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A DISSERTATION REPORT ON
RECRUITMENT PROCESS SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION SUBMITTED BY BABLI.K.SAINI MBA/11/04 UNDER THE GUIDANCE OF MRS. KAVITA DAHIYA (FACULTY OF MANAGEMENT STUDIES)
DEPARTMENT OF MANAGEMENT STUDIES BHAGWAN MAHAVEER INSTITUTE OF ENGINEERING AND TECHNOLOGY SONEPAT, HARYANA (INDIA)-131001 AFFILIATED TO DEENBANDHU CHHOTU RAM UNIVERSITY OF SCIENCE AND TECHNOLOGY, MURTHAL
Recruitment Process
DECLARATION
I Babli.K.Saini, Roll no. MBA/11/04 of MBA 2nd year of B.M Institute of Engineering and Technology, Sonepat hereby declare that the summer training report entitled Recruitment Process is an original piece of work and the same has not been submitted to any other in stitute for the award of any other degree. The seminar presentation of the training report given on . and the suggestions given by the faculty members were duly incorporated in consultation with supervisor.
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ACKNOWLEDGEMENTS
Success on any end over calls for co-operation and guidance from seniors and colleagues. This was brought to me while undergoing my summer training. It often happens that one is at a loss of word, when one is really thankful and sincerely wants to express ones feeling of gratitude towards someone. I take this opportunity to extend my heartiest thanks to all the people who have made the presentation to this report possible. If one wants to be successful in life then a blend of the efforts and guidance is required.
for
providing the opportunity to do a summer internship project and I would like to thanx to BMIET for providing me an opportunity for getting training in HMSI, Gurgaon. First of all I would like to thank my lecturer MS. KAVITA DAHIYA who inspired me. There is always a sense of gratitude, which express to other for the helpful and needy services they render during all phases of life. My heart is so much filled with gratitude for my respected teachers and people who are the part of this project in numerous ways. I would like to express my profound gratitude to Ms. Rupa Singh (Section Head) for her valuable guidance & for giving her precious time for my cause. I would like to give my thanks to all the mentors of the department for their support and guidance. I conclude by thanking all respondents for their honest participation in the survey and my family and friends for their constant support throughout the project.
Recruitment Process
ABSTRACT
This project work is entitled A SURVEY ON RECRUITMENT PROCESS. It was conducted in Honda Motorcycle and Scooter India Pvt. Ltd (HMSI), Manesar, Gurgaon. To accomplish the above, around 50 employees of HMSI, a manufacturing plant of a Global business firm, were surveyed and interviewed. The core purpose of the survey was to find out employee perspective towards the Job (mainly the responsibilities, functions and any other tasks imparted in their assigned work) that is given to them. By definition, Recruitment is the process is seeking out and attempting to attract individuals in external labor markets, who are capable of and interested in filling available job Vacancies .Recruitment is an intermediate activity whose primary function is to serve as a link between human resource planning on the one hand and selection on the other. The main of Recruitment is to select the Right person at Right job at Right time. The objective of the study is to analyze the recruitment process in HMSI and to evaluate how far this process confirms to the purposes underlying the operational aspects of the industry. How far the process is accepted by it? The study on recruitment highlights the need of recruitment in HMSI. Human resource is a most valuable asset in the Organization. Profitability of the Organization depends on its utilization. If their utilization is done properly Organization will make profit otherwise it will make los s. To procure right man at right place in right time, some information regarding job and job doer is highly essential. These information are obtained through Job Analysis, Job Descriptions, Job Specifications. HMSI procure manpower in a very scientific manner.
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TABLE OF CONTENTS
Chapters
a. b. c. d. Chapter1. Chapter2.
Particulars
Declaration Certificate Acknowledgements Abstract Introduction To Company Introduction To Project Significance Of The Study Focus Of The Study Conceptualization Objective Of The Study
Page No.
Literature Review Methodologies Introduction to topic Findings And Analysis Of Data SWOT Analysis PESTE Analysis Data Analysis And Interpretation Findings
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Chapter7 e. f.
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(INTRODUCTION TO COMPANY)
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ABOUT HMSI-INDIA
Honda motorcycle and Scooter India, Private Limited (HMSI) is the wholly owned Indian subsidiary of Honda Motor Company, Limited, Japan. Founded in 1999, it was the fourth Honda automotive venture in India, after Hero Honda, Kinetic Honda Motor Ltd and Honda Siel Cars India. The entry of Honda into the Indian market as HMSI began with the launch of the Honda Activa, a 100 cc scooter. A slightly modified trendier version of the Activa was soon launched, as the Honda Dio. Honda Eterno was launched thereafter to add to the portfolio of HMSI's scooters. The Honda Unicorn was the first motorcycle released by HMSI. Since then a lot other two-wheelers have been manufactured from the conveyor belt of HMSI like HONDA Aviator, Dio, CBF Stunner, CB Unicorn Dazzler etc.
