About the Organization
Tata Marcopolo Motors, a joint venture between Tata Motors and Brazilian bus
manufacturer Marcopolo, has begun commercial production at the Dharwad bus
manufacturing facility in Karnataka, India.
According to the company, the plant will produce a range of buses. The range, to be
marketed under the Starbus and Globus brands, includes 16 to 54-seater standard
buses, 18 and 45-seater luxury buses, luxury coaches and low-floor city buses.
The plant will have a capacity to produce 30,000 units a year, to be achieved in
phases. In 2009-10, the first full year of operation, production can be up to 15,000
units. The joint venture has already invested about INR2 billion. The plant, at full
capacity, will generate over 6,500 direct jobs.
The Chairman of Tata Motors, Mr. Ratan N. Tata, said: “The rapidly expanding and
improving road network, connecting cities and also rural areas, is expected to
substantially grow passenger transport. The joint venture with Marcopolo, which is
one of the largest bus body builders, will enable Tata Motors to successfully address
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the growing demand in India, as well as relevant markets abroad.”
The Chairman of Marcopolo, Mr. Paulo Bellini, said: “Marcopolo's buses and
coaches have a strong presence in Latin America, and overseas markets. The joint
venture with Tata Motors will help us extend our presence in the high-potential
markets of India and also other mutually agreed countries, which we can jointly
develop.”
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Tata Motors Limited is India's largest automobile company, with consolidated
revenues of Rs. 92,519 crores (USD 20 billion) in 2009-10. 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 second largest bus manufacturer.
The company's 24,000 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 5.9 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
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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 company's 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
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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, and
subsequently the remaining stake in 2009. Hispano's presence is being expanded
in other markets. In 2006, Tata Motors 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.
Tata Motors is also expanding its international footprint, established through
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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, Senegal and South Africa.
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 3,000
engineers and scientists, the company's Engineering Research Centre, established
in 1966, has enabled pioneering technologies and products. The company today
has R&D centres in Pune, Jamshedpur, Lucknow, Dharwad in India, and in South
Korea, Spain, and the UK. 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
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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 minimize
weight, which helps maximize performance per unit of energy consumed and
delivers high fuel efficiency. The high fuel efficiency also ensures 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 called Prima. 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.
Tata Motors is equally focused on environment-friendly technologies in
emissions and alternative fuels. . It has developed electric and hybrid vehicles
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both for personal and public transportation. It has also been implementing several
environment-friendly technologies in manufacturing processes, significantly
enhancing resource conservation
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.
Tata Motors is committed to improving the quality of life of communities by
working on four thrust areas – employability, education, health and environment.
support on education and employability is focused on youth and women. They
range from schools to technical education institutes to actual facilitation of income
generation. In health, our intervention is in both preventive and curative health
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care. The goal of environment protection is achieved through tree plantation,
conserving water and creating new water bodies and, last but not the least, by
introducing appropriate technologies in our vehicles and operations for constantly
enhancing environment care. With the foundation of its rich heritage, Tata Motors
today is etching a refulgent future.
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MISSION OF TMML
To consistently create shareholder value by increasing the share value of
the company and also increasing the market share of the company.
To become the leader in the market of bus body building in India and
also other countries the supply exists.
To increase the market share of the company in India so as to capture the
market.
To continuously innovate in order gain competitive advantage over its
competitors in the market.
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VISION OF TMML
To be a world class corporate furthering the interests of all its stakeholders and to
become a leader in LCV, MCV and HCV body building creation value for the
shareholders.
Tata Motors, Marcopolo to form JV
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To manufacture fully built buses and coaches
1) New plant to go on stream in a year's time
2) Total investment envisaged at Rs. 150-200 chore
JOINS HANDS: Tata Motors Chairman, Rotan Tata (right), and Marcopolo (Brazil)
Chairman, Paulo Bellini, at the signing of the joint venture agreement between the
two companies in Mumbai
MUMBAI: Tata Motors and Marcopolo, the Brazil-based global leader in body-
building for buses and coaches, have announced a joint venture company in India to
make and assemble fully-built buses and coaches.
The joint venture, in which Tata Motors will have 51 per cent equity and Marcopolo
49 per cent, will set up a new manufacturing facility. The total investment is to the
tune of Ross. 150-200 crones.
It will go on stream in a year's time and will have an initial capacity of 7,000 units
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annually, which will be increased in a modular manner. The joint venture will
produce a variety of buses including 16 to 54-seater standard buses, 18 and 45-seater
luxury buses, luxury coaches, and low-floor city buses. The joint will also explore
emerging opportunities in the Bus Rapid Transit System.
