Recruitment & Selection Hero Motors

RESEARCH REPORT ON “RECRUITMENT AND SELECTION PROCESS”

SUBMITTED TO:-

SUBMITTED BY:-

Mrs. Himani Goswami

Shrangesh Nigam

Faculty

& Shiva Shankar Gupta

I.T.S ENGINEERING COLLEGE GREATER NOIDA

1

CONTENTS

•

•

DECLARATION

•

PREFACE

•

EXECUTIVE SUMMARY

HISTORY •

INTRODUCTION

SCOPE OF STUDY •

COMPANY PROFILE

RECRUITMENT SELECTION •

HUMAN RESOURCE MANAGEMENT IN HERO MOTORS

•

OBJECTIVE OF STUDY

•

RESEARCH METHODOLOG M ETHODOLOGY Y

•

ANALYSIS ANALYSIS & FINDINGS FINDIN GS

CONCLUSION •

RECOMMENDATIONS

LIMITATIONS •

BIBLIOGRAPHY

•

ANNEXURE

2

CONTENTS

•

•

DECLARATION

•

PREFACE

•

EXECUTIVE SUMMARY

HISTORY •

INTRODUCTION

SCOPE OF STUDY •

COMPANY PROFILE

RECRUITMENT SELECTION •

HUMAN RESOURCE MANAGEMENT IN HERO MOTORS

•

OBJECTIVE OF STUDY

•

RESEARCH METHODOLOG M ETHODOLOGY Y

•

ANALYSIS ANALYSIS & FINDINGS FINDIN GS

CONCLUSION •

RECOMMENDATIONS

LIMITATIONS •

BIBLIOGRAPHY

•

ANNEXURE

2

 DECLARATION  I SHRANGESH NIGAM AND SHIVA SHANKAR GUPTA hereby declare that the project titled “RECRUITMENT AND SELECTION PROCESS IN HERO MOTORS” is my own work and efforts which is Mrs .HI .HIMA MANI NI GO GOSWA SWAMI MI complete completed d under under the supervis supervision ion of  Mrs

,

Faculty Management,.I.T.S .Engg. college ,GR. Noida

The Research report has been submitted to , I.T.S .Engg. college ,GR.  Noida for the purpose of the compliance of any requirement of any examination or any degree earlier.

SHRANGESH NIGAM

&

SHIVA SHANKAR

M.B.A 2nd Sem

3

PREFACE

The purpose of my research research report was to learn the practical practical application of  Recruitm Recruitment ent and Selecti Selection on Proces Processs and its importan importance ce in Hero motors along with the HR policies of Hero motors which prides itself to be the market leader. While carrying out the study I have gained a good amount of knowledge and insights of how HR department works but I have touched the tip of  iceberg. There was more to learn but due to constraint of time it was not  possible.  possible. The HRD manager has to work with the missionary spirit. Unlike many roles in an organization where tangible short- term benefits can be obtained, it is difficult for HRD functionary to demonstrate any tangible short- term accomplishment. Yet HRD managers are tempted to show to the top management, line manager and themselves that they are making things happen through training program, recruitment& selection. In Hero motors a meticulously natural team stands at the very heart of the group. 4,000 Personnel Personnel evince perfect camaraderie. camaraderie. A steadfast steadfast dedication dedication to qualify an attainment of maximum team potential is the touchstones of  the company. The company is engaged in constant learning process through intensive selection and training program. Indeed, the aspiration is to shape a winning

4

team of self motivated, empowered, professionals with knowledge and confidence to take independent decision. Hero motors recognizes each employee’s individuality, ability and efforts and also applauds for their  contribution to the success of the group.

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EXECUTIVE SUMMARY The recruitment and selection procedure of the company determines the level of achieving organizational goals in the long run. As per definition it is stated that which is all about selecting right person for the right job at the right time at the best possible position. Although it sounds quite simple  but it is also not an easier job to evaluate a person with his ability and skills that may satisfy the core competency for the job so that his degree of  willingness to pursue a job becomes positive. From job seeker’s  prospective it is the core competencies, which matter much for a job. So it is the effective recruitment and selection procedure, which determines not only the right candidature for a job but also a long-term accomplishment of  organizational goals. I have chosen Hero motors for studying their methods of  recruitment and selection function. In the course of study I came to know that, it has the probability of achieving more than 50% of the people to be   placed for the right job, which reflects some of the unique ways for  recruiting the candidates to fill up various vacancies. The aim of the company is to achieve overall organizational goal not only by way of fulfilling the targeted top-line but also employee satisfaction towards various position of job to the maximum level. This I will see as I proceed subsequently in my Research.

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Basically recruiting is the discovering of potential candidates for actual or  anticipated organizational vacancies. It also can be said in another way that  bringing together those with jobs to fill and those seeking jobs. It is important to study Recruitment and Selection because through it I can identify our human resource needs. I can know what kind of people must  be select to fill up the specified vacancies. The ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. It should also provide information so that unqualified applicants can self select themselves out of    job candidacy, that is, a good recruiting program should attract the qualified and not attract the unqualified. Recruiting people is done by various ways, for the study first I have to know the recruiting sources. There are internal and external sources as well as employee referrals/recommendation. In this Research I am studying recruitment and selection process of Hero motors. To find out actual recruitment and selection process of Company is my main objective of study. Through this kind of surveys I will be able to achieve real recruitment  program of the company where for all kinds of operational level technical qualification is needed. I also have the picture of Selection cost of the

7

company. It is very interesting to study recruitment and selection process as it will give me clearer picture of the process.

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HISTORY The success of the Hero Group lies in the determination and foresight of  the Munjal brothers, who shared their vision with their workers and led the Group to a position where its name has become synonymous with topquality two wheelers. The flame kindled by the Munjal brothers in 1956 with the flagship company Hero Cycles; Mr. Satyanand Munjal, Mr. Brijmohan Lall Munjal and Mr. O. P. Munjal continue to carry the torch and are actively involved in the day-to-day operations of the Hero Group. The saga is being continued with the same zeal by the second and third generations of the family and by the large working force of the Hero Group. The spirit of enterprise which dominates the progress of the Group is characteristic of the land where it all began - the City of Ludhiana, in Punjab - home to some of lndia's finest workers and entrepreneurs. The Hero Group is a thriving example of three generations of a family working and striving together to ensure quality, satisfaction and extensive growth.

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MILESTONES Hero's success saga contains an element of spirit and enterprise; of  achievement through grit and determination, coupled with vision and meticulous planning.

1956

Hero Cycles Limited is established.

1961

Rockman Cycles Industries Limited established, which is today

the largest manufacturer of bicycle chains and hubs.

1963

It pioneered bicycle exports from India - a foray into the

international market.

1971

Highway Cycles was set up to meet the demands of Hero

Cycles. It is today the largest manufacturer of single speed and multi-speed freewheels.

1975

Hero Cycles Limited became the largest manufacturer of 

 bicycles in India.

1978

Majestic Auto Limited was formed and the Hero Majestic

Moped was introduced.

1981

Munjal Castings established.

