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Recruitment Process
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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Recruitment Process
Honda Motorcycle & Scooter India,
Private Limited
Type Private company
Industry Automotive
Founded
20 August 1999 in
Manesar Gurgaon,
Haryana, India
Headquarters Haryana, India
Key peopleKeita Muramatsu,
President and CEO
ProductsMotorcycles,
scooters
ParentHonda Motor
Company, Limited
Website HMSI
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Recruitment Process
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 com-
pleted 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 ca-
pacity shall be 4,00,000 per annum. The total investment outlay for the initial ca-
pacity 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.
3
Recruitment Process
HIERARACHY STRUCTURE OF HMSI
4
OPERATING HEAD
DIVISION HEAD
DEPARTMENT HEAD
SECTION HEAD
UNIT LEADER
TEAM MEMBER
DIVISIONS IN HMSI
MANUFACTURING NON- MANUFACTURING
QUALITYPRODUCTIONPRODUCTION CONTROLPRODUCTION SUPPORTPRODUCTION BODYPRODUCTION POWERTRAIN
FINANCE & ACCOUNTSALES & MARKETINGCUSTOMER SERVICEPURCHASEITGENERAL AFFAIRS
Recruitment Process
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.
5
Recruitment Process
PRODUCTS PRODUCED BY HMSI
1) HONDA CBR 250R
2) HONDA CBR 150R:
3) HONDA CB UNICORN DAZZLER:
4) HONDA TWISTER:
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Recruitment Process
5) HONDA CBF STUNNER:
6) HONDA CB UNICORN:
7) HONDA CB SHINE:
8) HONDA DREAM YUGA:
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Recruitment Process
9) HONDA DEO:
10) HONDA ACTIVA:
11) HONDA AVIATOR:
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Recruitment Process
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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Recruitment Process
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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Recruitment Process
BRAND PHILOSOPHY
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Recruitment Process
POLICIES OF THE COMPANY
1) HMSI’s 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 com-
mittee and sports committee
6) Open sitting culture at all levels of the organization.
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Recruitment Process
EMPLOYEE WELFARE
1. Subsidized canteen facilities
2. Transport facilities to and from worker’s 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 in-
crease in workforce size.
6. Support through cash payments on happy and sad occasions
7. Health center facilities with latest equipments.
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Recruitment Process
DEPARTMENTS AND FUNCTIONS OF EACH DEPART-MENT
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 sub-
departments.
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.
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 pro-
duction in all their factories around the world, they are also expecting a higher
14
1. MANUFACTURING
PRODUCTION BODY
PRODUCTION CONTROL
PRODUCTION SUPPORT
PRODUCTION POWERTRAIN
Recruitment Process
demand the next coming years so they are planning to increase in house produc-
tion to be able to meet their demand
b) Production Control:-The functions of this department are handling materi-
als, parts, assemblies, and subassemblies, from their raw or initial stage to the fin-
ished product stage in an organized and efficient manner. It may also include ac-
tivities 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 be-
ing used by the end users. A production support person/team is responsible for re-
ceiving incidents and requests from end-users, analyzing these and either respond-
ing 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, continu-
ous track as in tanks or Caterpillar tractors, propeller, etc.).
2) QUALITY CONTROL DEPARTMENT: - In this department every motor-
cycles 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 depart-
ment 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 engineer-
ing quality.
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Recruitment Process
3) PURCHASE DEPARTMENT:- The major functions of purchasing department
are to (1) maintain the quality and value of a company's products, (2) mini-
mize 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.
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
16
2. QUALITY CONTROL
VEHICLE QUALITY
PART QUALITY MARKET QUALITY
ENGINEERING QUALITY
3. PURCHASE
NEW MODEL PURCHASE MASS PRODUCTION PURCHASE
Recruitment Process
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 indi-
viduals 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.
a) Human Resource: - The function of this department is to analyze the require-
ment 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 em-
ployees 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 in-
teractions 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.
17
4. GENERAL AFFAIRS
HUMAN RESOURCE
INDUSTRIAL RELATION
HEALTH CENTRE ADMIN SECURITY
Recruitment Process
d) Admin: - The function of this department is to provide support for daily execut-
ive 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), eq-
uity securities, e.g., common stocks; and, derivative contracts, such as for-
wards, futures, options and swaps.
5) FINANCE & ACCOUNTS DEPARTMENT: - This department sees the finan-
cial and accountancy part of the organization which includes working capital, ra-
tio analysis, etc.
a) Accounts:- It includes recording the Financial part of an organization that regis-
ter all financial transactions, and must be kept at its main office or place of busi-
ness. The purpose of these records is to enable anyone to appraise the organiza-
tion's current financial position with reasonable accuracy. Firms present their an-
nual accounts in two main parts: the balance sheet, and the income state-
ment (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, bank-
ing, communication of financial sanctions, creation of new posts and
18
5. FINANCE &ACCOUNTS
ACCOUNTS FINANCE & TAXES
Recruitment Process
examination of schemes of new expenditure, examination of all proposals for the
increase or reduction of taxes, management of employee’s funds, employee ac-
counts 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, busi-
ness communication, and business developments.