The joint venture will take the help with technology and expertise in chassis and
aggregates from Tata Motors, and expertise and know-how in processes and systems
for bodybuilding and bus body design from Marcopolo.
Both companies will actively participate in the management. The buses will conform
to international standards in quality and safety and will be marketed in India and also
in all Tata Motors focused markets globally.
Rotan Tata, Chairman, Tata Motors, said, "The rapidly expanding and improving
road network, connecting cities and also rural areas, is expected to substantially grow
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passenger transport. The joint venture with Marcopolo will enable Tata Motors to
successfully address the growing demand in India, as well as relevant markets
abroad.''
Earlier, Tata Motors acquired the Daewoo Commercial Vehicles Company, Korea
for trucks in 2004 and in 2005 it acquired a 21 per cent stake in Hispano Caracaras
,
the Spanish bus and Coach Manufacturer. The joint venture with Hispano is for
higher-end vehicles, while with Marcopolo, it will make medium range vehicles.
Mumbai, May 5: Indian auto major Tata Motors has entered into a joint venture
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with Brazil's Marcopolo, one of the world’s largest bus manufacturers, to set up a
new plant in India to manufacture and assemble fully built buses and coaches with an
investment of Rs 150 - 200 crore. Tata Motors will hold 51% stake in the company,
while Marcopolo the rest 49%.
The joint venture company would have an initial capacity to manufacture 7,000
vehicles a year, which would be raised in a modular manner over the next few years.
It will also explore emerging opportunities in bus rapid transit system.
In a statement here on Friday, Tata Motors chairman Ratan Tata said, "The joint
venture with Marcopolo will enable Tata Motors to successfully address the growing
demand in India, as well as relevant markets abroad."
Analysts feel the joint venture would enable Tata Motors to make their presence felt
overseas and to strengthen its heavy segment in India. "The core strategy of Tata
Motors would be to target the export markets, especially the Middle East, which was
on their radar for quite some time," said HC Raveendra of KR Choksey.
The joint venture would combine Tata Motors’ technology and expertise in chassis
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and aggregates and Marcopolo’s expertise and know-how in processes and systems
for bodybuilding and bus body design, the release said.
"Marcopolo's buses and coaches have a strong presence in Latin America, and the
overseas markets. The joint venture with Tata Motors will help us extend our
presence in the high-potential markets of India and also other mutually agreed
countries, which we can jointly develop," said Marcopolo chairman Paulo Bellini. At
present, Marcopolo has manufacturing plants in Brazil, Portugal, Argentina, Mexico,
Colombia and South Africa.
Analysts also feel that the JV is also an indication of Tata Motors’ aggressive global
ambition. Autocar Editor Hormazd Sorabjee said, "Tata Motors' typical strategy has
been to get into more acquisitions and JVs."
In 2005, the company had acquired 21% stake in Spanish bus maker Hispano
Carrocera with an option to buy 100%, while in 2004, it bought South Korea's
Daewoo Commercial Vehicle Company. "More acquisitions by Tata Motors is
expected soon and it would surely impact Volvo’s market share in India as well as
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overseas", Mr Sorabjee added.
Organizational Hierarchy
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A hierarchical organization is an organizational structure where every entity in the
organization, except one, is subordinates to a single other entity. This arrangement is a
form of a hierarchy. In an organization, the hierarchy usually consists of a
singular/group of power at the top with subsequent levels of power beneath them. This is
the dominant mode of organization among large organizations; most corporations,
governments, and organized religions are hierarchical organizations with different levels
of management, power or authority. For example, the broad, top-level overview of the
general organization of the Catholic Church consists of the Pope, then the Cardinals,
then the Archbishops, and so on.
Organizational Hierarchy of TMML
TMML has following 4 levels in the organization hierarchy in the order to seniority:
L1, L2, L3 & L4.
The employee in L1 level will be designated as Head. There will be three groups in
L1 level, starting from L1-I to L1-III.
The employees in L2 level will be designated as Team Manager. There will be five
sub groups in L2 level, starting from L2-I to L2-V.
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The employees in L3 level will be designated as Team Leader or Line Leader. There
will be five sub groups in L3 level, starting from L3-I to L3-V.
The employee in L4 level will be designated as Associates. There will be five sub
groups in L4 level, starting from L4-I to L4-V.
