Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Report
On
RECRUITMENT AND SELECTION
In
2011
Guided By :
Submitted By :
Mr. Rajesh Upadhyay Ms. Kratika Pandey
Acknowledgement
Certificate
This is to certify that Ms Kratika Pandey who is pursuing MBA from IIPM,
Indore has completed her 1 month training at Mahindra Two Wheelers Ltd.
Pithampur.
Date: Signature of HR Head
PREFACE
a. Definition of Recruitment
b. Purposes and importance
c. Factors affecting recruitment
d. Sources of recruitment
e. Recruitment process
f. Types of recruitment methods
8. Selection
a. Definition of Selection
b. Purposes of selection
c. Selection Process
d. Barriers to effective selection
10.Conclusion
11. References.
About Automobile Industry
Starting its journey from the day when the first car rolled on the streets of
Mumbai in 1898, the Indian automobile industry has demonstrated a
phenomenal growth to this day. Today, the Indian automobile industry
presents a galaxy of varieties and models meeting all possible expectations
and globally established industry standards. Some of the leading names
echoing in the Indian automobile industry include Maruti Suzuki, Tata
Motors, Mahindra and Mahindra, Hyundai Motors, Hero Honda and
Hindustan Motors in addition to a number of others.
India is the fourth largest car market in Asia - recently crossed the 1
million mark.
Company Flashback
Mahindra & Mahindra currently employs around 11,600 people and has
eight manufacturing facilities spread over 500,000 square meters. The
company has 49 sales offices that are supported by a network of over 780
dealers across the country. The company's outstanding manufacturing and
engineering skills allow it to innovate and launch new products constantly
for the Indian market. The "Scorpio", a SUV developed by the company
from the ground up, resulted in the Company winning the National Award
for outstanding in-house research and development from the Department of
Science and Industry of the Government in the year 2003.
Automotive Segment
Bolero Range Bolero Bolero Camper
Sedan Range Logan
Hatchback Range Mahindra Renault Sandero
SUV Range Scorpio Mahindra Thar
Bike Range Mahindra Stalllio Mahindra Mojo
Pickup Range Utility NC 640DP
Pik-Up Pik-Up CBC
MaXX Range MaXX MaXX-LX
CL Range 500-550MDI
MMRange 540/550 DP 550 PE
540/550 XDB
Commander Range 650 DI 750 DI Long
750 ST
Hard Top Range Economy 5 Door
Marshall DI Marshall Deluxe
775 XDB Marshall Royale
3 Door
Voyager Range Voyager Voyager Ambulance
Voyager Delivery Van
LCV Range CabKing 576 Tourister
FJ470-DS4 High Roof Cabking 576DI
Omnibus Loadking DI
DI 3200
FJ Minibus
Three Wheeler Champion DX Champion
Range
Alternative Fuel CNG FJ CNG Minibus
Range Bijlee
Army Range Rakshak 550 XD
Export Range Single Cab MM-775
Double Cab Classic
4WD
Mahindra Two Wheelers Limited forms a part of the Mahindra & Mahindra
group. An India based two wheeler manufacturing company, it offers an
impressive, stylish as well as exclusive range of scooters and motorcycles.
The range that it extends includes two wheelers that range between 50cc
Mopeds to 135cc scooters.
Mahindra Group, the parent company of Mahindra Two Wheelers
Limited is amongst the top 10 industrial houses in India. The US $6.3 billion
Mahindra Group has extended its wings far and wide in different industries
and sectors like utility vehicles, tractors, timeshare business,
telecommunication software and rural finance.
This two wheeler maker formally entered the two wheeler industry
by acquiring with the successful acquisition of business assets of Kinetic
Motor Company Limited (KMCL).
Introduction of Project
The human resources are the most important assets of an organization.
The success or failure of an organization is largely dependent on the caliber
of the people working therein. Without positive and creative contributions
from people, organizations cannot progress and prosper. In order to achieve
the goals or the activities of an organization, therefore, they need to recruit
people with requisite skills, qualifications and experience. While doing so,
they have to keep the present as well as the future requirements of the
organization in mind.
Definitions:
OR
1) INTERNAL FACTORS
Recruiting policy
Temporary and part-time employees
Recruitment of local citizens
Engagement of the company in HRP
Companys size
Cost of recruitment
Companys growth and expansion.
2) EXTERNAL FACTORS
Supply and Demand factors
Unemployment Rate
Labor-market conditions
Political and legal considerations
Social factors
Economic factors
Technological factors
SOURCES OF RECRUITMENT
Process of Recruitment
The recruitment process includes:
1) Determination of vacancies
2. Considering the source: This stage is concerned with the supply and
availability of resources. The sources of supply do not remain constant but
vary from time to time. Frequently, sources of supply of manpower are
divided in two groups-
I. Internal sources:-
Present employees, permanent, temporary and casual
employees already on the pay roll of the organization.
Retired and retrenched employees who want to return
to the company may be hired.
Dependents and relatives of deceased and disabled
employees.
II. External sources: - Since it is possible to fill all vacancies
through internal sources, the manpower managers must be
familiar with external sources. These sources generally include:
The following are the most commonly used methods of recruiting people.
They are:
INTERNAL METHODS:
The size of the labor market, the image of the company, the place of posting,
the nature of job, the compensation package and a host of other factors
influence the manner of aspirants are likely to respond to the recruiting
efforts of the company. Through the process of recruitment the company
tries to locate prospective employees and encourages them to apply for
vacancies at various levels.
Recruiting, thus, provides a pool of applicants for selection. Selection
is the process of choosing the most suitable person out of the applicants. In
the selection process, the candidates are divided in to two parts Those who
are suitable for job and those who are not .It involves rejection of those
applicant who are not fit for the job and so something it is described as
negative process.
Definition:
To select mean to choose. Selection is the process of
picking individuals who have relevant qualifications to fill jobs
in an organization. The basic purpose is to choose the individual
who can most successfully perform the job from the pool of
qualified candidates.
Selection Process:
1. Personal Interview.
2. Telephonic Interview.
1. PERSONAL INTERVIEW
2. TELEPHONIC INTERVIEW
Sometimes an interview is taken on the phone. A telephonic
conversation is done between the interviewer and the
interviewee where the interviewer calls up the candidate via
phone and conducts the interview.
CONCLUSION
I have tried to give my best to the project. I have incorporated all the
relevant HUMAN RESOURCES MANAGEMENT principles which
could be associated with my topic on Recruitment and Selection
process.
I express my gratitude to Respected Mr. Rajesh Upadhyaya. I have dealt
with this project very conscientiously and sincerely. I hope to keep doing
such interesting projects in the future.
Thank you.References
www.wikipedia.com
Human Resource Management ebooks on
www.freeebooks.com
www.mahindraandmahindraltd.com
www.scribd.com