Summer Training Project on Aimt

8/3/2019 Summer Training Project on Aimt

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A SUMMER TRAINING PROJECT REPORT

ON

MANPOWER PLANNING & RECRUITMENT WITH SPECIAL

REFERENCE TO E-RECRUITMENT

(Submitted in partial fulfillment of the requirement of the degree of master of

business administration(MBA),kurukshetra university,kurukshetra)

Paper code:cp-303

Project supervisor: Submitted by:-Mrs.Tarun Sahani Diksha Pandita

MBA(FACULTY) Roll no:-1522

Aimt

Session 2010-2012

Department of managementShri Atmanand Jain Institute Of Management & Technology

Ambala city


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PREFACE

MBA is stepping-stone to management career. In order to achieve practical, positive &

concentrate results the classroom learning needs to be effectively needy to the realities of the

situation existing outside the classroom.

To develop healthy managerial & administrative skills in the potential managers, it

is necessary that theoretical knowledge must be supplemented with exposure to the

real environment. Actually it is life for a management. It is in the practical training

that the measuring of management itself is realized.

On the forthcoming pages, attempt has been made to present the report covering

different aspects of my research.

I being a student of MBA have been entrusted the duty to examine the training and

development which take place in an industrial unit so that I can mould my interest

towards deep knowledge and understand the concept of organization. For this

purpose I joined TATA MOTORS NATIONAL GARAGE, JAMMU to undergo

my summer training for a period of 45 days. It was no doubt a very short period to

get fully acquainted about the subject which is very vast and wide spread but even

then I tried my level best to peep into this treasure of knowledge and whatever I

gathered jotted down in this project report.

DATE: DIKSHA PANDITA


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ACKNOWLEDGEMENT

At the times when Human values are been questioned and ulterior mottoes have

dominated ones personality, here is an occasion rather my privilege to introduceand express my gratitude to some of the exceptions personalities with whom I have

shared association, during my project task and who prove the above statement

Human values being questioned as and only baseless but wrong.

I express my thanks to the company and its staff who gave me opportunity to this

project. Mr. Bharat Amla (MD) gives me such a brilliant opportunity to work

under their amiable presence and in such a broad organization.

I express my sincere thanks to Mrs. Jyoti (HR) my project Guide at Tata MotorsNational Garage Jammu Branch for their sincere and proper guidance, direction

and encouragement given to me for the successful completion of this project. I

would also like to thank the entire team of Tata Motors National Garage, for the

constant support and help in the successful completion of my project.

I am equally grateful to my dearest Director Prof. (Dr.) S.C.Aggarwal, my

faculty, friends, my family and above all the almighty for their consistent guidance

and due to their support; I am able to complete my summer project which helps me

to grow personally and professionally.

Genetics and inheritance matter as much as anything so vital so importance. I

respect my inheritance and I am grateful to my father Sh.C.L.Pandita and my

mother Smt.Reeta Pandita who deserve nothing but short of honour. I thank my

other family members for their love, affection and sincere support.

Friends are natural gifts, here I am gifted with lot of friends who have gone to

extremes to support my actions, my deeds and helped me in various ways for

successfully completion of this dissertation last but not least I also express my

thanks to all others who have helped me by providing there valuable suggestions

which has helped me in successful completion of this project.


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DECLARATION

I,DIKSHA PANDITA do declare that the Summer Project Report entitled

MANPOWER PLANNING & RECRUITMENT WITH SPECIAL REFERENCE

TO E-RECRUITMENTbeing submitted to the Department of Business

Administration,Shri Atmanand Jain Institute of Management and Technology

(AIMT) is my own endeavors and it has not been submitted earlier to any

institute/University for any purpose.


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CERTIFICATE

This is to certify that MISS DIKSHA PANDITA has completed research projectentitled Recruitment and Selection under my supervision.To best of my

knowledge,the report consists of an empirical study conducted by my student.In

my opinion,the work is of requisite standard expected from an MBA student.

Mrs. Tarun Sahni


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CONTENTS

Sr. no. Contents

Chapter-1 Introduction of industry

Company profile

Chapter-2. Introduction of the project

Chapter-3. Research methodology

a)Objectives of the Study

b)Research Design

c)Scope of the Study

d)Data Collection

e)Sample SizeChapter-4. Analysis & Interpretation of Data

Chapter-5. Findings

Suggestions

Conclusions

Reference/Bibliography

Appendix(Questionnaire)


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INTRODUCTION

Recruitment & Selection-Theory & Practise

Meaning Of RecruitmentRecruitment which forms the basis for any organization forms an important part of HR function.

Attracting and retaining the right people is the cornerstone of an organization's success.

The key to successful recruitment is to strengthen your relationships with both the current and

the potential workforce. Rather than maintaining temporary relationships with those who could

fill one particular vacant position, the focus is keeping long-term relationships with people who

have the potential to work for your organization at some stage.

Recruitment and Selection allows management to determine and gradually modify the

behavioral characteristics and competences of the workforce.

Recruitment:

Potential candidates may come from an internal trawl of the organization, or from the

external job market. The latter are reached through channels such as recruitment advertising,

employment agencies, professional associations or word of mouth. The approach differs

according to the organization's resourcing philosophy:-

- Organizations with a strong culture are likely to seek malleable new employees at school-

leaving or graduate levels. More senior jobs are filled from the internal job market.

-Companies looking for the 'right' (best fit for the job) person however may rule out

internal applicants because they do not match the personnel specification prepared for the job.

Informal recruiting

Word-of-mouth applicants are likely to stay longer and may be more suitable.At senior levels the informal method known as 'headhunting' or executive search has become

common. Specialist consultancies aim to find 'outstanding' people to fill higher-paying jobs.

Whether they really are 'outstanding' is questionable.


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Formal recruiting

Equal opportunity demands equal access. This can only be achieved through public and open

recruitment. The likelihood of attracting 'suitable' applicants depends on the detail and specificity

of the recruitment advertisement or literature. Key factors such as salary, job title, career andtravel opportunities obviously influence response rates.

According to Edwin B. Flippo, Recruitment is the process of searching the candidates for

employment and stimulating them to apply for jobs in the organization. Recruitment is the

activity that links the employers and the job seekers.

- A process of finding and attracting capable applicants for employment. The process begins

when new recruits are sought and ends when their applications are submitted. The result is a pool

of applications from which new employees are selected.

- It is the process to discover sources of manpower to meet the requirement of staffing schedule

and to employ effective measures for attracting that manpower in adequate numbers to facilitate

effective selection of an efficient working force.

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 manager initiates an employee requisition for a

specific vacancy or an anticipated vacancy.


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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

Recruitment Process

The recruitment and selection is the major function of the human resource department and

recruitment process is the first step towards creating the competitive strength and the strategic

advantage for the organizations. Recruitment process involves a systematic procedure from

sourcing the candidates to arranging and conducting the interviews and requires many resources

and time. The recruitment process begins with the human resource department receiving

requisitions for recruitment from any department of the company. These contain:

Posts to be filled

Number of persons

Duties to be performed

Qualifications required

- Locating and developing the sources of required number and type of employees

(Advertising etc).

- Arranging the interviews with the selected candidates.

- Conducting the interview and decision making.


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1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews

and the decision making, conveying the decision and the appointment formalities.


