[ 1 ]

GENERAL

INFORMATION

1

1.1 COMPANY PROFILE

NAME OF THE UNIT :-

Vimal Dairy Pvt.ltd

REGISTERED OFFICE CORPORATE OFFICE

“Vimal House” 31 1, National chambers,G.I.D.C. Estate, 1st Floor,Highway, Opp. Mangal Murthy complex,Mehsana-384002. Ashram Road, Ahmedabad-380009

YEAR OF ESTABLISHMENT :-

Vimal dairy Pvt.Ltd. was established in the year of 1978.

AREA OF LAND :-

Vimal Pvt.Ltd. occupies 6 vigha area of land.

2

NUMBER OF EMPLOYEES :-

There are 300 employees in Vimal dairy Pvt.Ltd. A company having

skilled , semiskilled & unskilled employees there are

Skilled worker ==== 125

Semiskilled &

Unskilled worker ==== 175

AUDITOR :-

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

PRODUCT :-

The products of Vimal Dairy Pvt.Ltd. are Flexible in Packaging.

Vimal milk

Vimal ghee

Vimal butter

Vimal cheese

VImal paneer

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4

5

BANKERS :-

Dena bank Bank of India, Mehsana

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1.2 HISTORY & DEVELOPMENT

It is not necessary to say that India is an agro-oriented country of the

world 70% in India, 70% of total populations are living in rural area and

majority of population are agro-based activities i.e. animal breeding and small

cartage industries. In this iritic situation with agriculture the animal husbandry

and dairy industries act as supplementary and help the farmers.

As we know that north Gujarat, especially Mehsana is well known as

major milk producer district in north Gujarat. There was the benefit of this

opportunity and started Vimal Dairy Ltd. Vimal Dairy Ltd. comes in to

existence on 30th June 1995. Under the name of Vimal, there are many other

companies besides Vimal Dairy Ltd. and jointly they are well known as Vimal

Group. The main founder of Vimal Group. The main founder of Vimal group

of companies is Mr.Chandubhai .I. Patel.

The name of these companies as on their generation is:

Vimal Cables Ltd.

Vimal Pumps Pvt. Ltd.

Vimal Paints.

Vimal Oil & Food Ltd.

Vimal Dairy Ltd.

Vimal Microns Ltd.

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Mr. Chandubhai Patel has started Vimal Electric Company as a

partnership firm in 1978. This firm was manufacturing capacitors, boosters and

transformers. The ancillary item of submersible pumps i.e. PVC winding wires

and three core flat cable, power control cables were introduces in the market by

forming a private limited company, under the name of Vimal cables Ltd.

They introduced submersible pumps in the market under the brand name

of Vimal pumps by forming a private limited company, Vimal pumps pvt. Ltd.

In 1989, they started Vimal paint to manufacture different parts of

industries and decorative paints. In North Gujarat, rapeseed is available in bulk

and consumption of edible oil is mire in Gujarat. Looking to the heavy demand

of refined oil, they introduced cottonseeds and reposed oil under the name of

Vimal oil under the name of Vimal oil under the name of Vimal oil & food Ltd.

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1.3 VISION & MISSION

VISION :-

Total packaging solutions considering primary as well as secondery

packing. Meeting customers needs of quality service and fast turnaround

at competitive rate, which will provide mutual benefits of profitability

and growth.

MISSION :-

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

integrated manufacturing facilities at palavasna. To evident its commitment

regarding quality and customer satisfaction. With commitment towards

providing total customer satisfaction.our main objective is to provide total

packaging solution under one roof. Organization understands time – to – market

pressures and have the resources to execute and meet critical deadlines.

Whether you are updating your current packaging or launching a new brand,

Vimal Daiy Pvt.Ltd has the resources and experience to help you on your way

to success. We invite you to learn more about how Vimal Daiy Pvt.Ltd can help

you define that all – important competitive edge with your packaging program

and can be your one stop packaging sopplier for flexible packaging.

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1.4 FORM OF ORGANIZATION

Forms Of Organization :-

If we checks the formation and nature of Vimal Diary, We

can say that the people come together to form a union, which is operated for the

purpose of social welfare. So, we can say that Vimal Dairy is co-operative

sector, as it is not operated with the main purpose of profit.