Organizational Structure
An organizational structure is a description of the types of coordination used to
organize the actions of individuals and departments that contribute to achieving a
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common aim. Many organizations have hierarchical structures, but not all,
responsibilities, authorities and relations organized in such a way as to enable the
organization to perform its functions.
Importance of Organization Structure
Organizational structure involves how a business organizes, categorizes and
delegates tasks to achieve a specific goal. A company's organizational structure
determines how business decisions are made and implemented at all levels of the
business.
1. An organizational chart shows how departments, divisions and various levels
of an organization interact with one another. Organizational charts are
expressed as a visual illustration or outline.
2. An important purpose of organizational structure is to identify who's involved
in the decision-making process and how those decisions are actualized.
3. Organizational structure plays a role in determining how a structure distributes
authority throughout an organization. Important factors must be addressed for
an organization to effectively pursue a goal, such as whether subordinates are
involved in the decision-making or if that is reserved for a few main authority
figures within the departments.
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4. Organizational structure defines how specific tasks and activities are assigned
to their functional departments. For example, sale representatives may be
grouped within a sales department or division.
5. Span of control defines the number of employees over whom a manager
exercises authority.
Organizational Structure of TMML
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MARCOPOLO PRODUTS
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CEO
COO HRCFO
MFG DEPT E & P DEPT
SCM DEPT
TEAM MANAG.
TEAM LEADER
ASS. MANAGER
Automobiles are a constantly evolving species. In no other species of machines are the
technological advancements so constantly viewed by the public as in case of
automobiles. India is no exception in the above statement and though it took a little
while to catch up with the rest of the world, the Indian passenger car industry is now up
there, offering the best money and technology can offer.
While this has been the case of cars, the case of Commercial Vehicles in India has
nothing to write home about. It has simply not kept pace with the international standards
in this very price-sensitive market, more so in this segment. Volvo changed it all in the
Public Transport segment making people realize the advancements and creature
comforts that the modern day buses have in other countries. Since then, the buses in our
country have been trying hard to match the standards set by Volvo and in the process,
the entire industry has seen a remarkable turnaround. Even the Government run public
transport organizations are not left alone in this business with the fear of being smoked
by the private competitors.
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Thanks to all these, the buses in Indian cities, especially metros now present a much
better picture and not the same old sad story as, say a decade back. The fleet is being
regularly revamped, new buses are being introduced in much higher frequencies, they
are no longer being confined to only metros and big cities and above all, a healthy
competition is brewing up between the largest local manufacturers, Tata and Ashok
Leyland. Both the manufacturers are going all out in modernizing their existing models
and platforms and hurrying up new launches like never before. In addition to that, both
are making inroads into what has been traditionally the other manufacturer's stronghold.
The increasing number of Ashok Leylands in Delhi and the ever-multiplying number of
Marcopolo criss-crossing Chennai bear testimony to that. While every new launch in
passenger cars or bikes catch the attention of the general public, especially today's young
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brigade, they tend to turn a blind eye when it comes to public transport buses, the latest
misses being the Viking series and the Marcopolo series from Ashok Leyland and Tata
respectively. Being the ever-enthusiastic auto-freak that I am, these new buses never
missed my eyes or my lenses.
Exterior Design:
The Tata Marcopolo is built in a spanking new facility in Karnataka while the Viking
series has been built by many coach builders like Prakash, Veera, Irizar-TVS and the
like with Ashok Leyland providing them the bare chassis and the design factors. Seeing
them on atleast a couple of dozens of instances everyday, Tata Marcopolo stands out
with the most modern design of the two. When viewed head-on, the Viking tends to pose
some threat to the Marcopolo with its modern multifocal headlamps lending a touch of
class and modernness to an otherwise traditional design. The Marcopolo is also quite a
looker with its Volvo-inspired headlamp design. Where the Tata trounces the Viking is
in the safety aspect with it's two huge wiper blades covering the entire windshield
compared to the paltry single blade in the Viking, hardly enough to cover the driver's
side of the huge windshield. The story from the rear is a sloppy one-sided affair with the
Viking coming with a decade-old but trustworthy design. The Marcopolo exudes a level
of modernness and follows the same design theme like the front with circular-themed
taillights’, plastic shrouds for the lights and body-colored plastic bumpers.
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Interiors:
The Marcopolo scores in the interior design department as well with well-appointed,
spacious seats and good level of standard features, the most notable among them being
the "Emergency Stop" button in each of the vertical rods that supports standing
passengers. The ergonomics around the driver's seat is also impeccable with everything
falling nicely to hand and easy to operate. The only noticeable grudge is the lever for
holding the windows open, which is very old-school and could have been easily replaced
with something much better. The Viking though comes in a tried and tested, less-
modern, interior design that does not disappoint both the drivers and the common public.