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STEPS OF RECRUITMENTS

Step 1. Getting Approval to Search

Step 2. Appointing the Search Committee

Step 3. Developing Search Plan

Step 4. Advertising the Position

Step 5. Processing Applications

Step 6. Certifying the Applicant Pool

Step 7. Narrowing the Applicant Pool

Step 8. Interviewing the Finalists

Step 9. Getting Approval to Hire

Step 10. Preparing the Letter of Offer
http://www.cas.usf.edu/CASPR/steps/step1.htmlhttp://www.cas.usf.edu/CASPR/steps/step2.htmlhttp://www.cas.usf.edu/CASPR/steps/step3.htmlhttp://www.cas.usf.edu/CASPR/steps/step4.htmlhttp://www.cas.usf.edu/CASPR/steps/step4.htmlhttp://www.cas.usf.edu/CASPR/steps/step5.htmlhttp://www.cas.usf.edu/CASPR/steps/step6.htmlhttp://www.cas.usf.edu/CASPR/steps/step6.htmlhttp://www.cas.usf.edu/CASPR/steps/step7.htmlhttp://www.cas.usf.edu/CASPR/steps/step8.htmlhttp://www.cas.usf.edu/CASPR/steps/step9.htmlhttp://www.cas.usf.edu/CASPR/steps/step10.htmlhttp://www.cas.usf.edu/CASPR/steps/step10.htmlhttp://www.cas.usf.edu/CASPR/steps/step10.htmlhttp://www.cas.usf.edu/CASPR/steps/step9.htmlhttp://www.cas.usf.edu/CASPR/steps/step8.htmlhttp://www.cas.usf.edu/CASPR/steps/step7.htmlhttp://www.cas.usf.edu/CASPR/steps/step6.htmlhttp://www.cas.usf.edu/CASPR/steps/step5.htmlhttp://www.cas.usf.edu/CASPR/steps/step4.htmlhttp://www.cas.usf.edu/CASPR/steps/step3.htmlhttp://www.cas.usf.edu/CASPR/steps/step2.htmlhttp://www.cas.usf.edu/CASPR/steps/step1.html


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Recruitment Policy of a Company

In todays rapidly changing business environment, a well defined recruitment policy is necessary

for organizations to respond to its human resource requirements in time. Therefore, it is

important to have a clear and concise recruitment policy in place, which can be executed

effectively to recruit the best talent pool for the selection of the right candidate at the right place

quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A

clear and concise recruitment policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of

recruitment programme. It may involve organizational system to be developed for implementing

recruitment programmes and procedures by filling up vacancies with best qualified

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organization

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment


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A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organizational needs.


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Sources of Recruitment

Every organization has the option of choosing the candidates for its recruitment processes from

two kinds of sources: internal and external sources. The sources within the organization itself

(like transfer of employees from one department to other, promotions) to fill a position are

known as the internal sources of recruitment. Recruitment candidates from all the other sources

(like outsourcing agencies etc.) are known as the external sources of recruitment

SOURCES OF RECRUITMENT


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Recruitment is mainly carried out by two sources. One is the internal source & the other is the

External Source.

Internal Sources of Recruitment

Internal sources of recruitment are those options which are available to the recruiters or the

hiring managers within the organization. These are also considered as the more reliable sources.

The Internal Sources of Recruitment comprises of the following:

a. Internal Promotions

b. References

c. Ex-Employees

Internal PromotionMany a times the openings in a particular team can be filled in by

internal promotions or by way of lateral promotions within the organization. Internal Promotion

is mostly common in case of senior positions. Internal Promotions also helps to boost and nurture

talent within the organizations & motivates people. It also helps in cutting the recruitment cost of

the company.

Reference

Employee referrals is also one of the famously and commonly used tools for

recruitment by many organizations. Employee Referrals is also a reliable source as they are

candidates referred by the employees.

Ex-Employees Many organizations also consider their Ex-Employees who are willing to

join back the organization for an opening. Ex-employees are considered, as they are well aware

with the culture and working of the organization and hence less is needed to invest in them, with

regards to induction.


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External Sources of Recruitment

Since all the openings in any Organization cannot be filled by internal recruitment, the

Recruitment team also explores other options which are external to the organization.Organizations seek for external options for recruitment as it gives more scope n choice to the

hiring manager to hire the best person for the position.

External Sources of recruitment can be further classified into the below:

1. Job Portals

2. Consultants

3. Walk-Ins

4. Advertisements

Portals - Job portals is the latest of the tools used by recruiters to source candidates matching

to their requirements & with the required skill sets. Job Portals gives to the recruiters & hiring

managers to a large pool of candidates throughout the world. The various Job Portals used by the

organizations these days include, Naurki.com, Jobsahead.com, Monster.com, Timesjob.com etc.

Consultants - Consultants are a third party recruiter who sources the candidates for the given

openings and screens the profiles & the process it further to the HR department of the

organization. Consultants help reduce the burden of the recruitment team, for which they charge

consultant fees.

Walk-ins - Walk-in interviews are conducted by organizations in case of mass openings. In

case of Walk-in interviews, an advertisement is published in either newspapers or online on the

job portals intimating the candidates about the position. Candidates can then Walk-in for an

interview on the scheduled day of Interview. In case of Walk-in Interviews, there is no pre

screening done of the candidates. Walk-ins are mainly carried out in case of mass openings or for

junior level openings.

Advertisements - Advertising about a vacancy is the oldest for of recruitment.

Advertisements are either published in Newspapers or are posted on the Job Portals. Newspapers

were the old means of advertisements which is fast being replaced by Web Advertisements.

Advertisements as means is widely used as it reaches to the masses and helps in attracting the

desired pool of applicants.


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MCKENSYS 7S MODEL

Strategy

Skill

Staff

System

SHARE

VALUE

Style

Structure


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Explanation of Each Element

Strategy:-

Strategy is created to maintain and make competitive benefit over the competition.Structure:-

Structure is the way the organization is constructed and who report to whom.

System:-

In system the daily activities and events that staff members join into get the job done.

Shared value:-

Shared values are also called super ordinate goals. These values are the center values are the

center of the company that are evidence in the corporate culture and the general work.

Style:-

You have to adopt the style of leadership.

Staff:-

In staff employees and their general capabilities are included.

Skills:-

Skills are the actual skills of the employee who are working for the company.


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MCKENSYS 7S MODEL RELATING TO TATA MOTORS:-

STRUCTURE:-

Structure refers to the organization hierarchy, which provides information about who reportsto whom and how takes are divided and integrated.

Tata Motor has an organization structure that implies centralization of authority at the top

departmentalization of jobs.

Hierarchy of command, narrow span and intense division of labor, this type of structure

provides a well defined work setting to its employees.

RESPONSIBILITY OF TOP MANAGEMENT IN TATA MOTORS

Empowerment of people

Building excellence throughout the organization

Open and transport communication

Setting up of performance management system

Motivate the manager

FOLLOWING ARE THE DEPARTMENTS IN TATA MOTORS

Technical department

Production department

Human department

Material department

Finance department


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SKILLS

One of the impartment attributes or capability possesses by the organization are Skills. The term

skills include those characteristics or strength which whose most of the people uses to describethe company.

Tata Motors believe that human resource is the single largest factor responsible for more

effective utilization of all the other resource.

These are skills possessed by Tata Motors.

Communication skill and technical skills

Initiative

Interpersonal skills

Analytical skills

People Sensitivity

STYLE:-

It refer to the way of working and the reporting relationship. Style means how managercollectively spend their time and attention and how they used symbolic behavior. How the

management act its more important then what management Say. Management is a employee

oriented. The working of management is management is democratic in style.

Tata Motors the representative of workers takes active participation in all the managerial

activities where the interest of employee are involved. Functional heads takes the day today

decisions.

Whenever the dispute arises it will be settled at the stage through mutual discussions

between the management and employees.


