Recruitment Process

ABOUT HMSI-INDIA

Honda motorcycle and Scooter India, Private Limited (HMSI) is the wholly

owned Indian subsidiary of Honda Motor Company, Limited, Japan. Founded in

1999, it was the fourth Honda automotive venture in India, after Hero Honda,

Kinetic Honda Motor Ltd and Honda Siel Cars India. The entry of Honda into the

Indian market as HMSI began with the launch of the Honda Activa, a 100 cc

scooter. A slightly modified trendier version of the Activa was soon launched, as

the Honda Dio. Honda Eterno was launched thereafter to add to the portfolio of

HMSI's scooters.

The Honda Unicorn was the first motorcycle released by HMSI. Since

then a lot other two-wheelers have been manufactured from the conveyor belt of

HMSI like HONDA Aviator, Dio, CBF Stunner, CB Unicorn Dazzler etc.

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Recruitment Process

Honda Motorcycle & Scooter India,

Private Limited

Type Private company

Industry Automotive

Founded

20 August 1999 in

Manesar Gurgaon,

Haryana, India

Headquarters Haryana, India

Key peopleKeita Muramatsu,

President and CEO

ProductsMotorcycles,

scooters

ParentHonda Motor

Company, Limited

Website HMSI

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FACTORY

The HMSI factory is spread over 52 acres, with a covered area of about

85, 815 square meters at Manesar, Gurgaon district of Haryana. The foundation

stone for the factory was laid on 14th December 1999 and the factory was com-

pleted in January 2001. The initial installed capacity was 100,000 scooters per

year, which has reached 6,00,000 scooters by the year by 2007 and motorcycle ca-

pacity shall be 4,00,000 per annum. The total investment outlay for the initial ca-

pacity was Rs. 215crores and now the accumulated investment is800crores.

The second plant at the Tapukara Industrial Area of Rajasthan, which is

approximately 90km from the centre of Delhi, has become operational from July

2011 with annual production capacity of 0.6 million units. HMSI aims to double

the annual production capacity of this plant to 1.2 million units in March 2012.

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HIERARACHY STRUCTURE OF HMSI

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OPERATING HEAD

DIVISION HEAD

DEPARTMENT HEAD

SECTION HEAD

UNIT LEADER

TEAM MEMBER

DIVISIONS IN HMSI

MANUFACTURING NON- MANUFACTURING

QUALITYPRODUCTIONPRODUCTION CONTROLPRODUCTION SUPPORTPRODUCTION BODYPRODUCTION POWERTRAIN

FINANCE & ACCOUNTSALES & MARKETINGCUSTOMER SERVICEPURCHASEITGENERAL AFFAIRS

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POSITION OF HMSI IN INDIAN MARKET

A little over a year after the partners decided to go their separate ways, Hero

MotoCorp is still king of the hill, accounting for 56% of all bikes sold between

April 2011 and February 2012.

Hero has demonstrated a robust growth of 16.5% in the current fiscal year

and bumped up its share from 54.6% a year ago. Rivals also need to be wary

about the Japanese bikemaker that is synonymous with quality riding on its own.

In January, Honda displayed its prowess when it overtook TVS Motors to claim

the No. 3 position in the Indian motorcycles market.

Honda has now trained its sights on No. 2 Bajaj Auto Ltd (BAL).

Although the gap between the two is still substantial, the Japanese maker has a

share that is under a third of BAL's, there are signs that Honda is closing in.

For the month of February the difference in sales between the two

companies (of all two-wheelers) was just 7,000 units. And with Honda

Motorcycles & Scooters India (HMSI), the Indian operation of the Japanese

giant, preparing to launch the Yuga 110 cc in May in the entry-level segment, it

will be in a position to address a new segment of buyers.

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Recruitment Process

PRODUCTS PRODUCED BY HMSI

1) HONDA CBR 250R

2) HONDA CBR 150R:

3) HONDA CB UNICORN DAZZLER:

4) HONDA TWISTER:

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5) HONDA CBF STUNNER:

6) HONDA CB UNICORN:

7) HONDA CB SHINE:

8) HONDA DREAM YUGA:

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9) HONDA DEO:

10) HONDA ACTIVA:

11) HONDA AVIATOR:

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MISSION STATEMENT AND AIM OF THE COMPANY

  HMSI operates on a principle, which is followed worldwide by all Honda companies.

Maintaining a global viewpoint, we are dedicated to supplying products of the highest

quality, yet at a reasonable price for worldwide customer satisfaction. Honda's

philosophy is based on the company's guiding principle and advocates 2 fundamental

beliefs:

 

Respect for the Individual

Honda recognizes and respects individual differences. The respect for individual stems

from the following three points:

» Initiative

» Equality

» Trust

It is the contribution from each individual in the company that has made our company

what it is today and that, which will take us into the future.

 

    The Three Joys

In line with Honda's Philosophy, HMSI conducts all its daily activities in pursuit of the

following joys:

» The joy of manufacturing high quality products.

» The joy of selling high quality products.

» The joy of buying high quality products.

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Honda Automobile Company Mission, Vision and Values:

The Honda Company Mission Statement is officially referred to as the Company

Principle, and it seemingly is no different that the mission of every company that

manufactures and sells cars in the world. The Honda Company Mission

Statement is...

"Maintaining a global viewpoint, we are dedicated to supplying products of the

highest quality, yet at a reasonable price for worldwide customer satisfaction."

Mission

Honda's mission is to

Proceed always with ambition and youthfulness

Respect sound theory, develop fresh ideas, and make the most effective use of

time

Enjoy work and encourage open communication

Strive constantly for a harmonious flow of work

Be ever mindful of the value of research and endeavor

Vision

Developing a philosophy built on the experience of a practical engineer, Soichiro

Honda created a corporate culture that would go on working towards his objective

- nothing less than becoming and remaining the world's best motor manufacturer -

long after his own active day. The corporate vision statement is like the founder

himself, enormously practical

Quality in all jobs - learn, think, analyze, evaluate and improve

Reliable products - on time, with excellence and consistency

Better communication - listen, ask and speak up

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BRAND PHILOSOPHY

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POLICIES OF THE COMPANY

1) HMSI’s philosophy had 2 fundamental beliefs:

a. Respect for individual differences – initiative, equality & trust

b. The Three joys – joy of buying, joy of selling, joy of manufacturing

2) Employees were called associates – association promoted among all employees

through similar uniforms and same canteen facilities for all.

3) Organize training programs for:

a. Internalization of culture building and Honda philosophy

b. Training for building team leaders.

4) Performance Appraisal System for all employees including workers:

a. Interview by section head and shift in- charge

b. Promotion opportunity for workers:

i. Worker -> sub- leader-> assistant executive -> executive

5) Works Committee(WC):- Canteen committee, transport committee, health com-

mittee and sports committee

6) Open sitting culture at all levels of the organization.

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EMPLOYEE WELFARE

1. Subsidized canteen facilities

2. Transport facilities to and from worker’s residences at subsidized rates

3. Sports club for employees with indoor games facilities

a. Football, volleyball. TT, carom, chess matches organized against employees of

other companies

4. 2 sets of uniforms, 1 company cap, 1 pair of shoes provided to employees every

year, same uniform for all Levels.

5. Invited workers’ families for celebrating foundation day; later stopped with in-

crease in workforce size.