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1984

Hero Honda Motors Limited established in joint venture with

Honda Motors of Japan, to manufacture motorcycles.

1985

Munjal Showa Limited established to manufacture shock 

absorbers and struts and is today among the top two shock absorber  manufacturing companies in India.

1985

The 100 cc Hero Honda Motorcycle arrived and by 1988 was

the No. 1 among all motorcycles in India.

1986

Hero Cycles Limited entered the Guinness Book of Records as

the largest bicycle manufacturer in the World.

1987

Hero Motors, a division of Majestic Auto Limited set up in

collaboration with Steyr Daimler Puch of Austria.

1987

Gujarat Cycles Limited, now known as Munjal Auto Industries

Limited was established to manufacture and export state-of-the-art bicycles and allied products in its fully automated plant at Waghodia.

1987

Sunbeam Auto Limited, earlier a unit of Highway Cycles

Limited, established as an ancillary to Hero Honda. It is the largest die casting plant in India.

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1988

Introduced "Hero Puch" from Hero Motors Limited. This

revolutionary machine immediately set new records of petrol efficiency and usable power in 50 - 65 cc machines.

1990

Hero Cold Rolling Division established and is one of the most

modern steel cold rolling plants.

1991

Hero Honda receives National Productivity Council's Award.

1991

Hero Honda receives the Economic Times - Harvard Business

School Association Award against 200 contenders.

1992

Munjal Showa Limited receives National Safety Award.

1993

Hero Exports established as the International Trading Division

for Group and non-Group products.

1993

Hero Motors becomes Indias largest exporter of two wheelers

1995

Hero Corporate Services Limited as the service segment for the

Hero Group Companies, ancillaries, suppliers, dealers and other associates.

1996

- Hero Winner, a large-wheeled scooter was introduced by

Hero Motors Limited with a choice of 50 cc and 75 cc engines.

1996

Munjal Showa Limited receives British Council's National

Safety Award. 12

1998

- Hero Briggs and Stratton Auto Private Limited was set up to

 produce 4-stroke two-wheeler engines in various cubic capacities.

1998

Munjal Auto Components established to manufacture gear 

shafts and gear blanks for motorcycles.

2000

The Hero Group diversifies into IT and IT enabled services

through its service segment - Hero Corporate Services Limited. 2000-2001 Hero Honda emerges as the market leader in motorcycles with

sales of over a million motorcycles and a strong market share of 47%.

2001

Hero Global Design established to offer engineering services in

CAD/CAM/CAE

related

to

New

Product

Development,

Design,

Engineering and Manufacturing.

2002

Hero Cycles ties up with National Bicycle Industries, part of 

Matsushita Group to manufacture high-end bicycles.

2002

Fastener World Established.

2002

Easy Bill Established to offer utility bill collection & retail

services.

2003

Tie up with Live bridge Inc., USA.

2004

Tie up with Bombardier - Rotax GmbH for scooter engines. 13

2004

Tie up with Aprilia Scooters, Italy.

2004

Hero Honda continues as the World's largest manufacturer of 

two-wheelers with annual sales volume of 2.07 million motorcycles and a market share of 48%.

2004

Retail Insurance business established.

2004

Hero ITES, a division of Hero Corporate Service Limited hived off as a division of new company Hero Management Service Limited.

2005

Hero ITES strengthens its relationship with ACS,USA,USD 5.0 billion market cap and Fortune 500 company.

2006

Hero Honda enters the scooter segment, launches 100cc "Pleasure"

2006

Hero Honda crosses a unit sales threshold of 3.0 million motorcycles

2006

Hero Group celebrates Golden Jubilee year since inception. It was

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commemorated by sales of over 15 million motorcycles & over 100 million bicycles.

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INTRODUCTION  Recruitment  is the discovering of potential applicants for actual or 

anticipated

organizational

vacancies.

Certain

influences

constrain

managers in determining recruiting sources such as image of the organisation,

internal

policies,

attractiveness

of

the

job,

union

requirements, government requirements and recruiting budgets.

  Popular sources of recruiting employees include internal search,

advertisements, employee referrals, employment agencies, schools, colleges and universities; professional organizations and casual or  unsolicited applicants. In practice, recruitment methods appear to vary according to job level and skill.

  Proper selection can minimize the costs of replacement and training,

reduce legal challenges, and result in more productive workforce. The  primary purpose of selection activities is to predict which job applicant will be successful if hired. During the selection process, candidates are also informed about the job and the organisation.

The discrete selection process would include the following: initial screening interview, completion of the application form, employment tests, 16

comprehensive interview, background investigations, physical examination and final employment decision. In the discrete selection process, an unsuccessful performance at any stage results in the rejection of the applicant. An alternative to the discrete selection process is the comprehensive approach, where all applicants go through every step in the selection  process and the final decision is based on a comprehensive evaluation of  the results of each stage. To be an effective predictor, a selection device should be reliable, valid and predict a relevant criterion. Selection devices provide managers with information that will help them  predict whether an applicant will prove to be a successful job performer. The application blank is effective for acquiring hard biographical data, while the weighted application can provide information for predicting job success. Traditional tests that assess intelligence, abilities and personality traits can predict job proficiency but suffer from being non-job related. On the other hand, interviews consistently achieve low marks for reliability and validity. Background investigations are valuable when they verify hard data from the application, although they offer little practical value as selection devices. Physical examinations are valid when certain physical characteristics are required to be able to perform a job effectively.

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SCOPE OF STUDY The scope of study is to observe the degree of satisfaction levels of the employer as well as the employees towards the process of recruitment and selection techniques adopted by the company. It will also show the deviations if any, towards this affect that will be experienced in research. Apart from getting an idea of the techniques and methods in the recruitment procedures it will also give a close look at the insight of  corporate culture prevailing out there in the organization. This would not only help to aquanaut with the corporate environment but it would also enable to get a close look at the various levels authority responsibility relationship prevailing in the organization. Also the stipulated time for the research is insufficient to undergo an exhaustive study about the topic assigned and moreover the scope of the topic (recruitment and selection) is wide enough, so it is difficult to cover all the topic within the stipulated time.

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COMPANY PROFILE Hero Motors

"Integrated Engineering Services Provider"

Hero Motors of Hero group provides relevant engineering solutions to the world at a competitive price. It originally focussed on manufacturing two stroke mini motorcycles, two stroke scooters and four-stroke step thru motorcycles under the brands Hero Puch, Hero Winner and Hero SmartHero Sting respectively.

Founder

Munjal Brothers: Mr. Satyanand Munjal, Mr. Brijmohan Lall Munjal and Mr. O. P. Munjal (the Hero Group). Country

India Year of Establishment

1988 Industry

Automobile and Automobile Component

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Corporate Office

601, International Trade Towers  Nehru Place, New Delhi, India - 110 019 Tel.: +(91)-(11)-26216666 (10 lines) Fax: +(91)-(11)-26471230, 26475194

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DIVISION OF HERO MOTORS

•

Sheet Metal Vertical: It produces parts for Hero Honda.

•

Engine Vertical: Produces range of two and four stroke two

wheeler engines for thir own consumption. •

Assembly Vertical: Produces two wheelers for Hero Motors.

•

Ferrous Casting: On the process of setting up a ferrous

Casting Foundry.

COMPANY FLASHBACK  Hero Motors is a part of a multi billion dollar group, the Hero Group. It has a diverse interests, manufacturing,, engineering design, corporate services, and value added engineering. The company is an integrated engineering services provider that has high quality processes and a world class technical team in place to deliver the best solutions in engineering. The main mover for Hero Motors has been engineering satisfaction, which is a way of life and part of the work-culture of the Group. The company leverages a strength of the Group such as engineering design expertise, though many decades old but a culture that promotes delivering the best value to the customers.

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Hero Motors aims to provide relevant engineering solutions globally at competitive prices through its team and skills that have been developed after years of creative work in the international arena. "Hero", the brand name symbolizing the steely ambition of the Munjal  brothers, came into being in the year 1956. From a modest manufacturer of    bicycle components in the early 1940's to the world's largest bicycle manufacturer today, the odyssey was fueled by one vision - to build longlasting relationships with everyone, including workers, dealers and vendors. This philosophy has paid rich dividends through the years. Hero, a name synonymous with two wheelers in India is today a multi-unit, multi-product, geographically diversified Group of companies. Through fully integrated operations, the Munjals roll their own steel, make critical components such as free wheels for their bicycles, and have the foresight to simultaneously diversify into myriad ventures, like product designing, IT enabled services, finance and insurance, just to name a few. Like every success story, Hero's saga contains an element of spirit and enterprise; of achievement through grit and determination, coupled with vision and meticulous planning. Throughout its success trail, the Hero Group and its members have displayed unwavering passion of setting

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higher standards for themselves and delivering simply the best to their  customers. The Hero Group philosophy is: "To provide excellent transportation to the common man at easily affordable prices and to provide total satisfaction in all its spheres of activity." Thus apart from being

customer-centric, the Hero Group also provides its employees with a fine quality of life and its business associates with a total sense of Hero Motorsonging. "Engineering Satisfaction" is the prime motive of the Hero Group and it

has become a way of life and a part of the work culture of the Group. This is what drives the Group to seek newer vistas, adopt faster technology and create quality driven products to the utmost satisfaction of customers,  partners, dealers and vendors. Today the Hero Group has a number of accolades and achievements to its credit … yet consumer requirements and newer technologies provide fresh challenges every day, and at Hero the wheels of progress continue to turn.

CAREER  Hero has continuously strived for synergy between technology, systems and human resources, to provide products and services that meet the

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quality, performance and price aspirations of its customers. While doing so, it has maintained the highest standards of ethics and social responsibility, has constantly innovated products and processes and developed teams that keep the momentum in order to take the Group to new heights. In the forefront of the two-wheeler and auto-components industry in India, the Hero Group is driven by the vision of providing technologically advanced and affordable transport solutions. In doing so its employs and scouts for state-of-the-art technology and systems. At Hero, new management strategies, techniques and manufacturing   processes are constantly adapted. The work culture at the Hero Group revolves around building relationships - be it with workers, vendors or  dealers. All those who come to work within the fold of the Hero Group are offered job security and growth opportunities, both personally and  professionally.

VISION "We, at the Hero Group are continuously striving for synergy between technology, systems and human resources to provide products and services that meet the quality, performance, and price aspirations of the customers. While doing so, we maintain the highest standards of ethics and societal 24

responsibilities, constantly innovate products and processes, and develop teams that keeps the momentum going to take the group to excellence in everything we do."

AWARDS AND ACHIEVEMENTS Dr. Brijmohan Lall Munjal, patriarch of the US$ 3.19 billion Hero Group was born in 1923, in what is now Pakistan. After partition, the Munjal  brothers started a small business of manufacturing bicycle components in Ludh Lu dhia iana na in Nort North h Indi Indiaa in the the face face of the the bo bott ttle lene neck ckss of indu indust stri rial al infrastructure and investments. Dr Lall led a small time manufacturer of 60 cycles a day to become a manufacturing giant, which churns out not only over 17,000 cycles per day but is also diversified into various domains. Undoubtedly, Dr.Lall is a first generation business entrepreneur of the 1950s'. Dr. Lall has enriched the Hero Group with his vision of sound business governa gov ernance nce and value value driven driven manageme management nt practic practices. es. His foresigh foresightt has made the Hero Group a leader in its business. Dr Brijmohan Lall is a role model for Indian Industry in corporate governance and ethical and valuedriven management practices. His principle-based leadership has led the Group Group companie companiess to receive receive the best best industr industrial ial governa governance nce and safety safety awards and acquire stringent value certifications. 25

Dr. Dr. Lall Lall was was amon amongs gstt the the firs firstt Indi Indian an indu indust stri rial alis ists ts to effe effect ctiv ivel ely y implement backward integration and he is acknowledged as the trend setter  in the area. Apart from the promotion of the Indian industry, he is the activ activel ely y invol involve ved d in many many nation national al asso associa ciatio tions ns such such as CII, CII, SIAM, SIAM, ASSOCHAM and PHD and is a member of the Regional Board of the Reserve Bank of India. He is Honorary Fellow of the Indian Institute of  Industrial Engineering. Dr. Lall Lall has has rece receiv ived ed vario various us accol accolad ades es and and award awardss for for his his immen immense se contribution to the Indian industry. He was adjudged Businessman of the Year in 1994 by a leading business magazine - Business India.

Nation onal al Awar Award d for outs outstan tandi ding ng In 1995, Dr. Dr. Lall rec receive ived the the Nati contr contrib ibut utio ion n to the the Devel Develop opme ment nt of India Indian n Smal Smalll Scale Scale Indu Industr stry. y.

(NSIC award - presented by the President of India) Admired ed In 19 1999 99,, the the Busi Busine ness ss Baro Baron n reco recogn gniz ized ed him him as the the " Most Admir CEO."

The PHD Chamber of Commerce and Industry presented him with the Distinguished Entrepreneurship Award in 1997, in recognition of his

outstanding exemplary entrepreneurship.

26

Xavier Xavier Labou Labourr Relati Relation onss Instit Institute ute (XLRI (XLRI), ), a premie premierr instit instituti ution on has has Sir Jeha Jehang ngir ir Gh Ghan andy dy Meda Medall for for conf confer erre red d on him the the ho hono norr of  Sir Industrial Peace in 2000.

Ernst and Young has recognized him as the " Entrepreneur of the year 2001."

All India India Mana Manage gemen mentt Asso Associa ciatio tion n confe conferr rred ed him him with with the the Lifetime Achievement award for "Managment"(2003)

Bana Banara rass Hind Hindu u Univ Univer ersi sity ty,, Vara Varana nasi si on onee of the the most most pres presti tigi giou ouss Universities of India conferred him with a Doctrate; degree of " Doctors of  letters" Honoris Causa in October 2004

The Government Of India honoured him with the prestigious " Padma Bhushan"in March 2005 for his contribution to Trade and Industry

Top 10 Indi Indian an Busin usines esss Hous Houses es Hero Hero Grou Group p rank rankss amon amongs gstt the Top

comprising 20 companies, with an estimated turnover of US$ 3.2 billion during the fiscal year 2005-2006. The Group and its management have acquired a number of accolades and achievements over the years: Hero Group Management style has been acclaimed internationally by World Bank and BBC, UK .Hero .Hero Group is discussed as a case study at London Business School, UK and INSEAD, France. World Bank has 27

acclaimed acclaimed Hero Cycles as a role model in vendor development based on a world-wide study. The London Business School, UK, has done a case

study on the Group as model of entrepreneurship. Boston Consulting Group has ranked Hero Group as one of the top ten Business Houses on Economic value, in India.

The Hero Group is recognized as a long term partner and an ideal employer:

-- Hero Group's partnership with Honda Motors, Japan is over 21 years old -- Hero Group's Partnership with Showa Manufacturing Corporation, Japan is over 19 years old. Brij ijmo moha han n Lall Lall Munjal Munjal receive Group Group Chairman Chairman,, Mr Br received d the coveted coveted "Ernst & Young Entrepreneur of the Year" award for 2001 .

Hero Honda Motors was ranked 3rd amongst top Indian companies

Review 2000 - Asia's leading companies award (2004) by Far Eastern Economic Review. World's 's larg larges estt manu manufac factu ture rerr of twotwoHero Hero Hond Hondaa Mo Moto tors rs is the the World wheelers with annual sales volume of over 3.0 million motorcycles.

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Hero Honda Motors has been awarded the highest rating for Corporate Governance (2003) by CRISIL - India's Leading Ratings, Risk & Advisory Company and as the Best Governed Company in private sector(Dec 2004). Hero Honda ranked Number One in the two-wheeler category on Environmental Performance by the Centre for Science and Environment.

Hero Cycles Limited is a Guinness Book Record holder since 1986 as the world's largest manufacturer of bicycles, with annual sales volume

of 5 million bicycles in FY 2006. Engineering Exports Promotion Council has awarded Hero Cycles with the Best Exporter Award for the last 28 years in succession.

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FACILITIES Within the Hero Group, quality is a passion - thus skill-improvement of the workforce, technical upgradation of the machines and evaluation of the manufacturing processes is a routine procedure - all aimed at the quality enhancement of the product. Specialisation is the hallmark of the manufacturing process at Hero Group. Experts are involved right from choosing the highest quality raw material to

applying

electroplating,

various

techniques,

like

robotic-welding,

shot-blasting and electrostatic painting.

brazing,

The

R&D

departments at the various manufacturing units are committed to the zerodefect approach, which drives the Group as a whole to constantly upgrade its manufacturing systems. The marketing and management teams are always on the look out for modern management techniques. Hero, the brand name synonymous with two-wheelers in India, is a multi-

unit, multi-product, geographically diversified, Group of Companies - the reflection of the steely ambition and indomitable grit of the Munjal Family Trace the saga of the "Hero" - through more than 50 years of Enterprise and Achievements, of Vision and Planning. Always blazing through the trails of success ...!

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HERO MOTORS Hero, a name synonymous with two wheelers in India, began its journey around four decades ago. Starting as a manufacturer of bicycle components, Hero has today grown into a multi-unit, multi-product, geographically diversified group of companies. Like every success story, Hero's saga contains an element of spirit and enterprise; of achievement through grit and determination, coupled with vision and meticulous  planning. The Hero Group began with a simple philosophy: to provide excellent transportation to the common man, at a price he could easily afford. It is this spirit which drives Hero even today; the dream of providing total satisfaction in all its spheres of activity. To consumers, in excellent  products at an affordable price; to employees, in a fine quality of life and to business associates, in a total sense of Hero Motorsonging. A thorough understanding of fast-changing consumer behavior, new market segments and product opportunities, and a marketing mix sensitive to changing customer needs, form the core of Hero's marketing strategy and  philosophy. The prime mover for Hero has been engineering satisfaction that is a way of life and part of the work-culture of the Group. This has driven Hero to seek newer avenues and technologies, to transform them into products that 31

have fulfilled the Hero dream, and catapulted the Group into the Guiness Book of World Records as the largest makers of bicycles in the world. Hero is also the largest manufacturer of 100cc motorcycles in India, and has a substantial presence in mopeds and auto-ancillaries. The search for excellence led to the creation of several companies by the Hero Group. Companies that maintained the ethos of perfect quality, which helped the Group attain its global stature and self-reliance in the entire manufacturing process. Keeping the wheels of progress turning are the individual companies of the Hero Group. Each an independent profit center. Each a success story in its own right. Besides this, the Hero Group has also helped promote more than 300 ancillaries which meet the needs of  smaller components, and more than 3,500 dealer outlets, each with its complement of trained mechanics and workers.

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RECRUITMENT Recruitment and selection are the most important functions in an organization because with the help of these functions the management selects the best available candidate from a batch of them. The organizations, in this growing competitive world, need to have the best of  the manpower so as to have an edge over its competitive. According to Flippo, "Recruitment is the process of searching for   prospective employees and stimulating and encouraging them to apply for   jobs in an organization." 

In the words of Yoder, "Recrutiment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measured for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force."  The recruitment needs can be classified into

Planned.



Anticipated.



Unexpected.

Planned need arise from changes in the organization and retirement  policy. These occur due the expected changes in the organization so the management can make a proper policy for it. 33

Anticipated need refer to the movements in personnel which an organisation can predict by studying the trends in the internal and external environments.

Resignations, deaths, accidents and illness result in to the unexpected needs.

FEATURES:



Recruitment is a process or a series of activities rather than a single event.



It is a linking activity as it brings together the employers and employees.



It is positive process because in this activity the employers want to have the maximum number of job seekers so as to have a wider  scope for choice ultimately leading in spotting right persons for job.



It is an important function as it makes it possible to acquire the number and type of persons required for the effective functioning of  the organization.

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

It is an on going function in all the organizations, but the volume and nature of recruitment varies with the size, nature and environment of the organization.



It is a complex process because a number of factors affect it --the nature of the job offered, image of the organization, organizational  policies, working conditions etc.

SOURCES OF RECRUITMENT: The various sources of recruitment are -

•

Internal Sources: IncludePresent Employees who can be transferred or given



 promotions. The retired and retrenched employees who want to return to



the company. Dependents and relatives of the deceased and disabled



employees.

•

External Sources: Consist of

Press advertisements.



Campus Interviews.

35



Placement Agencies.



Recommendations.



Recruitment at factory gate.



Employment Exchanges.

During my short stint at DIL, it was observed that the recruitment need of DIL is diversified. It needs persons who have knowledge of use,   processing of natural ingredients of number of varied products, technical know-how of latest industrial technical knowledge, and computer applications to pharmaceutical industry to manual workers. The importance of the process could be understood that the present work force of DIL is 2,500 employees. Hence, the recruitment and selection procedure should match the complexities of the need and at the same should commensurate with the complex need of the organization.

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SELECTION Selection is the process of choosing the best candidate out of the all the applicants. In this process, relevant information about the applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for  the job so that the candidate can be entrusted with the task that matches with his credibility. It is a process of weeding out unsuitable candidates and finally identifying the most suitable candidates. This process divides the candidates into two categories-the suitable ones and the unsuitable ones. The suitable people prove to be the asset for the organization. Selection is a negative process because in this process the management tries to minimize the number of people at each step so that the final decision can be in the light of all the factors and at the end of it  best candidate is selected. Selected candidate the has to pass through the following stages

Preliminary Interview. 37



Application Form.



Selection Test.



Selection Interview.



Physical Examination.



Reference Check.



Final Approval.



Employment.

Preliminary Interview is the initial screening done to weed out the

undesirable candidates. This is mainly a sorting process in which the   prospective candidates are given the necessary information about the nature of the job and the organization. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids unnecessary waiting for the candidate and waste of money for further   processing of an unsuitable candidate.

 Application Form is a traditional and widely used device for collecting

information from candidates. This form asks the candidates to fill up the necessary information regarding their basic information like name,

38

address, references,

date of birth, marital

status,

educational

qualifications, experience, salary structure in previous organization and other such information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the organization. It also helps in formulation of questions, which will be asked in the interview. These forms can also be stored for future references thus maintaining a databank of the applicants. Selection Tests are being increasingly used in employee selection. Tests

are sample of some aspect of an individual's attitudes, behavior and  performance. It also provides a systematic basis for comparing two or  more persons. The tests help to reduce bias in selection by serving as a supplementary screening device. These are also helpful in better  matching of candidate and the job. These reveal the qualifications, which remain covered in application form and interview.

Selection Interview involves the interaction of the employer and the

employee. Selection involves a personal, observational and face-toface appraisal of candidates for employment. It is an essential element of the selection procedure. The information obtained through application form and test can be crosschecked in the interview. 39

The applicants who have crossed the above stages have to go through  Physical Examination either by the company's physician or the medical

officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found  physically unfit are rejected.

The next stage marks of  checking the references . The applicant is asked to mention in his application form the names and addresses of two or  three person who know him well. The organization contacts them by mail or telephone. They are requested to provide their frank opinion about the candidate without incurring a liability. The opinion of the references can be useful in judging the future behaviour and  performance of a candidate.

The executives of the concerned departments then  finally approve the candidates short-listed by the human resource department. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should join and other terms and conditions in brief. Appointment is generally made on  probation of one or two years. After satisfactory performance during 40

this period the candidate is finally confirmed in the job on permanent  basis or regularized.

Selection is an important function as no organization can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organisation. Scientific selection and placement of   personnel can go a long way in building up a stable workforce. It helps to reduce absenteeism and labour turnover. Proper selection is helpful in increasing the efficiency and productivity of the enterprise.

41

Hero motors India Ltd. selects the future employees keeping everything in mind right from the qualification of the employees to the future prospects both of the organisation and the employees.

The first step involves the filling up of Manpower Indent Form. This form is filled up by the department, which is having the vacancy. The form consists of various questions which are to be answered like if the current vacancy is a replacement vacancy, its reason is to be specified -the factors which resulted it like death, retirement etc.

The department is required to give the qualifications that the future candidate should possess.

In the next step, this form is given to the Human Resource (HR) department; this department sees if the position can be filled through internal sources. The internal sources can be transfers, promotion etc. In the case of internal sources, the recommendations of the employees are not taken into consideration. If the HR department does not find suitable candidate within the organisation then this department has to give reasons for it. The form then goes to the Corporate HR for its approval.

42

When the suitable candidate is not available within the organisation, the organisation then moves to the outside world for filling up the vacancies.

If the number of employees required is large then the company has in its consideration three ways

The Data bank of the organisation.



Advertisements.



Contacting large consultants.

The company maintains a databank of the candidates, which is used when the number of vacancies to be filled up is large. The sources of databank  can be the qualified candidates who had applied in the organisation earlier   but due to some reasons could not join the organisation.

Advertisements are the second big source to attract the candidates. These are having much larger scope and reach to a number of people. The qualifications required by the organisation and the criteria could be described in detail.

Large number of consultants also constitutes a big source. Many people register themselves with these consultants and they act as a bridge between the organisation and the candidates. The consultants provide the company 43

required details about all criteria. These consultants are fixed for the organisation, which are chosen on the basis of their performance. In case of overseas recruitment it is checked whether their Indian counterparts can  perform the job efficiently or not. If need arises then they are also taken through consultants.

But if the number of vacancies is very small then the organisation takes the help of the local consultants.

The candidates are then required to fill up the Application Form. This form requires the candidate to fill the details regarding the previous employment, if any and his personal data. The form is having details regarding like the marital status, organisation structure, the position held   by the candidate, his salary structure, the top three deliveries to the organisation that proved to be beneficial to the organisation, career goals, his strengths and weaknesses etc.

After the application form has been duly filled and submitted, the selection  process starts wherein the candidate has to pass through various stages and interview. The interview panel consists of the persons from Corporate (HR), and other persons including the executives from the department for  which the vacancy is to be filled. 44

The selected candidates are then short-listed. The short listed candidates are then given priority numbers; this is due to the reason that sometimes the candidate who is having first priority is unable to join the organisation due to some reasons then in that case the candidate next in the priority list is given preference. The candidate has to under go medical examination and his credentials are verified.

After qualifying these stages, the candidate is then absorbed in the organisation and explained his/her duties. This phase marks the end of the selection procedure.

Hero motors India Ltd.also performs Campus interviews as and when the need arises. The esteemed organisation also provides apprentice trainingwherein the organisation trains the people in the working of the organisation and gives then stipend. If these trainees are found useful to the organisation then they are absorbed in the organisation else they are given certificate so that they can show this as an experience and get a job elsewhere.

45

 ECRUITMENT R 

AND SELECTION IN HERO MOTORS 

 HIERARCHY OF HERO MOTORS  Mrs. Vandana Bhargava Deputy dDirector  Mr. U.K. Bose CEO Mr. Samir Bhargave Controller 

Mr. Kapil Kaul C.G.M. (M&S)

Mr. Manchanda G.M (North)

R.S.M. Delhi

Manager Personal

Capt. S.P.S. Sandhu C.G.M. (Operations)

Mr. Roshan Nowroj G.M. (South)

Manager  FFP Department

Mr. Sanjay Kumar  Commercial Mrg.

Manager International MRTG.

Manager  CSC & Automation

Manager  Sales Deputy Manager Sales

Product Manater 

Brand Manater 

Asst. Manager Sales

A.S.M. Delhi

A.S.M. Delhi

Senior Officer  Sales

Senior  Officer 

Senior  Officer 

Officer Sales

Officer 

Officer 

46

HRM in the vehicle Industry

When we talk of human resource management, we have in our mind a variety of things. These include: •

Training

•

Skill development and up-gradation of knowledge and skills of the employees.

•

Motivating the employees,

•

Effective utilization of the employees skills and capabilities

•

Attracting the personnel and their retention

•

Wages, salaries and rewards and

•

Monitoring and controlling the employees performance

These aspects of human resource management and development are essential for every sector but in the case of tourism, they have a special significance. This is because tourism is a service industry and here the customer is not only buying a service or a product but he is also experiencing and consuming the quality of service which is reflected in the  performance of the person involved in the production and delivery of the service. Since what is marketed here is a relationship between the customer  and the producer of services, the importance of human resources becomes

47

vital for the success of the business. Generally, in such service operations the emphasis has been on courtesy and efficiency and it is assumed that the service in tourism is all smiles and effective communication. However, with the changing nature of tourism and growing special sation only smiles, communications skills and courtesy will not serve the purpose. For  example, a guide may be very good in communication but unless he or she is equipped with knowledge and information related to the monument or  the city, he or she will not be able to perform quality service. Similarly, a driver may be very good at driving but unless he knows the roads and addresses of the city, only his driving capabilities will be of no help in  providing quality service. And we must remember here that tourists, whether foreign or domestic, are increasingly becoming more demanding as regards quality of service. Generally, human resource management, planning and development in tourism have to be taken at both macro as well as micro levels. At the macro level, one takes into account the educational and training infrastructure available in a country and the efforts initiated by the ICAO. This also includes the efforts initiated by the private sector. At the micro level, one takes into account how best individual organizations plan and manage their human resources V S Mahesh, formerly Vice President (Human Resources) with the Taj Group of Hotels, is of the opinion that

48

two central features common to all sectors of the tourism industry must be considered in this regard: 1) The concept of Moments of Truth (MOT), and 2) MOT’s relationship to the attainment of service excellence in an organization. Jan Carlzon has defined MOT “as an intention between a customer  and an organization, which leads to a judgement by the customer  about the quality of service received by her or him”.

In tourism

industry, 95% of the MOTs take place between customers and the front line staff and most of the time they are not visible to the management. For example, how a hotel receptionist is handling the customers or how an escort is conducting the tour is not visible to the management.

Yet, the tourist’s experience of the holiday is

dependent on how the staff manning such services has treated him or her.

Mahesh has pointed out that in case of negative

experiences, only less than five percent cases get reported to the management by the customers and hence according to him the crucial questions is “are human beings capable of doing their job correctly, willingly and with a smile, when they know that their  management is most unlikely to be able to see or hear them, let alone bear of their failure to do so”? This puts additional on the 49

human resources management factor in the tourism industry. Certain organizations, companies and even destinations are known for their hospitality and are even termed as service leaders in their  areas of operations. Researches conducted by various scholars in this area show that they have achieved this, status, through effective human resource management in their organizations. According to Gail Cook Johnson these companies have applied the principal of empowerment to all employees. This empowerment is manifested in the way that companies:

•

Are highly focused and consistent in everything they do and say in relation to employees,

•

Have manager who communicate with employees

•

Facilitate, rather that regulate, their employees response to customers

•

Solicit employee feedback about how they can do things better 

•

Stress the importance of team work at each level of the organization and

•

Plan carefully the organization’s recruitment and training needs.

These companies give less emphasis on hierarchy and formal relationship rather; they adopt flat organizational structure in terms of span of control. Johnson further states that these service leaders can be recognised for: 50

•

Their unfailing commitment to service principles,

•

Their investments in people to ensure staffing competence,

•

A management philosophy which stresses communication a proactive orientation and employee feedback and

•

A dedication to teamwork 

In fact, human resource management and customer’s care/expectations management are inter related area in the area of tourism. Sarah Mansfield has identified four key principles in the development of customer care within companies. These according to her are 1)

Customer care ‘starts at the top’ was meaning that commitment to the principle of customer care must emanate from senior  management

levels

within

an

organization.

Successful

management’ is not only about the right management style but also an attitude, ethos or culture of the organization which overrides the management techniques used, such that in the absence of other  instructions these values will dictate how an employee will behave. 2)

‘Customer care involves everyone’ within the organization. It is not   just about front-line staff. The contrary view ‘only services to reinforce the electricians’ or administrators, opinion that the standard of service they give in support of the front-line staff is not

51

important. How can cleaners do the right job unless they fully appreciate their customer’ needs and the importance of their role? High standards of customer care cannot be achieved by ignoring seasonal, part time or voluntary staff that represents the face of the  business to many customers. 3)

‘Care for your staff and they will care for your customers. Too often organizations look first to the customer, whereas the emphasis should be placed on the staff. Improving the experience of the staff  encourages a better service and a better experience for customers. More customers are obtained thereby improving the climate in which management and staff work.

Investment and greater 

  professionalism follow success and the cycle of achievement is reinforced.’ 4)

‘It’s a continuous’, meaning that ‘customer care is not a quick fix Research but it long term plan’.

According to V S Mahesh “The nature, determinates and problem areas of  service quality within tourism points clearly to the central role of   personnel, at all levels, in attaining levels, of excellence in this respect. Development the service culture, within a company, and within tourism industry, cans he seen as crucial to the success of tourism.” Hence, the activities of an HRD manager in tourism can be categorised as: 52

•

Human resource planing and

•

Human resource development

Aspect like forecasting, recruiting and induction in the human resource area are taken care of through human resource planning. The identification of specific developmental needs for the manpower aimed at developing and exploiting the competencies of the human resources are taken care of  through human resource development. HUMAN RESOURCE PLANNING

In this Section, we will deal with certain aspects which are relevant for  managers or entrepreneurs at an organization’s level in the area of human resource planning. Human resource planing can be termed as a process for   preparing a plan for the future personnel needs of an organization. It takes into account the internal activities of the organization and the external environmental factors. In a service industry like tourism, such planning also aims at improving the quality of manpower resources. Human resource planning involves:

•

Analysis of existing manpower resources,

•

Planning for future needs taking into account how many people with what skills and at what levels the organization will need, and 53

•

Planning for the development of the employees by adopting in-house training and continuing education methods to upgrade the knowledge and skills of the employees.

54

RECRUITMENT AND SELECTION PROCEDURES IN HR  Recruitment and selection procedure is a vital factor of an organization. If  it is not done properly the production procedure will be hampered. Hence  productivity will fall down. So the organization will be in trouble and it will affect the employer- employee relationship. So recruitment and selection procedure should be done in proper and correct manner. The new candidates should replace the vacant post so that the production of the company does not hamper. By this the productivity will increase and the organization will gain profit. So the employer will be happy and will not hesitate to distribute bonus and increments to the workers. The workers will also be more motivated to work. Hence there will be harmonious relationship in the organization. It will also stabilize the organization in the long run.

55

HUMAN RESOURCE MANAGEMENT IN HERO MOTORS Organisation structure:

The whole organisation behaves as a Parivar, with one legal guardian. All directors and shareholders are from among workers and the entire have taken an oath through affidavit. In the court of law that neither their family members shall have claim or share in the assets or profits of the company. All workers of company are the   proud owners of the organisation. The workers believe in the concept that “manpower is superior to money power”.  Recruitment and selection

Recruitment is the process of seeking out and attempting to attract individuals in external labour markets, who are capable of and interested in filling available vacancies. Recruitment is an intermediate activity whose primary function is to server as a linked between Human Resource Planning on the one hand and selection on the other. Sources of recruitment are through internal and external channels. Hero motors recruits it’s employees both externally as well as internally. Recruitment for the airline is done 56

through interviews of selected applicants and people who pass the interviews of selected applicants and people who pass the interview are required to undergo a medical test before he/she is finally placed in the Hero motors. Employees are also recruited through internal mobility. This is done on the  basis of merit and seniority. After passing the examination the candidates are called for an interview along with the employees who have become eligible for promotion on the basis of seniority.

57

HUMAN RESOURCE FUNCTIONS



Recruitment and selection.



Performance Appraisal.



Training and Development.



Promotion, Transfer, Separation.



General administration & Welfare.



Security.



Public Relations.



Industrial Relations.

58

HUMAN RESOURCE PROCESS IN

ORGANISATION

Human Resource

Training & Development

Performance Appraisal

Socialization

Promotions, Transfers, Demotions & Separations .

59

HUMAN RESOURCE DEPARTMENT

Unit Head Additional General Manager-Corporate HR & IR 

Deputy Manager-

Senior Executive-

Assistant HR  Officer 

SupervisorAdministratio

Executive Assistant-HR 

Housekeep

General Administration

60

OBJECTIVE OF STUDY  The basic objective of this report is to “Recruitment and selection process In Hero motors”. Following fundamental objectives have

been identified as the sub-objectives of the study:-

1. To study the identity of the recruitment & selection process in the organization as a whole. 2. To find out the employees as per company’s vacancies. 3. To find out the various sources of advertisement of  vacancies like-media (electronic or paper or both), schools, posters etc. 4. To study the work environment and select the pattern of  interview, which can help out to select the suitable employee for the organization. 5. To study the interpersonal relationship.

61

RESEARCH METHODOLOGY The purpose of the methodology is to describe the research procedure. This includes overall research design, the sampling procedure, the data collection method, and analysis procedure. Out of total universe 15 respondents from Hero motors have been taken for  convenience. The sample procedure chosen for this are statistical sampling method. Here randomly employees are selected and interviewed. Information, which I collected, was based on the questionnaires filled up  by the sample employees. Under secondary method I took the help of various reference books which I have mentioned in bibliography and also by way of surfing through the company website.  Primary Data •

Questionnaire: Corresponding to the nature of the study direct,

structured questionnaires with a mixture of close and open-ended questions will be administered to the relevant respondents within the Personnel and other Departments of the organisation.  Secondary Data •

Organizational literature: Any relevant literature available from the

organisation on the Company profile, recruitment & selection

62

 procedures, Job specifications ( Hero motors ), department-wise break  up of manpower strength and the organisational structure. •

Other Sources: Appropriate journals, magazines such as  Human Capital , relevant newspaper articles, company brochures and articles on

www sites will also be used to substantiate the identified objectives.  Sampling Plan and Design

A questionnaire will be used for the purpose of research: 

Questionnaire: To test the validity and effectiveness of the recruitment

and selection procedures within the organisation and to test the validity and effectiveness of the policies and procedures within the organisation . ♦

The basic rationale of Questionnaire is to ascertain the perception of the non-HR departments in terms of the validity and effectiveness of the  policies and procedures used by the organisation. It is also in line with the

assessment

of

any

suggestions/recommendations

that

the

respondents from these Departments might have in terms of the use of  an alternative source/device of recruitment and selection, than what already forms the current practice of the HR Department .



Questionnaire would be administered to 15 respondents, holding a

senior designation within the Personnel Department of the organisation. It will also be administered to at least 15 respondents belonging to 63

typical  Departments within the organisation and holding senior 

designations within their respective Departments.  Sampling Element

For the purpose of administering the Questionnaire, the respondents



would comprise of personnel holding senior designations within the Personnel Department of the organisation. The respondents for the Questionnaire will also be preferably being panel members of the

Recruitment & Selection Board of the organisation. 

The respondents would comprise of personnel holding senior  designations within certain typical Departments identified within the organisation, namely: -

Stores

-

Finance

-

Operations

-

Electronics

-

Engineering



Sample Extent: The extent of the sample is confined to the Sahibabad

operations of the  Hero motors , specifically to the  Administration.

 Sampling Technique

64



Judgement Sampling would be used for the purpose of choosing the sample for the purpose of administering Questionnaire. The identified expert would have a thorough knowledge about all the respondents within the Personnel Department of the organisation. Thus his/her  expertise would be incorporated in locating, identifying and contacting the required respondents. Again Judgement sampling would be effectively used in identifying the typical  non - HR Departments within the organisation and

subsequently for the location and identification of suitable respondents for Questionnaire.

65

ANALYSIS & FINDINGS The analysis of the various sources of recruitment and selection devices is  presented on the following pages. •

The response entailed from the HR Department (as analysed from Questionnaire) represents current practice within the organisation in

terms of the sources of recruitment and selection devices used. •

The analysis of the response entailed from all the other departments (as analysed from Questionnaire) forming the sample, represents the

 perception of the respondents from these Departments in terms of the validity

and

effectiveness

of

the

various

sources/devices

of 

recruitment/selection (specific to these Departments) •

The analysis further entails any suggestions/recommendations given by these non-HR Departments (forming the sample for administering  Questionnaire), in terms of any recruitment source and/or selection

device that should be deployed by the organisation apart from what already constitutes current practice (specific to these Departments)

66

The procedure of Recruitment and Selection

120 100 80 No. of  60 employers 40

 Yes No

20 0 Hero motors Company

120 out of 120 employer’s accepted the fact that Hero motors follows recruitment and selection procedure.

67

External recruitment the company compensates the employees for the expenses made by them

70 60 50 No. of  40 employers 30

 Yes No

20 10 0 Hero motors Company

It basically depends on the post the candidate is applying for, in most of the cases the company does compensate the employees for the expenses incurred by them.

70 out of 120 employers said that the company compensates the employees for the expenses made by them, while 50 employers said no.

68

Company hires consultancy firms or recruitment agency for hiring candidates

120 100 80 No. of  employers

60

 Yes

40

No

20 0 Hero motors Company

All 120 employers said that the company hires consultancy firms or recruitment agency for hiring candidates.

69

The verification of the candidates to the given reference

80 70 60 50 No. of  40 employers 30 20 10 0

 Yes No

Hero motors Company

80 out of 120 employers said that the references provided by the candidates is verified while 40 employers said No.

70

The total monitory expenditure the company spends on recruitment and selection procedure

70 60 50 No. of em ployers

40 30

Dabur 

20 10 0 be low 10%

10%-20%

20%-30% 30% abov e

Producticity

20 out of 120 employers said that the company spends about 10%-20% of  its total expenditure on recruitment and selection.

70 out of 120 employers said that the company spends about 20%-30% of  its total expenditure on recruitment and selection.

While 30 out of 120 employers said that the company spends above 30% of its total expenditure on recruitment and selection .

71

COMPANY POST POSITIONS ON THE JOB SITES AND INTERNET SEARCHES

120 100 80

No. of  employers

60

 Yes

40

No

20 0 Hero motors

Company

120 OUT OF 120 EMPLOYER SAID COMPANY

POST POSITIONS ON THE JOB SITES AND

INTERNET SEARCHES

72

Company maintains and manage candidate’s file including maintenance of database to ensure comprehensive data collection of candidates

120 100 80 No. of  employers

60

 Yes

40

No

20 0 Hero motors Company

120 out of 120 employers said that company maintains and manage candidate’s file including maintenance of database to ensure comprehensive data collection of candidate.

73

The productivity of the employees get hampered due to his/her marital status.

Productivity of e mployee s

50 40 30 20 10 0

T o a lar ge e xt en t

So m ew h at affects

Doe s not affe ct

Cant Say

Scale

50 out of 120 employers believe that the employee’s productivity gets hampered due to his marital status to a large extent, while 30 out of  120 believe that productivity is somewhat affected, 30 out of 120 believes that marital status does not affect the productivity of the employee and one employee did not had any ans.

Interview methods used by the company 74

120 100 80

No. of  employees

60 40 20 0

Direct

stress

com puterized

other  

Scale Hero motors

200 out of 200 said the company follows direct interview method, as well as other method which include unstructured interview with the departmental head. And the 120 said the computerized is followed by the company.

75

CONCLUSION 

REQUIREMENT:‘Necessity is the mother of Invention’ this is true everywhere. In the study first of all I tried to find out the cause of the process of  Recruitment and selection. I got the answer from Hero motors that here in Hero motors major  cause for the process is its Expansion program as Hero motors is growing vastly. Few other reasons are Replacement vacancy Retirement hardly takes place here.

SOURCES:-

An

organization’s

excellence

depends

upon

its

employee’s

 performance, which has not only to be maintained on a consistent level,   but also must be improved constantly. All this can be achieved if  suitable employees are selected, through proper Recruitment and Selection procedure.

METHODS:-

For the recruitment and selection various test include for e.g. aptitude test ,personality test and group discussion. As we all know that, in 76

today’s highly competitive age the biggest problem is of retention of its highly skilled employees in the organization. Recruitment plays a vital role in this regard. But it should be seen that no system is without any flaws. Every system has its strong and weak points and is open for  change at any time.

IMPROVEMENT:-

HERO MOTORS a well-developed Selection System for its employee’s development. Thus, the company provides scope for employees on future growth, career planning, training and development.

77

RECOMMENDATIONS

The research in Hero motors has helped me in broadening my view. It has helped me to know that HR is the heart of every organization. It made me aware about how policies play an important role in the smooth functioning of any organization. But I have found that there is something that lacks in the company and which is possible to overcome.

Hero motors is engaged in making maximum sales, providing satisfaction to its customers, as well as maintaining good relations with the corporate world. But it has not thought about marinating a health relation with its employees. This is the reason that there was an increase in the labor  turnover. Also, it has never given consideration to find the reason lying  behind the same.

Employee retention is crucial to the long-term success of your business and therefore the ability to retain employees is a primary measure of the health of your organization. Of significant concern is the fact that unplanned employee turnover directly impacts the bottom line of a  business.

78

The company can undertake the following steps to maintain long and existing relationship with its employees as well as a steady increase in sales:-

1. Employees should know clearly what is expected of themContinually changing expectations minimize employee’s sense of  internal security and create unnecessary stress. It is beneficial therefore to provide a specific framework, in which people can work.

2. Employees should be provided with quality management and leadership-

It is well documented that people leave their managers more often than they leave the company or the job. Turnover issues that cause an employee to feel unvalued by their manager include lack of  feedback about performance, lack of clarity regarding earning   potential, failure to hold scheduled meetings, and the failure to  provide a framework for the employee to succeed. Ensure that the right people are in place to lead your teams, departments, business units and the organization as a whole towards success.

79

3. The company should compensate candidates applying for any  position in the organization in case of external recruitment; this will give candidates a positive impression about the company. 4. The references given by the candidates at the time of selection should be brought into use and should be verified in order to avoid undesired candidates. 5. Job specifications should be disclosed at the time of recruitment and selection so that employees are well aware of the tasks to be   performed by them and the expectations their seniors have from them. 6. Company should undergo personality test in order to judge the  personality of the person applying for the job. 7. Company should have a round of panel interview so that decision of  selecting a candidate is not based on personal biasness of the interviewer, interviews should therefore be followed by group discussion.

80

LIMITATIONS •

The scope of the study in terms of coverage is limited to the  Delhi  operations of the Hero motors

•

Within the organisation the study is limited to the top-level management of the Personnel Department of the organisation (out of  which samples of the respondents are also members of the   Recruitment & Selection committee). This is for the purpose of 

administering the questionnaire. •

In line with the purpose of conducting employee interviews, the study would be confined to personnel holding typical designations within the organisation at different levels of management.

•

Although the limitations that I faced in the organizations is the absence of Trade Unions co-operation, otherwise which could have help me in understanding the industrial relations in a comprehensive manner.

•

Secondly, the limitation that I have is the scope of collection of sample size which was confined to only one department, which would have other wise made my study and observations in an effective manner.

81

BIBLIOGRAPHY

BOOKS •

Robbins P. Stephens, Organizational Behavior   , Prentice Hall, 7th Edition, Chapter 16, pages 636-641.

•

Koontz Harold & Weihrich Heinz,  Essentials of Management   , Mc Graw Hill, 5th Edition, Chapter 11, pages 217-245.

•

Decenzo A. David & Robbins P. Stephen,  Personnel/HR  Management   , Prentice Hall, 3 rd Edition, Chapters 6,7 & 8, pages 117-

209.

Magazines •

India Today

•

Today’s traveller 

•

A&M

•

Business Today

•

Business World

•

Business Digest

82

 News Paper •

Times of India

•

Hindustan Times

•

Economic Times

•

The Pioneer 

•

The Hindu

•

Catalyst

•

EconomicandPoliticalWeekly

•

Financial Express

Web sites •

www.Hero motorsindia.com

www.indiatimes.com

83

ANNEXURE QUESTIONNAIRE ON RECRUITMENT & SELECTION

Name: Designation: Organization: Age: Date:

Q.1 Does Hero motors follow any Recruitment and Selection Procedure?

Yes

No

Q.2 Does the recruitment and selection procedure affects the performance of the employees?

Yes

No

Q.3 Does the company recruit employees internally? Yes

No

84

Q.4 Is the recruitment and selection procedure followed by the company appropriate? T.A.(Totally Agree)

S.A.(Some What Agree),

S.D.(Some What Disagree)

T.D.(Totally Disagree)

T.A.

S.A.

S.D.

T.D.

If not, then suggest the appropriate changes required in the recruitment and selection procedure followed by the company? ……………………………………………………………..

Q.5 Does your company disclose the job specifications at the time of  selection of a candidate?

Yes

No

Q.6 Does your company ask for references at the time of selection?

Yes

No

85