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STRATEGY:-

It is a coherent set of actions aimed at suitable advantage over competition, improving positions

and allocating resources.

The main strategy is to ensure maxim utilization of available resources. For this purpose the

company believes in promoting from within the organization and thereby encourage its people to

strive for higher management stability. The set up also allows them to tae the advantage of

common pool of technical and marketing talent of the highest quality.

Tata adopts the following other strategy.

1. Adopts dynamic business strategy

2. Maintaining and improving quality

3. Business intelligence

4. Create innovative solution for the future

5. Long standing client relationship

SYSTEM:-

System refer to the organization methods that are used for the follow of information from one

department to other department. Tata has an adequate system of internal control designed to

provide reasonable assurance on the achievement of the objective relating to efficiency and

effectiveness of operation, reliability financial reporting. There is a system compliance to follow

rules and regulations and for safeguard of assets.


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STAFF:-

The company is accommodating various employees, the comprise of staff, workers and

trainees. The people in organization are very dedicated and work towards the improvements

of the organization.

SHARED VALUES :-

- Intensity to win

- Make customer successful

- Team, innovate, excel

Act with sensitivity

Respect for the individual

Thoughtful and responsible

Unyielding integrity

Delivering on commitments

Honesty and fairness in action


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Vision, Mission and Quality Policy

Vision

The vision statement of Tata Motors, Indias largest automobile company is to be Best in the

manner in which we operate , best in the product we deliver, and best in our value system and

ethics.

To evolve into a world class Indian car brand.

Mission

TATA Motors state, "Tata Motors is committed in letter and spirit to Corporate Social

Responsibility." Its Mission statement is To provide passenger vehicles that offer customer

exceptional value, and through this build a company that provide its share holders with superior

return, and is seen by society and other stakeholders as a valuable contributor to their

development.

- Shareholders:-

To consistently create shareholder value by generating returns in excess of weighted average cost

of capital (WACC) during the upturn and atleast equal to weighted average cost of capital during

the downturn of business cycle.

- Customer:-

To strengthen the Tata brand and create lasting relationships with the customers by working

closely with the business partners to provide the superior value for money over the life cycle


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- Employees:-

To create a seamless organization that incubates and promotes innovation, excellence and the

Tata core values.

- Vendor and Channel Partners:-

To foster a long term relationship so as to introduce a broad range of innovative products and

services that would benefit our customer and other stakeholders.

- Community:-

To proactively participate in reshaping the countrys economic growth, To tae a holistic

approach towards environment protection.

Quality Policy

We shall strive to deliver products to meet and exceed Customer expectations of Quality,

Delivery and Cost.Tata Motors is committed to maximizing customer satisfaction and strives to

achieve the goal of excellence by continual improvement through ongoing design and

development, manufacture and sale of reliable, safe, cost-effective, quality products and services

of international standards, by using environmentally sustainable technologies for improving

levels of efficiency and productivity within its plants and ancillaries.

Tata Motors has a commitment towards improving the quality of life of its employees, both

within and outside its plants and offices, through improved work practices and social welfare

schemes.


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SOURCES OF RECRUITMENT AT TATA MOTORS

Sources of Internal Recruitment

a.Reference-TATA MOTORS practice Reference as a source to gather pool of applicants.

Referred candidates are considered for interviews & employee referring the candidates are given

reference amount if the candidate is selected.

This helps to motivate the employees to refer candidates for the opening atTATA MOTORS

and also provide as helping hand to the recruitment team.

b. Internal Promotions - In case of any backfill opening, an attempt is first made to fill inthe position by way of internal promotion. Internal promotion is also considered in case of very

Senior level openings at TATA MOTORS.

c. Ex-EmployeesTATA MOTORS encourages taking up Ex-employees for any openings.

It maintains a record of all its Ex-employees.


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Sources of External Recruitment

a.Job Portals - At TATA MOTORS, the recruitment team has access to three job portals. This

includes the following:

1. Naukri.com

2. Monster.com

b.Walk-InsTATA MOTORS usually conducts scheduled interviews and hence the

frequency of conducting Walk-In Interviews is very low at TATA MOTORS.

c.AdvertisementsTATA MOTORS posts advertisements in Newspapers as well as on Job

portals. In Newspapers TATA MOTORS Job Opening advertisements are mainly published in

Hindustan Times . While with respect to Job Portals, TATA MOTORS posts advertisements on

Naukri & Monster.

d.Technical TestThe technical test which comprises of the Technical Panel evaluates the

candidate on the basis of their Technical knowledge pertaining to the opening. Since the

applicants are freshers, more emphasis is laid on strong theoretical knowledge about the

subjects.

d.HR Interview - Once a candidate is short listed in the Technical Round, he goes through

the HR Interview round. In this interview, the candidates are evaluated on the personality traits.

e.Offer/RejectBases on the feedback of both the Technical Interview as well as the HR

Interview, the candidate is either offered or rejected.


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WORK FLOW MODEL

STAMPING

WELDING

PAINTING

GENERAL ASSEMBLY

ENGINE

QUALITY

PRODUCTION CONTROL


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RECRUITMENT AND SELECTION CYCLE FLOW CHART

Manage Opening (New/Backfill)

The recruitment cycle in any Organization starts with a need to fill up a job opening. The Job

opening can either be for a new position or for a backfill (position created due to existing

employee leaving the organization).

Plan Strategy to fill position (Sourcing)

The second stage of the recruitment Cycle includes planning a strategy to fill in the opened

position. This can be done by various sources. Few of the commonly used means are as under:

-

Job Portals- Consultants

- Head Hunting

- Refferals

- Advertising (Print / Web)

- Walk-ins

The recruiters use a combination of these means to close upon a position.These sources enable

the recruiter to generate a pool of applicants for the job openings.

Scan Received Profiles

The received profiles are then scanned on the basis of the following criterias:

a. Education Qualification

b. Relevant experience

c. Required Skill sets

Once the CVs are scanned, the relevant CVs are then forwarded for the Technical round of

Interview.


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Technical Interviews

In the technical interview, a panel of two interviews the candidates and evaluates them on the

basis of their technical competency. The panel also evaluates the candidate on the basis on the

project requirement and against the role and requirement. Candidates who do not fit in are

rejected

Technical Interviews are usually conducted personally. If however the candidate is an Out

Stationed one, then the Interview is done over a telephone or through Video Conferencing.

HR Interview

After the candidate is short listed by technical panel he undergoes an Interview and Evaluation

by the HR recruiter on the following grounds:

a. Behavioural competencies

b. Overall suitability against requirement

If the candidate is found suitable, he is extended an offer, otherwise he is rejected.

Offer

Following are the offer procedure:

a. Salary details sent to the offered candidate

b. Negotations carried out

c. Final Offer letter sent

d. Offer accepted

e. Joining date confirmed

Accepting the Offer/ Joining

The recruitment & selection process ends with the candidate joining the organization.


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FACTORS AFFECTING RECRUITMENT

The recruitment function of the organisations is affected and governed by a mix of various

internal and external forces. The internal forces or factors are the factors that can be controlled

by the organisation. And the external factors are those factors which cannot be controlled by the

organisation. The internal and external forces affecting recruitment function of an organisation

are:

FACTORS AFFECTING RECRUITMENT


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RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:-

OUTSOURCING

In India, the HR processes are being outsourced from more than a decade now. A company may

draw required personnel from outsourcing firms. The outsourcing firms help the organisation bythe initial screening of the candidates according to the needs of the organisation and creating a

suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their

human resource pool by employing people for them and make available personnel to various

companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the

organisations for their services.

