SYNOPSIS

ON
RECRUITMENT & SELECTION
OF
BUNGE INDIA PVT LTD

SUBMITTED BY: GURVINDER KAUR

M.COM 3RD SEM
ROLL NO. 6897

COMPANY PROFILE
Bunge India Pvt. Ltd is an enterprise that started out as a modest single product company.
Foresight, planning, and sound business ethics are behind our companys phenomenal growth
path. Today, we are a multi-product organization with business interests in diverse geographies
and an enviable market penetration. With a wide range Edible Oils and Fats, distributed through
more than 1200 dealers across 800 cities, and a turnover approximating 900 Crores, we can
safely say, our market penetration is unparalleled in the Industry. Bunge is a leading
agribusiness and food company with integrated operations that circle the globe, stretching from
the farm field to the retail shelf.
HISTORY
Bunge India Pvt Ltd was established in 1969. It all started with the production of vanaspati
(hydrogenated vegetable oils), when the vanaspati unit at Rajpura in Punjab became operational.
We had an initial capacity of 100MT per day, today it has grown to 450MT per day. We have also
traveled a long way from the days when we were manufacturing only vanaspati. Under the
umbrella of GINNI refined Oils, we manufacture Groundnut, Cottonseed, Rice Bran,
Soyabean, Mustard, Sunflower Oil, amongst others. These Oils were introduced to meet the
varied demands of our consumers. GINNI has established itself as a very well known brand in
this part of the country. We have expanded the GAGAN Brand too, by adding Kachi Ghani
Mustard Oil, Salt and Rice to it
BUNGE INDIA LIMITED HISTORY
IN 23 June 2003, US-based agribusiness and food company Bunge has announced that it has
signed a memorandum of understanding with Hindustan Lever to acquire the Indian consumer
goods firms edible oils and fats businesses based in Bangalore, India.
In 22 Sep. 2003, US agribusiness giant Bunge has announced that its Indian subsidiary, Gee Pee
Ceval Proteins and Investment, has acquired the India-based assets of Prestige Foods.
In 15 Oct. 2004, US agribusiness Bunge is to invest between US$100m and $200m in India over
the next five years, its Indian subsidiary has said.

In 21 Dec. 2011, US agribusiness giant Bunge is set to buy the edible oils and fats business of
India's Amrit Banaspati.
STRATEGY
Company strategy capitalizes on the fundamentals that drive its industry. It is strengthening its
core businesses in key origin and destination markets, expanding into adjacent growth businesses
where it can leverage its strengths, and focusingon operational excellence.
BUSINESS OVERVIEW
Bunge is a leading global agribusiness and food company with operations on six continents and a
diverse portfolio of products ranging from bottled vegetable oils to electricity. Bunge operates
in four business segments: agribusiness, sugar & bioenergy, food & ingredients and fertilizer.

Sugar & Bioenergy

Bunge entered the global sugar market as a trader in 2006, and has since built a strong position
as a producer and marketer of sugar and ethanol.
The mills are located close to main domestic markets in Brazil and have access to export
logistics systems, positioning Bunge to capture increasing demand for sugar and sugarcane
ethanol in Brazil and beyond.
Bunge also produces oilseed-based biodiesel at joint venture facilities in the Americas and
Europe, and has investments in a small number of corn ethanol plants in the United States.

Food & Ingredients

Food & Ingredients is comprised of two businesses - edible oils and milling - with operations in
North and South America, Europe and Asia.
The edible oils business produces specialty oils and fats, margarines, mayonnaise, shortenings
and whipped toppings for sale in foodservice, food processor and retail markets.

The milling business creates milled wheat, corn and rice products for food processors, bakeries,
brewers, snack food producers and other customers.
Integration is very important to our food products business. By sourcing oilseeds and grains from
our agribusiness unit, and by utilizing the same logistics systems, we improve efficiency.

Fertilizer
Fertilizer is a strategic part of our business, with strong commercial and logistics linkages to our
agribusiness operations.
Bunge sells blended NPK (nitrogen, phosphate and potassium) fertilizer formulas, mixed
nutrients and liquid fertilizer products to farmers and distributors in North and South America.
In Brazil, we operate blending and distribution facilities, as well as a port terminal. In Argentina,
we have phosphate and nitrogen production, as well as blending and distribution operations. In
the U.S., we are developing a wholesale business that leverages our established agribusiness
network and logistics expertise.
In Morocco, one of the world's largest suppliers of phosphates, we participate in a joint venture
that produces intermediate phosphate products for export to South America.

