Project PDF

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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C E T COLLEGE OF MANAGEMENT SCIENCE & TECHNOLOGY, AIRAPURAM
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
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 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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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
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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 2017-
2021. 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.
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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 ADMINISTRAT PRODUCTION RESEARCH MARKETING

DEPARTMENT ION DEPARTMENT DEVELOPME DEPARTMENT
DEPARTMENT NT (R&D)
PRODUCTION R&D BUSINESS

FINANCE ASST.
MANAGER HEAD HEAD RETAIL
MANAGER HR.MANAGER
& EXPORT
SR. ADMIN. ASST SR. SR.AREA

EXECUTIVE FRONT EXECUTIVES SALES
MANAGER
PUBLIC LAB EXECUTIVES

EXECUTIVES RELATIONS SUPERVISOR ASSISTANT
OFFICER
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2.2.6 DEPARTMENT DETAILS

PRODUCTION DEPARTMENT
CHAIRMAN
MANAGING DIRECTOR
GENERAL MANAGER
PRODUCTION MANAGER
ASST. ASST.MANAGER
MANAGER
SHIFT IN PREPARATION IN
CHARGE 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
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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.
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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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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.
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QUALITY CONTROL DEPARTMENT
GENERAL MANAGER
MANAGER
QUALITY QUALITY INSPECTOR

INSPECTOR (RAW QUALITY INSPECTOR
(FINISHED PRODUCTS)
MATERIALS)
ASST. FIRST PIECE

CHECKER
INSPECTOR INSPECTOR
ASST.
INSPECTOR CHECKER
(SPARE PARTS)
RECHECKER
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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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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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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
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 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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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
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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.
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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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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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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.
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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.
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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.
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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
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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.
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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.
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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.
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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 36-
40 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%
23-28
18%
30% 29-35
24%
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
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 PERCENTAGE
48
PERCENTAGE
46
MALE FEMALE
INFERENCE
It is concluded that the majority of 52% of the respondents are Male.
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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 No of respondents Percentage

Qualification
SSLC 3 6
PLUS 2 16 32
DEGREE 17 34
POST 12 24
GRADUATION
OTHERS 2 4
TOTAL 50 100
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
20 16 17
12
10 6
3 2 4
0
SSLC PLUS 2 DEGREE PG OTHERS
RESPONDENTS PERCENTAGE
INFERENCE
It is concluded that the maximum of 34% of the respondents are having DEGREE as the
educational qualification.
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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 NO OF PERCENTAGE
EXPERIENCE RESPONDENTS
FRESHER 07 14
1-3 17 34
4-8 11 22
9-12 9 18
Above 12 6 12
TOTAL 50 100
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
40 34
30 22
18
20 14 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.
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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 NO OF PERCENTAGE
RESPONDENTS
BELOW 8000 03 06
8000-15000 13 26
16000-21000 18 36
21500-32000 9 18
ABOVE 32000 7 14
TOTAL 50 100
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
13 14
3 6 9 7
BELOW 8000 8000-15000 16000-21000 21500-32000 ABOVE 32000
INFERENCE
It is concluded that a maximum of 36% of the respondents are having salary between 16000-
21000.
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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 NO OF RESPONDENTS PERCENTAGE
Highly satisfied 8 16
Satisfied 24 48
Dissatisfied 10 20
Moderately 6 12
dissatisfied
Highly dissatisfied 2 4
TOTAL 50 100
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 48
50
40
30 24 20
16 12
20 8 10 6 RESPONDENTS
10 2 4
0 PERCENTAGE
INFERENCE
It is concluded that the maximum of 48% of the respondents are satisfied with the working
culture of the organization.
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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 NO OF PERCENTAGE
CANDIDATES RESPONDENTS
YES 36 72
NO 14 28
TOTAL 50 100
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
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.
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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
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 20 30 40 50 60
PERCENTAGE RESPONDENTS
INFERENCE
It is concluded that the majority of 60% of the respondents prefer advertisement as the main
source of recruitment
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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
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 16
14
20
30
KNOWLEDGE EXPERIENCE DISCIPLINE

