DECLARATION

The summer training project on “A Study on Recruitment and selection in

MIL(Acousic divn.)” under the guidance of “Mr. RAMESH KUMAR ,DY.HR(MIL
Acoustic divn.) is the original work done by me. It is an authentic record of my
own research work done in MIL.

SANKALP GAHLOT
 ACKNOWLEDGEMENT

The present work is an effort to throw some light on Recruitment and Selection
procedure in MINDA INDUSTRIES LIMITED(Acoustic division).

With deep sense of gratitude I acknowledged the encouragement and

guidance received by my Project Guide Mr. Ramesh Kumar, in his valuable
guidance. He has been a constant guiding force and source of illumination for
me. He was very generous in giving me this opportunity to work under shape.
I would like to thank him for his valuable advice and guidance.

I Would also like to thank Mr. Gaurav Yadav & Mr. Satendra Sharma without
their guidance, supervision, assistance, inspiration and cooperation the work
would not have been possible to come to the present shape.

Further I would thank all the staff members of HR division who have been very
courteous in providing all other information about company and its product.

I convey my heartful affection to all those people who helped and supported
me during course, for completion of my Project Report.
 PREFACE

“The theory without practical is lame and practical without theory is blind.”

The concept of RECRUITMENT AND SELECTION IN MIL(Acoustic Divn.) has

become a strategic option in overall growth of an organization.

A management student needs practical hands on experience to succeed as a

manager. Practical knowledge in a student’s life is very important. It helps a
student to know the real life situations and problems of life. Training helps a
student to interact with the experienced people of the corporate world and
hence learn more from them. Here the student learns how to apply
theoretical knowledge in practise.

Being a student of MBA It is very valuable and memorable experience at

MIL(Acoustic Divn.) . The wonderful experience has given me a new light to
what I had studied.
 Table of contents
Chapter 1
Company profile
 INTRODUCTION

 BACKGROUND OF THE COMPANY

Chapter 2
Literature Review
 CONCEPT – RECRUITMENT

 RECRUITMENT NEEDS

 SIGNIFICANCE OF RECRUITMENT

 RECRUITMENT PROCESS

 RECRUITMENT SOURCES

A. INTERNAL

B. EXTERNAL

 ADVANTAGES AND DISADVANTAGES OF

 RECRUITMENT SOURCES

 FACTORS AFFECTING RECRUITMENT

 RECENT TRENDS IN RECRUITMENT

 CONCEPT SELECTION

 OUTCOMES OF SELECTION DECISIONS

 SELECTION PROCESS

 DIFFERENCE BETWEEN RECRUITMENT AND

SELECTION

 HRD AT MIL A/D

 RECRUITMENT POLICY

 RECRUITMENT STRATEGY

 RECRUITMENT SOURCES OF MIL A/D

 SKILLS SET RECRUITMENT

 RECRUITMENT FOR MANAGERIAL POSITION

 RECRUITMENT FOR SENIOR AND JUNIOR LEVEL

POSITION

 RECRUITMENT CYCLE TIME

 SELECTION PROCESS IN SAIL

 PURPOSE OF RESEARCH STUDY

 ANALYSIS AND INTERPRETATION OF DATA

 FINDINGS

 LIMITATIONS

 RECOMMENDATIONS

 CONCLUSION

 BIBLIOGRAPHY
 INTRODUCTION

“ABOUT THE COMPANY”

 INTRODUCTION

Minda Industries Limited was incorporated on 16 September 1992 as the

flagship company of the Minda Group. The company is engaged in the
business of manufacturing of auto electrical parts and components, including
auto electrical parts such as switches, lightings, batteries and blow moulded
products and ancillary services. As on 31 March 2018, the Company has 15
direct subsidiaries, 7 step-down subsidiaries and 4 associate including 2
partnership Arms. In addition to this, there are 6 joint venture Companies as
on 31 March 2018.