The only grouse is the uneven height of the seats directly above the rear wheels thus
reducing the space available for the passengers in the next seats. There is a lost of weight
reduction in the Marcopolo with Tata preferring plastic over sheet-metal in many places.
Business process
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A business process or business method is a collection of related, structured
activities or tasks that produce a specific service or product (serve a particular goal)
for a particular customer or customers. It often can be visualized with a flowchart as
a sequence of activities.
There are three types of business processes:
1. Management processes, the processes that govern the operation of a system.
Typical management processes include "Corporate Governance" and
"Strategic Management".
2. Operational processes, processes that constitute the core business and create
the primary value stream. Typical operational processes are Purchasing,
Manufacturing, Advertising and Marketing, and Sales.
3. Supporting processes, which support the core processes. Examples include
Accounting, Recruitment, Call center, Technical support.
A business process begins with a mission objective and ends with achievement of the
business objective. Process-oriented organizations break down the barriers of
structural departments and try to avoid functional silos.
A business process can be decomposed into several sub-processes, which have their
own attributes, but also contribute to achieving the goal of the super-process. The
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analysis of business processes typically includes the mapping of processes and sub-
processes down to activity level.
Business Processes are designed to add value for the customer and should not include
unnecessary activities. The outcome of a well designed business process is increased
effectiveness (value for the customer) and increased efficiency (less costs for the
company).
Business Process of TMML
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Chassis Preparation
Skeleton Assembly
Structure Assembly
Body and Chassis Coupling
General & Complement Welding
Anti Corrosion Treatment
Roof Front & Rear Assembly
Mec. Connections & Side Paneling
Floor Assembly & Components
Side Paneling & Flaps Assembly
Floor Trim & Tapestry
Paint & Assembly Check
Surface Sanding & Paint Preparation
Putting & Painting Insulation
Base Color & Baking/Curing
Paint & Quality Check Area
External Trim & Comp. Assembly
Internal Trim & Comp. Assembly
Windshield & Windows fitting
Saloon Seat & Comp. Mounting
Headlamps & Rear lamps Assembly
Final Quality Check Gate
Shower Test & Road Test
01 02 03 04
05 06 07 08
09 10 11 12
20 21 22 23
30 31 32 33
34 35 36
Complete Built Unit Yard
Business Process – Bus Body Line Lucknow
SWOT Analysis
STRENGTHS
INFRASTRUCTURAL FACILITIES- the facilities of the
company are huge due to which it can operate in economies of
scale reducing the cost of the company.
BETTER ERGONOMICS – the ambience of the company
being a TATA company is extraordinary providing less fatigue
and more productivity from its employees.
BRAND NAME AND VALUE- TATA or Marcopolo are
world renowned and have a brand name which in turn increases
the goodwill of the company and in turn increasing the range
and penetration in the market.
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WEAKNESS
LACK OF MARKETING DEPT. - makes it difficult to market
the product in the market. Marketing is only restricted to TATA
motors limited.
LESS MANPOWER- the company employs less people for
more work in turn increasing the work pressure on employees.
OPPORTUNITIES
The great developing Indian market available due to
government schemes to improve transport facilities in the
country.
Cashing in the brand name of Marcopolo and TATA creating a
market worldwide.
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THREATS
COMPETITORS- ASHOK LEYLAND, MERCEDES AND
VOLVO provide tough competition in the market due to which
the challenges to meet the competition increases.
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Introduction of Recruitment
The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organization can
not progress and prosper. To achieve the goals or perform the activities of an
organization, therefore, we need to recruit people with requisite skills, qualifications
and experience.
Definition of Recruitment
Recruitment is the process of locating and encouraging applicants to apply for existing
or anticipated job openings. It is a linking function, joining together those with jobs to
fill and those seeking jobs. Recruitment aims-
“Attracting a large number of qualified applicants who are ready to take up the job it’s
offered and offering enough information for unqualified person to self-selected
themselves out.”
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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 few definitions of recruitment are:
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 of candidates is the function preceding the selection, which helps
create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool. The
main objective of the recruitment process is to expedite the selection process.
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.
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RECRUITMENT NEEDS ARE OF THREE TYPES
PLANNED : Planned 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.
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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 recruitment 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. A general recruitment process is as
follows:
Identifying the vacancy:
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
Preparing the job description and person specification.
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Locating and developing the sources of required number and type of employees (Advertising etc).
Short-listing and identifying the prospective employee with required characteristics.
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.
Purpose and Importance of Recruitment
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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
organization.
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.
Meet the organizations legal and social obligations regarding the composition of its
workforce.
Begin identifying and preparing potential job applicants who will be appropriate candidates.
Increase organization and individual effectiveness of various recruiting techniques
and sources for all types of job applicants
Sources of Recruitment
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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 the recruitment.
SOURCE OF RECRUITMENT
Internal Recruitment – is a recruitment which takes place within the
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concern or organization. Internal sources of recruitment are readily available to an
organization. Internal sources are primarily three – Transfers, promotions and Re-
employment of ex-employees. Re-employment of ex-employees is one of the internal
sources of recruitment in which employees can be invited and appointed to fill vacancies
in the concern. There are situations when ex-employees provide unsolicited applications
also.
Internal recruitment may lead to increase in employee’s productivity as their motivation
level increases. It also saves time, money and efforts. But a drawback of internal
recruitment is that it refrains the organization from new blood. Also, not all the
manpower requirements can be met through internal recruitment. Hiring from outside
has to be done.
Internal sources are primarily 3 - Transfers Promotions (through Internal Job Postings) and Re-employment of ex-employees - Re-employment of ex-employees is one
of the internal sources of recruitment in which employees can be invited and
appointed to fill vacancies in the concern. There are situations when ex-
employees provide unsolicited applications aalso.
External Recruitment – External sources of recruitment have to be solicited
from outside the organization. External sources are external to a concern. But it
involves lot of time and money .The external sources of recruitment include –
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Employment at factory gate, advertisements, employment exchanges, employment
agencies, educational institutes, labour contractors, recommendations etc.
Employment at Factory Level – This a source of external
recruitment in which the applications for vacancies are presented on
bulletin boards outside the Factory or at the Gate. This kind of recruitment
is applicable generally where factory workers are to be appointed. There
are people who keep on soliciting jobs from one place to another. These
applicants are called as unsolicited applicants. These types of workers
apply on their own for their job. For this kind of recruitment workers have
a tendency to shift from one factory to another and therefore they are
called as “badli” workers.
Advertisement – It is an external source which has got an
important place in recruitment procedure. The biggest advantage of
advertisement is that it covers a wide area of market and scattered
applicants can get information from advertisements. Medium used is
Newspapers and Television.
Employment Exchanges – There are certain Employment
exchanges which are run by government. Most of the government
undertakings and concerns employ people through such exchanges. Now-
a-days recruitment in government agencies has become compulsory
through employment exchange.
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Employment Agencies – There are certain professional
organizations which look towards recruitment and employment of people,
i.e. these private agencies run by private individuals supply required
manpower to needy concerns.
Educational Institutions – There are certain professional
Institutions which serves as an external source for recruiting fresh
graduates from these institutes. This kind of recruitment done through such
educational institutions, is called as Campus Recruitment. They have
special recruitment cells which helps in providing jobs to fresh candidates.
Recommendations – There are certain people who have
experience in a particular area. They enjoy goodwill and a stand in the
company. There are certain vacancies which are filled by
recommendations of such people. The biggest drawback of this source is
that the company has to rely totally on such people which can later on
prove to be inefficient.
Labour Contractors – These are the specialist people who supply
manpower to the Factory or Manufacturing plants. Through these
contractors, workers are appointed on contract basis, i.e. for a particular
time period. Under conditions when these contractors leave the
organization, such people who are appointed have to also leave the concer.
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Factor Affecting Recruitment
The recruitment function of the organizations is affected and governed by a mix of
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various internal and external forces. The internal forces or factors are the factors that can
be controlled by the organization. And the external factors are those factors which
cannot be controlled by the organization. The internal and external forces affecting
recruitment function of an organization are:
FACTORS AFFECTING RECRUITMENT
In today’s 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,
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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 people.
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
A recruitment policy of an organisation 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.
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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 organisational needs.
FACTORS AFFECTING RECRUITMENT POLICY
Organizational objectives
Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization.
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 organization by the initial screening of the
candidates according to the needs of the organization and creating a suitable pool of
talent for the final selection by the organization. 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 organizations for their services.
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Advantages of outsourcing
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
. POACHING/RAIDING:
“Buying talent” (rather than developing it) is the latest mantra being followed
by the organizations today. Poaching means employing a competent and
experienced person already working with another reputed company in the same or
different industry; the organization might be a competitor in the industry. A
company can attract talent from another firm by offering attractive pay packages
and other terms and conditions, better than the current employer of the candidate.
But it is seen as an unethical practice and not openly talked about. Indian
software and the retail sector are the sectors facing the most severe brunt of
poaching today. It has become a challenge for human resource managers to face
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and tackle poaching, as it weakens the competitive strength of the firm.
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 CV’s in worldwide web, which can be
drawn by prospective employees depending upon their requirements.
Advantages of recruitment
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Low cost.
No intermediaries Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment process.
Meaning of Selection
Selection is the process of picking individual who have relevant qualifications to fill in
an organization. The basic purpose is to choose the individual who can most
successfully perform the job, from the pool of qualified candidates.
According to Dale Yoder “Selection is the process in which candidates for employment
are divided into two classes those who are to be offered employment and those who are
not. Selection means a process by which qualified personnel may be chosen from the
applicants offering their services to the organization for employment”.
Purpose of Selection
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.To pick up the most suitable candidate who would meet the requirement of the job and the organization best, to find out which job applicant will be
successful, if hired.
.To meet this goal, the company obtains and assesses information about the
applicant in terms of age, qualifications, skills, experience, etc.
Selection Procedure
Selection is usually a series of hurdles or steps. The basic idea is to solicit
maximum possible information about the candidates to ascertain their suitability
for employment. A selection process has the following steps.
Screening of applicants
Selection Methods/Tests
Interview
Reference and background Verification
Medical Examination
Approval By Approval Authority or Hiring Decision
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Placemen
SELECTION TEST
For selecting a candidate there should be conduct selection test for knowing the best
capacity of the candidate towards work and so on……
Some of the commonly used employment tests may be stated thus:
Intelligence Tests: These are mental ability tests. They measure the
incumbent’s learning ability and also the ability to understand instructions and
make judgments.
Aptitude Tests : Aptitude test measure an individual’s potential to learn
certainskills- clerical, mechanical, mathematical, etc.
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Personality Tests : Researchers have also questioned whether applicants
answer all the items truthfully or whether they try to respond in a socially
desirable manner. Regardless of these objectives, many people still consider
personality as an important component of the job success.
Achievement Tests: These are designed to measure what the applicant can do
on the job currently, that is whether the tests actually knows what he or she
claims to know. A typing test show typing proficiency, a shorthand test measures
the testee’s ability to take dictation and transcribe, etc.
Simulation Tests : Simulation exercise is a test which duplicates many of the
activities and problems an employee face while at work.
Assessment Center : An assessment center is an extended work sample. It
uses procedures that incorporate group and individual exercises. These exercises
are designed to simulate the type of work which the candidate will be expected to
do.
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The following the global giants use selection testing as a basis for picking up right
candidates to fill the vacancies arising internal:
Siemens India: It uses extensive psychometric instruments to evaluate short-listed
candidates. The company uses occupational personality questionnaire to candidate’s
personal attributes and occupational testing to measure competencies.
LG Electronics India: LG Electronics uses 3 psychometric tests to measure a
person’s ability as a team player, to check personality type and to ascertain a
person’s responsiveness and assertiveness.
Arthur Anderson: While evaluating candidates, the conducts critical behavioral
interviewing which evaluates the suitability of the candidate for the position, largely
based on his past experience and credentials.
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Pepsico India: The Company uses India as global recruitment recourse. To select
professionals for global careers with it, the company uses a competency- based
interviewing technique that looks at the candidate’s abilities in terms of strategizing,
lateral thinking, problem solving, managing the environment. These apart, Pepsi
insist that to succeed in a global posting, these individual possess strong functional
knowledge and come from a cosmopolitan background.
Both recruitment and selection are the two phases of the employment process .The
differences between the two are:
The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection
involves the series of steps by which the candidates are screened for choosing the
most suitable persons for vacant posts.
The basic purpose of recruitments is to create a talent pool of candidates to
enable the selection of best candidates for the organization, by attracting more
and more employees to apply in the organization WHEREAS the basic purpose of
selection process is to choose the right candidate to fill the various positions in
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the organization.
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.
Recruitment is concerned with tapping the sources of human resources
where as selection is concerned with selecting the most suitable candidate
through various interviews and tests.
There is no contract of recruitment established in recruitment where as
selection results in a contract of service between the employer and the selected
employee.
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Placement
After a candidate has been selected, he should be placed on a suitable job. Placement is
the actual posting of an employee to a specific job. It involves assigning a specific rank
and responsibility to an employee. The placement decisions are taken by the line
manager after matching the requirements of a job with the qualifications of a candidate.
Most organizations put new recruits on probation for a given period of time, after which
there services are confirmed. During this period, the performance of the probationer is
closely monitored. If the new recruit fails to adjust himself to the job and turns out poor
performance, the organization may consider his name for placement elsewhere. Such
second placement is called” Differential Placement”.
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Induction/Orientation
Orientation or induction is the task of introduction the new employees to the
organization and its policies, procedures and rules. During this time, the new employee
is provided with information about the company, its history, its current position, the
benefits for which he is eligible, leave rules, rest periods, etc. Also covered are the more
routine things a newcomer must learn, location of the rest room, break room, parking
spaces, cafeteria, etc. Lectures, handbook, films, groups, seminars are also provided to
new employees so that can settle down quickly and resume the work.
Objectives Induction Programme
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Removes fears
Create a good impression
Acts as a valuable of information
Welcome to the organization
Explain about the company
Show the location/department where the new recruit will work
Give the company’s manual to the new recruit
Provide details about various work group and the extant of unionism within the
company
Give details about pay, benefits, holiday, leave, etc. Emphasize the important
of attendance or punctuality.
Explain about future training opportunities and career prospects.
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Clarify doubts, by encouraging the employee to come out with questions.
Take the employee on a guided tour of buildings, facilities, etc. Hand him over
to his supervisor.
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Call to shortlisted candidates
Shortlisted & Segregate the applications
Written Test
Interview
To find out the Source of Manpower
Under the Approved Manpower Plan & Budget Recruitment process begin -
START
*Go for advertisement *Employment Exchange office*Collage Campus Recruitment *Approach to candidates through direct received Application*Recruitment consultant*Job Portal
Step 1- Recruitment workmen basically start with approval of vacancies.
Step 2- After the approval of vacancies from corporate HR the company goes for
the purpose of recruitment and short listing of candidate Short listing of candidates
takes place on the basis of eligibility criteria determined on the basis of age,
qualification, percentage of marks in examination and other technical qualification.
Step 3- The candidate’s who are eligible called for written examination. Otherwise
he is eliminated from the selection procedure.
Step 4- After written test the evaluation takes place. Scores are determined
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Trade Test
Per Employment Medical Check UP
Finally Selected Candidates / Candidate
Offer of Engagement Issue / Joining In the
Company
If the Candidate is Medically Fit
according to policies of the company. The cut off marks are variable and generally
lies between 50% and above of total marks.
Step 5- If a candidate scores more than or equal to cut off then he called for the
purpose of interview. Otherwise he is prohibited from further process.
Step 6-The successful candidate who appear for the interview are evaluated.
Step 7- The candidate who successfully qualify the interview are called upon for
the trade test depending upon the category.
Step 8- The candidate who successfully qualify the trade test are called upon for
the medical test. The successful reporting candidates are provided with photo
identity sheet which contains description of candidate along with other required
details as prescribed by the norms of the company.
Step 9- Medically fit candidate is called upon for joining as per the requirement of
skills and site or place. Medically unfit candidate are eliminated from the procedure.
Step 10- The reporting candidate are given suitable induction/ orientation
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Programmes regarding safety, Company policies & procedures, Discipline, use of
PPE’s, quality and other company business.
Step 11- After orientation/ induction Programmes the qualified candidate are
moved to the respective place of requirement.
For the selection of White Colored employee Company also go through recruitment
process-
Step 1-Recruitment of permanent employee (white collared) basically starts with
approval of vacancies by corporate HR that is Chief HR of Specific location works.
Step 2- After the approval of vacancies from corporate HR the company goes for the
purpose of recruitment and short listing of candidate. Short listing of candidates takes
place on the basis of eligibility criteria determined on the basis of age, qualification,
percentage of marks in examination and other qualification.
Step 3- The candidate’s who are eligible called for interview. Otherwise he is
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eliminated from the selection procedure.
Step 4- First interview take place through telephone after that Preliminary Interview
(Face to Face interview) take place. All interview take place by HR person.
Step 5- After taking telephone interview and preliminary interview candidate are
short listed and called for final round interview.
Step 6- After final round interview candidates are selected for the required job. And
sand for the medical test.
Step 7- Medically fit candidate called for the joining the company. If it is not
medically fit than it rejected for the required job
Step 8- The reporting candidate is given suitable induction/ orientation programmes
regarding safety, quality and other company business.
Step 9- After orientation/ induction programmes the qualified candidate are moved
to the respective place of requirement
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RESEARCH PROBLEM
The problem of my project is basically seeing that HR dept how to select the suitable
candidates for the job. Also see that what are the polices and procedure that are being
adopted by a company formally. Find out that what are the basic problems are there in the
organization due to employee leave the jobs.
1. Identify general practices organization use to recruit and select
employee.
2. Determine which recruitment and selection practices are most
effective.
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RESEARCH METHODOLOGY
Research methodology is systematic design, collection and analysis of information and
finding relevant to a specific marketing situation facing the company, after deciding
upon the research objective, next step was to collection of the data. The data is collected
from both primary and secondary sources. The goal of the research process is to produce
new knowledge.
The requirement of the subsequent steps is as following:
Formulating the research problem
Extensive literature survey
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Developing the working hypothesis
Preparing the research design
Determining sample design
Collection the data
Execution of the project
Analysis of the data
Hypothesis testing
Generalization/ Observation and Interpretation
Recruitment practices at TATA MARCOPOLO MOTORS LTD for blue collared
employee:
Basically there are two main reasons of generation of vacancies-
Additional Requirement: It arises due increase level of production or due to
excess of workload at the production unit.
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Replacement: Second reason for generation of vacancies may be movement of
workers from one production unit to another.
Modes of Requirement
Job enrichment: It is mainly increase/ change in responsibility of person
performing the job. It takes place by methods such as promotion, job rotation, transfers,
etc.
Internal Sources: Internal sources generally include employee referral, Ex-
apprentice, and job trainee.
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External Sources: It includes personal candidate who apply for advertised or
published in various newspaper. It also includes those campuses where the going search
for potential candidate.
TYPES OF DATA
.Primary Data
PERSONAL INTERVIEW
Secondary Data
LITERATURES
CO.WEBSITES
TYPES OF RESEARCH
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Descriptive research
Applied research
DATA ANALYSIS & INTERPRETATION
1. The Corporate HR has highly experienced professionals having average
experience of about their work.
2. Employees here are aware about the latest concepts like Head hunting,
Recruitment process outsourcing, Psychometric testing etc.
3. The organization prefers to use internal sources of recruitment because it
offers certain advantages like Cost Effectiveness and Reliability.
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4. The external sources of recruitment used by the organization mainly
include Data Bank and Job Portals.
5. The organization uses selection tools like Group Discussions, Written
Tests and Interviews to select the prospective candidates.
6. Recent implementation of HRIS in the recruitment and selection process
has made the process more effective and smoother.
Suggestions
1. Employee Referral schemes should be implemented in the organization.
2. Selection Tests should be conducted online so that it saves time thereby
making the process more effective.
3. Micro Presentation may be used as one of the selection techniques.
4. Selection for lower level position can be outsourced as it will save time and
money.
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5. The organization may consider conducting Psychometric Tests to have a
closer look at attitude and personality of the candidates.
6. Formal training should be provided to the employees participating in the
interview panel.
7. The organization should frequently participate in the job fairs in order to get
more candidates.
8. The organization may use Social/Business Networking sites to create a pool of
candidates.
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Conclusion
In today's rapidly changing business environment, organizations have to respond
quickly to requirements of people. Hence, it is important to have a well-defined
Recruitment & Selection Process, which can be executed effectively to get the
best candidates for the vacant positions. Selecting the wrong candidate or
rejecting the right candidate could turn out to be a costly mistake for the
organization, thus, to avoid this, utmost care should be taken in designing the
Recruitment & Selection Policy.
It is important for an organization to continuously develop and bring out
innovations in all its activities because only then the organization is recognized
for its quality and it will be able to stand out in the crowd.
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In the case of Tata Marcopolo Motors Limited, the selection procedure can be
made more effective by combining the traditional interviewing methods with the
modern versions of selection like psychometric tests, Micro Presentations etc.
Since these Selection Techniques have not yet been implemented in the Selection
procedure of Tata Marcopolo motors Limited, its introduction in the organization
would definitely yield better results which will be beneficial to the organization.
LIMITATIONS
The project was taken as a part of summer training. As the time was
limited, so the survey was confined to a limited study.
Respondents were not friendly.
The project is based on the secondary data and the assumptions might
not be free from errors.
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BIBLIOGRAPHY
NEWSPAPERS:1. Business Line2 .The Hindu
WEBSITE:www.tata motors.comwww.tatamarcopolo.com
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Book:V.S.P Rao
Other Sources:Recruitment policy of TMML
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