LEADERSHIP COMMITMENT
INFERENCE
It is concluded that the maximum of 30% of the respondents prefers discipline as the best
quality.
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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
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
80 66
60
40
16
10
20 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.
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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
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
50
42
16
8
RESPONDENTS TOTAL PERCENTAGE
yes 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
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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
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
100 84
80
60 42
40 16
8
20
0
YES NO
INFERENCE
It is concluded that the majority of 84% of the respondents agrees that the organization
prefers referred candidates.
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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
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.
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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
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
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.
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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

(mins)
1-5 4 8
6-10 27 54
11-15 12 24
16-20 5 10
More than 20 2 4
TOTAL 50 100
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 6-
10mins on each employee during the recruitment process.
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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 NO OF RESPONDENTS PERCENTAGE

DIFFERENT GRADES
YES 41 82
NO 9 18
TOTAL 50 100
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
100 82
41
50
18
9
0
YES NO
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.
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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 PERCENTAGE
RESPONDENTS
Always 27 54
Often 11 22
Occassionally 4 8
Rarely 6 12
No comment 2 4
TOTAL 50 100
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% always
8% often
54%
22% 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.
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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
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 52
50
40
30 16 20
20 8
10 4
0
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.
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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
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
30 24
18
20 12
6
10
0
Strongly Agree Disagree Strongly Neutral
agree disagree
INFERENCE
It is concluded that the maximum of 40% of the respondents agrees that recruitment is done
systematically on regular basis.
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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
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 40 50
OTHERS
JOBPORTALS
AGENCIES
EMPLOYEE REFERENCE
ADVERTISEMENT
INFERENCE
It is concluded that the maximum of 40% of the respondents replies with employee reference
as the effective source.
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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
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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.
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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

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

Recruitment is generating application or applicants for specific job positions

The success or failure of an organization is largely dependent on the caliber

The project report is about “THE RECRUITMENT PROCESS” of

1.1 STATEMENT OF THE PROBLEM

The statement of the problem is to study on the recruitment process at Crust n

1.2 SCOPE OF THE STUDY

 To identify the effectiveness of recruitment process at CRUST n CRUMB FOOD

1.3 OBJECTIVES OF THE STUDY

 To understand the effectiveness of recruitment process followed by CRUST n

 To understand the type of people recruited.

1.4 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem,it may be

1.4.1 STATEMENT OF THE PROBLEM

The statement of the problem is to study on the recruitment process at CRUST n

1.4.2 RESEARCH DESIGN

Research refers to a search for knowledge.Research design refers to a detailed outline

1.4.3 POPULATION SIZE

1.4.4 SAMPLING TECHNIQUE

A process used in statistical analysis in which a predetermined number of observation

1.4.5 SAMPLE SIZE

1.4.6 DATA COLLECTION METHOD

1.4.7 TOOLS USED IN THE STUDY

Tools used to collect the data were

 Questionnaire and direct interview.

 Lack of cooperation from the respondents

2.1 INDUSTRY PROFILE

2.1.3 STATE SCENARIO

2.2 COMPANY PROFILE

2.2.5 ORGANIZATION STRUCTURE

ACCOUNTS ADMINISTRAT PRODUCTION RESEARCH MARKETING

PRODUCTION R&D BUSINESS

SR. ADMIN. ASST SR. SR.AREA

PUBLIC LAB EXECUTIVES

2.2.6 DEPARTMENT DETAILS

PRODUCTION PLANNING AND CONTROL

Production control is mainly involved in implementing production schedules and is the

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

FUNCTIONS OF PRODUCTION DEPARTMENT

 Design of production system

Five Production sub functions:

1.Production and planning

Provide the materials,components and equipment required.

4.Design and technical support department

Concerned with the manufacture of products.

DEPUTY GENERAL MANAGER

FUNCTIONS OF PURCHASE DEPARTMENT

 Locate the sources of supplies

PROCEDURE FOLLOWED WHILE PURCHASING

 100% wheat products of different specification

FUNCTIONS OF STORE DEPARTMENT

1.Issue of Raw Materials

When a particular item of raw material is required for production,the supervisors of

2. Recording the Stock

3. Material Conrol System

SENIOR PROCESS COORDINATOR

FUNCTIONS OF FINANCE DEPARTMENT

 To prepare corporate plans

FUNCTIONS OF MARKETING DEPARTMENT

 Strict quality control

PERSONNEL AND ADMINISTRATION