The company designs, develops and manufactures switches for 2/3 wheelers
and off-road vehicles. In addition, the company manufactures batteries for
2/3/4 wheelers and off-road vehicles. The company enjoys more than 70%
market share in the 2/3-wheeler segment in India and is amongst the top few
globally. It has established 8 state of the art facilities spread across the length
& breadth of India and one in the ASEAN region and employs more than 2800
people.

Its products range include Switch 2W/HBA, sensors, actuators, controllers,

Switch 4W/HVAC, mirrors, lighting, HLL Motors, horns, compressed natural
gas (CNG)/liquid petroleum gas (LPG) kits, batteries, blow molding
components, wheel covers, seat belts, seating and systems and cigar lighter.
Its two-wheeler's switches include handle bar system assembly, electronic
systems, brake switch, gearshift switch and modular switch. Its off road
switches include rotary switches, starter switches, plunger switches and
rocker switches. Its automotive lighting products include tail lamp, side
indicator lamps, headlamps, front fog lamp, rear fog lamps, warning
triangles, work lamp and interior lamp. MIL has automotive battery brand
Vroom.

In April 2011, the Company sold Minda Realty & Infrastructure Ltd.

During FY 2014-15, the Company's Lighting Division at Manesar, Haryana

expanded its manufacturing capacity for production of Tail Lamp for K-10
Model for one of its major clients, namely, Maruti Suzuki India Limited. The
said expansion was completed on schedule and commercial production
commenced from the month of September 2014.

During the year 2014-15, a joint venture agreement (JVA) of the company's
Battery Division was signed with Panasonic Corporation, Japan. As per the
terms of JVA, the running business of Battery division will be hived off on or
before longstop date of 30 April 2015. In this regard, the Board has reviewed
and revised the hiving off date from 30 April 2015 to 1 July 2015. In the joint
venture, the company will be having equity of 40% and the remaining 60%
will be held by Panasonic Group. The necessary approval for hiving off
Battery Division was obtained from the shareholders through Postal Ballot in
the month of December 2014.

On 29 March 2016 the Company acquired 30% shareholding in Kosei Minda, a

manufacturer of Alloy Wheels and other accessories / parts for automobile
industry.

On 30 March 2016 the Company acquired 51% shareholdings in Minda TG

Rubber, a manufacturer of brake hose, fuel hose and their components,
accessories and fittings.

In June 2016, Minda Industries Limited acquired global lighting business of

Spain Based Rinder group (including its facilities in India, Spain and Columbia)
for Euro ~20 Million.

During the year, 35,00,000 3% Cumulative Redeemable Preference shares of

Rs10 each were redeemed on 20 February 2017 as per the approved terms.

During the year, equity share of the company having face value of Rs10 each
fully paid-up was sub-divided into 5 Equity shares, having face value of Rs2
each fully paid up with effect from 14 September 2016 being the Record
Date.

On 3 April 2017, the Company allotted 70,92,125 equity shares of Rs2 each,
to eligible qualified institutional buyers at issue price of Rs423 per equity
share aggregating to Rs999.97 Lacs under QIP.

During the year under review, the Company has entered into Joint Venture
Agreement on April 27, 2017 with Tung Thih Electronic Co. Ltd., Taiwan (TTE),
to design, develop and manufacture of Driving Assistance Products and
Systems (DAPS) in the shareholding ratio of 50:50.
 JOINT VENTURE PARTNERS

We have developed strategic alliances with technically competent

companies. We are leveraging the synergies that result from partnering with
them. We are a technically oriented, innovative organization and are
receptive to discussions with any company that may have complementary
technical skills, goals and business interests.

We have joint ventures and technical agreements with world renowned

manufacturers such as
 MIL SUBSIDIARIES
UNO MINDA Group is a conglomerate comprising of several companies which
manufacture diverse auto components for Indian and International OEMs.
Each company is an independent profit head operating at a high functioning
level, responsible for its turnover, business development and operations.

The companies are further consolidated into different domains, to

systematize their operations for a more effective and efficient execution.
Creating a dynamic business environment, this segregated and proactive
approach evolves into a more productive business module.

MIL Subsidiaries

 Minda Kosei Aluminum Wheels (P) LTD.