Advantages of outsourcing are:

- Company need not plan for human resources much in advance.

- Value creation, operational flexibility and competitive advantage

- turning the management's focus to strategic level processes of HRM

- Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

- Company can save a lot of its resources and time.


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E-RECRUITMENT.

Many big organizations use Internet as a source of recruitment. E- recruitment is the use of

technology to assist the recruitment process. They advertise job vacancies through worldwide

web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using

the Internet. Alternatively job seekers place their CVs in worldwide web, which can be

drawn by prospective employees depending upon their requirements.

Advantages of recruitment are:

Low cost

No intermediaries

Reduction in time for recruitment.

Recruitment of right type of people.

Efficiency of recruitment process.


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RECRUITMENT Vs SELECTION

Both recruitment and selection are the two phases of the employment process. The differences

between the two are:

1. Recruitment is the process of searching the candidates for employment and stimulating them

to apply for jobs in the organisation WHEREAS selection involves the series of steps by which

the candidates are screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the

selection of best candidates for the organisation, by attracting more and more employees to apply

in the organisation WHEREAS the basic purpose of selection process is to choose the right

candidate to fill the various positions in the organization.

3.Recruitment is a positive process i.e. encouraging more and more employees to apply

WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection

is concerned with selecting the most suitable candidate through various interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS selection results in a

contract of service between the employer and the selected employee known by previous job.


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RECRUITMENT STRATEGIES

Recruitment is of the most crucial roles of the human resource professionals. The level of

performance of and organisation depends on the effectiveness of its recruitment function.

Organisations have developed and follow recruitment strategies to hire the best talent for their

organisation and to utilize their resources optimally. A successful recruitment strategy should be

well planned and practical to attract more and good talent to apply in the organization.

For formulating an effective and successful recruitment strategy, the strategy should cover the

following elements:

1.Identifying and prioritizing jobs

Requirements keep arising at various levels in every organisation; it is almost a never-ending

process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify

the positions requiring immediate attention and action. To maintain the quality of the recruitment

activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or

focusing on key jobs first.

2.Candidates to target

The recruitment process can be effective only if the organisation completely understands the

requirements of the type of candidates that are required and will be beneficial for the

organisation. This covers the following parameters as well:

- Performance level required: Different strategies are required for focusing on hiring high

performers and average performers.

- Experience level required: the strategy should be clear as to what is the experience level

required by the organisation. The candidates experience can range from being a fresher

to experienced senior professionals.

- Category of the candidate: the strategy should clearly define the target candidate. He/she

can be from the same industry, different industry, unemployed, top performers of the

industry etc.


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3.Sources of recruitment

The strategy should define various sources (external and internal) of recruitment. Which are the

sources to be used and focused for the recruitment purposes for various positions. Employee

referral is one of the most effective sources of recruitment.

4.Trained recruiters

The recruitment professionals conducting the interviews and the other recruitment activities

should be well-trained and experienced to conduct the activities. They should also be aware of

the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and

selecting a candidate.

5.How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment process should be

planned in advance. Like the rounds of technical interviews, HR interviews, written tests,

psychometric tests etc


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HR CHALLENGES IN RECRUITMENT

Recruitment is a function that requires business perspective, expertise, ability to find and match

the best potential candidate for the organisation, diplomacy, marketing skills (as to sell theposition to the candidate) and wisdom to align the recruitment processes for the benefit of the

organisation. The HR professionalshandling the recruitment function of the organisation- are

constantly facing new challenges. The biggest challenge for such professionals is to source or

recruit the best people or potential candidate for the organisation.

In the last few years, the job market has undergone some fundamental changes in terms of

technologies, sources of recruitment, competition in the market etc. In an already saturated job

market, where the practices like poaching and raiding are gaining momentum, HR professionals

are constantly facing new challenges in one of their most important function- recruitment. They

have to face and conquer various challenges to find the best candidates for their organisations.

The major challenges faced by the HR in recruitment are:

Adaptability to globalizationThe HR professionals are expected and required to keep in

turn with the changing times, i.e. the changes taking place across the globe. HR should

maintain the timeliness of the process

Lack of motivation Recruitment is considered to be a thankless job. Even if the

organisation is achieving results, HR department or professionals are not thanked for

recruiting the right employees and performers.

Process analysis The immediacy and speed of the recruitment process are the main

concerns of the HR in recruitment. The process should be flexible, adaptive and

responsive to the immediate requirements. The recruitment process should also be cost

effective.

Strategic prioritization The emerging new systems are both an opportunity as well as a

challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks

to meet the changes in the market has become a challenge for the recruitment professionals.


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SELECTION

Selection is the process of carefully screening the candidates to choose the most suitable person

for the job vacancies to be filled. Under it qualifications, training, experience, and background of

applicant are evaluated in the light of job requirement. It divides the candidates into two

categories namely,

a) Those who are employed

b) Those who are to be rejected.

A formal definition of selection is as following:

It is the process of differentiating between applicants in order to identify (and hire) those with a

greater likelihood of success in a job.

Selection process assumes and rightly so, that there are more number of candidateactually selected candidates are made available through recruitment process.

BARRIERS TO EFFECTIVE SELECTIONThe main objectives of selection are to hire people having competence and commitment.

This objective is often defeated because of certain barriers. The impediments, which check

effectiveness of selection, are perception, fairness, validity, reliability and pressure.

Fairness:Fairness is selection requires that no individual should be discriminated against onthe basis of religion, region, race or gender. But the low numbers of women and other less-

privileged sections of the society in middle and senior management positions and open

discrimination on the basis of age in job advertisements and in the selection process wouldsuggest that all the efforts to minimize inequity have not been very effective.

Reliability:A reliable method is one that will produce consistent results when repeated insimilar situations. Like a validated test, a reliable test may fail to predict job performance with

precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives, friendsand peers to select particular candidates. Candidates selected because of compulsions areobviously not the rights ones. Appointments to public sector undertakings generally take place

under such pressures.


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SELECTION PROCEDEURE

The selection procedure is concerned with securing relevant information about an applicant. Thisinformation is secured in a number of steps and stages. The objective of selection process is to

determine whether an applicant needs the qualification for a specific job and to choose the

applicant who is most likely to perform in that job.

The hiring procedures not a single acts but it is essentially a series of methods or steps or stagesby which additional information is secured about the applicant. At each stage, facts may come to

light, which lead to the rejection of the applicant. A procedure may be considered to a series of

successive hurdles or barriers, which an applicant must cross.

These are indented as screens and they are designed to eliminate an unqualified applicant at anypoint in this process. That technique is known as the successive hurdle technique. Not all

selection process includes all these hurdles. The complexity of process usually increases with the

level and responsibility of the position to be fulfilled.

A well-organized selection procedure should be designed to select sustainable candidates for

various jobs. Each step in the selection process should help in getting more and more informationabout the candidate. There is no idle selection procedure appropriate for all cases.

Steps in the selection process:

Preliminary Screening Application Blank Employment Tests Selection Interview Medical or Physical Examination Checking Reference Final Approval

Preliminary Screening:This is essentially to check whether the candidate fulfills the minimum qualification. Thepreliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate.

The job seekers are received at the reception counter of the company. The receptionists or other

official interviews the candidates to determine whether he is worthwhile or the candidate to fillup the application blank. Candidates processin222222g the minimum qualification and having

some chances of being selected are given the prescribed application form known as application

blank.


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Application Blank:The candidates are required to give full information about their age, qualification, experience,

family background, aptitude and interests act in the application blank. The application blank

provides a written record about the candidate. The application form should be designed to obtain

all relevant information about thecandidates. All applications received from the candidates arecarefully scrutinized. After thescrutiny more suitable candidates among the applicants are short-

listed for written tests and others are rejected.