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Type Industry
Private company Automotive 20 August 1999 in Manesar Gurgaon, Haryana, India Haryana, India Keita Muramatsu, President and CEO Motorcycles, scooters
Founded
Headquarters
Key people
Products
Parent
Website
HMSI
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FACTORY
The HMSI factory is spread over 52 acres, with a covered area of about 85, 815 square meters at Manesar, Gurgaon district of Haryana. The foundation stone for the factory was laid on 14th December 1999 and the factory was completed in January 2001. The initial installed capacity was 100,000 scooters per year, which has reached 6,00,000 scooters by the year by 2007 and motorcycle capacity shall be 4,00,000 per annum. The total investment outlay for the initial capacity was Rs. 215crores and now the accumulated investment is800crores.
The second plant at the Tapukara Industrial Area of Rajasthan, which is approximately 90km from the centre of Delhi, has become operational from July 2011 with annual production capacity of 0.6 million units. HMSI aims to double the annual production capacity of this plant to 1.2 million units in March 2012.
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DIVISION HEAD
DEPARTMENT HEAD
SECTION HEAD
UNIT LEADER
TEAM MEMBER
DIVISIONS IN HMSI
MANUFACTURING
NONMANUFACTURING
QUALITY PRODUCTION PRODUCTION CONTROL PRODUCTION SUPPORT PRODUCTION BODY PRODUCTION POWERTRAIN 10
FINANCE & ACCOUNT SALES & MARKETING CUSTOMER SERVICE PURCHASE IT GENERAL AFFAIRS
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4) HONDA TWISTER:
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6) HONDA CB UNICORN:
7) HONDA CB SHINE:
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9) HONDA DEO:
10)
HONDA ACTIVA:
11)
HONDA AVIATOR:
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"Maintaining a global viewpoint, we are dedicated to supplying products of the highest quality, yet at a reasonable price for worldwide customer satisfaction."
Mission
Honda's mission is to Proceed always with ambition and youthfulness Respect sound theory, develop fresh ideas, and make the most effective use of time Enjoy work and encourage open communication Strive constantly for a harmonious flow of work Be ever mindful of the value of research and endeavor
Vision
Developing a philosophy built on the experience of a practical engineer, Soichiro Honda created a corporate culture that would go on working towards his objective - nothing less than becoming and remaining the world's best motor manufacturer long after his own active day. The corporate vision statement is like the founder himself, enormously practical Quality in all jobs - learn, think, analyze, evaluate and improve Reliable products - on time, with excellence and consistency Better communication - listen, ask and speak up
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BRAND PHILOSOPHY
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EMPLOYEE WELFARE
1. Subsidized canteen facilities 2. Transport facilities to and from workers residences at subsidized rates 3. Sports club for employees with indoor games facilities a. Football, volleyball. TT, carom, chess matches organized against employees of other companies 4. 2 sets of uniforms, 1 company cap, 1 pair of shoes provided to employees every year, same uniform for all Levels. 5. Invited workers families for celebrating foundation day; later stopped with increase in workforce size. 6. Support through cash payments on happy and sad occasions 7. Health center facilities with latest equipments.
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1. MANUFACTURING
PRODUCTION BODY
PRODUCTION CONTROL
PRODUCTION SUPPORT
PRODUCTION POWERTRAIN
a) Production Body: - In Automobile industry HMSI have sold about 4.5 million vehicles as of 2010 worldwide. Due to this reason they have expanded their production in all their factories around the world, they are also expecting a higher 20
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demand the next coming years so they are planning to increase in house production to be able to meet their demand b) Production Control:-The functions of this department are
handling materials, parts, assemblies, and subassemblies, from their raw or initial stage to the finished product stage in an organized and efficient manner. It may also include activities such as planning, scheduling, routing,
c) Production Support: - Function of this department is to describe the practices and disciplines of supporting the IT systems/applications which are currently being used by the end users. A production support person/team is responsible for receiving incidents and requests from end-users, analyzing these and either responding to the end user with a solution or escalating it to the other IT teams. d) Production Power train: - This department generates power in the vehicle wheels and delivers it to the road surface, water, or air. This includes the engine, transmission, drive shafts, differentials, and the final drive (drive
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2. QUALITY CONTROL
VEHICLE QUALITY
PART QUALITY
MARKET QUALITY
ENGINEERING QUALITY
3. PURCHASE
a) New Model Purchase: - In this department the production of new model products is done. The main focus is given on the new manufactured products.
b) Mass Production Purchase: - Mass production purchase is the department which includes production of large amounts of standardized products, including and
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especially on assembly lines. In this department products are handled in bulk to discrete solid parts (such as fasteners) to assemblies of automobile parts.