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 ob-
ligation 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.
19
6. SALES & MARKETING
SALES MARKETING SALES PROMOTION
DIRECT SALES
Recruitment Processb) Marketing: This department holds that achieving organizational goals depends
on knowing the needs and wants of target markets and delivering the desired
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, re-
tailers, or other organizational customers to stimulate immediate sales. These ef-
forts 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 ”de-
signed 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 cus-
tomer 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.
20
Recruitment Process
ORGANIZATIONAL CHART
21
7. CUSTOMER SERVICE
CS TECHNOLOGY DEVELOPMENT
CS FIELD CS TECHNICAL
Recruitment Process
22
Senior Vice President
Vice President
General Manager
Deputy General Manager
Assisstant General Manager
Senior Manager
Manager
Deputy Manager
Assisstant Manager
Senior Executive
Executi
veAssisstant
executive
Junior
ExecutiveStaf
f
TAKANORI MARUYAMA
MOHAN LAL DEEPAK
PRADEEP
RUPA SINGH
PURNIMA BHARGAVATRISHNADHARMENDER KUMAR POOJA SONI SINDHU RAMU
DIRECTOR(GENERAL AFFAIRS)
OPERATING HEAD
RUPA SINGH(SECTION MANAGER)
DIVISION MANAGER
TEAM MEMBERS
Recruitment Process
KEY PERSONNEL IN THE ORGANIZATION1) Keita Muramatsu
DESIGNATION- President and CEO2) 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
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Recruitment Process
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.
24
Recruitment Process
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
25
Recruitment Process
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.
26
Recruitment Process
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.
27
Recruitment Process
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
28
Recruitment Processbenefits, 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
Don’t 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 it’s 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 today’s
walk-out and be mindful of the importance of good communication within the
workspace.”
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Recruitment Process
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-half-
month 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, that’s 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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Recruitment Process
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.
31
Recruitment Process
I have adopted Exploratory Research design in this study because I am
exploring new insights of my company’s 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 : Non-Probability Sampling (Convenience
Sampling)
ii) Sample Size : 50
iii) Sampling Unit : 1 employee of the organization
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.
32
Recruitment ProcessPrimary 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
33
DATA COLLECTION
PRIMARY DATA
QUESTIONNAIRE
SECONDARY DATA
INTERNET
BOOKS
BROUCHERS
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).
34
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 com-
pany.
5. To search or head hunt people whose skills fit the company’s 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 get-
ting 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 irre-
spective 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.
35
Recruitment Process
SOURCES OF 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
36
SOURCES OF RECRUITMENT
INTERNAL SOURCES
PROMOTIONS
& TRANSF
ERS
JOB POSTIN
G
EMPLOYEE
REFERRALS
EXTERNAL SOURCES
CAMPUS RECRUITMENT
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.
37
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 CV’s which matches the company’s job
description and fitment.
Then the Screening of the candidate is being done by the Sourcer team, by check-
ing 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 CV’s are sent to the concerned department for the
selecting the CV’s 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, Inter-
view 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.
38
Department Manager will prepare Manpower Requisition form along with JD
Division Head will verify the same
Is position replaced/ new?Operating Head will approve the MR
REP
Operating Head will recommend the same
No
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
Recruitment Process
RECRUITMENT PROCESS FLOWCHART
39
Screening for Fitment & Competency
Are the profiles suitable for another position?
Store in Data
Scrap
Send for the Short listing to the concerned Department if required
YES
NO
NO
YES
Directly Lineup the Candidates for Interview
Profile is Suitable?
Are the profiles suitable for respective position?
Interviews Conduction
Medical Check up
Is any Candidate is suitable?
Is Candidate Medically Fit?
Issue LOI (Letter of Intent)
Joining
YES
Re- Generate the profiles for same
NO
Recruitment Process
40
Recruitment Process
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. Organization’s 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.
41
Recruitment Process
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?
42
Recruitment Process
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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Recruitment Process
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
44
Recruitment Processplan 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.
3. Customers in the Marketplace
45
Recruitment Process 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.
46
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 company’s 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 CV’s 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.
47
GENERAL AFFAIRS
HUMAN RESOURCE
SOURCING
TALENT
RETENTION
T R AI NING &
D EV ELOP M E
NT
ADMIN INDUSTRIAL RELATIONS
DIRECTOR(GENERAL AFFAIRS)
OPERATING HEAD
DIVISION MANAGER
HUMAN RESOURCE DEVELOPMENTHUMAN RESOURCE PLANNING ADMIN
SECTION MANAGER (SOURCING)
TEAM MEMBER TEAM MEMBER TEAM MEMBER TEAM MEMBER TEAM MEMBER
Recruitment Process
LAYOUT OF THE OFFICE
48
Recruitment Process
JOB DESCRIPTION
NAME: Rupa Singh DESIGNATION: Section
Manager
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 DESIGNATION: Trainee
JOB DESCRIPTION:
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 con-
firming whether they are coming for interview or not.