6. Support through cash payments on happy and sad occasions

7. Health center facilities with latest equipments.

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DEPARTMENTS AND FUNCTIONS OF EACH DEPART-MENT

There are many important departments that an organization keeps in their system.

Most of the departments are enumerated as the manufacturing department,

quality control department, purchase department, general affairs, finance

and accounts department, sales and marketing department, and the

customer services department. These departments are again divided into sub-

departments.

The department of HMSI and their functions are as follows:

1) MANUFACTURING DEPARTMENT:- Honda Motors Company Limited is

one of the best selling motor vehicle around the world; they are also one of the

largest manufacturers of motorcycle and other types of automobile worldwide.

They have provided the most stylish and safety featured motorcycle and vehicle

that people demanded for a long time, they have also produced several household

products like generators, marine engines, lawn mower, garden tools for general,

home and industrial use.

a) Production Body: - In Automobile industry HMSI have sold about 4.5 million

vehicles as of 2010 worldwide. Due to this reason they have expanded their pro-

duction in all their factories around the world, they are also expecting a higher

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1. MANUFACTURING

PRODUCTION BODY

PRODUCTION CONTROL

PRODUCTION SUPPORT

PRODUCTION POWERTRAIN

Recruitment Process

demand the next coming years so they are planning to increase in house produc-

tion to be able to meet their demand

b) Production Control:-The functions of this department are handling materi-

als, parts, assemblies, and subassemblies, from their raw or initial stage to the fin-

ished product stage in an organized and efficient manner. It may also include ac-

tivities such as planning, scheduling, routing, dispatching, storage, etc.

c) Production Support: - Function of this department is to describe the practices

and disciplines of supporting the IT systems/applications which are currently be-

ing used by the end users. A production support person/team is responsible for re-

ceiving incidents and requests from end-users, analyzing these and either respond-

ing to the end user with a solution or escalating it to the other IT teams.

d) Production Power train: - This department generates power in the vehicle

wheels and delivers it to the road surface, water, or air. This includes the engine,

transmission, drive shafts, differentials, and the final drive (drive wheels, continu-

ous track as in tanks or Caterpillar tractors, propeller, etc.).

2) QUALITY CONTROL DEPARTMENT: - In this department every motor-

cycles and scooters is examined visually for fine detail before the product is sold

into the external market. Inspectors will be provided with lists and descriptions of

unacceptable product defects such as cracks or surface blemishes.  Quality control

department emphasizes testing of products to uncover defects and reporting to

management who make the decision to allow or deny product release, to avoid, or

at least minimize, issues which led to the defect(s) in the first place. In this depart-

ment main focus is given on the vehicle quality, also on the quality of the parts of

the bikes and scooters. Focus is also emphasized on market quality and engineer-

ing quality.

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3) PURCHASE DEPARTMENT:- The major functions of purchasing department

are to (1) maintain the quality and value of a company's products, (2) mini-

mize cash tied-up in inventory, (3) maintain the flow of inputs to maintain the

flow of outputs, and (4) strengthen the organization's competitive position.

a) New Model Purchase: - In this department the production of new model products

is done. The main focus is given on the new manufactured products.

b) Mass Production Purchase: - Mass production purchase is the department which

includes production of large amounts of standardized products, including and

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2. QUALITY CONTROL

VEHICLE QUALITY

PART QUALITY MARKET QUALITY

ENGINEERING QUALITY

3. PURCHASE

NEW MODEL PURCHASE MASS PRODUCTION PURCHASE

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especially on assembly lines. In this department products are handled in bulk to

discrete solid parts (such as fasteners) to assemblies of automobile parts.

4) GENERAL AFFAIRS:- The main function of this department is to set of indi-

viduals who make up the workforce of an organization. Ac.lso it looks after the

relations among the employers and employees. This department looks after the

salary part, transport facilities and expenses, etc.

a) Human Resource: - The function of this department is to analyze the require-

ment of manpower and according to that sourcing the candidates through portals,

campus recruitment and reference, then conducting the interviews and selecting

the candidates, and then training is provided to the selected candidates.

b) Industrial Relation: - This department looks after the relationships between em-

ployees and employers within the organizational settings. The field of industrial

relations looks at the relationship between management and workers, particularly

groups of workers represented by a union. Industrial relations are basically the in-

teractions between employers, employees and the government, and the institutions

and associations through which such interactions are mediated. 

c) Health Centre: - This department looks after the health of the employees of the

organization. The health centre of the organization does the specialized treatments

with the latest equipments.

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4. GENERAL AFFAIRS

HUMAN RESOURCE

INDUSTRIAL RELATION

HEALTH CENTRE ADMIN SECURITY

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d) Admin: - The function of this department is to provide support for daily execut-

ive duties. This department schedule management tasks, handle correspondence

and screen phone calls.

e) Security: -This department looks after the financial value. Security department

looks after the debt securities (such as banknotes, bonds and debentures), eq-

uity securities, e.g., common stocks; and, derivative contracts, such as for-

wards, futures, options and swaps.

5) FINANCE & ACCOUNTS DEPARTMENT: - This department sees the finan-

cial and accountancy part of the organization which includes working capital, ra-

tio analysis, etc.

a) Accounts:- It includes recording the Financial part of an organization that regis-

ter all financial transactions, and must be kept at its main office or place of busi-

ness. The purpose of these  records is to enable anyone to appraise the organiza-

tion's current financial position with reasonable accuracy. Firms present their an-

nual accounts in two main parts: the balance sheet, and the income state-

ment (profit and loss account).

b) Finance & Taxes: - The function of this department is to administration of public

revenue, assets and liabilities committees, audit of receipt and expenditure, bank-

ing, communication of financial sanctions, creation of new posts and

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5. FINANCE &ACCOUNTS

ACCOUNTS FINANCE & TAXES

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examination of schemes of new expenditure, examination of all proposals for the

increase or reduction of taxes, management of employee’s funds, employee ac-

counts and treasuries and sub- treasuries.

6) SALES & MARKETING DEPARTMENT:- By this department organization

create value for customers and build strong customer relationships, in order to

capture value from customers in return". For business to business marketing it is

creating value, solutions, and relationships either short term or long term with a

company or brand. It generates the strategy that underlies sales techniques, busi-

ness communication, and business developments.

a) Sales: - Function of this department is to sell a product or service in return for

money or other compensation. . There follows the passing of title (property or

ownership) in the item, and the application and due settlement of a price, the ob-

ligation for which arises due to the seller's requirement to pass ownership. Ideally,

a seller agrees upon a price at which he willingly parts with ownership of or any

claim upon the item. The purchaser, though a party to the sale does not execute

the sale, only the seller does that. To be precise the sale completes prior to the

payment and gives rise to the obligation of payment.

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6. SALES & MARKETING

SALES MARKETING SALES PROMOTION

DIRECT SALES

Recruitment Processb) Marketing: This department holds that achieving organizational goals depends

on knowing the needs and wants of target markets and delivering the desired

satisfactions.  It proposes that in order to satisfy its organizational objectives, an

organization should anticipate the needs and wants of consumers and satisfy these

more effectively than competitors.

c) Sales Promotion: - This department includes several communications activities

that attempt to provide added value or incentives to consumers, wholesalers, re-

tailers, or other organizational customers to stimulate immediate sales. These ef-

forts can attempt to stimulate product interest, trial, or purchase.

d) Direct Sales: - Function of this department is the marketing and selling of

products directly to consumers away from a fixed retail location. Sale of products

and services to consumers, usually in their homes or at their jobs.