 Minda Distribution & Services Ltd.
 Minda Auto Components Ltd
 Minda Kyoraku Ltd
 Clarton Horns
 MJ Castings Ltd
 Minda TG Rubber (P) LTD
 Minda Storage Batteries (P) LTD.
 Rinder India (P) LTD.
 Minda Industries Vietnam Company (P) LTD.
 Minda Katolec Electronics Services (P) LTD.
 PT. Minda Asean Automotive
 AWARDS

 MIL – Switch Division, received ‘Excellence in Quality Award’ from

Yamaha Motor India Pvt. Ltd.

 MIL – Acoustic, recognized for quality and TPM from Bajaj Auto Ltd.
 BACK GROUND OF COMPANY

Minda Industries Ltd. is a Delhi based company engaged in the manufacture of

switches, lamps & horns for automobiles.

In July 1996, the company came out with a public issue of 14.85 lakh shares of
Rs 10 each at a premium of Rs 20 per share.

The company promoted a joint venture company, Mindarika Ltd., along with
Tokai Rika Co. Ltd. (TC), Japan and Sumitomo Corporation (SC) of Japan to
manufacture switches for four wheelers (except tractors). The company was
incorporated on 9-11-1995.

Unit I of the company situated at B-64/1, Wazipur Industrial Area, Delhi, was
awarded ISO 9001 certification by TUV Management Services GmbH on 2-5-
1997.

2007 -Registered Office of the Company has been shifted From B-73, Wazirpur
Industrial Area, Delhi- 110052 To B-64/1, Wazirpur Industrial Area, Delhi-
110052

2009 - Minda Industries Ltd has appointed Mr. Ashok Kumar Goel as Director
(Non-Executive & Independent Director) on the Board of the Company, at the
Board Meeting of the Company held on July 29, 2009.

2010 - TAFE has awarded Minda Industries Limited - Lighting Division, Sonepat
as a "SELF CERTIFIED SUPPLIER" - Minda Industries Limited - Acoustic Division
received " Outstanding Performance Award - 2010" from Mahindra –
Automotive & Farm Equipment Sectors

2011 - Company has signed the Joint Venture Agreement (JVA) with Kyoraku
Co. Ltd., Japan and Nagase & Co. Ltd.,

2012 - Minda Industries Limited - Switch Division received "TPM Excellence

Award" from JIPM, Japan.in 2012 - Minda Industries Limited - Switch Division
received "Quality Management Awrad" from Honda - Minda Industries Limited
- Switch Division received "Best Development Award for Lever Combination
Switch Development" from JCB India.
2013 -Company has entered into a Share Purchase Agreement with PMAn
Domestic AG, Germany. -Acoustic Division received "Gold Quality Award" from
Bajaj Auto Ltd. -Lighting division received a "Special Citation of Distinction" for
a valued partnership at Tata Motors Annual SupplierÂ’ s Conference. -Lighting
Division received "Silver Trophy for Overall Performance" from Maruti Suzuki
India Ltd. -Switch Division received "Quality Achievement Award" from Polaris,
USA.

2014 -Minda Industries Ltd has signed a Joint Venture Agreement with
Panasonic Corporation. -Switch Div. received INNOVATION AWARD from JCB
UK for the ongoing work on Steer Mode Switch and Media Panel for the year
2013-14. -MRPL, Manesar received Vendor Up gradation Certificate from MSIL.

2015 -Minda Industries -Joint Venture Agreement with Kosei Group, Japan -
Minda Industries & Kosei Aluminum Co. enters into new Joint Venture to
develop, manufacture and sell Aluminum Alloy Wheels .

2016 -The Company has signed a definitive agreement to acquire Rinder India
Private Limited (RIPL), from Rinder Industrial Spain. -UNO MINDA acquires
global lighting business of Europe based Rinder Group - The Company has
acquired the global lighting business of Spain-based Rinder Group for about
Euro 20 million. -Minda Industries Ltd has Completion of the global acquisition
of RinderÂ’ s lighting business

2017 - Minda Industries Ltd has signed the Joint Venture Agreement with
Katolec Corporation, Japan to manufacture the products including high end
electronics. - Minda Industries Ltd. has successfully concluded the fund raising
exercise through Qualified Institutional Placement (QIP) for Rs. 300 Crore.
“LITERATURE
REVIEW”
 CONCEPT – RECRUITMENT

RECRUITMENT–Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.

