Ltd., a global player in the Baking & Confectionary industry, specializes in developing, manufacturing and marketing of creative and innovative baking solutions to industrial bakers, commercial and craft bakers, food service companies, confectionery manufactures and flour millers. Crust ‘n’ Crumb, in collaboration with Millbo, Italy, a brand presence in food enzymes and bakery ingredients, offers a wide range of Bread and Flour Improvers, Cake Mixes and Concentrates, Confectionery and Pastry Mixes, Fruit Fillings, Jam, Glazes, Sugar Free Mixes, Egg Free Mixes, Food Colours and Flavours.. Here the science and art of baking are blended effectively for a delightful aroma, appealing structure and gorgeous taste. The company will focus in developing innovative products and solutions to the food industry through value addition of diversified natural products,especially agro based products,available in India.The company use the expertise of the promoters and also build a dedicated team of professionals to achieve the goals. Product development and improvement are on going processes in Crust n Crumb. The commitment for innovation is the foundation for the success. A team of food technologists and professionals explore the possibilities of creation for a modern baker in different countries, traditions and eating habits. R&D team in India works in close coordination with their counter parts in Italy

2.2.2 MISSION To launch new products and capture the entire market and make high growth in business

2.2.3VISION  To be a major player in food and baking ingredients business in Asia and Africa driven by innovation,commited to fair business codes.

2.2.4 OBJECTIVES  To develop innovative & value added ingredient solutions  To work with our customers closely to understand your present requirements and face the future needs

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STRENGTH  Passion for innovation

PROMOTER GROUP The promoters of the company are Mr Vishnu Prasad,Mr.Muhammed Kunju and Mr.Naushad Naina.The promoters have many years of experience in trading of raw materials and ingredients used by the bakery in the Arabian Gulf and Middle East.They collectively and individually are in the businesses of exporting of food ingredients from India,import of foof ingredients into U A E from various countries and trading of food ingredients in U S A,Oman and other Middle East Countries.

CERTIFICATION The company was certified for its compliance with Quality Management (I S O 9001:2000) and Food Safety Management (HACCP:2000 RvA) in the first six months of operation itself.It is a testimonial of strong commitment to the quality.Recently,the company upgraded the management system to comply with I S O 22000:2005 requirements,the one of the company to be I S O 22000 C Certified Manufacturers in the region.

FUTURE  The company will expand the business all over India in the following years.  Crust n Crumb Food Ingredients Pvt Ltd will be a market leader in the baking and confectionery industry by 2020.  innovation through research  providing the most advanced and international-quality baking ingredients to our customers  introducing ever more effective manufacturing and production processes to ensure quality and timely delivery  ensuring complete customer satisfaction through fair business codes  offering price value advantage

EXPORTING COUNTRIES  Italy  UAE  YEMEN  African countries

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IMPORTING COUNTRIES Crust n Crumb imports food grade raw materials such as sodium bicarbonate,food grade,sodium acid,PY roe phosphate food grade,various types of emulsifiers,enzymes additives from the following countries.  China  Thailand  Italy  UAE  Singapore  France

COMPETITORS  Porathos  Ab Mouri  Bake mate CLIENTS  Milbo Spa,Italy  Mudra General Trading LLC,UAE  Yemen Company for Ghee and Soap industries,Republic of Yemen  Gulf Stream Trading and Service,Qatar.

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2.2.5 ORGANIZATION STRUCTURE

CEO

DIRECTOR

ACCOUNTS DEPARTMENT

ADMINISTRAT ION DEPARTMENT

PRODUCTION DEPARTMENT

FINANCE MANAGER

ASST. HR.MANAGER

PRODUCTION MANAGER

SR. EXECUTIVE

ADMIN. FRONT

ASST

EXECUTIVES

PUBLIC RELATIONS OFFICER

MANAGER

SUPERVISOR

RESEARCH DEVELOPME NT (R&D)

R&D HEAD

MARKETING DEPARTMENT

BUSINESS HEAD RETAIL & EXPORT

SR. EXECUTIVES

SR.AREA SALES

LAB ASSISTANT

EXECUTIVES

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2.2.6 DEPARTMENT DETAILS PRODUCTION DEPARTMENT CHAIRMAN

MANAGING DIRECTOR

GENERAL MANAGER

PRODUCTION MANAGER

ASST.MANAGER

ASST. MANAGER

SHIFT IN CHARGE

PREPARATION IN CHARGE

SUPERVISOR

MAINTENANCE SUPERVISOR

ELECTRICAL MANAGER BAKER JOBER

HELPER

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PRODUCTION Production is the process by which raw materials and other inputs are converted into output among all functional areas of management.Production is considered to be critical in any organization especially in food ingredients industry.At Crust n Crumb,mainly the production of different types of food ingredients take place under production department. PRODUCTION PLANNING AND CONTROL Production planning is an activity that is performed before the actual production process takes place.It involves determining the schedule of production,sequence of operation,economic batch quantities and also dispatching priorities for sequence of jobs. Production control is mainly involved in implementing production schedules and is the corollary to short term production planning or scheduling.Producion control includes initiating production,dispatching items,progressing and then finally reporting back to production planning.In general terms,production planning means planning of the work to be done later and production control refers to working out or the implementation of the plan. OBJECTIVES 

To plan production facilities in the best possible manner along with the proper systematic planning of production activities.



Providing men,machines,materials of right quality,quantity and also providing them at the right time forms a very important factor.



To inform about the difficulties or the various awkward positions expected to crop up later to the management beforehand.