1.5 EXISTING MANAGEMENT BODY

Chairman:- Shri Chandubhai. I. Patel

Whole time Directors:- Shri Jayeshbhai .C. Patel

Technical Directors:- Shri C.V.Patel

Chief Accountant:- Shri Babubhai Patel

Financial Manager:- Shri Mahendrabhai Patel

Marketing Manager:- Shri Dashrathbhai Patel

Company Secretary:- Shri Jigneshbhai Maniyar

General Manager:- Shri k.k.soni

Manager (procurement):- Shri Ashokbhai

Manager(production):- Shri Dineshbhai Pandya

Manager(R&D, D.C):- Shri D.B.Patel

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ORGENIZATIONAL STRUCTURE

11

Sales Executive

Director of Mkt. & production

Board of Director

Managing Directors

Director Administration A

Supervisors

Sales Supervisor

Production manager Marketing Manager

Financial manager Company Secretary

Salesman

Production supervisors Quality control officer Packaging & Dispatching supervisor

Lab Assistant

Assistant

[ 2 ]

PERSONNEL

DEPARTMENT

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2.1 INTRODUCTION

Personnel department is one of the most vital department is any

organization. No business enterprise can exist and function without employees.

The success of business enterprise depends to a large extent on the quality of its

personnel.

The plan of business may be logically sound and structure of organization

may be perform but if the recruitment and training of personnel are unscientific,

business cannot grow. The growth of the business depends mainly on the

willingness and ability of its employees. Lawrence A apply, the therefore wrote,

Management is the development of people and not the direction of things.

Personnel management is the art of acquiring, developing and

maintaining a competent workforce in such a manner that help its in

accomplishment of maximum efficiency and objectives of the organization.

Today, in the computer world, human power is to encourage by giving

training, development program, welfare activities, etc.

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2.2 STRUCTURE OF HRM

14

MD

HRD

SENIOR CLERK

JUNIOR CLERK

TYPIST

PEON

2.3 VISION, MISSION AND OBJECTIVE

HR Vision

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“To attain organization excellence by developing and inspiring the true

potential of company’s human capital and providing opportunities for growth,

well being and enrichment.”

HR Mission

“To create a value and knowledge based organization by inculcating a

culture of learning, innovation & team working and aligning business priorities

with aspiration of employees leading to development of an empowered,

responsive and competent human capital.”

HR Objective

To develop and sustain core values

To develop business leaders for tomorrow

To provide job contentment through empowerment, accountability and

responsibility

To build and upgrade competencies through virtual learning,

opportunities for growth and providing challenges in the job.

To enhance the quality of life of employees and their family.

To inculcate high understanding of ‘Service’ to a greater cause.

2.4 STRATEGY AND ROLE OF HR

Strategy of HR

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To meet challenging demands of the business environment, focus of the

HR Strategy is on change of the employee’s mindset.

Building quality culture & recourses

To build & upgrade competences through virtual learning, opportunities

for growth & providing challenges in the job.

Re-strengthening mutual faith, trust & respects.

Inculcating a sprit of learning & enjoying challenges.

Roll of HR

Alignment of HR vision with corporate vision.

Shift from support group to strategic partner in business operations

HR as a challenge agent

Enhanced productivity and & performance by developing employee

competency & potential.

Developing professional attitude & approach.

Developing ‘Global Managers for tomorrow to ensure the role of global

players.

[ 3 ]17

RECRUITMENT

3.1 INTRODUCTION

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Recruitment is the process of searching for prospective employees &

stimulating & encouraging them to apply for the job in an organization.

Recruitment is the process to discover the sources of manpower to meet

the recruitment of the staffing schedule & to manpower in adequate number to

facilitate effective of an efficient working force.

Recruitment needs are of there types planned, anticipated & unexpected.

Planned requirement policy, deaths, accidents & illness gives rise to unexpected

needs. Anticipated needs refer to those movements in personnel, which an

organization can predict by studying trends in the internal & external

environments.

3.2 FEATURE OF RECRUITMENT

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1. Recruitment is the process or a series of activities rather than a single act

or event. The activities in this process & described under the next

heading.

2. Recruitment is a linking activity as it brings together those with jobs &

those seeking jobs.