7) CUSTOMER SERVICE: - This department includes the activities like ”de-

signed to enhance the level of customer satisfaction – that is, the feeling that a

product or service has met the customer expectation." Customer service plays an

important role in an organization's ability to generate income and revenue. A cus-

tomer service experience can change the entire perception a customer has of the

organization. It also looks after the customer service technology development,

customer service field and customer service technical.

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ORGANIZATIONAL CHART

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7. CUSTOMER SERVICE

CS TECHNOLOGY DEVELOPMENT

CS FIELD CS TECHNICAL

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Senior Vice President

Vice President

General Manager

Deputy General Manager

Assisstant General Manager

Senior Manager

Manager

Deputy Manager

Assisstant Manager

Senior Executive

Executi

veAssisstant

executive

Junior

ExecutiveStaf

f

TAKANORI MARUYAMA

MOHAN LAL DEEPAK

PRADEEP

RUPA SINGH

PURNIMA BHARGAVATRISHNADHARMENDER KUMAR POOJA SONI SINDHU RAMU

DIRECTOR(GENERAL AFFAIRS)

OPERATING HEAD

RUPA SINGH(SECTION MANAGER)

DIVISION MANAGER

TEAM MEMBERS

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KEY PERSONNEL IN THE ORGANIZATION1) Keita Muramatsu

DESIGNATION- President and CEO2) Harbhajan Singh

DESIGNATION- Vice President 3) Yadvinder S Guleria

DESIGNATION- Vice President (Sales & Marketing)4) Navin Sharma

DESIGNATION- Manager (Industrial Relations)5) Sunil Dahiya

DESIGNATION- Deputy Manager (Industrial Relations)

KEY PERSONNEL OF GENERAL AFFAIRS

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SIGNIFICANCE OF THE STUDY

The recruitment of an individual into an organization plays a very important role

as it determines the selection of the right candidate for the job. Each organization

needs the members to be the live organism. The recruitment process is the main

process to bring new members to the organization. Each Human Resources

Department has some kind of the support for the recruitment process. The

recruitment process involves many steps and optimization. The recruitment

process includes quite heavy HR Marketing as the organization can attract enough

job candidates.

Recruitment can be done in many ways namely referral, internal, external, etc.

Whatever be the type of recruitment, it always aims to solve the same purpose.

The role of recruitment in organizational growth plays a critical part and is hence

a must to understand its importance and need.

When recruitment happens, it provides access for an organization to avail to a

pool of talent at a single place in a single time. With a high number of candidates,

the organization is provided ample skills so as to choose the best one for present

or future use. Also, companies can target upon potential candidates and recruit

them for future projects rather than striving to find the right one at the last minute.

Also, a well planned recruitment process helps a company to filter out the

candidates who do not pass their criterion and hence concentrate more on the

eligible candidates. Recruitment process helps eliminate the fear of employees

leaving the organization in between projects as it helps recruit resources as a

backup for key positions. Thus the probability of distress when an employee

leaves an organization is largely reduced due to the process. The process also

ensures diversity in selection to meet all legal and social type of obligations posed

by the company.

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Recruitment Process

FOCUS OF THE STUDY

The main focus of study in the company was to analyze and see how the HR

department is recruiting the candidates in the company. What process they are

adopting to recruit the eligible candidate on the right job? The main focus of any

company is to select the right person at the right job. Recruitment is a continuous

process. The recruitment process is one of the most fundamental value added HR

Processes. The recruitment process is designed to staff the organization with the

new employees, and it uses many different recruitment sources to attract the right

talent in the defined quality and within a defined time. Depending on the size and

culture of the organization recruitment may be undertaken by managers, human

resource generalists and / or recruitment specialists. Recruitment process involves

a systematic procedure from sourcing the candidates to arranging and conducting

the interviews and requires many resources and time.

Main focus of recruitment process is to:

Find the best talents for the vacancies

Manage the recruitment sources

Manage the vacancies in the organization

Run the internal recruitment process

Building the strong HR Marketing platform

Co-operation with local and international universities

Provide feedback about the trends in the job market

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Recruitment Process

CONCEPTUALIZATION

Recruitment refers to the process of attracting, screening, and selecting a qualified

person for a job. Recruitment provides a desirable number of candidates for an

organization's open positions. Recruitment also manages the costs in time and

money for hiring employees. Recruitment enables the organization to meet social

and legal obligations. By sourcing, developing and recruiting candidates,

recruitment facilitates the organization's hiring process.

RECRUITMENT – Placing the RIGHT PERSON in RIGHT PLACE at

RIGHT TIME.

Recruitment is a continuous process whereby the firm attempts to develop a pool

of qualified applicants for the future human resources needs even though specific

vacancies do not exist. Usually, the recruitment process starts when a manger

initiates an employee requisition for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED

i.e. the needs arising from changes in organization and retirement policy.

ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can

predict by studying trends in internal and external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

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Recruitment Process

OBJECTIVES OF THE STUDY

Primary Objective:

The main objective of any kind of research is to understand the reality behind a

phenomenon. It involves a systematic investigation involved to add to the

available information through scientific procedures.

The primary objective of the study the recruitment process followed in HMSI.

Secondary Objective:

1. To study the various sources of recruitment followed in HMSI.

2. To study the effectiveness of recruitment process in HMSI

3. To study the factors influencing the recruitment procedure.

4. To study the present and future manpower requirements of the organization.

5. To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives.

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Recruitment Process

REVIEW OF THE EXISTING LITERATURE

SOURCE 1: www.pacificbridge.com, Dated: September 19, 2011, Pacific

Bridge, Inc.: Philippines will help HR managers understand Philippines

recruiting and HR issues in greater depth

The Philippines official languages are Tagalog and English, making the country a

popular destination for companies that outsource their customer service. While

many Filipino workers are highly technically trained, actual English speaking

ability can vary. Those with fluent English tend to be in great demand, and

demand high compensation packages in return. Western HR managers setting up

offices in the Philippines need to know the most effective HR and executive

search practices in the Philippines in order to attract potential employees.

SOURCE 2: www.personneltoday.com, Dated: Jan 29, 2011, Helen Gilbert:

Online profiles cause job applicants to be rejected

A global poll of 2,000 HR professionals and consumers by IT giant Microsoft

found that 41% of UK HR managers had turned an applicant down simply

because of their online profile.

Almost two-thirds of HR professionals (65%) believe it is appropriate to consider

personal online reputational information when evaluating potential employees.

Yet only 37% of individuals believe that the responsibility for protecting their

online reputation lies entirely with them.

Cliff Evans, head of privacy and security at Microsoft UK, said: “Ignoring your

online reputation is no longer an option.

“Reputation and information sharing as a privacy issue should be a major concern

for individuals, particularly in a challenging economic environment where jobs

are scarce. Social media, search and other online services offer tremendous

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Recruitment Processbenefits, but to safely embrace these services, people need to monitor and manage

their online reputation.”

Charles Ashworth, managing director of recruitment agency Brook Street Bureau,

said: “Clients we recruit for expect the highest standard of candidates and our

consultants complete thorough pre-screening and selection practices to meet these

requirements, which can include online checks.

“We therefore recommend that potential candidates actively review and manage

their online presence on an ongoing basis.”