Recruitment is a process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applications from which new employees are selected.

Recruitment is an important part of an organization’s human resource planning and

their competitive strength. HRP helps determine the number and type of people an
organization needs. Job Analysis and Job Design specify the tasks and duties of jobs
and the qualifications expected from prospective jobholders.

Human Determine Job

Recruitment and Analysis
Resource
Selection needs
Planning

HR Planning is the process (including Job analysis may be understood as a

forecasting, developing and controlling)
by which a firm ensures that it has the
right number of people and the right kind
of people at the right time doing work for
which they are economically most useful.
process of studying and collecting
information relating to the operations
and responsibilities of a specific job. The
immediate products of this analysis are
job descriptions and job specification.
 Job Description: Job description is a simple, concisely written statement
explaining the contents and essential needs of a job and a summary of the
duties to be performed. It gives a precise picture of features of each job in
terms of task contents and occupational requirements.

Job Specification: Job specification is a statement of the minimum acceptable

human qualities necessary to perform a job satisfactorily. It translate the job
description into terms of the human qualifications which are required for a
successful performance of a job.

FEATURES

 Recruitment is a process or a series of activities rather than a single act

or event.

 Recruitment is a linking activity as it brings together those with jobs

(Recruiter) and those seeking jobs (prospective employees).

 Recruitment is a positive function as it seeks to develop a pool of eligible

persons from which most suitable ones can be selected.

 Recruitment is an important function as it makes it possible to acquire

the number and type of persons necessary for continued function of the
organization.

 Recruitment is a pervasive function.

 Recruitment is a two way process-recruiter chooses whom to recruit,

prospective employee chooses where to apply

 Recruitment is a complex job as many factors affect it, e.g. image of the
organization, nature of jobs offered, organizational policies etc.
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.

PURPOSE AND IMPORTANCE OF RECRUITMENT

 Attract and encourage more and more candidates to apply in the organization.
 Create a talent pool of candidates to enable the selection of best candidates for
the organization.
 Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition of
its workforce.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
  Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants.

RECRUITMENT PROCESS

Recruitment process involves a systematic procedure from sourcing the candidates

to arranging and conducting the interviews and requires many resources and time.

A general recruitment process is as follows:

1) Identify vacancy
2) Prepare job description and person specification
3) Advertising the vacancy
4) Managing the response
5) Short-listing
6) Arrange interviews
7) Conducting interview and decision making

Personnel Job Employee

To
Planning Analysis Requisition
Selection

Job Recruitment Searching Applicant Screening Potential

Planning Activation
Vacancies Pool Hires
- Numbers “Selling”

- Types - Message

Strategy
Development
Applicant Evaluation
- Where
Population And Control
- How

- When
FACTORS AFFECTING RECRUITMENT
Recruitment is naturally subject to influence of several factors. These include
external as well internal forces.

Internal Factors External Factors

RECRUITMENT
 Recruitment Policy  Supply and demand
 HRP  Unemployment rate
 Size of the firm  Labor market
 Cost  Political- Social
 Growth and Expansion  Image

SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment
processes from TWO kinds of sources: internal and external sources.

 The sources within the organization itself to fill a position are known as the
INTERNAL SOURCES of recruitment.
 Recruitment candidates from all the other sources are known as the EXTERNAL
SOURCES of recruitment.

