1.

EXECUTIVE SUMMARY

The Indian automobile sector is one of the sunrise sectors, which holds great
future for India. It nurtured carefully it has the potential to put India on the
world map as a hub of global activities.

India’s GDP is expected to grow at the rate of 9 to 10% per annum by

coming future.
Automobile is one sector, which holds great future in India. The market is
very vast and there is a lot of cushion for new entrants to operate along side
giants like MARUTI UDYOG, TATA MOTORS etc

India's domestic passenger car sales have increased by 22.01%, up from

882,208 in 2006 to 1,076,408 units in 2007. Overall, the automobile industry
posted a 13.50% growth.

Global Automotive Financial Review forecasts the Indian passenger car

market sales will rise up to19 lakh cars by the end of 2010 leading to a
growth of above 50% and there will be more than 2 million cars in the Indian
car market.

However, TATA MOTORS overall vehicle sales at 40,486 units grew 11 per
cent.

TATA MOTORS in one of the major players in the market CONCORDE

MOTORS is the subsidized dealership of Tata Motors. Working for the
growth of Tata Motors and achieve good position in the market.

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 Introduction

SUBJECT BACKGROUND:

The primary purpose of recruitment and selection process is to achieve

desired result that is picking the right person for the right job. The process is
lengthy, complex and presents many challenges. Research has shown that the
best selection method has an predictive validity co-efficient of 0.6% that is
the method has an excellent change predicting capability of an individual
candidates subsequent performance.

This means that, there is also a probability that the appointee will not
achieve the desired standard. The most commonly used method is face to
face interview that can claim only 0.2% of predictive co-efficient. This
means that there is an excellent chance of not appointing the best candidate.

RECRUITMENT

Introduction :

Manpower resources and planning is concerned with all factors, which

influence the way that employees within the organization are managed. It
includes ‘soft’ planning related to behaviors; culture, empowerment and
commitment, and the traditional ‘hard’ numbers- based approach to
planning. The critical factor in the operation of many businesses is HR
management. Dependent upon market sector, the payroll is usually the
second highest cost factor after materials and consumables.

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What is recruitment?
Recruitment refers to the process of finding possible candidates for a
function, undertaken by recruiters. It may be undertaken by an employment
agency or a member of staff at the business or organization looking for
recruits. Either way it may involve advertising, commonly in the recruitment
selection of a newspaper or in a newspaper dedicated to job adverts.
Employment agencies will often advertise jobs in their windows. Posts can
also be advertised at a job centre if they are targeting the unemployed.

Recruitment is a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for
attracting manpower in adequate numbers to facilitate effective selection of
an efficient working force. Recruitment is the discovering of potential
applicants for employment. In other words, it is a ‘linking activity’ bringing
together those seeking jobs with available jobs.

Suitability for a job is typically assessed by looking for skills, e.g.:

communication skills, typing skills, computer skills. Evidence for a job may
be provided in the form of qualifications (educational or professional),
experience in a job requiring the relevant skills or the testimony of
references. Employment agencies may also give computerized tests to assess
an individual’s off hand knowledge of software packages or typing skills. At
a more basic level written tests may be given to assess numeric and literacy
skills. A candidate may also be assessed on the basis of an interview.
Sometimes candidates will be requested to provide a resume or to complete
an application form to provide this evidence. The follow-up process may be
referred to as part of the recruitment process. Inveigling the selected
candidate or candidates to take up the target job or function.

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 Recruitment process

Personnel Recruiting Selecting Planning

human needed qualified new
resource personnel personnel employees
planning on job

Developing Search for Evaluating

sources of potential recruiting
potential employees effectiveness
employees

Upgrading in same
Personnel position
Internal research
sources Transferring to new job
Job posting

Promoting to higher
responsibilities

Employees’
referrals
External Evaluating for
sources Advertising selection

Employees Recruiting: build a

planning and Scouting
pool of candidates
forecasting

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 Applicants Use selection tools Supervisors and other
complete like tests to screen out interview final candidates to
application most applicants make final choice
forms

Candidates become employees

Sources of recruitment

Recruitment can be made from internal sources and external sources. They
are described as follows-

Internal sources of candidates

Current employees are often the best source of candidates. When a candidate
is recruited from the internal sources. The strengths and weaknesses of its
employees are already known. It is often safer to promote employees from
within since the employee’s skills are already known. Inside employees may
require less orientation and training than the outsiders. There are different
ways in which candidates can be traced for recruitment from this source.
They are as follows;

1. Finding internal candidates

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 To be effective, promotion from within requires using job posting, personal
records and skill banks. ‘Job posting’ is publicizing and open job to
employees ( often by literally posting it on bulletin board) and listing its
attributes, like qualifications, supervisor, working schedule and pay rate.

An examination of ‘personal records’ may reveal employees who are

working in just below their educational or skill levels. It may also reveal
persons who have potential for further training or who already have the right
background for the open job.

‘Skill banks’ lists current employees with specific skills.

2. Hiring Employees

Today due to high turnover in some high-tech occupational-rehiring former

employees is back in style. Former employees are known quantities and are
already familiar with the company’s culture, style, and ways of doing things.

3. Succession planning

Succession planning typically includes activities like these:

• Determining the projected needs for managers and professionals by

company level, function and skill.
• Auditing current executive talent to project the likely future supply
from internal sources.
• Planning individual career paths based on objective estimates of future
needs and assessments of potential.
• Career counseling in the context of the future needs of the firm, as
well as those of the individual.
• Accelerated promotions, with development targeted against the future
needs of the business.
• Performance- rated training and development to prepare individuals
for future roles as well as current responsibilities.

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 • Planned strategic recruitment to fill short- term needs and to provide
people to meet future needs.
• Actually filling the positions-via recruiters, promotion from within and
so on.

External sources of candidates

The various external sources from where the company recruits its
employees are below:

1. Advertising

Media plays a major role in selecting new candidates. To use help of

wanted ads successfully, employers have to address two issues: the
advertising media and the ad’s construction.

‘The media’- it includes newspapers, TV, internet-all these sources depends

upon the positions for which one is recruiting. For e.g.-for specialized
employees, one can advertise in trade and professional journals.

‘Constructing ad’- Experienced advertisers use a four-point guide called

‘AIDAS’ (attention, interest, desire, action and satisfaction) to construct ads.
One must attract attention to the ad, or readers may just miss or ignore it. It
has to also develop interest in the job. One can create desire by spotlighting
the job’s interest factors with words such as travel or challenge, for instance.

Finally the ad should prompt action with a statement like “call today” or
“write today for the information”.

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2. Employment Agencies

Employment agencies can be of several types. They are as follows:

• ‘Public and Nonprofit Agencies’- these agencies are in important source

of blue-collar workers. Beyond just filling jobs, for instance, counselors
will visit an employer’s work site, review the employer’s job
requirement, and even assist the employer in writing job descriptions.

Other employment agencies are tied to nonprofit organizations. Most

professional and technical societies have units that help members to
find requirement.

• ‘Private agencies’- These are important sources of clerical, white-collar

suitable candidates and managerial personnel.

3. Temporary Agencies and alternative staffing

Employees often supplicant their permanent workforce by hiring

contingent or temporary workers, often through temporary helps
employment agencies. It is also known as part-time or just-in-time workers.

‘Alternative Staffing’- it is the use of nontraditional recruitment sources.

Other alternative staff arrangements include “in-house temporary
employees” (people employed directly by the company, but on an explicit
short-term basis), and “contract technical employees “(highly skilled workers
like engineers, who are supplied for long-term projects under contract from
an outside technical services firm).

4. Executives recruiters

Executives’ recruiters, also called headhunters, are special employment

agencies retained by employers to seek out top-management talent for their
clients. They have many contacts and are specially adopt at contracting
qualified, currently employed candidates who aren’t actively looking to
change jobs.

5. Recruiting on the internet

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 A large and fast growing proportion of employees use the internet as a
recruiting tool. Using a corporate website to attract surfers requires making it
easy to use the site. This method is highly cost effectively. It can be timelier.
Responses here can be very fast. Employees can use internet support tools
such as recruiter toolbox to develop online ads that includes prescreening
tests, which further automate the recruiting process.

6. College Recruiting

Sending an employer’s representatives to college campus to prescreen

applicants and create an applicant pool from the graduating class is an
important source of management trainees, promotable candidates, and
professional and technical employees.

Times consuming and expensive are the two major drawbacks of this type of
recruitment.

‘College Recruiting Goals’ – the campus recruiter has two main goals-
determining whether a candidate is worthy of further consideration and the
most important one is to attract good students.

‘On-Site Visits’- employers generally invite good candidates to the

employer’s office or plant for an on-site visit, and there are several ways to
make this visit fruitful. The invitation letter should be warm and friendly but
businesslike, and should give the person a choice of dates to visit the
company. The interviews should be carefully planned and one should stick
on to the schedule. Interruptions should be avoided.

‘Internships’- many college students get their jobs through college

internships, a recruiting approach that has grown dramatically in recent
years. Internships can be win-win situation for both students and employers.

7. Referrals and Walk –In interviews

‘Employee referrals’- the firm’s posts announcements of openings and

requests for reference in its bulletin and on its wallboards and intranet; prizes
or cash rewards are offered for referrals that culminate in hiring. Current
employees will provide accurate information about the job applicants they
referring, especially since they are putting their own reputation on the line.

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Effective recruiting is increasingly important today for several reasons.
Unfair recruitment practices can cost the organization time, wasted resources
and sizable amounts of money. Fair recruitment pays dividends in better staff
morale and a wider pool of potential candidates for positions.

RECERUITMENT METHODOLOGY

• Natural market

This is being considered as the most prominent, fast and

reliable source of recruiting sales executives. Natural market consists of
all relatives, friends, well-wishers and contact persons of the employees
who are residents of the city in which the organization is opening in.
contracts were made with them in order to convince them to take up the
business opportunity offered by Concorde Motors and become sales
executives.

• Tele- calling

Data was made available to the trainees by the company.

Calling over the phone was done to the persons whose number and name
was in the list in order to present business opportunity. Initial screening
was also done at this stage. The main purpose of this tele calling was to
give a little information about the sector in which the company is dealing
in and fixing up of an appointment.

• Cold-calling

Under this method, trainees were provided with telephone

directories and were instructed to make telephone calls to select persons.
These persons were selected on the basis of their zip code or if there
names are mentioned in yellow pages. Calls were made to these persons
and appointments were fixed.

• Cold-canvassing

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 This is one of the fastest methods to recruit advisors for the
company. Under this method, trainees were sent out I the field and they
had to contact the general public. Along with the presentation of the
opportunity in the first contact, initial screening were also done by the
trainees. They also have to gather the background information about the
person they are contacting. The main aim was to create interest in the
contracted person about the opportunity and convince him to visit the
office.

• Drop-box activity

Drop-boxes were provided to the trainees to create database

of the people. These drop-boxes had pre-inserted small size cards to
gather information about the person filling up like names, address,
occupation and qualification etc. these drop-boxes had to be placed in
different socities,fitness centers, trade shows, exhibitions restaurants and
retail outlets where large number of people visit. The data collected then
were summarized, screened and put into a presentable format and then
calls were made to persons whose name was mentioned in the list.

• Trade shows and exhibitions

Trainees were also sent to the shows, auto fairs and

exhibition where they had to do cold-canvassing and create database for
the company. The business opportunity has to be presented to them and
further appointment was to be scheduled.

• Web based recruitment

Trainees will be provided internet facility in the office in

those companies made tied up with some consultancies and job agents
like Job Street, naukri.com, times jobs.com. Trainees have to search
suitable resumes and make calls to the screened candidates for the
interview.

STRATEGIES OF RECRUITMENT IN CONCORDE

MOTORS:

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 The recruitment procedure for employees:
The recruitment procedure of the company is very much in
confirmation with rules and regulations of the management. As for as I
am concerned the process I followed was as per instructed by my guide. It
consisted of the following steps and activities:

• Searching and analyzing resumes

This is the first step in the entire recruitment process. Firstly,
we have to search the resumes from jobstreet.com or naukri.com or
timesjobs.com etc then we have to search the required resumes and again
it should be short listed based on needs and requirements of the company
and the job profile.

• Telecalling:
This is the next step in recruitment process. After analyzing
the short listed resumes we have to call to those candidates who are short
listed, and explain them about the job profile and will fix the time and
date for the interview of the candidates who are interested.

Another important aspect in telecalling is getting referrals from

the candidates to whom we called, if they are interested they will come
for the interview otherwise they will refer to their friends, relatives etc so
that company will get more choice to select candidates.

TILTLE OF THE STUDY

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 “RECRUITMENT PROCESS IN CONCORDE MOTORS”

STATEMENT OF THE PROBLEM

For any organization recruitment holds a very significant part of man

power planning process.” Recruitment is gate way of success for every
organization”. It holds a very critical position for the simple reason that
one wrong recruitment could have a manifold effect in the organization. It
is there fore becomes essential to understand the recruitment process and
placing of candidates in any company. Recruitment of employees is one
major challenge faced by CONCORDE MOTORS.

Experienced employees are leaving the company due to heavy

competition from other automobile companies in the industry. Huge
mount spent on individual during recruitment and training is becoming
waste. When the employees quit the job due to frustration and other
reasons, company is facing problem regarding method of recruiting sales
executives and they are to keen new ideas for recruitment.

OBJECTIVES OF THE STUDY

• To get a clear picture of employees recruitment process.

• To find out what employees feel about there recruitment process.
• To understand employees opinion who have gone for through the
recruitment process and working at CONCORDE MOTORS.
• To suggest most effective ways of recruiting sales executives.
• To give suitable information to top management so that they take
timely corrective measures.

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 • To suggest a few remedial measures so that the management lays
down out an effective recruitment procedure.

SCOPE OF THE STUDY

• Effective methodology for recruiting sales executives.

• Comprises of the factual information of the work, gathered by
studying the meaning, procedures, methods and factors of the
functional area undertaken in the organization.
• Can be basis for further study to understand and do in-depth study
pertaining to any one aspect of the functional area of the
organization.
• Provide information helpful to the company in planning and
implementing the possible measures for a better approach.

LIMITATIONS OF THE STUDY

Any study cannot be felt proof study some limitations creep in after
taking all precautions. This study is no exception.

• It is a sample study, due to the huge number in population only few

segment could be covered.
• The prepared project work does not involve all the details of the
organization. It only includes the general aspects of the business

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 undertaking and specific problem identification with analysis and
findings pertaining to the marketing aspect.
• Some of the facts are extended only to the Bangalore corporate
branch only.
• The study is restricted to the some parts of the Bangalore city only.

METHODOLOGY

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 RESEARCH METHODOLOGY

Research is a common parlance refers to a search for knowledge. In

fact, research is an art of scientific investigation. The advance
learner’s dictionary of current English lays down the meaning of
research as “a careful investigation or inquiry especially through
search for new facts in any branch of knowledge”.

Research design is the conceptual structure within which research is

conducted; it constitutes the blueprint for the collection, measurement
and analysis of data. It is a plan for selecting the some types of
information used to answer the research question. It is a framework for
specifying the relationships among the variables.

There have been three types of research, one such as descriptive

research design. It is one that simply describes something such as
demographic characteristics of consumer who use the service of
product. The descriptive study is typically concerned with determining
frequency with which something occurs or how variables vary.

In order to gauge employees expectation and perception, opinion of

the customer have to be found out. This can be done in two ways
either by collecting information from the department or by collecting
data from employees. The later is being mainly used to collect
information through survey method.

Types of research
The type of research is selected on the basis of problem
identified. Here the research type used is descriptive research.
Descriptive research includes surveys and fact-finding enquiries of

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 different kinds. The major purpose of descriptive research is
description of the state of affairs, as it exists at present. Here an
attempt has been made to discover various cause of the problem and to
give suggestions for it.

Sampling technique
Sampling is simply the process of learning about the
population on the basis of sample drawn from it. Here as sampling
technique is used, instead of every part of the universe only a part of
the universe is studied and the conclusions are drawn on that basis for
entire universe.

There are varies types sampling techniques. Here we used

non-random convenience technique to collect data from various
sources. It is a non-probability sampling method because it was not
known previously whether a particular person would be asked to fill
the questionnaires. Sampling is a convenience sampling because only
those people were asked to fill the questionnaire easily available to the
research.

Sampling people and areas:

The research was conducted involving the opinion of the
people from Bangalore branch. The research included the opinion of
Concord Motors employees, managers and top level executives.

Sample size
Sample size refers to number of elements to be included in
the study. The total number of 50 respondents is selected using non-
random convenience sampling. The respondents were managers,
employees of Concorde Motors Bangalore corporate branch.

Sample description
The success of the study depends upon the information
available from various sources. The data that we are collecting through

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 survey is the backbone of the study. Hence it is essential to have a
look at profile of respondents from which primary data is collected.

In most cases, response was encouraging but there were

some instance of non-cooperation.

Instrumentation technique
The instrument used to collect data from primary source is a
structured questionnaire that consists of number of questions printed in
a particular form. The information is collected from employees by
meeting them personally. This interview has also helped in obtaining
certain sensitive information. The questionnaire was administered
individually. This ensures good answering of the questionnaire and
provides scope for getting more credible data due to personal
explanations. The most significant use of the questionnaire method is
that it helps in benchmarking.

Actual collection of data

Study of the employee welfare facilities of organization will
be conducted by gathering the primary and secondary data.

 Primary source:
Data is collected from primary source through personal
meeting, cold conversation, and questionnaire. These data will help
to read employer mind. This data will be more accurate and
precise.

 Secondary data:
To have a deep knowledge not only primary data but which is
already available should also be used. Then only it is possible to
have a clear-cut study. This is possible through secondary source.

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 The secondary source of data is collected from both internal
and external sources include companies journal, magazines etc. The
external sources includes annual reports, web sites and from
various book and brochures related to the operation of the life
insurance company. Information from the market

PROFILES

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INDUSTRIAL PROFILE :

The Indian automobile component industry has finally begun to emerge on its
own. It has begun to take major steps towards making world class Quality
Systems by imbibing the ISO 9000/QS 9000 Quality Systems. Exports have
been to the tune of 10% of output in the last decade.
Exports grew from US$296 in 1995-96 to US$311 in 1996-97. The principal
export items included tractor parts, motorcycle parts, piston rings, fuel
injection parts, radiators, headlamps, auto bulbs etc.

However, this section has been long neglected and does not get the due it
deserves. We end these lacunae by putting up a whole segment on this
important industry.

Cars in India

While human being thought of running faster than the wind and flying higher
with his dreams, then the concept of cars came in to his mysterious but
solving mind. Since then, unlike many other advanced countries all the
Indians have comforted themselves with the convenience of many categories
of cars. India gave birth to its first car on the city street anticipated from the
beginning of twentieth century. With the varied variety of cars ranging from
mid size to big size and from luxury, premium to utility cars, Indian Wide
Street along with the narrow, dark lane is overcrowded with multi tasking,
stylish four-wheelers.

Birth of cars

The birth of the car as we know it today occurred over a period of years. It
was only in 1885 that the first real car
rolled down on to the streets. The earlier
attempts, though successful, were steam

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powered road-vehicles.

The first self-propelled car was built by Nicolas Cugnot in 1769 which could
attain speeds of up to 6 kms/ hour. In 1771 he again designed another steam-
driven engine which ran so fast that it rammed into a wall, recording the
world’s first accident.

In 1807 Francois Isaac de Rivaz designed the first internal combustion

engine. This was subsequently used by him to develop the world’s first
vehicle to run on such an engine, one that used a mixture of hydrogen and
oxygen to generate energy.

This spawned the birth of a number of designs based on the internal

combustion engine in the early nineteenth century with little or no degree of
commercial success. In 1860 thereafter, Jean Joseph Etienne Lenoir built the
first successful two-stroke gas driven engine. In 1862 he again built an
experimental vehicle driven by his gas-engine, which ran at a speed of 3
kms/hour. These cars became popular and by 1865 could be frequently
espied on the roads.

The next major leap forward occurred in 1885 when the four stroke engine
was devised. Gottileb Damlier and Nicolas Otto worked together on the
mission till they fell apart. Daimler created his own engines which he used
both for cars and for the first four wheel horseless carriage. In the
meanwhile, unknown to them, Karl Benz, was in the process of creating his
own advanced tri-cycle which proved to be the first true car. This car first
saw the light of the day in 1886.

The season of experiments continued across the seas in the United States
where Henry Ford began work on a horseless carriage in 1890. He went
several steps forward and in 1896, completed his first car, the Quadricycle in
1896. This was an automobile powered by a two cylinder gasoline engine.
The Ford Motor Company was launched in 1903 and in 1908 he catapulted
with his innovations, he produced this model on a moving assembly line,
thus introducing the modern mass production techniques of the automobile
industry.His vehicle, Model T Ford to the pinnacle of fame. Continuing
the modern car therefore comes from a long list of venerated ancestors, and
its lineage will, hopefully grow longer as we progress!

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MAJOR PLAYERS IN INDUSTRY

These are the companies that bring dream machines. This is where it all
starts from; the bourgeoisie Maruti 800, the up market Astra, the stately
Mercedes, the 'Indian' Indica, the racy Hero Honda, the TATA truck and the
rest.

The Hindustan Motors was the first vehicle manufacturing company to be set
up in India and it is the same Hindustan Motors which manufactures both the
sturdy Ambassador and the elegant Lancer, in association with Mitsubishi of
course.

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Ashok Leyland Audi AG Bajaj Auto

BEML BMW Chevrolet

Daewoo Motors DC Designs Eicher Motors

Fiat India Pvt Ltd Force Motor Ford Motors

General Motors Hero Honda Hero Motors

Hindustan Motors Honda Motor Co. Hyundai Motors

Kinetic Engineering Lamborghini LML India

Mahindra Maruti Udyog Ltd. Mercedes Benz

Mitsubishi Motors Nissan Motors Porsche

Reva Electric Co. Rolls-Royce Motor Royal Enfield

San Motors Scooters India Ltd Skoda Auto India

Suzuki Motors Swaraj Mazda Ltd. Tata Motors

Terex Vectra Toyota Kirloskar Motors TVS Suzuki

Volvo Yamaha Motor

AUTO FINANCE

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 The twentieth century is the era of insta buys. Research indicates
that 60% of the cars bought in the last decade were through finance.

The consumer is besieged with so many offers that it becomes well

nigh impossible for him to decide which is the best.

Financial jargons like EMI, Hire Purchase and Lease further

compound the problem. Will explain such terms, and look into the
pros and cons of taking a loan. Included are financial schemes of
leading banks and financial institutions.

AUTO INSURANCE

There is danger at every corner when it comes to Indian roads, brand new
vehicle, and it gets hit by someone who mistakes a highway for space, and
his car for a space shuttle. Insurance can pay for your financial loss, at least.

There are various insurance schemes; details about what are insured, the
Comprehensive Cover, Third Party Insurance and much more.

ORGANISATION PROFILE

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 Concorde motors (INDIA) limited

INTRODUCTION

Concorde Motors is a 100% subsidiary of TATA Motors Ltd having fully

integrated car dealership network of international standard at Bangalore,
Chennai & Hyderabad, and Bangalore as corporate office, retailing the
passenger car range manufactured by Tata Motors Limited – India’s Largest
Automobile Manufacturer. Concorde motors geared with the objective to
establish and operate auto retail dealership of international standards, its
looking at creating an organization powered by performance and customer
satisfaction. This organization has been tuned to focus on creating and
implementing a set consistent business processes with the customer in mind,
it was in August 1997 that Concorde Motors India Limited was chosen by
the TATA fold.

On the driver’s seat of Concorde Motors (India) ltd – India’s largest

manufacturer of commercial producer of passenger vehicles. Concorde
Motors (India) ltd is a 100% subsidiary of TATA Motors Ltd.

From the very start of this race, our vision has been to establish ourselves as
one of India’s leading integrated motor retail networks of TATA cars. To
match speeds with of a conglomerate that has reached its pinnacle in the
world of automobiles, was definitely a moment consider with pride.

Today Concorde Motors have raced ahead and tuned ourselves with a fully
integrated car dealership network that can match international standards
Concorde are the exclusive driving force in south India for the retailing of
the passenger car range manufactured by TATA Motors Limited have show
rooms and service centers across Bangalore , Chennai and Hyderabad.
Covering an area of 2, 52,674 square feet across all locations, apart from the
leased properties have two integrated sites, two service centers and two body
shops.

The strife for Concorde Motors is to be a winner for our customers, all the
way. This whole ambition to move ahead is to make passenger car customers
have a reliable retail experience, where the focus is “customer satisfaction”

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and “relationship building” that’s what Concorde Motors engines are
powered by.

Structure of ‘Concorde Motors’

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CORE VALUES

• Integrity
• Customer Focus
• Corporate Citizenship
• Passion for Car Industry.

Mission Statement

To achieve and maintain a position of market leadership in the Indian retail

motor industry, built upon an organization that understands the customer’s
needs and exceeds expectations at every moment of truth, creating trust and
customer loyalty and in turn sustainable growth and value for our
shareholders

The Concorde Way

• Customer service of world class standard

• Consistent quality, continuously improved
• Commitment to deliver the promise, to customers, principals and
shareholders
• Care for our colleagues, a culture of teamwork
• Code of ethics without compromise

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Awards

Click image to view

Overall Vehicle Sales Bangalore (2005 - 06)

Click image to view

Overall Accessories Sales Bangalore (2005 - 06)

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 TATA MOTORS

Introduction

TATA Motors Limited is India’s largest automobile company,

with revenue of rs 24,000 corers (USD 5.5 billion) in 2005-06. It is the
leader by far in commercial vehicles in each segment, and the second largest
in the passenger vehicles market with winning products in the compact,
midsize car and utility vehicle segments. The company is the world’s fifth
largest medium and heavy commercial vehicle manufacturer.

Over 3.5 million Tata vehicles are moving on Indian roads, since 954. Its
manufacturing plant is located at Jamshedpur, Pune and Lucknow.

The company’s 22000 employees are guided by the vision to be best in the
manner in which it operates, best in the products delivers, the best in
company’s value system and ethics.

Tata Motors established in 1945, Tata Motors presence indeed cuts across
the length and breadth of India. Close to 4 million Tata vehicles fly on Indian
roads, since the first rolled out in 1954. The company’s manufacturing base
is spread across Jamshedpur, pune and Lucknow, supported by a nation-wide
dealership sales, services and spare parts network comprising over 2000
touch points.

Tata Motors, the first company from India’s engineering sector to be listed in
the New York stock exchange (September 2004), has also emerged as a
global automotive company. In 2004, it acquired the Daewoo commercial
vehicles company, Korea’s second largest truck maker. The rechristened
Tata Daewoo commercial vehicles company has already begun to launch
new products. In 2005, Tata Motors acquired a 21% stake in Hispano
Carrocera, a reputed Spanish bus and coach manufacturer, with an option to
acquire the remaining stake as well. Hispano’s presence is being expanded in
other markets.

In 2006, it has formed a joint venture with the Brazil-based Marcopolo, a

global leader in body building for buses and coaches, to manufacture and
assemble fully-built buses and coaches. Tata Motors and the fiat group have
recently signed a memorandum of understanding to establish an industrial

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joint venture in India to manufacture passenger Vehicles, engines and
transmissions for the Indian and overseas markets; Tata Motors already
distributes and markets fiat branded cars in India.

These acquisitions will further extend Tata Motors global footprint,

established through exports since 1961. The company’s commercial and
passenger vehicles are already being marketed in several countries in Europe,
Africa, the Middle East, Australia, and south East Asia. It has assembly
operations in Malaysia, Kenya, Bangladesh, Ukraine Russia and Senegal.
With 1400 engineers and scientists, the company engineering research
centre, established in 196 has enabled pioneering technologies and product.
The company today has R&D centers in pune, Jamshedpur, luchnow, in
India, and in South Korea, Spain, and the UK.

The pace of new product development quickened. In 2005, Tata Motors

created a new segment by launching the Tata Ace, India’s first indigenous
developed mini-truck. The years come will see the introduction of several
other innovative vehicles, all rooted in emerging customer needs. Besides
product development R&D is also focusing on environment-friendly
technologies in emissions and alternative fuels.

Through its subsidiaries, the company is engaged engineering and

automotive solutions, construction of equipment manufacturing, auto
finance, automotive vehicle components manufacturing and supportive chain
activities, high-precision tooling and plastic and electronic components for
automotive and computer applications, and automotive retailing and service
operations.

Due to the traditions of the Tata Group, Tata Motors is committed in letter
and spirit to corporate social responsibility. It is a signatory to the united
nations global compact, and is engaged community and social initiatives on
human rights, labor and environment standards in complain with the
principles of the global compact simultaneously, it also plays an active role
community development, serving rural communities adjacent to its
manufacturing locations.

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 PRODUCT PROFILE

Indica V2

Uniquely styled and innovatively packaged, the Indica is designed and

engineered to meet the highest standards of international quality and also to
stand up to the tough demands of Indian roads and weather conditions. Every
feature of the car reflects a deep understanding of the Indian market and
promises much more than any other car in its category. This indica is brought
up by TATA MOTORS.

Indica Turbo

The new Indica V2 Turbo is the only car in the B segment to offer a Turbo
charger. The car features a Turbo diesel engine that delivers an improved top
speed and an enhanced output of 68PS @ 4500 rpm. While the increased
torque of 130Nm @ 2500 rpm is the highest in its class. Apart from the
changes in the engine, the car also features 14" wheels among other class
leading features.

It is available in 3-colour options including:

• The exclusive Cherry Red color, which is available in the European

market.
• The Indica V2 Turbo is available in DLG and
• DLX models, at an incremental cost to the consumers

Indica V2 Xeta

The new Indica Xeta. Its extra Efficiency Torque Advantage petrol engine
delivers 12.4 kgm torques, for a smoother and more responsive drive. With
instant pick up and fewer gear changes in stop-start city traffic.

The technologically superior MPFI engine comes with a 32-bit

microprocessor, and sports 12 sensors, including a knock control sensor to
reduce damage from adulterated fuel.

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Its spacious cabin - the biggest in its class, seats three people comfortably in
the rear, with ample elbow room and generous leg room. The luxurious beige
interiors come as a standard feature

Indigo

The Indigo is a comfortable, spacious, premium-feature sedan with class-

leading ride and handling characteristics in the midsize (C) segment and
comes in four models of petrol and three models of diesel in six attractive
colors.

The Indigo petrol comes with an 85bhp engine, while the diesel version is
the only vehicle in this class with a turbo-charged engine. An extended
wheelbase helps maintain a compact overall length while delivering large
interior space.

After the success of the Indigo, and the realization by Tata Motors that there
was a market for a car that has the luxury of a sedan and the utility and
convenience of a multi-utility vehicle. The Marina has the power, safety and
luxury of the Indigo — and a whole lot more boot space.

Indigo Marina

The Indigo Marina story started two years back with the launch of the luxury
sedan from Tata Motors, the Tata Indigo.

Owners of the Indigo were very impressed with its performance and build
quality. In fact in a matter of two years, 50,000 Tata Indigos were on the
road. There were however, a select group of people who wanted everything
that came with the Indigo plus a little more space. So, company developed
the Indigo Marina.

A car that has the luxury of a sedan and the utility and convenience of a

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multi-utility vehicle

A car that does not compromise on power, safety and luxury. A car that has
enough space to carry everyone and everything you've ever loved.

Safari Dicor

A 115 PS and 300 Nm Powerhouses…

Designed to put maximum distance between you and civilization, this Direct
Injection Common Rail (DICOR) Engine is an indigenously developed
powerhouse. A 32-bit microprocessor electronically monitors and controls
the fuel pressure, quantity and injection timing, making the engine extremely
responsive and fuel efficient while keeping the emissions and NVH levels
significantly low.

With a power output of 115 PS and best in class torque of 300 Nm, Dicor
hardly breaks a sweat offloading, climbing up steep inclines or zipping past
landscapes.

Sumo Victa

Tata Sumo is an extremely rugged vehicle built to perform in the toughest of

conditions. The Sumo is a combination of toughness and utility, ideal for
long drives especially in tough terrain.

A robust vehicle built for every conceivable road and climatic condition, the
Sumo is perfectly suited for big families. It comes with various options (AC,
power steering, central locking, etc) to suit different needs. Features include
anti-roll bars at both the front and rear end (for added stability), and a five-
speed, 'synchromesh' gearbox with overdrive. The 90-bhp turbo-charged
option makes it the most powerful multi-utility vehicle in its class.

Its design is suited for driving comfort and convenience even on long
distance with spacious legroom and headroom, specific attention has been
given to the ergonomic positioning of controls.

Spacio Gold

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Tata Sumo is an extremely rugged vehicle built to perform in the toughest of
conditions. The Sumo is a combination of toughness and utility, ideal for
long drives especially in tough terrain.

Fiat

Tata Motors and Fiat have signed an agreement to cooperate on dealer

network sharing which encompasses the sale of Fiat branded cars through
Tata Motors outlets throughout India.

Tata Motors will manage the marketing and distribution of the Fiat cars in
India. Following this agreement, the Palio 1.2 Petrol EL PS & ELX , Palio
1.6 Sport & Adventure 1.6 Sport will now be available at all Concorde
showrooms.

Concorde motors undertake service & spare Parts of all Fiat Products i.e.
Palio, Petra, Adventure & Uno.

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 SWOT ANALYSIS
Strengths :

 CONCORDE MOTORS is 100% subsidiary of

international standard of TATA MOTORS.
 CONCORDE MOTORS is having broad based
structure.
 It is having highly efficient and dedicated employees
in its nest.
 It is having well diversified and quality products.
 The company is having brand image in the market.
 It is having large number of customers throughout
the country.

Weakness :

• CONCORDE MOTORS is having high attrition rate.

• Company is not much expanded in other parts of the
country.
• Company is suffering from problem of space at the
working environment.

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Opportunities:

• Company can catch potential customers by introducing

new and innovative products.
• Company can take major portion in the market by near
future.

Threats ;

• High competition in the market, so the company is

facing heavy competition.
• Company will face threat from the innovative
products of the company.

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Data classification and tables

Table 1. Classification of data of employees

Duration of work in Concorde Motors

Particulars No of respondents Percentage

Below 6 months 5 20

6 months to 1 year 7 28

1 year to 3 years 4 16

More than 3 years 9 36

Total 25 100

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Graphical representation of table 1:

1
2
3
4

Table 2:

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 Mode by which employees recruited

particulars frequency percentage

cold calling 0 0

Employee referral 36 72

Natural market 6 12

others 8 16

total 50 100

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Graphical representation of table 2:

1
2
3
4

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Table 3:

Best way of recruitment

Particulars frequency percentage

cold calling 0 0

Employee referral 28 56

Natural market 16 32

Others 2 4

Total 50 100

Graphical representation of table 3:

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 1
2
3
4

Table 4:

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 Problems at the time of recruitment

Particular Frequency Percentage

Salary 24 48

Job profile 12 24

Educational qualification 4 8

Others 10 20

Total 50 100

Graphical representation of table 4:

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 1
2
3
4

Table 5:

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 Company’s recruitment process is adequate or not

Particulars Frequency Percentage

Yes 44 88

No 6 12

Total 50 100

Graphical representation of table 5:

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 1
2

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Table 6:

Problem of location / language

Particulars Frequency Percentage

Yes 46 92

No 4 8

Total 50 100

Graphical representation of table 6:

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 1
2

Table 7:

Reasons of employees to leave job

Particulars Frequency Percentage

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Job pressure 12 24

Better pay 28 56

Insufficient training 2 4

Others 8 16

Total 50 100

Graphical representation of table 7:

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 1
2
3
4

Classification of data of top level executives

Table 1:

Objection faced at the time of recruitment

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Particulars Frequency Percentage

Already working in 14 28
some company

Lacking experience 0 0

Objection with package 24 48

Others 12 24

Total 50 100

Graphical representation of table 1:

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 1
2
3
4

Table 2:

Most effective way of recruitment

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Particulars Frequency Percentage

Employee referral 38 76

Job adds 12 24

Web sites 0 0

Tele calling 0 0

Others 0 0

Total 50 100

Graphical representation of table 2:

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 1
2
3
4
5

Table 3:

Reasons for leave the job

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Particulars Frequency Percentage

Job pressure 10 20

Better pay 28 56

Insufficient training 0 0

Others 12 24

Total 50 100

Graphical representation of table 3:

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 1
2
3
4

Table 4:

Attrition in the company

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Particulars Frequency Percentage

Average 32 64

Below average 10 20

Bad 8 16

Total 50 100

Graphical representation of table 4”

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 1
2
3

Table 5:

Most effective way to retain employees

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Particulars Frequency Percentage

More package 12 24

Better perks & incentives 38 76

Effective training 0 0

Others 0 0

Total 50 100

Graphical representation of table 5:

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 1
2
3
4

Table 6:

Strategy of recruiting employees who quit the job

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Particulars Frequency Percentage

Job adds 32 64

Employee referral 10 20

Natural market 8 16

Others 0 0

Total 50 100

Graphical representation of table 6:

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 1
2
3
4

Table 7:

Location wise recruitment

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Particular Frequency Percentage

Anywhere in the country 16 32

Region wise 34 68

Others 0 0

Total 50 100

Graphical representation of table 7:

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 1
2
3

Table 8:

Adequacy of recruitment process

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Particulars Frequency Percentage

Yes 34 68

No 16 32

Total 50 100

Graphical representation of table 8:

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 1
2

Table 9:

Problem of data base finding

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Particulars Frequency Percentage

Yes 14 28

No 36 72

Total 50 100

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Graphical representation of table 9:

1
2

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Table 10:

Scrutiny of documents

Particulars Frequency Percentage

Manual 44 88

Electronic mode 6 12

Others 0 0

Total 50 100

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Graphical representation of table 10:

1
2
3

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 Findings

The findings and suggestions of my project are entirely based on

the response of the employees through the methods of questionnaire.

Overall findings of the project-

 Competition among different branches-

There is an intense competition in today’s world for any company

or industry so there lays the competition among different branches of the
same company to reach highest sales and revenue.

 Limited area-

CONCORDE MOTORS is having its offices in selected areas of

Bangalore; there are only 3 branches in Bangalore it’s a problem for
customers to operate at the time of purchase.

 Competition from other players in the field-

CONCORDE MOTORS, though it is a 100% subsidiary dealer of

TATA MOTORS it is facing intense competition from other dealers of
TATA cars like ‘prerana’,’ manipal’ etc. and it is facing severe
competition from other dealers like RNS Motors, Dahkshin Honda,
Mondovi Motors etc

 High attrition rate-

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 CONCORDE MOTORS is facing high attrition rate because of
heavy competition, heavy work, employees not satisfied with salary etc
but this is one of the major findings of this company if there is too much
turn over in the company it cant achieve higher productivity and amount
spent on those employees will be waste.