SOURCE 3: www.recruitmenttimes.co.uk, Dated: Jan 12, 2012, Joe Slavin

Don’t Leave a Job in Haste - Think Then Act

“In every walk of life there is a temptation to give in to frustration, or make a bold

statement in the heat of the moment. But the spin-off from walking out on a job

can be even more damaging in the long term, and it’s always best to leave on

good terms, no matter what the circumstances between you and your employer.

Fish4jobs believes that both employers and employees need to learn from today’s

walk-out and be mindful of the importance of good communication within the

workspace.”

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SOURCE 4: www.payandbenefitsmagazine.co.uk, Dated: March 4, 2012

Minimum wage flouter named and shamed

“The Minister for Employment Relations has named an employer who failed to

pay its staff the National Minimum Wage (NMW). During a four-and-a-half-

month period, the employee received just £342, instead of the £3,703.22 they

were legally entitled to. Norman Lamb, Minister for Employment Relations, said:

“The law is clear. Any worker who is entitled to the minimum wage should

receive it, that’s why we are committed to clamping down on those who break the

law.” He explained that where minimum wage arrears are identified, those who

flout the rules will always be pursued.

SOURCE 5: www.recruitmenttimes.co.uk, Dated: May 27, 2011

Redundancies on ‘last in, first out’ basis risk age discrimination claims

“Redundancy is the number one employment law issue for employers right now.

Companies right across the board, not just in those sectors hardest hit by the credit

crunch, like financial services, are looking for ways to trim the fat?

Before age discrimination legislation came into force in 2006, uncompromising?

Last in, first out? Redundancy regimes were legally perfectly acceptable. In fact,

they were often seen as the easiest way to avoid unfair dismissal claims arising

out of the implementation of complex selection matrices, often including criteria

such as attendance records which could discriminate against women and the

disabled.”

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Recruitment Process

RESEARCH METHODOLOGY

Meaning Of Research:

In the broadest sense of the word, the definition of research includes any

gathering of data, information and facts for the advancement of knowledge.

Research methodology

A research methodology is a sample framework or a plan for study that is

used as a guide for conducting research . It is a blueprint that is followed

in processing research work. Thus in good research methodology the line

of action has to be chosen carefully from various alternatives.

RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with

economy in procedure.

a) Descriptive Research Design:

Descriptive Research studies are those which are concerned with describing the

characteristics of a particular individual, or for a group.

b) Exploratory research Design

Exploratory research studies are also termed as formulative research studies. The

main purpose of such studies that of formulating a problem for more precise

investigation or of developing the working hypotheses from an operational point

of view. The major emphasis in such studies is on the discovery of ideas and

insights.

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I have adopted Exploratory Research design in this study because I am

exploring new insights of my company’s recruitment process by using

secondary data and by doing survey.

SAMPLE DESIGN

Random Sampling, as the name implies, is based on the convenience of the

researcher who is to select a sample. Respondents in the sample are included in it

merely on account of their being available on the spot where the survey was in

progress.

Sampling Plan

i) Sampling Method : Non-Probability Sampling (Convenience

Sampling)

ii) Sample Size : 50

iii) Sampling Unit : 1 employee of the organization

ANALYSIS PATTERN

Tables

Charts

DATA COLLECTION

Collection of data is the first step in statistics. The data collection process follows

the formulation for research design including the sample plan. The data can be

secondary or primary.

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Recruitment ProcessPrimary Data during the course of the study or research can be through

observations or through direct communication with respondents on one form or

another or through personal interviews. I have collected primary data by the

means of a Questionnaire. The Questionnaire was formulated keeping in mind

the objectives of the research study.

Secondary data means data that is already available i.e., they refer to data, which

has already been collected and analyzed by someone else. When a secondary data

is used, the researcher has to look into various sources from where he can obtain

data. This includes information from various sources like HR MANUAL of the

company, journals, internet etc.

I have used Questionnaire as a Primary data and Internet, Books, Broachers

as a Secondary data

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DATA COLLECTION

PRIMARY DATA

QUESTIONNAIRE

SECONDARY DATA

INTERNET

BOOKS

BROUCHERS

Recruitment Process

DEFINITION

Recruitment is the process is seeking out and attempting to attract individuals in

external labor markets, who are capable of and interested in filling available job

Vacancies .Recruitment is an intermediate activity whose primary function is to

serve as a link between human resource planning on the one hand and selection on

the other.

To Recruit Means To Enlist, Replenish Or Reinforce.

Recruitment begins by specifying the human resource requirements, initiating

activities and actions to identify the possible sources from where they can be met,

communicating the information about the jobs, term and conditions, and

prospectus they offer, and enthusiast people who meet the requirement to respond

to the initiation by applying for the jobs.

AIM

The aim of recruitment is the information obtained from job description and job

specification along with precise staffing standards from the basis for determining

manpower requirement to attain the organizational objective.

Features of Recruitment

1) Process or series of activities rather than a single act or event.

2) A linking activity as it brings together those with the jobs (employer) and those

seeking jobs (prospective employees).

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Recruitment Process

Objectives of Recruitment

1. To attract people with multi-dimensional skills and experiences that suits the

present and future organizational strategies.

2. To induct outsiders with a new perspective to lead the company.

3. To infuse fresh blood at all levels of the organization.

4. To develop an organizational culture that attracts competent people to the com-

pany.

5. To search or head hunt people whose skills fit the company’s values.

6. To devise methodologies for assessing psychological traits,

7. To seek out non-conventional development grounds of talent,

8. To search for talent globally and not just within the company.

9. To design entry pay that competes on quality but not on quantum,

10. To anticipate and find people for positions that does not exist yet.

11. Recruitment as you know is identifying the right candidates and selection is get-

ting right candidates for the right job.

Sub-systems of Recruitment

The recruitment consists of the following sub-functions:

1. Finding out and developing the sources where the required number and kind of

employees will be available.

2. Developing suitable techniques to attract the desirable candidates.

3. Employing the techniques to attract candidates.

4. Stimulating as many candidates as possible and asking them to apply for jobs irre-

spective of number of candidates required.

Management is responsible for producing the human resource plan, senior

management for supporting it. Implementation is likely to be most effective if it

carries the support of the workforce, normally achieved through consultation with

trade union or other employee representatives.

35

Recruitment Process

SOURCES OF RECRUITMENT

Internal Sources

Persons who are already working in an organization constitute the internal

sources. Ex – Promotions & transfer, job posting, employee referrals.

External Sources

External sources lie outside an organization. Ex –campus recruitment

36

SOURCES OF RECRUITMENT

INTERNAL SOURCES

PROMOTIONS

& TRANSF

ERS

JOB POSTIN

G

EMPLOYEE

REFERRALS

EXTERNAL SOURCES

CAMPUS RECRUITMENT

Recruitment Process

INTERNAL SOURCES

1. Promotion & Transfer :

Promotion involves movement of an employee from a lower level position to a

higher level accompanied by changes in duties, responsibilities, status and value.

Transfer involves lateral movement within the same grade, from one job to

another by change in duties and working conditions, etc but not unnecessarily

salary. This method certainly allows people greater scope to experiment with their

careers, kindly ambitions and motivating them to take a shot at something they

might otherwise never has considered. This system works best for young

executives who are willing to take risks.

2. Job posting :

In this method, the organization publicizes job openings on bulletin boards,

electronic media and similar outlates.The advantage of this method is that it offers

a chance to highly qualified applicants working within the company to look for

growth opportunities within the company without looking for greener pastures

outside.

3. Employee Referrals :

Employee Referrals means using personal contact to locate job opportunities. It is

a recommendation from a current employee regarding a job applicant. The logic

behind this is that “it takes one to know one”.

EXTERNAL SOURCES

Campus Recruitment:

It is a method of recruiting by visiting and participating in college campuses and

their placement centers. Advantage of this method include: the placement centers

helps locate applicants and provides resumes to organizations; applicants can be

prescreened; applicants will not have to be lured away from a current job and

lower salary expectations. On the negative front, this method means hiring people

with little or no work experience. The organizations will have to offer some kinds

of training to the applicants, almost immediately after hiring.

37

Recruitment Process

RECRUITMENT PROCESS IN HMSI

The recruitment process consists of the following steps:

Recruitment process generally begins when the personnel department receives

requisitions for recruitment from any department of the company. The personnel

requisitions contains detail about the positions to be filled, number of persons to

be recruited, required from the candidate, terms and conditions of employment

and at the time by which the persons should be available appointment, etc.

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

Short listing the prospective employees CV’s which matches the company’s job

description and fitment.

Then the Screening of the candidate is being done by the Sourcer team, by check-

ing its communication skills.

Then communicating with the candidate about the organization, the job

and the terms and conditions of service.

If the candidate is suitable, then encouraging the identified candidates to apply for

jobs in the organization.

Then the shortlisted candidates CV’s are sent to the concerned department for the

selecting the CV’s of the candidates who are suitable for the interview round.

Then the shortlisted candidates are contacted for interview through an interview

call call/e-mail or through the consultants and also Application form is sent to

them through mail and is asked them to fill that application form and should be

brought at the time of interview along with their two photographs and resume.

Interview schedule is prepared and sent to the concerned department HOD, Inter-

view panel and a copy is kept for HRD department records.

Then the interview is conducted at the planned location.

Then the selected candidates in the interview are called for the Medical check- up.

And also Reference check is done.

Then the Medically fit candidates are issued the LOI (Letter of Intent).

Then the selected candidates are given the joining dates for joining in the company.

Then after joining hiring is being done.

38

Department Manager will prepare Manpower Requisition form along with JD

Division Head will verify the same

Is position replaced/ new?Operating Head will approve the MR

REP

Operating Head will recommend the same

No

Director will approve the MR

MR will come to Retention team for Job Evaluation & Organizational Chart clarify

MR will come to Department Head – HR & Admin for Recommendation

MR will come to Operating Head for Final Approval

MR will come to Section Manager – Sourcing with JD & Organizational Chart

Finally MR will come to Team Members – Sourcing for Recruitment

Recruitment Process

RECRUITMENT PROCESS FLOWCHART

39

Screening for Fitment & Competency

Are the profiles suitable for another position?

Store in Data

Scrap

Send for the Short listing to the concerned Department if required

YES

NO

NO

YES

Directly Lineup the Candidates for Interview

Profile is Suitable?

Are the profiles suitable for respective position?

Interviews Conduction

Medical Check up

Is any Candidate is suitable?

Is Candidate Medically Fit?

Issue LOI (Letter of Intent)

Joining

YES

Re- Generate the profiles for same

NO

Recruitment Process

40

Recruitment Process

FACTORS DETERMINING THE POLICIES AND

PROGRAMS OF THE COMPANY

A policy is typically described as a principle or rule to guide decisions and

achieve rational outcomes. Business policies define all functional areas in the

company from marketing, finance, operations, to personnel or management. The

formulation of policies is established to avoid problems and/or address

unfavorable repercussions that may arise from any entity of the organization.

1. Organization’s objectives

The key component of any policy statement is to set the long-term objectives of

the organization. It is known that policy is generally a medium for realization of

organizational objectives. Objectives stress the state of being there whereas policy

and programs stresses upon the process of reaching there. Policy includes both the

fixation of objectives as well the medium to be used to realize those objectives.

Thus, policy is a wider term which believes in the manner of deployment of

resources so as to achieve the objective.

2. Organizational Environment

The general economic and industrial environment in which the organization

operates. This includes a review of the organizations competitive position. It is

essential to conduct a qualitative and quantitative review of an organizations

existing product line. The purpose of such a review is to make sure that the factors

important for competitive success in the market can be discovered so that the

management can identify their own strengths and weaknesses as well as their

competitors’ strengths and weaknesses. After identifying its strengths and

weaknesses, an organization must keep a track of competitors’ moves and actions

so as to discover probable opportunities of threats to its market or supply sources.

41

Recruitment Process

3. Quantitative Targets

An organization fixes the quantitative target values for some of the organizational

objectives. The idea behind this is to compare with long term customers, so as to

evaluate the contribution that might be made by various product zones or

operating departments. This helps in determining the policies of the organization.

4. Company Resources

Having an idea and developing a policy for company can help company to grow

and succeed, but if the company does not have the resources to make the policy

come together, it can stall progress. One of the first steps to any planning process

should be an evaluation of the resources necessary and compared the resources

the company has available. Some of the resources to consider are finances,

personnel, space requirements, access to materials and vendor relationships.

5. Budget

Any policy that does not have a budget to support it will not make it during the

implementation stage. A budget is something that should be considered during

policy making process because it has a tremendous effect on the policy. Budgets

can make or break a policy, and realistic ideas about budgeting should always be

taken during the planning process of a business.

6. Organizational Responsibilities

Organizational responsibilities play a role in the policy making because an

organization is responsible for providing stake holders with profit or value first

and foremost. What will benefit the stakeholder will always play a role in the

decisions of the planning process because the ultimate goal of most businesses is

to provide value?

42

Recruitment Process

7. Economic Conditions

Economical conditions are good or bad this will affect the policy, and the

condition of the economy provides information that can make the policy

successful or unsuccessful. Economical conditions will provide a business with

information that will help determine the next steps in the planning process, and

this factors in highly on plans.

RECENT INTERNAL CHANGES THAT AFFECT THE

ORGANIZATION

Every organization goes through periods of transformation that can cause stress

and uncertainty. To be successful, organizations must embrace many types of

change. Businesses must develop improved production technologies, create new

products desired in the marketplace, implement new administrative systems, and

upgrade employees' skills. Organizations that adapt successfully are both

profitable and admired. The internal changes affect the organization's

management policies and styles, systems, and procedures, as well as employee

attitudes.

1. Changes in the managerial personnel

Besides environmental changes there is a change in managerial personnel. Old

managers are replaced by new mangers, which necessitated because of retirement,

promotion, transfer or dismissal. Each new manager brings his own ideas and way

of working in the organization. The relationships, more in the organization. The

relationships, more particularly informal ones, changes because of changes in

managerial personnel. Moreover, attitude of the personnel change even though

there is no changes in them. The result in that an organization has to change

accordingly.

43

Recruitment Process

2. Nature of the work force:

The nature of work force has changed over a passage of time. Different work

values have been expressed by different generations. Workers who are in the age

group of 50 plus value loyalty to their employers. Workers in their mid thirties to

forties are loyal to themselves only. The youngest generation of workers is loyal

to their career. The profile of the workforce is also changing fast. The new

generation of workers has better educational; they place greater emphasis on

human values and questions authority of managers. Their behavior has also

become very complex and leading them towards organizational goals is a

challenge for the managers. The employee turnover is also very high which again

put strain on the management.

