Recruitment at

Omax Auto

Submitted to
Prof A.P.S Rathore
HEAD-Department of Management Studies
MALAVIYA NATIONAL INSTITUTE OF
TECHNOLOGY

By : Raj Kumar Singh

 Company Profile
1984 – 90
Started commercial production at Dharuhera for Hero Honda.
- Went public and established 2nd Plant at Gurgaon.

1991 - 98
- Expanded customer base to include TVS.
- Expanded product profile to include complete 2 wheeler body frame.
- Certified ISO 9002 compliant by Germany.

1999 – 03
- Established 3rd facility at Sidhrawali.
- Expanded process capability to include paint shop with technology
from ABB.
- New customers added – New Holland Tractors, Honda Seil Cars.
2003 – 10
ISO/TS-16949, ISO-14001 & OHSAS - 18001 compliant
- 6th Plant at Bangalore (Karnataka)
- 7th Plant INDITAL at Manesar (Haryana).
- Started Exports to North America and Europe: Delphi,
Tenneco,Piaggio.
- Established 8th Plant at Lucknow (U.P).
- TQM Activities initiated.
- SAP rolled out in all plants.
- Diversified in Home Furnishing Business with IKEA – Sweden.
- Further diversified into Defence and Railway business as well.
- Signed a Joint Venture Agreement with COC (China Oghiara
Corporation),
- Chassis project for TATA MOTORS under construction
AUTHORISED Ancillary of
Hero Honda ,YAMAHA, TVS,
HONDA

MANUFACTURER OF Home
and Industrial Furninshings.

Annual Sales
exceeding 500 CR.
INR
 Role Of HR deppt in
OMAX AUTO
 Procurement Function.
 Legal Obligations.
 Training and development.
 Welfare Management.
 Employee Compensation.
Procurement Function
Anticipation

Selection Planning

Recruitemen
Job analysis
t
 Recruitement
“Recruitment is the process of searching the candidates
for employment and stimulating them to apply for jobs
in the organization”

"If each of us recruit people who are smaller than we are,

we will become a company of dwarfs, but if each of us
hires people who are bigger than we are, we will become
a company of giants.”
Ratan Tata
Characteristics:
 Is an aspect of Man power planning.
 Linking activity.
 It is a two way affair.
 It is a pervasive Function.
 It is a complex Job .
Process
 Define the job requirements. 

•Background characteristics needed to perform the job

(education and experience)
•Personal characteristics required (analytical and creative
abilities, decision-making style, interpersonal skills,
motivation)
•Key features of organization's culture (team-orientation,
degree of conformity, reward systems)
•Managerial style (authoritative, coercive, democratic) and its
implications for an effective working relationship.
 Develop a job profile.
This is an opportunity to redesign a job, not simply to fill
the current position company have. 

Job profile should include the following : 

Job title, business unit, organization .

Job responsibilities and tasks .
Summary of the job tasks, responsibilities, and
objectives .
Compensation, hours, location .
Advertising The vacancy: The HR manager posts the
job on the job portals & also gives the specifications to the
placement cells.

Recruiting agencies
Newspaper ads
Referrals from colleagues
Professional associations
Networking
Colleges and universities
The Internet
The sources used for recruitment:

 
WALK-Ins: The potential candidates are called to
attend an interview directly , without a prior
application on a specific date, time and at a specified
place.

Head Hunting: The professional organizations

search for the most suitable candidates and, advice the
company regarding the filling up of the positions.
Headhunter are also called ‘search-consultants’.
The sources used for recruitment:

 
Job portals:
The technological revolution in
telecommunications helped the organization to use
Internet as a source of recruitment. Organization
advertises the job vacancies through the www.
The job seekers send their applications through the
email using Internet.
 Campus Recruitment:
Fresher for different vacancies (summer trainees) are
recruited from various educational institutions.

Referrals: Collecting references from the

Candidates who have been interviewed. Employee
referrals or by Word of mouth.
 
 
 
 
The HR manager in case of emergency vacancy
themselves go for head hunting on the internet: they
search the job portals for the CV’s of the eligible
candidates & then call them for the interview.
 
Short Listing: The eligible candidates are called for the first round of
interview held with the person related to the department for which the
process is on. The candidates shortlisted in this exercise are scheduled
for a second round of interview with the HR Manager.
 
Decision Making: The shortlisted candidates are then undergoing the
final & the decisional round of interview with the Zonal head of the
company.
 
Generate Offer Letter: The offer letter is generated within 15 days to
the candidates who successfully pass the final round of interview.
 A Bad Hire Is Worse Than You Think

According to the Harvard Business Review, 80 percent of

turnover is caused by bad hiring decisions. These are
costly mistakes. These figures include money spent on
recruitment, selection and training plus costs due to
decreased productivity as other employees fill in to take
up the slack.

But these numbers don't reflect the intangible damages

an exiting employee can have such as lost customers and
low employee morale across the rest of the organization.
And, turnover costs climb even higher as you move up the
organization: mid- and upper-level managers can cost
over twice their annual salary to replace.
Learning's……. 
 Never Say …..

“That’s Not My Job”!!

Always Choose to do What You
Will Remember ……

Ten Years From Now !

Keep Track of What You Do
Someone is Sure to Ask
Long Hours Don’t Mean Anything

RESULTS Count, Not Effort

THANK YOU…….!
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