WORK SCHEDULE The company is undertaking production works in two shifts: First shift

: 8.30 am – 5.30 pm

Second shift

: 5.30 am – 1.30 am

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FUNCTIONS OF PRODUCTION DEPARTMENT The production department is responsible for converting input into output through the stages of production processes.Production manager is responsible for making sure that raw maerials are provided and made into finished goods effectively.He/she must make sure that work is carried out smoothly and must supervise procedures for making work more efficient and more enjoyable.The funcions of production department are given below: 

Design of production system



Design of product



Production planning and controlling



Layout of plant



Selection of location



Selection of plant and equipment

Five Production sub functions: 1.Production and planning Set the standards and targets at each stage of the production process. 2.Purchasing department Provide the materials,components and equipment required. 3.Stores department Responsible for stocking all the necessary tools,raw materials and equipment required. 4.Design and technical support department Responsible for the design and testing of new product processes and product types together with the development of prototypes through to the final product. 5.Works department Concerned with the manufacture of products.

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PURCHASE DEPARTMENT

CHAIRMAN

MANAGING DIRECTOR

GENERAL MANAGER

DEPUTY GENERAL MANAGER

PURCHASE OFFICER

OFFICE ASSISTANT

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FUNCTIONS OF PURCHASE DEPARTMENT Purchase department plays a very important role in the company and purchasing is the most important function of material management as the moment an order is placed for the purchase of materials ,a substantial part of the company finance is commited which affects the cash flow position of the company.The basic objective of setting up a separate purchasing department is to ensure continuous availability of quality materials so that production is not hold up and reduce the cost of the finished products according to their plan. Before purchasing materials,the dept should know the total requirement of materials of different department. 

Locate the sources of supplies



Select the vendors after checking terms and conditions



Prepare competitive statements after analysis of quotations



Orders are to be placed with suppliers after verifying quality and quantity



Minimum stock and inventory balance should be maintained



Excess stock should be avoided



Materials should be kept in standard containers and packages

PROCEDURE FOLLOWED WHILE PURCHASING 

Indenting material



Exploring the sources of supply and choosing the supplier



Issuing the purchase order



Receiving and inspecting materials



Checking and passing of bill for payment

MATERIALS PURCHASED 

100% wheat products of different specification



Sizing chemicals-enzymes ,starch



Other emulsifiers



Electrical equipment and accessories



Packing materials and office stationery

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STORES DEPARTMENT

CHAIRMAN

MD

STORE MANAGER

STORE IN CHARGE

OFFICE ASSISTANT

FUNCTIONS OF STORE DEPARTMENT Storage of all items of raw materials including shelf life extenders of different specifications,adhesive ,spare parts,electrical items,tools,office stationery,packing materials are the responsibilities of the stores department.Functioning of the stores department is controlled and administered by the store manager.Material storage is planned by the store manager with the help of purchase /production department godown and packaging sections respectively due to lack of sufficient space in the store and facilities for easy handling of both the items.But the store department controls the issue of both these items.

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STORAGE PROCEDURE 1.Issue of Raw Materials When a particular item of raw material is required for production,the supervisors of concerned section of the production department issues a material requisition note to stores department.On the reception of material requisition note,the stores manager checks whether the item demanded is stored in stock.If yes,it is issued to the concerned department and acknowledgement for the same is obtained and filed in the stores. 2. Recording the Stock Perpetual stock records are kept for raw mterials,spares,work in progress and fnished goods.These records are periodically reconciled with accounting records.This is a periodical reporting of shortage or excess.If difference is there,they may invesigate and necessary adjustments are made in the final accounting records and stores ledger control account maintained in the stores. 3. Material Conrol System The company has a material control system which acquires that the right quantity of material is available at the right time,place with right amount of investments.Its a comprehensive fragment for accounting and controlling of material cost designed with the objective of maintaining material supply at a level so as to ensure uninterrupted production but at the same time minimizing the investment of funds.

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FINANCE DEPARTMENT

FINANCIAL MANAGER

ASST.FINANCIAL MANAGER

FINANCE COORDINATORS

SENIOR PROCESS COORDINATOR

CREDIT CONTROLLER

ASSOCIATES

The finance department is headed by the finance manager.He decides when and where to acquire funds to meet firm’s investment needs.The finance department looks after the investment activities of the company.It also handles the details related to taxation.

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FUNCTIONS OF FINANCE DEPARTMENT 

To prepare corporate plans



To control cost,financial planning and ensuring uniform and correct observance of financial disciplines of the company.



To monitor the progress of budget achievements.



To advise management on fund utilization and its implementation.



Setting of all investment proposals,certain new assets,new posts from the point of financial feasibility.



To evolve an audit manual.



Accounting



Preparation of various statements regarding stock,receivables etc which are to be submitted to various authorities like bankers,insurers etc..



Planning and controlling of expenses for production



Approving and making payments to different parties such as creditors/suppliers.



Preparation and maintenance of costing records.



Determine financial needs



Determine sources of funds



Financial analysis



Optimal capital structure



Cost volume profit analysis



Profit planning and evaluation



Capital budgeting



Management of cash



Financial control



Disposal of profits or surplus

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MARKETING DEPARTMENT

CHAIRMAN

MANAGING DIRECTOR

GENERAL MANAGER

MARKETING MANAGER

ASSISTANT MANAGER

MARKETING EXECUTIVES

23 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

Crust n Crumb has got a very good markeing department controlled by efficient and dynamic marketing manager.Marketing department is divided into three such as:marketing,advertisement and sales promotion. The company markets its products and convenience the products mainly through dealers.Almost all products are available at the dealer shop.The products are transported to the dealers by deliver vans.The company is having 1000’s of dealers spread all over.75% of the sales is done through authorized agents on commission basis and through direct marketing. ADVERTISEMENT The main media used by the company for advertising are television and print media.Apart from this,advertisements are done through hoardings,wall paintings,banners,metal boards,stickers and danglers. FUNCTIONS OF MARKETING DEPARTMENT 

Strict quality control



Effective distribution system



Reasonable price



Appropriate advertisement



Customer knowledge



Product innovation

MARKETING POLICY The company has a strategic marketing policy.The company does not entertain any middleman:they deal directly with their dealers.

