Anand milk union limited

human resource management Anand Milk Union Limited

1. DEPARTMENT OF COMMERCE AND MANAGEMENT MBA UNIT SHIVAJI UNIVERSITY KOLHAPUR

2. Name : Patil harshal dagaji Topic Name : Recruitment and S election process

3. Company Profile Anand Milk Union Limited or  Amul  is an Indian dairy company, based at  Anand in the state of  Gujarat . Formed in 1948, it is a cooperative brand managed by a cooperative body, the Gujarat Co-operative Milk Marketing Federation Ltd. (GCMMF), which today is jointly owned by 3.6 million milk producers in Gujarat . Amul spurred India's White Revolution, which made the country the world's largest producer of milk and milk products . Amul has become the largest food brand in India and has ventured into markets overseas.

4. Recruitment Policy Internal source Internal source include personnel already on payroll of the organization filling vacancy. It can he done by means of promotions which increases the general level of moral of existing employees and make them to provide more reliable information about the capable candidates. Following are included in this source: 1.Present Permanent Employees 2. Employee Referrals 3 . Former Employees

5. External Source : These source lie outside the organization in Amul they consider following sources for Recruitment… 1) Advertisement: For the recruitment, Amul consider this particular source. They give Advertisement in local newspaper and other newspaper for the post in the sales department with complete job description. 2) Campus Interview: This is second option that AMUL consider. Recruiters are sent to educational institution where they find suitable candidate. AMUL go through this option. They have various famous institutions like IIM, IRMA etc. But this type of recruitment is done for the upper level positions i.e Assistant managers, managers.

6. 3) Employee Exchange: An employment exchange is an office setup for bringing together as quickly as possible candidates searching for employment and employees looking for prospective employees. 4) Employee Referrals: Amul also considers this option for recruitment. Friends and relatives of present employee are also a good source from which employee may be drawn. 5) Unsolicited Application: Some candidates send in their application without any invitation from the organization. A recruiter can use these unsolicited applications for appointment and when vacancies arise. AMUL consider this option also for recruitment of the sales force in the firm.

7. Selection Process Selection either internal or external is a deliberate effort of the organization to select a fixed n umber of personnel from a large number of applications. T he primary aim of employee selection is to choose those persons who are not likely to perform their jobs with maximum effectiveness and to remain with the company. Thus, in selection, an attempt is made to find a suitable candidate for the job.This makes selection a negative function. Following are the steps followed are as under :- Application Initial interview of the candidate Employment tests Interviews Checking references Physical or medical examination Final interview

8. D uring this, various steps like Biographic Data checking, Education, Experience, Personal Detail, Aptitude test , Interest test, Intelligence test , Performance test, Personality test are considered. Different types of interviews are conducted like: Preliminary interview Extensive interview Stress interview Discussion interview Structured interview. Non-structured interview Group interview Final interview