Employment Tests:Candidates are asked to appear for written or other tests. Tests have become popular screening

devices. These tests are based on the assumption that human traits and work behaviors can be

predicted by sampling, however tests are not fully reliable and they also involve time and money.

Test is more useful in identifying and eliminating unsuitable candidates therefore should be used

only as supplements rather than an independent technique of selection. The main types of testsare:

Intelligence tests Aptitude Test Interest Test Personality Test Dexterity Test

Selection Interview:It involves a face-to-face conversation between the employer and the candidate; the selector asks

a job related and general questions. The way in which a candidate responds to the question is

evaluated. The objectives of the interview are as following: To find out the candidates overall suitability for the job. To cross-check the information obtained through application blank and tests, and To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interview suffers from

several drawbacks:Firstly, it is a time consuming and expensive device. Secondly, it can test only the personality of

the candidate and not his skill for the job. Thirdly, the interviewer may not be an expert and may

fill to extract all relevant information from the candidate. Fourthly, the personal judgment or bias

of the interviewer may make the result of the interviews inaccurate.Interview should be properly conducted in a proper physical environment. The interview room

should be free from noise and interruptions. The environment should be confident and quite.

People generally talk freely and frankly when there is privacy and comfort. Therefore, candidatesshould be put at ease. The interviewer should pay full attention to what the candidates have to

say.


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Medical or Physical Examination:Candidates who are found suitable after interview are called for physical examination. A Panel

of doctors to insure that they are healthy and physically fit for the job does a medical check-up of

such candidates. A proper medical examination will also ensure that the candidates selected donot suffer from any serious desirouswhich may create problems in future.

Checking Reference:Generally, every candidate if required to state in the application form, the name and address of at

least two responsible persons who know him. The reference may not give their Frank opinion

unless promises made that in all information will be kept strictly confidential. Moreover theinformation given by them may be biased in the form of candidate.

Final Approval:The candidates who are found suitable after the medical check-up and background investigation

are formally appointed by issuing appointment letter to them. They are asked to join duty by the

specified date. No selection procedure is foolproof and the best way judge a person is by

observing him working on the job. Candidate who gives satisfactory during the probationaryperiod are made permanent.

CHAPTER 2

Company Profile

Tata Motors Limited is Indias largest automobile company, with consolidated revenues ofRs.1,23,133 crores (USD 27 billion) in 2010-11. It is the leader in commercial vehicles in each

segment, and among the top three in passenger vehicles with winning products in the compact,

midsize car and utility vehicle segments. The company is the world's fourth largest truck

manufacturer, and the world's third largest bus manufacturer.


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The company's 23,000 employees are guided by the vision to be "best in the manner in which we

operate, best in the products we deliver, and best in our value system and ethics."

Established in 1945, Tata Motors' presence indeed cuts across the length and breadth of India.

Over 4 million Tata vehicles ply on Indian roads, since the first rolled out in 1954. The

company's manufacturing base in India is spread across Jamshedpur (Jharkhand), Pune

(Maharashtra), Lucknow (Uttar Pradesh), Pantnagar (Uttarakhand) and Dharwad (Karnataka).

Following a strategic alliance with Fiat in 2005, it has set up an industrial joint venture with Fiat

Group Automobiles at Ranjangaon (Maharashtra) to produce both Fiat and Tata cars and Fiat

powertrains. The company is establishing a new plant at Sanand (Gujarat). The companys

dealership, sales, services and spare parts network comprises over 3500 touch points; Tata

Motors also distributes and markets Fiat branded cars in India.

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 an international automobile company.

Through subsidiaries and associate companies, Tata Motors has operations in the UK, South

Korea, Thailand and Spain. Among them is Jaguar Land Rover, a business comprising the two

iconic British brands that was acquired in 2008. In 2004, it acquired the Daewoo Commercial

Vehicles Company, South Korea's second largest truck maker. The rechristened Tata Daewoo

Commercial Vehicles Company has launched several new products in the Korean market, while

also exporting these products to several international markets. Today two-thirds of heavy

commercial vehicle exports out of South Korea are from Tata Daewoo. 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. Hispanos presence is being expanded in other

markets. In 2006, it formed a joint venture with the Brazil-based Marcopolo, a global leader in

body-building for buses and coaches to manufacture fully-built buses and coaches for India and

select international markets. In 2006, Tata Motors entered into joint venture with Thonburi

Automotive Assembly Plant Company of Thailand to manufacture and market the company's

pickup vehicles in Thailand. The new plant of Tata Motors (Thailand) has begun production of

the Xenon pickup truck, with the Xenon having been launched in Thailand in 2008.


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Tata Motors is also expanding its international 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, South East Asia, South Asia and South America. It

has franchisee/joint venture assembly operations in Kenya, Bangladesh, Ukraine, Russia and

Senegal.

The foundation of the company's growth over the last 50 years is a deep understanding of

economic stimuli and customer needs, and the ability to translate them into customer-desired

offerings through leading edge R&D. With over 2,000 engineers and scienti sts, the companys

Engineering Research Centre, established in 1966, has enabled pioneering technologies and

products. The company today has R&D centres in Pune, Jamshedpur, Lucknow, in India, and in

South Korea, Spain, and the UK. It was Tata Motors, which developed the first indigenouslydeveloped Light Commercial Vehicle, Indias first Sports Utility Vehicle and, in 1998, the Tata

Indica, India's first fully indigenous passenger car. Within two years of launch, Tata Indica

became India's largest selling car in its segment. In 2005, Tata Motors created a new segment by

launching the Tata Ace, Indias first indigenously developed mini-truck.

In January 2008, Tata Motors unveiled its People's Car, the Tata Nano, which India and the

world have been looking forward to. The Tata Nano has been subsequently launched, as planned,

in India in March 2009. A development, which signifies a first for the global automobile

industry, the Nano brings the comfort and safety of a car within the reach of thousands of

families. The standard version has been priced at Rs.100,000 (excluding VAT and transportation

cost).

Designed with a family in mind, it has a roomy passenger compartment with generous leg space

and head room. It can comfortably seat four persons. Its mono-volume design will set a new

benchmark among small cars. Its safety performance exceeds regulatory requirements in India.

Its tailpipe emission performance too exceeds regulatory requirements. In terms of overall

pollutants, it has a lower pollution level than two-wheelers being manufactured in India today.

The lean design strategy has helped minimise weight, which helps maximise performance per

unit of energy consumed and delivers high fuel efficiency. The high fuel efficiency also ensures


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that the car has low carbon dioxide emissions, thereby providing the twin benefits of an

affordable transportation solution with a low carbon footprint.

In May 2009, Tata Motors introduced ushered in a new era in the Indian automobile industry, in

keeping with its pioneering tradition, by unveiling its new range of world standard trucks. In

their power, speed, carrying capacity, operating economy and trims, they will introduce new

benchmarks in India and match the best in the world in performance at a lower life-cycle cost.

In June 2009, the exciting new range of premium luxury vehicles from Jaguar and Land Rover

were introduced for the Indian market. These include the Jaguar XF, XFR and XKR and Land

Rover Discovery 3, Range Rover Sport and Range Rover.

The years to come will see the introduction of several other innovative vehicles, all rooted in

emerging customer needs. Besides product development, R&D is also focussing on environment-

friendly technologies in emissions and alternative fuels.