24 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

PERSONNEL AND ADMINISTRATION

H R MANAGER

ASSISTANT H R MANAGER

H R OFFICER

ADMIN.FRONT OFFICE

PUBLIC RELATION OFFICER

The company employs over 150 workers and does not have any trade union problems.The workers and the management sit across the table and negotiate their demand and rights.

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A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

FUNCTIONS OF ADMINISTRATION DEPARTMENT 1.RECRUITMENT Recruitment is through external as well as internal.External recruitment is done through newspaper,magazines,advertisement in company website,campus recruitment. 2. INTERVIEW AND SELECTION Selection is taken place through direct interview with the reference of the application.The company does not have any specialized board.Skilled test is conducted only for those who applied for skilled post. 3.TRAINING AND DEVELOPMENT Training and development is a subset of HRD function.After the employee has been recruited,selected and inducted,company gives proper in house training to develop and increase skill inorder to perform a specific job and education through company’s own community to increase general knowledge and understanding the environment. 4.ACCOUNTING This function provides control and procedures for receipts of all revenue including:utility user and connection charges,property and franchise taxes,intergovernmental revenue,licenses and fees,special assessment accounts receivable,ambulance accounts receivable,general accounts receivable,distribution of all expenditures,preparation of monthly budgetary and financial reports and general record keeping functions. 5.BONUS Based on previous year’s profit,9% to 22% is given as bonus every year.Gratuity is paid to employees who have completed 5 years of service.

26 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

QUALITY CONTROL DEPARTMENT

GENERAL MANAGER

MANAGER

QUALITY INSPECTOR (RAW MATERIALS)

QUALITY INSPECTOR

QUALITY INSPECTOR (FINISHED PRODUCTS)

ASST. INSPECTOR

FIRST PIECE INSPECTOR

CHECKER

ASST. INSPECTOR (SPARE PARTS)

CHECKER

RECHECKER

27 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

Quality is an ingredient added to every aspect of Crust n Crumb.A practice they don’t compromise. The complete process of department is subject to quality and food safety management system.Each of the raw materials,semi-finished and finished products undergo stringent quality test to ensure food safety. Crust n Crumb recently upgraded the management system to comply with ISO 22000:2005 requirements,one of the first company to be ISO 22000 certified manufacturer in the region. Food safety competence 

Well equipped quality control laboratory to do the routine quality tests.



Qualified personnel for accurate analysis



Trained work force



Regular training on quality management aspects.

QUALITY POLICY The company is committed to manufacture and deliver quality products and processed material as per the customer specification efficiently in professional and environment friendly manner on time and at the right cost with almost customer satisfaction while driving to become a world class organization through continuous improvement. BENEFITS 

Minimum scrap or wastage due to reduced number of defectives



Uniform quality and reliability of products help in increased sales turn over



Reduced inspection and as a result reduced inpection cost



Higher operation efficiency



Better utilization of resources



Better customer satisfaction



Increase quality consciousness among employees.

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A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

RESEARCH AND DEVELOPMENT

R & D HEAD

SENIOR EXECUTIVES

LAB ASSISTANTS

Research & Development refers to innovative ideas and activities undertaken by corporates in developing new services or products,improving existing services or products.R & D constitutes the first stage of development of a potential new serviceor the production process. Crust n crumb believes in innovation through research.The company is very keen to provide the most advanced and international-quality baking ingredients to the customers.Product development and improvement are on going processes in Crust n Crumb.The commitment for innovation is the foundation for success. A team of food technologist and professionals explore the possibilities of creation for a modern baker in different countries,traditions,and eating habits.R & D team in India works in close coordination with their counter parts in Italy.

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A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

2.2.7 PRODUCT PROFILE Backed by rich industry experience,Crust n Crumb is highly engaged in manufacturing and supplying excellent range of ingredients for cake,confectionery products and products for bread.Owing to high quality,excellent taste and attractive appearance,these products have huge demand in the market.As per the requirements of the customers,and the latest trend in the market,these products are manufactured massively. Crust n Crumb offers many products to the customers which are: Products  Confectionery mixes  Leavening agents  Cake mixes  Shelf life extenders  Bread mixes  Bread improver  Releasing agents  Malt products  Baking enzymes  Pastry glazes  Fruit flavoured filling  Fruit jams  Candied fruits  Glazes  Icings and creams  Candied and dried fruits  Ice cream mix  Food cream  Sugar free mixes  Egg free mixes  Healthy bread mixes  Muffin mixes-vanilla and chocolate  Payasam mixes  Fried Chicken mixes 30 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

 Ice cream powders  Gelato bases  Enzymes  Flour correctors  Anti-oxidants  Custard powder-natural  Water jelly  Tutty fruity  Crustofruity FC 50  Crustofruity FC 45  Whipping cream

PRODUCT CATEGORIES 1.Bread improver

: Crustozme MP 300 Crustozme cross 40 Crustozme SP 2000

2.Bread mixes and concentrates : Crustomix multi Crustomix soya Crustomix sunny Crustomix spicy 3.Confectionery mixes

: Crustophee sponge choco Crustoffin RM Crustophee IS 200

4.Creams,fillings & glazes

: Crustostand INST Crustcream IS 200 Fruit fancy Crustogel hot

5.Gelato & ice cream mixes

: Crustocream softee Fruit cream 50 Gel cream 50

6.Food colours

: Tono colour Tono paste Tono powder

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A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

7.Sugar free mixes

: Crustophee sponge SF Crustophee plum SF Crustozen brownie INST SF Crustofruity FC SF

8.Egg free mixes

: Crustophee sponge EF Crustophee EF Mayonnaise EF Cruustoffin RM EF Crustoffin RM

9.Shelf life extenders

: Crustmould sorba Crustmould CP

10.Malt products

: Crustomalt EZ Crustomalt IT Crustomat LI

32 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

3.1 THEORETICAL FRAMEWORK RECRUITMENT Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc.are used. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees

Definition According to EDWIN FLIPPO,”Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”

Need for recruitment The need for recruitment may be due to the following reasons / situation: 

Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and



labour turnover.



Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise.



new vacancies are possible due to job specification. 33

C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

Purpose and importance of Recruitment 

Determine the present and future requirements of the organization on 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 overqualified job applicants.



Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time.



Meet the organization’s legal and social obligations regarding the composition of its work force.



Begin identifying and preparing potential job applicants who will be appropriate candidates.



Increase organizational and individual effectiveness in the short term and long term.



Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.



Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones.

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A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

RECRUITMENT PROCESS Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, viz, 

Planning.



Strategy development.



Searching.



Screening.



Evaluation and control.

STAGE 1: RECRUITMENT PLANNING: The first stage in the recruitment process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into set of objectives or targets that specify the (1) Numbers (2) Types of applicants to be contacted. Numbers of contact: Organization, nearly always, plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. Each time a recruitment Programme is contemplated, one task is to estimate the number of applicants necessary to fill all vacancies with the qualified people. Types of contacts: It is basically concerned with the types of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification.

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A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

STAGE 2: STRATEGY DEVELOPMENT: When it is estimated that what types of recruitment and how many are required then one has concentrate in (1). Make or Buy employees. (2). Technological sophistication of recruitment and selection devices. (3). Geographical distribution of labour markets comprising job seekers. (4). Sources of recruitment. (5). Sequencing the activities in the recruitment process.

STAGE 3: SEARCHING: 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.

36 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

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.

STEP 4: SCREENING: Screening of applicants can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. The selection process will begin after the applications have been scrutinized and short-listed. Application received in response to advertisements is screened and only eligible applicants are called for an interview. Here, the recruitment process extends up to screening the applications. The selection process commences only later. Purpose of screening The purpose of screening is to remove from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not rejected without justification. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. Interview and application blanks may be used to screen walk-ins. Campus recruiters and agency representatives use interviews and resumes. Reference checks are also useful in screening.

37 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

STAGE 5: EVALUATION AND CONTROL: Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are: 

Salaries for recruiters.



Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison and so forth.



The cost of advertisements or other recruitment methods, that is, agency fees.



Recruitment overheads and administrative expenses.



Costs of overtime and outsourcing while the vacancies remain unfilled.



Cost of recruiting unsuitable candidates for the selection process.

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.

38 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

SOURCES OF RECRUITMENT

RECRUITMENT

INTERNAL SOURCES

EXTERNAL SOURCES

1.Promotion

1. Campus recruitment

2. Transfers

2. Press advertisement

3. Internal notification

3. Management consultancy service

4.Retirement

4.Advertisement

5. Recall

5.Employment exchanges

6. Former employees

6.Management training schemes 7.Walk-ins, write-ins, talk-ins 8.Miscellaneous external sources

The sources of recruitment can be broadly categorized into 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 39 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

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

40 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

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 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. 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 seeker’s 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.

41 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

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. Newspaper is the most common medium but for highly specialized recruits, advertisements may be placed in professional or business journals. 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 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. 42 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

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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. From employees’ viewpoint, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. 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.

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Radio, Television and Internet Radio and television are used to reach certain types of job applicants such as skilled workers. Radio and television are used but sparingly, and that too, by government departments only. 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. Violating this requirement shall bind the employee to pay a few months’ salary to his/ her present employer as a punishment. However, there are many ethical issues attached to it. 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. As a result, new jobs may be created. Both new and old jobs may be readily staffed by drawing the best-qualified applicants from this employee pool. This method facilitates the immediate implementation of an organization’s 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.

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60-Second Guide to Hiring the Right People

0:60 Define the Duties: To find promising employees, you must first determine what you want them to do. Carefully consider all direct and associated responsibilities and incorporate them into a written job description. Be careful with general titles such as typist or sales clerk, as they have different meanings to different people. 0:49 …and What it Takes to do Them: Fulfilling these responsibilities will require some level of skill and experience, even if it is an entry-level position. Be reasonable about your expectations. Setting the bar too high may limityour available talent pool; setting it too low risks a flood of applications from those unqualified for the job. 0:37 Make it Worth their While: Likewise, you don’t want to be overly generous or restrictive about compensation. State and local chambers of commerce, employment bureaus and professional associations can help you determine appropriate wages and benefits. Scanning descriptions of comparable jobs in the classified ads and other employment publications will also provide clues about prevailing wage rates. 0:38 Spread the Word: How you advertise your job opening depends on who you want to attract. Some positions are as easy to promote as posting a “help wanted” sign in your store window or placing an ad in your local newspaper. For jobs requiring more specialized skills, consider targeted channels such as trade magazines, on-line job banks and employment agencies (though these may require a fee). And don’t overlook sources such as friends, neighbors, suppliers customers and present employees.

