THE EFFECTIVENESS OF DIFFERENT RECRUITING TECHNICAL SOURCES AND SELECTION PROCESS IN MAHINDRA AND MAHINDRA LTD

PRESENTED BY SAGAR KUTE ROLL NO :- 44

TOPICS
INTRODUCTION COMPANY PROFILE AIM & OBJECTIVES OF THE STUDY RESEARCH METHODOLOGY METHODS USED FOR DATA ANALYSIS & INTERPRETATION OBSERVATION & FINDINGS CONCLUSION RECOMMENDATIONS

1) INTRODUCTION...

FACTORS AFFECTING Human resources is a term used to RECRUITMENT

describe the individuals who comprise the workforce of an organization. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.
Organizational / internal factors

Environmental / external factors

Selection starts where recruitment ends

Process of recruitment

Human resource planning surplus

Identify HR requirements

Retrench/layoffs

Organizational Recruitment policy Choose the resources & Methods of Recruitment Job analysis

demand Determine numbers, levels & Criticality of vacancies

Analyze the cost & time involved

Start implementing the Recruitment program Select and hire Evaluate the Program

SOURCES OF RECRUITMENT
HRIS Notice boards
Job portals

Circulars

Internal Search

SOURCES OF RECRUITMENT
Advertisements Educational institutions Employment agencies Interested applications Employee referrals

External Search

SELECTION
Selecting the right candidate Rejecting the wrong candidate

POSITIVE OUTCOME

Selecting Rejecting NEGATIVE OUTCOME the wrong candidate the correct candidate

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

THE SELECTION PROCESS

Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Core and Departmental Interviews Initial Screening Interview

Preliminary Interview

Reference checks
Offer to the next suitable candidate REJECTION Job Offer ACCEPT

Medical Examination

Placement

SELECTION TESTS

Intelligence tests
Aptitude tests Achievement tests

Interest tests
Personality tests

Polygraph tests

Situational tests

Graphology

INTERVIEWS
Interviews

Preliminary Interview

Selection Interview

Decision-making Interview

Formal & Unstructured Structured Interview Interview

Stress Interview

Group Interview Method

Panel Interview

In-depth Interview

THE INTERVIEW PROCESS

Preparation

Setting
Conduct of Interview

Closing an Interview
Evaluation Reference Checks Medical Examination

2) COMPANY PROFILE

Mahindra & Mahindra Limited (BSE: 500520) is part of the Indian Industrial Conglomerate Mahindra Group based in Mumbai. The company was set up in 1945 in Ludhiana as Mahindra & Mohammed by brothers K.C. Mahindra and J.C. Mahindra along with Malik Ghulam Mohammed.

Entered automotive manufacturing in 1947 to bring the iconic Willis Jeep in India.

After India gained independence and Pakistan was formed; Malik Ghulam Mohammed moved to Pakistan where he became the nation's first finance minister.

US $15.4 billion multinational group with more than 144,000 employees in over 100 countries across the globe.

New global brand name Mahindra Rise

CORE BUSINESS

RELATED DIVERSIFICATION

UNRELATED DIVERSIFICATION

DIVERSIFICATION

Awards In2003 Scorpio, national Award for outstanding in house research and development In2006 Bombay Chamber Good Corporate Citizen Award In2006 Mahindra & Mahindra won the 'Most Innovative' award In 2010 Mahindra Finance receiver top honors at the ID Enterprise Innovation Awards 2010 In 2012 Blue bytes News, Rated M&M as India's second Most Reputed Car Company (reported in their study titled Reputation Benchmark Study ) conducted for the Auto (Cars) Sector launched in April 2012.

ACHIEVEMENTS OF THE COMPANY

3) AIM & OBJECTIVES OF THE STUDY

AIM To Study The Effectiveness Of Different Recruiting Technical Sources And Selection Process In Mahindra And Mahindra Ltd.

RESEARCH OBJECTIVES To study the various sources of recruitment. To study the factors influencing the recruitment and selection procedure. To identify the probable area of improvement to make recruitment & selection procedures more effective. To know the managerial satisfaction level about recruitment & selection procedure.