3. It is a positive function as it seeks to develop a pool of eligible persons

from which most suitable once can be selected.

4. The basic purpose of recruitment is to locate the sources of people

required to meet job requirements & attracting such people to offer them

for employment in the organization.

5. Careful recruitment of employees particularly important in India because

the chances of mismatching the job seeker tends to accept any job

irrespective of his suitability.

6. Recruitment is a pervasive function as all organization engages in

recruiting activity. But the volume & nature of recruitment varies or not

similarity, the prospective employees can choose for which organization

to apply for a job.

7. Recruitment is a two way process. It takes recruitment & a recruit just as

the recruiter has a choice that me recruit or not similarity the prospective

employee can choose for which organization to apply for a job.

3.3 RECRUITMENT PROCESS

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1. Recruitment process generally begins when the personnel department

receives requisitions for recruitment from any department of the

company. The personnel requisitions contain details about the position to

be filled number of persons to be recruited the duties to be performed,

qualifications required form the candidate, terms & conditions of

employment & the time by which the person should be available for

appointment etc. A specimen of personnel requisition is given.

2. Locating & developing the sources of required number & type of

employees.

3. Identifying the prospective employees with required number

characteristics.

4. Communicating the information about the organization the job & the

terms & condition of service.

5. Encouraging the identified candidates to apply for jobs in the

organization.

6. Evaluating the effectiveness of recruitment process.

According to the famulrao, recruitment process consists of five elements,

namely a recruitment policy, a recruitment organization, developing

sources & method of assessing the recruitment programmed.

3.4 RECRUITMENT POLICY

21

Recruitment policy specified the objective of recruitment & provides a

framework for the implementation of the recruitment program. It may involve

commitment to principles such as enriching the organization’s human resources

by filling vacancies with the best-qualified people, attitudes towards recruiting

handicaps, minority groups, women, friends relatives of present employees,

promotion from within. It may also involve the organization system to be

developed. Recruitment policy should be based on the recognition that it is hard

to be finding qualified executives. A recruitment policy involves the employer’s

commitment to such general principles as.

To find & employ the best qualified persons for each job.

To retain the most promising of those hired.

To offer promising opportunities for life time working careers.

A properly & systematic recruitment policy is necessary to minimize

disruption of work due to changes in employees & to secure equitable

distribution of employment opportunities. A well considered & pre-planned

recruitment policy based on the goals, needs & environment of the organization

will help to avoid hasty or ill-conceived decisions & help to man the

organization with the right kind of personnel. The factors affecting recruitment

policy include organization objective, personnel policies of the organization &

its competitors, government policies on reservation, selection criteria &

preference etc.

3.5 RECRUITMENT ADVANTAGES

22

It reduces the administrative cost by consolidating all recruitment

activities at one place.

It helps in better utilization of specialist.

It ensures uniformity in recruitment & selection of all types employees.

It facilitates interchangeability of staff between different units enabling

them to concentrate on their operational activities.

It tends to reduce favoritism in recruitment & make the recruitment

process more scientific.

3.6 RECRUITMENT DISADVANTAGES

There is delay in recruitment as operating unit cannot recruit staff as &

when required.

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The central office may not be fully familiar with job recruitment of

different unit & the most suitable source for the required staff.

Requirement is not flexible because operating units lose control over the

requirement process.

3.7 SOURCES OF RECRUITMENT

24

RECRUITMENExternal Sources

Advertisement

Education Institute

Placement agencies

Employment

exchange

3.8 INTERNAL SOURCES

Internal Sources are carried inside the organization. Those sources are

very crucial & beneficial to the organization.

Present Employees

Former Employees

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Internal Sources

Transfer

Promotion

Previous application

Friends & relatives of the present employees.

Present Employee

Permanent, temporary & casual employees already on the pay of the

organization are good source. Vacancies may be filled up from such employees

though promotion, transfers, and upgrading & even demotion.

Retired & retrenched employee who wants to return to the company may

be rehired.

Dependents & relatives of deceased & disables employees.

Internal Sources Have Following Merits:

Moral & Motivation

Suitability of exiting employee

Stability of employment is improved.

Save the time & cost of orientation & training are low.

Expenditure for advertisement vacancies or arranging rigorous tests &

interviews

Relation with trade union remains good.