4. GENERAL AFFAIRS
HUMAN RESOURCE
INDUSTRIAL RELATION
HEALTH CENTRE
ADMIN
SECURITY
a) Human Resource: - The function of this department is to analyze the requirement of manpower and according to that sourcing the candidates through portals, campus recruitment and reference, then conducting the interviews and selecting the candidates, and then training is provided to the selected candidates.
b) Industrial Relation: - This department looks after the relationships between employees and employers within the organizational settings. The field of industrial relations looks at the relationship between management and workers, particularly groups of workers represented by a union. Industrial relations are basically the interactions between employers, employees and the government, and the institutions and associations through which such interactions are mediated. c) Health Centre: - This department looks after the health of the employees of the organization. The health centre of the organization does the specialized treatments with the latest equipments. 23
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d) Admin: - The function of this department is to provide support for daily executive duties. This department schedule management tasks, handle correspondence and screen phone calls. e) Security: -This department looks after the financial value. Security department looks after the debt securities (such as banknotes, bonds and debentures), e.g., common stocks; and, derivative contracts, such
equity securities,
5. FINANCE &ACCOUNTS
ACCOUNTS
a) Accounts:- It includes recording the Financial part of an organization that register all financial transactions, and must be kept at its main office or place of business. The purpose of these records is to enable anyone
to appraise the organization's current financial position with reasonable accuracy. Firms present their annual accounts in two main parts: the balance sheet, and the income statement (profit and loss account).
b) Finance & Taxes: - The function of this department is to administration of public revenue, assets and liabilities committees, audit of receipt and expenditure, banking, communication of financial sanctions, creation of new posts and 24
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examination of schemes of new expenditure, examination of all proposals for the increase or reduction of taxes, management of employees funds, employee accounts and treasuries and sub- treasuries.
SALES
MARKETING
SALES PROMOTION
DIRECT SALES
a) Sales: - Function of this department is to sell a product or service in return for money or other compensation. . There follows the passing of title (property or ownership) in the item, and the application and due settlement of a price, the obligation for which arises due to the seller's requirement to pass ownership. Ideally, a seller agrees upon a price at which he willingly parts with ownership of or any claim upon the item. The purchaser, though a party to the sale does not execute the sale, only the seller does that. To be precise the sale completes prior to the payment and gives rise to the obligation of payment.
b) Marketing: This department holds that achieving organizational goals depends on knowing the needs and wants of target markets and delivering the desired 25
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satisfactions. It proposes that in order to satisfy its organizational objectives, an organization should anticipate the needs and wants of consumers and satisfy these more effectively than competitors. c) Sales Promotion: - This department includes several communications activities that attempt to provide added value or incentives to consumers, wholesalers, retailers, or other organizational customers to stimulate immediate sales. These efforts can attempt to stimulate product interest, trial, or purchase. d) Direct Sales: - Function of this department is the marketing and selling of products directly to consumers away from a fixed retail location. Sale of products and services to consumers, usually in their homes or at their jobs.
7. CUSTOMER SERVICE
CS TECHNOLOGY DEVELOPMENT
CS FIELD
CS TECHNICAL
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ORGANIZATIONAL CHART
Senior Vice President
Vice President
General Manager
Senior Manager
Manager Deputy Manager Assisstant Manager Senior Executive Executive Assisstant executive Junior Executive Staff
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OPERATING HEAD
PRADEEP
DIVISION MANAGER
RUPA SINGH
PURNIMA BHARGAV A
TRISHN A
DHARMENDE R KUMAR
POOJA SONI
SINDHU RAMU
TEAM MEMBERS
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(INTRODUCTION TO PROJECT)
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Find the best talents for the vacancies Manage the recruitment sources Manage the vacancies in the organization Run the internal recruitment process Building the strong HR Marketing platform Co-operation with local and international universities Provide feedback about the trends in the job market
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CONCEPTUALIZATION
Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. Recruitment provides a desirable number of candidates for an organization's open positions. Recruitment also manages the costs in time and money for hiring employees. Recruitment enables the organization to meet social and legal obligations. By sourcing, developing and recruiting candidates, recruitment facilitates the organization's hiring process. RECRUITMENT Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.
RECRUITMENT NEEDS ARE OF THREE TYPES PLANNED i.e. the needs arising from changes in organization and retirement policy. ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.
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Primary Objective:
The main objective of any kind of research is to understand the reality behind a phenomenon. It involves a systematic investigation involved to add to the available information through scientific procedures. The primary objective of the study the recruitment process followed in HMSI.
Secondary Objective:
1. To study the various sources of recruitment followed in HMSI. 2. To study the effectiveness of recruitment process in HMSI 3. To study the factors influencing the recruitment procedure. 4. To study the present and future manpower requirements of the organization. 5. To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives.
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The Philippines official languages are Tagalog and English, making the country a popular destination for companies that outsource their customer service. While many Filipino workers are highly technically trained, actual English speaking ability can vary. Those with fluent English tend to be in great demand, and demand high compensation packages in return. Western HR managers setting up offices in the Philippines need to know the most effective HR and executive search practices in the Philippines in order to attract potential employees.