SOURCES OF RECRUITMENT

Internal Sources External Sources

 Transfers  Press Advertisement

 Promotions  Educational Institutes
 Upgrading  Placement Agencies /
 Demotion Outsourcing
 Retired Employees  Employment Exchanges
 Retrenched Employees  Labor Contractors
 Dependents and relatives of  Unsolicited applications
deceased employees  Employee Referrals
 Recruitment at factory gate
COMPARATIVE ADVANTAGES AND DISADVANTAGES OF
RECRUITMENT SOURCES

Advantages Disadvantages

INTERNAL RECRUITMENT

It perpetuates the old concept of doing

1. It is less costly.
things.

Candidates are already oriented towards

2. It abets raiding.
organization.

Organizations have better knowledge

3. Candidate’s current work may be affected.
about the internal candidates.

Enhancement of employee morale and

4. Politics play greater role.
motivation.

5. Good performance is rewarded. Morale problem for those not promoted.

EXTERNAL RECRUITMENT

Better morale and motivation associated

Benefits of new skills, new talents and
1. with internal recruiting is denied to the
new experiences to organizations.
organization.

Compliance with reservation policy

2. It is costly.
becomes easy.

Scope for resentment, jealousies and Chances of creeping in false positive and
3.
heartburn are avoided. false negative errors.

Adjustment of new employees to the

4. It could help in injection of fresh blood.
organizational culture takes longer time.
RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

 Outsourcing
In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing
firms help the organization by the initial screening of the candidates according to the
needs of the organization and creating a suitable pool of talent for the final selection
by the organization. Outsourcing firms develop their human resource pool by
employing people for them and make available personnel to various companies as
per their needs. In turn, the outsourcing firms or the intermediaries charge the
organizations for their services.

Poaching / Raiding
“Buying talent” (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced
person already working with another reputed company in the same or different
industry; the organization might be a competitor in the industry.

E-Recruitment
Many big organizations use Internet as a source of recruitment. E- recruitment is the
use of technology to assist the recruitment process. They advertise job vacancies
through worldwide web. The job seekers send their applications or curriculum vitae
i.e. CV through e mail using the Internet.
CONCEPT - SELECTION

It is the process of differentiating between applicants in order to identify and hire

those with a greater likelihood of success in a job.

Once the recruiting effort has developed a pool of candidates, the next step in the
HRM process is to determine who is best qualified for the job. This step is called the
selection process. The enterprise decides whether to make a job offer and how
attractive the offer should be. The job candidate decides whether the enterprise and
the job offer fit his or her needs and personal goals. The process also seeks to predict
which applicants will be successful if hired. Success, in this case, means performing
well on the criteria the enterprise uses to evaluate employees.

OUTCOMES OF THE SELECTION DECISION

Selection Decision

Accept Reject
Job Performance

Unsuccessful Successful

Correct Decision Reject Error

Accept Error Correct Decision

Correct Selection Decisions are those where the candidate was predicted to be
successful in advance and prove to be successful on the job. At times the applicant
is predicted to be unsuccessful and, as expected, performs unsatisfactorily after
getting selected. While in the first case, the worker is successfully accepted; in the
later the worker is successfully rejected.
Errors arise when we reject a candidate who would have performed successfully on
the job. This is termed as reject error. In certain situations a worker is accepted
ultimately and performs unsatisfactorily. This is called accept error.

SELECTION PROCESS

Selection is a long process, commencing from the preliminary interview of the

applicants and ending with the contract of employment.

SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
Difference between Recruitment and Selection
S.No. Recruitment
Recruitment is the process of
searching the candidates for
1
employment and stimulating them to
apply for jobs in the organization.
The basic purpose of recruitments is
to create a talent pool of candidates
to enable the selection of best
2
candidates for the organization, by
attracting more and more employees
to apply in the organization.
Recruitment is a positive process i.e.
3 encouraging more and more
employees to apply.
Recruitment is concerned with
4 tapping the sources of human
resources.
There is no contract of recruitment
5 service between the employer and the
established in recruitment.
Selection
Selection involves the series of steps
by which the candidates are screened
for choosing the most suitable persons
for vacant posts.
The basic purpose of selection process
is to choose the right candidate to fill
the various positions in the
organization.
Selection is a negative process as it
involves rejection of the unsuitable
candidates.
Selection is concerned with selecting
the most suitable candidate through
various interviews and tests.
Selection results in a contract of
selected employee.