NEED OF THE STUDY In todays fast changing world, recruiting right candidate for the right job is very much needed for the organization to achieve their goal sets and it vary from one to another. It is thus important for me to understand, analyse the concept of recruitment and selection process and its effectiveness in the current organization.

4) RESEARCH METHODOLOGY
HYPOTHESIS

To test whether there is a link between their educational qualification and satisfaction towards selection test conducted in the recruitment process. NULL HYPOTHESIS H0: Educational qualification has no influence on satisfaction towards selection test conducted in the recruitment process. ALTERNATE HYPOTHESIS H1: Educational qualification has influence on satisfaction towards selection test conducted in the recruitment process. INFERENCE: After data analysis H0 is rejected. So, there is a link between educational qualification and satisfaction towards selection test conducted in the recruitment process.

To test whether is a link between recruitment system.

designation and transparency of

NULL HYPOTHESIS H0: Designation has no influence on transparency of recruitment system.

ALTERNATE HYPOTHEIS H1: Designation has a influence on transparency of recruitment system.

INFERENCE: After data analysis H0 is accepted. So, there is no link between designation and transparency of recruitment system.

SAMPLING PLAN
SAMPLING SIZE :The sampling size for the study was 100 employees from various departments. It includes HR, Finance, Sales, and operations.

SAMPLING METHOD :The sampling technique adopted for the study is Stratified Random sampling. A method of sampling that involves the division of a population into smaller groups in company. So, in my study I have taken four departments each 25% of them and done the sample method.

LIMITATIONS OF THE STUDY

The duration of the study was limited and hence elaborate and comprehensive project survey was not undertaken.
The personal biases of the respondents might have entered into their response. Because of a small period of time only small sample had to be considered which doesnt actually reflect and accurate picture. The study will specifically focus on the management and staff of this facility.

5) METHODS USED FOR DATA ANALYSIS & INTERPRETATION

PRIMARY DATA
Primary data refers to information that is generated to meet the specific requirement of the investigation at hand The primary data will be collected through the questionnaire from the employees of Mahindra and Mahindra limited.

SECONDARY DATA Secondary data is information that is collected for the purpose other than to solve the specific problem under investigation Data collection were information obtained from books, magazines, websites and articles on the topic etc. In the study, the researcher would use the secondary data to supplement the primary data.

6) OBSERVATION & FINDINGS

Majority of the respondents come under the category 75% of respondents were male, 25% were female. 70% of respondents are satisfied the recruitment system in Mahindra and Mahindra company. 86% of the respondents feels that the position of objectives is defined clearly during the recruitment process. 58% of the respondents felt that recruitment policy is being evaluated and revised only when need occurs. 60% of the respondent are satisfied with the consultants involving in the recruitment process. 40% of the respondents are satisfied with the selection test conducted on the basis of recruitment. Majority of the recruiters agree with recruiters being knowledgeable and experienced personnel. 54% of respondents are highly satisfied with the job description provided for the vacancy. 42% of the respondents feels that the company is using naukri mostly for collecting the reference of candidates. Majority of the respondents agree that the recruitment system is transparent at all level.

HR Department plays a very crucial role to recruit these highly technical and potential people who proves to be a real cost effective and productive for the company Recruitment is essential to effective HRM HR practitioners should be on the guard against all the malpractices and advocate for professional approach through out the system

Better recruitment and selection strategies result in improved organizational outcomes. The effectiveness of the organizations selection system can influence bottomline business outcomes, such as productivity and financial performance.

8) RECOMMENDATIONS

The company needs to recruit high quality staff with the right skills on the appropriate contracts to deliver the key objective of the position and organization. Employee feedback after placement, will increase his/ her morale. Employee should be given enough time to reflect and plant improvements. The company must choose a recruiting approach that produce the best pool of candidates quickly and cost effectively. The company can focus on minimizing the percentage of non- joining candidates after the recruitment process. It is important for the organization to know exactly what they have to offer potential employee, than highlight their best features when recruiting candidates. As and when the resumes were received a primary screening of it is to be done and a tracker should be updated which had all the fields that was required for evaluation and easy identification of the candidates suitable for various fields. The new joiners were given quick books and instruction manuals to guide them with on boarding process.