SOURCE 2: www.personneltoday.com, Dated: Jan 29, 2011, Helen Gilbert: Online profiles cause job applicants to be rejected
A global poll of 2,000 HR professionals and consumers by IT giant Microsoft found that 41% of UK HR managers had turned an applicant down simply because of their online profile. Almost two-thirds of HR professionals (65%) believe it is appropriate to consider personal online reputational information when evaluating potential employees. Yet only 37% of individuals believe that the responsibility for protecting their online reputation lies entirely with them. Cliff Evans, head of privacy and security at Microsoft UK, said: Ignoring your online reputation is no longer an option. Reputation and information sharing as a privacy issue should be a major concern for individuals, particularly in a challenging economic environment where jobs are scarce. Social media, search and other online services offer tremendous 37
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benefits, but to safely embrace these services, people need to monitor and manage their online reputation. Charles Ashworth, managing director of recruitment agency Brook Street Bureau, said: Clients we recruit for expect the highest standard of candidates and our consultants complete thorough pre-screening and selection practices to meet these requirements, which can include online checks. We therefore recommend that potential candidates actively review and manage their online presence on an ongoing basis.
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(RESEARCH METHODOLOGY)
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RESEARCH METHODOLOGY
Meaning Of Research:
In the broadest sense of the word, the definition of research includes any gathering of data, information and facts for the advancement of knowledge.
Research methodology
A research methodology is a sample framework or a plan for study that is used as a guide for conducting research . It is a blueprint that is followed in processing research work. Thus in good research methodology the line of action has to be chosen carefully from various alternatives.
RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. a) Descriptive Research Design: Descriptive Research studies are those which are concerned with describing the characteristics of a particular individual, or for a group. b) Exploratory research Design Exploratory research studies are also termed as formulative research studies. The main purpose of such studies that of formulating a problem for more precise investigation or of developing the working hypotheses from an operational point of view. The major emphasis in such studies is on the discovery of ideas and insights.
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I have adopted Exploratory Research design in this study because I am exploring new insights of my companys recruitment process by using secondary data and by doing survey.
SAMPLE DESIGN
Random Sampling, as the name implies, is based on the convenience of the researcher who is to select a sample. Respondents in the sample are included in it merely on account of their being available on the spot where the survey was in progress.
Sampling Plan
i) Sampling Method Sampling) ii) Sample Size iii) Sampling Unit : 50 : 1 employee of the organization : Non-Probability Sampling (Convenience
ANALYSIS PATTERN
Tables Charts
DATA COLLECTION Collection of data is the first step in statistics. The data collection process follows the formulation for research design including the sample plan. The data can be secondary or primary.
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Primary Data during the course of the study or research can be through observations or through direct communication with respondents on one form or another or through personal interviews. I have collected primary data by the means of a Questionnaire. The Questionnaire was formulated keeping in mind the objectives of the research study. Secondary data means data that is already available i.e., they refer to data, which has already been collected and analyzed by someone else. When a secondary data is used, the researcher has to look into various sources from where he can obtain data. This includes information from various sources like HR MANUAL of the company, journals, internet etc. I have used Questionnaire as a Primary data and Internet, Books, Broachers as a Secondary data
PRIMARY DATA
QUESTIONNAIRE
INTERNET
BOOKS
BROUCHERS
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(INTRODUCTION TO TOPIC)
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DEFINITION
Recruitment is the process is seeking out and attempting to attract individuals in external labor markets, who are capable of and interested in filling available job Vacancies .Recruitment is an intermediate activity whose primary function is to serve as a link between human resource planning on the one hand and selection on the other. To Recruit Means To Enlist, Replenish Or Reinforce. Recruitment begins by specifying the human resource requirements, initiating activities and actions to identify the possible sources from where they can be met, communicating the information about the jobs, term and conditions, and prospectus they offer, and enthusiast people who meet the requirement to respond to the initiation by applying for the jobs.
AIM
The aim of recruitment is the information obtained from job description and job specification along with precise staffing standards from the basis for determining manpower requirement to attain the organizational objective.
Features of Recruitment
1) Process or series of activities rather than a single act or event. 2) A linking activity as it brings together those with the jobs (employer) and those seeking jobs (prospective employees).
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Objectives of Recruitment
1. To attract people with multi-dimensional skills and experiences that suits the present and future organizational strategies. 2. To induct outsiders with a new perspective to lead the company. 3. To infuse fresh blood at all levels of the organization. 4. To develop an organizational culture that attracts competent people to the company. 5. To search or head hunt people whose skills fit the companys values. 6. To devise methodologies for assessing psychological traits, 7. To seek out non-conventional development grounds of talent, 8. To search for talent globally and not just within the company. 9. To design entry pay that competes on quality but not on quantum, 10. To anticipate and find people for positions that does not exist yet. 11. Recruitment as you know is identifying the right candidates and selection is getting right candidates for the right job.
