Submitted To:

Prof.Revati Deshpande


Submitted By:
Ami V. Patel

CONTENT
Introduction about industry
Company profile
Human resource
Literature review
Research methodology
Data analysis & interpretation
Findings
Recommendations &suggestion
Conclusions
Bibliography

INTRODUCTION ABOUT INDUSTRY

INTRODUCTION TO FERTILIZER
IFA members serve farmers everywhere as they meet the
world's growing food, feed, fiber and bioenergy needs in a
sustainable manner.
IFA is based in Paris, France, has 525 members in 85 countries.
IFA member companies represent all activities related to the
production, trade, transport and distribution of every type of
fertilizer, their raw materials and intermediates.
The global fertilizer industry produces some 170 million tonnes
of fertilizer nutrients annually.

INDIAN FERTILISER INDUSTRY OVERVIEW:
The fertilizer industry in India consists of three major players;
The Government owned Public Sector undertakings,
Cooperative Societies like IFFCO, KRIBHCO and units from
Private sector.
There are about 33major producers producing N and NP/NPK
fertilizers in the country at present.
The agricultural sector contribute about 25% to the GDP.
There are also a number of medium and small scales Industries
in operation, about 72 of them.

COMPANY PROFILE

Indian Farmers Fertiliser Co-operative Limited (IFFCO) was
registered on November 3, 1967 as a Multi-unit Co-operative
Society.
IFFCO commissioned an ammonia - urea complex at Kalol and
the NPK/DAP plant at Kandla both in the state of Gujarat in
1975.
'Sankat Haran Bima Yojana' provides free insurance cover to
farmers along with each bag of IFFCO fertiliser purchased.
The distribution of IFFCO's fertilisers undertaken through over
39824 Co-operative Societies.
Mission and Vision


Mission
Commitment to social responsibilities for a strong social fabric.
To acquire, assimilate and adopt reliable, efficient and cost effective
technologies.
Sourcing raw materials for production of phosphatic fertilisers at
economical cost by entering into Joint Ventures outside India.
To ensure growth in core and non-core sectors.
Vision
To augment the incremental incomes of farmers by helping them to
increase their crop productivity through balanced use of energy
efficient fertilizers, maintain the environmental health and to make
cooperative societies economically & democratically strong for
professionalized services to the farming community to ensure an
empowered rural India.


Objectives

IFFCO is a cooperative institution of the farmers by the
farmers.
Strengthening cooperation distribution.
Educating and guiding the farmers.
Promoting nations growth through modern farming techniques.
Improving agriculture productivity, through balance fertilizer
application.
To promote the activity for enriching the life of rural.
To achieve self-reliant and self-generated economy.

Installed Annual Capacity

UREA - 36.89 Lakh Tone.
NPK/DAP - 19.74 Lakh Tone.
Total N - 19.78 Lakh Tone.
Total P205 - 7.25 Lakh Tone.


HUMAN RESOURCE

Hierarchy of the HR Department

Deputy General
Manager
Senior manager of Personal
&
Administration department
Administration Transportation
Miscellaneous
Expenses
Personal
Senior manager of
Human &
Industrial Relation
Legal Case
RECRUITMENT

DEFINITIONS OF RECRUITMENT

Recruitment means attracting candidates, which is primarily a
matter of identifying, evaluating and using the most appropriate
source of applicants.
-Michael Armstrong
Recruitment is the process of searching for prospective
employees and stimulating and encouraging them to apply for
jobs in an organization.
-Edwin Flippo

SOURCES OF RECRUITMENT

Internal sources:

Existing Employees

Former Employees
Employee Referrals
External sources:

Employment Exchanges
Outsourced to Recriutment Agencies
Advertisements
Campus Recruiting
Walk-ins and Write-ins
Internet Rcruiting
Raiding or Poaching
RECRUITMENT PROCESS:

Human Resources Planning
Determination of Strategy
Evaluation of Sources of Recritment
Implementation of Recruitment Methods and
Stategies
Feedback and Control
LITERATURE REVIEW

Most employees recognise the tact that their staff is their
greatest assets, and the right recruitment process is vital in
ensuring that the new employee become effective in the
shortest time.
Ms. Ambika Verma(2009) in their survey research on the use of
technologies in recruiting, screening, and selection processes
for job candidates conducted in dimension group found that
most organizations implemented technology based recruitment
and selection tools to improve efficiency, reduce costs, and
expand the applicant pool.

Bowen, etal (1991), in his study examined that integrated
recruitment process recruiters to choose the candidates to fill
the characteristics of an organization culture.
The study of Mary Jane Dyson Often the expenses associated
with the recruitment of professionals to rural areas are greater
than recruitment to urban centers.

RESEARCH METHODOLOGY


Title: - A study of effectiveness of recruitment in IFFCO Kalol
Unit

TYPE OF RESEARCH:
The descriptive research method is used to do the research.

RESEARCH METHOD:
Basic Research



OBJECTIVE OF RESEARCH:
To observe the proper recruitment in the organization.
To know the policies procedure in IFFCO Kalol unit regarding
workforce.
To collect the information about recruitment which are being
taken by the organization.
Which sources of recruitment use the organization?
Study about implementation of various test and process in
recruitment in IFFCO Kalol unit.