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0:25 Talk it Over: Because you have clearly defined the role and requirements, you should have little difficulty identifying candidates for interviews. Make sure you schedule them when you have ample time to review the resume, prepare your questions and give the candidate your undivided attention. After the interview, jot down any impressions or key points while they’re still fresh in your mind. This will be a valuable reference when it’s time to make a decision. 0:12 Follow-up on Interviews: You want to believe your candidates are being honest, but never assume. Contact references to make sure you’re getting the facts or to clear up any uncertainties. Professional background checks are a wise investment for highly sensitive positions, or those that involve handling substantial amounts of money and valuables. 0:03 You’ve Found Them; Now Keep Them: Now that you’ve hired ideal employees, make sure they stay with you by providing training and professional development opportunities. The small business experts at SCORE can help you craft human resource policies and incentive plans that will ensure your company remains the small business employer of choice.

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4.1 AGE OF THE RESPONDENTS The table 4.1 describes the classification of the respondents based on the age.The age is classified as between 18-22,23-28,29-35,36-40 & above 40. Table 4.1: Age wise classification of respondents AGE

NO OF RESPONDENTS

PERCENTAGE

18-22

8

16

23-28

15

30

29-35

12

24

36-40

9

18

Above 40

6

12

Total

50

100

Source: Primary data Interpretation It is found from table 4.1 that 8(16%) of respondents are in the age group of 18-22 years 15(30%) are between 23-28,12(24%) are between 29-35,9(18%) are in the age group of 3640 and 6(12%) are in the age group of above 40. Graph 4.1:Age wise classification of the respondents

AGE 18-22

12% 16% 18% 30% 24%

23-28 29-35 36-40 Above 40

INFERENCE It is concluded that the maximum of 30% of the respondents are in the age group of 23-28 years.

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4.2 GENDER CLASSIFICATION OF THE RESPONDENT The table 4.2 describes the gender of the respondents and it is classified under the category of MALE and FEMALE. Table 4.2: Gender classification of the respondent GENDER

NUMBER OF

PERCENTAGE

RESPONDENTS MALE

26

52

FEMALE

24

48

TOTAL

50

100

Source: Primary data Interpretation It is found from table 4.2 that 26(52%) of respondents are in the category of male and 24(48%) are in the category of female. Table 4.2: Gender classification of the respondent

PERCENTAGE

52 52 50

48

48

PERCENTAGE PERCENTAGE

46 MALE

FEMALE

INFERENCE It is concluded that the majority of 52% of the respondents are Male.

48 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS The table 4.3 describes the classification of the respondents based on their educational qualification.The qualification is classified as SSLC,Plus 2,Degree, P G and Others. Table 4.3: Educational classification of respondents Educational Qualification SSLC

No of respondents

Percentage

3

6

PLUS 2

16

32

DEGREE

17

34

POST GRADUATION OTHERS

12

24

2

4

TOTAL

50

100

Source: Primary data Interpretation It is found from the table 4.3 that 3(6%) of the respondents have passed SSLC,16(32%) passed PLUS 2,17(34%) are having degree,12(24%) completed post graduation and 2(4%) have other qualification. Graph 4.3:Classification of the respondents based on their educational qualification EDUCATIONAL CLASSIFICATION 40

34

32

30

24 16

20 10

3

17 12

6

2 4

0 SSLC

PLUS 2

DEGREE

RESPONDENTS

PG

OTHERS

PERCENTAGE

INFERENCE It is concluded that the maximum of 34% of the respondents are having DEGREE as the educational qualification. 49 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.4 WORK EXPERIENCE OF THE RESPONDENTS The table 4.4 describes the classification of the respondents based on their work experience.The work experience is classified as Fresher,1-3 yrs,4-8yrs,9-12 yrs and above 12. Table 4.4: Work experience of the respondents WORK EXPERIENCE FRESHER

NO OF RESPONDENTS 07

PERCENTAGE

1-3

17

34

4-8

11

22

9-12

9

18

Above 12

6

12

TOTAL

50

100

14

Source: Primary data Interpretation It is found from the table 4.4 that 7(14%) of the respondents are freshers,17(34%) are between 1-3 yrs,11(22%)are between 4-8yrs ,9(18%) are between 9-12yrs and 6(12%) are above 12 years of experience. Graph 4.4 Classification of respondents based on their work experience

WORK EXPERIENCE 34

40 30

22

18

14

20

12

10 0 percentage FRESHER

1 to 3

4 to 8

9 to 12

above 12

INFERENCE It is concluded that the maximum of 34% of the respondents are having experience between 1-3 years.

50 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.5 SALARY CLASSIFICATION The table 4.5 describes the classification of the respondents based on their salary.The salary is classified as below 8000, 8000-15000, 16000-21000, 21500-32000, ABOVE 32000. Table 4.5: Salary classification of the respondents SALARY

PERCENTAGE

BELOW 8000

NO OF RESPONDENTS 03

8000-15000

13

26

16000-21000

18

36

21500-32000

9

18

ABOVE 32000

7

14

TOTAL

50

100

06

Source:primary data Interpretation It is found from the table 4.5 that 03(6%) of the employees having salary below 8000,13(26%) having salary between 8000-15000,18(36%) between 16000-21000,9(18%) between 21500-32000 and 7(14%) above 32000. Graph 4.5 Classification of respondents based on their salary SALARY STRUCTURE

36 26 18

18 14

13 3

9

6

7

BELOW 8000 8000-15000 16000-21000 21500-32000 ABOVE 32000 RESPONDENTS

PERCENTAGE

INFERENCE It is concluded that a maximum of 36% of the respondents are having salary between 1600021000. 51 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.6 EMPLOYEE SATISFACTION The table 4.6 describes the classification of the respondents based on their satisfaction in the organization.The employee satisfaction is classified as Highly satisfied,satisfied,dissatisfied Moderately dissatisfied and highly dissatisfied. Table 4.6:Classification of respondents on the basis of satisfaction SATISFACTION Highly satisfied