Sub-systems of Recruitment
The recruitment consists of the following sub-functions: 1. Finding out and developing the sources where the required number and kind of employees will be available. 2. Developing suitable techniques to attract the desirable candidates. 3. Employing the techniques to attract candidates. 4. Stimulating as many candidates as possible and asking them to apply for jobs irrespective of number of candidates required. Management is responsible for producing the human resource plan, senior management for supporting it. Implementation is likely to be most effective if it carries the support of the workforce, normally achieved through consultation with trade union or other employee representatives.
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SOURCES OF RECRUITMENT
SOURCES OF RECRUITMENT
INTERNAL SOURCES
EXTERNAL SOURCES
JOB POSTING
EMPLOYEE REFERRALS
CAMPUS RECRUITMENT
Internal Sources
Persons who are already working in an organization constitute the internal sources. Ex Promotions & transfer, job posting, employee referrals.
External Sources
External sources lie outside an organization. Ex campus recruitment
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2. Job posting :
In this method, the organization publicizes job openings on bulletin boards, electronic media and similar outlates.The advantage of this method is that it offers a chance to highly qualified applicants working within the company to look for growth opportunities within the company without looking for greener pastures outside.
3. Employee Referrals :
Employee Referrals means using personal contact to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind this is that it takes one to know one.
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REP
MR will come to Retention team for Job Evaluation & Organizational Chart clarify
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NO
Profile is Suitable?
Scrap
YES
Interviews Conduction
Medical Check up
NO
Joining
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1. Organizations objectives
The key component of any policy statement is to set the long-term objectives of the organization. It is known that policy is generally a medium for realization of organizational objectives. Objectives stress the state of being there whereas policy and programs stresses upon the process of reaching there. Policy includes both the fixation of objectives as well the medium to be used to realize those objectives. Thus, policy is a wider term which believes in the manner of deployment of resources so as to achieve the objective.
2. Organizational Environment
The general economic and industrial environment in which the organization operates. This includes a review of the organizations competitive position. It is essential to conduct a qualitative and quantitative review of an organizations existing product line. The purpose of such a review is to make sure that the factors important for competitive success in the market can be discovered so that the management can identify their own strengths and weaknesses as well as their competitors strengths and weaknesses. After identifying its strengths and weaknesses, an organization must keep a track of competitors moves and actions so as to discover probable opportunities of threats to its market or supply sources.
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3. Quantitative Targets
An organization fixes the quantitative target values for some of the organizational objectives. The idea behind this is to compare with long term customers, so as to evaluate the contribution that might be made by various product zones or operating departments. This helps in determining the policies of the organization.
4. Company Resources
Having an idea and developing a policy for company can help company to grow and succeed, but if the company does not have the resources to make the policy come together, it can stall progress. One of the first steps to any planning process should be an evaluation of the resources necessary and compared the resources the company has available. Some of the resources to consider are finances, personnel, space requirements, access to materials and vendor relationships.
5. Budget
Any policy that does not have a budget to support it will not make it during the implementation stage. A budget is something that should be considered during policy making process because it has a tremendous effect on the policy. Budgets can make or break a policy, and realistic ideas about budgeting should always be taken during the planning process of a business.
6. Organizational Responsibilities
Organizational responsibilities play a role in the policy making because an organization is responsible for providing stake holders with profit or value first and foremost. What will benefit the stakeholder will always play a role in the decisions of the planning process because the ultimate goal of most businesses is to provide value?
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7. Economic Conditions
Economical conditions are good or bad this will affect the policy, and the condition of the economy provides information that can make the policy successful or unsuccessful. Economical conditions will provide a business with information that will help determine the next steps in the planning process, and this factors in highly on plans.
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2. Nature of the work force: The nature of work force has changed over a passage of time. Different work values have been expressed by different generations. Workers who are in the age group of 50 plus value loyalty to their employers. Workers in their mid thirties to forties are loyal to themselves only. The youngest generation of workers is loyal to their career. The profile of the workforce is also changing fast. The new generation of workers has better educational; they place greater emphasis on human values and questions authority of managers. Their behavior has also become very complex and leading them towards organizational goals is a challenge for the managers. The employee turnover is also very high which again put strain on the management.
3. Management Turnover Change at the top management level ushers in a period of uncertainty for most organizations. The uncertainty is accentuated when the departure of the CEO is abrupt and/or unexpected. In other instances, turnover is the norm. Under any circumstance, the departure of the CEO creates a vacuum in the organization. The board of directors of the nonprofit organization diverts its energies from policy making, planning, and fund-raising to finding a new CEO.
4. Changing Community Needs Over the last decade, there has been significant change in the demographics of the community. Because of these shifting demographics, the client census and financial base of the agency have been hit hard. This led to the identification of potential new programs to better serve the community.