NEWS
Bunge India has announced the acquisition of the edible oils and fats business of Amrit
Banaspati.
The acquisition includes a manufacturing facility in the state of Punjab, rights to
Consumer brands and trademarks including Amrit, Gagan and Ginni and a strong
distribution network.
Amrit Banaspati employees engaged in the edible oils and fats business will move to
Bunge once the transaction is complete.
Bunge plans to build on the strong heritage of the brands it is acquiring, and expand its
distribution reach and manufacturing base in India.

VISION AND MISSION

The company aims at successfully meeting the varied needs of the Indian consumers. The
Company has continuously Endeavored to bring new products to the Indian Consumer the
Company stayed close to its roots nature and it has been a platform for its success for several
years.
Mission Statement
The mission statement of Bunge India Pvt Ltd. Rajpura is To produce and sell goods and
service to achieve the highest return on sales in the Industry to total satisfaction of customers ,
employees and Share holders in that order.
Quality
Rajpura, Branch of Bunge India Pvt Ltd ltd has a good Quality control system together with
Research and Development which is comparable to its best in the Industry. It is to the Credit of
its good Quality Control system and efficient R and D Department, that Bunge India Pvt Ltd,
Rajpura has been honored and awarded .The American International Quality Certificate And
Gold Medal.

RESEARCH METHODOLOGY
Focus and Objectives of project
Focus of my study is to highlight the significance of human Resource with following
objectives:(a)

Human beings are complex in nature with potential to grow This resource is creative and
has the ability to contribute in further in the cause of human lives.

(b)

The organization require to demonstrate due concern to Recruit & select required talent

for the organizational progress.

2.

Approach or Methodology

I was briefed by very guide Mr. Sandeep Sharma. (HR & Adm) Bunge India Pvt. Ltd
Rajpura. He highlighted salient aspects of human Resource management & importance of proper
Recruitment & selection of employees for overall growth of the organization. He concerned
numerous aspects related to recruitment & selection like the importance, policy, manpower
planning, process, objectives & various options available to recruit the requisite talent.
3.

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

questions. It is frame-work which determines the course of action towards the collection and
analysis of required data. It is a master plan specifying the method and procedures for collecting
and analyzing the method information. Descriptive Research is used in this study, as the main
aim is to describe characteristics of the phenomenon or a situation.
4.

Data Collection
The Sources of data includes:1. Primary Data Sources.
2. Secondary Data Sources.

Primary Data Sources: - Primary Data has been collect directly from sample respondents
through questionnaires with the help of interview.
Secondary Data Sources: - Secondary data sources are those which has already been used and
kept as records like website of company, manuals reports etc.
Sample Design:- Sample design is definite plan determines before any data is actually obtained
for a sample from a given population.
Target Population

Employers

Sample Unit

Individual

Sampling Technique

Convenient sampling

Sample size

100 respondents

OBJECTIVES:
1. To focus on major elements of Recruitment and Selection process.
2. To focus on the process of Recruiting and selecting personals.
3. To focus on the updates and the batter methods of modern technique.
4. To know the prospect or recruitment and selection procedure.
5. To critically analyze the functioning of recruitment and selection procedures.
6. To identify the probable area of improvement to make recruitment and selection
procedures and more effective.
7. To know the managerial satisfaction level about recruitment and selection procedure.

RECRUITMENT & SELECTION IN GENERAL

Recruitment
Definition : The term recruitment may be defined as the process to discover source of manpower to
meet the requirements or the staffing schedule and to employ effective measures for attracting
that manpower in adequate number to facilitate the selection of an efficient working force.
Policy
Sound recruitment policy calls for adopting scientific processes of recruitment, i.e. those
techniques, which are modern and scientific. Unless a company adopts a suitable recruitment
policy, it may not be possible for the company adopts a suitable recruitment policy, it may not be
possible, for the company to select right candidate for the right job. A sound recruitment policy,
therefore, needs to :
1.

Identify, at the outset, the recruitment needs of the organization

2.

Identify the preferred sources of recruitment

3.

Frame suitable Criteria for selection and finally.

4.

Consider the Cost of recruitment.