NO OF RESPONDENTS 8

PERCENTAGE 16

Satisfied

24

48

Dissatisfied Moderately dissatisfied Highly dissatisfied TOTAL

10 6

20 12

2 50

4 100

Source: Primary data Interpretation It is found from the table 4.6 that 8(16%) of the respondents are highly satisfied,24(48%) are satisfied,10(20%) are dissatisfied,6(12%) are moderately dissatisfied and 2(4%) are highly dissatisfied. Graph 4.6 Classification of respondents based on their satisfaction EMPLOYEE SATISFACTION 60 50 40 30 20 10 0

48

8

16

24

20 10

6

12

2 4

RESPONDENTS PERCENTAGE

INFERENCE It is concluded that the maximum of 48% of the respondents are satisfied with the working culture of the organization.

52 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.7 CONSIDERATION OF EXPERIENCED CANDIDATES ON RECRUITMENT The table 4.7 describes the classification of the respondents based on their opinion about considering experienced candidate during recruitment.The response is classified as to say whether YES or NO. Table 4.7: Consideration of experienced candidate on recruitment EXPERIENCED CANDIDATES YES

NO OF RESPONDENTS 36

PERCENTAGE

NO

14

28

TOTAL

50

100

72

Source: Primary data Interpretation It is found from the table 4.7 that 36(72%) of the respondents replied with ‘Yes’ and 14(28%) of the respondents replied with ‘No’. Graph 4.7 Classification of respondents based on their opinion about considering experienced candidates EXPERIENCED CANDIDATE 80 70 60 50 40 30 20 10 0 RESPONDENTS

PERCENTAGE YES

NO

INFERENCE It is concluded that the majority of 72% of the respondents replies with YES for considering experienced candidates during the recruitment process.

53 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.8 SOURCE TO RECRUIT CANDIDATES The table 4.8 describes the classification of the respondents based on the source adopted to recruit the candidate.The sources are classified as Employee Referral,Campus Recruitment, Advertisement,Job portals and Others. Table 4.8:Classification on the basis of sources of recruitment SOURCE

NO OF RESPONDENTS

PERCENTAGE

EMPLOYEE REFERRAL

04

08

CAMPUS RECRUITMENT

08

16

ADVERTISEMENT

30

60

JOB PORTALS

06

12

OTHERS

02

4

TOTAL

50

100

Source: Primary data Interpretation It is found from the table 4.8 that 04(8%)of the respondents prefer employee referral,08(16%) prefer campus recruitment,30(60%) advertisement,06(12%) job portals and 02(4%) prefer other sources. Graph 4.8: Classification of respondents based on opinion on the sources of recruitment SOURCES OF RECRUITMENT OTHERS JOB PORTALS ADVERTISEMENT CAMPUS RECRUITMENT EMPLOYEE REFERRAL 0

10

PERCENTAGE

20

30

40

50

60

RESPONDENTS

INFERENCE It is concluded that the majority of 60% of the respondents prefer advertisement as the main source of recruitment

54 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.9 QUALITY OF THE CANDIDATE The table 4.9 describes the classification of the respondents based on the quality that organization looking for.The quality is classified as Knowledge,Experience,Discipline Leadership and Commitment. Table 4.9: Classification on the basis of the quality QUALITY

NO OF RESPONDENTS

PERCENTAGE

KNOWLEDGE

08

16

EXPERIENCE

07

14

DISCIPLINE

15

30

LEADERSHIP

10

20

COMMITMENT

10

20

TOTAL

50

100

Source: Primary data Interpretation It is found from the table 4.9 that 08(16%) respondents prefers knowledge,7(14%) prefers experience,15(30%) discipline,10(20%) leadership and 10(20%) commitment as quality. Graph 4.9 Classification of respondents based on the qualities

QUALITIES 20 20

16 14 30

KNOWLEDGE

EXPERIENCE

LEADERSHIP

COMMITMENT

DISCIPLINE

INFERENCE It is concluded that the maximum of 30% of the respondents prefers discipline as the best quality.

55 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.10 RECRUITMENT POLICY OF THE ORGANIZATION The table 4.10 describes the classification of the respondents based on the opinion about he recruitment policy of the organization.The opinion is classified as Excellent,Good,Average and Poor Table 4.10. Classification of respondents based on the recruitment policy RECRUITMENT POLICY

NO OF RESPONDENTS

PERCENTAGE

EXCELLENT

05

10

GOOD

33

66

AVERAGE

8

16

BELOW AVERAGE

2

4

POOR

2

4

TOTAL

50

100

Source: Primary data Interpretation It is found from the table 4.10 that 5(10%) of the respondents consider as excellent,33(66%) Good,8(16%) Average,2(4%) Below average and 2(4%) Poor about recruitment policy. Graph 4.10: Classification of respondents based on the opinion on recruitment policy RECRUITMENT POLICY

66

80 60 40 20

10

16

4

4

0 PERCENTAGE EXCELLENT

GOOD

AVERAGE

BELOW AVERAGE

POOR

INFERENCE It is concluded that the majority of 66% of the respondents consider the recruitment policy as Good.