5. Incentive Systems
Consider altering existing incentive systems to coincide with your new strategic objectives. In HMSI two years back incentive system rewards employees on the basis of tenure, but new strategic plan calls for a 50 percent increase in service 57
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plan sales to reposition company, then consider altering the system to reward employees or teams with high monthly service plan sales numbers.
1. Competitive Pressure
The nature of the competition in a specific industry can have an effect on the organizational structure of all players in the industry. In HMSI make changes to their products frequently to stay relevant with customers. In this industry, companies will need the ability to make major product decisions quickly and frequently, making it helpful to structure organizations to center decision-making authority in a single individual or a small group.
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4. Technology
Technology is the use of knowledge, methods, techniques and means that transform inputs into the output in one organization. The rate of technology effects as external sources of organizational change varies from industry to industry. Change in machines which make rice better and reduce efforts and computer programs accordingly HMSI must follow the development of technology and use the latest achievements in the development of their own business.
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DEPARTMENT I WORKED IN
DEPARTMENT CHART
The department in which I had worked is HR department. HR department comes under the GENERAL AFFAIRS. Under General Affairs there are two more departments i.e. Admin & Industrial Relations. In HR department there are three sub- departments. They are Sourcing, Talent Retention and Training and development. I had worked in Sourcing department which looks after the recruiting part. The members of this department select the right candidate for the right place at right time. The process of recruitment starts with the job posting at Naukri. Then they source the right candidate with good educational qualification and job roles matching the companys job description and fitment. Then they screen the candidates by seeing their communication skills and asking their job roles in the current company. They also ask them their total years of experience and their current and expected CTC and then match their experience and CTC. They also take all educational details of the candidate like year of passing and their percentage. They record the details of all the candidates in Excel sheet and then after screening they send the CVs of the candidates to the concerned Departments. When the HODs give their approval then they call the candidates for Interview and also inform them regarding the venue details and Job Description. Then they confirm whether the candidates will be attending the interview or not. Then the interview is conducted. The selected candidates in the interview are called for the Medical Check- up and also reference check is done. Then the medically fit candidates are issued the LOI (Letter of Intent) in which the joining date would be mentioned. 60
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OPERATING HEAD
DIVISION MANAGER
ADMIN
TEAM MEMBER
TEAM MEMBER
TEAM MEMBER
TEAM MEMBER
TEAM MEMBER
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DESIGNATION:
Section
JOB DESCRIPTION:
Recruit, interview and select applicants as per vacancy requirement. Employee services including time office, pay roll and salary related activities. HR Policy development ,implementation and documentation Handle the 4 team members and distributes the work among them. Managing senior level recruitment strategies Advising on correct recruitment methods Ensuring that best practice is upheld Managing projects Manage the on-going projects and people planning objectives for the business.
DESIGNATION: Trainee
Screening the shortlisted candidates to see their communication skill. Filling the details of the sourced candidates who are shortlisted in the excel sheet like candidates age, e-mail id, current job company and location. Informing the candidates who are selected for interview by call whether they have received the mail regarding the interview details like venue and time. And confirming whether they are coming for interview or not. Informing them regarding the facilities that company is providing like 2 nd class train fare reimbursement if the candidate is coming far from 200km. Doing the reference check of the selected candidates in the interview. Arranging the LOI of the candidates.
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LANDLINE PHONES:
In sourcing department landline phones are used to make personnel calls and to call to the candidates for screening and official details.
e-PORTAL:
A web portal is a web site that brings together information from diverse sources in a unified way. Usually, each information source gets its dedicated area on the page for displaying information (a portlet); often, the user can configure which ones to display. EPortal is a powerful web-based interface that allows all stakeholders access to relevant data from a central source, through secure, password-protected entry.
SAP Software:
SAP is a German multinational software corporation that makes enterprise software to manage business operations and customer relations. In HMSI, SAP software is used for hiring of the selected candidates.
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WHAT DID I LEARNT? HOW WILL THIS EXPERIENCE HELP ME IN THE FUTURE?
I had learnt many things in HMSI. This experience was very knowledgeable experience. I have developed my personality and worked like a team member. While working in company I learnt how to manage the resource for a particular task and how to deal with the different kind of people in the organization. I learnt how to face the difficulties if any problem occur in department work or in my project. How to tackle the sudden problems with calm and silent mind. During training period I understood the management of time, I learnt how every second is precious to us. With the help of my mentors I have learnt many things, how to run an industrial unit? How day- to- day problems is tackled by the executives? How to solve the problems faced by the whole department due to lack of efficiency of one employee? How to manage the files? What details are to be filled of the applicants who are sourced? How to do the Reference Check of the selected candidates in the interview. I have learnt the end to end recruitment process. Recruitment is a process where we select the right candidate for the right place at right time. Then the sourcing of the right candidate is done. Then screening of candidates is being done by call. Then the records are maintained in Excel sheet for future use. Then the shortlisted applicants are called for the interview. The selected candidates in the interview are called for the Medical Check- up and also reference check is done. Then the medically fit candidates are issued the LOI (Letter of Intent) in which the joining date would be mentioned. Here ends the recruitment process. This experience will fully help in the future. During interview as a fresher this experience will be with me as a plus point. During future interviews, the things I have learnt during this period will help me to show my talent and experience.