3. Management Turnover

Change at the top management level ushers in a period of uncertainty for most

organizations. The uncertainty is accentuated when the departure of the CEO is

abrupt and/or unexpected. In other instances, turnover is the norm. Under any

circumstance, the departure of the CEO creates a vacuum in the organization. The

board of directors of the nonprofit organization diverts its energies from policy

making, planning, and fund-raising to finding a new CEO.

4. Changing Community Needs

Over the last decade, there has been significant change in the demographics of the

community. Because of these shifting demographics, the client census and

financial base of the agency have been hit hard. This led to the identification of

potential new programs to better serve the community.

5. Incentive Systems

Consider altering existing incentive systems to coincide with your new strategic

objectives. In HMSI two years back incentive system rewards employees on the

basis of tenure, but new strategic plan calls for a 50 percent increase in service

44

Recruitment Processplan sales to reposition company, then consider altering the system to reward

employees or teams with high monthly service plan sales numbers.

EXTERNAL CHANGES AFFECT THE ORGANIZATION

Businesses' external environment consists of competitive pressures, marketplace

influences, government regulations and other uncontrollable, macroeconomic

forces. Organizational structure is the formal layout of a company's workforce,

showing managerial hierarchies, lines of decision-making authority and the

physical grouping of employees. The external business environment can exert a

number of pressures that can cause companies and industries to alter and adapt

their organizational structures.

1. Competitive Pressure

The nature of the competition in a specific industry can have an effect on the

organizational structure of all players in the industry. In HMSI make changes to

their products frequently to stay relevant with customers. In this industry,

companies will need the ability to make major product decisions quickly and

frequently, making it helpful to structure organizations to center decision-making

authority in a single individual or a small group.

2. Legal and Political Factors

The legal and political environment can have an effect on how employees and

departments are distributed across countries around the world. HMSI which do

business indifferent countries. If the employment tax rate is significantly higher in

one country than the others, the company is likely to avoid locating any facet of

their operations in that region.

Trade barriers, such as tariffs and import quotas, are an example of a political

influence. These forces can cause a company to build new production facilities

inside the countries they export to in order to reduce the total cost of their

products. Both of these issues can cause a company to adopt a geographic

organizational structure.

3. Customers in the Marketplace

45

Recruitment Process The importance of customer service in an industry can affect whether companies

in the industry favor a relatively tall or short organizational structure. Front line

employees need to be empowered to make decisions, such as giving cash refunds,

making product exchanges and giving away free products.

4. Technology

Technology is the use of knowledge, methods, techniques and means that

transform inputs into the output in one organization. The rate of technology

effects as external sources of organizational change varies from industry to

industry. Change in machines which make rice better and reduce efforts and

computer programs accordingly HMSI must follow the development of

technology and use the latest achievements in the development of their own

business.

5. Desire for Growth

Businesses that want to attain growth might need to change their method of

operations. HMSI to attain the growth always change their methods and

procedures to make rice which is preferred by their customers.

46

Recruitment Process

DEPARTMENT I WORKED IN

DEPARTMENT CHART

The department in which I had worked is HR department. HR department comes under the GENERAL AFFAIRS. Under General Affairs there are two more departments i.e. Admin & Industrial Relations. In HR department there are three sub- departments. They are Sourcing, Talent Retention and Training and development. I had worked in Sourcing department which looks after the recruiting part. The members of this department select the right candidate for the right place at right time. The process of recruitment starts with the job posting at Naukri. Then they source the right candidate with good educational qualification and job roles matching the company’s job description and fitment. Then they screen the candidates by seeing their communication skills and asking their job roles in the current company. They also ask them their total years of experience and their current and expected CTC and then match their experience and CTC. They also take all educational details of the candidate like year of passing and their percentage. They record the details of all the candidates in Excel sheet and then after screening they send the CV’s of the candidates to the concerned Departments. When the HODs give their approval then they call the candidates for Interview and also inform them regarding the venue details and Job Description. Then they confirm whether the candidates will be attending the interview or not. Then the interview is conducted. The selected candidates in the interview are called for the Medical Check- up and also reference check is done. Then the medically fit candidates are issued the LOI (Letter of Intent) in which the joining date would be mentioned.

47

GENERAL AFFAIRS

HUMAN RESOURCE

SOURCING

TALENT

RETENTION

T R AI NING &

D EV ELOP M E

NT

ADMIN INDUSTRIAL RELATIONS

DIRECTOR(GENERAL AFFAIRS)

OPERATING HEAD

DIVISION MANAGER

HUMAN RESOURCE DEVELOPMENTHUMAN RESOURCE PLANNING ADMIN

SECTION MANAGER (SOURCING)

TEAM MEMBER TEAM MEMBER TEAM MEMBER TEAM MEMBER TEAM MEMBER

Recruitment Process

LAYOUT OF THE OFFICE

48

Recruitment Process

JOB DESCRIPTION

NAME: Rupa Singh DESIGNATION: Section

Manager

JOB DESCRIPTION:

Recruit, interview and select applicants as per vacancy requirement.

Employee services including time office, pay roll and salary related activities.

HR Policy development ,implementation and documentation

Handle the 4 team members and distributes the work among them.

Managing senior level recruitment strategies

Advising on correct recruitment methods

Ensuring that best practice is upheld

Managing projects

Manage the on-going projects and people planning objectives for the business.

NAME: Babli DESIGNATION: Trainee

JOB DESCRIPTION:

Screening the shortlisted candidates to see their communication skill.

Filling the details of the sourced candidates who are shortlisted in the excel sheet

like candidates age, e-mail id, current job company and location.

Informing the candidates who are selected for interview by call whether they have

received the mail regarding the interview details like venue and time. And con-

firming whether they are coming for interview or not.

Informing them regarding the facilities that company is providing like 2nd class

train fare reimbursement if the candidate is coming far from 200km.

Doing the reference check of the selected candidates in the interview.

Arranging the LOI of the candidates.

49

Recruitment Process

MACHINES, COMPUTER PROGRAMMES USED

COMPUTER:

Computer is an electronic device which takes input, processes it and stores it in

the memory and gives out the result. In Sourcing department computer is used to

store information of the candidates and sourcing the candidates from portals and

for mailing.

LANDLINE PHONES:

In sourcing department landline phones are used to make personnel calls and to

call to the candidates for screening and official details.

e-PORTAL:

A web portal is a web site that brings together information from diverse sources

in a unified way. Usually, each information source gets its dedicated area on the

page for displaying information (a portlet); often, the user can configure which

ones to display. EPortal is a powerful web-based interface that allows all

stakeholders access to relevant data from a central source, through secure,

password-protected entry.

SAP Software:

SAP is a German multinational software corporation that makes enterprise

software to manage business operations and customer relations. In HMSI, SAP

software is used for hiring of the selected candidates.

MS- OFFICE 2007:

Microsoft Office 2007 (officially called 2007 Microsoft Office System) is

a Windows version of the Microsoft Office System, Microsoft's productivity

suite. In HMSI it is used to store and save the important data.

50

Recruitment Process

WHAT DID I LEARNT? HOW WILL THIS

EXPERIENCE HELP ME IN THE FUTURE?

I had learnt many things in HMSI. This experience was very knowledgeable

experience. I have developed my personality and worked like a team member.