56 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.11 CHANGE IN THE RECRUITMENT PROCESS The table 4.11 describes the classification of the respondents on the opinion about the changes in the recruitment process over the years.The response is classified as YES or NO. Table 4.11: Classification based on change in the recruitment process RECRUITMENT

NO OF

PERCENTAGE

PROCESS

RESPONDENTS

YES

42

84

NO

8

16

TOTAL

50

100

Source: Primary data Interpretation It is found from the table 4.11 that 42(84%) of the respondents agree with YES that there is a change and 8(16%) disagree with NO. Graph 4.11:Classification of respondents on the basis of opinion regarding change in the recruitment process CHANGE IN RECRUITMENT PROCESS 84

42

50

16

8 RESPONDENTS

TOTAL

yes

PERCENTAGE

no

INFERENCE It is concluded that the majority of 84% of the respondents agrees that there is a change in the recruitment process over the years

57 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.12 EMPLOYEE REFERAL The table 4.12 describes the classification of the respondents based on the opinion about Employee Referal for the recruitment.The response is classified as YES or NO. Table 4.12:Classification of respondents on opinion about employee referral EMPLOYEE REFERRAL

NO OF RESPONDENTS

PERCENTAGE

YES

42

84

NO

8

16

TOTAL

50

100

Source: Primary data Interpretation It is found from the table 4.12 that 42(84%) of the respondents replied with YES and 8(16%) as says NO.. Graph 4.12 Classification of respondents based on opinion about employee referral EMPLOYEE REFERRAL 84

100 80 60 40

20

42 16

8

0 RESPONDENTS YES

PERCENTAGE NO

INFERENCE It is concluded that the majority of 84% of the respondents agrees that the organization prefers referred candidates.

58 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.13 COMPETITIVE ADVANTAGE The table 4.13 describes the classification of the respondents based on the competitive advantage of the organization.The competitive advantage is classified as Promotion Opportunity,Career Development,Job Security,Rewards and Recognition,Welfare. Table 4.13: Classification based on the competitive advantage COMPETITIVE ADVANTAGE

NO OF RESPONDENTS

PERCENTAGE

PROMOTION

18

36

CAREER DEVELOPMENT

14

28

JOB SECURITY

8

16

REWARDS & RECOGNITION

5

10

WELFARE

5

10

TOTAL

50

100

Source: Primary data Interpretation It is found from the table 4.13 that 18(36%) responds as promotion,14(28%) career development,8(16%) job security,5(10%) rewards and recognition,5(10%) for welfare. Graph 4.13 Classification of respondents based on the competitive advantage COMPETITIVE ADVANTAGE 10% 10%

36%

16% 28% PROMOTION

CAREER DEVELOPMENT

JOB SECURITY

REWARDS AND RECOGNITION

WELFARE

INFERENCE It is concluded that the maximum of 36% of the respondents replied with promotion as a competitive advantage.

59 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.14 DEFINING THE OBJECTIVES AND REQUIREMENTS The table 4.14 describes the classification of the respondents based on defining the objectives and requirements during the recruitment process.The response to be classified as YES or NO. Table 4.14:Classification of respondents on opinion about communicating objectives and requirements OBJECTIVES &

NO OF

PERCENTAGE

REQUIEMENTS

RESPONDENTS

YES

45

90

NO

5

10

TOTAL

50

100

Source: Primary data Interpretation It is found from the table 4.14 that 45(90%) of the respondents say YES and 5(10%) says NO. Graph 4.14: Classification of respondents on opinion about communicating objectives and requirements

OBJECTIVES AND REQUIREMENTS 90 100 45 50

10

5

0 RESPONDENTS PERCENTAGE YES

NO

INFERENCE It is concluded that the majority of 90% of the respondents says that the objectives and the requirements are clearly mentioned during the recruitment process.

60 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.15 TIME SPENT FOR THE RECRUITMENT PROCESS The table 4.15 describes the classification of the respondents based on time spent by the executives on recruitment process.The time period is classified as 1-5 min,6-10 mins,11-15 mins,16-20,more than 20 min Table 4.15: Classification of respondents based on the time spent on each employee TIME SPENT

NO OF RESPONDENTS

PERCENTAGE

1-5

4

8

6-10

27

54

11-15

12

24

16-20

5

10

More than 20

2

4

TOTAL

50

100

(mins)

Source: Primary data Interpretation It is found from the table 4.15 that 4(8%) spent 1-5mins,27(54%) spent 6-10mins,12(24%) spent 11-15 mins 5(10%) spent 16-20mins and 2(4%) spent more than 20 mins. Graph 4.15 Classification of respondents based on the time spent on each employee TIME SPENT ON CANDIDATES 1 to 5

6 to 10

11 to 15

16 to 20

more than 20

4 10 24

54

8 PERCENTAGE

INFERENCE It is concluded that the majority of 54% of the respondents replies that the executives spent 610mins on each employee during the recruitment process. 61 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.16 DIFFERENT RECRUITMENT STRATEGIES FOR DIFFERENT GRADES OF CANDIDATES The table 4.16 describes the classification of the respondents based on the opinion about the strategies for different grades of candidates..The response is classified as YES or NO. Table 4.16:Classification of respondents on the different strategies of recruitment for different grades of people STRATEGIES FOR DIFFERENT GRADES YES NO TOTAL

NO OF RESPONDENTS

PERCENTAGE

41 9 50

82 18 100

Source: Primary data Interpretation It is found from the table 4.16 that 41(82%) says YES and 9(18%)says NO as the response. Graph 4.16: Classification of respondents based on opinion on different strategies for various grades STRATEGIES FOR DIFFERENT GRADES 82

100 50

41 9

18

0 YES

NO

RESPONDENTS

PERCENTAGE

INFERENCE It is concluded that the majority of 82% of the respondents replies that different strategies for different grades of candidates during the recruitment process.