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PROBLEMS FACED
I had put my best effort in gathering the data and i have tried my level best that the data provided and the survey done are authentic as they could be, but there are some limitations, which are mentioned below : 1. Time Limitation 2. Unavailability Of Proper Material 3. Organizational Restrictions 4. Lack Of Responsiveness By The Employees Towards The Questionnaire 5. In the company there are many employees and work load is also more so they couldnt give me their time for the study. 6. The management did not agree to disclose all the confidential data.
1) TIME LIMITATION
The time was a limitation during completion of the report. The time was not enough to cover all the points about the topic. Also it was tough job to understand all the recruitment in this short period. It brings the eagerness in completion of the report. The time raise as a big difficulty in the preparation of the report. This time limitation enables to better understanding the policies of the company.
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HOW COULD I HAVE DONE OUR WORK BETTER AND GAINED MORE EXPERIENCE?
There are certain things which may had done my work better and I had gained more experience, those are: If I was provided with the materials like computer, phones, I would have done better with that. According to company policies I was not provided with the sufficient data for completion of my project report. The members were hesitates to speak freely as they feared the informations to leak in the head office. Due to which I have not get much data to do my project report. The study period is limited; the time which is provided to us to complete the project was limited. I have to collect the necessary and important information within the limited period of time and it is not possible to collect it, due to lack to time. If provided with more time would have done my project better and would have gained more experience.
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SWOT ANALYSIS
STRENGTHS:
Strong brand name and huge market. Excellent distribution through franchisees. Most reliable for Indian roads as it requires low maintenance. Good mileage.
WEAKNESSES:
Focuses on just mileage and no power. Industry is exposed to cyclical downturns in the automotive vehicles. Most component companies are dependent on global majors for technology Industry has a lower level of research and development capability.
OPPORTUNITIES:
Expansion in rural and tier-2 cities. Innovations in technology. May serve as sourcing hub for two wheelers globally.
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PESTE ANALYSIS
SOCIAL: Major social changes in the past two decades have caused
organizations to place increased emphasis on recruitment. Modern employees look for a satisfying career in place of just a job. If the opportunities for career growth are missing in an organisation, they dont hesitate to leave and go in search of greener pastures outside. If the organization is not aware of-and is insensitive to prevailing social values and norms, the recruitment efforts could go back off the track.
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OPINION
No of respondent
% of respondent 20 80 100
10 40 50
INTERPRETATION
20% of the respondents said that recruitment is only a vacancy-filling function but 80% respondents is not in the favor of mere recruitment-filling function because it is not just filling the positions but filling position with skilled and knowledgeable candidate.
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OPINION
No of respondent
% of respondent 6
15
30
32 50
64 100
INTERPRETATION
6% of the respondents said that recruitment is a simple function where 30% said that recruitment is little bit complex function but 64% of the respondents feel that recruitment is a complex function.
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3) Is true to say that recruitment matches the needs of applicants & organizations?
OPINION No of respondent AGREE DISAGREE TOTAL 50 0 50 % of respondent 100 0 100
AGREE DISAGREE
100%
INTERPRETATION
All respondents said that recruitment fully matches needs of applicants & organization.
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OPINION
No of respondent 25 0 10
% of respondent 50 0 20
15 50
30 100
LARGE EXTENT
SOME EXTENT
DISAGREE
INTERPRETATION
50% of the respondents said that recruitment provides a satisfying career in place of just a job but 20% of the respondents are in favor of this to some extent whereas 30% respondents are in favor of this to large extent. 75
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No of respondent 10 10 20
10 50
20 100
40% 35% 30% 25% 20% 15% 10% 5% 0% AGREE DISAGREE SOME EXTENT LARGE EXTENT 20% 20% 40% 20%
INTERPRETATION
20% of the respondents said that recruitment through employee referrals method is right where 20% respondent are in the favor that employee referrals method is not right but 40% respondents are in favor of this method to some extent while 20% respondents are in favor of this to large extent.
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OPINION
No of respondent
0 50 50
0%
AGREE DISAGREE
INTERPRETATION
All respondents said that recruited equally does not mean to be selected while no respondent said that recruited equally does mean to be selected.
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7) Does the company reimburse the traveling cost incurred by the candidate for appearing in the interview?
OPINION
No of respondent
% of respondent 10 0 90 100
5 0 45 50
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 0 0.5 1 1.5 2 2.5 3 3.5
INTERPRETATION
10% of the respondents said that company reimburses the traveling cost incurred by the candidate for appearing in the interview whereas 90% of the respondents said that reimbursement of the travelling cost depends on from how far the candidate is coming.
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OPINION
No of respondent 5 15
% of respondent 10 30
30 50
60 100
70% 60% 50% 40% 30% 20% 10% 10% 0% ATTITUDE 0% INTELLIGENCE PERSONALITY PERFORMANCE 30% 60%
INTERPRETATION
10% of the respondents said that most reliable & valid tests for selection are attitude while 30% said that reliable & valid tests for selection are intelligence and 60% are in the favor of performance. 79
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9) Do you think that selection of an individual through a consultants recruitment is a win-win situation for both organizations & the selected one?
OPINION
No of respondent
50 0 50
50%
INTERPRETATION
100% of the respondents said that selection of an individual through a consultants recruitment is a win-win situation for both organizations & the selected one.
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10)
OPINION
No of respondent
% of respondent
70% 60% 50% 40% 30% 20% 10% 0% 0 0.5 1 1.5 2 2.5 3 3.5
INTERPRETATION
10% of the respondents said that they adopt Employee Referrals for sourcing candidates while 30% respondents said that they adopt Campus Recruitment but 60% respondents use Job Portals for sourcing. 81
Recruitment Process
All respondents said that recruitment fully matches needs of applicants &
organization. 50% of the respondents said that recruitment provides a satisfying career in place of just a job. 20% of the respondents said that recruitment through employee referrals method is right where 20% respondent are in the favor that employee referrals method is not right but 40% respondents are in favor of this method to some extent. All respondents said that recruited equally does not mean to be selected while no respondent said that recruited equally does mean to be selected. 90% of the respondents said that reimbursement of the travelling cost depends on from how far the candidate is coming. 60% of the respondents said that most reliable & valid tests for selection is performance. 100% of the respondents said that selection of an individual through a consultants recruitment is a win-win situation for both organizations & the selected one. 60% of the respondents said that they adopt Job Portals for sourcing candidates.
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CONCLUSION
The process of recruitment in HMSI is awesome. The company sources of recruitment are very effective. The main source of internal recruitment is Job Posting, promotions and employee referrals because they are regarded as the good source of recruitment.. Recruitment is a never ending process in the organization. Selecting the qualified and skilled candidate is the main motto of the organization.
The excellent pattern of interview is followed in case of selection process. Candidate eligibility verification program is a greatest merit to the organization to avoid unfaithful candidates in the organization. The systematic procedure is followed in recruitment process.
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IMPLICATIONS
This study will helpful in further project work. Helpful for HR department To structure the Recruitment policy of company for different categories of employees. To analyze the recruitment policy of the organization. To compare the Recruitment policy with general policy. To provide a systematic recruitment process. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres.
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RECOMMENDATIONS/SUGGESTIONS
As we know that nothing is perfect in itself, it always needs something every time. So from the above discussion, there are some suggestions and recommendations that are to be made during recruitment & selection process. So following are the some recommendations that should be done these are:
The candidates who are recruited should be offered enough information regarding his position & his all curiosities should be cleared.
If campus recruiting is used then HR Department should ensure that recruiters are knowledgeable concerning the jobs that are to be filled.
During selection interview, stress interview and time taking interviews should be used.
Panel interview is the best among all selection interviewed and it should be used.
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REFERENCES
BOOKS Aswathappa, K., 2005, Human Resource and Personnel Management, Tata McGraw-Hill Publishing Company Limited, New Delhi. Gupta, K. S, & Joshi. R, 2007, Human Resource Management, Kalyani Publishers, New Delhi.
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QUESTIONNAIRE
Information about the respondent: NAME _____________________________________ ORGANIZATION____________________________ AGE________________________________________ GENDER-: Female
1) Is Recruitment a mere vacancy filling function? a) Agree b) Disagree 2) According to you what is the nature of recruitment? a) Simple b) Little bit complex c) Complex 3) Is true to say that recruitment matches the needs of applicants & organizations? a) Agree b) Disagree 4) Does recruitment provides a satisfying career in place of Just a Job? a) Agree b) Disagree c) Some extent d) Large extent 5) The recruitment through employee referrals method is right? a) Agree b) Disagree c) Some extent d) Large extent
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6) What do you think to be recruited equally means to be selected? a) Agree b) Disagree 7) Does the company reimburse the travelling cost incurred by the candidate for appearing in the interview? a) Yes b) No c) Depends 8) The most reliable & valid tests for selection are a) Attitude b) Intelligence c) Personality d) Performance 9) Do you think that selection of an individual through a consultants recruitment is a win win situation for both organizations & the selected one? a) Agree b) Disagree 10) What source you adopt to hire the candidates? a) Employee referrals b) Campus Recruitment c) Job Portal
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