Labor turnover is reducing.

Internal Sources Have Following Demerits:

It may be glad to inbreeding

It discourages flow of new blood in to the organization

If promotion is based on seniority, really capable persons may left out

The choice in the selection is restricted

More talented outsider may not be employed

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Growth of business is restricted by the limited talent of insiders

All the vacancies can not be fill up with in the origination

3.9 EXTERNAL SOURCES

External source are outside of the origination. Sometime the management of

the company arranges recruitment from the external sources.

Advertisement in newspaper

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Employment agencies

Employment exchange

Vimal Daiy Pvt.Ltd. has accepted recruitment through both the sources as

per the recruitment. For the recruitment of the staff, the company uses internal

& external sources & for the recruitment of the workers.

External Sources Of Following Merits:

People having the requite skill; education & training can be

obtained.

It helps to bring new blood & new ideas into the organization.

This source of recruitment never dries up it is available to even new

enterprise.

External Sources Of Following Demerits:

More expensive & time consuming to recruit people from outside.

Employee being having information with the organization so their

training must be necessary

If the higher-level jobs are filled from external sources, motivation &

loyalty of existing staff are affected.

3.10 METHOD OF FILLING POST

Recruitment methods or techniques are the means by which an

organization establishes contract with potential candidates, provides them

necessary information & encouragement them to apply for jobs. These methods

are different from the recruitment sources.

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All posts in the firm will fill by: -

Direct Recruitment

Promotion of employees already in the service of the unit

Any other method as may be decided by the unit for reasons to be

recorded in writing for appointment, to any post, of persons possessing

special merit, qualifications or experience.

AGE LIMIT FOR DIRECT RECRUITMENT

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Level Scale of Pay

(Rs)

Age Limit

Earlier Provision

Enhanced

(A) Executive level

E-1 10500-15300 42 years 44 years

E-2 8100-10500 28 years 30 years

(B) Staff level

Skilled - a 7500 30 years 32 years

Skilled - b 6550 28 years 30 years

Semi skilled 5000 25 years 27 years

unskilled 4100 21 years 24 years

3.11 FILLING UP OF VACANCIES BY DIRECT RECRUITMENT

The firm shall cause all vacancies to be filled by direct recruitment to

be notified to the employment exchange in accordance with the

provisions of the employment exchange Act 1959 & in-house circular

& to be advertised in daily newspaper having circulation in major

parts of the country &in such daily news papers in the regional

languages as the firm may consider suitable.

The concerned section shall reregister all particulars of the

application received in response to the notification of vacancies to

the employment exchange, in-house circular & to the

advertisement.

All applications for direct recruitment, shall be appointing

authority who shall reject such applications of the candidates who

do not fulfill the laid down criteria & submit the list of candidates

who fulfill the said criteria for consideration for direct recruitment

by a selection committee constituted by the firm in this behalf &

such selection committee shall consist of not less than three

members.

Provided that where the vacancies to be filled by direct recruitment

are limited & the number of candidates who apply & fulfill the said

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criteria are more the appointing authority shall decide number of

candidates to be considered for such vacancies & may accordingly

enhance the criteria for qualification & experience.

Provided further that the number of candidates to be considered for

such vacancies shall be five times the number of vacancies to be filled &

where the number of such candidates are less than five times the

vacancies to be filled all the English candidates shall be considered by

the selection committee.

Where the selection committee does not consider a candidate who fulfills

the said criteria it shall record in writing the reasons for not

considering such candidate.

The selection committee shall adjudge the suitability of a candidate

on the basis of written examination, practical test or interview or

any combination of these however there will be written

examination for all induction level posts of unionized category .

After the issuance of appointment letters according to availability

of vacancies, the names of the remaining candidates shall be kept

in the said list for further use to fill up vacancies that may arise in

future.

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3.12 RECRUITMENT PRACTICE IN GUJARAT

Internal Sources

Public Employment Exchange

Campus recruitment

Labor

Contractors

Employee referrals.

The recruitment program should be evaluated periodically. The criteria

for the, hiring ratio, performance appraisal etc. The organization should be first

found out how the applicant was attracted to information collected through

evolution necessary improvement should be made in the recruitment program.