SAMPLING DESIGN:
Target population : Manager
Sample size : 30 respondents
Sampling method : convenience sampling


TYPE OF DATA:
Primary Data
Secondary Data

RESEARCH INSTRUMENT:
Questionnaire

DATA ANALYSIS & INTERPRETATION

Q1. Which of the following methods does your company choose for
sourcing? Check all the apply

Campus 17
Employee referrals 10
Consultants 30
Walk-in 1
Existing data base 4
Advertisement 20
Portals 0
Websites 5
Call back 1
0
5
10
15
20
25
30
35
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Series1
Q2. Do you have referral policy in your organization?


Yes 14
No 16
13
13.5
14
14.5
15
15.5
16
16.5
Yes No
Series1
Q3. Are rejected candidates informed by?

Email 0
Phone 9
Not informed 21
0
5
10
15
20
25
Email Phone Not
informed
Series1
Q4.Do you take candidate feedback on recruitment process?

Yes 11
No 19
11
19
Yes No
Series1
Q5. Does the organization clearly define the position
objectives, requirements and candidate specifications in the
recruitment process?

0
5
10
15
20
25
30
Yes No
Series1
Yes 25
No 5
Q6. Is the organization doing timeliness recruitment process?

Yes 20
No 10
0
5
10
15
20
25
Yes No
Series1
Q7. Does HR provide an adequate pool of quality applicants?


Yes 18
No 12
0
5
10
15
20
Yes No
Series1
Q8. Does HR train hiring employees to make the best hiring
decisions?


Yes 13
No 17
0
5
10
15
20
Yes No
Series1
Q9. Rate the effectiveness of the interviewing process and other
selection instruments, such as testing?

Good 14
Average 16
Poor 0
0
5
10
15
20
Good Average Poor
Series1
Q10. Rate how well HR finds good candidates from non-
traditional sources when necessary?

Good 15
Average 15
Poor 0
0
2
4
6
8
10
12
14
16
Good Average Poor
Series1
Q11. Do you think organization looks for experienced employees
in selection Process?

Yes 20
No 10
0
5
10
15
20
25
Yes No
Series1
Q12. Which is the most important quality the organization looks
for in a candidate?


Knowledge 10
Past experience 9
Optimistic nature 6
Discipline 10
Team work ability 10
0
2
4
6
8
10
12
Series1
Q13. Does the organization do employee verification before and
after selection?

0
5
10
15
20
25
Yes No
Series1
Yes 22
No 8
Q14. How do you rate the Selection Policy of the organization?

Good 20
Average 10
Poor 0
0
5
10
15
20
25
Good Average Poor
Series1
Q15. Is the Resume screening and Short listing method used by
the organization is satisfactory?

Yes 18
No 12
0
5
10
15
20
Yes No
Series1
Q16. Does the organization do proper Job Analysis before
Selection Process begins?

Yes 17
No 13
0
5
10
15
20
Yes No
Series1
Q17. Does the HR team act as a consultant to enhance the quality
of the applicant pre-screening process?

Yes 18
No 12
0
5
10
15
20
Yes No
Series1
Q18. How would you rate the HR departments performance in
recruitment?

Good 18
Average 12
Poor 0
0
5
10
15
20
Good Average Poor
Series1
Q19.What is the reason behind candidate not going to join after
selection?

Personal 10
Salary Problem 5
Not interested 5
got another opportunity 15
0
2
4
6
8
10
12
14
16
Series1
Q20. Since how many years have you been working with this
organization?

0-5 Year 5
5-10years 5
10-15Years 7
Mora than 15 Years 13
0
2
4
6
8
10
12
14
Series1
FINDINGS
It is been found in the research that out of the 30 employees know
that follow the effectiveness recruitment policy in the organization.
IFFCO cooperative organization has a well-defined organizational
structure.
The working environment existing in each and every department is
excellent. There is cooperative as well as friendly type of working
environment in the company. It motivates the employees.
It has been found the recruitment policy for the proper Job Analysis
before Selection Process begins and proper job specification.
The company use the proper sources and procedure in satisfied for
candidate.
Overall from the study we can say that the candidates are satisfied
and management also really cares for the candidates.

RECOMMENDATIONS &SUGGESTION

The company improve the steps in recruitment process. The
advertise in newspaper in new recruitment for the next year.
Detailed description of the recruitment process that shows a
commitment to standardised and fair recruitment practices and
equal opportunities.
The organization provide for vide scope of the candidates.
The organization of the quality of new hires and of the whole
hiring process is necessary in order.
The hiring process that might indicate potential gaps in the
various stages of recruitment and identify the most effective
hiring methods and practices is recommended.

CONCLUSIONS

The research was conducted to know the effectiveness of
recruitment policy in the organization.
The research was conducted through the primary and
secondary data. The questionnaire which was filled up the
middle level managers.
Practical knowledge is a very important in the every field. It
was great experience during the industrial training and I learnt
practically knowledge. I also took some experience about the
organizations work. The employees of the company were
supportive during the industrial training. They provide us the
proper guidance and information about all the departments.


BIBLIOGRAPHY
Book referred:
The following books, which are help in completion of project.
Those are stated at below:
Human resource & personnel management - K.
Aswathappa
Human resource Management - Gary Dessler
Human resource Management -Pravin Durai

Web site:
www.goole.com
www.iffco.com
www.HRcite.com