Informing them regarding the facilities that company is providing like 2nd 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.
49
Recruitment Process
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.
50
Recruitment Process
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.
51
Recruitment Process
PROBLEMS FACEDI 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
couldn’t 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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Recruitment Process
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 information’s 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 information’s 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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Recruitment Process
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 com-
ponent 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 player’s likely
outlook.
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Recruitment Process
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 don’t 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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Recruitment Process
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 com-
pany. 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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Recruitment Process
DATA ANALYSIS & INTERPRETATION
1) Is Recruitment a mere vacancy – filling function?
OPINION No of
respondent
% of
respondent
AGREE 10 20
DISAGREE 40 80
TOTAL 50 100
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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Recruitment Process
2) According to you what is the nature of recruitment?
OPINION No of
respondent
% of
respondent
SIMPLE 3 6
LITTLE
BIT
COMPLEX
15 30
COMPLEX 32 64
TOTAL 50 100
6%30%
64%SIMPLE LITTLE BIT COMPLEXCOMPLEX
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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Recruitment Process
3) Is true to say that recruitment matches the needs of applicants &
organizations?
OPINION No of
respondent
% of
respondent
AGREE 50 100
DISAGREE 0 0
TOTAL 50 100
1
AGREEDISAGREE
INTERPRETATION
All respondents said that recruitment fully matches needs of applicants &
organization.
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Recruitment Process
4) Does recruitment provides a satisfying career in place of “Just a
Job”?
OPINIONNo of respondent
% of
respondent
AGREE 25 50
DISAGREE 0 0
SOME
EXTENT10 20
LARGE
EXTENT15 30
TOTAL 50 100
AGREE
DISAGREE
SOME EXTENT
LARGE EXTENT
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
50%
0%
20%
30%
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.
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Recruitment Process
5) The recruitment through employee referrals method is right?
OPINIONNo of respondent
% of
respondent
AGREE 10 20
DISAGREE 10 20
SOME
EXTENT20 40
LARGE
EXTENT10 20
TOTAL 50 100
AGREE DISAGREE SOME EXTENT LARGE EXTENT0%
5%
10%
15%
20%
25%
30%
35%
40%
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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Recruitment Process
6) What do you think to be recruited equally means to be selected?
OPINION No of
respondent
% of
respondent
AGREE 0 0
DISAGREE 50 100
TOTAL 50 100
100%AGREEDISAGREE
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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Recruitment Process
7) Does the company reimburse the traveling cost incurred by the
candidate for appearing in the interview?
OPINIONNo of
responden
t
% of
respondent
YES 5 10
NO 0 0
DEPENDS 45 90
TOTAL 50 100
0.5 1 1.5 2 2.5 3 3.50%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
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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Recruitment Process
8) The most reliable & valid tests for selection are
OPINIONNo of respondent
% of
respondent
ATTITUDE 5 10
INTELLIG
ENCE15 30
PERSONA
LITY0 0
PERFORM
ANCE30 60
TOTAL 50 100
ATTITUDE INTELLIGENCE PERSONALITY PERFORMANCE0%
10%
20%
30%
40%
50%
60%
70%
10%
30%
0%
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.
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Recruitment Process
9) Do you think that selection of an individual through a consultant’s
recruitment is a win-win situation for both organizations & the
selected one?
OPINION No of
respondent
% of
respondent
AGREE 50 100
DISAGREE 0 0
TOTAL 50 100
AGREE DISAGREE0%
10%20%30%40%50%60%70%80%90%
100%
100%
0%
INTERPRETATION
100% of the respondents said that selection of an individual through a
consultant’s recruitment is a win-win situation for both organizations & the
selected one.
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Recruitment Process
10) What source you adopt to hire the candidates?
OPINIONNo of respondent
% of
respondent
EMPLOYE
E
REFERRAL
S
5 10
CAMPUS
RECRUIT
MENT
15 30
JOB
PORTALS30 60
TOTAL 50 100
0.5 1 1.5 2 2.5 3 3.50%
10%
20%
30%
40%
50%
60%
70%
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.
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Recruitment Process
FINDINGS OF THE STUDY
80% of the respondents are not in the favor that recruitment is a mere filling func-
tion.
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
consultant’s 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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Recruitment Process
CONCLUSION
The process of recruitment in HMSI is awesome. The company sources of recruit-
ment 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. Select-
ing the qualified and skilled candidate is the main motto of the organization.
The excellent pattern of interview is followed in case of selection process. Candi-
date 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 em-
ployees.
♦ 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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Recruitment Process
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 recommenda-
tions 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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Recruitment Process
REFERENCES
BOOKS
Aswathappa, K., 2005, Human Resource and Personnel Management, Tata McGraw-Hill Pub-
lishing 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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