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[ 4 ]

SELECTION

33

4.1 INTRODUCTION

Selection process is the concerned with choosing the best candidates

among the best, means choosing candidates from the possible & potential

candidates. In this process relevant information about application is collected

through a series of steps so as to evaluate is process of matching the

qualifications of applicant with job to be filled. Selection is process of matching

the requirement it is process of weeding out unsuitable candidates & finally

identify the most suitable candidate. Selection divided all the applicants into

two categories.

Suitable

Unsuitable

Vimal Daiy Pvt.Ltd. Selection procedure in concerned with securing

relevant information about an applicant. This information is secured in a

number of steps or stages. The objective of selection process is to determine

whether an applicant meets the qualification for a specific job & to choose the

applicant who is most likely to perform well in that job.

34

The objective of selection process to determine whether the applicant

meets the qualification for a specific job & choose the applicant who is most

likely to perform well job.

To select the best applicant & send call letter.

Then take interviews of that applicant for testing their knowledge for the

required work.

To check the background of the applicant.

Physical examination of the selected applicant in which the candidates.

At last who have passed all the above procedure is selected in the

company.

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4.2 OBJECTIVES

4.3 SELECTION PROCESS CONDITION SATISFIED

The objective of selection process to determine whether the applicant

meets the qualification for a specific job & choose the applicant who is most

likely to perform well job.

To select the best applicant & send call letter.

Then take interviews of that applicant for testing their knowledge for the

required work.

To check the background of the applicant.

Physical examination of the selected applicant in which the candidates.

At last who have passed all the above procedure is selected in the

company.

Some one should have the authority to select. This authority comes from

employment requisition as developed through an analysis of the workload

& workforce.

There must be some standard of personnel with which applicant can be

compared. In other words a comprehensive job description & job

specification should be available beforehand.

There must be a sufficient number of applicants from whom the require

number of employees may be selected.

4.4 SELECTION PROCESS

36

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

come to light, which may lead to the rejection of the applicant. It is a serried of

successive handles or barriers, which an applicant must be cross. This technique

is called successive hardies technique. There is no standard selection process to

be used in all organization or for all jobs. The complexity of selection process is

increase with the level & responsibility.

Preliminary interview

Application Bank

Selection test

Employment interview

Medical examination

Reference checks

Final approval

Preliminary Interview

Preliminary interview is essentially a sorting process is which

prospective candidate are given the necessary information about the nature of

job & the organization. Necessary information is also elicited from the

candidates about their educations, skills, experience, salary expected etc.

Application Bank

37

Application form is traditional & widely used device for collecting

information from candidates.

Identifying Information…………

Name: -_______

Address: -_______

Telephone: -_______

Personal Information…………….

Age: -_______

Sex: -_______

Place of Birth: -___________

Date of Birth: -___________

Physical characteristics……………

Height: -________

Weight: -________

Eye sight: -________

Family background…………..

Education…………..

References……………….

Selection Test

38

Psychological tests are being increasingly used in employee selection. A

test is a sample of some aspect of an individual’s attitudes, behavior &

performance. It also provides a systematic basis for comparing the behavior,

performance & attitudes of two more persons. Tests may be also provides a

systematic basis for comparing the behavior, performance & attitudes of two

more persons. Tests may be also revealing qualification, which remain covered

in application form & interview.

Employment Interview

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

involves a personal, observation & face-to-face appraisal of candidates for

employment. Interview is an essential element of selection & no selection

procedure is complete without one or more personnel interviews.

Medical Examination

39

It determines whether the candidates are physically fit to perform the jobs

those who are physically unfit are rejected.

It reveals existing disabilities & provides records of employee’s health at

the selection.

Medical Examination Report

Post for which selected……………….

Name in fall………………

Father/Husband’s Name………………...

Age…………

Date of Birth………………..

Place of Birth………………..

Address………………………

Reference Checks

The application is asked to mention in his application from the names &

address of two or three person who know him well.

Final approval

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Signature & Designation of the personnel

Department

Types Of Test

4.5 INDUCTION

41

Tests

Aptitude Tests

Achievement Tests

Personality Tests

Interest Tests

Mental Tests

Job Knowledge

Tests

Objective Tests

Mechanical Tests

Work Sample Tests

Projective Tests

Induction is the process of the receiving & welcoming an employee when

he first joins company & giving him the basic information.