While working in company I learnt how to manage the resource for a particular

task and how to deal with the different kind of people in the organization. I learnt

how to face the difficulties if any problem occur in department work or in my

project. How to tackle the sudden problems with calm and silent mind. During

training period I understood the management of time, I learnt how every second is

precious to us. With the help of my mentors I have learnt many things, how to run

an industrial unit? How day- to- day problems is tackled by the executives? How

to solve the problems faced by the whole department due to lack of efficiency of

one employee? How to manage the files? What details are to be filled of the

applicants who are sourced? How to do the Reference Check of the selected

candidates in the interview. I have learnt the end to end recruitment process.

Recruitment is a process where we select the right candidate for the right place at

right time. Then the sourcing of the right candidate is done. Then screening of

candidates is being done by call. Then the records are maintained in Excel sheet

for future use. Then the shortlisted applicants are called for the interview. The

selected candidates in the interview are called for the Medical Check- up and also

reference check is done. Then the medically fit candidates are issued the LOI

(Letter of Intent) in which the joining date would be mentioned. Here ends the

recruitment process.

This experience will fully help in the future. During interview as a fresher this

experience will be with me as a plus point. During future interviews, the things I

have learnt during this period will help me to show my talent and experience.

51

Recruitment Process

PROBLEMS FACEDI had put my best effort in gathering the data and i have tried my level best that

the data provided and the survey done are authentic as they could be, but there are

some limitations, which are mentioned below :

1. Time Limitation

2. Unavailability Of Proper Material

3. Organizational Restrictions

4. Lack Of Responsiveness By The Employees Towards The Questionnaire

5. In the company there are many employees and work load is also more so they

couldn’t give me their time for the study.

6. The management did not agree to disclose all the confidential data.

1) TIME LIMITATION

The time was a limitation during completion of the report. The time was not

enough to cover all the points about the topic. Also it was tough job to understand

all the recruitment in this short period. It brings the eagerness in completion of the

report. The time raise as a big difficulty in the preparation of the report. This time

limitation enables to better understanding the policies of the company.

2) Unavailability Of Proper Material

The lack of proper material was also a limitation when developing the report.

There was not adequate availability of material in developing the report. Some of

the material available was not too relevant. The material available was not

sufficient. The library was not able to provide the best material.

52

Recruitment Process

WHAT WAS MISSING/ LACKING?

We are not allowed to take our own laptop and pen drive due to which I was not

able to do my project during company hours which was bit waste of time for me.

I was not allowed to go to any other department rather General Affairs to do my

survey.

The members were hesitates to speak freely as they feared the information’s to

leak in the head office. Due to which I have not get much data to do my project

report.

HOW COULD I HAVE DONE OUR WORK BETTER AND GAINED MORE EXPERIENCE?

There are certain things which may had done my work better and I had gained more experience, those are:

If I was provided with the materials like computer, phones, I would have done

better with that.

According to company policies I was not provided with the sufficient data for

completion of my project report. The members were hesitates to speak freely as

they feared the information’s to leak in the head office. Due to which I have not

get much data to do my project report.

The study period is limited; the time which is provided to us to complete the

project was limited. I have to collect the necessary and important information

within the limited period of time and it is not possible to collect it, due to lack to

time. If provided with more time would have done my project better and would

have gained more experience.

53

Recruitment Process

SWOT ANALYSIS

STRENGTHS:

Strong brand name and huge market. Excellent distribution through franchisees. Most reliable for Indian roads as it requires low maintenance. Good mileage.

WEAKNESSES:

Focuses on just mileage and no power. Industry is exposed to cyclical downturns in the automotive vehicles. Most com-

ponent companies are dependent on global majors for technology Industry has a lower level of research and development capability.

OPPORTUNITIES:

Expansion in rural and tier-2 cities.

Innovations in technology.

May serve as sourcing hub for two wheelers globally.

THREATS:

New entrants

Competitors

Low cost

The presence of large counterfeit components market poses a significant threat.

Pressure on prices from gems continues. Imports pose price based competition in

the replacement market. Further marginalization of smaller player’s likely

outlook.

54

Recruitment Process

PESTE ANALYSIS

POLITICAL: In the late 80s,’equal employment opportunity’ had become a

major slogan in corporate circles. Companies realized that employment needs

must be defined in terms of ability to perform the job, not in terms of race, color,

sex or national origin. Phrases such as “only men need apply”; and “age 25-35

group preferred” no longer appeared in the advertisement for job vacancies.

Factors such as influence of unions, recommendations of friends and relatives of

management also play an important role in influencing recruitment policies

followed by a firm.

ECONOMICAL: Economic conditions quietly influence the recruitment

process in all organizations. Liberalization, Privatization and Globalization (LPG

era) have contributed to the growing demand for management graduates

possessing fund-raising, risk management, and marketing skills initially.

Companies have to resort to extensive advertising (newspaper ad, campus hiring,

search firms, employee referrals etc) for recruiting people with requisite skills.

However by late 90s, the rules of the game changed dramatically.

SOCIAL: Major social changes in the past two decades have caused

organizations to place increased emphasis on recruitment. Modern employees

look for a satisfying career in place of “just a job”. If the opportunities for career

growth are missing in an organisation, they don’t hesitate to leave and go in

search of greener pastures outside. If the organization is not aware of-and is

insensitive to – prevailing social values and norms, the recruitment efforts could

go back off the track.

55

Recruitment Process

TECHNOLOGICAL: New technologies create new jobs. The existing jobs

undergo a rapid change. As a result, sometimes applicants with unusual

combinations of skills and knowledge must be found. After liberalization program

several old jobs have disappeared. At the same time, there is chronic shortage of

people with requisite skills and knowledge especially in the fields of software,

telecommunication, insurance, etc. In such a scenario, companies have to step up

their recruitment efforts to compete successfully for the small number of suitable

candidates available in the market.

EDUCATIONAL: Unique practices create unique organizations. Honda was

established upon the fundamental belief in the value of each individual. Based on

company philosophy, they respect independent spirit and freedom, equality and

mutual trust of human beings who work for or come in contact with their com-

pany. As such their management policies focus on developing and enhancing the

essential characteristics that every individual possesses - capacity to think, reason,

and most importantly - the ability to dream. Being the largest producer of 2-

wheelers and one of the most admired companies in the world definitely thrills

company. But what thrills company associates most is the 'Joy of Creating', one of

missions at Honda, which promotes working for company own happiness. If you

have a passion for 2-wheelers and possess a challenging spirit, your abilities are

more important to company rather than which university you passed from.

56

Recruitment Process

DATA ANALYSIS & INTERPRETATION

1) Is Recruitment a mere vacancy – filling function?

OPINION No of

respondent

% of

respondent

AGREE 10 20

DISAGREE 40 80

TOTAL 50 100

INTERPRETATION

20% of the respondents said that recruitment is only a vacancy-filling function but

80% respondents is not in the favor of mere recruitment-filling function because it

is not just filling the positions but filling position with skilled and knowledgeable

candidate.

57

Recruitment Process

2) According to you what is the nature of recruitment?

OPINION No of

respondent

% of

respondent

SIMPLE 3 6

LITTLE

BIT

COMPLEX

15 30

COMPLEX 32 64

TOTAL 50 100

6%30%

64%SIMPLE LITTLE BIT COMPLEXCOMPLEX

INTERPRETATION

6% of the respondents said that recruitment is a simple function where 30% said

that recruitment is little bit complex function but 64% of the respondents feel that

recruitment is a complex function.