62 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.17 FEEDBACK SYSTEM OF THE RECRUITMENT PROCESS The table 4.17 describes the classification of the respondents based on opinion about the feedback system after the recruitment process Table 4.17: Classification of respondents based on the feedback system FEEDBACK SYSTEM NO OF RESPONDENTS Always 27

PERCENTAGE

Often

11

22

Occassionally

4

8

Rarely

6

12

No comment

2

4

TOTAL

50

100

54

Source: Primary data Interpretation It is found from the table 4.17 that 27(54%) responds with always,11(22%)responds with often,4(8%) responds with occasionally, 6(12%) with rarely and 2(4%) responds wih no comments about the feedback system. Graph 4.17:Classification of respondents based on the feedback system FEEDBACK SYSTEM

12%4% 8%

always

54% 22%

often occassionally rarely no comment

INFERENCE It is concluded that the majority of 54% of the respondents replies that feedback has been taken always after the recruitment process.

63 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

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4.18 UPDATION OF THE COMPANY WEBSITE The table 4.18 describes the classification of the respondents based on the updation of the company website and it is classified as Always,Often,Occassionally,Rarely and No comment Table 4.18: Updation of the company website UPDATION OF

NO OF

PERCENTAGE

COMPANY WEBSITE

RESPONDENTS

Always

8

16

Often

26

52

Occassionally

10

20

Rarely

4

8

No Comments

2

4

TOTAL

50

100

Source: Primary data Interpretation It is found from the table 4.18 that 8(16%) of the respondents replies as always,26(52%) replied as often,10(20%) replied as occasionally,4(8%) replied as rarely and 2(4%) with no comments. Graph 4.18 Classification of respondents based on the updation of the firm website WEBSITE UPDATION 60 50 40 30 20 10 0

52

16

20 8

4

INFERENCE It is concluded that the majority of 52% of the respondents replied that the website is often updated for providing relevant information to the candidates.

64 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.19 RECRUITMENT DONE SYSTEMATICALLY ON REGULAR BASIS OR NOT. The table 4.19 describes whether the recruitment is done systematically on regular basis or not.It is classified under Strongly agree,Agree,Disagree,Strongly disagree and neutral. Table 4.19:Recruitment done systematically on regular basis CATEGORY

NUMBER OF RESPONDENTS

PERCENTAGE

Strongly agree

12

24

Agree

20

40

Disagree

9

18

Strongly disagree

6

12

Neutral

3

6

TOTAL

50

100

Source: Primary data Interpretation It is found from the table 4.19 that 12(24%) of the respondents strongly agree,20(40%) Agrees,9(18%) Disagree,6(12%) Strongly disagree and 3(6%) respondents are neutral. Graph 4.19:Recruitment done systematically on regular basis SYSTEMATIC RECRUITMENT 40 40 24

30

18 20

12 6

10 0 Strongly agree

Agree

Disagree Strongly Neutral disagree

INFERENCE It is concluded that the maximum of 40% of the respondents agrees that recruitment is done systematically on regular basis.

65 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

4.20 SOURCES THAT GENERATE QUALITY CANDIDATES The table 4.20 describes the classification of the respondents based on the opinion about the sources that generate quality candidates.The sources are classified as Advertisement,Employee Reference,Agencies,Job portals. Graph 4.20: Classification of respondents based on effectiveness of the source SOURCES

NO OF RESPONDENTS

PERCENTAGE

ADVERTISEMENT

17

34

EMPLOYEE REFERENCE

22

44

AGENCIES

2

4

JOB PORTALS

9

18

TOTAL

50

100

Source: Primary data Interpretation It is found from the table 4.20 that 17(34%) of the respondents replies with advertisement,22(44%) employee reference,2(4%) agencies and 9(18%) job portals. Graph 4.20: Classification of respondents based on the opinion on the source that generate quality employees. EFFECTIVENESS OF SOURCES 6 16 PERCENTAGE

4 40 34 0

10 20 30 OTHERS JOBPORTALS AGENCIES EMPLOYEE REFERENCE ADVERTISEMENT

40

50

INFERENCE It is concluded that the maximum of 40% of the respondents replies with employee reference as the effective source. 66 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

5.1 FINDINGS Crust n Crumb Food Ingredients Pvt Ltd has an effective and satisfactory recruitment process.The major findings are:  Recruitment is done externally which is through newspapers,magazines as well as internally through employee referral.  The major source that provide effective and quality candidate is the employee reference.  The objectives,requirements and position of the company are clearly mentioned during the recruitment.  The average time spent for each employee during the recruitment process is 5-10mins

67 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

5.2 SUGGESTIONS Eventhough the recruitment process in Crust n Crumb Food Ingredients Pvt Ltd is found to be satisfactory for the employees,there are few suggestions that could be taken into account:  External recruitment source should be more effective to recruit quality candidates.  The method of knowing job vacancies in the organization should be made much more public like advertising,job fairs etc..  The Human Resource Department should not only look the past expeience of the candidate but also their skills,knowledge and abilities.  The time spent for each employee should be much more to understand them better.  Timely recruitment should be done.

68 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM

A STUDY ON RECRUITMENT PROCESS AT CRUST n CRUMB FOOD INGREDIENTS Pvt Ltd, NELLAD

5.3 CONCLUSION Crust n Crumb Food Ingredients Pvt Ltd is an organization that flourishes its business all over the world.It has a bright prospectus in the future as the employees being recruited are with utilizing the full potentials of HR department. The project helps to know whether the recruitment process that is being held as effective and satisfactory and also know the weaker areas where keen attention should be given.It helps me to know the recruitment process more deeply. From the study,it is clearly understood that the HR department of Crust n Crumb Food Ingredients does the recruitment process in the most effective and reliable way and provide maximum to make employees satisfied.It is also found that the organization tries to recruit experienced and knowledgable employees for various posts

69 C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM