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Recruitment Process

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.

Signature of Project Incharge Mrs. KAVITA DAHIYA

Signature of Candidate BABLI.K.SAINI

Signature of HOD Mrs. PRIYANKA SEHGAL

Principal BMIET, SONEPAT (DR. Y.K JAIN)

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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.

I would like to express my deepest gratitude to Deenbandhu Chotu Ram University

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.

1-22 23 24 25 26 27-29 30-32 33-52

Chapter3. Chapter4. Chapter5. Chapter6

Literature Review Methodologies Introduction to topic Findings And Analysis Of Data SWOT Analysis PESTE Analysis Data Analysis And Interpretation Findings

53 54-55 56-65

Chapter7 e. f.

66 Conclusion, Scope, 67-69 Recommendations/Suggestions References 70 Appendices

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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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Honda Motorcycle & Scooter India, Private Limited

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

Honda Motor Company, Limited

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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HIERARACHY STRUCTURE OF HMSI


OPERATING HEAD

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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POSITION OF HMSI IN INDIAN MARKET


A little over a year after the partners decided to go their separate ways, Hero MotoCorp is still king of the hill, accounting for 56% of all bikes sold between April 2011 and February 2012. Hero has demonstrated a robust growth of 16.5% in the current fiscal year and bumped up its share from 54.6% a year ago. Rivals also need to be wary about the Japanese bikemaker that is synonymous with quality riding on its own. In January, Honda displayed its prowess when it overtook TVS Motors to claim the No. 3 position in the Indian motorcycles market. Honda has now trained its sights on No. 2 Bajaj Auto Ltd (BAL). Although the gap between the two is still substantial, the Japanese maker has a share that is under a third of BAL's, there are signs that Honda is closing in. For the month of February the difference in sales between the two companies (of all two-wheelers) was just 7,000 units. And with Honda Motorcycles & Scooters India (HMSI), the Indian operation of the Japanese giant, preparing to launch the Yuga 110 cc in May in the entry-level segment, it will be in a position to address a new segment of buyers.

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PRODUCTS PRODUCED BY HMSI


1) HONDA CBR 250R

2) HONDA CBR 150R:

3) HONDA CB UNICORN DAZZLER:

4) HONDA TWISTER:

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5) HONDA CBF STUNNER:

6) HONDA CB UNICORN:

7) HONDA CB SHINE:

8) HONDA DREAM YUGA:

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9) HONDA DEO:

10)

HONDA ACTIVA:

11)

HONDA AVIATOR:

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MISSION STATEMENT AND AIM OF THE COMPANY


HMSI operates on a principle, which is followed worldwide by all Honda companies. Maintaining a global viewpoint, we are dedicated to supplying products of the highest quality, yet at a reasonable price for worldwide customer satisfaction. Honda's philosophy is based on the company's guiding principle and advocates 2 fundamental beliefs:

Respect for the Individual


Honda recognizes and respects individual differences. The respect for individual stems from the following three points: Initiative Equality Trust It is the contribution from each individual in the company that has made our company what it is today and that, which will take us into the future.

The Three Joys


In line with Honda's Philosophy, HMSI conducts all its daily activities in pursuit of the following joys: The joy of manufacturing high quality products. The joy of selling high quality products. The joy of buying high quality products.

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Honda Automobile Company Mission, Vision and Values:


The Honda Company Mission Statement is officially referred to as the Company Principle, and it seemingly is no different that the mission of every company that manufactures and sells cars in the world. The Honda Company Mission Statement is...

"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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POLICIES OF THE COMPANY


1) HMSIs philosophy had 2 fundamental beliefs: a. Respect for individual differences initiative, equality & trust b. The Three joys joy of buying, joy of selling, joy of manufacturing 2) Employees were called associates association promoted among all employees through similar uniforms and same canteen facilities for all. 3) Organize training programs for: a. Internalization of culture building and Honda philosophy b. Training for building team leaders. 4) Performance Appraisal System for all employees including workers: a. Interview by section head and shift in- charge b. Promotion opportunity for workers: i. Worker -> sub- leader-> assistant executive -> executive 5) Works Committee(WC):- Canteen committee, transport committee, health committee and sports committee 6) Open sitting culture at all levels of the organization.

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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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DEPARTMENTS AND FUNCTIONS OF EACH DEPARTMENT


There are many important departments that an organization keeps in their system. Most of the departments are enumerated as the manufacturing department, quality control department, purchase department, general affairs, finance and accounts department, sales and marketing department, and the customer services department. These departments are again divided into subdepartments. The department of HMSI and their functions are as follows:

1) MANUFACTURING DEPARTMENT:- Honda Motors Company Limited is


one of the best selling motor vehicle around the world; they are also one of the largest manufacturers of motorcycle and other types of automobile worldwide. They have provided the most stylish and safety featured motorcycle and vehicle that people demanded for a long time, they have also produced several household products like generators, marine engines, lawn mower, garden tools for general, home and industrial use.

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,

dispatching, storage, etc.

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

wheels, continuous track as in tanks or Caterpillar tractors, propeller, etc.).

2) QUALITY CONTROL DEPARTMENT: - In this department every


motorcycles and scooters is examined visually for fine detail before the product is sold into the external market. Inspectors will be provided with lists and descriptions of unacceptable product defects such as cracks or surface blemishes. Quality control department emphasizes testing of products to uncover defects and reporting to management who make the decision to allow or deny product release, to avoid, or at least minimize, issues which led to the defect(s) in the first place. In this department main focus is given on the vehicle quality, also on the quality of the parts of the bikes and scooters. Focus is also emphasized on market quality and engineering quality. 21

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2. QUALITY CONTROL

VEHICLE QUALITY

PART QUALITY

MARKET QUALITY

ENGINEERING QUALITY

3) PURCHASE DEPARTMENT:- The major functions of purchasing department


are to (1) maintain the quality and value of a company's products, (2) minimize cash tied-up in inventory, (3) maintain the flow of inputs to maintain the flow of outputs, and (4) strengthen the organization's competitive position.

3. PURCHASE

NEW MODEL PURCHASE

MASS PRODUCTION 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:- The main function of this department is to set of


individuals who make up the workforce of an organization. Ac.lso it looks after the relations among the employers and employees. This department looks after the salary part, transport facilities and expenses, etc.

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,

as forwards, futures, options and swaps.

5) FINANCE & ACCOUNTS DEPARTMENT: - This department sees the


financial and accountancy part of the organization which includes working capital, ratio analysis, etc.

5. FINANCE &ACCOUNTS

ACCOUNTS

FINANCE & TAXES

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.

6) SALES & MARKETING DEPARTMENT:- By this department organization


create value for customers and build strong customer relationships, in order to capture value from customers in return". For business to business marketing it is creating value, solutions, and relationships either short term or long term with a company or brand. It generates the strategy that underlies sales techniques, business communication, and business developments.

6. SALES & MARKETING

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: - This department includes the activities like


designed to enhance the level of customer satisfaction that is, the feeling that a product or service has met the customer expectation." Customer service plays an important role in an organization's ability to generate income and revenue. A customer service experience can change the entire perception a customer has of the organization. It also looks after the customer service technology development, customer service field and customer service technical.

7. CUSTOMER SERVICE

CS TECHNOLOGY DEVELOPMENT

CS FIELD

CS TECHNICAL

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ORGANIZATIONAL CHART
Senior Vice President

Vice President

General Manager

Deputy General Manager


Assisstant General Manager

Senior Manager
Manager Deputy Manager Assisstant Manager Senior Executive Executive Assisstant executive Junior Executive Staff

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KEY PERSONNEL IN THE ORGANIZATION


1) Keita Muramatsu DESIGNATION- President and CEO 2) Harbhajan Singh DESIGNATION- Vice President 3) Yadvinder S Guleria DESIGNATION- Vice President (Sales & Marketing) 4) Navin Sharma DESIGNATION- Manager (Industrial Relations) 5) Sunil Dahiya DESIGNATION- Deputy Manager (Industrial Relations)

KEY PERSONNEL OF GENERAL AFFAIRS


TAKANORI MARUYAMA DIRECTOR (GENERAL AFFAIRS)

MOHAN LAL DEEPAK

OPERATING HEAD

PRADEEP

DIVISION MANAGER

RUPA SINGH

RUPA SINGH (SECTION MANAGER)

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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SIGNIFICANCE OF THE STUDY


The recruitment of an individual into an organization plays a very important role as it determines the selection of the right candidate for the job. Each organization needs the members to be the live organism. The recruitment process is the main process to bring new members to the organization. Each Human Resources Department has some kind of the support for the recruitment process. The recruitment process involves many steps and optimization. The recruitment process includes quite heavy HR Marketing as the organization can attract enough job candidates. Recruitment can be done in many ways namely referral, internal, external, etc. Whatever be the type of recruitment, it always aims to solve the same purpose. The role of recruitment in organizational growth plays a critical part and is hence a must to understand its importance and need. When recruitment happens, it provides access for an organization to avail to a pool of talent at a single place in a single time. With a high number of candidates, the organization is provided ample skills so as to choose the best one for present or future use. Also, companies can target upon potential candidates and recruit them for future projects rather than striving to find the right one at the last minute. Also, a well planned recruitment process helps a company to filter out the candidates who do not pass their criterion and hence concentrate more on the eligible candidates. Recruitment process helps eliminate the fear of employees leaving the organization in between projects as it helps recruit resources as a backup for key positions. Thus the probability of distress when an employee leaves an organization is largely reduced due to the process. The process also ensures diversity in selection to meet all legal and social type of obligations posed by the company.

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FOCUS OF THE STUDY


The main focus of study in the company was to analyze and see how the HR department is recruiting the candidates in the company. What process they are adopting to recruit the eligible candidate on the right job? The main focus of any company is to select the right person at the right job. Recruitment is a continuous process. The recruitment process is one of the most fundamental value added HR Processes. The recruitment process is designed to staff the organization with the new employees, and it uses many different recruitment sources to attract the right talent in the defined quality and within a defined time. Depending on the size and culture of the organization recruitment may be undertaken by managers, human resource generalists and / or recruitment specialists. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.

Main focus of recruitment process is to:

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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OBJECTIVES OF THE STUDY

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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(REVIEW OF THE EXISTING LITERATURE)

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REVIEW OF THE EXISTING LITERATURE


SOURCE 1: www.pacificbridge.com, Dated: September 19, 2011, Pacific
Bridge, Inc.: Philippines will help HR managers understand Philippines recruiting and HR issues in greater depth

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.

SOURCE 3: www.recruitmenttimes.co.uk, Dated: Jan 12, 2012, Joe Slavin


Dont Leave a Job in Haste - Think Then Act In every walk of life there is a temptation to give in to frustration, or make a bold statement in the heat of the moment. But the spin-off from walking out on a job can be even more damaging in the long term, and its always best to leave on good terms, no matter what the circumstances between you and your employer. Fish4jobs believes that both employers and employees need to learn from todays walk-out and be mindful of the importance of good communication within the workspace.

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SOURCE 4: www.payandbenefitsmagazine.co.uk, Dated: March 4, 2012


Minimum wage flouter named and shamed The Minister for Employment Relations has named an employer who failed to pay its staff the National Minimum Wage (NMW). During a four-and-a-halfmonth period, the employee received just 342, instead of the 3,703.22 they were legally entitled to. Norman Lamb, Minister for Employment Relations, said: The law is clear. Any worker who is entitled to the minimum wage should receive it, thats why we are committed to clamping down on those who break the law. He explained that where minimum wage arrears are identified, those who flout the rules will always be pursued.

SOURCE 5: www.recruitmenttimes.co.uk, Dated: May 27, 2011


Redundancies on last in, first out basis risk age discrimination claims Redundancy is the number one employment law issue for employers right now. Companies right across the board, not just in those sectors hardest hit by the credit crunch, like financial services, are looking for ways to trim the fat? Before age discrimination legislation came into force in 2006, uncompromising? Last in, first out? Redundancy regimes were legally perfectly acceptable. In fact, they were often seen as the easiest way to avoid unfair dismissal claims arising out of the implementation of complex selection matrices, often including criteria such as attendance records which could discriminate against women and the disabled.

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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

DATA COLLECTION SECONDARY DATA

INTERNET

BOOKS

BROUCHERS

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(INTRODUCTION TO TOPIC)

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Recruitment Process

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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Recruitment Process

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

PROMOTIONS & TRANSFERS

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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Recruitment Process

INTERNAL SOURCES 1. Promotion & Transfer :


Promotion involves movement of an employee from a lower level position to a higher level accompanied by changes in duties, responsibilities, status and value. Transfer involves lateral movement within the same grade, from one job to another by change in duties and working conditions, etc but not unnecessarily salary. This method certainly allows people greater scope to experiment with their careers, kindly ambitions and motivating them to take a shot at something they might otherwise never has considered. This system works best for young executives who are willing to take risks.

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.

EXTERNAL SOURCES Campus Recruitment:


It is a method of recruiting by visiting and participating in college campuses and their placement centers. Advantage of this method include: the placement centers helps locate applicants and provides resumes to organizations; applicants can be prescreened; applicants will not have to be lured away from a current job and lower salary expectations. On the negative front, this method means hiring people with little or no work experience. The organizations will have to offer some kinds of training to the applicants, almost immediately after hiring. 50

Recruitment Process

RECRUITMENT PROCESS IN HMSI


The recruitment process consists of the following steps: Recruitment process generally begins when the personnel department receives requisitions for recruitment from any department of the company. The personnel requisitions contains detail about the positions to be filled, number of persons to be recruited, required from the candidate, terms and conditions of employment and at the time by which the persons should be available appointment, etc. Locating and developing the sources of required number and type of employees. Short listing the prospective employees CVs which matches the companys job description and fitment. Then the Screening of the candidate is being done by the Sourcer team, by checking its communication skills. Then communicating with the candidate about the organization, the job and the terms and conditions of service. If the candidate is suitable, then encouraging the identified candidates to apply for jobs in the organization. Then the shortlisted candidates CVs are sent to the concerned department for the selecting the CVs of the candidates who are suitable for the interview round. Then the shortlisted candidates are contacted for interview through an interview call call/e-mail or through the consultants and also Application form is sent to them through mail and is asked them to fill that application form and should be brought at the time of interview along with their two photographs and resume. Interview schedule is prepared and sent to the concerned department HOD, Interview panel and a copy is kept for HRD department records. Then the interview is conducted at the planned location. Then 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). Then the selected candidates are given the joining dates for joining in the company. Then after joining hiring is being done. 51

Recruitment Process

RECRUITMENT PROCESS FLOWCHART


Department Manager will prepare Manpower Requisition form along with JD

Division Head will verify the same

Operating Head will approve the MR

REP

Is position replaced/ new?


No

Operating Head will recommend the same

Director will approve the MR

MR will come to Retention team for Job Evaluation & Organizational Chart clarify

MR will come to Department Head HR & Admin for Recommendation

MR will come to Operating Head for Final Approval

MR will come to Section Manager Sourcing with JD & Organizational Chart

Finally MR will come to Team Members Sourcing for Recruitment

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Recruitment Process Screening for Fitment & Competency Store in Data


YES

Are the profiles suitable for another position?


NO

NO

Profile is Suitable?

Scrap

YES

Directly Lineup the Candidates for Interview

Send for the Short listing to the concerned Department if required

Are the profiles suitable for respective position?

Interviews Conduction

Is any Candidate is suitable?

Medical Check up

Re- Generate the profiles for same

NO

Is Candidate Medically Fit?


YES

Issue LOI (Letter of Intent)

Joining

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FACTORS DETERMINING THE POLICIES AND PROGRAMS OF THE COMPANY


A policy is typically described as a principle or rule to guide decisions and achieve rational outcomes. Business policies define all functional areas in the company from marketing, finance, operations, to personnel or management. The formulation of policies is established to avoid problems and/or address unfavorable repercussions that may arise from any entity of the organization.

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.

RECENT INTERNAL CHANGES THAT AFFECT THE ORGANIZATION


Every organization goes through periods of transformation that can cause stress and uncertainty. To be successful, organizations must embrace many types of change. Businesses must develop improved production technologies, create new products desired in the marketplace, implement new administrative systems, and upgrade employees' skills. Organizations that adapt successfully are both profitable and admired. The internal changes affect the organization's management policies and styles, systems, and procedures, as well as employee attitudes. 1. Changes in the managerial personnel Besides environmental changes there is a change in managerial personnel. Old managers are replaced by new mangers, which necessitated because of retirement, promotion, transfer or dismissal. Each new manager brings his own ideas and way of working in the organization. The relationships, more in the organization. The relationships, more particularly informal ones, changes because of changes in managerial personnel. Moreover, attitude of the personnel change even though there is no changes in them. The result in that an organization has to change accordingly.

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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

Recruitment Process

plan sales to reposition company, then consider altering the system to reward employees or teams with high monthly service plan sales numbers.

EXTERNAL CHANGES AFFECT THE ORGANIZATION


Businesses' external environment consists of competitive pressures, marketplace influences, government regulations and other uncontrollable, macroeconomic forces. Organizational structure is the formal layout of a company's workforce, showing managerial hierarchies, lines of decision-making authority and the physical grouping of employees. The external business environment can exert a number of pressures that can cause companies and industries to alter and adapt their organizational structures.

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.

2. Legal and Political Factors


The legal and political environment can have an effect on how employees and departments are distributed across countries around the world. HMSI which do business indifferent countries. If the employment tax rate is significantly higher in one country than the others, the company is likely to avoid locating any facet of their operations in that region. Trade barriers, such as tariffs and import quotas, are an example of a political influence. These forces can cause a company to build new production facilities inside the countries they export to in order to reduce the total cost of their products. Both of these issues can cause a company to adopt a geographic organizational structure.

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3. Customers in the Marketplace


The importance of customer service in an industry can affect whether companies in the industry favor a relatively tall or short organizational structure. Front line employees need to be empowered to make decisions, such as giving cash refunds, making product exchanges and giving away free products.

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.

5. Desire for Growth


Businesses that want to attain growth might need to change their method of operations. HMSI to attain the growth always change their methods and procedures to make rice which is preferred by their customers.

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Recruitment Process

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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LAYOUT OF THE OFFICE


DIRECTOR (GENERAL AFFAIRS)

OPERATING HEAD

DIVISION MANAGER

HUMAN RESOURCE DEVELOPME NT

HUMAN RESOURCE PLANNING

ADMIN

SECTION MANAGER (SOURCING)

TEAM MEMBER

TEAM MEMBER

TEAM MEMBER

TEAM MEMBER

TEAM MEMBER

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JOB DESCRIPTION NAME: Rupa Singh


Manager

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.

NAME: Babli JOB DESCRIPTION:

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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MACHINES, COMPUTER PROGRAMMES USED COMPUTER:


Computer is an electronic device which takes input, processes it and stores it in the memory and gives out the result. In Sourcing department computer is used to store information of the candidates and sourcing the candidates from portals and for mailing.

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.

MS- OFFICE 2007:


Microsoft Office 2007 (officially called 2007 Microsoft Office System) is a Windows version of the Microsoft Office System, Microsoft's productivity suite. In HMSI it is used to store and save the important data.

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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.

2) Unavailability Of Proper Material


The lack of proper material was also a limitation when developing the report. There was not adequate availability of material in developing the report. Some of the material available was not too relevant. The material available was not sufficient. The library was not able to provide the best material.

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WHAT WAS MISSING/ LACKING?


We are not allowed to take our own laptop and pen drive due to which I was not able to do my project during company hours which was bit waste of time for me. I was not allowed to go to any other department rather General Affairs to do my survey. 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.

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.

THREATS: New entrants Competitors


Low cost The presence of large counterfeit components market poses a significant threat. Pressure on prices from gems continues. Imports pose price based competition in the replacement market. Further marginalization of smaller players likely outlook.

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PESTE ANALYSIS

POLITICAL: In the late 80s,equal employment opportunity had become a


major slogan in corporate circles. Companies realized that employment needs must be defined in terms of ability to perform the job, not in terms of race, color, sex or national origin. Phrases such as only men need apply; and age 25 -35 group preferred no longer appeared in the advertisement for job vacancies. Factors such as influence of unions, recommendations of friends and relatives of management also play an important role in influencing recruitment policies followed by a firm.

ECONOMICAL: Economic conditions quietly influence the recruitment


process in all organizations. Liberalization, Privatization and Globalization (LPG era) have contributed to the growing demand for management graduates possessing fund-raising, risk management, and marketing skills initially. Companies have to resort to extensive advertising (newspaper ad, campus hiring, search firms, employee referrals etc) for recruiting people with requisite skills. However by late 90s, the rules of the game changed dramatically.

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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TECHNOLOGICAL: New technologies create new jobs. The existing jobs


undergo a rapid change. As a result, sometimes applicants with unusual combinations of skills and knowledge must be found. After liberalization program several old jobs have disappeared. At the same time, there is chronic shortage of people with requisite skills and knowledge especially in the fields of software, telecommunication, insurance, etc. In such a scenario, companies have to step up their recruitment efforts to compete successfully for the small number of suitable candidates available in the market.

EDUCATIONAL: Unique practices create unique organizations. Honda was


established upon the fundamental belief in the value of each individual. Based on company philosophy, they respect independent spirit and freedom, equality and mutual trust of human beings who work for or come in contact with their company. As such their management policies focus on developing and enhancing the essential characteristics that every individual possesses - capacity to think, reason, and most importantly - the ability to dream. Being the largest producer of 2-wheelers and one of the most admired companies in the world definitely thrills company. But what thrills company associates most is the 'Joy of Creating', one of missions at Honda, which promotes working for company own happiness. If you have a passion for 2-wheelers and possess a challenging spirit, your abilities are more important to company rather than which university you passed from.

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(FINDINGS AND ANALYSIS OF DATA)

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DATA ANALYSIS & INTERPRETATION


1) Is Recruitment a mere vacancy filling function?

OPINION

No of respondent

% of respondent 20 80 100

AGREE DISAGREE TOTAL

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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2) According to you what is the nature of recruitment?

OPINION

No of respondent

% of respondent 6

SIMPLE LITTLE BIT COMPLEX COMPLEX TOTAL

15

30

32 50

64 100

SIMPLE LITTLE BIT COMPLEX COMPLEX

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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4) Does recruitment provides a satisfying career in place of Just a Job?

OPINION

No of respondent 25 0 10

% of respondent 50 0 20

AGREE DISAGREE SOME EXTENT LARGE EXTENT TOTAL

15 50

30 100

LARGE EXTENT

SOME EXTENT

DISAGREE

AGREE 0% 10% 20% 30% 40% 50%

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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5) The recruitment through employee referrals method is right?


OPINION % of respondent 20 20 40

No of respondent 10 10 20

AGREE DISAGREE SOME EXTENT LARGE EXTENT TOTAL

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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6) What do you think to be recruited equally means to be selected?

OPINION

No of respondent

% of respondent 0 100 100

AGREE DISAGREE TOTAL

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

YES NO DEPENDS TOTAL

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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8) The most reliable & valid tests for selection are

OPINION

No of respondent 5 15

% of respondent 10 30

ATTITUDE INTELLIG ENCE PERSONA LITY PERFORM ANCE TOTAL

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

% of respondent 100 0 100

AGREE DISAGREE TOTAL

50 0 50

100% 100% 0% 0% AGREE DISAGREE

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)

What source you adopt to hire the candidates?

OPINION

No of respondent

% of respondent

EMPLOYE E REFERRAL S CAMPUS RECRUIT MENT JOB PORTALS TOTAL 30 50 60 100 15 30 5 10

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

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FINDINGS OF THE STUDY


80% of the respondents are not in the favor that recruitment is a mere filling function. 64% of the respondents feel that recruitment is a complex function.

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, IMPLICATIONS AND RECOMMENDATIONS)

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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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Recruitment Process

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.

The recruiter must be professionally trained.

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.

WEBSITES http://en.wikipedia.org/wiki/HMSI http://www.honda2wheelersindia.com http://en.wikipedia.org/wiki/Honda http://www.myindiaguide.com/bikes/honda.html http://en.wikipedia.org/wiki/Recruitment http://world.honda.com/group/India/

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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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