58

Recruitment Process

3) Is true to say that recruitment matches the needs of applicants &

organizations?

OPINION No of

respondent

% of

respondent

AGREE 50 100

DISAGREE 0 0

TOTAL 50 100

1

AGREEDISAGREE

INTERPRETATION

All respondents said that recruitment fully matches needs of applicants &

organization.

59

Recruitment Process

4) Does recruitment provides a satisfying career in place of “Just a

Job”?

OPINIONNo of respondent

% of

respondent

AGREE 25 50

DISAGREE 0 0

SOME

EXTENT10 20

LARGE

EXTENT15 30

TOTAL 50 100

AGREE

DISAGREE

SOME EXTENT

LARGE EXTENT

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

50%

0%

20%

30%

INTERPRETATION

50% of the respondents said that recruitment provides a satisfying career in place

of “just a job” but 20% of the respondents are in favor of this to some extent

whereas 30% respondents are in favor of this to large extent.

60

Recruitment Process

5) The recruitment through employee referrals method is right?

OPINIONNo of respondent

% of

respondent

AGREE 10 20

DISAGREE 10 20

SOME

EXTENT20 40

LARGE

EXTENT10 20

TOTAL 50 100

AGREE DISAGREE SOME EXTENT LARGE EXTENT0%

5%

10%

15%

20%

25%

30%

35%

40%

20% 20%40%

20%

INTERPRETATION

20% of the respondents said that recruitment through employee referrals method

is right where 20% respondent are in the favor that employee referrals method is

not right but 40% respondents are in favor of this method to some extent while

20% respondents are in favor of this to large extent.

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Recruitment Process

6) What do you think to be recruited equally means to be selected?

OPINION No of

respondent

% of

respondent

AGREE 0 0

DISAGREE 50 100

TOTAL 50 100

100%AGREEDISAGREE

INTERPRETATION

All respondents said that recruited equally does not mean to be selected while no

respondent said that recruited equally does mean to be selected.

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Recruitment Process

7) Does the company reimburse the traveling cost incurred by the

candidate for appearing in the interview?

OPINIONNo of

responden

t

% of

respondent

YES 5 10

NO 0 0

DEPENDS 45 90

TOTAL 50 100

0.5 1 1.5 2 2.5 3 3.50%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

INTERPRETATION

10% of the respondents said that company reimburses the traveling cost incurred

by the candidate for appearing in the interview whereas 90% of the respondents

said that reimbursement of the travelling cost depends on from how far the

candidate is coming.

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Recruitment Process

8) The most reliable & valid tests for selection are

OPINIONNo of respondent

% of

respondent

ATTITUDE 5 10

INTELLIG

ENCE15 30

PERSONA

LITY0 0

PERFORM

ANCE30 60

TOTAL 50 100

ATTITUDE INTELLIGENCE PERSONALITY PERFORMANCE0%

10%

20%

30%

40%

50%

60%

70%

10%

30%

0%

60%

INTERPRETATION

10% of the respondents said that most reliable & valid tests for selection are

attitude while 30% said that reliable & valid tests for selection are intelligence

and 60% are in the favor of performance.

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Recruitment Process

9) Do you think that selection of an individual through a consultant’s

recruitment is a win-win situation for both organizations & the

selected one?

OPINION No of

respondent

% of

respondent

AGREE 50 100

DISAGREE 0 0

TOTAL 50 100

AGREE DISAGREE0%

10%20%30%40%50%60%70%80%90%

100%

100%

0%

INTERPRETATION

100% of the respondents said that selection of an individual through a

consultant’s recruitment is a win-win situation for both organizations & the

selected one.

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Recruitment Process

10) What source you adopt to hire the candidates?

OPINIONNo of respondent

% of

respondent

EMPLOYE

E

REFERRAL

S

5 10

CAMPUS

RECRUIT

MENT

15 30

JOB

PORTALS30 60

TOTAL 50 100

0.5 1 1.5 2 2.5 3 3.50%

10%

20%

30%

40%

50%

60%

70%

INTERPRETATION

10% of the respondents said that they adopt Employee Referrals for sourcing

candidates while 30% respondents said that they adopt Campus Recruitment but

60% respondents use Job Portals for sourcing.

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Recruitment Process

FINDINGS OF THE STUDY

80% of the respondents are not in the favor that recruitment is a mere filling func-

tion.

64% of the respondents feel that recruitment is a complex function.

All respondents said that recruitment fully matches needs of applicants &

organization.

50% of the respondents said that recruitment provides a satisfying career in place

of “just a job”.

20% of the respondents said that recruitment through employee referrals method

is right where 20% respondent are in the favor that employee referrals method is

not right but 40% respondents are in favor of this method to some extent.

All respondents said that recruited equally does not mean to be selected while no

respondent said that recruited equally does mean to be selected.

90% of the respondents said that reimbursement of the travelling cost depends on

from how far the candidate is coming.

60% of the respondents said that most reliable & valid tests for selection is

performance.

100% of the respondents said that selection of an individual through a

consultant’s recruitment is a win-win situation for both organizations & the

selected one.

60% of the respondents said that they adopt Job Portals for sourcing candidates.

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Recruitment Process

CONCLUSION

The process of recruitment in HMSI is awesome. The company sources of recruit-

ment are very effective. The main source of internal recruitment is Job Posting,

promotions and employee referrals because they are regarded as the good source

of recruitment.. Recruitment is a never ending process in the organization. Select-

ing the qualified and skilled candidate is the main motto of the organization.

The excellent pattern of interview is followed in case of selection process. Candi-

date eligibility verification program is a greatest merit to the organization to avoid

unfaithful candidates in the organization. The systematic procedure is followed in

recruitment process.

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Recruitment Process

IMPLICATIONS

♦ This study will helpful in further project work.

♦ Helpful for HR department

♦ To structure the Recruitment policy of company for different categories of em-

ployees.

♦ To analyze the recruitment policy of the organization.

♦ To compare the Recruitment policy with general policy.

♦ To provide a systematic recruitment process.

♦ It extends to the whole Organization. It covers corporate office, sites and works

appointments all over India.

♦ It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management

and Senior Management cadres.

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Recruitment Process

RECOMMENDATIONS/SUGGESTIONS

As we know that nothing is perfect in itself, it always needs something every

time. So from the above discussion, there are some suggestions and recommenda-

tions that are to be made during recruitment & selection process. So following are

the some recommendations that should be done these are:

The candidates who are recruited should be offered enough information regarding

his position & his all curiosities should be cleared.

If campus recruiting is used then HR Department should ensure that recruiters are

knowledgeable concerning the jobs that are to be filled.

The recruiter must be professionally trained.

During selection interview, stress interview and time taking interviews should be

used.

Panel interview is the best among all selection interviewed and it should be used.

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Recruitment Process

REFERENCES

BOOKS

Aswathappa, K., 2005, Human Resource and Personnel Management, Tata McGraw-Hill Pub-

lishing Company Limited, New Delhi.

Gupta, K. S, & Joshi. R, 2007, Human Resource Management, Kalyani Publishers, New Delhi.

WEBSITES http://en.wikipedia.org/wiki/HMSI

http://www.honda2wheelersindia.com

http://en.wikipedia.org/wiki/Honda

http://www.myindiaguide.com/bikes/honda.html

http://en.wikipedia.org/wiki/Recruitment

http://world.honda.com/group/India/

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