In Vimal Daiy Pvt.Ltd. there is nothing likes any special induction

process but it follows simple induction programmed by introducing new

employee about work environment & necessary in formation is provide so that

he can adjust himself easily with the organization.

[ 5 ]

42

WAGES ANDSALARY

5.1 WAGES AND SALARY ADMINISTRATION

43

Wages & Salary administration refers to establishment & implementation

of sound policy & practices of employee compensation. There are various

factors, which may influence the process fixation of wages for worker.

Vimal Daiy Pvt. Ltd. has a sound & satisfactory wages & salary structure.

The firm pays salary to the employees as per their skill.

Rate of increment for month of oct- 2008 to march- 2009 is 1.80 %.

EXECUTIVE

44

LevelOld Before 1-9-1997 New After 1-9-1997

Min. Scale Max. Scale Min. Scale Max. Scale

E1 8500 10500 10500 15300

E2 7450 8100 8100 10500

Staff level Scale of pay

(Rs)

Rate of Increment

Skilled - a 7500 1.80 %

Skilled - b 6550 1.80 %

Semi skilled 5000 1.80 %

unskilled 4100 1.80 %

STAFF

5.2 SALARY STRUCTURE

45

SALARY

Salary is the most important aspect in any of the organization. No person

will work for any organization until his dose not get the sufficient amount of

money what he has done for the organizational. The question arrives in our

mind that what should be the salary of the person in the organization well.

BASIC PAY

This basic pay is the pay, which is given to employee at every month. It is

allocated at different level according to the designation & position of the

employees.

INCOME TAX

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

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

income tax policies made by the government.

PRBS SELF

PRBS self for the post retirement benefit scheme. This is also a trust

made by the Vimal Daiy Pvt. Ltd. & some percentage of amount deducted from

the employee salary.

5.3 ALLOWANCE STRUCTURE

Over Time Allowance

46

Overtime shall be calculated on basic pay plus DA only & no other allowance is

to be taken into consideration. Overtime allowance is calculated on actual

working hour, which exclude lunch break & absence of any kind including

weekly off holiday.

Traveling Allowance

If pay was 3250 & above than actual fare public bus or Rs 2.10 paisa per

km for journey by motor cycles of Rs1.50 per km.

If we have own car than 4.20 per km.

Leaving Allowance

Casual Level

Maximum 12 days in a year.

Half Pay level

Account of every employee shall be credited with half pay level in

advance in to installment of days each on 1st day of every calendar year.

Accident level

Accident leave shall not be granted employee has reported the accident during 3 month.

House Rent Allowance

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

Bonus

47

They provide bonus from the sufficient profit to every year under bonus

act. The employee will get bonus at a rate of 20% of annual salary during the

financial year.

Provident Fund

They provide Provident Fund of 12% of the salary.

48

[ 6 ]

CONCLUSION

CONCLUSION

49

The Training of Vimal Daiy Pvt. Ltd. A response from personnel

department to collect information help me lot to quite experience as well as a

management student & I am very much thankful to Vimal Daiy Pvt. Ltd.

At the end of my report, I can conclude that Vimal Daiy Pvt. Ltd. is well

managed and successful in the Corrugated boxes and Flexible Packaging

industries. The management is well managed directly under the owner of the

firm.

I am sure and confident that sullies capable and innovative. My best

wishes for future success of the firm.

Towards me the behavior of the officials was polite and well co-

operative. They provide me the level best information for the completion of my

project report.

I am sure it will run on the path of ,

“ Success ”

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[7]

BIBLIOGRAPHY

BIBLIOGRAPHY

51

For studying each and every aspect of management I took the help of

following authors for completion of my report on Recruitment and Selection of

“Vimal Daiy Pvt.Ltd” I have referred following book,

1. HUMAN RESOURCE MANAGEMENT

K ASWATHAPPA Dean, faculty of commerce and management, and Director

canara bank school of management studies Bangalore University, 4 th Edition,

2006 Published by- Tata McGraw- Hill company limited, new Delhi. Chapter -

6 , Page No- 132.

To collect more information about “Vimal Daiy Pvt.Ltd.” I used following

website:

www.Vimaldairy.com

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