Recruitment Process
The recruitment & selection is the major function the human resource department &
recruitment process is the Ist step towards creating the competitive strength & the strategic
advantage for the organization. Recruitment process involves a systematic procedure from
sourcing the Candidates to arranging & conducting the interviews & requires manes resources
and time. A general recruitment process is as follows:
Identifying the Vacancy: The recruitment process begins with the human resource
department receiving requisitions for recruitment from any department of the company.
These contain : Posts to be filled
No. of persons
Duties to be performed.
Qualifications required
Preparing job description & person specification.
Locating & developing the sources of required number and type of employees
(Advertising) etc.
Short-listing and identifying the prospective employee with required characteristic.
Arranging the interviews with the selected candidates.
Conducting the interview & decision making.
The recruitment process is immediately followed by the selection process i.e. the final
interviews and the decision making, conveying the decisions and the appointment formalities.

Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources:
1.

Internal sources

2.

External sources

1.

Internal sources:-the sources within the organization itself to fill a position are known as
internal sources of recruitment.

2.

External sources:- External sources of recruitment is when a business recruits new staff

from outside the business.

SOURCES OF RECRUITMENT
Sources

External Sources

1. Present Employees

1. Advertisements

(a) Transfers
(b) Promotions
2. Employee Referrals

2. Employment exchanges

3. Former Employees

3. Campus Recruitment

4. Previous Applicants

4. Gate Hiring & contractors

Selection Definition
Acc. To Dale Yoder Selection is the process in which candidates for employment are
divided into two classes-those who are to be offered employment & those who are not.
Selection Process
There are broadly four steps in the selection process and each step can further be
subdivided depending on the need.

1.

Screening of Application Forms :Application forms are wealth of information and should be used wisely. It should be

interpreted correctly. The primary objective would be to eliminate applicants failing to meet
minimum qualifying requirements.
2.

Tests :
These include tests of intelligence, aptitude, ability and interest. Tests in intellectual

ability, spatial and mechanical ability, perceptual ability and motor ability have shown to be
moderately. Valid predictors for many semiskilled and unskilled operative jobs in the industrial
organizations. Intelligence tests are reasonably good predictors for supervisory positions. But the
burden is on management to demonstrate that any test used is job related. There are two sets of
tests-performance and psychological.
3.

Interview :
Interviews are designed to probe into areas that cannot be addressed by the application

from or tests. These areas usually consist of assessing candidates motivation, ability to work
under stress, inter-personal skills and ability to fit in the organizations. The use of the interview
in selecting executives make sense whereas for most lower level jobs appear questionable.
4.

Selection Decision :
In Practice, the final decision will probably be between three or four candidates. It is

unlikely that any of the three or four candidates. It is unlikely that any of the three or four
remaining applicants meet the person specification in every way. The personal specialist together
with line management will now have to weigh up the strengths & weaknesses of each candidate.
The right decision depends on management judgment.
Recruitment & Selection is vital function of HR in the organization. Slightest mistake
will lead to a square peg in round hole. Instead of following a blind elimination process, focus
should be on selecting people based on the skills and competencies required for the job.

Selection Procedure

Framing a selection procedure is important to ensure scientific selection of employees for

all levels in an organization. To match the requirement of the jobs with the attributes of the
candidates, the first step is to make a detailed analysis of job content to develop job descriptions.
Such job descriptions clearly specify the necessary attributes needed for each job. Most of the
organizations, in order to develop a standard job description for each job, determine the level of
competencies by adopting industrial engineering techniques like time study, method study, work
measurement, etc.
The next step in selection procedure is to personify such attributes in candidates,. i.e.
developing a specification of persons, to define the background education, training, personality
and characteristics of the candidates to suit the vacancy position. This in reality is an exercise to
pre-portray an ideal candidate for a job

Recruitment Vs Selection
Both recruitment & selection are the two phases of the employment process. The
differences between the two are :
1.

The recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organization WHEREAS selection involves the series of
steps by which the candidates are screened for choosing the most suitable person for vacant
posts.
2.

The basic purpose of Recruitment is to create a talent pool of candidates to enable the

selection of best candidates for the organization, by attracting more and more employees to apply
in the organization WHEREAS the basic purpose of selection process is to choose the right
candidate to fill the various positions in the organization
3.

Recruitment is a positive process i.e. encouraging more & more employees to apply

WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

4.

Recruitment is concerned with tapping the sources of human resources WHEREAS

selection is concerned with selecting the most suitable candidate through various interviews and
tests.

5.

There is no contract of recruitment established in recruitment WHEREAS selection

results in a contract of service between the employer and the selected employee.

RECRUITMENT & SELECTION SPECIFIC TO BUNGE INDIA PVT LTD

Recruitment
Objectives:
Recruitment is an activity which best available manpower in the market is attracted to
apply for the required position is ample number so that the company has widest possible choice
in selecting (Section III) best candidates available.
Procedure:
To facilitate following activities are to be undertaken
1.

Determination of Clear-cut norms of recruitment by twos in consultation (with personnel

head)

2.

The Norms to be incorporated & assessed by personnel department while placing

requisition in placement agencies, advertisements etc. The Dept. will Deride, which channel they
would like to follow for recruitment for eg. advertisement, consultants, references etc.
3.

Different Departments will sent their Requisition to personnel department on quarterly

basis and their projections for coming year in writing (Performa-R-I)

4.

Personnel Department will maintain the check list requirements (job specification &

employee specification) for frequently wanted positions (Performa- R-II)

5.

There will be two separate employment forms, one for workers and other for staff and

above for HODS there is one more sheet to be attached with staff employment from (Performa
R-III & R-IV)
6.

All the data & Performa to be used will be maintained by personnel department.

7.

Origination of all activities regarding Recruitment at all levels/category will be done by

personnel department.

METHODS ADOPTED BY BUNGE INDIA PVT LTD

A manager can recruit in two different ways:1.

Internal Recruitment:-

Internal Recruitment is when business looks to fill the vacancy from within its existing
workforce. Internal recruitment methods used by Bunge India Pvt Ltd
are:1.

Promotion and Transfers.

2.

Job Posting.

3.

Employee Referrals.

1. Promotion and transfers

Promotion:- The permanent movement of a staff member from a position in one job class to a
position in another job class of increased responsibility or complexity of duties and in a higher
salary range.
Transfer:-The Permanent Paternal movement of a staff member from one position to job class
assigned to the same salaries range.
Bunge India Pvt Ltd uses both promotion and Transfer methods for filling the vacancies. Bunge
India Pvt Ltd., promotes employees after 3 years. Company may promote employees on sonority
or performance basis.
Bunge India Pvt Ltd mostly, transfers are done in marketing sector. HR Manager and section
committee may promote and transfer the staff members. Who meet following requirements.A.

Meets minimum qualifications for the job or has clearly demonstrated the ability to
perform or transfer.

B.

Has satisfactory record of performance in his/her current position.

2.

Job Posting :Arrangement in which a firm internally posts a list of open positions (with their descriptions

and requirements) so that existing employees who wish to move to different functional areas may
apply.
HR managers of Bunge India Pvt Ltd also uses these method for filling the vacancies.
3.

Employee Referrals :Recruitment method in which the current employees are encouraged and rewarded for

introducing suitable recruits among the people they know.

HR manager of Bunge India Pvt Ltd recruit the employees on reference given by present
employees are invited for interview. If they are qualified for a job they are selected.
EXTERNAL METHODS:External method is when the business looks to fill the vacancy from any suitable
applicant outside the business.
1.

Advertisement :Advertisement is a form of communication that typically attempts to persuade potential

applicants to fill the vacancies.

Bunge India Pvt Ltd uses news paper advertises event method. No other method is used
for recruiting the people. They give ads in newspapers to fill the vacancies.
2.

Employment Exchanges:Employment exchanges run by government are also good sources of recruitment.

Unemployed persons get themselves registered with these exchanges. The vacancies may be
notified with exchanges, wherever there is need. The exchange supplies a list of candidate
fulfilling required qualifications.

Selections Committee of Bunge India Pvt Ltd contact with District and Local exchanges
ie. Chandigarh only.
3.

Contractor and Consultants:Contactor is one who agrees to do work for another. A independent contractor makes an

agreement to do a specific piece of work retaining control of the means and methods of doing
job.
Contractors are used for recruiting the casual labor, workers for production process, by
Bunge India Pvt Ltd.
Consultants are a person who acts as an advisor to users or to the technical staff. Bunge
India Pvt Ltd prefers consultants for filling the vacancies. This method is preferred mostly by the
personal department.