 No branches in other cities-

CONCORDE MOTORS does not have branches in other cities

except in Bangalore, Hyderabad and Chennai. This is one of the major
drawbacks of this company. If it expands its branches in other cities it can
beat its own records.

 Problem of space-

There is a problem of space in the office it’s not spacious enough

to move around at time of work.

 Preference only for local candidates

In CONCORDE MOTORS there is much scope for local

candidates it’s not giving much scope for out side Bangalore people. So
company is missing so many talented people from different regions.

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 Suggestions
 It should introduce some creative ideas for recruitment like,

• Data base buying from community organization such as

Rajastani association.
• Mahila samaj program, to attract female candidates.
• Company should give job ads in job fair, management fest to
tap students.
• Business opportunities in office to up to date the knowledge of
employees.
• Fish bowl’s or suggestion box in prominent places like trade
fairs, exhibitions etc.
• More employment exchange tie ups.
• FM radio jingles for recruitment
• SMS campaign to all mobile holders.
• Pop up in local websites on business opportunity.
• Telecalling by appointing tele-callers

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  Company should introduce recreation facilities, management games in
order to retain new employees.
 Company should expand by opening its branches in other cities other
than Bangalore, Hyderabad Chennai.
 More advertisement campaign for its products.
 Company’s strategies should be different from its competitors towards
employees and for its products too.

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 CONCLUSION

Al over India, the automobile industry is growing very fast. Cutting edge of
services which can enrich customer satisfaction. In today’s world, new trends
will attract the customers very soon, so the players in this industry have to be
very cautious about the latest developments in the market.

As far as CONCORDE MOTORS is concerned it can start through its

excellent support and aggressive marketing style. CONOCRDE MOTORS
has bagged a noticeable increase in the market share.

Recruitment is a vital work for the company, because those who recruited
bring business to the company. However there are some areas where the
company is not at the top-most position but is gearing up and is committed to
acquire that spot.

QUESTIONNAIRE

For Employees

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 Topic: “ Recruitment process”

Dear sir/ Mam,

I am RANJINI C.G student of RICM Bangalore, conducting a research

on “Recruitment process”. I assure you that all information would be kept
confidential and used purely for research purpose. The findings of the
research will not be presented to any external agency.

Name :

Age :

Designation :

Tenure in the company :

Mode of recruitment :

1. How long been you are working in “Concorde Motors”?

a. Below 6 months ( )
b. 6 months to one yr ( )
c. 1 yr to 3 yrs ( )
d. More than 3 yrs ( )

2. By which mode you have been recruited by “Concorde Motors”?

a. Cold calling ( )
b. Employee referral ( )
c. Natural market ( )
d. Others -----------------------------------------------

3. What according to you is the best way to be recruited?

a. Cold calling ( )
b. Employee referral ( )
c. Natural market ( )

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 d. Others -------------------------------------

4. What is the problem that you face at the times of recruitment?

a. Salary ( )
b. Job profile ( )
c. Educational qualification ( )
d. Others ---------------------------------------------------

5. Whether the recruitment process adopted by the company is adequate?

a. Yes ( )
b. No ( )

6. Is there any problem of location / language?

a. Yes ( )
b. No ( )

7. What are the reasons of employees to leave the job?

a. Job pressure ( )
b. Better pay ( )
c. Insufficient training ( )
d. Others------------------------------------------------------

8. Your suggestions regarding “Recruitment Process “in the company?

-------------------------------------------------------------------

---------------------------------------------------------------------------

QUESTIONNAIRE

For top Executives

Topic : “ Recruitment Process”

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Dear Sir/ Mam,

I am RANJINI C.G student of RICM Bangalore, conducting a research on

“Recruitment process”. I assure you that all information would be kept
confidential and used purely for research purpose. The findings of the
research will not be presented to any external agency.

NAME :

Age :

Designation :

Tenure in the company :

Mode of recruitment :

1. What is the objection that you faced most often in recruiting employees?

a. Already working in some automobile company ( )

b. Lacking experience ( )
c. Objection with package ( )
d. Others -------------

2. What according to you is the most effective way to recruit employees?

a. Employee referral ( )
b. Job adds ( )
c. Web sites ( )

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 d. Tele calling ( )
e. Others-------------- ( )

3. How many employees left in the past two months?

a. 0-4 ( )
b. 5-9 ( )
c. 10-14 ( )
d. 15 and above ( )

4. What were the reasons to leave the job?

a. Job pressure ( )
b. Better pay ( )
c. Insufficient training ( )
d. Others------------

5. How is the attrition rate in your company?

a. Average ( )
b. Below average ( )
c. Bad ( )

6. What according to you would be most effective to retain employees?

a. More package ( )
b. Better perks and incentives ( )
c. Effective training ( )

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 d. Others---------

7. What is the strategy of recruiting employees who quit the job within 2 months?

a. Job adds ( )
b. Employee referral ( )
c. Natural market ( )
d. Others ( )

8. While recruiting, you will prefer location wise recruitment? how?

a. Anywhere in the country ( )

b. Region wise ( )
c. Others ( )

9. Whether recruitment process adopted by the company is adequate?

a. Yes ( )
b. No ( )

10. Are you finding any problems of database finding?

a. Yes ( )
b. No ( )

11. How you scrutinize the documents at the time of recruitment?

a. Manual ( )
b.Electronic mode ( )
c. Others------------------------------

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 Bibliography

• Organization behavior- Ashwathappa

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 • Website:- www.concordemotors.com

www.tatamotors.com

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