Through its subsidiaries, the company is engaged in engineering and automotive solutions,

construction equipment manufacturing, automotive vehicle components manufacturing and

supply chain activities, machine tools and factory automation solutions, high-precision tooling

and plastic and electronic components for automotive and computer applications, and automotive

retailing and service operations.

True to the tradition 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 in

community and social initiatives on labour and environment standards in compliance with the

principles of the Global Compact. In accordance with this, it plays an active role in community

development, serving rural communities adjacent to its manufacturing locations.

With the foundation of its rich heritage, Tata Motors today is etching a refulgent future.

Milestones:-


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Indica- Indias first fully indigenous passenger car.

Sierra- Indias first sports utility vehicle launched in 1992.

Tata Motors acquires Daewoo Commercial Vehicle Company in 2004.

Tata Motors gets listed on the NYSE in 2004. Acquisition of Jaguar and Land Rover in

2008.

Founder Jamshedji Tata

Year of Establishment 1945

Industry Automotive

Business Group The Tata Group

Listings & its codes BSE - Code: 500570

NSE - Code: TELCO & TATAMOTORS

NYSE - Code: TTM

Corporate Office Bombay House

24, Homi Mody Street

Mumbai 400 001, India

Tel.: +(91)-(22)-56561676

Works Jamshedpur, Pune, Lucknow and Dharwad

E-mail [email protected]

[email protected] (for international inquiries)


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Website www.tatamotors.com

www.tata.com/tata_motors

MILESTONE

Tata Motors owes its leading position in the Indian automobile industry to its strong focus on

indigenisation. This focus has driven the Company to set up world-class manufacturing units

with state-of-the-art technology. Every stage of product evolution-design, development,

manufacturing, assembly and quality control, is carried out meticulously. Our manufacturing

plants are situated at Jamshedpur in the East,Pune and Sanand in the West and Lucknow and

Pantnagar in the North.

Jamshedpur

Established in 1945, the Jamshedpur unit was the Company's first unit and is spread over an area of 822 acres. It

consists of four major divisions - Truck Factory, Engine Factory, Cab & Cowl Factories. The divestments in March

2000 hived off the Axle and Engine plants into independent subsidiaries viz. HVAL & HVTL, respectively.

The Truck Division boasts of two assembly lines. The main assembly line, measuring 180 m in length has 20 work

stations with a vehicle rolling out every 8 minutes. The other line is dedicated to special purpose vehicles and for

meeting the requirements of the Indian Army. The uniqueness of the Factory lies in its possession of

Advanced facilities for manufacturing long members comprising of a set-up of 5000

Tones Hydraulic press line, cut-to-length line for strip preparation purchased from M/s

Kohler of Germany and a Camber Correction line.

Facility for hot forming of axle halves with a 3000 tone press and heating furnace.

Flexibility in manufacturing frames with an off line Proto-typing facility.

The Cab & Cowl Factory is equipped with state-of-art facilities like Centralized Paint Shop and

Automated painting set up, Robot painting, BIW Fabrication of day & sleeper cabs for trucks,


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Articulates (Tractor/ Trailer), BIW Fabrication of Cowls for buses, and other miscellaneous

applications.

The fully equipped Foundry, that the unit is supported by, supplies high-grade SG Iron castings

for automobile components and excavators, and is rated as one of the cleaner, better and highly

automated foundries in the world. It has an annual capacity of 42,000 MT of Good castings and

makes, both, Gey and SG cast Iron casting. It manufactures all critical automobile castings e.g.

Cylinder Block, Cylinder Head etc. It has a sophisticated Kunkel Wagner High Pressure

Moulding line of a rated production capacity of 90 moulds/ hour. This is supported by a sand

cooler and sand mixer from Kunkel Wagner. Its melting shop has Medium Frequency Induction

Furnaces for melting and Channel Furnaces for holding. The pouring is done by a Channel Press

Pour coupled with a Steam Inoculation Dispenser. The core shop has a state-of-the-art Cold BoxMachine, making four cores per minute. It has elaborate sand and metallurgical laboratories. In

1993 the foundry was ISO 9002 certified by the Bureau Veritas Quality International, which was

later followed by the more stringent QS 9000 certification from the BVQI in the year 2000.

Currently it is certified as TS: 16949 by BVC.

The Engine Factory is responsible for the in-house manufacture of Tata 697/497 Naturally

Aspirated and Turbo Charged engines, and the 6B series engines manufactured at Tata

Cummins.

As one of the most modern forging set-ups in the Country, the Forge Division is equipped with a

semi-automated forging line with 40,000 mkg Beche Hammer and state-of-the-art presses from

Kurimoto of Japan. It produces critical forgings like crankshafts, front axle beams and steering

parts for the automobile plant. The new forging line, installed in April 1984, has the capacity to

forge front axle beams at 90 sec per piece and crankshafts at 120 sec per piece. Mechanical

presses help produce a variety of heavy forgings. The sophisticated FIDIA digit 165 CC Graphite

Milling Machine links shop floor machines to the design workstation. The Forge has been

certified as ISO 9002 and QS 9000 by the BVQI.

HV Axles Ltd., a wholly owned subsidiary of Tata Motors, is currently the market leader in

medium and heavy commercial vehicles axles in India with an installed capacity of over two


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lakh axles per annum. The Company's product range includes Front Steer axles- both live and

normal, Rear Drive axles and dummy/ trailer axles. It is currently the sole suppliers of M&HCV

axles to the Jamshedpur and Lucknow plants of Tata Motors.

HVAL has state-of-the-art manufacturing facilities for making all major Axles components such

as Front Axle Beam, Stub Axles, Front & Rear Wheel Hubs, Differential, Axle Gears (Crown

Wheel, Pinion, Bevel Gear & Shaft Gear), Banjo Axle Beam, Swivel Heads, Constant Velocity

Shafts etc. For being in the forefront of cutting edge technology, HVAL has proven skills in

manufacturing axles from component level to assembly & testing. As a TS 16949 company,

HVAL encourages and continuously supports its vendor base to upgrade their Quality

Management System to TS 16949.

HVTL was established on 13th March 2000 as a major subsidiary of Tata Motors by taking over

operations of Tata Motors' erstwhile Gearbox Division. It is a leading manufacturer of

automotive transmissions, components and engineering applications for a wide range of medium

and heavy commercial vehicles. The Company has a capacity of producing 94,000 gearboxes per

year which is being enhanced to a capacity of 120,000 Gearboxes per year. It provides products

and services of superior quality, matching with the current economic and business trends in

medium and heavy commercial vehicle markets. The Quality System of HVTL is certified under

ISO/ TS-16949. In the environmental and safety front, it was ISO 14001 certified in 2004 and

OHSAAS-18001 certified in 1999.

While making technological advancements, the social responsibilities are also taken up seriously.

Tata Motors, Jamshedpur, plays an active role in serving rural communities surrounding its

Works through various community centres. While striving to create a culture for self-help

amongst the local populace, it has made significant progress in community and social forestry,

sustainable development of wastelands, road construction, rural health and education,

development of rural industries, water supply and family planning. A signatory to the UN Global

Pact, it also takes various initiatives in human rights protection, labour standards, environmental


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issues, modern effluent treatment facilities, sanitation drives, soil and water conservation

programmes, tree plantation drives, etc

Pune

The Pune unit is spread over two geographical regions- Pimpri (800 acres) and Chinchwad (130

acres). It was established in 1966 and has a Production Engineering Division, which has one of

the most versatile tool making facilities in the Indian sub-continent. It houses a Vehicle

manufacturing complex which is one of the most integrated automotive manufacturing centres in

the Country producing a large variety of individual items and aggregates. It is engaged in the

design and manufacture of sophisticated press tools, jigs, fixtures, gauges, metal pattern and

special tools, as well as models for the development of new ranges of automobile products. Its

capabilities have enabled Tata Motors to introduce new products and improve existing ones

without resorting to imports of dies or fixtures.

Over the years, this division has developed expertise in design and manufacture of automated

dies, fixtures and welding equipment. Its large design group is fully conversant with state-of-the-

art CAD facilities and manufacturing facilities comprising of light and heavy CNC machine

shops, jigs boring room, plastic template shop, wood pattern and model pattern shop, five axis

precision machine tools and laser control machines. To cope with such a diverse range, four

assembly lines have been established, one each for MCVs and HCVs, LCVs, Utility vehicles and

one for Passenger Cars (Indica and Indigo).

The Passenger Car Division in 'K' block executes the entire process of car manufacture over five

shops - the engine shop, the transmission shop, press and body shops, paint shop and the trim and

final assembly shop. The shops are fully automated ensuring that there is minimal chance for

error in the manufacturing processes.

After the car is completely assembled, it goes through several checks like wheel alignment,

sideslip test, brake test, shower test, and a short test run before it is ready for dispatch. All


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systems such as materials management, maintenance and other activities are computerized,

enabling smooth operations and minimum inventory needs.

The Electronics Division is engaged in the production of a wide variety of Machine Tool

Controllers, PLCs, Test rig instrumentation, Servomotors, Proximity Switches. In addition, it has

developed a number of components such as flashers, horns, timers that are used in Tata Motors'

vehicles.

Industry experts rate the fully automated Foundries at Chinchwad and Maval among the best,

worldwide. The Iron Foundry at Chinchwad produced 37,000 Tons of high precision castings in

2006-07 while the Iron Foundry at Maval produced 14000 Tons of spheroidal Iron castings in

2006-07. These include Cylinder Blocks, Cylinder Heads, Gear Box Housing, etc. To dispense

with the need for outsourcing, an Aluminium Foundry with an annual capacity of 3,300 tonnes

has been established.

Lucknow

Tata Motors Lucknow is one of the youngest production facilities among all the Tata Motors

locations and was established in 1992 to meet the demand for Commercial Vehicles in the Indian

market. The state-of-the-art plant is strongly backed by an Engineering Research Centre and

Service set-up to support with latest technology and cater to the complexities of automobile

manufacturing. Fully Built Vehicle business, which is one of the fast growing areas of our

business, is also established in Lucknow.

Our plant, rolls out commercial vehicles and is specialised in the designing and manufacturing of

a range of modern buses which includes Low-floor, Ultra Low-floor, CNG & RE Buses.

The Lucknow facility also specialises in manufacturing HCBS (High capacity Bus System)

buses.

In light of Companys aggressive growth plans, we are currently in expansion phase and

production at Lucknow would grow many-fold in near future. The expansion shall be in the areas

of painting, welding, vehicle assembly & testing and utility services, driven by latest technology.


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To achieve these plans we invite people who have good Technical Knowledge, seek Challenging

Opportunities and have a Drive for Engineering Excellence to come and partner us in our

journey

Patnagar

The Company has set up a plant for its mini-truck Ace and the passenger carrier Magic (based on

the Ace platform) at Pantnagar in Uttarakhand. The plant began commercial production in

August 2007. This is the company's fourth plant, after Jamshedpur (commercial vehicles), Pune

(commercial vehicles and passenger vehicles) and Lucknow (commercial vehicles). The plant is

spread over 953 acres, of which 337 acres is occupied by the vendor park.

State-of-the-art facilities include weld shops, paint shops, engine and gear box shops and

assembly lines. The Company has invested over Rs.1000 crores in the plant. Vendors for the

vehicle have made additional investments to set up their plants in the vendor park adjoining the

plant. The operation has generated about 7500 direct and indirect jobs in the plant, among

vendors and service providers in the area.

Sanand

Tata Motors plant for the Tata Nano at Sanand, in Ahmedabad district of Gujarat, marks the

culmination of the Companys goal of making the Tata Nano available to hundreds of thousands

of families, desirous of the car a safe, affordable and environmental friendly mode of transport.

The capacity of the plant, to begin with, will be 250,000 cars per year to be achieved in phases,

and with some balancing is expandable up to 350,000 cars per year. Provision for further

capacity expansion has also been incorporated in this location.

Built in a record time of 14 months starting November 2008, the integrated facility comprises

Tata Motors own plant, spread over 725 acres, and an adjacent vendor park, spread over 375

acres, to house key component manufacturers for the Tata Nano.

In line with latest world-class manufacturing practices, the Tata Nano plant has been equipped

with state-of-the-art equipment. They include sophisticated robotics and high speed production


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CHAPTER 3

RESEARCH METHODOLOGY

It is having a very broad concept. It is a way to systematically solve the research problem. In it

we study the various steps that are generally adopted by a researcher in studying his research

problem along with the logic behind them.

It includes the research methods/techniques as well as its methodology.

Thus when we talk of research methodology we not only talk of research methods but also

consider the logic behind the methods we use in the context of our research study and explain

why we are using a particular methods or techniques and why we are not using others. So that

research results are capable of being evaluated either by research himself or by others.The method of the research used here is descriptive

Descriptive research includes surveys and fact finding enquiries of different kinds.

It is used to portray accurately the characteristics of a particular individual, situation or a group.

This research include survey and fact finding enquiries of different kind. Basic purpose of this

type of research is that it describes the state of affairs in current scenario. It is being generally

used in social science and business research. This study is also termed as ex post facto Main

characteristic of method are that research has no control over the variables he can only report

what happening.

Here in descriptive research we have prepared questionnaire and done surveys of different

individuals.

COLLECTION OF DATA


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In dealing with any real life problem, it is often found that data at hand are inadequate and hence,

it becomes necessary to collect data that are appropriate.

The task of data collection begins after a research problem has been defined and research design

has been formulated.

There are several ways of collecting the appropriate data which differ considerably in the context

of monetary cost, time and other resources, so it becomes necessary to collect data in a manner

which is appropriate.

While deciding about the method of data collection to be used for the study, the researcher

should keep in mind two types of data viz

Primary

Secondary

Primary data are those which are collected afresh and for the first time and thus happen to be

original in character.

The secondary data are those which have already been collected by someone else which have

already been passed through statistical process.

FORMAL INFORMATION SOURCES

These are the source of information which are authentic and reliable, obtained though proper

channel in the organization by adhering to a systematic and structured procedure.

For example

Through company manuals, journal, brochures and other published material like balanced

sheet, annuals report etc.

Questionnaire

Personal interview and mails.

Through the company person.

INFORMAL INFORMATION SOURCES


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These are the sources of information which are obtained through our interpersonal relationship

with the employees of company.

For example

Employees of same department

External persons.

Primary data

Data which is collected for the first come for a specific purpose is generally known as primary

data.

For example

Personal interview and mails

Questionnaire

Telephone enquiry

Feedback form

Secondary data

Data which is collected for some other purpose but which can be used either partially or fully for

the present study is known as secondary data.

For example

Published article

Internet

Annual report of company like annuals sales report, annual H.R. report etc.

Here in my research I have used both the primary as well as secondary data for research topic.

Primary data that I have used is the structured questionnaire.

I have designed a structured questionnaire as they are simple to administer and relatively

inexpensive to analyze Provision of alternative replies, helps to understand the meaning of


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questions clearly. There were dichotomous as well as multiple choice questions. The data was

collected by conducting personal interview of respondents with the help of questionnaire.

