A Study on Effectiveness of Recruitment Strategy in WHEELS INDIA LIMITED, Padi,

Chennai.

PROJECT IN HUMAN RESOURCE MANAGEMENT

INTERNAL GUIDE PRESENTED BYMs.Sathy arthyMBA., V. Manonmani

Vmm 553 IIYEAR MBA(HRM &OM)

ABSTRACT• This study particularly focuses on Wheels India Ltd,. This

study mainly deals with Effectiveness of Recruitment Strategy, which is one of the main functions of HRD. The research work focuses on the problem of controlling the recruitment cost, choosing the right man for the right place & by using various recruitment strategies.

• By using, convenient sampling techniques, 150 respondents were selected. Opinions of the respondent were analyzed with the help of statistical tools. For this survey, questionnaire, schedule, telephonic interview & management information system were used for gathering information from the employees. The findings are presented in this report.

INTRODUCTION• Recruitment is the process of finding and attracting capable

applicants for employment.• The various sources of recruitment may be classified into two broad

categories, – Internal source and – external source.

• The recruitment process provides the organization with a pool of potentially qualified job candidates from which judicious selection can be made to fill vacancies.

• Recruitment process precedes the selection process, that is, selection of right candidates for various positions in the organization.

INDUSTRY PROFILE• The Indian auto component industry is one of the front runners for grabbing the global

auto component outsourcing market, estimated to be worth US$700 billion by 2015.• The Indian automobile components industry has come a long way since the country’s

economic liberalization which opened up the sector in the early 1990s.CURRENT SCENERIO • the domestic automobile market boosted by the tremendous increase in domestic

demand, is also contributing to the growth of the auto components industry.• The demand led to increase in production capacity. According to the Automotive

Component Manufacturers Association of India (ACMA), domestic components production increased by 15% from 2004-05 to US$10 billion in 2005-06.

• It recorded a compounded annual growth rate of 20% between 2000 and 2005 and is expected to grow to US$18.7 billion by 2009.

• Meanwhile, exports increased by 28% in 2005-06 to US$1.8 billion from the previous year with Europe and North America respectively accounting for 36% and 26% of the total auto components exports from India. It is believed that by 2015, the global auto component industry would reach US$ 1.9 trillion.

EARLY DAYS:• Though the Indian auto components industry has been in existence since

the early 1940s, the protectionist policies of the Indian government prior to the nineties and low volumes of production due to limited demand from the vehicle manufacturers in India hampered innovation and growth in this sector.

• The first boost came in 1982 when the Government of India established Maruti Udyog Limited (MUL) and collaborated with Suzuki Motors of Japan.

• In 1991 Hyundai, Toyota, General Motors, Ford, and DaimlerChrysler etc. set up their manufacturing centres in India.

• The component manufacturers embraced global best practices/standards such as Lean Manufacturing, TQM, Six Sigma, etc.

Charting The Growth Path

The government has envisaged the Automotive Mission Plan 2016 to promote growth in the sector. It targets:

• Emerging as the global favourite in the area of design and manufacture of automobiles and auto components.

• Taking the output to US$ 145 billion, accounting for more than 10 per cent of the GDP.

• Offering additional employment to 25 million people by 2016.

COMPANY PROFILEWHEELS INDIA LIMITED

-YOU NAME IT WE MAKE IT• Wheels India was set up as a joint venture between TVS and Dunlop

group, UK in the year 1960.• Wheels India has grown as leading manufacturers of steel wheels for

passenger cars, utility vehicles, trucks, buses, agricultural tractors and construction equipment in India.

Annual Capacity: 10 million wheelsManpower: 1,760

• It is a public limited company and its share value was quoted at Rs 45 (as of May 4th). 14.30 % of its shares are held by General Public and the rest are held by few individuals and corporate.

PRODUCTS

Mission, Objectives and strategies of the Organization:

Mission: • Maintain leadership in the domestic

market and presence in export markets.

• Ensure customer satisfaction through timely delivery of quality products and services, at competitive prices.

• Continuously improve & innovative product design, process technology and work environment to offer better products.

• Bring about involvement of all employees in achieving the above objectives

Other Important Objectives:• Development of new techniques • In house tool manufacturing facility• Participate in NPI Projects• Continuous upgradation of technical

expertise of engineers and managers• Meeting ISO -14001:2004 requirements• Investment in new processing

techniques• Development of new technologiesEnvironment Objectives:• Use of Wind energy• Greening of factory premises• Rainwater harvesting for water

conservation

OBJECTIVES OF THE STUDYPRIMARY OBJECTIVES• To study the effectiveness of recruitment strategy in WHEELS INDIA LTD.,SECONDARY OBJECTIVES• To study & analyze the recruitment process in WHEELS INDIA LTD.,

• To study whether the internal sources of recruitment strategy is

effectively followed in WHEELS INDIA LTD., • To identify the key factors / tools that help in recruitment in WHEELS

INDIA LTD., • To determine the employee opinion about the recruitment strategy in

WHEELS INDIA LTD.,• To offer suggestions for the improvement of the recruitment process in

WHEELS INDIA LTD.,

SCOPE OF THE STUDY

• This study covers about the recruitment strategies in WHEELS INDIA LTD.,

• This study provides guidance in adopting in selecting the strategy for the improvement in recruitment activities in WHEELS INDIA LTD.,

• The study provides better working conditions in WHEELS INDIA LTD.,

• This study facilitates clear idea about various advanced strategies in recruitment that prevails in WHEELS INDIA LTD.,

NEED OF THE STUDY• Attract and encourage more and more candidates to apply in the organization.• Create a talent pool of candidates to enable the selection of best candidates for

the organisation. • Determine present and future requirements of the organization in conjunction

with its personnel planning and job analysis activities.• Recruitment is the process which links the employers with the employees.• Increase the pool of job candidates at minimum cost.• Help increase the success rate of selection process by decreasing number of

visibly under qualified or overqualified job applicants.• Help reduce the probability that job applicants once recruited and selected will

leave the organization only after a short period of time.

LIMITATIONS OF THE STUDY

• The study is confined only to WHEELS INDIA LTD.,

• Time is still an important limitation in this regards as there were only 120 days.

• The data was collected through convenience sampling technique.

Hence the study was limited.

REVIEW OF LITERATURE

• According to Edvin Flippo, “Recruitment is the process of searching for the prospective employees and stimulating them to apply for the jobs in the organization.”

• WERTHER and DAVIS –Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when the applications are submitted. The result is a pool of applicants from which new employees are selected.

RECRUITMENT PROCESS

1. Identify vacancy2. Prepare job description

and person specification3. Advertising the vacancy4. Managing the response5. Short-listing6. Arrange interviews7. Conducting interview and

decision making

• RECRUITMENT FLOW CHART

Initiate recruitment request

Review & approval by level 5 and

above managers

Approval received

Yes

No

ReferencesAdvertise/Agencies

Screening Profiles

EligibleProfilesfound

Yes

No

Is written test

required

No

Yes

ConductWritten

test

Arrange & conductInterviews

Qualified/Short listed

NOYes

Intimate to the candidate about not short listed/selected

Qualified/Short listed

Yes

No

Final selection

Selected

Yes

Send offer letter

Yes

No

Intimation to theOriginal

requester

A

A

A

A