Along with the primary data obtained through use of questionnaire. I have used secondary data

from various sources like financial websites, business magazines, newspapers, journals etc.

STEPS OF METHODOLOGY

Interpretation

Analysis of Data

Presentation of Data

Organising the Data

Collection Of Data


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LIMITATIONS

As nothing is perfect except the effort. This study too has its limitations that limit the

applicability and validity of the study. The limitations that limit the effectiveness of the research

are like:

TIME- Foremost of all the constraints was the limited time. The time to do the research was

limited. So, present study is the result of whatever efforts I could put in within the time limit.

LIMITED RESOURCES-Monetary and other resources were limited so I could do the

research in the specific regions of Haryana only, no other state could be covered.

BIASNESS-The study sought the opinions of the respondents and opinions have all the chances

to be biased.

LIMITED VALIDITY-The business environment factors and variables underlying the study

belong to a very dynamic category.

Inexperience trainee is also the limitation of the study.

Limitations of subjectivity of respondents involved in the study.

Analysis is only a means not an end. The analysis has been done on the basis of my own

interpretations and up to my best knowledge but every analyst has his/her own interpretations

and suggestions.

SIGNIFICANCE OF STUDY

1. The scope of the study is very wide.

2. Different-2 researchers have given their points on this problem.

3. It helps in reducing the turnover of employees in the organization.


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4. With the help of this study it is very easy to know the perception of employees regarding

satisfaction by the organizations system.

5. After going through the factors regarding satisfaction it seems to look after its development

for the over all development of the organization.

6. This is also helpful for the organization as well as for the betterment of the employees in the

organization.

CHAPTER 4

DATA ANALYSIS AND

INTERPRETATION

ANALYSIS OF DATA


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The data after collection has to be processed and analyzed in accordance with the outline laid

down for the purpose at the time of developing the research plan.

Here the data I have collected through survey it needs editing, coding, classifying and tabulation.

There are many steps involved in processing and analyses of data. These are as follows:

1. Totaling of all the survey conducted for temporary, permanent and staff employee separately.

2. Calculating the number of employees giving the same answers for the question having

different options available for questions (Separately for temporaries, permanents and staff)

3. Calculating the percentage of each question having different answers provided by different

employees.

4. Now prepare the pie chart for these questions for the all questions included in survey having

dichotomous as well as multiple choice questions separately(for temporaries, permanents and

staff)


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Manpower Planning

1. Does your company make forecast of future manpower planning

requirement?

S.NO. OPINION NO. OF

RESPONDENT

PERCENTAGE

1. Yes 30 100%

2. No 0 0%

100% people said that the company makes forecast of future manpower forecastin

Manpower Forcasting

100%

0%

Yes

No


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2. If yes, then please specify the time period(s) for which the estimates are

made?


RESPONDENT

PERCENTAGE

1. 0-2years 9 30%

2. 2-3years 6 20%

3. 3-4years 9 30%

4. 4&above

years

6 20%

20% people said that the company specify 0-2 year for making estimation of

forecasting.

30% people said that the company specifies 2-3 years for making estimation.

Time Period for Estimate

30%

20%30%

20% 0-2years

2-3years

3-4years

4&above years


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30% people said that the company specifies 3-4 years for making the estimation

of forecasting.

20% people said that the company specifies 4 & above time period for making

forecasting.

3. What do you suggest should be the basis of forecasting?


RESPONDENT

PERCENTAGE

1. Total cost of the

project

6 20%

2. Past experience 12 40%

3. Different phases

of the project

9 30%

4. All of the above 3 10%


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20% people said that their company forecast on the bases of Total cost of the

project.

40% people said that the company forecast on the bases of past experiences.

30% people said that the company forecast on the bases of the Different phases

of the project.

10% people said that the company forecast on the bases on of the above.

Recruitment Policy

Basic Forcasting

20%

40%

30%

10%

Total cos t of the

project

Past experience

Different phases of

the project

All of the above


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4. Does your organization plan the recruitment policy?


RESPONDENT

PERCENTAGE

1. Yes 30 100%

2. No 0 0%

100% people said that the plan the requirement policy.

Written Recriutment Policy

100%

0%

Yes

No


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5. Do you think the present recruitment policy is helpful in achieving the

goals of the company?


RESPONDENT

PERCENTAGE

1. Yes 15 50%

2. No 6 20%

3. To some extent 9 30%

50% people said that the companys recruitment policy is helpful in achieving

the goals.

Recruitment Policy

50%

20%

30%Yes

No

To some extent


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20% people said that the companys recruitment policy is not helpful in

achieving the goals.

30% people said that the companys recruitment policy is helpful to some

extent in achieving the goals.

6. Does the companys recruitment policy enable to identify

the following areas?


RESPONDENT

PERCENTAGE

1. Recruitment needs

of the organization

6 20%

2. Preferred sources

of recruitment

9 30%

3. Appropriate criteria

for selection

9 30%

4. Identification of the

cost of recruitment

6 20%


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20% people said that the companys recruitment policy enables to identify the

recruitment needs of the company.


preferred sources of recruitment.


appropriate criteria for selection.


identification of cost of recruitment.

Recruitment Policy

20%

30%30%

20%

Recruitment needs of

the organization

Preferred sources ofrecruitment

Appropriate criteria for

selection

Identification of the cost

of recruitment


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7. Through which source your organizations recruit the employees?


RESPONDENT

PERCENTAGE

1. Internally 6 20%

2. Externally 18 60%

3. Both 6 20%

20% people said that the company recruits the employee from the internal

sources.


20%

60%

20%

Internally

Externally

Both


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60% people said that the company recruits the employee from the external

sources.

20% people said that the company recruits the employee from the both sources.

8. Which of the following external sources you choose for the

recruitment of the employees?


RESPONDENT

PER

1. Employee Exchange

Consultant

6 20%

2. Private Employee

Agencies

6 20%

3. Advertisement 3 10%

4. Internet 12 40%

5. Any other 3 10%


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20% people said that the company uses the employee exchange consultants.

20% people said that the company uses private employment agencies.

10% people said that the company uses the advertisement method.

40% people said that the company uses the Internet method.

10% people said that the company uses the any other way.

Latest Techniques of Recruitment

9. Does your organization recruit employees through latest method

of recruitment through Internet?


RESPONDENT

PERCENTAGE

External Sources

20%

20%

10%

40%

10%

Employee ExchangeConsultant

Private EmployeeAgencies

Advertisement

Internet

Any other


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1. Yes 30 100%

2. No 0 0%

100% people said that the company uses the latest method of recruitment.

Latest Reqruitment Policy

100%

0%

Yes

No


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10.If yes then the company use own web site for this purpose.


RESPONDENT

PERCENTAGE

1. Yes 27 90%

2. No 3 10%

90% people said that the company uses his own web site for recruitment.

10% people said that the company not uses his own web site.

Use Own Web Site

90%

10%

Yes

No


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11. Does your company hire the service portal?


RESPONDENT

PERCENTAGE

1. Yes 18 60%

2. No 12 40%

60% people said that the company hire service portal.

40% people said the company not hires the service portal.

Hire some Other Portal

60%

40%

Yes

No


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12. If yes, which service portal your organization has hired?


RESPONDENT

PERCENTAGE

1. Naukri.com 12 40%

2. Timesjob.com 6 20%

3. Jobesahead.com 6 20%

4. Any other 6 20%

40% people said that the company hires the naukari.com.

20% people said that the company uses the timesjob.com.

service Portal

40%

20%

20%

20% naukri.com

timesjob.com

jobesahead.com

Any other

8/3/2019 Summe

Documents

Summer Training Project on Aimt